Wednesday, May 31, 2006
Hiring the Best Nanny for Your Family - Part 2
You want to hire the best nanny for your family. What can you do before hiring to maximize your chances for success?
Understanding your family's needs is an important first step - after all you need to be able to accurately describe the job and its responsibilites to the prospective nanny. Interview carefully. Take your time, use this opportunity to learn a bit about the nanny and how she thinks and acts. Behavorial interviewing is an absolute must. Ask questions such as:
Don't short cut the reference checking. Persons who provide your nanny candidate a reference should NOT be her relatives. Former employers are best. If not available, former teachers and clergy are other possibilites. Ask the references open ended questions too. You want to learn about how this employee treats responsibility - does she come in to work as scheduled and on time? How much direction did she require? Ask about an emergency situation that she had to deal with and how she handled it. The nanny candidate who is a stranger to you should be thoroughly background checked - criminal, civil and sex offender registries should be checked. If she is going to drive your children, check her DMV records also.
Consider a trial day or two. If the nanny is currently employed, suggest a trial day over a weekend. You should pay her for her time, and allow her considerable flexibility to interact with you and your child. Listen and observe. Does she ask you thoughtful questions? Does she get down on the floor with your toddler? Does she offer your child words of praise and positive feedback. Does she lead or command? Is she self-confident enough to offer you suggestions?
It the nanny passes all of these with flying colors - hire her! Remember to offer her a fair salary, benefits that are important to her, and be flexible. Resist the urge to micro-manage the nanny. No two child care providers will do all things the same. You child is flexible and can adjust to differences in style - just be careful that is all they are. Let your nanny teach your child to do for himself. You want the toys picked up - allow the nanny the flexibility to engage the child in the process so he learns HOW to pick up his toys. And lastly, reward the nanny. Verbal thank yous, a small unexpected gift, or unexpected perks make for a positive long term relationship.
Understanding your family's needs is an important first step - after all you need to be able to accurately describe the job and its responsibilites to the prospective nanny. Interview carefully. Take your time, use this opportunity to learn a bit about the nanny and how she thinks and acts. Behavorial interviewing is an absolute must. Ask questions such as:
- Why do you want to be a nanny?
- Tell me about your childcare style?
- Have you had to deal with a two year old having a temper tantrum? What did you do?
- Have you cared for a sick child? How do you do that?
- Tell me about a time when you had to comfort an upset child.
- How were you disciplined as a child? How do you discipline a child?
- Tell me about a time when you had a disagreement with your old boss. How did you handle it?
- Tell me about a work situation that particularly pleased you. What was it and why did it make you happy?
Don't short cut the reference checking. Persons who provide your nanny candidate a reference should NOT be her relatives. Former employers are best. If not available, former teachers and clergy are other possibilites. Ask the references open ended questions too. You want to learn about how this employee treats responsibility - does she come in to work as scheduled and on time? How much direction did she require? Ask about an emergency situation that she had to deal with and how she handled it. The nanny candidate who is a stranger to you should be thoroughly background checked - criminal, civil and sex offender registries should be checked. If she is going to drive your children, check her DMV records also.
Consider a trial day or two. If the nanny is currently employed, suggest a trial day over a weekend. You should pay her for her time, and allow her considerable flexibility to interact with you and your child. Listen and observe. Does she ask you thoughtful questions? Does she get down on the floor with your toddler? Does she offer your child words of praise and positive feedback. Does she lead or command? Is she self-confident enough to offer you suggestions?
It the nanny passes all of these with flying colors - hire her! Remember to offer her a fair salary, benefits that are important to her, and be flexible. Resist the urge to micro-manage the nanny. No two child care providers will do all things the same. You child is flexible and can adjust to differences in style - just be careful that is all they are. Let your nanny teach your child to do for himself. You want the toys picked up - allow the nanny the flexibility to engage the child in the process so he learns HOW to pick up his toys. And lastly, reward the nanny. Verbal thank yous, a small unexpected gift, or unexpected perks make for a positive long term relationship.
Tuesday, May 23, 2006
More Pressure to Increase the IRS Standard Mileage Rate
Senator Evan Bayh (D-Ind) on May 4 asked the Internal Revenue Service (IRS) to increase the current mileage reimbursement rate from 44 cents per mile to 48.5 cents a mile. Unlike many of the other plans before Congress to address rising gas prices, the Administration could act immediately, without a Congressional vote. There is a precedent for such action, most recently the IRS' temporary reimbursement rate increase last fall in response to disrupted supplies in the wake of Hurricane Katrina. Senator Bayh argues that the "mileage reimbursement rate should reflect actual [automobile operating] costs to taxpayers."
Senator Bayh's request comes on the heals of a similar request May 1st by the president of the National Treasury Employees Union to raise the standard reimbursement rate to 60 cents per mile.
Most nannies and housekeepers who use their personal vehicles to drive their employer's children or run errands are reimbursed for their business travel at the IRS standard mileage reimbursement rate.
Senator Bayh's request comes on the heals of a similar request May 1st by the president of the National Treasury Employees Union to raise the standard reimbursement rate to 60 cents per mile.
Most nannies and housekeepers who use their personal vehicles to drive their employer's children or run errands are reimbursed for their business travel at the IRS standard mileage reimbursement rate.
Monday, May 22, 2006
Hiring the Best Nanny for Your Family - Part 1
Obviously, hiring a good nanny is important. After all, this person will have sole charge of your children. Knowing that you have a good nanny allows you to focus on your work, free from worry about your children and the home front.
Most of us choose our spouse with care and rear our children with nurturing and compassionate attention. Yet, we tend to select the nanny on the basis of an interview or two, and once they start work, they often find that they must fend for themselves.
How, then, are we to know we have done our best to locate the best nanny for our family?
It is important to remember that if you want a quality nanny, your employment situation must be of the same caliber. Competitive pay, reasonable hours, benefits and perks play a large part in attracting and retaining quality employees. The nanny is undoubtedly there to serve your family, providing an important and valuable contribution to you and your children. With that said, it is useful to remember that your family's needs cannot always come first; the needs of the nanny have to be balanced and figured into the work relationship.
When you recognize and attempt the meet your nanny's needs, many good results will follow. First of all, you will have a happy nanny. The service the nanny provides to your family will reflect this contentment in the relationship. She becomes equally willing to recognize your needs.
A open, friendly nanny|family relationship is a must. Let your nanny know you respect her knowledge, and are open to suggestions she might make. When she raises a concern, listen to it carefully. All concerns cannot be met equally; however, compromise and a sincere willingness to partner with the nanny is a key ingredient to a successful, long-term employment relationship.
Many perks that your nanny might truly value cost you little or nothing. One family, knowing that their nanny lived in an apartment, suggested that she was free to use their hose to wash her car. Another family, recognizing the long hours the nanny was working offered to allow her to use their washer and dryer for her laundry, both freeing up some of her valuable spare time and saving her the laundromat fees. Does your nanny have an out-of-town weekend planned? If so, could you offer to return home a few hours early one Friday so she could get an early start? This comes back to you in her flexibility to come in early or stay late when you have an important meeting or a plane to catch.
When interviewing, ask yourself, "Is this nanny candidate a nice person?" Experience is important, but a nice person can learn almost anything. Nice people are easier to teach and pleasant to be around.
Coming next - what can you do before hiring to learn more about the nanny candidate?
Kathleen Webb is a founding partner of HomeWork Solutions Inc., the leading nanny payroll and tax service provider, and 4nannies.com Inc., the first online nanny recruiting venue. She has nearly 20 years experience in the nanny industry.
Related Link: 10 Tips to Hire the Best Nanny
Most of us choose our spouse with care and rear our children with nurturing and compassionate attention. Yet, we tend to select the nanny on the basis of an interview or two, and once they start work, they often find that they must fend for themselves.
How, then, are we to know we have done our best to locate the best nanny for our family?
It is important to remember that if you want a quality nanny, your employment situation must be of the same caliber. Competitive pay, reasonable hours, benefits and perks play a large part in attracting and retaining quality employees. The nanny is undoubtedly there to serve your family, providing an important and valuable contribution to you and your children. With that said, it is useful to remember that your family's needs cannot always come first; the needs of the nanny have to be balanced and figured into the work relationship.
When you recognize and attempt the meet your nanny's needs, many good results will follow. First of all, you will have a happy nanny. The service the nanny provides to your family will reflect this contentment in the relationship. She becomes equally willing to recognize your needs.
A open, friendly nanny|family relationship is a must. Let your nanny know you respect her knowledge, and are open to suggestions she might make. When she raises a concern, listen to it carefully. All concerns cannot be met equally; however, compromise and a sincere willingness to partner with the nanny is a key ingredient to a successful, long-term employment relationship.
Many perks that your nanny might truly value cost you little or nothing. One family, knowing that their nanny lived in an apartment, suggested that she was free to use their hose to wash her car. Another family, recognizing the long hours the nanny was working offered to allow her to use their washer and dryer for her laundry, both freeing up some of her valuable spare time and saving her the laundromat fees. Does your nanny have an out-of-town weekend planned? If so, could you offer to return home a few hours early one Friday so she could get an early start? This comes back to you in her flexibility to come in early or stay late when you have an important meeting or a plane to catch.
When interviewing, ask yourself, "Is this nanny candidate a nice person?" Experience is important, but a nice person can learn almost anything. Nice people are easier to teach and pleasant to be around.
Coming next - what can you do before hiring to learn more about the nanny candidate?
Kathleen Webb is a founding partner of HomeWork Solutions Inc., the leading nanny payroll and tax service provider, and 4nannies.com Inc., the first online nanny recruiting venue. She has nearly 20 years experience in the nanny industry.
Related Link: 10 Tips to Hire the Best Nanny
Monday, May 15, 2006
IRS Urged to Re-Evaluate Mileage Reimbursement Rate
IRS Commissioner Mark Everson is being urged to repeat his action of a year ago and make a midyear recalculation of the allowable mileage reimbursement rate.
In her May 1 2006 correspondence, National Treasury Employees Union President Colleen Kelley wrote, "We now find ourselves back in the same position. Gas prices are reaching record levels and private as well as public sector employees are bearing the costs of traveling for their employers."
The current IRS mileage reimbursement rate stands at 44.5 cents per mile (1-Jan-2006) for business miles driven. That rate is down from the special 48.5 cent rate in effect 1-Sept-2005 thru 31-Dec-2005, a special midyear adjusted rate put into effect following Hurricane Katrina and the disruption to national gasoline distribution.
Kelley is also on record of supporting legislation (S. 1678) that would temporarily increase the mileage deduction for business and charitable travel to 60 cents per mile.
Families who require their nanny or household staff to use the employee's private vehicle for 'business' purposes such as transporting the children in their care generally rely on the IRS mileage reimbursement rate to calculate employee expense reimbursement.
Source: BNA Payroll Administration Guide 3-May-2006.
In her May 1 2006 correspondence, National Treasury Employees Union President Colleen Kelley wrote, "We now find ourselves back in the same position. Gas prices are reaching record levels and private as well as public sector employees are bearing the costs of traveling for their employers."
The current IRS mileage reimbursement rate stands at 44.5 cents per mile (1-Jan-2006) for business miles driven. That rate is down from the special 48.5 cent rate in effect 1-Sept-2005 thru 31-Dec-2005, a special midyear adjusted rate put into effect following Hurricane Katrina and the disruption to national gasoline distribution.
Kelley is also on record of supporting legislation (S. 1678) that would temporarily increase the mileage deduction for business and charitable travel to 60 cents per mile.
Families who require their nanny or household staff to use the employee's private vehicle for 'business' purposes such as transporting the children in their care generally rely on the IRS mileage reimbursement rate to calculate employee expense reimbursement.
Source: BNA Payroll Administration Guide 3-May-2006.
Wednesday, May 10, 2006
How to Find a Nanny
Assess Your Needs & Determine the Recruiting Method(s)
Families searching for a nanny have a number of avenues available to them. Choosing the right option, much like choosing the best nanny candidate, is a function of the family's style, budget and taste.
Families should begin the process by assessing what they are looking for in a nanny. Does she need experience? Need to drive? Will she live in or out? Does she need to swim? Cook? Is written and spoken English necessary? Does she need work authorization? What days and hours is she needed? The answers to questions such as this will save much time later in the process.
Deciding on how to recruit the nanny involves an assessment of your family's budget, the time you have to devote to the process, and your comfort level with screening applicants. Nanny agencies, online nanny services, free bulletin boards, newspaper advertisements and word of mouth advertising are all possible choices.
It is vital, no matter what recruiting method is used, that the candidate be thoroughly interviewed, reference checked and background checked before she starts to work. Don't take short cuts; be careful and thorough.
For more information on how to hire a nanny, visit
NannyNetwork.com.
Families searching for a nanny have a number of avenues available to them. Choosing the right option, much like choosing the best nanny candidate, is a function of the family's style, budget and taste.
Families should begin the process by assessing what they are looking for in a nanny. Does she need experience? Need to drive? Will she live in or out? Does she need to swim? Cook? Is written and spoken English necessary? Does she need work authorization? What days and hours is she needed? The answers to questions such as this will save much time later in the process.
Deciding on how to recruit the nanny involves an assessment of your family's budget, the time you have to devote to the process, and your comfort level with screening applicants. Nanny agencies, online nanny services, free bulletin boards, newspaper advertisements and word of mouth advertising are all possible choices.
It is vital, no matter what recruiting method is used, that the candidate be thoroughly interviewed, reference checked and background checked before she starts to work. Don't take short cuts; be careful and thorough.
For more information on how to hire a nanny, visit
NannyNetwork.com.
Monday, May 08, 2006
New Nanny Overtime Pay Dispute Snares Redskin Owner Dan Snyder
The Washington Post reports Thursday May 4, 2006 that another high-profile dispute involving nanny compensation is set for trial.
Washington Redskins Owner Dan Snyder and his wife are involved in a suit/counter-suit with their former nanny Juliette Mendonca over her compensation for a 20 month period. A Montgomery County (MD) Circuit Court Judge has consolidated the two suits. Next up - the discovery phase when all the details about job contracts, working hours, time cards, and particularly whether over-night care, when the children are sleeping, is to be compensated on-call time.
In general, the Fair Labor Standards Act (FLSA) requires that a nanny, either live in or live out, be compensated for all hours that they are required to be on duty. Ms. Mendonca generally worked 5 overnight shifts of about 12 hours each, as well as some weekend duties. Expected to be at issue is whether Ms. Mendonca was on-call while she was sleeping at the Snyder's residence. The suit is expected to point out the inadequate time tracking systems in place, a common problem in domestic employment.
More information about payroll and time tracking can be found in the 4nannytaxes.com Frequently Asked Questions.
Original Washington Post Story.
Washington Redskins Owner Dan Snyder and his wife are involved in a suit/counter-suit with their former nanny Juliette Mendonca over her compensation for a 20 month period. A Montgomery County (MD) Circuit Court Judge has consolidated the two suits. Next up - the discovery phase when all the details about job contracts, working hours, time cards, and particularly whether over-night care, when the children are sleeping, is to be compensated on-call time.
In general, the Fair Labor Standards Act (FLSA) requires that a nanny, either live in or live out, be compensated for all hours that they are required to be on duty. Ms. Mendonca generally worked 5 overnight shifts of about 12 hours each, as well as some weekend duties. Expected to be at issue is whether Ms. Mendonca was on-call while she was sleeping at the Snyder's residence. The suit is expected to point out the inadequate time tracking systems in place, a common problem in domestic employment.
More information about payroll and time tracking can be found in the 4nannytaxes.com Frequently Asked Questions.
Original Washington Post Story.
Friday, May 05, 2006
Nannies and Summer Vacation Time (Cont)
Written by Kathleen Webb
Last month I discussed scheduling and compensation issues that arise during summer vacation months. The summer months can give a nanny gray hairs for an entirely different reason, I am told. School is OUT!
Many nannies care for both school aged and pre-school aged children in the same family. The school year is very predictable, and nannies find that establishing a routine that works for everyone takes just a week or two once school starts. But the long summer vacation months create any number of challenges for nannies in this position, much the same as they do for stay-at-home moms.
The Pool:
Balancing the toddler in the 'baby pool' and the 6 year old who wants to jump off the diving board will pre-maturely age any caregiver! Nannies work out a variety of solutions, from taking turns to tag-teaming with another mom or nanny.
Nap Time:
The toddler MUST have a nap, or everyone will suffer through the 4PM melt down and have an entirely miserable evening. The 6 year old, on the other hand, will slow down for lunch and be ready to go again! Most nannies will work 'quiet time' into the summer schedule. Toddler will nap, and the 6 year old will self entertain - quietly read a book, work with legos, color, or any silent activity. Many nannies report that their school aged charges willl often doze off too! Parents, please encourage this. Your nanny needs a breather mid-day too!
Keeping the House Clean:
Okay, something has to give. The nanny who routinely straightens up the home during toddler nap times faces challenges during the summer months. Many nannies will enlist the aid of the older charges, establishing clean up time sometime in the late afternoon so the parents return to a reasonably orderly home. Often, all kids will participate in play room clean up while nanny is prepping dinner or tidying up the kitchen. Some low-level disorder, however, has to be expected. The pool towels may be hanging over the deck drying, and suits may draped over the shower curtain bar.
Show Appreciation:
Families, don't forget to 'catch your nanny being good' during the summer months. Treat her and the kids to movie tickets when rain is forecasted for the third day in a row. Come home early once a week and let her go early. Establish a Pizza Night so she can look forward to one day without prepping dinner. The small gestures will have huge impact. And don't forget to celebrate September!
For more information on hiring, orienting, managing and retaining your family's nanny, visit the Family Tool Kit at 4nannies.com.
Last month I discussed scheduling and compensation issues that arise during summer vacation months. The summer months can give a nanny gray hairs for an entirely different reason, I am told. School is OUT!
Many nannies care for both school aged and pre-school aged children in the same family. The school year is very predictable, and nannies find that establishing a routine that works for everyone takes just a week or two once school starts. But the long summer vacation months create any number of challenges for nannies in this position, much the same as they do for stay-at-home moms.
The Pool:
Balancing the toddler in the 'baby pool' and the 6 year old who wants to jump off the diving board will pre-maturely age any caregiver! Nannies work out a variety of solutions, from taking turns to tag-teaming with another mom or nanny.
Nap Time:
The toddler MUST have a nap, or everyone will suffer through the 4PM melt down and have an entirely miserable evening. The 6 year old, on the other hand, will slow down for lunch and be ready to go again! Most nannies will work 'quiet time' into the summer schedule. Toddler will nap, and the 6 year old will self entertain - quietly read a book, work with legos, color, or any silent activity. Many nannies report that their school aged charges willl often doze off too! Parents, please encourage this. Your nanny needs a breather mid-day too!
Keeping the House Clean:
Okay, something has to give. The nanny who routinely straightens up the home during toddler nap times faces challenges during the summer months. Many nannies will enlist the aid of the older charges, establishing clean up time sometime in the late afternoon so the parents return to a reasonably orderly home. Often, all kids will participate in play room clean up while nanny is prepping dinner or tidying up the kitchen. Some low-level disorder, however, has to be expected. The pool towels may be hanging over the deck drying, and suits may draped over the shower curtain bar.
Show Appreciation:
Families, don't forget to 'catch your nanny being good' during the summer months. Treat her and the kids to movie tickets when rain is forecasted for the third day in a row. Come home early once a week and let her go early. Establish a Pizza Night so she can look forward to one day without prepping dinner. The small gestures will have huge impact. And don't forget to celebrate September!
For more information on hiring, orienting, managing and retaining your family's nanny, visit the Family Tool Kit at 4nannies.com.
Wednesday, May 03, 2006
Nanny Awarded Back Pay
The US Department of Labor Wage and Hour Division ordered a Denver-area family to pay their former nanny $64,000 in back pay. Why?
The US Department of Labor is charged with enforcement of the Fair Labor Standards Act (FLSA). Nannies and all domestics or household employees are covered under the FLSA. The act spells out employer requirements for accurate and contemporaneous record-keeping concerning employee hours, and the applicability of minimum wage and overtime rules.
The Aurora, Colorado nanny filed a grievance with the DOL's Wage and Hour Division claiming that the family did not pay her for all hours worked and paid her in violation of minimum wage and overtime rules spelled out in the FLSA.
In a press release announcing the decision the DOL's Wage and Hour Division states "The FLSA requires that covered workers be paid at least the federal minimum wage for all hours worked and one and one-half their regular rate of pay for hours worked over 40 in a single workweek. Employers must also maintain adequate and accurate records of employees’ wages, hours and other conditions of employment." (Release Number: WHD 06-594-DEN). The ruling stated that the family failed to pay their live-in nanny for all hours worked over a two year period November 2002 - November 2004.
HomeWork Solutions has provided payroll and payroll tax services to household employers since 1993. Families and nannies with questions related to household employment payroll and associated rules are invited to review the Frequently Asked Questions at http://www.4nannytaxes.com/faq/index.cfm
The US Department of Labor is charged with enforcement of the Fair Labor Standards Act (FLSA). Nannies and all domestics or household employees are covered under the FLSA. The act spells out employer requirements for accurate and contemporaneous record-keeping concerning employee hours, and the applicability of minimum wage and overtime rules.
The Aurora, Colorado nanny filed a grievance with the DOL's Wage and Hour Division claiming that the family did not pay her for all hours worked and paid her in violation of minimum wage and overtime rules spelled out in the FLSA.
In a press release announcing the decision the DOL's Wage and Hour Division states "The FLSA requires that covered workers be paid at least the federal minimum wage for all hours worked and one and one-half their regular rate of pay for hours worked over 40 in a single workweek. Employers must also maintain adequate and accurate records of employees’ wages, hours and other conditions of employment." (Release Number: WHD 06-594-DEN). The ruling stated that the family failed to pay their live-in nanny for all hours worked over a two year period November 2002 - November 2004.
HomeWork Solutions has provided payroll and payroll tax services to household employers since 1993. Families and nannies with questions related to household employment payroll and associated rules are invited to review the Frequently Asked Questions at http://www.4nannytaxes.com/faq/index.cfm
Monday, May 01, 2006
Spike in Gas Prices Hurts Low Wage Workers
The price per gallon for gasoline topped $3.00 last month, and forecasts are for costs to level off in the $3 - $3.50 range for the coming year or more.
The rise in costs hurts everyone, but low wage workers such as nannies and housekeepers are hit particularly hard. Americans on average commute 32 miles round trip for work. Assuming the average fuel economy of 22.4 miles per gallon and a $1 rise in gas costs year over year, the average worker will pay an additional $350 this year for commuting. In congested areas such as Washington DC traffic can double commuting times and expense.
The IRS to date has not made any change in the 40.5 cents per mile reimbursement rate for business travel. Many employers require their nanny to transport their charges to/from school, sports practices, and a host of other planned activities. The AAA 2006 Your Driving Costs survey released March 30 2006 estimates that the average cost per mile to operate a motor vehicle is 52.2 cents!
Employers are already reporting difficulties hiring and retaining part time employees. Commuting costs coupled with a favorable employment environment are causing more job seekers to hold out for better paying full time or longer/fewer shifts part time jobs. Nanny bulletin boards are buzzing with complaints about employers failing to reimburse work related travel, or not adjusting their flat rate 'gas allowances' that they offer the nanny.
Everyone is feeling the squeeze. Nanny employers would be wise to rethink their reimbursement schemes in the interest of staff retention.
The News Room at 4nannytaxes.com contains up to date information on allowed employee expense reimbursement levels.
The rise in costs hurts everyone, but low wage workers such as nannies and housekeepers are hit particularly hard. Americans on average commute 32 miles round trip for work. Assuming the average fuel economy of 22.4 miles per gallon and a $1 rise in gas costs year over year, the average worker will pay an additional $350 this year for commuting. In congested areas such as Washington DC traffic can double commuting times and expense.
The IRS to date has not made any change in the 40.5 cents per mile reimbursement rate for business travel. Many employers require their nanny to transport their charges to/from school, sports practices, and a host of other planned activities. The AAA 2006 Your Driving Costs survey released March 30 2006 estimates that the average cost per mile to operate a motor vehicle is 52.2 cents!
Employers are already reporting difficulties hiring and retaining part time employees. Commuting costs coupled with a favorable employment environment are causing more job seekers to hold out for better paying full time or longer/fewer shifts part time jobs. Nanny bulletin boards are buzzing with complaints about employers failing to reimburse work related travel, or not adjusting their flat rate 'gas allowances' that they offer the nanny.
Everyone is feeling the squeeze. Nanny employers would be wise to rethink their reimbursement schemes in the interest of staff retention.
The News Room at 4nannytaxes.com contains up to date information on allowed employee expense reimbursement levels.
