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.
Monday, April 18, 2011
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
Thursday, March 17, 2011
Is a Nanny Really Part of the Family
Frequently a nanny will come to me confused and upset that she just doesn't know how to act on an interview. "Each time I go to an interview, I am getting turned down for one reason or another and I just don't know what I am doing wrong. It is either a family that wants me to become "part of the family" or it is someone that wants me to have more distance and be slightly less personable and more reserved. Some families want me to be talkative and outgoing while others seem to want a more quiet disposition. What is the magic formula? How should I act on an interview?"
My response is as follows: When you are seeking a job for this kind of position where you are working in someone's home closely with the parents, it is a touchy situation. You walk a fine line between being "part of the family" and demonstrating a more "professional conduct". The first thing you must always do is be yourself and then find a way to make necessary adjustments so that you are "professional at all times". It is necessary to be pleasant and engaging, but not to necessarily say "I want to be part of the family." Maybe the family isn't interested in having that relationship with you. This isn't your family, it is your employer and ultimately that is the relationship you both want to have together. One where you both are respectful and do not cross any boundaries. You want to be able to ask your employer for direction and constructive criticism and be in a position where you can also ask your employer to abide by what has been stipulated in your employment agreement.
For a better understanding of protocol on the job and while interviewing for household positions, you can read more in "The Professional Housekeeper" Career guides.
http://www.martaperrone.com
My response is as follows: When you are seeking a job for this kind of position where you are working in someone's home closely with the parents, it is a touchy situation. You walk a fine line between being "part of the family" and demonstrating a more "professional conduct". The first thing you must always do is be yourself and then find a way to make necessary adjustments so that you are "professional at all times". It is necessary to be pleasant and engaging, but not to necessarily say "I want to be part of the family." Maybe the family isn't interested in having that relationship with you. This isn't your family, it is your employer and ultimately that is the relationship you both want to have together. One where you both are respectful and do not cross any boundaries. You want to be able to ask your employer for direction and constructive criticism and be in a position where you can also ask your employer to abide by what has been stipulated in your employment agreement.
For a better understanding of protocol on the job and while interviewing for household positions, you can read more in "The Professional Housekeeper" Career guides.
http://www.martaperrone.com
Thursday, February 10, 2011
Domestic Estate Managers Association DEMA
January 26th, the Domestic Estate Managers Association hosted their first ever DEMA Townhall Meeting in Los Angeles California. This was another first for the Private Service Community! The purpose of the event was to provide a platform for members and the industry to have a candid discussion about Domestic Placement, the challenges that exist today and the future of the industry. The panelists provided more insight on these topics in hopes to create better communication between everyone related to the industry during a question and answer forum.
The four participating Domestic Placement Agencies were Charles MacPherson Associates, Distinguished Domestic Services, The Help Company and Precise Home Management. Mr. MacPherson gave the opening remarks and kicked off the event with a Bang! Amongst the ninety attendees were sixty-five Private Service Professionals and over a dozen Placement Agencies.
To view videos of the event please visit the DEMA Facebook page:http://www.facebook.com/pages/Domestic-Estate-Managers-Association/92315277423
The Domestic Estate Managers Association was created to provide a forum for Private Service Professionals and certified service vendors interested in better serving and protecting the best interests of their clients. The fundamental purpose of the Association is to provide continuing education and raise industry standards. You can join via this link: http://domesticmanagers.com/joinh.php and gain access to local meetings, educational materials, webinars and a network of individuals striving to make a difference in the industry.
You can view more more information at www.domesticmanagers.com.
http://www.martaperrone.com
The four participating Domestic Placement Agencies were Charles MacPherson Associates, Distinguished Domestic Services, The Help Company and Precise Home Management. Mr. MacPherson gave the opening remarks and kicked off the event with a Bang! Amongst the ninety attendees were sixty-five Private Service Professionals and over a dozen Placement Agencies.
To view videos of the event please visit the DEMA Facebook page:http://www.facebook.com/pages/Domestic-Estate-Managers-Association/92315277423
The Domestic Estate Managers Association was created to provide a forum for Private Service Professionals and certified service vendors interested in better serving and protecting the best interests of their clients. The fundamental purpose of the Association is to provide continuing education and raise industry standards. You can join via this link: http://domesticmanagers.com/joinh.php and gain access to local meetings, educational materials, webinars and a network of individuals striving to make a difference in the industry.
You can view more more information at www.domesticmanagers.com.
http://www.martaperrone.com
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