{"id":5428,"date":"2015-01-27T10:02:23","date_gmt":"2015-01-27T15:02:23","guid":{"rendered":"http:\/\/gtm.com\/household\/?p=5428"},"modified":"2019-04-12T15:09:08","modified_gmt":"2019-04-12T19:09:08","slug":"household-employee-overtime-pay","status":"publish","type":"post","link":"https:\/\/gtm.com\/household\/household-employee-overtime-pay\/","title":{"rendered":"Case Study: Household Employee Overtime Pay"},"content":{"rendered":"<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright size-medium wp-image-5430 img-rounded\" src=\"https:\/\/gtm.com\/household\/wp-content\/uploads\/nannyjobs73329196-300x204.jpg\" alt=\"household employee overtime pay\" width=\"300\" height=\"204\" \/>Having a household employee can be a complex and time-consuming process. Wage and labor laws are constantly being updated and revised; that&#8217;s why it&#8217;s always a good idea to trust an organization with the expertise to handle these issues. The following case study is an example of how a company like GTM can help an employer when it comes to household employee overtime pay.<\/p>\n<p><strong>The Situation<\/strong><\/p>\n<p>To tend to his newborn child\u2019s needs, a household employer in New York sought to hire a live-in <a href=\"http:\/\/americanpregnancy.org\/labor-and-birth\/having-a-doula\/\" target=\"_blank\" rel=\"noopener noreferrer\">doula<\/a> but wanted to avoid paying overtime and wanted the doula to work seven days a week, with her agreement.<\/p>\n<p><strong>GTM\u2019s Solution<\/strong><\/p>\n<p>Prior to hiring the doula, the employer contacted GTM\u2019s Household Employment Experts to learn how to document the doula&#8217;s daily pay. GTM advised him to:<\/p>\n<ul>\n<li>pay his live-in household employee time-and-a-half of her regular hourly rate for all overtime hours worked. (<a href=\"https:\/\/labor.ny.gov\/legal\/domestic-workers-bill-of-rights.shtm\" target=\"_blank\" rel=\"noopener noreferrer\">State law<\/a> mandates live-out household employees must be paid overtime after a 40-hour work week.);<\/li>\n<li>pay the doula \u201cwaking hours\u201d wages and implement one day of rest during the seven-day week for her to use as personal time;<\/li>\n<li>maintain records of both time worked and paid to protect him if audited; and,<\/li>\n<li>consult a labor lawyer to clearly and fully understand what is required under federal and state laws when hiring a doula.<\/li>\n<\/ul>\n<p><strong>The Results<\/strong><\/p>\n<p>The household employer fully understood federal and state wage requirements after consulting with GTM\u2019s payroll and tax experts and altered his agreement with the soon-to-be-hired live-in doula according to GTM\u2019s recommendations. He also agreed to limit the work week to six days, enabling the household employee one day off per week\u2014despite the doula agreeing to a seven-day work week. If the doula chooses to work a seventh day, GTM noted that the household employer must pay her overtime.<\/p>\n<p>The household employer then enrolled in GTM\u2019s <a title=\"EasyPay\" href=\"\/household\/pricing\/\" target=\"_blank\" rel=\"noopener noreferrer\">Easy Pay\u00ae<\/a> payroll program, allowing GTM to handle the demanding responsibility of payroll and taxes. In addition, the household employer contracted with GTM to ensure compliance with New York&#8217;s mandatory <a title=\"Workers\u2019 Compensation 101 for Household Employers\" href=\"\/household\/do-i-need-workers-compensation-for-my-nanny\/\" target=\"_blank\" rel=\"noopener noreferrer\">workers\u2019 compensation<\/a> and disability insurance requirements.<\/p>\n<p>For more information, <a href=\"\/household\/contact-us\/\" target=\"_blank\" rel=\"noopener noreferrer\">contact GTM<\/a> at (888) 432-7972.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Having a household employee can be a complex and time-consuming process. Wage and labor laws are constantly being updated and revised; that&#8217;s why it&#8217;s always a good idea to trust an organization with the expertise to handle these issues. The following case study is an example of how a company like GTM can help an [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[81,82,75,80],"tags":[17,27,31,34,44,45],"class_list":["post-5428","post","type-post","status-publish","format-standard","hentry","category-domestic-workers-rights","category-employee-benefits","category-household-payroll-taxes","category-tax-wage-laws","tag-domestic-workers-rights","tag-hiring-practices","tag-household-employer","tag-household-payroll","tag-overtime","tag-parents"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Case Study: Household Employee Overtime Pay - GTM Payroll Services<\/title>\n<meta name=\"description\" content=\"The following case study is an example of how a company like GTM can help an employer when it comes to household employee overtime pay. 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