So You Want To Take Your Nanny On Vacation?

September 10, 2012

Having a trusted caregiver to help you care for your kids while you’re on vacation is one of the many perks of having a nanny. But before you pack up and head out, there are some essential questions to ask yourself about traveling with your nanny.

Is travel part of my nanny’s job description?

Not all nannies want to or are able to travel with their employers. Some caregivers have their own families and don’t want to be away from them for extended periods of time. Some nannies volunteer, go to school, or have other commitments during their off time that make it next to impossible to get away. And other nannies simply don’t like traveling as part of their job.

It’s always best if you talk about travel during the interview stage and include the details in your nanny contract. However, if you didn’t talk about travel with your nanny up front, don’t assume she’s unwilling to head out on vacation with you now. Sit down with her and outline your needs and your plans, and ask if it’s something she’s willing to do. Once you have that conversation and decide how travel fits into her job description, it’s a good idea to update your nanny contract to reflect the new agreement.

Can I afford it?

When you take your nanny on vacation with you, it’s your responsibility to pay for all the costs related to her trip. That includes transportation (e.g. airfare, train ticket, car rental), lodging, meals on and off duty, and fees related to the activities she joins in on while on duty (e.g. amusement park pass, resort fees). Of course you still have to pay her normal salary plus any overtime she works. These costs can add up very quickly, and for some employers it’s simply too expensive.

What do I want my nanny to do?

A nanny’s responsibilities often expand when she’s traveling with a family. You may need her to care for additional children, or do more family-related tasks like grocery shopping, cooking, family laundry, or errands. Talk with your nanny about the scope of her responsibilities while you’re traveling. Communication is key; there’s a fine line between expecting your nanny to be flexible during travel times and expecting her to do things that are not part of being a nanny. Make sure you’re both on the same page before you leave home to avoid the stress of miscommunication during your vacation.

What schedule do I want my nanny to work?

A nanny’s schedule is often different during vacation time. You may need her to work a few very long days then have a few days completely off. Or work flexible blocks of time (e.g. from when your child gets up until after breakfast, from nap time until dinner, from bedtime until late night) throughout the day. Or you may just want to play it by ear and have her on call during the entire vacation. You have lots of scheduling flexibility during vacation time but make sure to put some boundaries in place to ensure your nanny gets adequate downtime to relax and recharge.

Remember, nannies are paid for their availability so if you want your nanny to be close by and ready to go to work at a moment’s notice, expect to pay a higher hourly rate during travel times or to pay a daily travel stipend.

Do we have a workable team approach?

If you’re a working parent, chances are you don’t work side-by-side with your nanny very often. However during vacations you’ll often be caring for your children in tandem, which can cause some confusion about boundaries and expectations.  Setting basic guidelines ahead of time will make your time together go smoothly. Figure out what role you want your nanny to play in planning activities, handling discipline, and pitching in on other tasks. Do you want her to be a proactive partner, making decisions and taking the initiative, or do you want her to simply be an available extra set of hands, waiting for specific instructions from you?

Will having our nanny with us interfere with our privacy?

Many families want vacation time to be strictly family time. Having an outside person, even a beloved nanny, can change the dynamics of the vacation considerably. If privacy is important to you, make sure you provide your nanny with separate living accommodations. If she’s simply in a bedroom in the family condo, there’s a good chance you’ll be sharing time with her in the kitchen, living room, or deck, and you’ll get little “alone” time.

If you decide traveling with your nanny doesn’t work for your family, yet you still want to have some help with the kids and enjoy some adult time on your vacation, consider hiring an on call nanny. Most hotels, resorts, and condo rental offices can connect you with a reputable local agency that can provide a caregiver to meet your particular needs.

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Working Interviews and Trial Periods

September 8, 2012

Part of the nanny screening and hiring process should include a working interview and a trial period. While phone interviews, in-person interviews, reference checking and background screening give you tremendous insight into who parents are considering to have care for their children, the working interview and trial period gives both the parents and the nanny the opportunity to test-drive the employment arrangement and see if they’re truly a good match.

Even the most highly trained nanny won’t be the right nanny for every family and even the most accommodating employer won’t be right for every nanny. When parents are considering their equally qualified and screened candidates, the one they click with best will be the best hire.

The Working Interview

After the in-person and phone interview and once the parents are confident that they’d like to extend an offer of employment to a nanny, a working interview should take place. Working interviews can be a few hours or a few days, although generally speaking they last between 1 and 3 days.

During the working interview nannies have the opportunity to interact with the children, learn more about the family dynamics and get a better sense of the family’s needs, house rules and how the family operates. Parents get to observe the nanny in action, observe her interactions with the children and gauge how well she’ll fit in their family. Both the nanny and parents get the opportunity to see how their temperaments and personalities mesh and to see if there are any unexpected red flags.

During the working interview nannies should be paid for their services. This is industry standard. The compensation for the working interview should be determined prior to the interview.  Typically a set fee is agreed upon or the nanny is paid her asking hourly rate. If the nanny lives out of state and the family wishes to have her travel for a working interview, the family typically pays for those travel expenses. Nannies from out of state will typically stay with the family during their working interview.

Parents should not view the nanny’s working interview as free childcare. While the parents may leave the nanny with the children for short periods of time to allow her and the children to spend time together, the parents should be readily accessible. 

The Trial Period

After the working interview, both the parents and nanny should know if they wish to work together. If the parents wish to offer the nanny a position, it should be contingent on the results of a thorough background check and executed work agreement.

In the nanny and family work agreement, a trial period clause should be included. The clause should include the start and end dates of the trial period and the steps that need to be taken should the nanny or parents choose not to move forward with the employment arrangement.

During the trial period nannies should be paid for their services. They should be paid according the contract they’ve worked out. The contract should clearly outline the nannies hours, salary and role, duties and responsibilities.  Benefits, when benefits would kick in and tax responsibilities should also be included in the contract.

Trial periods generally last 30 days and give the parents and nannies a real opportunity to ensure that they’re a good match.

While trial periods can benefit all nannies and families, they are especially important for parents who are considering a live-in nanny and who are not used to having a nonfamily member live in their home. A trial period gives the family time to determine if they can assimilate to having a live-in provider without committing to having one for a full year. Should the parents discover they aren’t able to assimilate; they can end or alter the working relationship during the trial period without penalty.  A nanny with a long commute who truly wants the job may take it to later find that a 30 minute commute is really a 2 hour one with morning traffic. A trial period allows a nanny to exit the job without penalty.

Trial periods should not be used as a replacement for interviews, reference checks and a thorough background screening. They should also not be used as temporary childcare while the parents continue their nanny search. The trial period provides an opportunity for parents or nannies to gracefully exit the employment relationship should it not meet their expectations.

Given the nature of a nanny’s work, it is essential that the nanny and parents can work well together. Nannies and parents should carefully consider any employment arrangement and take the necessary steps to evaluate if they are a good match prior to commencing employment. In addition to a thorough screening process, working interviews can help parents and nannies make educated employment decisions. Trial periods provide nannies and parents with an opportunity to exit the work agreement should the work environment and situation be less than expected.

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10 Fears Parents Have About Hiring a Nanny

September 6, 2012

Hiring a nanny to care for your children may be one of the most important parenting decisions that you’ll make during your child’s younger years. Your nanny will be spending a huge quantity of time with your children, and for that reason alone you’ll want to be sure to select a caregiver that has been properly screened and vetted.

But even the best background screening can’t always calm the fears of a mother who is faced with leaving her child in the care of someone else.  While your hiring decision shouldn’t be driven by fear, it can be helpful to acknowledge, address, and evaluate any fears that you may have.

As you move through the process of hiring a nanny, here are some of the fears that you may face.

Fear: Fear about the nanny working alone and unsupervised.  What if my nanny falls and becomes unconscious and there is no one there to help her or to care for my child? What if my nanny sits on the couch and watches television all day because no one is watching? Establishing clear expectations, including rules about screen time and daily nanny/parent check-ins, may help alleviate fears that stem from a nanny working alone.

Fear: The children may love their nanny more. Are you worried your child may call your nanny mommy?  Or that your child will come to love his nanny more? The bottom line is that children know the difference between their parents and their nanny.  A child’s love is multiplied, never divided, so encourage your child to have a loving relationship with his nanny. A child’s heart may be small but it’s filled with enough love to go around.

Fear:  The children won’t have a social life. Nannies are notorious for having the most happening playgroups that are filled with children enjoying each other’s company. Encourage your nanny to venture out with your child and to interact with other children at the playground and library. If you give your nanny permission to foster friendships with your child, she gladly will.

Fear: I’m being a bad parent by having a nanny. A bad parent is a bad parent. A parent with a nanny is a parent with a nanny. Don’t confuse the two. If you’re in need of child care and you’ve hired a loving and trusting provider to care for your child, you’ve made a good parenting choice.

Fear:  What are others going to think of me? What are my parents going to think? Or my neighbors? The truth is, it doesn’t matter. You have to make the right care giving choice for your family. If you know that you’ve done that, don’t lend the critics your ear.

Fear: My child will need me and I won’t be there. What if my child falls down and gets hurt? What if my child just wants me? The reality is that there may be times when both of these scenarios are true. Hiring a trusted and qualified nanny can give you peace of mind to know that although you aren’t there, someone you trust will be there until you are.

Fear: My spouse may fall in love with our nanny. The fear of a husband falling in love with his nanny has been made popular by the media. While it has surely happened, it seems less likely or at least no more likely to happen then a man falling in love with his secretary at work. If you have a loving and trusting relationship with your spouse, you’ll need to consider if hiring a nanny is of real concern.

Fear: My nanny is going to replace me. Many parents may wonder if their nanny will come to replace them. Nannies aren’t hired to replace the parents, but to support them. As you search for a nanny, look for one that considers supporting the parent and child relationship as part of her role.

Fear: There is no nanny for our family. There are as many unique nannies as there are families. Whether you are a single parent, gay parent, or attachment parent, chances are if you are up front about whom your family is and what your family is about, you are likely to find the right match. 

Fear: I can’t afford having a nanny. Hiring a nanny is definitely an investment, but for families who need flexibility or families who have more than one child in need of care, it may be the most cost effective option. And for families who pay their nanny legally there are tax breaks that can help reduce the cost.

Hiring a nanny can bring up fears and anxieties in even the most laid back and secure parents. Identifying them, addressing them, and evaluating them can help you decide if they are worthy of influencing your hiring decision or not.

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Questions and Answers with Bob King, Esq. of Legally® Nanny Regarding the California Domestic Workers Bill of Rights

September 3, 2012

by Michelle LaRowe
Editor-in-Chief

With the media coverage surrounding California bill AB889, also referred to as the Domestic Workers Bill of Rights, I thought it was a good time to consult with the industry’s legal expert on all things nanny, Bob King, Esq. Here’s what he had to share about the CA bill and how it could affect our industry.

eNannySource: What is the California Domestic Worker’s Bill of Rights?

Bob: AB 889 is a bill proposed by Assemblyman Tom Ammiano of San Francisco, one of the most liberal members of the Assembly.  As originally drafted, it would have required annual pay raises, paid vacation and sick days, and meal and rest periods for domestic employees, as well as providing for a private right of action as an incentive for people to sue.

However the bill could not pass in that form and was repeatedly amended.  It now requires the California Department of Industrial Relations to adopt regulations regarding the working conditions of domestic employees.  However such regulations already exist under California Wage Order 15 and therefore the bill is duplicative and unnecessary.

eNannySource:  How will it affect nanny employers, if passed?

Bob: We don’t know what regulations the Department would create, so it’s impossible to say precisely what the affects will be on nanny employers.  That being said, any additional regulations almost certainly will make hiring nannies more expensive and complicated.  As a result, families will have a greater incentive to choose daycare or hire under the table as easier and less expensive alternatives.  Thus the irony of this inaptly named bill is that it almost certainly will exacerbate nannies’ working conditions, not improve them.

eNannySource: Aren’t there basic worker protections already in place that protect nannies in California?

Bob: Absolutely.  Nannies already receive overtime of time and a half after 40 hours per week.  Employers already must provide worker’s compensation coverage for nannies, and in fact virtually all household employers have such coverage as part of their existing homeowner’s insurance policies.  California’s minimum wage is one of the highest in the country, and San Francisco’s minimum wage is even higher.

eNannySource: Meal and rest breaks don’t seem practical in nanny work. Traditionally the nanny eats with the children and has down time while younger children nap or older children are in school. What gives?

Bob: Exactly.  This bill is a misguided effort to impose standards for other workers, such as those who work in an office, on domestic employees where such requirements are completely impractical.  The reason a family needs childcare is because the mom or dad can’t come home in the middle of the day so the nanny can go to lunch.  Similarly, a nanny can’t just decide to take a 10 minute smoke break and leave the children alone inside the house.  Further, as your question indicates, nannies do have time to eat with the family or take a break when a child is napping.  However rigid governmental mandates — imposed on employers who aren’t even there to ensure they occur — don’t work in a household like they do with a 9-5 office job.  Thus, these are onerous solutions in search of a problem that doesn’t exist.

eNannySource: Aren’t living conditions for live-in nannies and overtime pay rate things that should be ironed out in a nanny work agreement?

Bob: Right again.  Compensation is a classic example of something that a family and a nanny should decide privately.  The nanny knows what she needs to earn and the family knows what it can pay.  They are in the best position to decide compensation and working arrangements, not the government that knows nothing about their situation.  Additionally, if a nanny wants a certain level of pay or benefits, she should negotiate for it or not take the job if it doesn’t offer what she wants; you don’t need the law for that.  For example, in the San Francisco Bay area, nannies regularly make more than $20 per hour; they don’t need the minimum wage for that, the market requires it because the nannies won’t accept less.

I also agree that all terms of compensation and working conditions should be in a written work agreement.  Having such an agreement avoids ambiguities and misunderstandings which can lead to disputes.  The agreement is fair for the nanny and the family because each side puts down the terms in black and white and agrees to them.  Every nanny should have a written work agreement.

eNannySource: Where can interested parties learn more?

Bob:  People can learn more about the bill at http://www.leginfo.ca.gov/cgi-bin/postquery?bill_number=ab_889&sess=CUR&house=B&author=ammiano . This is the state’s official site for legislative information.

In 2003, Bob King, Esq. founded Legally Nanny, the leading law firm providing legal and tax advice to household employers and domestic employment and homecare agencies. Bob represents household employers, domestic employment and homecare agencies, businesses and individuals in a wide variety of legal matters, including defending against claims and litigation from employees and charges and investigations from government agencies. 

Bob advises clients on hiring, evaluation, accommodation and termination matters; wage and hour issues; workplace policies, handbooks, agreements and contracts; and resolving client and business disputes. He also serves on the Board of Directors for the National Private Duty Association (NPDA), and as the General Counsel for the Association of Premier Nanny Agencies (APNA). Bob previously served on the Board of Directors for the International Nanny Association (INA), and is also an active member of the California Association for Health Services at Home (CAHSAH). 

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Behind the Scenes of Online Nanny Recruiting

August 31, 2012

In the media and even within the in-home childcare industry, there’s been a lot of talk about what an online nanny recruiting site like eNannySource.com does and doesn’t do. We thought we’d take a few minutes to share with you why we exist and what happens once parents sign up with our service.

eNannySource.com and our network of sister sites is not designed to be a replacement of traditional brick and mortar nanny agencies. In fact, for parents who want to have someone else do all of the recruiting and screening of nanny candidates, a traditional agency, like our own National Nannies, is still their best option.  Instead, eNannySource.com serves as the do-it-yourself model, where parents who can’t afford or don’t want to pay agency fees; prefer to be completely hands on; or just love the convenience of our technology can find candidates.  We do want to caution parents though because for them to successfully find a quality nanny through our site, they must commit the time and energy and take advantage of the many resources provided.

We recognize that there are a lot of myths about the work that goes on behind the scenes of online nanny sites like eNannySource.com. To debunk those myths, we’d like to share with you the high-level eNannySource.com process:

The Membership Application.  We have a thorough and proprietary membership process for parents who choose to become a member. The answers you provide help us to better understand exactly what types of caregivers we should market to on your behalf. Though the registration process may seem quick and easy, because it only takes a few minutes to complete, this streamlined profile will help caregivers on our network of sites to determine if they could be a viable match for your family.

Internal Validation Checks.  eNannySource.com has a review process for all applicants. Once information is collected it must pass our internal system and manual checks to ensure that the job is real and marketable. While we’re not 100% there yet, we’re making strides to ensure that parents also understand their legal tax responsibilities as a nanny employer and the labor laws that govern fair and legal compensation.

Advertising on Our Partner Network.  As soon as an application passes muster, we begin advertising. We have an extensive network of partner sites that almost instantly begin showing the new jobs to qualified caregivers by city, state, zip code, and type of position.

External Networks. In addition to the above marketing efforts, eNannySource.com leverages relationships with outside caregiver and job networks to recruit nannies on behalf of our parents. Doing so gives parents access to the largest selection of candidates. Part of the fee parents pay to sign up for eNannySource.com covers the cost of recruiting including reaching nanny candidates via Google and Bing paid search campaigns.

Customer Service. We have a real-life, US-based, bi-lingual, in-office customer service team ready and standing by to answer questions and to offer assistance.

Educational Resources. All of our members receive access to free educational resources once they join eNannySource.com. These materials help parents and caregivers navigate the screening and hiring process and the employment relationship. We also provide easy-to-use guides covering everything from hiring a nanny to letting her go.

Integrated Partner Tools. eNannySource.com has partnered with reputable tax firms and background screening companies. This makes eNannySource.com a one-stop-shop for screening and hiring nannies. For parents who would like assistance with reference checking, screening and more, we offer these services a la carte through our traditional agency, National Nannies.

Industry Experts. We have our own in-house in-home childcare and nanny experts on staff and have relationships with other industry professionals who are prepared to answer your questions in accordance with industry standards and accepted best practices.

As you can see, from the moment a parent signs up with eNannySource.com, we begin our work behind the scenes partnering with parents to find the right nanny for their family. At eNannySource.com we’re here to empower you to make the right hiring decision.

We offer a 14-day trial membership, for you to list your job, refer to our resources and use our tools. We’re confident that if you do your part in the recruiting, screening and hiring process, we’ll do ours.

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Tips for Live-In Nannies Concerning Housemate Responsibilities

August 29, 2012

Unlike live-out nannies who start and end their day on the front steps of the family’s home, live-in nannies often retreat to their bedrooms or end their day sharing dinner with the family for whom they work.

“During the interview process, live-in nannies must remember that they are interviewing not only for a nanny position, but also for a roommate situation” said Gael Ann Dow, a seasoned nanny with 26 years of live-in nanny experience and a 1986 graduate of the National Academy of Nannies, Inc.

While all nannies should have a contract that outlines their duties and responsibilities, live-in nannies must be sure to cover items that address house sharing, advised Dow. “It’s essential that live-in nannies cover things like food, meals and dining out and get a specific list of what board covers. Does it cover toiletries, like toothpaste and shampoo, or are these items something the nanny will need to cover the cost for?”

Since live-in nannies also share the homes of their employers, they’ll want to have a clear understanding of the family’s comfort level when it comes to the nanny being around during off hours. “While you’re house sharing with your employers, it’s really not an equal roommate situation. You live there but it is their house and you aren’t paying half the bills” cautioned Dow. Live-in nannies should seek clarification on what common areas can be used and if there are any restrictions on using them.

And when in their private living quarters, Dow suggests that live-in nannies know if their telephone, shower and television can be heard from outside their private space. The last thing a nanny wants to do is have what she’s thinking a private conversation, only to be overheard by her bosses or her charges.

But what if there isn’t a clear understanding of the boundaries? Dow suggests a simple solution. Just ask! “Especially in the beginning, don’t be afraid to ask roommate related questions. Doing so shows that you have respect for your employers and their home and sets up the precedence for comfortable communication around these issues.”
Dow suggests asking questions like:

• Would it be alright if I watch TV in the den in the evening or is that too loud when you are working in your office?
• I would like to order a Pay Per View movie. How should I reimburse you?
• I know you have your boss from work coming to dinner next Tuesday. Should I plan to eat early with the kids or later in my room?

But as most nannies know, some issues don’t come up until the nanny and employer relationship is firmly established. Dow suggests using monthly meetings as an opportunity to bring up house sharing issues or any concerns about housemate responsibilities. “For example, if you notice that the recycling builds up and is not getting tended to in time for pick up day, but you aren’t sure what part of recycling, beyond putting yours and the children’s recyclables in the appropriate containers, is your responsibility, ask what your employer considers your responsibility. If you feel that they’re asking you to take on too much, suggest a compromise and ask if you can revisit the issue in a month.”

“It’s always the little things like not removing the dryer lint or using the wrong kitchen towels that drives everyone crazy if no one brings them up” said Dow. Keeping the lines of communication and discussing housemate responsibilities as they arise can help to facilitate a lasting, working relationship.

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Mom’s Turn: Catching Up With Ariane Bellamar of Beverly Hills Nannies

August 26, 2012

by Michelle LaRowe
Editor-in-Chief

Recently I had the opportunity to catch up with Ariane Bellamar, Playboy Bunny, turned mom, turned reality TV star. From why she chose her real-life nanny to what she thinks a nanny should earn, here’s the scoop from the mom star of ABC Family’s reality docu-series Beverly Hills Nannies.

eNannySource: Ariane, I’ve enjoyed tweeting with you about all things nanny. Thanks for taking the time to answer some of my questions on twitter and now here.

Ariane: It’s been super to connect with you on Twitter also.  I admire your dedication and realistic overview of the nanny world!

eNannySource: You mentioned in real life, you have a nanny. What made you choose her as the one?

Ariane: Well, because …. her cute appeal is 9.5!  But seriously?  She’s dependable, flexible, easy to get along with and most importantly Emma absolutely adores her.  A mom can tell by looking into a situation whether the caregiver is simply going through the motions or if they are truly connected with your little one.  She/He needs to be able to get down on the child’s level to win their affection and trust.

eNannySource: What do you think is important when choosing a nanny?

Ariane: My main concern as a mother is Emma’s safety.  Barry and I travel periodically and I need to be totally comfortable leaving Emma in their care.  Being away from your baby is always difficult, but would be impossible if the right caregiver wasn’t in place.

eNannySource: What do you consider the role of a nanny?

Ariane: Our nanny is an extension of our family.  As all of America now knows, I am very particular and expect a level of excellence.  In our lifestyle there is little room for error (such as having your car repossessed leaving you with no transportation to get to your place of employment).  They need to be dependable and have an absolute commitment to our family, as they are a part of our family.

eNannySource: We’ve talked briefly about your current nanny search. Are you really looking? How will you find her? Define you’re the perfect nanny for your family.

Ariane: I am looking!  With a (hopeful) second season in the mix it will be interesting to see who can handle the Bellamar family!  They need to be everything I’ve mentioned so far and it wouldn’t hurt if they had a sense of style or a certain level of class – it makes for an easier fit into our lifestyle and social circle.

eNannySource: Are Beverly Hills moms as high maintenance as they appear? Would you ask your nanny to rub your feet like Marika asked Justin?

Ariane: I am high maintenance and I know it!  Beverly Hills and Malibu are unlike any other place …. This is our reality.  If we were any other way, we wouldn’t fit in with everyone else that lives in this altered reality we call SoCal.  But no …. I have a masseuse for the foot rubbing!

eNannySource: What about the duck cage? Didn’t Amber have to do that? Do you think that falls within a nanny’s responsibilities?

Ariane: I do expect my nanny to get a little dirty occasionally.  I personally put myself through school while supporting my grandmother by waiting tables and have cleaned up my fair share of nastiness for well under $35 an hour.  I am not asking her to do anything that I have not had to do in the past – and with a smile.

eNannySource: You inspired my first article on Beverly Hills Nannies entitled 5 Things You Should Really Rate Your Nanny On that was published the day after the first episode aired. You rated Amber on her looks. Do looks really matter?

Ariane: I wouldn’t say that “looks” matter in particular, but appearance is important to me.  My nanny needs to be neat, tidy and well put together – they are a reflection of our family.

eNannySource: We’ve gone back and forth about fair compensation for nannies. What do you think is fair? Why do you think Beverly Hills Nannies demand high salaries? Are they worth it?

Ariane: In my personal opinion I feel that $25 per hour is a fair rate for an experienced nanny.  I would make exceptions for a nanny who has special qualifications such as a background in healthcare or the ability to speak and teach a second language.

eNannySource: I know we’re watching reality TV, but how real is Beverly Hills Nannies? Are viewers seeing their real you?

Ariane: The viewers are definitely seeing an altered version of me – some of which is very realistic and another part that makes for good TV.  Reality TV is all in good fun and shouldn’t be taken in an overly serious way.  The show is fun and entertaining – everything that it should be!

eNannySource: You’ve told me the Bellamar family will back for a hopeful Season 2 of Beverly Hills Nannies. What can we expect?

Ariane: I’m ready for a nanny that can give me a challenge!  I like to poke fun and would enjoy having someone with a quick wit to match me.  As for Em, she just loves to be on the “TV Party” as she calls it!

You can watch Ariane Bellamar and the rest of the cast of ABC Family’s Beverly Hills Nannies on Tuesdays 9/8 central. 

Posted in Beverly Hills Nannies | Leave a comment

Beverly Hills Nannies: Fact or Fiction? An Interview with Katie Vaughan of Westside Nannies

August 22, 2012

$40 per hour salaries? Full benefits? A brand new car and designer duds? We couldn’t help but wonder how seriously to take ABC Family’s new hit show “Beverly Hills Nannies,” so we sat down with Katie Vaughan of Westside Nannies, Beverly Hills’ premier nanny placement agency, for the inside scoop of what it’s really like to work in America’s most prestigious zip code.

eNannySource: Are nannies really making $40 per hour and receiving full benefits?

Katie: Unlikely, says Vaughan. According to this placement queen, an experienced and educated nanny working in Beverly Hills makes $20-$25 hour on average. On occasion, extremely high caliber jobs will pay large annual salaries (upwards of $80,000 per year), but these are rare opportunities for seasoned, veteran nannies that have already experienced the ups and downs of working in a high-net worth home. As for benefits? Also a rarity, says Vaughan. About half of her clients offer health insurance when offering a new nanny a position, but again, full benefits are typically only offered for very elite positions.  Most of the time, nannies must be willing to accept the fact that the industry they work in does not offer the same benefits a corporate job might, and while Vaughan wishes more clients valued the idea of offering their nannies benefits, it still isn’t commonplace.

eNannySource: Rubbing a principal’s feet – what was up with that?

Katie: In her 7+ years as owner of Westside Nannies, Vaughan has never once heard of a nanny massaging their principal, and would be more than concerned if this request was made – and fulfilled – by one of her candidates! “As far as Westside Nannies is concerned, massaging an employer – even if it is just their feet and it’s done in a playful manner – is totally inappropriate and bizarre! This was definitely a scripted scene – this just does not happen.”

eNannySource: We also couldn’t help but notice that each featured nanny was stunningly attractive, stylishly dressed, and primped to the nines. Is this really reflective of the Beverly Hills nanny candidate pool?

Katie: Absolutely NOT, reports Vaughan. “We represent nannies of every age, size, and race out there. I was actually shocked to see how limited the representation of nannies on the show is – it couldn’t be more skewed. We interview dozens of candidates each week, and are looking for poised and professional childcare providers – not poised and professional childcare providers who also look like models! Having placed nannies in high-profile and celebrity homes, I can tell you that they definitely do not all look – or need to look – like they’re ready for the red carpet. They need to be loving, genuine, and full of nanny experience in order to land a job; not just beautiful and thin.”

eNannySource: So what can viewers walk away from the first episode believing?

Katie: According to Vaughan, the perks of a top-notch nanny position can be incredible. While it usually takes time to build a strong rapport and sense of trust with a family before the gifts start flowing, she has placed nannies that have received all-expenses paid vacations, unattainable designer handbags, brand new vehicles, and cash bonuses (including one family who paid off their nanny’s entire college education)!

eNannySource: A free trip around the world doesn’t sound bad to us, but what’s the final consensus on being a real nanny in Beverly Hills – and not one filmed for reality television?

Katie:  “It’s tough, tough work. Our nannies work 60+ hour weeks, give up their friends and loved ones to commit to their positions, and aren’t taking leisurely lunch breaks and attending weekly spa sessions with the Moms who employ them. They are changing dirty diapers, putting together school projects, preparing dinner, and diffusing sibling rivalry everyday. They certainly aren’t going in each morning with a full-face of makeup and curled hair, are living off of reasonable salaries, and are usually driving a mini-van – not Porsche.”

Katie Vaughan is the founder of Westside Nannies, a boutique staffing agency with offices in Beverly Hills and San Francisco, that specializes in placing professional and educated nannies. Because of their high standards and discretion, the agency is known for placing nannies with high profile and celebrity families, and has been featured on programs such as Entertainment Tonight, Dr. Phil and E! News.

Posted in Beverly Hills Nannies | 6 Comments

All You Need to Know About NannyPalooza

August 21, 2012

Nannypalooza is an annual conference that is organized by Sue Downey of Nannypalooza.com. The conference is focused on bringing high quality training to nannies at an affordable cost. The nannies that attend are a wonderful mix of entry to high level caregivers who have varied experience levels, educational backgrounds, and skill sets. The conference environment is friendly and informal, and creates a warm, welcoming space for all that attend.

Nannypalooza 2012 will be held on Saturday, October 13^th and Sunday, October 14^th at the Philadelphia Airport Hilton. Festivities will kick off Friday night before the conference with an informal dinner at the hotel restaurant where attendees can connect with old friends and network with each other to make new ones.

Caregivers can attend for only $140 if they register by September 17^th and for $170 if they register after that date. The registration fee includes all the workshop sessions, breakfast and lunch on Saturday, breakfast on Sunday, networking events, a jam-packed goodie bag, and a chance to win one of the amazing door prizes.

Hotel rooms for Friday and Saturday nights are available through the Nannypalooza block for only $89 per night, plus taxes and fees. Those rooms are limited so nannies should register and reserve their room as soon as possible.

Along with networking sessions during conference hours, there’s also a Saturday night game night that nannies can attend. For only $15 nannies can enjoy great company with both old and new friends, and can play a friendly game of group Pictionary or Charades. There will also be a light snack to top the night off.

The big picture goal of Nannypalooza is to provide training sessions that address the unique needs of nannies. Sue Downey says, “Each year nannies get a full slate of great workshops to choose from. I make sure there are sessions for beginning nannies just coming into the field and for nannies that have lots of experience. And I try to have a balance between childcare and professional development. This year I’ve brought back some favorites and have lots of new topics and speakers. Nannies are really excited about what they’ll be learning this year.”

The real world topics and top notch speakers at Nannypalooza account for much of its popularity and the high rate of nannies that attend year after year. This year features:

• Brain Development
• Communicating With Teens on Tough Topics
• The Nanny Job Search Portfolio: The Secret to Landing the Interview and Winning The Job
• Positive Discipline: a two part workshop
• Fun and Healthy Foods for Infants and Toddlers
• Taking Advantage of New Opportunities In The Job Market panel discussion with

Lora Brawley of NannyBizReviews.com, Matthew Haack, and Michael Wright of the Domestic Estates Managers Association

• The Habit of Helping: Can Compassion Be Taught?
• Zumba for Nannies!
• Get a Little R-E-S-P-E-C-T
• Cloth Diapering 101
• Healthy Boundaries Lead to Effective Discipline
• Injury Prevention and Treatment
• Building Resilient Kids!

There is also an extended session from 1 to 4 PM on Sunday afternoon. Distinguishing Yourself As A Childcare Professional: How To Share Your Expertise In The Interview And On The Job offered by job search expert Lora Brawley. In this training the attendees will learn a step-by-step process that will help them concretely define their vision, approach, and expertise, reinforce their role as childcare professionals, and successfully communicate their ideas during the interview process and within the employment relationship. Caregivers can attend the extended session for only $25 if they register by September 9^th, for $35 if they register by October 7^th, and $45 for on-site registration.

Each year Sue Downey takes on the challenge of creating a fun, light-hearted theme for the conference. This year will feature a Dr. Seuss theme from Oh, the Places You’ll Go! Attendees can expect Seuss-like surprises in all the unusual spots. This frivolity is representative of the relaxed atmosphere the conference promotes. It’s what makes Nannypalooza such a hit with nannies. They love being able to combine training with a sense of fun and adventure.

Continuing education is an important part of being a nanny. It helps you stay current on what’s happening with research in the childcare field, learn new skills and hone current ones, connect with like-minded colleagues, and get excited about the work you do. Nannypalooza is the perfect opportunity to get training and be part of the larger nanny community. As Sue Downey says, “It’s the only nanny conference that’s organized and run by nannies, for nannies.”

To register for Nannypalooza 2012, visit www.Nannypalooza.com. To register for the extended session, visit NannyBizReviews.com. If you have any additional questions, you can contact Sue Downey, the organizer, at SueDowney@Nannypalooza.com.

eNannySource.com is a proud sponsor of Nannypalooza.

Posted in Nanny Conferences | 3 Comments

How Nannies Can Sound Helpful, Not Hurtful

August 17, 2012

By Michelle LaRowe
Editor-in-Chief

Recently I was tweeting with Marika Tsircou, star of ABC Family’s Beverly Hills Nannies (follow her @MarikaTsircou) about the terrible teething trouble her beautiful baby boy is experiencing. After having a baby attached to me for more than half of my life and being paid to dole out advice in books and consultations, let’s just say making observations and giving unsolicited advice has become second nature to me. And that’s not always a good thing. Clearly.

And while of course, intentions are always good and comments are meant to be helpful, not hurtful, in the real world, especially in the social media world, that’s not always how they come across.

As I considered our exchange it served as reminder for me and one I’d like to share with fellow nannies, parent educators and others who dedicate their time and energy in partnering with parents to raise their children: We’re charged with walking a delicate line.

As we support parents in helping them to achieve their parenting goals, how can we ensure we build them up and not tear them down, even inadvertently?

First, we can consider our role. Clearly if you were brought in to help troubleshoot a discipline problem or hired as a full-time nanny, it’s within your role to share observations and advice. But if you’re an outsider providing back-up child care or a casual observer in a situation where you think you can help, it may be better off to bite your tongue unless you’re asked to give feedback.

Second, we can evaluate our motives. Does what you have to say truly benefit the child or parent or does it simply showoff your knowledge base? Are you trying to protect a child from serious harm or getting a parent to buy into your beliefs or style, just because you think it works best? While of course safety is always a good motivator to speak up, subtle differences in parenting styles may be best left unaddressed.

Third, we can consider our approach. Being a type A, straight-shooting Bostonian, I definitely struggle with my approach when sharing information or advice (ah, hello the Nanny to the Rescue! subtitle was Straight Talk and Super Tips…). I’ve learned over the years though, that parents receive information differently. Some parents prefer to have a casual conversation, other prefer to be presented with literature, studies and findings and still others are most receptive when you coach them through a problem and let them articulate the solution on their own. No parent, however, wants to leave any exchange feeling judged about their parenting. When sharing advice and information, know your audience and remember the old rule, it’s not what you say but how you say it.

Fourth, we can let go of the outcome. It’s only natural to want parents to take your advice, especially if you’re being paid to give it (ok, and sometimes even if you’re not). But the reality is that the outcome isn’t yours to control. As long as you’ve presented the facts, when appropriate, and clearly articulated any safety concerns, it’s ultimately up to the parents if they want to act on the information or advice you’re provided. 

Fifth, we can apologize if we overstep. If you’ve overstepped your role or if your advice has come across in a way other than you intended, it’s important to quickly apologize. Even the best intentions aren’t an excuse for putting off an apology.

Those who partner with parents are in the business of building parents up, not tearing them down.  Sometimes it’s important to step back and remember to evaluate our role, motives and approach. When we do, we’re less likely to be married to the outcome and to overstep our bounds.

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