GTM’s Household Employment Blog
Seattle’s Domestic Workers Ordinance went into effect on July 1, 2019. It provides minimum wage, rest and meal breaks rights, and employment protections to full-time, part-time, and temporary household employees.
You’ve decided to hire a nanny and only have a vague sense of what you want in a caregiver for your children. Without a specific plan on what you’re looking for you may wind up with a bad fit for your family. Here are some qualities you may want in a nanny and how you can determine if your candidate has the attributes you desire.
For families hiring a nanny or other employee to work in their home for the first time, the idea of nanny taxes may seem confusing or complex. Even experienced household employers could use a refresher. Understand your basic responsibilities as a household employer and get in the good graces of the IRS and your state tax agency.
A nanny performance review is a time to discuss goals, personal job growth, areas of improvement, and what you can do to help them succeed in their role.
Stay compliant with wage laws! Household employees need to be paid at least minimum wage (the highest of the applicable federal, state, and local rates). Here is your guide to July 1 minimum wage increases.
Before your household employee, like a nanny or in-home senior caregiver, begins work, there are some household employment forms that both you and your worker need to complete.
Whether you fired your nanny on the spot or had an amicable split, they may file for unemployment compensation. Household employers have unemployment-related responsibilities during a nanny’s employment and after their termination. Here’s what you need to know when your nanny files for unemployment.
Like it’s recently passed Earned Sick Leave Law, Westchester County’s Safe Leave Time Law applies to families who have hired household help. Here’s how household employers can comply with the new law.