MARTHA NO! BY Edward Hardy

New books for ages 3 and up:

Naughty Martha has a new nanny - but unlike Mary Poppins, Mrs Doubtfire or Nanny McPhee, this stout and kindly guardian has no control over Martha and her determination to get into trouble. (She's had ten nannies already this year. . .) Museums, galleries, sandpits and cafes are all adventure-playgrounds for Martha, who eventually sails away on a bunch of balloons - and achieves her happy ending.

Mischievous mayhem that will inspire all those little madams who look like angels but behave like devils.

Nannies, Housekeepers - Be Careful with Household Cleaners around Children

The rate of injuries among young children involving household cleaners has dropped however it is still high. Between 1990 and 20056, there were 267,269 children 5 years and under treated due to exposure to toxic cleaners such as: ammonia, laundry soap, bleach, cleansers containing low-molecular weight hydrocarbons, acids, detergents like pine oil, spot removers, lye, oven cleaners, toilet bowl products and dishwasher detergents. The numbers have gone down in recent years due to child safety resistant packaging and because parents are now more aware of the effects of toxic products and due to poison control centers helping parents deal with injuries at home. All caregivers: nannies, babysitters and housekeepers must be aware and careful to keep all cleaning products out of a child's reach.

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