Who's Vacation is it anyway?

Often the question comes up as to whether an employer can ask a Nanny or Housekeeper to take vacation time when the family decides to take their vacation. This virtually means that a vacation is offered but can ONLY be taken when the family leaves themselves. Another question would be can an employer ask the Nanny to split up her vacation time by taking a few days here and a few days there whenever the family is also out of town. So what is the answer? The answer is that a family can choose to give a Nanny vacation time in the State of California ONLY if they want to do so. It is not mandatory. In addition, the family can choose to give that time to a Nanny or Housekeeper as they find it convenient for them. A Nanny or Housekeeper has the option to accept these circumstances or not take the job. How can you get around this issue. For the protection of both parties, it is recommended that an employment agreement be in place stating exactly how much vacation is offered and when and how it can be taken throughout the year. This ensures that there are no misunderstandings between the Nanny and Housekeeper and the household employer. If the Nanny wants something different and the employer agrees, then it is also best to get this in writing in the event memories begin to fail. Employment Agreements protect everyone and should always be used when hiring a nanny or housekeeper. http://www.martaperrone.com

Do You Have a Problem with Nudity?

Nudity? A Problem? "Well, no!", the domestic employee interviewing for a Nanny position answers shyly. "Great, because my husband likes to run around the house nude, and we just want to make sure that is OK with you!" Desperate to work because her 33 year old daughter is undergoing chemo treatment due to breast cancer and does not have health insurance to cover the costs, this employee did not want to cause problems. She failed to tell the agency of this little tidbit that came out on the interview session. She got the job and worked almost 2 months enduring the husband revealing his private parts on a constant basis. The employee turned her head and just didn't look. Sometimes it was a bit difficult not to see. The wife noticing that this was a concern, says to the hired employee, "Does this bother you?". Again, she responds, well I think there is a moral problem with this, but this is your house so you obviously have the right to do what you want to do. The wife snickers and then proceeds to rip off her top and expose her breasts while saying, "Look at me, does this bother you?"

What would you do in this case? Is it right for this family employing a Nanny to expect her to accept this type of behavior?

http://www.theprofessionalhousekepeer.com

A domestic worker offered $10,000 to stay!

After 6 years of loyal devotion, a housekeeper called to explain that she had had it and could no longer work for her employer. To say she felt "abused" is putting it mildly. She was actually treated so poorly that the employee decided to get herself on a bus from their home in Aspen, Colorado and come all the way home to Los Angeles. The employers, recognizing that they made several major mistakes with the employee who virtually did everything for them: cook, clean, drive, shop, cook, manage their estates, handle problems with other personnel at schedules that had her working many times over 60 hours per week, pleaded her to stay. "I will give you $10,000.00 cash right now, if you come back."

The response, "No, there just isn't any amount that you could give me that would be enough to come back. I have had enough and will no longer endure this treatment!"

Household employers must consider their treatment of estate managers, housekeepers, nannies and cooks carefully. We are all accountable for our actions and should think twice before taking advantage of anyone, especially a loyal and outstanding employee.

http://www.martaperrone.com

Dear Marta: Toys, Parents, Nannies and Foul Language

Dear Marta: Toys, Parents, Nannies and Foul Language

Nanny Employment Agreements

When you hire a Nanny, many questions come up regarding the experience she/he has with children and how they would care for your child in particular. Once the nanny has passed the "personality/chemistry" test and you have checked references, at this point you may think you are good to go. But before you even consider having your "new" nanny begin working, there are many other issues that must be discussed and should be put on paper.

1) The Duties & Responsibilities of a Nanny (household, meals, discipline, communication, transportation, dressing)
2) Benefits (vacation, holidays, sick pay, medical/dental insurance, 401K)
3) Salary Terms (hourly or weekly salary, gross vs net pay, salary review option, when salary is paid)
4) Schedule (working hours, overtime)
5) Rest Periods (when are they taken, how long should they be)
6) Termination, Severance, Notice procedures
7) Insurance provision (worker's compensation or other policy in place protecting against injury on the job).

This Agreement not only protects the employer, but also the employee. Without it, you are opening the door for issues and problems that can result in law suits and serious repercussions.

http://www.martaperrone.com
http://www.TheProfessionalHousekeeper.com

Toys, Parents, Nannies and Foul Language

There was concern over the "Three Pigs" Shrek promotional toy that McDonald's is giving out due to the language it uses and what that is teaching our children. We should be very concerned about the words children hear. But these words not only come from toys; parents and nannies must also be vigilant of their use of language. Parents may use foul language amongst each other and forget that a child might be in their presence. If you use profanity, it is difficult to teach a child NOT to use such words. Children are smarter than that...as they ask the infamous question, "But, then why are you saying it mommy and daddy?" Nannies are usually the least found culprits as they know that this could get them fired. However, language can be harmful in many ways and not just through the use of "profanity". Making statements that lower a child's self-esteem or make a child feel bad for something that perhaps they can't do is very harmful. We must use language carefully around each other so that we exude encouragement, compassion, understanding, love, forgiveness, and respect. This makes for a better child and a better society.

Nanny and Employer: Respect, Appreciation & Open Communication

How does a Nanny or Housekeeper, and a household employer maintain proper respect, show appreciation and keep an open line of communication? The first rule is to never cross the line. This means that you as the employer must find a way to maintain a friendly relationship without becoming "Best friends". It is more in your hands than it is the employee's. You as the employer set the pace by establishing a professional demeanor. This may seem odd to have this kind of relationship with someone working in a home and in many cases with children. But here is the point: if you become so friendly and treat this relationship like anything other than an employee/employer you will find it difficult to give instruction and correct your employee when things need to be changed. On the same note, an employee will have similar concerns about how to discuss issues that may be important as it relates to the job. This is not to say that you cannot be friendly to each other. However, there are certain things to keep in mind: 1) keep your private life to yourself. No one needs to delve into marital, financial, physical or psychological problems. Turn to the appropriate people to discuss these issues. 2) Try not to break down or show anger or use profanity. Maintaining an even-tempered emotional state is very important when working together. If there are issues, talk them out like civilized people. If there are things that have affected one's feelings, control the tears and express logically the emotion. 3) Use constructive criticism when telling something to someone. To randomly criticize someone or something doesn't usually get a positive response. However, to explain it in a way where one can see the problem, may actually get you positive results. 4) Be respectful of what was agreed to when you began the working relationship as it pertains to: schedule, salary, duties, expectations, benefits, overtime, responsibilities, reviews. 5) always check in with each other to be sure things are going well on the job so that both achieve a comfort level in discussing issues instead of holding things inside, and 6) use review sessions, employee/employer agreements and a household manual.

http://www.TheProfessionalHousekeeper.com