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Knowledge Center

Nanny Employers

  • Nanny Transportation Allowance

    Many families find that paying for their nanny’s or senior caregiver’s public transportation pass is a great tax free benefit. Because this is non-taxable, you can provide this nanny transportation allowance without having to pay FICA or unemployment taxes on the value! For 2019, an employer may reimburse the nanny or senior caregiver for mass/public… Read more »

  • What about tracking the nanny’s hours? What is required?

    Fair Labor Standards Act (FLSA) states that due to the nature of their work and duties, nannies and other household workers are employees, are hourly workers,  and are covered by minimum wage and overtime laws. The FLSA requires employers to maintain accurate and complete contemporaneous time records for tracking hours worked by an employee. When… Read more »

  • What is a wage garnishment order?

    Most of our nanny and senior care employers are unfamiliar with wage garnishment orders and the implications and responsibilities they have in relation to the order. A wage garnishment order is a court order which requires that some portion of an employee’s earnings be withheld by the employer for the payment of a debt. Most… Read more »

  • Do I need a nanny contract or work agreement?

    A nanny contract or work agreement is not legally required under Federal law, but you SHOULD take the time to write one up anyway. It is a best practice that protects the family and provides a point of reference to both parties when there are questions or misunderstandings. A written nanny work agreement helps the family... Read more »
  • What do I do with the Wage and Benefit Audit form I received?

    States use a Wage and Benefit audit for many purposes. The state may be checking on taxpayer subsidized benefits that the worker is receiving such as Medicaid for a dependent child, or on the veracity of information the employee has previously provided for purposes of child support enforcement, wage garnishment for tax delinquencies, etc. The state will… Read more »

  • I hired a nanny. What about household employers workers’ compensation and disability insurance?

    SUMMARY: State insurance regulations determine when household employers workers’ compensation and disability insurance are required. The rules vary by state. We recommend meeting with a licensed insurance broker to review all of your insurance needs when you become a household employer. HWS has a licensed insurance partner who will provide HWS clients a no obligation… Read more »

  • How frequently do I need to pay my household worker? My nanny wants to be paid weekly. Do I need to do that?

    The pay frequency of a nanny or senior caregiver (and all hourly, non-exempt employees) – the maximum interval between wage payments to the worker – is governed by state law. Nanny pay frequency regulations are summarized below. Payroll calculations for your household employee (nanny, housekeeper, maid, senior caregiver, etc.) are governed by the Fair Labor Standards Act…. Read more »

  • How do I calculate overtime for my salaried nanny? What about compensation for occasional overnights?

    Most regular nannies are paid on a guaranteed pay basis. What this typically means is that the family agreed to pay the nanny a pre-determined salary for a given number of hours in a pay period. The full time nanny work schedule is often more than 40 hours per week. It is important to remember,… Read more »

  • Am I required to offer my nanny benefits such as vacation time, sick time, or paid time off?

    US employers are not required to offer benefits such as paid vacation time, paid sick time, medical or life insurance, or retirement savings plans unless stipulated by state or local laws. However, employers with full time, permanent staff find that offering some basic level of benefits keeps them competitive in the employment market, attracting and… Read more »

  • We are hiring a live-in nanny. How do you figure her room and board for tax purposes?

    In general, the Internal Revenue Service (see §119(a)) allows you to exclude from income the value of meals and lodging furnished by the employer when hiring a live-in nanny or household worker (nanny room and board), provided the following conditions are met: Meals and lodging (room and board) must be furnished on the business premises… Read more »

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