While many nannies may seem superhuman, they are in fact mere mortals and will get sick from time to time and miss work like the rest of us. So it is best to be prepared for that day (or days) when you may be without your regular caregiver.
Employing or planning to hire a nanny? Make sure you and your caregiver have a similar COVID-19 risk tolerance to avoid any potential safety issues during their employment.
Under a new law, household employees in California can’t be laid off for refusing to perform work in violation of safety standards under certain provisions along with other protections. Employers can face a misdemeanor and civil liability for any violations.
If you employ a nanny for in-home childcare, you may be asking your caregiver to supervise your children’s online learning. Your nanny could thrive in this new role as they likely have a built up trust with your children and have a good relationship with them. However, it’s important to set expectations, clarify responsibilities, and revise your work agreement to help ensure fairness and keep communications open.
A federal court in New York struck down four rules related to the paid leave requirements provided by the Families First Coronavirus Response Act. Here’s what the ruling means for household employers.
With the proper planning and good communication, you can create a successful work-from-home situation that benefits you, your children, and your nanny. Here’s how.
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