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Interviewing Tips/Techniques

This section will cover things such as: What to wear to an interview, what questions to ask in your first interview, what to ask in your second interview, what NOT to ask in an interview, what things employers cannot legally ask you in an interview, how to politely conclude an interview that is not going well, and how to build and present your resume' and portfolio.

On first contact with a family, make sure to get both parents' names, their home address, their phone number, their FAX number if not using an agency or the agency has not provided them with your portfolio, their e-mail address, and, if you are interviewing in person, driving directions to their home. Make sure and take all this information with you so that if you get lost or delayed on your way to the interview, you can stop and call them. Being late for an interview is NEVER OK! Your promptness is the first impression that they have of you and your professionalism.

When going for an in person interview, make sure that you are appropriately dressed. That does not necessarily mean that you need to wear a 3 piece suit, but it does mean that you should wear a dress or nice slacks and a nice shirt. However, do not wear something so fussy that you cannot get down on the floor and play with the children if the opportunity arises. If you normally wear make-up, it is OK to wear it to an interview, but remember that this is not a nightclub. Make-up should be tasteful and kept to a minimum. Also, keep in mind that many people are allergic to perfume. Wear very little, or better yet, none until you know. If you are a smoker, DO NOT smoke before the interview. Wait until after the interview so that you do not go in smelling like smoke. Do not wear clothing that you have smoked in previously (such as a jacket that does not get washed each time you wear it). You would be surprised how much that smell clings to clothing and how offensive that can be to people who do not smoke.

Here are some sample questions for your initial contact with the family. These will help give you a general idea of what the job is about and if it interests you or not. Some of this information should have been covered with you by the agency (if you are using one) prior to a referral.

What are the children's ages? If there are no security issues associated with the job, you can ask the names as well. If this is a high profile family, then do not ask the children's names. This will show that you have some sensitivity to their security issues. When you get farther into the process with the family, then it will be an appropriate time to learn the children's names.
What are the children's personalities like, what are their favorite activities, and/or do they have any special needs?
What specific duties does this job require? Again, if you are using an agency, this should be covered prior to a referral to make sure that you are not wasting anyone's time with a job that includes things that you are not willing to do. Some examples are: children's and/or family laundry, cooking for the children (and sometimes family), transporting the children to and from school and activities, making baby food, purchasing supplies, and more. Never agree to a responsibility that you are not willing to do cheerfully. You will end up resenting it and the family.
What are the hours that this job requires? Will there be any overtime on a regular basis or will it be sporadic? How much notice will you get for overtime?
What is the anticipated start date of this position?
How long is the initial contract expected to last? Are they anticipating a one year commitment or would they like longer?
What is your current childcare arrangements? Why are you choosing to hire a nanny now?
How do you see having a nanny benefit your family?
Is there anything you would not like me to do with the children? Some families do not want the nanny to ever leave the house with the children. If this is the case with the family, and you know this would drive you crazy, this is not the job for you.

So, if you are still interested in the job at this point, what is next?

The in-person interview. A couple of notes here: If a family has flown you in from another area of the country, it is not OK to be interviewing with other families while you are there unless it has been pre-arranged and the cost of getting you there and putting you up for the time that you are there is equally shared amongst the families. Do not try and set up interviews on your own while you are there. Second, do not waste anyone's time and/or money by going to an interview for a job that you already know you will not take. This is totally unethical and unprofessional behavior.

If, after talking with the family the first (or second, or third...) you decide that this job was just not meant for you, honestly and politely tell them that you think a comfortable match between the nanny and the family is the key to a good placement, and while you are sure that they will find a nanny perfect for their family, you are not the one at this time. You do not need to go into any more detail than that. Sometimes the agency that you are working with will tell the family for you, and you can be more frank with the agency about why you are not interested. If there is something that you think is potentially harmful to any nanny placed there, be sure to tell the agency.

So, on to 2nd interview questions. These questions are designed to give you some more detailed information about the job and the family that you may potentially be working for. Keep all information confidential out of respect for the family and as a professional courtesy.

Is having a nanny your ideal childcare arrangement? Why or why not?
What are the most important qualities in a nanny to your family and why?
What behavior would you consider as unacceptable in your nanny?
How would you handle it if I was doing something in disciplining the children that you did not like?
Tell about the typical day for your children right now. Is there anything that you would like to see changed about it?
Do you think their days should be totally scheduled, totally free structured or a little of both?
How do you feel about the children doing outside the home activities such as trips to the zoo or the children's museum?
What are the transportation arrangements (is there a car provided for work/personal use?)
If I am expected to use my own car, what are the reimbursement options for gas, insurance, and added wear and tear on my vehicle? If I am provided a car, what are the guidelines?
How much personal responsibility do your children have now in terms of their own hygiene and belongings? How do you see that changing during the time that I would work for you?
What are your long term goals in raising your children? How do you see me, as a nanny, enhancing and supporting those goals?
What are your household rules with the children and the consequences for breaking them?
What would your expectations be of me in terms of respecting your home? If this is a live-in position, what are your requests about guests? What about overnight guests? How about my being out? Are you expecting me to be in at a certain time?
Tell me about each of the members of your family and your family's lifestyle. What kind of things do you like to do together? If you go on vacation, will I be expected to go along? If not, will I be expected to have any duties here at the house while you are gone? I.e., pet care, plant care, house sit, bring in the mail, etc..
Does your family have any religious practices that I would need to be aware of in order to respect your families beliefs?
At the end of the day, what is more important to you, to come home to a neat and organized house or to come home to children up to their elbows in finger paint?
Do your future plans include a possibility of an increase in family size?
Are there any plans in the works that might somehow affect my job as a nanny should I come to work for you? I.e., a move or job change?
In an ideal world, how long do you anticipate this job lasting?
Why are your current childcare arrangements changing? What would you like to see done differently this time around?
What other things do I need to know about this job that I have not yet asked you?
Do you currently have, or do you plan to have a video taping system in your home for observing the children daily or why not?

At this point, you should have a pretty good feel for the job. Keep in mind that you should never accept a job where the duties and responsibilities are ones that you would not do willingly and cheerfully. Never take a job that you will end up resenting. It is not good for anyone, most of all the children, when there is an unhappy nanny.

If you are pretty sure you would take the job, then it may be time to discuss salary and benefits. However, be sure that you are clear on your agencies way of handling things. Many agencies prefer to handle this whole aspect of the negotiation themselves. However, if they are not, then you need to cover a great deal of territory here.

The following is a listing of general information that you need to obtain. A more detailed coverage is provided in the contract section.

Let me just say this right from the start: It is not ethical or legal for a nanny to accept cash from her employers and not claim it on her income taxes. No matter what they tell you, it is not OK. And not only can it really hurt you if you want to get a loan, an apartment, or need other proof of income, but it can really hurt you if something goes wrong. If you are hurt, you cannot get workers compensation, if you are disabled, not only can you not get social security or disability insurance, but you never paid into it to begin with, so there is nothing there to draw from, and if you lose your job, for whatever reason, you cannot get unemployment benefits. All of these things are dependent upon you being legally employed. And when you are accepting cash, you are not legally employed. Aside from all that, you are hurting the nanny profession in general. It makes all the hard work that all of us do seem like "just babysitting" and continues to perpetuate the view that nannying is not a real job. Please, do not get caught in this trap. And, the penalties if you get caught are huge!

In general, in order to have a good point of evaluation for determining what you would consider fair compensation, you need to consider the following:

Specific daily work hours.
Specific daily responsibilities.
Is this a live-in or live-out job?
The ages and number of children you would regularly be responsible for.
The normal rate in the area where you will be working for a similar position for a nanny at your experience level.
Your education and experience level.
What your references are like.

All of these things are factors when considering compensation for a specific job. Obviously, I would hope, each nanny reading this understands that more responsibility should equal more pay, less experience or education should equal less pay. A first time nanny is just not going to make as much (nor should she expect to) as a nanny who has been in the profession for 5-10 years. Nor should a nanny working in Kansas expect that the general salaries in her area are the same as those in San Francisco, for example.

So, when looking at compensation, make sure to cover the following:

What is the base pay for this position, and is it figured hourly (always know your hourly rate, even if you are paid weekly, bi-weekly, or monthly), weekly, bi-weekly or monthly?
When does overtime come into play? For all you live-out nannies: You are entitled to at least minimum wage for each hour worked and are entitled to time and a half for all hours worked beyond 40 hours in any given work week. For live-in nannies, you will need to negotiate when "overtime" kicks in and what your rate will be, as the time and a half laws apply to live-out nannies only. (See professional links page for links to Breedlove and Associates and GTM and Associates for more information on these subjects)
How often does the family anticipate needing you to work overtime? Note: Babysitting is STILL overtime, no matter what you call it! How much advance notice will you have?
Who will be handling your taxes?
Will the family be paying you legally? Many families out there unfortunately still think it is OK to pay nannies cash, and many unprofessional nannies still think it is not hurting anyone to accept cash. But it hurts everyone involved, so don't do it.
What other benefits will they be offering? (See list below)
Will they expect you to travel with them? If so, how often? (See travel contract in contract section for more specifics with this)
If you do not travel with them, will you have other responsibilities when they are out of town?
Will you still be paid when you do not travel with them?
How much advance notice will you have regarding travel?
How often will you be paid and how will you be paid? (Check or direct deposit)
If you are using your car for work, how will you be compensated for that? Know government allowed reimbursement rates so that you can cover this. You can find current rates on the web at:

List of benefits: Keep in mind that not all employers will offer all of these, and some will offer even more. It is up to you to decide ahead of time what is really important to you and what areas are open to negotiation.

Vacation (1-2 weeks paid is the norm in the first year)
Will you have to take your vacation at the same time as they take theirs?
Personal time off (sick leave/bereavement leave) Most families offer 1 week of sick and 2-5 days bereavement leave per year)
Paid or partially paid health insurance.
Paid or partially paid dental or vision insurance.
Paid or partially paid disability insurance.
In states where it is not automatic, paid or partially paid worker's compensation insurance.
Supplemental car insurance if you use your car for work. DO NOT automatically assume your car insurance will cover you. Many companies have specific exclusions for nanny cars.
Professional days (will they allow you paid time off to attend conferences such as the NAN or INA conferences?)
Vehicle for personal use (if you are a live-in, this is rare for live-out)
Professional fees (will they pay your membership in professional organizations such as NAN or INA, and will they pay all or part of your costs to attend the annual conferences?)
Ongoing education (will they pay for or reimburse you for parenting classes, first aid and CPR or other classes?)
IRA contributions or stocks
Bonuses (this is an area of ongoing discussion among nannies as to whether or not this should be included in contracts. Some nannies include it, some don't.)
Phone/Internet Access (nannies should pay for their personal long distance themselves)
Cell phone (again, nannies should pay for personal long distance/roaming fees)
Room and board if live-in (including weekends and off-time)
Housing allowance if a live-out (this is only applicable in certain areas of the country or if the family wants you to live closer than you currently do)
Paid holidays (have them specifically list them)
Relocation expenses if you are moving to take the position

Contracts

This section will cover contracts: Why you should have a written contract (also called a work agreement), what it should cover for both live-in and live-out nannies, travel contracts, annual review of contracts, and samples contracts for you to modify and use in your job.

Work Agreement Form

This agreement is made this _________ day of _______________, 200 ___ between

______________________________________________ "Employer"

and
______________________________________________ "Nanny".

Period of Contract:

This agreement begins on _____ - _____ - _____ and continues until _____ - ______ - _____ and is annually renewable provided both the employer and the nanny agree.

Termination of Contract:

If the nanny is terminated for cause, the employer is not bound to this contract and no severance pay will be given. Also, if the nanny was provided financial relocation assistance of any kind and is terminated for cause, the employer is not bound by any prior agreement, written or otherwise to provide further financial relocation assistance of any kind. If the nanny is terminated for any other reason, then 30 days notice or 30 days severance pay will be given and if a live-in, then financial relocation assistance will be provided as previously agreed upon.
If the nanny decides to leave the position, the employee will provide the employer with at least ______ days notice. Severance pay will be provided if the employer wishes to terminate the contract before the ______ days is completed. Financial relocation assistance will be provided as previously agreed upon if nanny is live-in.
Any outstanding bills or unqualified vacation/sick/personal days will be deducted from the employees pay. An adjusted final check will be provided the last day of employment at the end of the work day.

Amending the Contract:

This agreement may not be changed or amended orally or in any manner other than by an agreement signed by both the employer and the nanny.

Contract Review: Review of this agreement, performance and salary shall be held every ______months.

Responsibilities:

Full time childcare positions require the following responsibilities: (Remove or cross out any that do not apply to your particular position)

To provide full-time childcare for up to ______ hours per day, five days per week, including two consecutive days off. Unless other wise stated and agreed upon, days off will be Saturday and Sunday. Alternate days: ______________
To do the children's laundry including washing, drying, folding, and ironing or mending as needed; seeing that the children's bedrooms are kept clean including vacuuming, dusting, changing beds and cleaning up of toys; keeping the children's playroom and bathroom clean, maintenance of all supplies; keeping all toys safe and in good working order; running child related errands; and driving the children to activities, school and appointments. Nanny agrees that she will use an age appropriate child safety seat at all times with the children and if she does not, it can be considered grounds for immediate termination.
Plan and prepare nutritious meals and snacks for the children. To shop for children's meal supplies if needed. To maintain a list of needed items to ensure continuous availability of nutritious foods for the children.
Planning age appropriate activities that promote the physical, emotional, intellectual, and social development of the child.
Comply with parents' discipline and child-rearing preferences and to discuss and differences of opinion so as to come to agreement on a preferred method.
To maintain a cheerful and helpful attitude while on duty.
To promote feelings of security and happiness in the children at all times.
Maintain daily log sheets of events daily and share with employer about special problems, newly learned skills, etc. so as to promote good communication with employer concerning children's daytime life.
Reasonable flexibility in times of emergency or unexpected schedule changes. Overtime will be paid for any hours beyond the normal schedule. Unless it is a true emergency situation, a minimum of ___ hours notice will be given to nanny for daily overtime, and a minimum of ____ days notice will be given to nanny for planned overtime such as parental travel or outings.
Read/review any pertinent literature provided by the parents in order to promote a broader knowledge base concerning child-rearing philosophies, education, and child psychology.
To attempt to actively participate in understanding the child's needs and interests; providing solutions, support or suggestions where appropriate.
To provide optimum learning opportunities for the child by communicating with schoolteachers and coordinating home learning time with school learning time whenever possible.
To assist with other child related duties as requested by the employer.
That she will be privy to information from time to time that should not be disclosed under any circumstances.
That she is a representative of the family and agrees to act accordingly.
The parents agree to provide an Emergency information form as well as a Medical Release form for the child so that the nanny may seek Emergency Medical Care if needed. The nanny will not start her employment until said items are provided.

Specific Duties: (Check all that apply)

Children's beds _____ Children's bedroom tidied _____

Meals for children: Breakfast _____ Lunch _____ Dinner _____

Dinner meal for family: Prep only _____Complete Cooking ____

General tidying of the house ______

Children's Dishes ______

Unloading dishwasher as needed ______

Meal planning and grocery shopping: Children's _____ Family _____ Own (if live-in) ______

Vacuuming: Specific Areas: ____________________________________________________________

Dusting: Specific Areas: ___________________________________________________________

Tidying children's bathrooms_____

Tidying main bathroom (one that nanny & children use)_____

Children's laundry: wash_____ dry_____ fold_____ iron_____

Parents laundry: wash _____ dry _____ fold _____ iron _____

Driving: Children's activities and appointments _____

Errands: Children's _____ Family _____

Other: Removing trash _____

Caring for children when traveling with family _____

Arranging children's doctor/dental/haircut appointments_____

Keep own room/bathroom clean, bed changed (if live-in) _____

Other responsibilities: ____________________________________________________________

____________________________________________________________

____________________________________________________________

Work schedule: Monday: ______ to ______

Tuesday: ______ to ______

Wednesday: ______ to ______

Thursday: ______ to ______

Friday: ______ to ______

Other regular hours needed or variations in the above schedule:

____________________________________________________________

The schedule averages ______ hours per day, not to exceed ______ hours per week without prior consent of the nanny and overtime compensation.

Monetary Compensation:

Employer agrees to pay the nanny a base salary of $ ________ per hour, which equals $ _______ week, and $ ______ month.
The monthly salary is figured at $ ______ x 4.3 weeks per month (the annual average number of weeks in a month).
Employer agrees that even if employer chooses not to utilize the nanny services that have been contracted for, the nanny will receive guaranteed base salary until such time as work resumes or employment is terminated. Employer further agrees that nanny will not be required to "make up" or "exchange" this time as it is a circumstance beyond the nanny's control.
Employer agrees to pay the nanny by check/ electronic transfer (circle one) on the ______ and/or ______ of each month. If a scheduled payday falls on a day off, the employee will be paid on the last work day prior to day off. Employer further agrees that if a scheduled payday falls during employers or nanny vacation, the nanny will be paid on the last work day prior to the vacation.
Employer agrees that if nanny is asked to work overnight during the regular work week, an additional fee of $ __________will be paid and considered full compensation for hours worked from the regularly scheduled end of one workday to start of next. Employer further agrees that compensation for 24 hour duty during regularly scheduled time off will be compensated for at the rate of $ ________ and shall be considered full compensation for each 24 hour period worked.*

*Exception: In such event that child(ren) are awake due to teething, illness or other circumstances, such that the nanny must be up and caring for them, then the nanny will be compensated at her regular overtime rate in addition to the overnight fee for all hours that this occurs.
Nanny agrees/does not agree to travel with family and to perform childcare duties for the family as needed. While specific work hours may vary, the nanny agrees to work the normal number of hours regularly worked in an ordinary 7 day period.

The employer agrees to discuss any variations from the normal work schedule in advance with the nanny and to come to a mutually acceptable work agreement for this travel period. Anything above the normal number of hours would be only with prior consent and additional compensation per the terms set forth under this agreement.
Employer agrees that if nanny is traveling with the family, that all meals, transportation, and lodging costs are assumed by the employer, even if the nanny is not working that day. The employer further agrees that if the nanny is asked to accompany the family to an event of any kind while working, the employer shall assume all costs related to the attendance of such event, including transportation to and from, admission, and meals.
Employer agrees that if the nanny is asked to care for children who are not normally present during the work day (out of town cousins, family friends' children, etc..) that nanny will be additionally compensated at the rate of $_______ per hour and this shall only be arranged with the prior knowledge and consent of the nanny. This does not include play dates or other activities that the employer or nanny has scheduled for the children.

Taxes:

Employer agrees to pay and file the legally required state and federal taxes. Employer further agrees to deduct the nanny's Federal Income Tax.
Employer agrees/does not agree to pay nanny's portion of the legally required Social Security tax as a benefit to the nanny.

Benefits:

Vacation:
Employer agrees to give the nanny _____ weeks paid vacation to be taken as follows:

Vacation time will be accrued at the rate of ______ day per month starting in the ______ month of employment. After completion of _____ months of employment, the nanny may take up to ______ days of vacation, and after ______ months may use remaining vacation time. This agreement can be amended by mutual written agreement of the employer and nanny to allow for special circumstances.

The nanny is not required to take her vacation at the same time as the employer, but will make every attempt to work with employers to coordinate schedules so as not to inconvenience the employers.

Any unused vacation time will be carried over at the end of each year of employment, or may, at employers discretion, be cashed out in lieu of carrying over annually.
Holidays:
Employer agrees to give the nanny the following paid holidays: (Check all that apply)

_____ New Year's Day
_____ Easter
_____ Memorial Day
_____ Independence Day
_____ Labor Day
_____Thanksgiving Day
_____ Friday after Thanksgiving
_____Christmas Eve
_____Christmas Day
_____Nanny's birthday
_____Other
Health Insurance:
Employer agrees to provide paid medical insurance as a pre-tax benefit to the nanny after _____ days of employment.

Policy arrangements are made by the employer/nanny.

If arranged by the nanny, employer agrees to a payment of up to $________ per month. Anything beyond that is the responsibility of the nanny. The policy premiums will be paid directly to the provider.
Sick/Personal Leave/Bereavement Leave:
Employer agrees to provide ______ days of paid sick leave per year. These shall accrue at the rate of ______ day per month, and no sick leave will be paid until the ______ month of employment.

Employer agrees to provide _______ days of paid personal or bereavement leave per year. These shall accrue at the rate of ______ day per month, and no personal leave will be paid until the ______month of employment.
Car:
The employer will/will not (circle one) provide a vehicle for use while on duty. If a vehicle is provided, the employer agrees to pay all related expenses including repairs, insurance, maintenance, gasoline, etc. If a vehicle is also provided for personal use, the nanny agrees to pay for her own gasoline for personal use.
Nanny will/will not be expected to use their personal vehicle for work related transportation and errands. Employer agrees to compensate the nanny at the rate of _______ per mile/month. The nanny assumes all responsibility for repairs, basic insurance, maintenance and personal gasoline, etc. The employer agrees to assume responsibility for an supplemental or increase in insurance premiums that are necessary due to the nanny's work use of her personal vehicle. In addition, if the mileage necessary for work use exceeds _____ per year, the employer agrees to supply one set of tires and a brake inspection/repair every two years.
If the employer provides a vehicle for personal use as well, the nanny agrees to the following:
1. If the nanny wishes to drive further than _________ away from the home of the employers during non-working hours, the nanny will need to obtain approval and follow any guidelines given by the employers.
2. The nanny agrees to maintain the inside of the vehicle in an organized and cleanly manner.
3. The nanny agrees to take the car to the facility of the employer�s choice when maintenance or exterior cleaning is arranged.
4. Nanny will notify employers of any change in the vehicle's performance and when routine maintenance mileage is reached.
5. Nanny will under no circumstances allow a third party to drive the employer�s car without express permission from the employers.
Professional Days and Stipend:
Professional days may be used for workshops, classes, seminars, conferences, and conventions relevant to her profession.
1. Nanny shall be entitled to _________ professional days per year.
2. Employers will pay _____________% of the cost of transportation, lodging, memberships, and fees related to the workshops, classes, seminars, conferences, and conventions they deem appropriate.
IRA contributions and Stocks:
The employer will/will not (circle one) contribute up to $________ annually to the nanny's individual retirement account, to be deposited monthly in the amount of $_________. Employer will also grant nanny stocks in ______________ as a pre-tax benefit in the amount of $______________ annually.
Other education:
The employer will pay up to $____________quarterly for non-childcare related courses at school of nanny's choice provided such classes or the study for them does not interfere with nanny's work time or her ability to perform her contracted duties.
Furnishings:
The employer will provide the following furnishings in a live-in position:

_____bed _____dresser _____television

_____desk _____phone line/phone _____ VCR

_____ sofa _____lamps _____bed linens

_____bath linens _____ computer/internet access

_____other (specify)

The nanny will/will not (circle one)be required to pay all long distance phone charges related to nanny phone line usage. In addition, no personal long distance calls may be placed on employer's phone line without express permission and all charges are to be paid by nanny. It is preferred if the nanny uses a calling card or pre-paid phone card if the employers phone must be used.

Use of employer's property/home:

The nanny shall show respect for the building and furnishings that constitute the employer's household at all times and treat them with care and courtesy.

The following checked areas are considered "common areas" which be open for use by the nanny:

Master Bedroom _____ Master Bath _____ Living room _____

Family room _____Den _____ Office _____

Sitting room _____ Dining room _____ kitchen _____

Rec room _____ Guest room _____ Other _____

Common areas may be used by the nanny as follows:

______ at any time _____when not in use by employer

_____ only when employer is not at home

______ only during work hours

_____ other (specify) __________________________________

Common areas may/may not(circle one)be used to entertain nanny's guests and only with prior specific permission.

Nanny may/may not (circle one)have overnight guests with the prior permission of the employer.

Private areas and private property:

Both the employer and the nanny will respect the privacy of the other by knocking and awaiting invitation before entering any private areas.

Employer has the right to enter the nanny's quarters: however, advance notice will be given when entrance is required and shall be for emergency or maintenance purposes only.

All private property requiring instructions will be available for use only after permission and instruction have been given.

Specific private property that the employee is requested to not use: ____________________________________________________

____________________________________________________________

Employers Change of Residence:

If the employers move to a new residence, and the nanny is to move with them, the employers will be responsible for packing, storage, and moving fees incurred to move the nanny�s belongings. The nanny will be compensated for any items lost or damaged in conjunction with the move.

Other Household Employees

__________________________ the __________________ is usually at the house ______________ from _____ to _____ and is responsible for ___________________________________________________________.

__________________________ the __________________ is usually at the house ______________ from _____ to _____ and is responsible for ___________________________________________________________.

Problems or questions regarding other staff should be directed to ________________.

Nanny Cams:
The nanny will consider the use of nanny cams, hidden cameras, or other surveillance devices a breach of trust and contract. If use of such items is discovered she will consider the work agreement void and leave the position with 30 days severance pay and relocation expenses due immediately. Additionally employer understands that they will be expected to cover up to 3 days lodging, meals, and transportation as are needed to provide nanny housing and assistance while she makes relocation arrangements.

The undersigned nanny and employers agree to all terms described herein. This agreement was reached with the mutual consent of both parties.

NANNY: ___________________________________

Date: __________

EMPLOYERS: ___________________________________

Date: __________

The web site owner would like to thank the following for their generous contribution of sample contracts that were combined with hers to provide the above work agreement:

Donna Saunders

MaryAnn Meddish

As a user of this website, you may reproduce all or any parts of this contract for personal use. NO AGENCY OR COMPANY may reproduce this without express written permission for use within their company or to sell for profit.

Communication and Conflict Resolution

This section offers tips on how to communicate well with your employers, how to approach them when there is a problem, and how to (hopefully) resolve that problem. It will also deal with the reality of leaving a position as gracefully as possible if the conflict cannot be resolved.

For each nanny, the exact times of the following will be different, but every nanny should have a planned schedule with the family that she works for to sit down, without distractions, and have a formal review with her employers. I recommend that you sit down after the first 30 days to review how things are going, what needs to be changed, and where things are going from here.

Then, every 30 days, every 3 months, or whatever works best for your situation, do it again. At least twice a year, get a formal, written review from them. This helps on two fronts. One, it forces the family to think through things a little more and allows them to really focus on all the great things you do, as well as reflect on those things they would like to see done differently. It also gives you something in writing that can go in your portfolio, and also be brought out at a future date to assist in renegotiation or getting a raise. It also reflects well to be able to show that there was an area your employer wanted you to work on, and in a future review, acknowledgement that you improved in that area.

What do you do when there is a problem? First, set aside your emotions as much as possible before attempting to deal with the problem. No matter what the problem, if you are extremely emotional about it, you will not be able to deal with it effectively or professionally. Look at the problem and see what part you play in it, and what you need to change in order to help solve it. Look and see if it is even a legitimate problem, or if other frustrations in your life have caused you to see it a little skewed.

Second, write down the problem, even if it is only for you to see in writing. Then write down 3 possible solutions and how they could be implemented.

Third, make an appointment to discuss it with your employers. Make sure it is a time free of other distractions. If all of you cannot focus your full attention on the problem, you will not be able to come to a workable solution.

Fourth, calmly discuss your concerns with your employers, let them share their feelings on it, and go over possible options for solving the problem. Make sure and be honest about your part in the whole issue and what you intend to personally do to help improve the situation.

If the conflict cannot be resolved in such a way that will allow you to go on doing your job professionally, or it is causing you stress that could ultimately lead to burn out, then maybe it is time to consider moving on to a new position. This is often hard, but you can do it if you need to. Make sure, that unless you are in immediate danger or are being abused, that you give at least the notice required in your contract. More can often be better, but be careful and have a back up plan, especially if you are a live-in nanny. If the situation has been difficult, you may just find yourself without a place to stay. Give notice in writing and verbally. Do not re-hash the problem, simply tell them that you feel for all concerned it is best if you move on to a new position. Re-iterate all the positives about working for them, as you want to leave on a good note. It is not only the proper, professional way to behave, but in this business, almost more than any other, you need that reference. So you want to try to leave on the best terms possible.

For more tips on dealing with leaving a family, see the National Association of Nannies website at http://www.nannyassociation.com

Legal Pay and Taxes

This section will cover the very big topic of getting paid for your work. It will discuss getting paid cash, what hours you are legally entitled to be compensated for if you are a live-in versus a live-out nanny, overtime, taxes, etc.

OK, for starters, let me just say this up front. Aside from all the moral dilemmas associated with it, and how much it hurts the professionalism of nannying, getting paid cash is illegal. Pure and simple, it is against the law. And the penalties to both you and the employer are big if you get caught. And it happens. Both nannies and families have gotten caught, and generally, if one gets caught, the other is not far behind. So, save yourself the trouble and insist on doing everything legally.

Please note that the following information is for general use only, and should not be used as the final legal authority on the subject. It is simply the generalities of the laws, and each individual should consult with a domestic employment tax expert. For links to the experts, see the professional links section.

Live-out nannies:
As a live out nanny, you may be paid an hourly or weekly salary, but your weekly salary must be at least Federal minimum wage based on a 40 hour work week. Anything above 40 hours a week is to be paid at an overtime rate of time and a half. This is Federal Labor Law, not something that was just made up. That is why it is important to know what your hourly rate is, even if you are paid a salary. For example, the average full time nanny works about a 50 hour work week. If the nanny is making $10 per hour, she would make $400 for the first 40 hours, and an additional $150 dollars for the 10 hours of overtime, for a weekly salary of $550. If the nanny is paid based on a monthly salary, then that is multiplied by 4.3 (the average number of weeks in a month-NOT 4 weeks) for a monthly salary of $2365 per month, and an annual salary of $28,380. Any other time the nanny works, no matter what time of day or night it is, the nanny is legally supposed to be paid overtime once the hours go beyond 40 in any given work week. This also applies regardless of what the nanny or the employer titles it. Just because it is called "Friday night babysitting" does not mean it is not overtime. ANY hours beyond 40 in a work week are overtime.

Live-In nannies:
The law is not so clear on live-in nannies, as it is hard to determine the value of the room and board compensation being provided by the family. So the law does not specify. That allows the family and the nanny to determine what the overtime rate will be and when it will go into effect. Some states, however, do have laws regarding this, so check with your state Employment Security Department to see if they have laws that might apply.

Taxes:
The best way to get the specific information you need here is to go to the professional links section and contact one of the domestic employee tax companies listed there. They will gladly send you out information. However, some general guidelines, again, not intended to substitute for proper professional counsel,are as follows:

As a nanny, if you work for one family, and they set the hours that you work, then you cannot, by definition, be an independent contractor. In order to do that, you must have a business license, offer your services to more than one client at any given time, set your own rates and hours, and provide your own equipment for work. By those terms, the standard nanny cannot be an independent contractor. That does not mean that all nannies cannot be independent contractors. Many are, especially those who only do temporary work, or work as fill-in nannies. This is often a very grey area. Again, I highly recommend consulting a professional if you are not sure where you fit. Most regular CPA's do not have enough expertise with domestic employment to give a correct, legal answer.

For those of you who are families reading this, the IRS considers you a household employer if you pay someone to work in your home as a nanny, housekeeper, cook, elder caregiver, etc... and they will earn more than $1300 (2002 figure) per year. That means you have similar payroll and tax reporting issues to a large company. These obligations can include Social Security, Medicare, Federal and State Unemployment Taxes, State Disability Taxes, and possibly advanced payment of EIC. You are OBLIGATED to remit the employees Social Security and Medicare Taxes, and to provide a W-2 each January. I cannot emphasize enough the need to get correct legal information from an expert in the field of domestic employment taxes. The penalties for incorrect reporting, or not reporting at all are very stiff.

Salary and Benefits

This section will help you to determine what you should be getting paid for your job, how to figure overtime, and what benefit options are available to you.

Renegotiation

This section will cover renegotiation of your existing contract, how to ask for a raise, alternatives to money raises, and more.

Negotiating the Second (Or third, or fourth, etc..)Year

How many times have you looked at a calendar and realized that your year is almost up? I know there are people out there who will just let it slide by because they like their job and don�t see any reason to bring it up. There are others reading this who wish they could make some changes to their job description but they don�t want to risk rocking the boat. There are some who will say to their employers, �Gee, do you realize I�ve been her almost a year?� and then wait to see what happens. Then, there are some nannies who will go to their employers and say, �Our current contract is almost up, we need to sit down and negotiate a new one.� Ok, truthfully, which one are you?

Lets look at this from the employer�s viewpoint. They don�t want us to go it�s not cost effective or practical! Getting a new nanny requires signing with an agency, filling out paperwork, making multiple phone calls, flying people in, giving up your weekends for interviews, negotiating, paying an agency fee, training in a new person, and many other things that are just to boring to mention. Keeping the current nanny would be cheaper much more cost and time effective, if they think it through.

Now the most important thing is for you to sit down and think it through yourself. Get out a piece of paper and make three columns: Things I Like, Issues, and Things I Would Like. Now lets start with the positive: Write down some of the things you really like about how things are going, things such as respect, communication, punctuality, being backed up, and being told, �Thank you.� or �You�re appreciated.� Now, onto the Issues list: The parents are constantly late, the house is a pit on Mondays, and the sink is full of dirty dishes every morning. How about,� I feel like I have to take time away from your children to get the laundry done, I am beginning to wonder if child A is a bit overscheduled, or would it be possible for child B to start a music class, etc. �

Onto the �I would like� list,: this list can be used in two ways. First, list ideas to solve the issue you had such as having the cleaning person do the laundry or having everyone rinse their breakfast (and in some cases dinner) dishes and put them in the dishwasher. Second, list things that you would like to add to your benefits. Now, I�m not talking pushy. Some nannies are thrilled with a 5-10% raise each year but lets do the math, at $600 a week a 5% raise is $30 a week. $30 x 52 weeks is $1,560 of which Uncle Sam deducts what? Now, just as an idea, is there a benefit you would like instead of a raise? If your employers are not paying for health insurance ask them do so instead of a raise. $140 a month x 12 months is $1,680 but it would be a pretax benefit meaning taxes wouldn�t change and neither would the amount your employers are required to pay in SS and workers compensation. This also helps when you look for a new job you will be able to say your last employers paid for your insurance. If insurance is already covered ask for a contribution to your IRA, season tickets to something you like, or maybe a membership at your favorite workout spot. I know a nanny who asked for an extra week off and a plane ticket to Europe and another who asked her employers to pay for a class and supplies each term at the community college. As long as what you are asking for is fair and cost appropriate your employers (may just) consider it.

The Final hurdle � facing your employers. If you just can�t seem to ask them about it, you might try a year end review. Write �End of the year review� on the top of a piece of paper and write in a list of questions with spaces for answers. Ask questions such as:

What is the overall goal of my employment as your nanny? Is this goal being met?
What future do you see in this employment arrangement?
Are there any issues that need to be addressed?
Before signing an extension to our contract is there anything else you would like to discuss?

Be ready to talk and have your likes and issues list with you so you can refer to it. When you have something to say don�t lay blame. Sentences such as, �I feel as if . . .� or �It really bothers me when . . .� or �I would like your opinion . . .� can be your best friends. Also, remember to tell them the things you like about the job and the way things are going, you are basically asking for communication and that is required for a good working environment.

Agency Selection

This section is designed to help you in the process of choosing an agency as well as what agencies should be helping you with, what kinds of screening agencies do, and what kinds of questions you need to ask an agency when selecting one to represent you.

There are many nanny agencies nationwide that do a great balancing job representing the interest of the nanny as well as that of the family (their actual client, but we as the nannies, are the commodity). There are also many who do not. If you are nanny with good qualifications and references, you can pick and choose among the best. When choosing an agency, you should be concerned with how well they check out the families, how well they check out you, and how well they listen. If you are telling them you want a job in New York City and they are calling you about jobs in Tennessee, they are not listening. You should expect once they have screened you that they will call you with potential families BEFORE they send your file out to someone. That way you can tell the agency, "No, I am not interested in that job in Tennessee" and not get stuck in an awkward spot on the phone. The agency should also only be sending your profile out to jobs that are in the same ball park you are money-wise. This allows you to concentrate more on whether or not this is the right family to work for and less on what the job pays. The agency should also give you a detailed family/job description before you set up your first interview so that you know something about the job. You should also expect to speak to the agency following an interview to let them know how it went and what your thoughts or concerns are. If you are not interested in a job after an interview, many agencies will call the family for you. An agency should also be providing you and the family tax information and a written nanny-family work agreement to help you get set up correctly right from the start. A good agency will also be there to provide advice during the negotiation process. Once you have accepted a job, the agency should still be available to answer any questions that arise and to assist if there are any problems.

The following recommended questions to ask and things to remember when selecting an agency to represent you were contributed by INA member and author of "A Savvy Nanny's Work is Never Done", Donna Saunders.

Where does the agency place? Local only or nationwide?
What range of salaries do their clients offer? Is yours within range of their expectations?
How long have they been in business? Are they an INA and/or APNA member?
You have a right to ask the agency for references. You may also check with the local Better Business Bureau to see if any complaints have been lodged against them.
Do they have a support group that meets occasionally for social purposes? Do they provide a list of nannies in your area that you can call? Do they make follow-up phone calls to make sure things are okay on the job? Do they offer host families in case of sudden loss of a job through no fault of your own?
Ask for more than one job interview and description at a time. You should have at least 3 so that you can make an educated decision about which one is right for you. Don't be afraid to ask for more if the first ones aren't really what you are looking for or if you were uncomfortable with certain aspects of the job or had trouble talking to the family. Remember: You have to live (if it is live-in) and work there.
Ask if the agency has worked with this family before. If yes, for how long? How many nannies have been placed at that job?
Ask for full disclosure. You don't want there to be any surprises once you agree to take the job. Are there any health or physical problems? Do any grown siblings or other relatives live in the home? Have they had too many nannies? Were they fired or did they quit before their year contract was up? If so, why?
Does the agency offer a work agreement for the nanny and family to sign?
Does the agency charge the nanny for their services?

When you work with an agency, initially they will question you over the phone about your prior work experience. When you actually fill out the application for them, you will need to be prepared with dates, names, phone numbers, and more. Do not fill in their application with "see resume'." Many agencies have a certain way they input their information into your file and need the information at hand.

You will then under-go a series of screenings. Not every agency does all of the screenings listed below. Some do not even do reference checks until a family wants to hire you. If they are that careless in screening you, imagine how careless they are when choosing their clients?

Various screenings:

References: Every agency is going to require checkable childcare references. If the reference is not checkable, it is not a reference. Unfortunately there are too many people out there these days trying to get away with passing off fake references for all kinds of jobs. In our industry, the outcome can be dangerous. So it is important that you provide the agency with current information on your references right up front. They will either call or write to your reference and verify employment, wage and job description and how well you did your job. They will sometimes also check personal references, especially if this is one of your first nanny jobs. If you have a not so glowing reference, be up front about it and explain the circumstances. Most everyone has at least one, and as long as you emphasize what you have learned from it, it usually will not cause problems.
Criminal Screenings: Depending on where you live, the agency will run (or will hire a service to run) a criminal background check in the counties and states where you have lived for the last 7 years. Most agencies require that you allow them to check further than 7 years or they will not represent you. Some will also run an FBI screening on you. In the state of California, and hopefully someday nationwide, you are required to register with Trustline, a statewide registry for those working in the childcare industry. This helps prevent those with a child abuse conviction from secretly working in the child care industry.
Driving record: The agency will also require a 3 or 5 year driving record check from wherever you have lived for the last 3 or 5 years. A small blemish on this will not keep you from getting a job, but something like a DUI possibly might.
TB test: Some agencies require a negative TB test. This can be easily obtained at your local health department.
Drug Screening: Many families are now requesting drug testing on possible candidates. This is usually arranged through the agency and paid for by the family. Some agencies do require that the nanny pay for her own.
Psychological testing: Many agencies use the help of standardized psychological testing or a psychological interview to assure families that a candidate is stable and able to take care of children well. Again, most often this cost is picked up by the famiy or agency.
Childcare Knowledge Screening: Some agencies use standardized testing to determine the level of childcare knowledge a candidate has so that they can be assured that you have the needed knowledge to work with children regularly.
Health Screening: Some agencies will require a medical exam declaring that the nanny is healthy and able to perform the routine tasks of her position. This is usually considered the nannies expense.
Credit check: Some agencies will require a credit check before placement. Their reasoning is that someone with a high debt level may steal from an employer or that someone with poor credit history may be reflecting an irresponsible attitude. I respectfully disagree, and feel that a credit check has no bearing on a nanny's ability to do the job.