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---------------------Nanny Net News------------------------
A newsletter for Parents, Nannies and Agency Owners
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Vol. 3, No. 2
March 2002
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Deborah Smith, Editor
Parents With Nannies, Inc.
Deborah@4EverythingNanny.com
This newsletter is distributed by subscription only. If you
wish to unsubscribe, you can find instructions at the end of
this newsletter.
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IN THIS ISSUE
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> A NOTE FROM THE EDITOR
> SWEEPSTAKES
> THE GOOD NANNY GUIDE
> BACKGROUND CHECKS
A Q&A with Mind Your Business Inc.
> ASK THE EXPERTS Q&A
> A NANNY CLASSIFIEDS SUCCESS STORY
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A NOTE FROM THE EDITOR:
HAPPY SPRING EVERYONE! well, almost :)
After being contacted recently by a very distraught parent who
had unknowingly hired a nanny with a criminal background,
I decided it was time to remind everyone how important it
is to conduct a thorough investigation before hiring.
Now I know many of you nannies out there might be bristling at
the sound of this. "Oh no, not another 'negative' article on
the dangers of hiring a nanny." I just want to assure you that
I am a true believer in the wonderful contributions nannies make
to our children. I think the profession is a noble one and I
strive to enhance the careers of all you serious professionals
out there. This is why I think it is important that we flush out
the few bad apples that tarnish the profession. Diligently
checking backgrounds (including references) is one way to do this.
Many parents have no idea how to go about checking a candidates
history, so I thought a Q & A with Mind Your Business Inc., a background
investigation firm, might help shed some light on the topic.
We also have an interesting excerpt from a book called The Good
Nanny Guide by Charlotte Breese and Hilaire Gomer. This book is
a very detailed guide to the childcare profession in the UK. If you
live in the UK or are considering moving there, you will find this
an excellent reference complete with newspaper and agency references.
It also provides information that is universally helpful to both
employers and nannies. I've chosen one such excerpt that delivers
both the employer's definition of an ideal nanny and the nanny's
definition of the ideal employer. I hope you find it as interesting
as I did.
Well, that's it for me this month. Have a happy March.
Sincerely,
Deborah Smith
Editor
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WINNER OF OUR JANUARY SWEEPS
The winner of the Free 4EverythingNanny Sweatshirt is
Elizabeth Robbins of Pleasanton, CA. Elizabeth chose the
"Behind Every Sane Family is a Wonderful Nanny Sweatshirt."
Congratulations Elizabeth, your prize is on its way.
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An excerpt from THE GOOD NANNY GUIDE
by Charlotte Breese and Hilaire Gomer
The Ideal Nanny
The question of whether an ideal nanny exists is confidently answered
by many employers who can't speak highly enough of a present incumbent.
In fact, it may be observed that celebrities, from Mick Jagger to
Ester Rantzen, given the chance to talk about their private lives,
all take the opportunity to give their nannies a puff - a good
insurance policy for a warm greeting on returning from work.
It is surprising, given how much time this book spends discussing
the problems of the nanny/employer relationship and its pitfalls,
how often both parties like each other and get on famously. Everybody's
human and, regrettably, nannies are no exception. Even an ace has her
week points. It all depends how much you trust, depend on and
genuinely like your nanny as to whether you focus on her minor faults
and they drive you mad, or whether you choose to ignore them almost
entirely because she's so great in virtually every other way.
It might be helpful to read the following comments before discussing
what type of nanny you want to live with. A top ten of qualities
employers most prize in their nannies is listed below in the order
in which they were most frequently mentioned:
cheerful
clean and neat
humorous
flexible
punctual
polite
reliable
fun
child-loving
honest
Nannies were less voluble about their ideal employers, but because
they all said the same thing, their top ten list of 'requirements' created
itself:
easy-going
down-to-earth
kind
friendly
appreciative
humorous
fun
fair
reasonable
ordinary
The amusing aspect is that the only two adjectives in common on the
two lists are 'fun' and 'humorous', so if employers think they can't
grin and bear it, they had better start trying. Nannies pray that you
will laugh like a drain when they have flooded the bathroom.
'Laughing it off' and 'luckily she saw the funny side' are common
pronouncements, which will make any experienced employer grind her
teeth.
Readers will quickly get the picture from the following comments
that how employers behave towards a nanny matters crucially. There
is only one, a mother's help, who says, "They must be courteous
and reasonable but I need not like them.' All the others say:
Extremely important that I like my employer.
Looks at me as an equal.
A bad relationship causes a bad atmosphere and is sensed by the kids.
My employers are great people and I respect them.
Somebody friendly, which matters a lot if you live in.
A relationship with an employer is like one with a friend or a
guardian and is bound to go up and down. Your overall feeling must
be liking them.
I like a boss who doesn't become too friendly and nosey.
You'd better like her. Your employer is your charge's most
treasured possession.
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The Good Nanny Guide is written by two mothers with nearly forty
years of hiring and firing nannies, mother's helps, maternity nurses
and au pairs between them. They have drawn on the experience of
hundreds of employers, nannies, training colleges and agencies to
produce a unique reference book which aims principally to give
parents comprehensive information about, and the confidence to
cope with, the business of employing someone to care for their
child in their home. To order the book:
http://4nanny.com/book_of_the_month.htm
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BACKGROUND CHECKS
A Q&A with Mind Your Business Inc.
Q: WHY SHOULD I HIRE A COMPANY TO PERFORM A BACKGROUND CHECK ON A
POTENTIAL NANNY?
A: The benefits of screening potential care givers are immeasurable.
These benefits are too numerous to specify, so below are a few highlights.
A background investigation gives a parent the opportunity to thoroughly
screen an applicant they are considering to take care of their children.
This can help a parent be more productive at their job as they gain some
reassurance that their children are being cared for by a prudently selected
individual.
Having an investigation conducted can be a cost and time effective tool
giving you the benefit of making an informed hiring decision, decreasing
your care giver turnover rate and avoiding the process of screening additional
candidates.
The fact is you're hiring a caregiver to become part of your family.
You hope your caregiver advances and remains a member of your family.
This care giver is an investment and the small amount of money you spend
now can make the difference in the well being of your children.
MYB will assist families in identifying "problem employees" before they
are hired by providing low cost, customized background investigation searches.
Parents can call the Department of Consumer Affairs (DCA) to check whether
an agency is licensed, if complaints against a particular agency are on
file, or to file their own complaints. What the DCA does not do is screen
your applicants or tell you whether a particular agency does background
checks. The 300 or so nanny agencies in the U.S. are run by well-meaning
people, and some provide excellent service. However, only about 10% to 30%
do thorough background and criminal record checks on the people they place.
The need for careful screening of nannies and sitters has never been greater.
A recovering job market is reducing the pool of applicants for child care jobs.
These jobs are easy to come by and more people with questionable backgrounds
are applying for them.
Q: WHAT INFORMATION DO I NEED TO GET FROM AN APPLICANT IN ORDER TO
CHECK HER BACKGROUND?
A: In ADDITION to a clear and legible employment application, you must use an
“Authorization And Release For The Procurement Of A Consumer And/Or
Investigative Report” for each applicant. This release form provides
us with all the necessary information to conduct an background investigation;
name, address, social security number, date of birth and driver's license
number. This form also complies with with the Fair Credit Reporting Act,
the Americans With Disabilities Act, and other State and Federal Laws.
Q: WHAT WILL IT COST ME TO CHECK HER CRIMINAL HISTORY (approximately)?
A: A thorough background investigation will cost approximately $200 which
includes one criminal history check, social security number trace,
driving record, references, credit history and an education verification.
Q: WHAT TYPES OF CHECKS SHOULD I HAVE DONE?
A: Each check mentioned above is important and provides us with pertinent
information about the applicant. A hiring decision should never be based
on one piece of information. Background investigations should be only
one tool used as part of your overall hiring process including the
employment application, interviewing and reference checking.
A criminal investigation provides you with a history of the applicant's
illegal activity, an indicator of the person's attitude toward honesty,
and helps identify applicant's who are prone to violence. It especially
can help prevent and defend negligent hiring lawsuits. This research
verifies criminal history for the past seven years at the county felony
court, at a state repository, if available, or at the federal criminal
court for the jurisdiction(s) specified by the requester.
Tracing a person's credit history can identify those who are financially
overextended or on the brink of problems that could adversely affect their
performance on the job. A poor credit history could signal a pattern of
transiency or instability, as well as an inability to meet obligations.
In addition and just as important, a credit history will provide you with
an address history of the applicant to compare with the information provided.
This allows you to determine additional areas to conduct a criminal record
check.
A Motor Vehicle Report is a must for any applicant seeking a position that
requires driving responsibilities. This research reveals the license status,
license class, expiration date, and violations. Depending on the State,
this information usually goes back 3 to 7 years. Due to privacy issues,
some states have placed restrictions on access to their driving records.
As a result, there are certain states that do not disseminate driving records
for employment purposes. Other states require original requests on forms
unique to their state. As a result, turnaround times and prices vary,
depending on the state being queried.
Social Security Number Tracing- provides applicants residential history and
in most cases these are the addresses generally used in determining
jurisdictions for criminal record checks
Education Verification is the most falsified information on an employment
application. MYB contacts the educational institution to validate dates
of attendance, degrees and courses of study.
Previous employment and experience are often overstated and sometimes
fictitious. Reference checking verifies references listed on applications
for authenticity. MYB will verify dates of employment, job titles and
responsibilities. Salary, circumstances of termination and eligibility
for rehire are researched and reported if available.
Q: WHAT KIND OF INFORMATION WILL I BE ABLE TO ACQUIRE THROUGH A CRIMINAL HISTORY
CHECK? WHAT WILL NOT SHOW UP?
A: The information provided on a criminal history check varies from state
to state. Currently 37 states provide access to the State Central
Repository. Some states provide felony convictions only, some will
provide felony and misdemeanor information. In states where the records
are not available statewide, a county criminal search will be conducted.
Again, this information retrieved varies from state to state. Some states
provide felony information only at the county level, and some provide
felony and misdemeanor.
Q: WHAT PERCENTAGE OF NANNY APPLICANTS SHOW UP AS HAVING A CRIMINAL BACKGROUND?
A: The percentage of nannies having a criminal background is very small,
but it does exist. Again, it is very important to conduct a thorough
background check when hiring someone to care for your children. You
certainly would not want a nanny driving your children around when
she has numerous violations and accidents. Nor would you want to hire
someone who has lied about their education. It is not the fact that
the applicant does not have a college degree, it is the fact that they
lied about it.
Q: HOW DO WE TRACE A NANNY'S ACTIVITY IN OTHER STATES?
A: The social security trace and credit history will provide an address
history that allows you to conduct a criminal background check in those
jurisdictions.
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Mind Your Business, Inc. (MYB) is a fully insured and licensed
investigation corporation founded in 1996. Owned and operated by two
devoted moms, Mary Cagnetta and Karen Caruso, Mind Your Business,
Inc.
provides concerned parents with the vital information they need to
make an educated hiring decision. And at a price that is affordable
for every family.
"Being a mom and nanny employer, I know first-hand how difficult it
can be to hire a childcare provider. This makes our service very
unique. We understand our clients and we care." Karen Caruso, President.
http://www.4everythingnanny.com/myb/mybinc.htm
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Q: IS IT BEST FOR ME TO GO INTO A NANNYING JOB SELF-EMPLOYED
OR EMPLOYED BY THE FAMILY I AM WORKING FOR, I KNOW THAT
THERE MAY BE SOME PAPER WORK IF SELF EMPLOYED WHAT WOULD
YOU RECOMMEND AND WHY? THANKS
A: Very good question: employee versus independent contractor.
According to the law, the nanny profession falls into the category
of employee. A nanny is never an independent contractor, as she
does not pass the 20 point self-employed test. Basically, you may
not be self-employed if you do not have complete control over your
work, environment, hours, etc. A nanny works in a family's home,
uses their tools - food, toys, crafts, diapers, beds, etc., works
the hours the family specifies, takes direction from the family,
etc. The family you work for is required by law to treat you as an
employee, withhold your payroll taxes, pay a small amount of employer
taxes, and file tax reports with the state and IRS on a quarterly
basis. At year end, you will receive a W-2 for income tax reporting.
Please feel free to contact us with additional questions.
Stephanie Breedlove
Breedlove & Associates
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NANNY CLASSIFIEDS SUCCESS STORY
Dear Nanny Classifieds:
I have been advertising on the nanny resume classifieds since
September of 2001. After my last long term ended, I decided
to be a traveling nanny. I wasn't even sure if there was a
market for my idea when I stumbled upon your site.
It was only a short time before my ad was answered and my new
career launched! I thought, well, probably just beginner's luck!
Then my second job came and now my third. I was thinking, this
is great, probably won't last! Well, I haven't even made it to
my third when I received another great offer! My problem right
now is trying to make it all work. It has inspired me to take
this job seriously and I started my own web site. It's new and
the search engines haven't found me yet and that's just fine.
The nanny classifieds are keeping me busy enough.
I just wanted you to know that there are quality nannies that
apply here and quality families that search here.
Sincerely,
Donna Robinson
A Nanny for All Reasons
http://www.thetravelingnanny.net
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T-SHIRTS FOR THE NANNY AND KIDS IN YOUR LIFE!
Great gift ideas! We now ship our shirts outside the
US. Email me for details: Deborah@4EverythingNanny.com
http://www.4everythingnanny.com/products.htm
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I hope you have enjoyed this month's issue of Nanny Net News.
Please feel free to pass this e-zine along to your friends.
However, we ask that you keep it intact and forward it in its
entirety.
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http://www.4EverythingNanny.com
http://www.NannyClassifieds.com
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