Love and marriage...love and marriage! The bliss of that wedding day when the spotlight is on you. Recently being a bride for as of August 2010, the day was quite different than when 23 years ago as babies entered the relationship. There is no question that the dynamics change from romance and courtship to full attention to the care and development of a child. Working parents face another challenge of finding help for their child, functioning at work after sleepless nights, constant concern for the baby on almost a moment to moment basis. It isn't hard to imagine that there is very little time for yourself, let alone each other.
According to data from Relationship Research Institute in Seattle, conflict between parents will increase within the first 3 years of the child's birth as sex and adult conversation decrease and distance between the two is formed.
Here are some of the issues:
1) Dividing household and baby functions - who is going to be responsible for what? It isn't any different than when hiring a nanny, staff of housekeepers and other household workers. Everyone has to have a clear idea of their responsibilities. Make a list, agree to it and don't get it done.
2) Chemical changes occur in mothers through hormonal changes, nursing, and postpartum depression. These physical changes must be addressed with help from professionals.
3) Women, in particular, tend to throw themselves into the children and forget about their husbands who also need attention. Let's face it, men do not like to be ignored.
4) Attention to your own bodies and good health tend to falter behind your constant focus on the children. Everyone looks fairly fit on their wedding day with great efforts to fit into that dress and suit....but then the weight goes on and time for exercise diminishes. Not just for our spouse, but first and foremost for ourselves, it is never a good idea to let yourself go. Exercise and good eating habits is a way of life that should become routine. It isn't always easy incorporating this; however, maintaining ourselves in good shape and health is important to any relationship.
5) Finances seem to be more of a concern in any marriage, but certainly the expense of a child can exacerbate that discussion. Allocating sufficient funds for clothing, education and well-being of a child is something that needs planning and discussion.
There are numerous people out there that can counsel you through this process. These trained professionals teach you how to discuss a problem without forming criticism, maintain a healthy sexual appetite, and financially plan your lives so that money issues don't tear you apart.
The percentages of marriages that fail is greater with those who have children than childless. That in itself tells you that children are the result of issues between parents that can create a breakdown in communication, intimacy and overall friendship.
It is all about balance - your children, health, physical appearance, intimacy, finances, work and your spouse!
http://www.martaperrone.com
Thursday, April 28, 2011
Wednesday, April 27, 2011
Hotels Going Green at the Expense of Hygiene
Room hygiene at hotels is becoming an issue as the world contemplates "going green" and the economy at hand. Some hotels are asking you not to throw the towels on the floor and try to use them for a more few days instead. This could also mean anything from not replacing shampoo and soap until bottles are almost empty to washing towels every other day to "not changing sheets for every new guest." Well, that is going a bit too far. A new TV ad by the Hampton Inn chain implies that other hotels are not changing sheets for new guests. Hidden cameras have also confirmed that bedspreads are not being washed regularly. The assumption is that this is not happening at a major hotel chain. However, if you plan on staying at an inn, motel or small chain of hotels, you just might end up sleeping on someone's sheets. Oy!!
http://www.martaperrone.com
http://www.martaperrone.com
Thursday, April 21, 2011
Nannies Beware: Cribs can be Dangerous
It has been a known fact for years that cribs can be dangerous for babies; in 2 months (June)we will have new construction standards for cribs. This is terrific news, but the only problem is that these rules do not cover the risk of bedding, mobiles and other toys to infants under 1 year of age. About 2,500 babies die from SIDS (Sudden Infant Death Syndrome) each year. This figure is down from 4,000 in 1992 partly because more parents are putting babies on their backs to sleep. With regard to the bumpers, parents don't want an empty looking crib, but if these bumpers are not tied securely, it can pose a serious problem to the baby. The new crib standards are as follows: dropdown sides are completely prohibited, stronger slats, mattress supports and hardware are required. Tags with code 16 CFR1219 for full-size cribs and 16 CFR1220 for compact size cribs will indicate that the crib meets the new standards. Child care centers, churches, motels and other public accommodations have until December 2012 to make sure their cribs meet the new standards.
What is most interesting is that statistics show that the safest sleeping arrangement is to have the baby sleep the first 6 months in a bassinet or crib in the parents'room. The experts report that the theory is that the baby and parents subconsciously synchronize their breathing which keeps the baby's breathing regular.
Information like this is provided in The Professional Housekeeper training program for nannies and housekeepers.
http://www.martaperrone.com
What is most interesting is that statistics show that the safest sleeping arrangement is to have the baby sleep the first 6 months in a bassinet or crib in the parents'room. The experts report that the theory is that the baby and parents subconsciously synchronize their breathing which keeps the baby's breathing regular.
Information like this is provided in The Professional Housekeeper training program for nannies and housekeepers.
http://www.martaperrone.com
Monday, April 18, 2011
The Professional Housekeeper Training Seminar NYC
The Professional Housekeeper Training NYC
Just back from NYC where we had our first east coast The Professional Housekeeper training seminar. The room was filled; from housekeepers just starting out to those with 20 years experience, from cleaning service owners to butlers and estate managers.
The day began with Allison Julian of Domestic Workers United giving us a brief history of DWU and an overview of the recent changes in New York law as it pertains to domestic workers.
With the vast array of experience in the room, the engagement was tremendous with everyone offering tips, suggestions, and sound advice on everything from cleaning issues to solving problems in the workplace.
http://www.martaperrone.com
http://www.TheProfessionalHousekeeper.com
What is overwhelmingly clear is that people working in the private service industry welcome the opportunity to have continued education.
Most gratifying to me is that with each The Professional Housekeeper training I know lives have been touched and livelihoods have been improved.
Just back from NYC where we had our first east coast The Professional Housekeeper training seminar. The room was filled; from housekeepers just starting out to those with 20 years experience, from cleaning service owners to butlers and estate managers.
The day began with Allison Julian of Domestic Workers United giving us a brief history of DWU and an overview of the recent changes in New York law as it pertains to domestic workers.
With the vast array of experience in the room, the engagement was tremendous with everyone offering tips, suggestions, and sound advice on everything from cleaning issues to solving problems in the workplace.
http://www.martaperrone.com
http://www.TheProfessionalHousekeeper.com
What is overwhelmingly clear is that people working in the private service industry welcome the opportunity to have continued education.
Most gratifying to me is that with each The Professional Housekeeper training I know lives have been touched and livelihoods have been improved.
Friday, April 15, 2011
Health Insurance Tax Credit for Nannies
The Best Nanny Newsletter recently reported how a nanny needed to get insurance desperately and did not know how to approach her employer. Tom Breedlove of Breedlove & Associates was a big help. Apparently by going to Health Reform In Action web site you can find the most affordable individual health insurance in your state. The next step would be to get your employer to send in the health insurance premiums. This cost is then considered not taxable income. Is is better to have an employer send the premiums to obtain lower taxable income than to add the health insurance to the end of the year medical expense deduction. The employer eventually benefits with tax credit. Small employers who contribute to their employer's health insurance are entitled to a tax credit. So in addition to being non-taxable form of compensation, health insurance contributions made by a nanny employer turn into tax credits.
Nannies and housekeepers are less aware of how they could obtain health insurance without costing them or their employer too much money. Their employers usually do not consider providing this benefit to their nannies or housekeepers. Since providing benefits to domestic workers is not mandatory, it is rarely discussed. In New York, the Domestic Workers United organization was instrumental in establish laws to support domestic workers. The Domestic Workers Bill of Rights reforms New York State law to guarantee basic work standards and protections for the nannies, caregivers and housekeepers who keep New York families functioning. The Bill of Rights was signed by Governor Patterson on August 31, 2010 and went into effect November 29, 2010.
As it relates to "Health Benefits", the guidelines are that Employers should pay or contribute to employees' health care. This arrangement should be mutually agreed upon. Their contention is that housekeepers and nannies are particularly vulnerable due to their exposure to toxic cleaning products and also illness, and that for this reason, employers of domestic workers must provide medical insurance for the employee.
http://www.martaperrone.com
Nannies and housekeepers are less aware of how they could obtain health insurance without costing them or their employer too much money. Their employers usually do not consider providing this benefit to their nannies or housekeepers. Since providing benefits to domestic workers is not mandatory, it is rarely discussed. In New York, the Domestic Workers United organization was instrumental in establish laws to support domestic workers. The Domestic Workers Bill of Rights reforms New York State law to guarantee basic work standards and protections for the nannies, caregivers and housekeepers who keep New York families functioning. The Bill of Rights was signed by Governor Patterson on August 31, 2010 and went into effect November 29, 2010.
As it relates to "Health Benefits", the guidelines are that Employers should pay or contribute to employees' health care. This arrangement should be mutually agreed upon. Their contention is that housekeepers and nannies are particularly vulnerable due to their exposure to toxic cleaning products and also illness, and that for this reason, employers of domestic workers must provide medical insurance for the employee.
http://www.martaperrone.com
Sunday, April 10, 2011
Mistakes Household Employers make with Domestic Workers
1 Household Employers consider hiring household workers who have been
either referred by word of mouth or from a job listing service
or newspaper do not do the due diligence on every employee to ensure that they know everything there is to know about the domestic worker before offering a position.
2. Employers hire the domestic employee and bank on the fact
that the references stated that this individual was “wonderful”. They assume that the employee knows how everything and does not need household training.
Big Mistake – every single new employee must be trained in how to do things in the house “your way” to ensure starting on the right foot from the beginning. The
amount of household and nanny training and input you provide in the beginning has a direct relationship with the successful outcome of that employee.
3. Employers fail to get an Employer/Employee Agreement in place
in place where all the requirements and household duties
of the position as well as the benefits, salary and other details
are very clear so that everyone knows what to expect from each other.
4 Employers leave their children in the hands of a new employee without observing carefully how the employee handles the children. What is necessary is that the first few weeks of hiring someone, the parent(s) are available to make sure that the
employee’s ways of handling the baby, disciplining the children, playing with the children and overall care is in sync with the views and choices made by the parents.
5. Employers get overly friendly with the household help making many allowances to the point where they have now crossed the boundaries and find themselves in a
position where they no longer have an employee relationship. The employer is uncomfortable giving direction to the nanny and/or housekeeper.
6. Employers veer from the labor code and overwork their employees (never providing breaks) especially in a live/in situation; ultimately, making the fatal mistake of “burning out” their employee who has no other recourse but to terminate.
7. Employers think that because the employee isn’t a US Citizen and perhaps only a resident of the state, that this does not give the employee the right to
celebrate what the employer regards as “American” holidays. So the employer elects not to provide any holidays. Meanwhile, although many states do not make
it mandatory to provide holidays to domestic workers, it is still common for household employers to give the major 6 holidays to domestic workers.
8. Employers think that domestic workers are “independent contractors” when in fact the majority of domestics do not qualify as independent contractors
unless they have a cleaning service company and come to one’s home with supplies and cleaning equipment.Otherwise, domestics who earn a certain amount
per calendar quarter must be placed on payroll as employees of the employer.
9. Employers think that because they are generous andgive their nannies and housekeepers clothes and other unwanted and used items from their home constitutes as payment for perhaps extra hours worked. A gift is a gift and every hour an employee works should be compensated with pay.
10. Employers forget to have review sessions periodically so that the employee and employer can equally voice their concerns and problems-on-the-job.
Instead these problems fester and become serious issues that cannot be easily solved resulting in a termination.
Domestic workers which include nannies, housekeepers, companions to the elderly, household managers, cooks and estate managers should receive proper training, benefits, a household manual, an employment agreement and periodic review sessions to maintain a long term mutually-satisfying employer/employee relationship.
http://www.MartaPerrone.com
either referred by word of mouth or from a job listing service
or newspaper do not do the due diligence on every employee to ensure that they know everything there is to know about the domestic worker before offering a position.
2. Employers hire the domestic employee and bank on the fact
that the references stated that this individual was “wonderful”. They assume that the employee knows how everything and does not need household training.
Big Mistake – every single new employee must be trained in how to do things in the house “your way” to ensure starting on the right foot from the beginning. The
amount of household and nanny training and input you provide in the beginning has a direct relationship with the successful outcome of that employee.
3. Employers fail to get an Employer/Employee Agreement in place
in place where all the requirements and household duties
of the position as well as the benefits, salary and other details
are very clear so that everyone knows what to expect from each other.
4 Employers leave their children in the hands of a new employee without observing carefully how the employee handles the children. What is necessary is that the first few weeks of hiring someone, the parent(s) are available to make sure that the
employee’s ways of handling the baby, disciplining the children, playing with the children and overall care is in sync with the views and choices made by the parents.
5. Employers get overly friendly with the household help making many allowances to the point where they have now crossed the boundaries and find themselves in a
position where they no longer have an employee relationship. The employer is uncomfortable giving direction to the nanny and/or housekeeper.
6. Employers veer from the labor code and overwork their employees (never providing breaks) especially in a live/in situation; ultimately, making the fatal mistake of “burning out” their employee who has no other recourse but to terminate.
7. Employers think that because the employee isn’t a US Citizen and perhaps only a resident of the state, that this does not give the employee the right to
celebrate what the employer regards as “American” holidays. So the employer elects not to provide any holidays. Meanwhile, although many states do not make
it mandatory to provide holidays to domestic workers, it is still common for household employers to give the major 6 holidays to domestic workers.
8. Employers think that domestic workers are “independent contractors” when in fact the majority of domestics do not qualify as independent contractors
unless they have a cleaning service company and come to one’s home with supplies and cleaning equipment.Otherwise, domestics who earn a certain amount
per calendar quarter must be placed on payroll as employees of the employer.
9. Employers think that because they are generous andgive their nannies and housekeepers clothes and other unwanted and used items from their home constitutes as payment for perhaps extra hours worked. A gift is a gift and every hour an employee works should be compensated with pay.
10. Employers forget to have review sessions periodically so that the employee and employer can equally voice their concerns and problems-on-the-job.
Instead these problems fester and become serious issues that cannot be easily solved resulting in a termination.
Domestic workers which include nannies, housekeepers, companions to the elderly, household managers, cooks and estate managers should receive proper training, benefits, a household manual, an employment agreement and periodic review sessions to maintain a long term mutually-satisfying employer/employee relationship.
http://www.MartaPerrone.com
Thursday, April 07, 2011
How to Find a Nanny Job
The climate is still a bit gloomy when it comes to job hunting, but your spirit and energy is most needed at this time. If you are a nanny looking for work, this is the time to consider your skills and education in the field. The nannies who are getting hired amongst the many seeking employment are presenting themselves as follows:
*Child Development training - courses taken and certificates received
*Experience with all ranges of children from newborn to school age.
*At least 3-5 reference letters illustrating work experience
*A professional looking resume
*Excellent "clean" driving record
*CPR and First Aid training
*TB Tested along w/ medical testing that is of concern for babies
*Flu Shot
*RIE Method training
*An understanding of how to work with an autistic child
*General housekeeping skills
*Good basic cooking skills to make healthy meals for children
*Pleasant, nurturing, outgoing personality
*Strong communication skills
*Sense of professionalism: reliable, punctual, responsible
If you are seeking employment as a Nanny, consider these qualifications and how you measure against your competition. Get your portfolio together and present yourself as a professional, educated and experienced nanny. You will soon find success!
http://www.martaperrone.com
http://TheProfessionalNanny.net
*Child Development training - courses taken and certificates received
*Experience with all ranges of children from newborn to school age.
*At least 3-5 reference letters illustrating work experience
*A professional looking resume
*Excellent "clean" driving record
*CPR and First Aid training
*TB Tested along w/ medical testing that is of concern for babies
*Flu Shot
*RIE Method training
*An understanding of how to work with an autistic child
*General housekeeping skills
*Good basic cooking skills to make healthy meals for children
*Pleasant, nurturing, outgoing personality
*Strong communication skills
*Sense of professionalism: reliable, punctual, responsible
If you are seeking employment as a Nanny, consider these qualifications and how you measure against your competition. Get your portfolio together and present yourself as a professional, educated and experienced nanny. You will soon find success!
http://www.martaperrone.com
http://TheProfessionalNanny.net
Wednesday, April 06, 2011
A Nanny Runs a Household
When we think of hiring a nanny to care for a child, it may seem that the responsibility is solely "child-related"; however, if you were to break down the day step by step, you would see that a nanny does so much more.
*Wake up the children and get them dressed
*Get lunches ready for school
*Get breakfast ready and clean the kitchen
*Drive the the children to school
*Stop to do a few errands for the household
*Plan dinner for the children/family and do grocery shopping
*Organize and clean children's rooms and make beds
*Organize and clean children's bathrooms
*Do children's laundry from sorting, washing, hand-washing to drying and ironing
*Accept packages, supervise repairs and other workers as needed
*Keep a list of needed items for children and/or home
*Pick up children from school and to after-school activities
*Bring children home and provide a snack
*Help children with homework
*Begin to prepare dinner
*Assist with bath and preparation for bed
*Prepare children's clothes for next day
In all of these responsibilities, there is a need for a nanny to know how to do many things such as:
*Organize closets, drawers and rooms
*Clean a bedroom, kitchen and bath
*Launder clothes
*Cook basic healthy meals
*Make Lists and do grocery shopping
*Drive
*Tutor
*Manage activities such as household repairs
*Multi-task and have a good sense of time management
*Maintain a sense of security for the home and children
*Handle emergencies as they relate to the home and children
With working parents, a nanny is in full charge not only managing the children from every aspect but also running the household.
http://www.martaperrone.com
*Wake up the children and get them dressed
*Get lunches ready for school
*Get breakfast ready and clean the kitchen
*Drive the the children to school
*Stop to do a few errands for the household
*Plan dinner for the children/family and do grocery shopping
*Organize and clean children's rooms and make beds
*Organize and clean children's bathrooms
*Do children's laundry from sorting, washing, hand-washing to drying and ironing
*Accept packages, supervise repairs and other workers as needed
*Keep a list of needed items for children and/or home
*Pick up children from school and to after-school activities
*Bring children home and provide a snack
*Help children with homework
*Begin to prepare dinner
*Assist with bath and preparation for bed
*Prepare children's clothes for next day
In all of these responsibilities, there is a need for a nanny to know how to do many things such as:
*Organize closets, drawers and rooms
*Clean a bedroom, kitchen and bath
*Launder clothes
*Cook basic healthy meals
*Make Lists and do grocery shopping
*Drive
*Tutor
*Manage activities such as household repairs
*Multi-task and have a good sense of time management
*Maintain a sense of security for the home and children
*Handle emergencies as they relate to the home and children
With working parents, a nanny is in full charge not only managing the children from every aspect but also running the household.
http://www.martaperrone.com
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