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For Employers

When individuals and families seek the support of nannies/childcare providers, housecleaner, or directcare-givers of elders or people with disabilities, we are often un-aware that we’re even becoming employers or “bosses”. We are left to muddle through the experience in the isolation of our homes. Hand in Hand believes that domestic employment relationships should have guidelines that help employers figure out how to develop positive, mutually beneficial working relationships with the workers who care for our homes, families and lives.

Take One Step Up!

Please review the resources that Hand in Hand provides here. You might not be able to do everything described here right away, but everyone can take steps in the direction of developing the caring homes and just workplaces we want.   Whatever your employment practices are now, please take one step up! By professionalizing these relationships, we show value for the work and help bring dignity and respect to our homes, families and the domestic workers whom we employ.

Clear and Open Communication

Questions to consider:

  • Have you clearly defined your employee's responsibilities in the form of a contract or written agreement, so that both of you understand your obligations and responsibilities?
  • Do you have a defined schedule for evaluation that includes a review of employer and employee expectations and experience and a plan of action to respond to any concerns?
  • Do you negotiate a trial period with a new employee after which either one of you can terminate the agreement?
  • Have you negotiated a standard termination notice period, where employer or employee would need to provide two weeks notice prior to terminating employment arrangement?

Tips:

Create a clear job description (and stick to it).

By nature of being in your home, the opportunity will surely arise for your employee to “pitch-in” around the house. While providing additional support watering plants, accepting deliveries or running the dog out for a walk can be wonderful for you and rewarding for your employee, small tasks like these over time become expected. It is best to maintain an up-to-date job description so your employee’s duties do not become overwhelming and your expectations are understood. When creating a domestic job description, try to consider all options and be as honest as possible about the kind of support you need. Having a document to refer back to will keep misunderstandings at bay.

Courtesy and Consideration.

It’s all in the details: greeting your employee in the morning, returning home on time if your employee is depending on YOU to take over, and issuing paychecks on time and without delay. These things are often cited by workers as the most important. Expressing gratitude for work well done on a regular basis can be overlooked, especially if tired parents are returning from a day at work to take over childcare. Make the effort to show your thanks on a daily basis!

Communicate Openly and Freely.

Though you may require privacy and personal space, your employee needs to ask questions to get to know you and your priorities. Home environments are very specific to each personality and what you consider an average household standard may be new to the worker you employ. Let your employee that you are available for answers. If there is a language barrier, try to find a bilingual speaker in your community to help facilitate meetings and trainings with your employee.

Reviews and Meetings.

Establish the opportunity for your employee to voice concerns and address issues that arise by holding a regular meeting with a short agenda. This can be tricky as your employee may fear that discussing issues will be looked upon badly. Try to communicate that dealing with problems is a healthy and welcome part of a growing relationship. If your employee is responsible for children, try to hold these meetings in their absence or in a neutral location so your employee is able to fully participate.

Resources:

Fair Wages

Questions to consider:

  • Do you pay fair wages?
  • Do you provide Semi-Annual or Annual Raises?
  • Have you discussed with the worker you employ the option of being paid on the books?
  • Do you provide overtime pay (for full-time employers, for every hour over 40hrs/week; for part-time employers, for any time over the mutually agreed upon work-time per week)?
  • If you employ someone for 4 hours or less per week, do you pay for travel costs and time?

Tips:

Fair Wages.

By paying a fair living wage you are paving the way for a long-lasting relationship with your employee. A living wage is different in different areas of the country, check the resources section below to find out what a living wage is in your area.

Resources:

Benefits and Provisions

Questions to consider:

  • Do you have a plan to pay severance in accordance with number of years worked?
  • Do you provide health coverage (insurance, $2 wage supplement, or another mutually agreed upon way to provide health coverage)?
  • Employers of directcare-givers or nannies: Do you provide petty cash for activities, transit or meals?
  • Employers of house-cleaners: Do provide protective gear and offer the option of non-toxic supplies?

Full-time employers:

  • Do you provide a mutually agreed upon number of paid sick and/or personal days?
  • Do you provide 2 weeks or more of paid vacation days at times chosen by the employee?
  • Do you provide paid days off on the standard 8 paid government holidays?
  • Do you provide meals and breaks?

Part-time employers:

  • Do you pay your employee regardless if you cancel for any reason or if they are sick?

Resources:

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