As many of you know, I always ask the nanny care community – nannies, parents, and agencies – to provide feedback on their current needs when I’m updating the contract. I add those ideas to the ones I’ve gotten throughout the year. All of the input is taken into consideration when updating the A to Z Nanny Contract. Here’s a summary of the 2022 additions and updates.
The guidebook and the template now include gender neutral language.
The following requests came from multiple nannies and also are trouble spots we hear about on the nanny boards.
- How do I let the parents know I will only follow certain safety guidelines about safe sleep, car seat safety, and (insert your own thing here) while on duty? (Hopefully this won’t be an issue but just in case, I added a clause that if you’re fired for refusing to follow other procedures, it won’t be considered for cause which impacts notice / payment at termination.)
- Even if I’m happy to care for my charge when they’re sick, I’d still like a heads up about it before I get to work.
- They have it in my contract that I have to have the COVID vaccine. I’d like it to say they have to too.
- I’m in Seattle and supposed to be getting paid extra for breaks if I can’t take the time off without interruptions.
- I’d like to know I’d get at least a certain amount for a baby raise. I’m taking the job knowing they want 2 more kids in the next few years.
- I work 10 hour days but for my vacation and holidays I’m only paid for 8 hours. I think I should get paid for 10. (That protection was already included in the contract, however the language is now stronger.)
- I want for my benefits to include retirement account contributions.
- YUCK! I want lice treatment as benefit.
- I’d like for parents that use marijuana stuff like edibles to keep them safely put away. (This is a commitment the family makes to safety, not a restriction on the use.)
- I want to know if there are guns in the home and how they’re stored.
The following requests came from multiple parents and are things I heard from agencies also.
- I’m a Seattle employer. I’ve heard we have a law around nanny breaks? (This is possibly coming to other areas too so a heads up to all employers to check local laws.)
- Am I legally required to offer paid family leave? (Again, a heads up to all employers that might be required to offer this.)
- I’d like to build in bonuses that would incentivize my nanny to stay long term.
- I give my nanny sick days but I want to give her unlimited days to use when she picks up a bug from my kid.
- Can I ask our nanny to notify us if she gets a moving violation?
- I’d love a general statement about good communication between employers and nannies. (Great discussion opener.)
- I need to know if my nanny has an open carry or conceal carry permit.
The general changes.
- Columbus Day changed to Indigenous Peoples’ Day
- slightly updated language to several current clauses for added clarity
- updated language to termination section
- severance pay option add to termination section (e.g. 1 week of wages for each year a nanny works)
COVID issues are covered as a permanent part of the contract / employment agreement rather than a short-term emergency. They include:
- supplemental education responsibilities
- virtual learning responsibilities
- homeschooling responsibilities
- extra pay for 3 educational responsibilities (above) or confirmation it’s included in base wage
- family’s vaccination status / commitment COVID vaccine
- right for nanny to decline to travel with family if they feel it’s an unacceptable risk to their health
- isolation for nannies living with vulnerable person when the nanny returns from traveling with the family
- COVID paid leave for all COVID-related issues; separate from paid sick leave
- nanny will ask COVID-related questions when evaluating play date options
- safety protocols
- testing standards
- plan of action guides (what will happen when… to possible scenarios)
Of course, it’s not enough to just include these items. They have to be clearly outlined, using loophole free language so all the “what if” questions are answered. That’s what makes the A to Z Nanny Contract a one-of-a-kind resource. Others may tell you what problems to avoid, only the AZC gives you the exact language you need to avoid them.
I’d love to hear your feedback on the updated contract. I feel it meets the moment we’re in right now with COVID and so many new employers and nannies entering the industry. It’s a contract wrapped up in an HR manual.
For all of you that passionately and repeatedly recommend the A to Z Nanny Contract to others, THANK YOU! I cannot tell you how much I appreciate your support.