By Aunt Ann’s In-house Staffing
While a nanny position may seem straight forward, contracts are an important part of accepting a job as they hold both families and nannies accountable and serve as a guideline that both parties can turn to throughout the relationship. Every contract will differ and depend on the specifics of the position. If you’re wondering what standard contracts should entail, you’re not alone! Here are a few things to consider and look for before signing.
Hours of Work
- Always be sure the agreed upon schedule is written into the contract, or if the hours tend to vary make sure the number of guaranteed hours is included.
- If travel or overnights are required, you’ll want those noted as well (frequency, duration, etc.).
Position and Job Responsibilities
- Here you’ll find a detailed list of your specific day-to-day responsibilities regarding the children as well as any duties that may be required for the household. Read through it carefully and discuss any amendments or concerns with the family. If you are concerned about the prioritization of tasks, you may want it noted that the children’s well-being is of the utmost importance and that this should guide your priorities in the role.
Expense Reimbursement
- Work-related expenses may incur if you are responsible for signing children up for activities, picking up groceries or child-related items, and so on. Be sure the method of reimbursement is included in the contract. This could mean that you’ll need to submit receipts and that you agree to stay within a budget designated by the parents. Some families will also entrust their nanny with a debit or credit card for work-related purchases and their expectations around its use should also be outlined.
Driving Responsibilities
- If driving is necessary for the position, you’ll want it expressed in the contract whether you’ll be using your own vehicle or the family’s.
- If the family authorizes you to drive your personal automobile for work-related reasons, you should receive mileage reimbursement at the applicable legal rate established by the Internal Revenue Service upon submission of a mileage report.
- If you are authorized to use the family’s vehicle, they’ll need to add you to their auto insurance policy.
- If you receive a moving violation or a parking citation due to your failure to abide by a relevant state or local law, the resulting fine will typically be the nanny’s responsibility.
Compensation and Benefits
- Include the standard hourly rate subject to all customary withholdings.
- In some states nannies are defined by law as Personal Care Attendants and must be paid overtime at 1.5 times the hourly rate for any hours worked in excess of nine hours in one workday or forty hours in one work week.
- There should be mention of the regularly scheduled payday (whether weekly or biweekly).
- Vacation time should be included and may be accrued or advanced. If there is any unused vacation time, make sure it is specified whether it will be paid out at the end of the year or rolled over to the next year. Many families will stipulate that part of the nanny’s vacation time must coincide with their own vacation plans and that the other half may be used at the nanny’s discretion with advance notice.
- Paid Sick Leave will differ from state to state but should follow state and local law. Sick time may also be accrued or advanced depending on the family’s preferences.
- Holidays should be agreed upon in advance and only be paid if they fall on a regularly scheduled workday. If you are required to work a holiday that falls on a regularly scheduled workday, then it may be noted if the family will provide overtime (1.5 times the regular hourly rate).
Employment Terms
- Because the Nanny-Family relationship is very personal, it’s important both parties feel at ease working together. Therefore it may be noted in the contract that your employment is “At-Will” which simply means that either party can terminate employment at any time for any reason. While advance notice is not required, most contracts as a courtesy will also stipulate advance notice upon resignation (i.e., two weeks’ notice).
Aunt Ann’s In-House Staffing has accumulated over 60 years of experience successfully matching the personalities and staffing needs of San Francisco Bay Area households with the characteristics and work experience of professional, highly skilled nannies, housekeepers, estate managers, private chefs, personal assistants and more. As a third-generation, family-owned business, we’ve earned the trust and loyalty of both employers and domestic professionals. That’s why we are called upon time and again by established clients as their needs for domestic help expand. To learn more about our services, call 415-749-3650 or visit our website www.inhousestaffing.com.