If you’re working without a nanny contract or your current contract doesn’t provide you the protections you want and need, it’s time to make a change. The beginning of the year is a great time to present your employers with a new or updated contract. In this free webinar, I’ll share how to start the conversation whether you’re new to the job or have been there for years, how to overcome the common objections, and get started with the A to Z Nanny Contract.
It’s always a good time to go from being paid under the table (when your employer or you don’t pay taxes on your income) to being paid on the books (when you and your employer pay the required taxes). In this webinar, I’ll outline how taxes work for employers and nannies and give you the wording you need to start the conversation and overcome the common objections, plus the resources you need to get started. If you want to move to legal pay but just don’t know how to get there, don’t miss this free resource from A to Z Nanny Contract.
One of the biggest benefits of a nanny contract is that both employee and employer have the same understanding of job expectations. If you didn’t do that at hire, it’s not too late to do it now.
Ideally you want to create a nanny contract as the last step in the hiring process. A comprehensive contract will guide you through all the ins and outs of the employment relationship including the nuts and bolts details of the job (e.g. hours, pay), your and your nanny’s expectations, and the ground rules for the relationship. Going through this process before the nanny begins makes sure you’re all on the same page and there aren’t any misunderstandings going in.
But even if your nanny is already on the job, you can (and should) still create a contract. It doesn’t matter if they’ve been there for one month or one year, now is always the perfect time to put one in place.
If you’re having a problem with your nanny, a contract is a great way to bring up the issue, begin working together towards a solution, and record the agreements made.
EXAMPLE: You said during the interview that your nanny could use her sick days to see the doctor. Last week she told you on Tuesday that she had a non-emergency appointment on Thursday. You had to cancel a client meeting to cover the morning. This is the second time it’s happened.
YOU MIGHT SAY: Megan, let’s set a time to talk about scheduling doctor appointments. I absolutely want you to be able to see your doctor when you need to. I also want to make sure that I’m able to get coverage for the time you’re gone. Let’s talk about a way to make that work for both of us. And to make sure we both have a clear understanding of how it will work, this is a great time to put a nanny contract in place. It’ll help us get on the same page and avoid any more misunderstandings going forward.
Maybe there’s not a specific problem, you just seem to be covering the same ground over and over again. Another great reason to talk about the issues, clarify the terms, and record the details in a written agreement.
EXAMPLE: Your nanny’s doing a great job but you’re having to ask her to do things that you think she should know are part of her job like taking out the kitchen trash when it’s full or getting rid of broken toys. You can tell she’s getting frustrated with you and the ongoing requests.
YOU MIGHT SAY: Debbie, I’d like to talk about how things are going. You’re doing a great job and I appreciate all that you do for us. My concern is that when we talked about you keeping the kitchen clean or straightening up the play room, I didn’t define exactly what those things meant and as a result, we seem to have different working definitions. It’s been confusing for me and I’m sure it’s been frustrating for you. It would be really helpful for us to talk about the details and create a nanny contract so moving forward, we’re both on the same page.
Both parties always feel better when they have a clear understanding of what’s expected of them, what they can expect from the other person, and a detailed record of the agreements they’ve made together. It’s a fundamental part of a successful employment relationship.
Ready to get started on your nanny contract? Check out the Do-It-Yourself and Do-It-For-Me options of the A to Z Nanny Contract.
Almost every nanny contract includes a clause requiring the nanny to be CPR / First Aid certified within 3 to 6 weeks of employment. Often in the hustle and bustle of getting settled into a new job, neither the nanny or the employer makes getting the certification a priority and it’s gets buried in the to do list. While being prepared for an emergency is always important, it’s especially important during the summer when kids and caregivers are playing at the pool, at the lake, and at the shore.
Even with the best nanny paying full attention, accidents happen. A child walking by a pool can trip and fall in. A child who’s been swimming for years can get a cramp and quickly become exhausted trying to stay above water. A child playing happily in the sand can suddenly be pulled in by a wave. Often the factor that will make the difference between life and death is an adult who can rescue the child from the water and effectively perform CPR.
So if you have a nanny, make sure she has a current certification in CPR. (You put it in your nanny contract for a reason.) If your nanny will be with your child near water where a lifeguard isn’t on duty, make sure your nanny is a competent swimmer, has training in how to rescue a child from the water and you have water rescue devices close by.
If you don’t have this as a requirement in your nanny contract, now is the perfect time to add it.
It’s also a good idea for parents to become CPR certified too. Accidents can happen no matter who’s on duty.
