Monday, December 8, 2008

International Nanny Association's Membership Drive Contest

Spread the word about INA with everyone you know and win BIG by participating in our membership drive contest!

INA's membership drive is in full swing and we need your help.

Let's grow our membership by introducing INA to everyone who is interested in the in-home child care profession:

nannies, agency owners, families who employ nannies, educators, and industry service professionals.

Participating in INA's Membership Drive Contest is Easy

Here's what you need to know:

Qualifying for the contest: Simply refer three of your friends to qualify.

Qualifying for a FREE conference registration: Refer five or more new members and win a free conference registration.

Winning an IPOD: Be the one to refer the most new members and claim your IPOD.

Joining INA: What to Tell Your Referrals

Instruct your referrals to call the INA office today:

(Toll Free) 888.878.1477 or 713.526.2670.

Make sure your friends let our membership services team know that YOU referred them.

Also, watch out for our monthly membership drive updates, which we hope will help fuel your competitive fire! Good luck!

International Nanny Association

3801 Kirby Dr., Suite 540, Houston, TX 77098.

(Toll Free) 888.878.1477 or 713.526.2670. Fax: 713.526.2667

Web site: www.nanny.org. Email: info@nanny.org

Monday, September 29, 2008

The Benefits of Paying Nanny Legally, and the Consequences of Paying “Under the Table”

It’s not easy being a household employer. For some, the legal, tax, and insurance issues make paying their employees “under the table” seem easier and cheaper. But this decision can be penny-wise and pound-foolish if you get caught. Even if you don’t get caught, you’ll be missing out on legal and tax advantages that you can’t use if you’re paying illegally.

Getting Caught

Make no mistake, getting caught paying someone “under the table” is easier than you think. For example, if your household employee files for unemployment, social security, disability, or workers compensation benefits, you’ll likely get caught for not paying her employment taxes.

Or maybe your employee quits and turns you in – or tries to blackmail you. Or a disgruntled neighbor reports you.

Under any of these scenarios, the result is the same: YOU GET CAUGHT and face the consequences.

And what are the consequences of paying illegally? They can include:

paying all back taxes, penalties and interest

charges of perjury and tax fraud

up to $250,000 in fines and up to 5 years imprisonment

ruining your reputation and career

There is no statute of limitations for failure to report and pay employment taxes.

Advantages to Hiring Legally

But there are advantages to hiring and paying nannies, elder care providers, and other domestic employees legally! If eligible, you may be able to maximize your tax savings in a number of ways, including:

Save taxes by putting up to $5,000 pre-tax per family per year into a Dependent Care Account to help pay for your nanny.

Eligibility for the federal Child and Dependent Care Tax Credit for a minimum tax credit of 20% for the first $3,000 in qualifying expenses for each of your first two children per year.

In addition to these potential tax savings, another advantage to paying legally is your peace of mind. Don’t underestimate how worrying about getting caught and the consequences of hiring illegally can take a toll on you personally and professionally.

The Bottom Line

After maximizing your potential tax advantages, paying a nanny legally can add as little as 4% to your cost. On a $20,000 annual salary, that’s roughly an additional $800, a small price to pay for the peace of mind that comes along with paying legally. Regardless, the significant consequences of getting caught mean that it’s just not worth the risk of paying under the table.

Robert E. King, Esq. is the Founder of Legally Nanny, the leading law firm representing household employers and domestic employment agencies. Legally Nanny assists clients in hiring, employing, and paying nannies, elder care providers, and other household employees legally. For more information, feel free to contact the firm at (714) 336-8864 or at info@legallynanny.com for a free initial consultation.

© Copyright 2008 Legally Nanny. All rights reserved. This article is for informational purposes only; it is not legal advice. This material is not intended to seek employment in any jurisdiction in which Legally Nanny is not allowed to provide professional services.

Friday, August 29, 2008

Put it in Writing: The Value of Employment Agreements

By Robert E. King, Esq., Founder, Legally Nanny®

You’ve just hired your nanny or other household employee. You’re thrilled, she’s thrilled, and you’re in the employer-employee version of a honeymoon. You can’t imagine that anything will ever go wrong.

While in most cases, fortunately, that’s true, in other cases things can get contentious if your understanding of the details of your arrangement is somehow different than your employee’s understanding of them. This is where ugly disputes can begin, some of which may ultimately cause the end of the employment relationship. Shared expectations are critical and, as with most things in life, the devil is in the details.

Even though this employer-employee relationship will and should be more familiar than most – your nanny is an important figure in your child’s life and is in your home, after all – you should not be too casual about your relationship. Remember that on a basic level it needs to be professional: right from the beginning, make sure that you’re clear about your expectations. This includes performance, days off, and more. The more specific you can be, the more smoothly things are likely to go. This is where employment agreements can be invaluable, so that there are no unpleasant surprises on either side.
What is an Employment Agreement?
Sometimes referred to as a contract, an employment agreement outlines a nanny’s terms of employment and specifies how the employer expects her to care for the children. As an aside, the title of the document, i.e. contract, employment agreement, or work agreement, doesn’t matter; they are all essentially the same document. More importantly, the agreement is legally enforceable and greatly reduces potential disputes.

Let’s say, for example, that you are offering your employee five vacation days per year. You were planning for her to accrue them throughout the course of the year, but didn’t articulate that to her; meanwhile, she wants to take all five paid vacation days during her second month on the job. Had you spelled it out completely in an employment agreement, a potential dispute could have been avoided.

An employment agreement should contain important provisions such as listing the nanny’s job duties, work hours and compensation, detailing, for example, any vacation, sick days and holidays you are planning to offer your nanny.

Many household employers also utilize an employment agreement to emphasize their privacy and confidentiality expectations of their nannies, important points when you have someone working so closely within your home. The document should include anything you and your nanny have agreed to so that there is no ambiguity down the road.

This document can be complicated and is not like a typical agreement used in corporate or non-household settings. Rather, it should be tailored specifically with domestic employment issues, laws, and requirements in mind.

Further, the document is legally binding on all parties who sign it or otherwise consent to its terms. Thus if a family and a nanny sign off on an employment agreement, either party can enforce its terms, most typically through a breach of contract action if either side fails to live up to its obligations. The legally binding nature of this agreement makes it all the more critical to have an experienced attorney draft this important document specifically for your household employment situation.

Robert E. King, Esq. is the Founder of Legally Nanny, the leading law firm representing household employers and domestic employment agencies. Legally Nanny assists clients in hiring, employing, and paying nannies, elder care providers, and other household employees legally. For more information, feel free to contact the firm at (714) 336-8864 or at info@legallynanny.com for a free initial consultation.

© Copyright 2008 Legally Nanny. All rights reserved. This article is for informational purposes only; it is not legal advice. This material is not intended to seek employment in any jurisdiction in which Legally Nanny is not allowed to provide professional services.

Monday, July 14, 2008

Nannypalooza '08 Official Sponsor Announcement (Hint, it's Us ;)

NANC's 3rd annual
Nannypalooza! ˜08
October 4th and 5th, 2007 at the Hilton Philadelphia Airport

Sponsored by Parents With Nannies, Inc. owners of:
NannyClassifieds. com, 4EverythingNanny. com and NannyIsland. com

EARLY BIRD REGISTRATION ENDS AUGUST 8th!
Nannies can register for as low as $75 including meals!

Join us at a conference designed especially for you.

Nannypalooza! offers, learn today, use tomorrow workshops, each
session time slot offers 3 workshops to choose from. You'll find
great topics like:

• Home schooling Techniques for the Nanny

• Presenting Yourself as an Expert

• Recognizing the difference between challenging behaviors and
special needs

• Creating Your Professional Nanny Portfolio

• Understanding Different Personalities and
How to Work with People more Effectively

• Keeping Your Kids Safe-- An Expert's Guide

• Using Baby Signs Program to Enhance Language Development

• "Niche" Nanny Panel

• Working with the Children who Challenge Us

• Everything You Ever Wanted to Know About Contracts But Didn't Know
to Ask

• Financial Planning for Nannies

• Increasing Your Internet Presence

• Great Ideas for Low Cost Publicity!

• Increasing Your Bottom Line with Auxiliary Services

*Extras:
~ Lunchtime roundtable discussions.

~Lots of networking time.

~Raffle prizes and a great goodie bag.

~Vendor tables to visit with some of the most exciting businesses
around.

Convenient schedule, all Nannypalooza! events are scheduled over a
weekend so you don't have to take off work to attend.

Budget-friendly registration fee ( early bird starts at just $75 for
nannies) that includes: all conference activities, Saturday breakfast
and lunch and Sunday breakfast buffet as well as a Sat evening
reception with snacks and a cash bar!

Welcoming atmosphere, whether you come alone or with a group, you'll
find a fun and friendly environment.

For more information visit www.NannyCredential .org
or call 202 318-9156.

PLEASE PASS THIS INFORMATION ALONG TO ALL THE NANNIES AND AGENCIES YOU KNOW.

Thanks!

Friday, June 27, 2008

Nannies are not Independent Contractors, Congress wants to make that very clear.

The following "Legal Alert" was sent to us by Bob King, of Legally Nanny.


As part of Legally Nanny’s continuing Legal Alert series, I wanted to let you know about H.R. 5804, the Taxpayer Responsibility, Accountability and Consistency Act of 2008. This bill, recently introduced in the U.S. House of Representatives, could directly affect you as a household employer.

H.R. 5804 would significantly increase penalties for employers who misclassify workers as independent contractors instead of correctly classifying them as employees. Additionally, the bill places the burden of proof on the taxpayer to demonstrate that the worker was properly classified. Finally, in addition to increasing the penalties for failing to properly pay employees and provide correct payroll information such as W-2 forms, the legislation also imposes increased penalties for intentionally disregarding the worker’s proper classification.

What does this bill mean to you? Nothing, if you’re doing everything correctly and treating your nanny as your employee. However, some clients insist on mischaracterizing nannies and other domestic workers as independent contractors – or just paying their nanny under the table – in an effort to avoid paying household employment taxes. H.R. 5804 could make this an even more expensive mistake.

Under both federal and state law, nannies and other household staff are almost always employees; they are not independent contractors. H.R. 5804 would heighten the already stiff penalties to families mischaracterizing such workers.

Robert E. King, Esq. is the Founder of Legally Nanny, the leading law firm representing household employers and domestic employment agencies. Legally Nanny assists clients in hiring, employing, and paying nannies, elder care providers, and other household employees legally. For more information, feel free to contact the firm at (714) 336-8864 or at info@legallynanny.com for a free initial consultation.

© Copyright 2008 Legally Nanny. All rights reserved. This article is for informational purposes only; it is not legal advice. This material is not intended to seek employment in any jurisdiction in which Legally Nanny is not allowed to provide professional services.

Monday, April 14, 2008

New Nanny Networking Site, NannyIsland.com

We are thrilled to announce the Grand Opening of Nanny Island, a virtual getaway just for nannies.

Every "Islander" gets their own blog, photo album, personal page and access to all the lively discussions going on in the forums. Come visit with old friends and make brand new ones from all over the country.

Your Tour Guides for Nanny Island are Kellie Geres and Glenda Propst. These fantastic nannies have respectively 19 and 23 years nanny experience. Kellie and Glenda will be on hand to show you around the Island, answer any questions you may have and and help to organize Island activities.

So, hop on over to Nanny Island, no diapers, runny noses or tantrums need tending on the Island.

Thursday, April 3, 2008

Register for INA's 23rd Annual Conference by April 5 and save

Don't Forget to Take Advantage of the

Members Only Early Bird Rate

Register for INA's 23rd Annual Conference by April 5 and save $30.00 off the standard conference registration fee.

EARLY BIRD REGISTRATION FEE (member's only before April 5th)

Full Conference: $295

One Day: $175

STANDARD CONFERENCE FEE (after April 5th)

Members

Full Conference: $325

One Day: $185

Non-Members

Full Conference: $370

One Day: $250

An additional 10% discount is available for the following:

  • First time conference attendees (enter discount code FTA when you register)
  • INA members who have not attended a conference in the past five plus years (enter discount code 5YR when you register)
  • Three or more members from a business or nanny support group (enter discount code AW2 when you register)

Only one discount may be applied. These discount categories are subject to eligibility of attendee and will be verified by INA. . Be sure to see the Registration Form for complete details regarding discounts and all related conference fees.

Visit www.nanny.org to register today.

Also view workshops, speakers, plan ahead details, airport transportation discount and more.

For more information, call 888.878.1477 or 713.526.2670.

Monday, March 10, 2008

Nanny Conference in Philadelphia. Here's the scoop!

Do any of your or your nannies/au pairs attend nanny conferences?
There is a great one coming up, pleae see the info. below.
*************************************
Are you ready to CATCH THE WAVE??
NANNYPALOOZA 08
Sponsored by National Association for Nanny Care
www.nannycredential .org

Oct 4 & 5th (Sat. & Sun.)
Philadelphia Airport Hilton Hotel
Philadelphia, PA

The National Association for Nanny Care is proud to once again
sponsor NANNYPALOOZA! This is a one and a half day conference full of
useful workshops, networking opportunities and FUN!
Visit this link for more details:
http://www.nannycre dential.citymax. com/page/ page/5684076. htm

The conference is inclusive, casual but packed with information you
can use to be the best professional out there.
Here's a link for FAQ's about the Conference:
http://www.nannycre dential.citymax. com/page/ page/5658922. htm

Early Bird registration starts at just $75 for nannies.
Here's a link:
http://www.nannycre dential.citymax. com/page/ page/5461199. htm

Don't miss out on all the updates! Visit our website at
www.nannycredential .org and click on the Nannypalooza page.
Sign up for Nannypalooza Updates and stay informed on all the
exciting events!

Please feel free to forward this message to any other nannies or
agencies you know! Everyone is welcome!

Friday, February 29, 2008

Father charged with neglect after nanny takes child

On Wednesday in Surprise Arizona, a 15 year old live-in nanny disappeared with her 18 month old charge. She was said to have left the house at 4pm to take the baby to the park. At 7:30 when she hadn't returned, the father of the child contacted authorities.

Thankfully, the baby was found the next day. What is unprecedented about this incident, is that immediately after the baby was returned, Child Protective Services took custody of the child claiming that the father had been negligent in the care of his son.

You see, the father found his "nanny" on Craigslist. He believed her when she told him she was 19 when in truth she was a 15 year old runaway with a drug problem. Obviously, this father never conducted a background check on his care giver. And this is what Child Protective Services is using as grounds for removing the child from the father's care.

"CPS came down, talked to us and concurred with us that his actions were neglectful," Ortega said. "Through his own admission, he didn't take the precaution to see who he had to take care of his son."

To me this is just another reason why background checks are essential. Now families not only have to worry about protecting their children but also about protecting themselves from accusations of neglect.

Had this father spent as little at $69 to check out his nanny, he would have avoided the horror of a missing child experience and the heartbreak of having his son removed by authorities. The read the referenced article, click on the link below. Use the comments link to give us your feedback on this issue.

http://www.azcentral.com/news/articles/0229gl-nwvamberfolo0229-ONL.html

Wednesday, February 20, 2008

America’s Top Nannies

Overcoming obstacles. Making an impact in a family that really needed help. We know you're out there, Nanny Superstars, and Nanny Net News wants to hear your story. Follow the link below and tell us why you're a real-life super nanny.

Here's what we want to know...

Your stats:

  • Name
  • E-mail
  • City and State
  • How long have you been a nanny?
  • What made you decide to become a nanny?
  • Education level?
  • CPR/First Aid Certified?

Your story:

Are you a member of local or national nanny association? Are you active in the community as a volunteer or part of an organization? Tell us a little about yourself and your life as a Nanny!

Photos are encouraged, but not required. Each month, we'll publish our favorite story in the newsletter – and if we print your story in an issue of Nanny Net News, we'll send you a free nanny sweatshirt or tee-shirt of your choice!

Submit your story now

Thursday, January 10, 2008

Tattletale Nanny Services, What's Your Opinion?

I’m sure many of you have heard about, visited, or even contributed to the ISawYourNanny blog. For those of you who haven’t heard, ISawYourNanny is a blog that takes reports from citizens who have witnessed good and bad nanny behavior. The blog has been getting a lot of press – and to be frank, the press likes it because it provides the “negative nanny” slant that certain media outlets can’t seem to get enough of.

But does it really work? Does the blog really do its job and protect children from the abusive or neglectful nanny? I don’t think so. How many parents are going to check the blog on a daily basis to see if their nanny has been reported? Is that really an efficient way to monitor nanny behavior? By posting on ISawYourNanny, a witness to an incident may feel like they "did" something. In reality, they have only vented their frustration. The chances of the family actually reading the blog post are pretty slim.

On the flip side, I was recently introduced to a woman who has come up with an innovative service targeting the same dilemma. The company is called HowsMyNanny.com, and it too has been attracting a lot of press. Unlike the blog that relies on the tireless will of the worried nanny employer, HowsMyNanny takes the work out of the “spying,” so to speak.

HowsMyNanny, modeled after the “How’s My Driving” bumper sticker on commercial vehicles, is a license plate that can be attached to a stroller. Each plate has an individual number. To report a good or bad nanny, all a witness has to do is visit the website and report the incident using the ID number. When an issue is reported, the family subscriber receives an e-mail with the information from the witness.

This approach has clear benefits. By registering on the site, parents can ensure that they’ll be notified if a report on their nanny comes in. In other words, it takes the guesswork out of witness reporting. In that way, the site avoids sensationalism, instead providing an outlet for direct, useful information.

So, what’s your opinion on these new trends in nanny surveillance? We’d like to know. Leave your comments below.