The Official Blog of Morningside Nannies
When it comes to leaving a nanny position, it’s very rare that a nanny does so because of the children in her care. Most issues that result in a nanny leaving her position stem from the business side of nannying; with issues surrounding pay, communication and management styles topping the list. To keep your nanny from quitting, avoid doing these ten things.
1. Lack of Respect
Mutual respect is essential to the success of the nanny/family relationship. Speaking unkindly to your nanny, constantly coming home late, 
coming home late without calling and not respecting your nanny’s off time damage the relationship and lead to resentment and workplace dissatisfaction.
2. Issues with Pay
Nannies expect and require their pay on time and without issue. Having to ask for her paycheck, ongoing mistakes with payroll or reimbursements, not compensating her appropriately for overtime hours and asking her to bank hours in lieu of pay are common compensation issues that result in a nanny leaving her post.
3. Job Creep
Most nannies will always go the extra mile to assist their nanny family, however when additional duties are tacked onto the job without discussion and without additional compensation, problems occur. Always discuss changes in your ongoing needs with your nanny so that a mutual understanding is met.
4. Major Scheduling Changes
Reducing hours, significantly shifting hours and demanding coverage outside of agreed upon hours can be problematic. Nannies agree to a set schedule and understand that some flexibility is required, however when the job schedule completely changes, it may not work for your nanny.
5. Lack of an Annual Raise
It is industry standard for nannies to receive a raise at the completion of each year worked, provided they have a satisfactory review. A raise of 5-7% is typical and is inclusive of a merit and cost of living increase. Overlooking an annual review and raise can leave your nanny wondering if you truly appreciate the work she does, which can lead to resentment and dissatisfaction.
6. Family Relocation
Depending on where you live, even a relocation across town may be problematic for your nanny. Commuting in major cities can be problematic and relocating just a few miles away could add enough time onto a nanny’s commute that she is no longer willing to make it.
7. Management Style
Nannies typically either like to be in complete charge, work as a team with the parents or like to be micromanaged. If you prefer to micromanage and your nanny prefers to be in full charge, chances are, there will be a problem. When hiring a nanny, consider your management style and opt for a nanny who prefers that style of management.
8. Communication
For the nanny and family relationship to be successful, good communication is essential. Nannies and families should agree on how often and how they will communicate each day. If you can’t answer calls during the day, texting may be the best option, but be sure to let your nanny know, or else she may not answer.
9. Changes in the Family
Divorce, marriage, and the addition of children to the family can significantly change the dynamics of a nanny’s work environment. Depending on the situation, your nanny may feel the job is no longer the right fit.
10. Unclear Expectations
No employee likes wondering if she is doing what is expected. The lack of having a written work agreement eliminates any confusion over what is expected and can help to ensure that both you and your nanny are on the same page when it comes to job duties and responsibilities.
Finding the right nanny for your family is essential but keeping her is more so. Avoid these pitfalls when managing your nanny and chances are, you’ll have a loyal employee while you need one and a family friend for life.
Michelle LaRowe is the executive director of Morningside Nannies, Houston’s award-winning nanny agency, 2004 International Nanny Association Nanny of the Year and the lead educator at NannyTraining.com.
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New data shows, drowning is still the leading cause of unintentional death among children 1–4 and the second leading cause among children 5–14
View the original press release here.
Release Details
WASHINGTON – A new report released today by the U.S. Consumer Product Safety Commission (CPSC) indicates that the number of reported fatal child drowning incidents in swimming pools involving children younger than five—the most vulnerable population—has not increased significantly from last year’s reports.
Although the number of reported child drowning numbers have remained nearly the same year over year, fatal and nonfatal child incidents in pools and spas continue to pose a public health risk across the United States. CPSC Acting Chairman Ann Marie Buerkle is urging families and caregivers nationwide to remain vigilant while children are in and around the water this summer.
“While it is promising that the drowning rate did not increase, there are still too many children who drown each year in pools and spas across the country,” said Acting Chairman Buerkle. “These incidents are preventable. As a mother, grandmother and registered nurse, I raised my kids, and now my grandkids, with a respect for water. Swimming should be a fun way for families to be active, as long as everyone knows how to pool safely.”
Buerkle also emphasized the importance of parents and caregivers following the CPSC Pool Safely campaign’s simple water safety steps that can help prevent drowning tragedies. Constant adult supervision, along with four-sided fencing, knowing how to perform CPR and teaching children how to swim are all critical ways to continue the decline in child drownings.
CPSC’s latest data show there were, on average, 351 reported fatal child drownings in pools and spas in 2015 involving children younger than 15. Of those 351 reported fatal child drownings in 2015, 266 (76 percent) involved children younger than five. Other key findings include:
- Annually, 73 percent of the hospital emergency room-treated nonfatal drowning injuries from 2015 through 2017 involved children younger than five.
- Male children younger than 15 had twice as many fatal drownings as female children of the same age.
- From 2015 through 2017, an estimated average of 6,400 children younger than 15 years old were reportedly treated in hospital emergency rooms for nonfatal drowning injuries in pools or spas.
- Between 2015 and 2017, residential locations made up 74 percent of reported fatal drowning incidents, and at least 45 percent of reported nonfatal drowning incidents for children younger than 15.
- In addition, residential locations dominated reported incidents involving victims younger than five, with 54 percent of nonfatal drowning injuries among that age group from 2015 through 2017–and 85 percent for fatal drownings from 2013 through 2015–all occurring at a residence.
- The majority of the estimated hospital emergency room-treated, nonfatal drowning injuries for 2015 through 2017, and the reported fatal drownings for 2013 through 2015, were associated with pools (versus spas).
Today, CPSC also released an updated report on suction entrapment incidents in swimming pools, spas and whirlpool bathtubs. Key findings include:
- Since the Virginia Graeme Baker Pool & Spa Safety Act went into effect in December 2008, there have been no reported fatalities involving a child being entrapped on a suction outlet cover in a public pool or spa.
You can read the full report on PoolSafely.gov.
Note: CPSC’s report addresses nonfatal drownings for the period 2015 through 2017 and fatal drownings for the period 2013 through 2015, reflecting a lag in the reporting of fatal drowning statistics.
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Searching for a nanny in Houston? While it can be tempting to turn to your social media circle or large online websites to start your search, using a reputable agency like Morningside Nannies offers parents safety, security and peace of mind. Call Morningside Nannies today for a complimentary consultation at (713) 526-3989.
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Recently I had a chance to connect with Teddy Cheek, Marketing & Brand Director over at The Escape Game HQ. Use code “Morningside” for 15% off your visit!
What is the Escape Game?
The Escape Game is a live 60-minute adventure. You and your team will select a challenge and will have one hour to complete your mission and escape. We offer several unique experiences, all happening in a completely immersive environment. You may be in prison planning an escape, on Mars trying to repair a spaceship or in a museum stealing back a piece of art.
What ages is it appropriate for?
We recommend our games for ages 13+. Younger children may play but some of the puzzles may be very challenging for them. An adult (18+) must be in the room if the player(s) is 14 or younger. Players under 18 will need an adult to sign their waiver.
What are your best three tips for successfully completing a game?
1. Don’t be afraid to ask for a clue! Your game guide is there to help!
2. Communication is key! It’s very likely that everything in the room is connected and someone across the room may need something that you’ve just found!
3. Stay on task. There’s a lot to look at in the room, but keep your mission in mind. You’ll need to move fast if you are going to complete your challenge in under 60 minutes.
Best game for families?
I recommend Playground! It’s a blast and is full of fun games, puzzles and surprises.
What do you want people to know?
I can’t promise you’ll escape, but I can promise that you’ll have an amazing time.
What’s the basics? Location, cost, time, etc.
The game is an hour long, but plan to be there about an hour and a half so you can check-in, take pictures, etc. The cost is $31.99 per person + tax. To learn more about our new location in the CityCentre in Houston or to book your experience now, visit TheEscapeGame.com/Houston.
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Securing summer nanny care in Houston, can be a real challenge, but it does not have to be.
Summer nannies can solve a multitude of problems for working parents. Whether it be driving the children to and from camp or activities, assisting with schoolwork or providing customized and attentive summer care, summer nannies can be the perfect childcare solution for Houston families.
Summer nannies work on either a full or part time basis, depending on the family’s needs. This year, summer nannies are expected to hear $16-20 per hour, sometimes more if the candidate is a certified teacher and is required to provide educational services over the summer. This 2018 summer nanny referral rate remains at $1200.
If you are seeking a Houston nanny for your family this summer, give our office a call. We’d be glad to help. (713) 526-3989.
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You have secured a nanny job interview. Now what? These tips will help you prepare for your nanny job interview and put your best foot forward.
What to Wear
Clean, pressed clothing is appropriate to wear to your nanny interview. Khaki’s and a polo top, or nice jeans and a blouse are all acceptable to wear 
to a nanny job interview.
Tight jeans, mini-skirts, shorts, T-shirts with sayings on them, low cut tops, tank tops, excessive jewelry and high heels are not appropriate to wear to your nanny interview as they are not sensible for proving hands-on childcare.
Wearing excessive makeup and heavy perfume is also not appropriate to wear to your interview due to possible allergies and sensitivities.
Being well groomed, having short, manicured nails and wearing clean and pressed clothing will demonstrate that you take pride in your appearance and practice good hygiene.
What to Bring
It is helpful to bring the family’s name, address, phone number and directions with you as you leave for the interview. Having these items handy to contact the parents if you are running late or lost is always a good idea.
You’ll also want to bring your notes on the family and job description, so that you can have an educated and informed conversation about how you may best assist the family and why your knowledge, experience and skill set are a good match for them.
Some nannies like to bring letters of reference or photographs to share with the family, as well as a copy of their resume or portfolio. If you have these items, bring them along. Have copies of your resume and reference letters should you wish to leave this information with the family. If you’ve completed specialized nanny training, like the course offered at www.NannyTraining.com, you’ll want to include that in your resume or portfolio as well.
Also, be sure to go to the interview alone; do not bring anyone with you to the meeting – not your spouse, your friend, or your own child. It would be unprofessional to attend an interview with another. If you have safety concerns, ask to meet at a local café and always tell a friend or family member when and where you are interviewing.
What to Say
When arriving to the interview, be sure to introduce yourself by shaking the parent’s hand and greeting the children right away. Demonstrating a friendly confidence will help to put the parents at ease.
If you are interviewing for a job with an infant, ask if you may wash your hands and hold the baby. If it’s a toddler, make conversation; ask if you can see the child’s favorite toy. Remember to give lots of eye contact.
Be sure to ask questions about the child’s likes and dislikes, allergies, special needs, and bedtime routines. Also inquire about the work schedule and duties.
Be sure to answer questions honestly, but don’t go on too long about one subject. Listen to the parents to learn how they approach childcare.
Being enthusiastic and positive during the interview goes a long way in making a good impression. Do not make negative comments about past employers and do not gossip about any family that has employed you. Everyone knows that some jobs just don’t work out. If asked why you left another position and it didn’t end well be honest but remain positive.
Remember, the family will be judging you on what type of a caregiver you will be. They want to know that their child will be well cared for and will receive all the love and attention that only a private caregiver could provide. They must have trust in you.
Be sure to demonstrate your knowledge about the proper care of a child of their child’s age and share why you enjoy spending your day with children. You should be prepared to share how you’d spend your day caring for a child of their child’s age by giving specific examples of routines, activities and schedules that have worked well for you.
Also remember that parents will be turned off if the first question you ask is, “How much do you pay?” Parents want a nanny who are genuinely interested in providing quality childcare, not someone who is only seeking a childcare position for the money. While it’s appropriate to answer questions about your desired wage expectations, do not be the first person to bring the topic up.
Looking for your next nanny job? Check out our job listings at www.morningsidenannies.com/jobs.
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When the kids get sick in the evening, going to the ER or waiting until the next morning used to be a parents only option. Now parents have another option – a night clinic specifically for after hours pediatric care. Recently I had a chance to connect with the folks at NightLight Pediatric Urgent Care. Here is what they had to say.
What is the NightLight Clinic?
At NightLight Pediatric Urgent Care, we focus solely on high-quality, convenient pediatric urgent care to help little ones when their pediatrician’s office is closed. Our pediatricians and nurses work with your pediatrician to keep your family healthy. More than a clinic, we’re a beacon of healing in the night and we’re here for you exactly when you need us.
What are your hours and locations? Do you accept insurance?
We accept in-network insurances.
Summer Hours: June–August
Weekdays: 3 p.m. – 11 p.m.
Weekends and Holidays: 12 p.m. – 7 p.m.
School Year Hours: September–May
Weekdays: 3 p.m. – 11 p.m.
Weekends: 11 a.m. – 9 p.m.
Holidays: 12 p.m. – 7 p.m.
Where are you located?
Cy-Fair
19708 Northwest Fwy,
Suite 500
Houston, TX 77065
713.957.2020
Humble
20440 US-59,
Suite 500
Humble, TX 77338
832.602.4040
Pearland
2803 Business Center Drive,
Suite 118
Pearland, TX 77584
281.990.3030
Sugar Land
15551 Southwest Fwy
Sugar Land, TX 77478
281.325.1010
Webster
19325 Gulf Freeway,
Suite 170
Webster, TX 77598
832.992.5050
Tanglewood
1814 Fountain View
Houston, TX 77057
346-867-1932
Garden Oaks
4208 Ella Blvd.
Houston, TX 77018
832-831-4660
When should parents bring their kids there?
We are here when a variety of minor non-emergent health issues arise, including:
Allergic Reactions
Asthma Attacks and Breathing Treatments
Pain Relief
Rashes and Hives
Wound Care and Stitches
Fever management and education
Wart removal
Broken Bones, Sprains, Burns and Wounds
Cold, Flu and Fevers
Vomiting and Stomach Pain
X-Ray Examinations
Management of mild to moderate dehydration
Prescription plus treatment education
ER, Clinic or wait till the next morning and call your doc?
Emergency room visits are often expensive (we accept in-network insurance plans) and often times do not have the expertise or equipment to work with children or newborns. We work with your primary care provider and see patients when your pediatrician’s office is not open – during evening, weekend or holiday/vacation hours. We send a detailed summary to your pediatrician to make sure they know exactly what happened and how to follow up on your child’s care.
If patients have questions on whether they should come in or not, it is best to call their primary care provider or insurance nurse line. That being said, here are some helpful hints:
– A fever is not an emergency unless the child is 6 weeks old. Parents are able to give their child Tylenol before coming in. Some parents hold off in order to ensure the doctor can “see the fever”; however, there is no need to keep the child uncomfortable. Our pediatricians define a fever as a temperature over 100.4 degrees Fahrenheit if they are less than 3 months old and over 102.2 degrees Fahrenheit if they are less than 3 years old.
Regarding fevers, parents should not have “fever phobia”. A fever is our bodies natural response to help fight infections. The goal in treating fevers is not simply to make the fever go away, but to make the child more comfortable. If a child with a fever is acting well, eating and drinking, the fever does not necessarily require treatment.
– Diseases and infections can change or progress, sometime very quickly. Just because the primary care provider didn’t see an ear infection two days ago doesn’t mean they missed it. This is also the same for our pediatricians; sometimes it takes time for illnesses to declare themselves. Doctors can only make an assessment based on the symptoms and exam findings at the time the patients are seen. The doctors do explain the expected course of illness and reasons that children need to be re-evaluated.
– It is important to manage chronic illnesses or items that need a follow-up – such as coming to get refills on asthma medications, abdominal pains that have been evaluated by specialists, infant formula changes, etc. These are best addressed by the primary care provider as our doctors don’t usually have the opportunity to follow-up on the child over time. For example, if a child is using up their albuterol inhaler faster than expected, a primary care provider would definitely need to know that information.
– Every parent knows that emergencies and kids go together, and kids are also really good at having accidents when the pediatrician’s office is not open. NightLight provides a child-friendly environment with pediatric-trained staff for specialized after-hours care. That’s important for ensuring that children get the highest quality care and expertise in performing tests and procedures.
To learn more visit nightlightpediatrics.com.
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INA Nanny Salary and Benefits Survey Results
The International Nanny Association released the 2017 INA Nanny Salary and Benefits Survey this week.
Highlights include:
Average hourly rate USD $19.14, up from $18.66 in 2014.
52% have had a salary increase in prior 12 months, up from 38% in 2012.
60% received an annual bonus in prior 12 months.
64% of nannies are paid legally.
75% of nannies receive paid vacation, up from 57% in 2014.
76% receive “guaranteed pay” when the family does not need them up from 71% in 2014.
17% receive health insurance, full (7%) or partial (10%).
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Thank you to our friends at GTM Payroll Services for providing this important information.
Overtime Eligibility
According to the Federal Labor Standards Act (FLSA) of 1938, household employees that do not live with their employers are eligible to receive overtime after forty hours of work in one work week (seven consecutive days). Household employees are covered by this act and are not exempt from this law (i.e. classified as “non exempt”). This applies to both full time and part time employees.
NOTE: Due to the FLSA classification of nannies and other domestic workers as non exempt, they may not be salaried; they are considered hourly employees.
The employee must be paid at a rate of not less than 1.5 times their regular rate of pay. An employer cannot avoid paying overtime by averaging the number of hours worked over two (or more) weeks or by calling the employee a salaried worker, implying they are not subject to overtime. An employee may be paid on a salary, commission, or some other basis. Whichever way they are paid, the overtime pay has to be calculated on the average rate per hour derived from what they have earned in a week.
For example, if an employee making $10/hr works 50 hours in a work week, the employer must pay 1.5 x $10 per hour = $15 per hour (the overtime rate). An employee can work any number of hours in a workweek as long as they receive the appropriate overtime pay. The employee’s workweek may begin on any day and at any hour of the day in that workweek period.
Live-in Employees
Federal law does not require paid overtime for live-in household employees. It is advised that live-in employees be fairly compensated for any extra hours they work and for longer hours than agreed in their employment contract. However, your state may have laws for live-in employees, which may result in having to pay an overtime rate.
State Overtime Laws
The laws for overtime vary state by state and sometimes can override federal law. Hourly employees in Texas are entitled to an overtime pay rate of at least 1.5 times their regular hourly wage for all overtime worked, if they work over 40 hours in a week. Overtime pay is not required for live-in employees.
Overtime and holidays
According to the FLSA, overtime is not required to be paid for holidays worked or for weekends worked. However, some employers do pay 1.5 times (or more) the regular rate of pay to their employees if they work during major holidays. This is at the discretion of the employer and should be agreed at the time of hiring.
GTM Recommendations
• Agree what overtime rate should be paid (in $ per hour) in relation to the employee’s hourly rate (or salary).
• Agree when the overtime rate will occur (after 40 hours in a work week, or when individual state law requires).
• Agree if overtime should be paid on holidays and which holidays are recognized by the employer.
Questions about Overtime, Wage Compliance or NannyTaxes?
GTM Payroll Services, our preferred nanny payroll and tax provider, provides complimentary consultations to all of our clients. Contact Patrick DiFiore by email at p.difiore@gtm.com or by calling (800) 929-9213 ext. 7248 and mention Morningside Nannies for your complimentary consultation. The GTM website is also full of helpful information, including a tax calculator. GTM offers clients of Morningside Nannies FREE account set up – a $95 value – should you choose to engage them for payroll and tax services. Mention Morningside Nannies when you call or use code MSN95 when setting up an account online.
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Thank you to our friends at GTM Payroll Services for this 2018 nanny tax update.
Please note the actual tax numbers on the sheet are accurate right now (January 2018). However, with the new tax bill being passed last week, these tax numbers will be changing. As of now, we don’t know when that will happen. Once we get the amended tax tables, we will be sure to get you updated information.
You can download a PDF version here..
Access GTM’s calculator here.
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