Family Helpers is mentioned as the place to find a nanny in Westchester Magazine

If you are looking for personalized solutions to you childcare dilemma, Susan Tokayer, president of Family Helpers is who you should turn to.

As the article entitled “Parenting Advice for Beyoncé and Jay-Z” featured in this month’s issue of Westchester Magazine says:

Susan Tokayer, who’s been featured in the New York Times, Forbes, and Parents magazine, owns domestic placement agency Family Helpers in nearby Dobbs Ferry and is a veteran of providing just such “personalized solutions.”

Read the entire article here:

http://www.westchestermagazine.com/Westchester-Magazine/February-2012/Parenting-Advice-for-Beyonc-and-Jay-Z/.

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When to Call the Doctor If Your Child Is Sick

For many families the winter months seem to bring never ending bouts of coughs, colds and runny noses. While many people think that we tend to get sicker during the winter because of the cold weather (or because of not wearing a jacket outside), that’s simply not the case.

During the winter months, we may experience an increase in illness in our families because we are indoors more and we tend to be around more people when we are. When we stay indoors (and close up our houses to keep the cold weather out) we are coming into contact with more microorganisms that cause illness. We come into contact with these organisms by touching contaminated items or by breathing contaminated air.

While washing yours and your children’s hands often and keeping everyone hydrated and well rested can help keep your family healthy during the winter months, how do you know when an illness warrants a call to the doctor’s office or just some tender loving care?

In my newest book, A Mom’s Ultimate Book of Lists: 100+ Lists to Save You Time, Money and Sanity, I included a handy reference list that can help you determine if you should call the doctor.

When to Call the Doctor

Many parents wonder when they should call the doctor. You should always call the doctor if your child is lethargic, unresponsive, refusing to eat, has an unidentifiable rash, is having difficulty breathing or if your child has a fever lasting more than a few days. Most pediatricians’ offices have a “nurse’s line” that parents can call to get medical advice. Take advantage of this helpful resource.

10 Symptoms You Shouldn’t Ignore

1. A temperature in a young baby. If your baby is younger than 2 to 4 months old and has a fever (over 99.4 orally or 100.4 rectally) call the pediatrician immediately.

2. A prolonged temperature in an older child. A child with a fever for more than 72 hours or a child who has a fever and is fussy or lethargic should be evaluated by the doctor.

3. Dehydration due to vomiting and/or diarrhea.

4. Persistent vomiting or any vomiting with blood, bile or vomiting that is green or projectile.

5. Bloody stool.

6. A lethargic child, a confused child, a child who seems excessively sleepy or a child who just seems “off”.

7. Difficulty or noisy breathing.

8. A child who complains of a belly ache.

9. Limping or any other indication of an injury.

10. Significant swelling or bruising.

What is Croup?

Croup is a common illness that occurs in children. Many parents hear the term “croup” but don’t really know what it is. So what is croup?

Coughing that sounds like a seal bark could indicate a viral illness called croup. To treat croup, bring your child outdoors to breathe cold air or into a steamy bathroom to breathe moist, warm air. If this does not help, call your doctor.

Michelle LaRowe, A Mom’s Ultimate Book of Lists, Revell, a division of Baker Publishing Group, January, 2010. Used by permission. All rights to this material are reserved. Material is not to be reproduced, scanned, copied, or distributed in any printed or electronic form without written permission from Baker Publishing Group. http://www.bakerpublishinggroup.com.

INA Seeks Nanny of the Year Nominations

Nanny of the Year™ Award

The NOTY™ award is presented annually by the International Nanny Association (INA) to recognize the personal achievements of a working nanny. INA’s Nanny of the Year™ (NOTY™) serves as an example of the best kind of nanny and represents a positive role model for our industry and association. The NOTY™ is expected to perform specific duties before, during and after the INA annual conference.

Click here to learn more about the award and nominating procedure.

The teenage baby-sitter, replaced by older pros

The Los Angeles Times recently ran a story about the rise of older, professional caregivers replacing teenage baby-sitters.

What are your thoughts?

Meet Maile Yoshida, the baby-sitter of the modern parent’s dreams. She’s a cute and chirpy 28-year-old with a degree in communication from USC and more than a decade of child-care experience, including baby-sitting infants as well as children with special needs and behavior issues. She has 18 five-star reviews on SitterCity.com, and when meeting prospective families she comes armed with a packet of references, proof of her recent flu and Tdap shots, and her driver’s license number.

Of course, you’ll have to pay: Yoshida charges $20 to $30 an hour based on the number of kids, their ages and how much driving is involved, among other factors. She said her price is non-negotiable.Yoshida calls herself a “career nanny” and explains that baby-sitting isn’t just a way to make money on the side while she figures out what to do with her life. Baby-sitting is what she is doing with her life.”This is my means of income,” she said. “This is what I do for my career.”

Read the rest of the story here:

http://latimesblogs.latimes.com/home_blog/2011/12/babysitter-jobs-nannies-teenagers.html

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Susan Tokayer on Domestic Workers United

November 4-6, I had the honor of attending Nannypalooza. It was a wonderful, well- organized conference and the first Nannypalooza I’ve ever attended. I am so happy that I made the decision to go, for a variety of reasons: the networking opportunities, the fun, and the sessions.

One of the sessions I attended was a panel discussion with representatives from Domestic Workers United (DWU). Domestic Workers United, as you probably know, was founded in New York City in 2000. To learn more about their organization you can visit their web site: www.domesticworkersunited.org/.

The panel’s intention was to provide information regarding their movement and their organizational goals. I attended the session, already knowing much about what the organization is doing and who their constituents are. However, being able to discuss issues with the DWU panel, listening to questions posed by the audience, and hearing the responses from the panel proved to be incredibly educational.

Admittedly, my impression of the DWU movement was negative before I entered the session. I left with those feelings reinforced, and I will tell you why.

One of the most disturbing things about DWU is that they manipulate terminology so that what they say isn’t exactly what they mean.  For example, representatives often refer to their constituents as “immigrants,” and claim (throughout all of their literature and on their web site) that these immigrants are excluded from and not protected by labor laws.

If you visit DWU’s web site and read these types of claims you may initially think, Wow, these people are looking out for a group of people that are unprotected.  But, when you investigate further you will find that when DWU uses the term “immigrant” they refer to a specific group of immigrants only: undocumented workers. Undocumented workers (90% of DWU’s constituent base) are individuals who are in this country illegally and are not eligible to legally accept employment.  Immigrants who are in this country legally, of course, have the same worker rights and protections as anyone who is legally able to accept employment in the United States.

DWU also claims that they have helped implement laws that didn’t exist before they advocated for them. For example, the “domestic bill of rights” law that passed in N.Y. state last year was in fact already in existence. Prior to the passing of this law, domestic workers were already entitled to 1½ times their pay beyond a work week of 40 hours and they were already entitled to workman’s compensation.  Part of the “new” law that was passed requires that domestic workers receive a minimum of three days’ vacation after one year of employment. This is substandard in our industry, where most nannies receive a minimum of two weeks’ vacation each year.

While I could go on about the distortions present in DWU’s message, my intent is to encourage you to do your own research before backing their cause. As you research, you will not find one mention of the importance of quality childcare or the importance of children being cared for by qualified, responsible caregivers.

I believe much of DWU’s movement is not going to do anything to change our industry in a positive way.  In fact, I can only see a negative impact for quality caregivers that now have to compete for a job that an undocumented worker is likely to accept at a lower salary. It is truly unfortunate that a movement with tremendous momentum is not working towards positive change for our industry.  Imagine if their message instead was that we need more quality, low-cost education available for nannies so that they can improve their skills, or that we need more tax incentives so that parents can afford quality childcare.

The representatives of DWU who were present at Nannypalooza expected and desired the support of all those present. Until the mission and rhetoric of this organization changes I can’t offer my support. Can you?

New York Household Employers Notice!

Reprinted with permission from HomeWork Solutions, Inc. www.4nannytaxes.com.

The NYS Wage Theft Prevention Act was signed into law in April 2011. This act amends Section 195 of the NYS Labor Law to require all private employers to provide notice to employees of their rate(s) of pay and designated pay day.

The notice must be provided at the time of hire (a written work agreement with the appropriate language will serve this function) and annually on or before February 1 of each year of employment. Additionally, notice must be provided within 7 days of a change in pay rates if the change is not listed on an employee’s pay stub. The best practice is to state the employee’s pay rate(s) in rate per hour terms, as household employees (nannies, housekeepers, elder care providers) are non-exempt employees under federal and state law and must be paid an agreed amount for every hour on duty.

When using a payroll service such as HomeWork Solutons’ NaniPay, pay stubs will be compliant so long as the employer has provided the appropriate hourly rate information in the employee profile. If there are multiple rates (commonly hourly and overtime) these must and will be listed.

Many household employers pay a ‘flat rate’ to their household employee for the work performed. Protect yourself – take the time to translate this into an hourly rate. For example, you pay your housekeeper $150 a visit to clean your home. She typically spends about 5 hours in your home, but may on occasion stay a bit longer. Again, protect yourself. Estimate the MOST time the task might take. Let’s say 6 hours in this example. State the hourly rate as $25/hour and guarantee a minimum of $150 per visit. Note your housekeeper’s time of arrival and time of departure, or have the housekeeper leave this information for you every visit. Keep the records. Your housekeeper still gets the same pay, she still has incentive to complete the job as quickly as possible – she will be paid the same regardless. And you have protected yourself against wage and hour complaints AND are compliant with the Wage Theft Prevention Act. There are many organizations in New York and nationwide dedicated to informing household workers of their legal rights. It is prudent for the household employer to put the minimal effort needed into properly documenting the work arrangement, pay arrangement, and the calculation of payroll.

The first legally required notice must be provided between January 1 and February 2 2012. NYS’ FAQ on the Wage Theft Prevention Act specifically states that an employer may not choose another time of the year to provide the notice!

New York household employers, may we remind you that in addition to the pay rate documentation issues above, you are also required to maintain accurate and contemporaneous time tracking records, pay your employee on a weekly basis, offer paid time off, pay overtime, and other responsibilities as required by the NY Domestic Employee Bill of Rights (linked below).

Resources:

• 10 Tips: NY Domestic Workers’ Rights
• Wage Theft Prevention Act Frequently Asked Questions
• Hourly Pay Rate Calculator (translates ‘salary’ to hourly rate terms)
• New York Domestic Employer’s Bill of Rights FAQ
• Common Legal and Payroll Mistakes of Household Employers

Paying Your Nanny Legally

Generally speaking, most nannies are employees and not independent contractors. For parents who wish to employ the services of a nanny, this means that they must first become a legal employer. While it can be tempting (and may seem easier) to pay your nanny off the books, in the long run doing so can set you up for trouble. In addition to incurring fines and having to pay back taxes, you could be subject to civil and criminal penalties under the law.

If you’re considering hiring a nanny, here’s the steps you’ll need to take to pay your nanny legally.

File for a state employer identification number, verify that your employee is legal to work in the U.S., report your new hire to your state government, set up a payroll system, pay your employee according to current, Federal and State labor laws, file proper end of the year forms, file a W-3 from with the Social Security Administration.

If you would like to work with a professional payroll service that specializes in domestic taxes, please visit the International Nanny Association’s website: www.nanny.org.  You will find a list of trusted companies that offer domestic payroll services.

Keeping the Kids Calm During Holiday Chaos

The holidays are stressful for everyone, kids included.

The holiday parties and events interrupt our regular schedule, the music, chatter and lights penetrate our senses and the abundance of sugary sweets wreak havoc in our children’s bellies and around our waistlines.

In a nutshell, the holiday hype can simply be too much for kids, as well as adults, to handle.

Fortunately, there are some steps you can take to manage the mayhem and reduce the likelihood that your child will suffer from a major meltdown this holiday season.
1. Keep what you can consistent. The holidays are filled with changes in scheduling and routine. Keeping your child’s sleeping and eating schedules consistent will set her up for success when it comes to handling these changes. Well-fed and well-rested children are better able to manage their emotions and keep a handle on their behavior.

2. Plan your outings around your child’s schedule. While you can’t plan everything around your child’s schedule, making an extra effort to attend events when you know she will be at her best is usually well worth it. Skipping a nap to arrive precisely when a party starts may be tempting, but if you can get that nap in, or get your child to sleep in the car on the way to the party, you will all have a better time once you are there.

3. Feed your kids first. Too often, parents make the mistake of assuming there will be something for the kids to eat wherever they are going. Since you never really know what is going to be served and when, it’s best to feed your child before you head out and to bring along a few snacks you know your child will eat. There is nothing worse than planning to sit down for dinner at 5 o’clock, only to have something your hungry child won’t touch with a ten foot pole served at 7 o’clock.

4. Do what you can well. During the holiday season it can be tempting to let feelings of obligation dictate your schedule and actions, but don’t. It’s often much better to do what you know your family can handle, rather than trying to do it all. Attending two parties that your family can truly enjoy is often better than rushing around to make an appearance at every event you have been invited to.

5. Monitor the merriness. If you find your child is becoming over stimulated, overtired or overexcited, step back and take a break from the festivities. Doing so will give you and your child time to recoup and refocus so you can get back to enjoying the fun.

If you have done your best to prevent a meltdown and one still occurs, take a deep breath and encourage your child to do the same. Just like the holiday season, it will be over before you know it.

5 Great Holiday Gifts to Give Your Employer

Holiday gift giving can be tricky business for nannies. While nannies often feel like they are part of their employer’s family, they know too well the importance of keeping their nanny/employer relationship professional.

So what’s the perfect gift to express your sentiments to your employers? A gift that says you enjoy and appreciate your relationship with them, without being too personal?

Consider these 5 suggestions as a springboard for your inspiration.

 

1. Give a gift certificate to dinner and/or a free night of babysitting. Consider giving your employers a gift certificate to a local restaurant, a free night of babysitting, or both. Offering your services so that your employers can enjoy a night out is often a much appreciated gesture.

2. Create a special project made by the children. Consider framing a special painting that the children have done or doing a special project together. Painting coffee mugs at your local ceramic studio or making a memory book may be the perfect gift.

3. Take photos. Have a photo shoot and capture your charges at their best. Present your handy work in a frame or photo book. One nanny had her charges use their bodies to spell out Merry Christmas, took photos and put them in a spiral bound photo album that she ordered from an online printer.

4. Make something. Do you have a knack for candy making? Do you knit? Handmade gifts are often more meaningful than gifts that can be purchased at the store.

5. Opt for something personalized. A personalized ornament or holiday decoration. An engraved photo frame or wine glasses. Personalized gifts often provide the perfect combination of being practical without being too personal.

Nanny employers, what is the best gift you’ve received from your nanny? Nannies, what’s the best received gift you’ve given? Share your gift tips below.

End of the Year Nanny Bonus?

Reprinted with permission from HomeWork Solutions, www.4nannytaxes.com.

In the household staffing arena, it is very common for families to express their appreciation for valued service with an end of year monetary bonus. Household employers often have the following questions:

• Is the nanny’s yearend bonus required?
  A bonus is NEVER required – it is a gift. However, because they are so common industry wide around the winter holidays, failing to express any recognition of a job well done may communicate a lack of appreciation to your household staff. It can be an unintended consequence. If you are unable or unwilling to offer a cash bonus, a written note expressing your appreciation for the staff’s role in your household, along with a modest gift card, can help you avoid hurt feelings.
• What kind of bonus is most common?
  CASH is by far the most preferred bonus by staff. Gift cards are also very common, especially when the employer is confident that the nanny, housekeeper, house manager, etc. actually does shop at the particular store.
• How much do families give?
  We most commonly see permanent staff paid 1 week’s regular payroll as the cash bonus – occasionally 2 weeks, especially for long term employees. For staff who have not been with the family a full year, one day’s pay for every month of service is a common calculation. Many bonuses are larger or smaller – these are just typical calculations.
• So cash bonuses are not taxed as payroll, right?
  All bonuses are taxable income to the employee. They must be reported as such on all employment tax documents, including Form W-2 at year end. In the eyes of the IRS, there is no such thing as a GIFT between an employer and an employee. Anything of monetary value given by an employer to an employee is considered compensation, subject to wage reporting and employment and income taxes.

Remember, there is no “one size fits all” approach to the nanny yearend bonus; there are as many creative ways to approach this as there are nanny employers. Written words of appreciation are always in style!