~NEW!!~ Back Up Nanny and On Call Services Convenience • Security • Flexibility
Nanny Connections has a close-knit team of carefully selected professional nannies who are available to provide childcare services at your home for a date night, wedding, or special event. If you are visiting from out of town, we also provide childcare at your hotel. One phone call and our skilled coordinators will do the rest!
Option #1: Purchase a membership to Nanny Connections for one year for access to our pre-screened pool of On Call Nannies. Yearly Membership Fee: $150.00. Each time you need an On Call Nanny, the fee is $15.00.
Option #2: You can also forgo the $150 membership fee and pay $25 each time you need an On Call Nanny.
Nannies are paid the same day in cash usually ranging from $10-12 per hour. A four hour minimum pay is required for on call services.
Q: How long does it take to find a qualified full time or part time candidate?
A: On the average, it takes 2-4 weeks from our initial meeting to place a qualified candidate. Once the chosen pre-screened applicants have been selected you will receive detailed Profile Reports on candidates who meet your requirements and whose persona is best suited for your needs. We view our success on the quality of our candidates we represent rather than the quantity. We are committed to carefully matching candidates with our clients to form an outstanding working relationship and always offer on going support when needed. We will continue to work with you until a successful match is made.
Q: What is the salary range I can expect to pay?
A: Salaries range in pay based on the candidates experience, education, job responsibilities and geographical location. Part-time nannies typically are paid between $10-$15 per hour. A full-time nanny typically is paid $425-650 per week. Factors that affect the nanny's salary include education and experience, hours needed and the duties required. The pay does not reflect a "per child" fee like most daycare settings require.
Q: How do you screen potential candidates?
A: Nanny Connections screens potential candidates that have previous experience in their field with excellent references that we personally verify. We screen individuals who are personally referred to our organization and we also recruit candidates who have the experience and characteristics our clients are looking for. Each prospective applicant is carefully evaluated on their communication skills, professionalism, character, and conduct. Every candidate referred through our organization is screened the following ways prior to placement:
Preliminary Phone Screening
Detailed Application Procedure
Personal Interview
Written Evaluations
Reference Verifications
Social Security Trace
Criminal Background Investigation verified through Federal, State, County, or City Criminal indexes. Reports will cover felony and misdemeanor arrests and conviction histories.
Motor Vehicle Investigation
Detailed "Applicant Profile Reports" Created For Your Review
Q: What benefits are typically provided for a household employee?
A: As the demand for top-notch nannies becomes increasingly competitive, a benefits package is highly attractive to prospective candidates and plays an important part in their decision process. Benefits vary from position to position. Common benefits may include:
Medical Insurance or money towards a premium
1 week paid vacation for part-time
2 weeks paid vacation for full-time
2-3 Paid sick/personal days per year
Paid holidays
Assistance with higher education course study
Use of an automobile or mileage reimbursement
Opportunity for travel
Membership to national industry organizations and/or Health Club
Job performance salary increases
Christmas or Nanniversary bonuses
Q: What is a work agreement?
A: A work agreement is a contract signed by the family and the employee that states the job duties that are expected and covers important issues such as; salary, pay day, job responsibilities and important household information. A signed work agreement is beneficial for the family as well as the employee because it states in writing what is expected and it helps to create an open work environment. We provide our clients with a detailed Nanny and Family Agreement Form included in our Nanny Orientation Materials. This is a wonderful communication tool that eliminates confusion and defines the complete job description and sets expectations in the beginning.
Q: What if my employee quits?
A: Nanny Connections has a 6 month full replacement guarantee. This means that if for any reason within the first 6 months the placement does not work out we will undertake the responsibility of locating and referring one new candidate for employment free of charge. We also offer Extended Guarantee Packages. Please call our office for a detailed description on our different packages available.
Q: I am interested in retaining your services. What is your fee schedule?
A: To initiate your search with Nanny Connections, a non-refundable search deposit fee of $500.00 is required along with our signed Search Agreement and completed Family Questionnaire.
If you hire one of our referred candidates, our placement fee is:
$1,500.00 for a live-out nanny
$2,000.00 for a live-in nanny
If you are in need of a temporary nanny (120 days or less) our fee is:
Once you have decided on a candidate we will customize an Offer of Employment Letter on your behalf and highly recommend a trial day if possible. This is considered a "working interview" and the candidate must be compensated in full for their time worked. We feel that the trial day is crucial is the decision-making process and is necessary for each party to make a confident decision that will result in a long, lasting working relationship.
After the candidate agrees to the terms and conditions included in the Offer Letter our agency placement fee will be due within one week of their acceptance, prior to the candidate beginning employment.
Q: How do I get started?
A: Please contact us to have our Welcome Packet either mailed or e-mailed to you so we may better understand the type of nanny or household employee you are looking for. When you return back the completed Family Questionnaire along with our signed Search Agreement and deposit fee, you will be contacted by one of our associates to discuss our placement procedure and to schedule a time to meet with you to go over our Family and Nanny Orientation Binder and Employer Tools that we provide for our clients. Whenever possible, we prefer to meet with our clients in person to sit down and discuss your needs and expectations and to learn more about your family so we may better assist you and educate you on what it means to be a household employer. We will work with you closely until a successful match has been made.
For your convenience Nanny Connections accepts Visa and Master Card .
Frequently Asked TAX Questions
Q. I hired a nanny. Is she my employee or an independent contractor?
A. Nannies and most other household workers are employees of the family for which they work. The difference between employees and independent contractors hinges on the amount of control one has over the worker. The IRS created a 20-point test to determine control and has ruled that household workers should be treated as employees.
If you think your worker might be an independent contractor, feel free to call our toll free help line at 888-273-3356. You can also petition to the IRS using Form SS-8; however, that ruling will take approximately 6 months.
Q. What employee taxes need to be withheld?
A. Your employee’s taxes usually range from 15-20% of gross wages. These include:
* Half of Social Security & Medicare (7.65%)
* Federal income taxes
* State income taxes (if applicable)
* Other state taxes (a few states have small taxes for things like disability insurance)
Q. Do I have taxes as a household employer?
A. Yes, household employers can expect to pay employment taxes that amount to approximately 9-10% of their employee’s gross wages. These include:
* Half of Social Security & Medicare (7.65%)
* Federal and State Unemployment Insurance
* Other state taxes (a few states have small taxes for things like workforce training)
Q. As an employer, can I take advantage of any tax breaks?
A. Yes. To lighten the financial burden for working parents, Congress has enacted tax benefits for families through employer-provided dependent care assistance (Dependent Care Account) and the Tax Credit for Child or Dependent Care. However, these tax breaks are only available if the employee is paid legally.
o Dependent Care Account (also called "Flexible Spending Account"). Most companies allow employees with child or dependent care expenses to contribute up to $5,000 of their pretax earnings to an individual Dependent Care Account. The money in this account is then used to cover childcare expenses, free of taxes. The savings are approximately $2,300 per year.
o Tax Credit. For those who don’t have access to a Dependent Care Account, they can claim the Tax Credit for Child or Dependent Care (Form 2441) on their income tax return at year-end. Basically, they can take a tax credit of 20% to 30% on qualifying childcare expenses. But expenses are limited to $3,000 for one dependent or $6,000 for two or more dependents. The savings from this tax break are $600 - $1,200 depending on number of dependents.
For many families, the tax savings actually exceed the employer’s share of the taxes, meaning families can save money by being legal!
Q. What about overtime pay?
A. According to federal law, household employees are entitled to overtime pay. Overtime must be paid at 1.5 times the regular hourly rate for all hours worked over 40 in a 7-day work week. If a household employee is paid a salary based on a work week of more than 40 hours, the employment agreement should explicitly state the regular and overtime rates of pay.
For example, an employee and family agree upon a gross salary of $600 per week for a 45-hour work week. The standard wage for the first 40 hours is $12.63 per hour; the overtime wage for the remaining 5 hours per week is $18.94 per hour; and the total weekly salary is $600.
No limit is placed on the number of hours worked in a 7-day work week, as long as the employment contract is fulfilled and the employee is fairly compensated. Please note that live-in household employees do not have to be paid overtime but are entitled to regular pay for every hour worked. (Exception: live-in employees in New York state must be paid overtime for hours over 44 in a work week).
Q. What is the process for handling payroll and taxes?
A. The payroll and tax process is quite detailed. Here’s an overview of what’s involved:
* Research employment tax and labor laws to understand legal obligations.
* Register for federal and state tax accounts.
* Complete and file New Hire Reporting.
* Identify and calculate taxes to withhold each pay period.
* Track gross pay, net pay and taxes withheld.
* Calculate the employer’s federal and state tax liabilities.
* Prepare and file state and federal tax returns quarterly and remit the employer and employee taxes.
* Prepare year-end tax documents (Form W-2, Form W-3, Schedule H and State Annual Reconciliation).
* Respond to IRS and state inquiries.
* Monitor ever-changing household employment tax law.
Comprehensive services offered by Breedlove & Associates can make this compliance process simple, painless and affordable.
Q. What is Workers’ Compensation?
A. Every state has a worker’s compensation system. Under these systems, workers who become ill or injured on the job are entitled to medical and lost-wage benefits with a minimum of legal formality and expense. The systems are based on the idea that the employee gives up the right to sue for any injuries from work-related accidents in exchange for receiving benefits regardless of fault. Wisconsin is a state that excludes household services from the workers’ compensation system and you are NOT required to carry it in Wisconsin. To learn if your state requires Worker's Compensation, click here. If you are required to carry it, or if you elect to carry it voluntarily, please check with your homeowner's insurance provider first. Often, umbrella homeowner's policies cover domestic workers so you may already be covered. If not, they can usually add a rider over the phone.
Q. Are there any tax breaks if I offer health insurance?
A. Yes. When a household employer contributes toward health insurance premiums, these dollars are not considered taxable income, meaning neither employer nor employee is required to pay taxes on that portion of the compensation. Families may choose to pay the healthcare premium directly to the health insurance company or give these dollars directly to their employee. If the health insurance contribution goes directly to the employee, the family must keep a copy of a current health insurance card as proof of insurance.
