Text Alternative for Screen Readers
Page 1
Brochure cover exhibits across-section of a house with views into many rooms showing typical scenes of domestic work: a yellow room with a home care attendant bringing a food tray to an elderly person in bed, a green room with a nanny looking after children, a red room with a housecleaner vacuuming, and a blue room with a home care attendant sitting at a table with a person in a wheelchair.
Title: Fair Care
Text: Domestic work makes all work possible. Do you receive support at home from a home care attendant, a nanny, or a housecleaner? If so, you’re an employer! It’s an employer’s responsibility to make sure domestic workers are treated fairly. This guide explains how to be a fair employer.
Page 2
A comic strip with no dialogue shows a woman waking up at 6 a.m., making her child breakfast, getting on a bus, and arriving at another house where another mother and her child greet her from the doorway.
Text: People who do domestic work are workers. The people who receive their services are employers. If someone comes to your house to do domestic work, you’re an employer.
Page 3
Title: “Wait, I’m an employer?”
Nine people sit around a round table holding brochures like this one. They each say one of the following statements or questions:
“Our nanny, Ada, is like family to us.”
“Our cleaner is a contract worker; she only comes once a month.”
“I pay under the table, so it’s not legal work.”
“We hire from an agency; wouldn’t they be the employer?”
“I hire a home attendant that’s paid through Medicaid. Doesn’t that make me the consumer?”
“It doesn’t matter how often the domestic worker comes to your home, how they are paid (by you, an agency, or the state), or how close they feel to your family. If you receive their services, it’s your responsibility to create a fair working environment in your home.”
Page 4
We see another cross-section of a house, but this time some rooms are occupied by text while others are occupied by characters from the previous page. Three of them converse at a table. One says, “Until recently, domestic workers haven’t had legal rights or protections.” Another asks, “How did we get here?”
Text: Domestic workers were written out of labor and civil rights laws in the U.S. Domestic workers were left out of landmark laws that provided rights and protections for most workers—like a national minimum wage, the 40-hour work week, overtime pay, and protections against discrimination. Today, domestic workers organize and fight for rights and protections on the city, state, and federal level.”
We are introduced to a new character—a Black woman who is washing laundry in a basin.
Text: Unfair treatment of domestic workers stems from slavery and sexism. When these laws were written, domestic work was mostly done by descendants of enslaved people and women. Today, most domestic work is done by women of color and immigrants. You can help end this legacy of racism and sexism by creating a fair job in your home.
Page 5
The cross-section of the house continues with the top-most room depicting a new character speaking at a podium in front of an audience, saying, “Paid sick days help stop the spread of illnesses.”
Text: There are different laws depending on where you live. In 2010, after decades of organizing, domestic workers won the first bill of rights in New York State. Since then, several more states and cities have passed laws providing rights and protections. Employers mobilized to help pass this legislation because they also benefit when care jobs are good jobs. Regardless of where you live, you can create a fair job in your home.
Text Continues: Do what you can with what you have. Hiring someone privately and fairly takes money, time, and effort. While some of us can afford to make the jobs in our home the gold standard, others have to make compromises. No matter your income, you can take steps to make your home a fair workplace. Focus on the things you can do, not the things you can’t.”
Two characters say, “OK, so what do I have to do, specifically?” and “Turn the page!”
Page 6
The three characters from the previous pages are standing or wheeling on grass outside a brick building with speech bubbles displaying the text over a blue sky.
Title: Fair Care is a Win-Win
Text: Everyone wants a fair job: to be paid fairly, to have time off to take care of ourselves and our loved ones, and to be treated with dignity and respect. Domestic workers are no different! Being a fair employer will lead to a better working relationship, higher quality of care, and less turnover.
Fair Pay
Pay a living wage
- Use a living wage calculator to figure out the living wage in your area, for example: www.livingwage.mit.edu
Pay on time for all hours worked.
Pay for overtime at 1.5x the rate after 8 hours/day or 40 hours/week.
Increase pay when responsibilities change.
Once a year:
- Provide a cost of living pay raise
- Offer a bonus
Paid Time Off (PTO)
Vacation: 2 weeks a year for full-time employees, or 1 hour for every 20 hours worked for part-time employees
Sick Days: At least 5 days a year for full-time employees, or 1 hour for every 30 hours worked for part-time employees
Rest breaks: 10 minutes for every 4 hours worked (always paid)
Meal breaks: 30 minutes for every 5 hours worked (paid if the worker can’t leave)
Holidays: 9 government holidays or alternate agreed-upon days. If they work a holiday, pay 1.5x the rate
Clear Communication
Outline job responsibilities and create a written work agreement
Schedule regular check-ins during paid working time
Hold annual evaluations and update the work agreement to reflect any changes
Learn more at domesticemployers.org/resources-and-faqs/
This guide is geared toward employers who hire privately. If you hire a home care worker through a Medicaid-funded program, you don’t control wages and benefits—the state does. However, you can practice clear communication. For more info about hiring through Medicaid, visit your state’s home healthcare agency website.
Page 7
A cross-section of the brick building shows four quadrants, each filled with text and a smiling portrait of the family it describes.
Title: Put Fair Care into Practice
Text: Whether you employ a home care attendant, a nanny, or a housecleaner, the principles of fair employment are the same. Follow along to see how these employers use fair practices at every stage of the hiring and employment process.”
Home Care Attendant
Carlos and Julia’s mother, Rosalie, has dementia. She gets support from a home care attendant, Gloria, 40 hours/week. As their mother’s condition gets worse, Carlos and Julia think about how to provide more support.
Nanny
Sam and Evan are new parents. Baby Max is six months old. Until now they had help from family, friends, and flexible work schedules. As they get ready to go back to work, they decide to hire a nanny.
Housecleaner
Carmen and Tony work full-time and live together in NYC. They have demanding jobs, active social lives, and often fight about cleaning. To ease the situation, they decide to hire a housecleaner.
Pages 8 and 9
Title: Review Your Budget and Hire Accordingly
Text: Providing fair pay often requires careful planning, budgeting, and adjusting expectations. Fair pay is essential for a respectful and long-lasting relationship.
The character in a wheelchair speaks from a balcony: “When budgeting, add a yearly cost of living raise for inflation and rising costs of food, transportation, and housing. Cost of living raises are usually between 3-5%.”
Find Creative Solutions
Julia, Carlos, and Rosalie figure out how to afford the care they need. They sit around a dining table drinking tea.
Julia says, “We know we need more care, but it’s expensive. Medicare doesn’t cover home care costs.”
Carlos says, “Mom, I know you weren’t planning to use your savings this way, but I don’t know what we’d do without it.”
Rosalie says, “That’s OK.”
Julia responds, “We all love Gloria, but she’s already working 40 hours/week. If she works more, we’d have to pay her overtime, which we can’t afford.”
Carlos concludes with, “I think it’s time to hire a second person. It would also give us more coverage if Gloria has to take a sick day.”
Adjust Your Expectations
Tony and Carmen find a middle ground. They chat in the living room of their city apartment. Tony has paused his video game while Carmen folds clothes.
Tony says, “I checked the living wage calculator and we can only afford to pay six hours a month.”
Carmen says, “So that’s one visit every other week.”
Tony replies, “Weekly would be ideal, but this will still be a gamechanger.”
Carmen concludes, “It will, and if we decide weekly is a priority later on, we can cut back on something else. I love knowing we’re paying fairly.”
Get Your Needs Met AND Pay a Living Wage
Sam and Evan adjust their budget to pay a living wage. They sit at a kitchen table while Sam feeds a baby in a high chair.
Evan says, “If we eat out one less night a week, and we skip our trip this winter, we can afford to hire a nanny and pay a living wage for 40 hours a week.”
Sam replies, “Really? I love our winter trip! My co-worker pays their nanny minimum wage and says she’s fine with it.”
Evan responds, “I’d rather pay more and feel good about it. We also don’t want the nanny we hire to leave for a better paying job.”
Sam concludes, “Good point, that would be really hard.”
Pages 10 and 11
Title: Plan the Job before Hiring
Text: When hiring, set the employment relationship up for success by planning out the job. Take time to reflect on the tasks you need support with and write them down. This will help you set clear expectations and build a trusting relationship.
Write a Job Description
Text: This is what you’ll post if you advertise the job. It summarizes the tasks you need support with, how much you can pay, and the benefits you will provide. To get started, write down everything you need support with, then prioritize.
Sam and Evan draft a job description for a nanny for Max. They sit at a table with tea and a notebook.
Evan says: “We should decide what’s ‘Non-Negotiable’ and what’s ‘Nice to Have.’”
Their list reads:
| Non-Negotiable | Nice to Have |
| Crossed out: Available weekdays and some weekends
Replaced with: Available weekdays 10AM to 6 PM |
Availability some weekends for extra hours |
| Drive Max to doctor’s appointments
Crossed out: must have their own car Replaced with: Can use our car if they don’t have one, must have: driver’s license |
Their own car |
| Crossed out: must be from Latin America, added: Can’t say this, it’s discrimination! | Would be nice if they speak Spanish and are open to speaking Spanish with Max |
| Naptime
Crossed out: light cleaning while Max is asleep |
Openness to sleep training |
| Preparing and warming bottles | Light cleaning |
| Comfortability around dogs | Willingness to walk dog |
Write a Task List
Text: A task list breaks down the job into specific actions. It also sets consistent schedules and provides guidance on medical needs and equipment. To get started, write down all the individual steps within each task and how long each task will take. Then organize the tasks into a daily schedule.
Julia and Gloria map out Rosalie’s evening schedule in preparation for a new hire. They sit at a desk in front of a computer.
Julia says, “Let’s go through Mom’s evening routine step-by-step.”
Download and Modify a Sample Work Agreement
Text: A work agreement is key to establishing clear communication. You don’t need to start from scratch; there are many samples you can download and modify. Plan on reviewing and adapting the work agreement in collaboration with the person you hire.
In some cities and states, having a work agreement is the law. Visit your local Department of Labor (DOL) website to understand the legal requirements where you live.
Offer the most generous pay and benefits you can with the resources you have.
If you’re hiring from an agency, ask to see the work agreement they use with their employees, and what pay and benefits they receive.
Download a sample Work Agreement from www.domesticemployers.org
Beside the text, an illustration of a sample work agreement features common elements of domestic employment agreements:
- Title: “Work Agreement for a Housecleaner”
- Personal Information:
- Names, contact information, and time frame for the working relationship.
- Pay
- Hourly rate:
- Overtime pay:
- Cancellation Policy:
- Paid Time Off
- Vacation:
- Sick time:
- Rest breaks:
- Meal breaks:
- Holidays:
- Clear Communication Practices
- Monthly Check-ins:
Pages 12 and 13
Title: Review the Work Agreement with the Worker
Text: For a work agreement to be useful, everyone needs to agree on the terms. When you review the agreement together, try to create a collaborative conversation so the person you’re hiring feels comfortable asking questions and giving feedback. Translate all documents into their primary language, and edit the agreement until everyone agrees with it.
A character at the balcony says, “The person you’re hiring might prefer not to have a work agreement. Respect their preference and use tools like a job description, task lists, and regular check-ins to keep a good line of communication.”
Review the Job Description and Task List
Text: Talk through the job details to create a shared understanding of responsibilities. This is a conversation, so make space for questions, opinions, and preferences.
Julia, Gloria, and the new hire, Jasmin, review and adjust the task list. They sit around a dining room table with beverages and notes.
Julia asks, “Does anything stand out from the task list?”
Jasmin replies, “Where it says — ‘Help with cleaning from time to time’ — can you clarify what that means?”
Gloria responds, “That’s referring to any cleaning I may not finish during my shift. But you’re right, it’s unclear. We should make it more specific.”
Review Pay, PTO, and Clear Communication Practices
Text: Make space to review the terms and benefits of the job. Talk through how you would navigate different situations, and how and when you’ll communicate.
Carmen adapts the work agreement to align with their new house cleaner, Clara’s, standard practice. They are standing in the kitchen and Carmen pours Clara some coffee.
Carmen asks, “How does this cancellation policy compare with your other clients?”
Clara replies, “Here, I can show you. The agreement I have with your downstairs neighbor has a 48 hour cancellation policy.”
Carmen responds, “What happens if we wake up feeling sick on the day you’re scheduled to come in?”
Clara replies: “In that case, you would cancel and still pay me because I set aside that time for you.”
It’s Never Too Late to Create a Work Agreement
Text: If you’ve already been working with someone but don’t have a work agreement, you can introduce one. Bring it up at your next scheduled check-in (see page 14).
Sam and Evan have been working with their Nanny, Ada, for a few months without a work agreement. They sit down in the living room.
Sam says, “We appreciate your flexibility as we get used to working together and being new parents. We know it’s been a bit of a learning curve for all of us.”
Evan adds, “We truly couldn’t do this without you. To help us all stay accountable, we’d like to create a work agreement.”
Ada replies, “I agree that would be really helpful. Do you have one we can review together?”
Page 14
Title: Hold Regular, Scheduled Check-ins
Text: Set a time for weekly or monthly check-ins, not just when you’re having issues. The check-ins should be paid and should not happen while the employee is working. Discuss how things are going and emerging needs. Initiate the conversation, listen actively, and agree on next steps.
One of the characters waves from a window and says, “Be mindful of the power you hold. Just because someone’s not complaining doesn’t mean everything’s OK.”
Initiate Difficult Conversations
Carlos, Julia, and Jasmin meet for their weekly check-in. They are sitting in the living room and drinking tea.
Carlos says, “Listen, I know it’s been difficult lately. Gloria told me my Mom’s been saying a lot of unkind things to you.”
Jasmin replies, “Thank you for bringing this up. As Rosalie’s condition gets worse, what she says can be upsetting.”
Julia says, “We know this isn’t easy and can’t imagine doing this without you. What needs to change?”
Jasmin responds: “I’m OK in the moment, but I think an additional break or two would help me reset. I have ideas about how we can add more breaks to my schedule.”
Page 15
Title: Update the Work Agreement as Needs Change
Text: As new needs come up, check in to see if the worker is open to new tasks or new responsibilities. If they’re not, find alternative solutions.
Increase Pay for Added Children
Sam, Evan, and Ada update the work agreement. They are sitting on the floor of a nursery room watching Max play with toys.
Ada says, “A new baby? Congratulations!”
Sam responds, “Thank you! We hope you’ll stay with us. And of course we’ll increase your rate.”
Evan adds, “To start that conversation, we’d like to review our work agreement together and update it with everything that will need to change. Then we’ll have it translated so you can take it home to review it more carefully.”
Increase Pay for Added Tasks
Carmen and Clara update the work agreement. They are sitting at a table in a city apartment with a calendar on the wall and tea on the table.
Carmen says, “Everything looks great, Clara, but I noticed you haven’t been cleaning the baseboards.”
Clara responds, “The baseboards aren’t part of my task list in the work agreement.”
Carmen replies, “Oh! We’ll have to add that in. Well, hold on. I should ask, does that work for you?”
Clara says, “I’m happy to add that to the plan, but as it’s more work, we need to adjust the rate.”
Back Cover
Text is grouped in boxes that resemble rooms of a house, mirroring the design of the front cover.
Title: Care is a Collective Need
Text: To access a library of fair employment resources, and get involved in campaigns that bring dignity and fairness to domestic workers, visit: www.domesticemployers.org
MAKING POLICY PUBLIC is a series of collaborations between community advocates, visual designers, and the Center for Urban Pedagogy (CUP) to create visual resources that explain policies affecting social justice.
Collaborators
CUP: Agustín Cepeda, Onyi Egbochue
Hand in Hand: Blithe Riley, Kaeli Dalton, Tara Polansky
Design & Illustration: Sean Suchara
Text alternative: Mariyama Scott
C.U.P.
CUP is a nonprofit organization that uses the power of design and art to increase meaningful civic engagement in partnership with marginalized communities. welcometocup.org
Hand in Hand
Hand in Hand is a national organization of domestic employers of nannies, housecleaners, and home attendants working for dignified and respectful working conditions that benefit the employer and worker alike. domesticemployers.org
Sean Suchara
Sean Suchara is a New York based graphic designer, illustrator, and artist exploring the ways that art and design can serve as tools for humanizing information and accessibility. seansuchara.info
BIG THANKS TO Salua Baida, Lisa Bernstein, Sascha Bittner, Rodrigo Carriedo, Jordan Goldwarg, Jessica Lehman, Jacob Lesner-Buxton, Amy Mazur, Ileim Moss, and Concepción Villa.
Support for this project was provided by the National Endowment for the Arts and public funds from the New York City Department of Cultural Affairs in partnership with the City Council.
General support for CUP’s programs is provided in part by the Laurie M. Tisch Illumination Fund, Lily Auchincloss Foundation, Mertz Gilmore Foundation, the New York State Council on the Arts with the support of the Office of the Governor and the New York State Legislature, and Yield Giving.
Copyright 2024 by the Center for Urban Pedagogy
