In this post, we鈥檙e highlighting some of the key ways agencies advocate for nannies and other household staff. Our goals are aligned with our candidates鈥� goals: we seek to make long-term, quality matches between employers and employees, and to offer ongoing support after the match has been made.

1.We have carefully vetted every job for you.

When you visit our听, you鈥檙e reviewing job listings from real families that we鈥檝e already spoken with and who are actively seeking high quality staff. We only work with families who pay legally and fairly – something you can鈥檛 always count on when using unmonitored job boards.

2. We educate employers.

We continually share information with our clients on not just labor laws, but general best practices in the home. We help clients understand what each type of role entails (and what it doesn鈥檛.) We share ideas for employee benefits and market rate compensation; we encourage our clients to invest in employee professional development. Our goal is employee longevity; positive long-term matches benefit everyone.

3. We negotiate on your behalf.听

We can negotiate salary, benefits, hours, living arrangements, and more; our goal is to make sure the job works for both you and the client in the long-term. We counsel candidates on what鈥檚 realistic based on experience and current market rates, and we provide those expectations to clients upfront. This ensures everyone is aligned from the start and avoids awkward financial conversations later.

4. We advise on laws and industry norms.

We can advise on what the employment laws are for your specific area, as well as market trends and industry norms. This is especially useful for candidates that are moving locations, leaving a very long-term job, or transitioning into a new field, and may not know what to expect.

5. We provide feedback and help candidates grow.

Our team offers personalized feedback on your resume, experience, and job search strategy. If you鈥檝e been job-hunting without success, our recruiters can offer honest insights into what might be holding you back鈥攁nd how to improve.

Click here for our blog post on听Common Reasons Candidates Are Not Selected.

6. We present the whole you to employers.听

Our team gets to know our candidates – their goals, past experiences, skills, and passions. We are matchmakers and pride ourselves on finding the right fit for the client and the candidate. When we present your profile to a potential employer, we often share more than just your resume – we offer insight into your personality and strengths, plus provide context, if needed, for gaps in your resume or short-term roles.

7. We understand the challenges.

Most of the BAHS team started their careers in the household staffing industry. Our team includes former nannies, Norland nannies, yacht staff, educators, governesses, house managers, and estate managers. These experiences allow our staff to understand the unique challenges that come with each of these roles.

8. We are a community.

We host in-person events on the East and West Coasts on the US (more cities coming soon!) for candidates to meet our team, ask questions, and network with others in their field. We also have a vibrant online community on our听听补苍诲听; follow us for job announcements, tips, event info, giveaways, and more.

9. We provide support and resources during the entire process, including if something goes wrong.

We support you at every step. From听resume templates听补苍诲听interview tips听to networking opportunities and contract/offer letter guidance, we offer the resources you need for a successful job search. Once placed in a role, we are still here for you; we encourage candidates to reach out if they need advice for dealing with tricky workplace conversations or situations. In the event that a role ends, we can help navigate the transition, as well as assist you in finding a new role as soon as possible.

10. We never charge candidates for our services

All of our services are always 100% free for candidates.

More Candidate Resources听

Blog Posts

Top Tips for Preparing For An Interview

What Should Be Included in my Contract?听

Tips for Success During the Trial Phase

Commons Reasons Candidates Are Not Selected听

Top Tips To Optimize Your Online Presence for Future Employers

Resume Guidelines

General Resume Guidelines

Resume Samples听

(when customizing the resume templates, you can edit the files in听Word or in Canva):

General Resume Template:听Word doc听辞谤听

Sample Nanny Resume:听Word doc听辞谤听

Sample NCS Resume:听Word doc听辞谤听

Sample Housekeeper Resume:听Word doc听辞谤听

Sample Chef Resume:听Word doc听辞谤听

Sample Caregiver Resume:听Word doc听辞谤听

Sample Executive Resume:听Word doc听辞谤听

For those interested in applying, you can sort through our听听by keyword, category, position type and/or location. Select the job you鈥檙e interested in and apply through that page. Note: Your resume will still be considered for other positions that we have.听Contact us听if you have any questions.听

The post How Agencies Advocate For Household Staff appeared first on 百花视频.

Dos and Don鈥檛s for the Hiring Process

From costly tax mistakes to misleading job descriptions, there are plenty of pitfalls that can happen along the way in the hiring process. The goal is not only to find top talent but to hire a long-term match for your home. High turnover in a home can waste money and time, and affect the morale of the other employees – we recommend being diligent in the hiring process the first time around, in the hopes that you won鈥檛 have to do it again for years. This week, we are sharing some of our top tips for making a successful hire.

Do write a clear and detailed job description.

The first step in a successful search is getting very clear on what you are looking for. What aspects of the job are non-negotiable? Be specific – for example, if you are looking for a nanny to take on some light housekeeping, what do you mean by that? List specific tasks they will be responsible for, e.g. children鈥檚 laundry or vacuuming the playroom. Should the candidate have a driver鈥檚 license? Should they know how to swim? Think about what qualities are听a must听补苍诲 what would be a plus, but might not be necessary. Share these details with the agency recruiter in charge of your role and be open to their feedback; in some cases, you may need to adjust expectations or split the role into two to find the best pool of candidates.

Don鈥檛 judge based on resume only; don鈥檛 overlook the importance of soft skills and personality.

When reviewing resumes, don鈥檛 make hasty assumptions. Often if a recruiter sends a candidate whose resume isn鈥檛 quite as strong as the others, there is a reason. Maybe they are a great fit personality-wise or have had specific experiences that make them an exceptionally good fit for your family. Many people are better in person than on paper – and vice versa, of course! Sometimes the best looking candidate on paper just don鈥檛 feel right when engaging in person. Household staff spend a lot of time in your home and a good personality fit is vital for longevity. Trust your instincts.

Do take your time – but move quickly when you find the right fit.

It can sometimes take time to find the right fit; the goal is to find a long-term fit and this isn鈥檛 always possible in a short period of time. You might consider hiring a temporary staff member to fill in while you do the search. That being said, there is a lot of competition for top candidates so once you find someone you feel is a good match, let them know you are serious and move quickly (while still doing your due diligence, of course!).

Don鈥檛 rely on one avenue for candidates.

Simply posting an ad online is likely not enough if you鈥檙e looking to select from a pool of top candidates. Working with an agency can be helpful as they use multiple avenues to source candidates, including referrals from clients and other candidates.听

Do your due diligence.

Never hire a candidate who can鈥檛 provide references. References are an incredible tool to learn about your potential new hire – the pros and the cons, their strengths and their weaknesses. BAHS recruiters can check references, verify employment and education, and conduct background checks on your behalf to give you peace of mind.

Don鈥檛 ignore compliance rules and regulations, especially regarding taxes.

Not classifying workers correctly, skipping overtime, neglecting to have worker鈥檚 comp – there are many mistakes that are easy to make when hiring domestic staff. We recommend working with a payroll and HR company, such as听, to avoid these mistakes, many of which can be quite costly.听

We also recommend always having a contract in place with staff members, as well as a clear summary of expectations.听听补苍诲; contact us for more contract samples and suggestions. We suggest having your legal advisor review any contracts before sharing with a new employee.

Do talk about compensation and benefits.

Don鈥檛 be shy when it comes to talking about compensation. It is best to be upfront with candidates about pay, benefits, time off, and any other perks that come with the role. You can discuss this directly with the employee or ask your BAHS recruiter to have these conversations on your behalf. Don鈥檛 forget to think realistically about what types of help you will need during busy times of year – will you need more help in the summer or around holidays? Discuss how pay, hours, and expectations will be managed during these busy times.

Don鈥檛 skip the trial phase.

If there is time in the hiring process for a short trial, we always highly recommend it. A trial allows employers to test the waters and see if it is a good fit on both sides with minimal risk. Whenever possible, we suggest that the employer be present for the trial – as well as any other key staff members – and try to structure the trial as close to a normal day as possible. Give clear instructions and watch for red flags, such as tardiness, lack of discretion, problems with other employees, and inability to take direction.

Related Blog Posts听

Domestic Staffing: Dress Code vs Uniform

What Is the Process For Hiring Household Staff?

How to Retain Household Staff: Tips for Employee Longevity听

Household Staff & Taxes: Your Questions Answered

Tips For Handling Nanny Sick Days听

Introducing A New Staff Member To Your Home

The post Top Mistakes Employers Make When Hiring Household Staff appeared first on 百花视频.

The BAHS Team thought this week would be a good time to sit down with our payroll partner GTM and explore some common household staffing tax and payroll questions, plus share some of their free online resources. If you’d like to schedule a free consultation with GTM to learn more about how they can help you, .

With GTM鈥檚 payroll service, payroll and tax professionals will manage all of the wage, tax, and labor rules that come with every household staffing situation.

Can I classify my domestic workers as independent contractors and avoid paying household employment taxes?听

The IRS considers domestic workers to be employees and not independent contractors. It comes down to a matter of control. A household employer sets their staff鈥檚 schedule, gives instructions on how tasks should be completed, and provides tools and equipment for their staff to do their jobs. Misclassifying domestic workers as independent contractors is considered tax evasion.

How much will I owe in household employment taxes?听

Typically, a household employer will pay about 9-12% in taxes on top of an employee鈥檚 gross wages. An employer owes 7.65% for Social Security and Medicare (FICA) and 6% on the first $7,000 of gross wages for federal unemployment (FUTA). There will likely be state unemployment taxes, which vary by state, but usually fall around 3-4% of wages up to the state鈥檚 wage base. If you have a hired a nanny or senior caregiver, you may be able to use a Dependent Care FSA (offered through your employer) and/or the Child and Dependent Care Tax Credit to offset your tax obligations.

How do I pay my household employment taxes?听

Federal household employment taxes can be paid quarterly using听听You should remit both your share and your employees鈥� shares of FICA as well as your FUTA taxes. If you choose to withhold income taxes from your employees鈥� pay, that should be remitted as well. Waiting to pay household employment taxes with your personal income tax return could result in an underpayment penalty. Your state tax agency may also require quarterly tax filings.

What is workers鈥� compensation insurance, and do I need coverage?听

Workers鈥� compensation provides cash benefits and/or medical care for workers who are injured or become ill as a direct result of their job. Most states 鈥� including California, Connecticut, Massachusetts, New Jersey, and New York 鈥� require household employers to obtain coverage. Workers鈥� compensation will likely need to be separate policy. In California and New Jersey, coverage can be added to a homeowner鈥檚 policy. Not having the appropriate policy in place is one of the costliest mistakes a household employer can make with fines and penalties quickly reaching into the tens of thousands of dollars.

Further Resources from GTM

(Note that while this article focuses on Nannies, this information holds true for other types of household staff, including Personal Assistants and Housekeepers)

Related Blog Posts听

What Is the Process of Hiring Household Staff?

Introducing a New Staff Member to Your Home

How to Retain Household Staff: Tips for Employee Longevity

The post Household Staff & Taxes: Your Questions Answered appeared first on 百花视频.

Key Takeaways

We’ve included a few key takeaways but if you employ staff in New Jersey, we highly recommend you review听, as well as our partner听. We have used GTM’s extremely useful post as source material for much of what we share here.

Written contracts are required.

We recommend this for all states and situations, whether legally required or not. The new bill ensures that this is now a requirement for those employed in New Jersey. Make sure you have contracts with all employees that includes hours, compensation, and a summary of duties. We’ve included some sample contracts below if you need help getting started. We recommend having your lawyer review any documents before sharing with your employee.

Breaks and days off are mandatory.

Domestic staff are entitled to at least one paid 10-minute break for every four hours of work. They cannot be required to work more than 6 consecutive days without a full day off.

Termination notice must be given.听

Employers need to give at least two weeks鈥� notice before terminating a household employee and four weeks for a live-in employee, with exceptions for employee misconduct.

Privacy must be respected.听

Employers are not allowed to record employees in bathrooms, their living quarters, or while dressing.

Violations are subject to fines.听

Violations of the new law will result in penalties issued by the听听ranging from $975 to $13,653.

The post New Jersey Domestic Workers鈥� Bill of Rights Act appeared first on 百花视频.

The entire BAHS team wishes you a warm and happy holiday season! This week, we are sharing some bonus guidelines for those of you seeking to treat your staff.

Should I give a bonus to my household staff?

Giving a bonus is common in the domestic staffing industry. This does not mean it is mandatory. We recommend offering a bonus to staff members that are performing well and who you intend to keep long-term. It’s lovely way to show your appreciation听补苍诲 support during the holiday season. We recommend being consistent year-to-year in terms of giving a bonus to each employee; if for some reason you cannot match previous years, we suggest having a conversation with the employee. An employee will typically see the bonus as an indication of their performance; if you give a lesser bonus to a high-performing employee, they may see it as a signal that they aren’t doing well. If that’s not the case, communication is key.

However, if one of your team members isn’t working out, we suggest having a clear and honest conversation with them about the problems; giving a bonus to an employee you don’t intend to keep on the team sends the wrong message and provides a false sense of job security.

Of course, if you’ve included bonus information in your employee’s contract, be sure to honor those terms.

How much should I gift?

We recommend anywhere from 1-4 weeks’ pay, depending on the employee’s performance and how long they have been employed in your home.听2 weeks’ pay is the average bonus for a domestic staffing employee.

Should I give other gifts in addition or instead of a bonus?

Gifts in addition to a bonus can be a welcome gesture. Nannies will love a framed photograph of themselves with the children or handmade cards from the little ones. Extra paid days off around the holidays to celebrate with family or in the new year to recharge are also a lovely way to show your appreciation.

I’m unable to give a bonus this year. What should I do?

If you are unable to give a bonus – or match last year’s – due to financial reasons, it is important to let the employee know so they don’t assume it is related to their performance. As with most things, misunderstandings can be avoided with early and open communication.

What are the tax implications for providing a bonus?

Per GTM: a听holiday or annual review bonus is considered taxable income. As the employer is the provider, the bonus does not qualify as a gift in the eyes of the IRS.

Related Blog Posts听

How to Retain Household Staff: Tips for Employee Longevity听

Tips For Handling Nanny Sick Days听

Plan the Ultimate Party: Tips, Tricks, Venues & More

Top Tips For Showing Your Gratitude To Your Nanny

Household Staff & Taxes: Your Questions Answered

Tips for Managing A Busy Holiday Season

Tips For Traveling With Your Household Staff

The post Guidelines for Domestic Staff Bonuses appeared first on 百花视频.

You’ve found someone who is perfect for the role, experienced, and seems like a great fit for your family – next, you need to set them up for success by introducing them to the household and making them feel welcome. Even the most seasoned employees will need some form of guidance and support at the beginning of a new role; this week, we’ve put together our top tips for welcoming a new member of staff to your home. Putting a little extra effort in during an employee’s first few weeks can save you a lot of time and energy down the road – and encourage longevity by creating a happier, more well-equipped employee. You can find our recommendations for employee longevity here.听

Prep Family & Team Ahead of Time.

Talk to your family and other staff members ahead of time to let them know about the new hire. Especially for new hires in childcare, talk to your child and, ideally, have your child spend some time with them before the official start date. Prepare your child by giving them a clear overview of how the new schedule will work – for example, who will be picking them up from school and who will be making breakfast etc. Talk to other adult family members about what is to be expected from the employee to be sure you’re on the same page and not sending mixed messages about expectations.听For the staff that’s not working closely with the new team member, a simple heads up that a new staff member is joining the team and an idea of their schedule and responsibilities (as needed) should be sufficient. For supervisors and staff who will work closely with the new staffer, it’s important that the team understand what responsibilities are to be shared and what the expectations are. If the supporting staff has a good sense of what the new employee’s role encompasses, they can likely answer a lot of the small questions and take some of the onboarding off of your plate.

Give New Staff Members a House Tour.

Give (or ask a trust staff member to give) the new staff member a thorough tour of the home. Be sure to include not only the general layout but a clear idea of what areas they can access and how. For example, a housekeeper should know where she can take her break, which restroom to use, where she can store her lunch and/or what food/beverages she can help herself too. Let them know of any areas that are off limits.听Don’t forget to show staff the safety features too (as applicable) – the location of flashlights in the event of a power outage, how the alarm system works, location of fire extinguishers and first-aid kit, and where the circuit breakers are.

Provide a Handbook or Training Manual.

For homes with a large number of staff, the estate or house manager will likely have created a handbook for the home. This is a great tool to help a new employee get to know the household. In a smaller team, the principal might put together a basic training manual and/or list of expected responsibilities for each role – for example, for nannies, it might include bedtime routine, meal plans, what to do in the event of emergency, and approved screen time. It’s important to clarify with a new team member exactly what their role and responsibilities听are in the home.

Be Available.

While you don’t want to micromanage the employee, a new employee will likely have questions and it’ll help the transition if you are easily available to answer them.听If possible, make yourself more available than usual (in person or via phone) during the first few weeks of an employee’s tenure. Let the employee know how you prefer to be contacted – text, phone etc. Make sure they have a secondary contact to reach out to in the event of an urgent situation, in the event they can’t reach you. Getting an employee started on the right foot will save you headaches down the road; it’s much easier to train an employee to do something in the home correctly once in the beginning than to have to change course down the line.

Plan Check-Ins and Communicate Early and Often.

Communication is at the heart of all good working relationships. Create a culture of communication from the beginning – be clear with your new employee about expectations and performance so you can both be on the same page. You might share with your new employee problems you’ve experienced with the role in the past to help them avoid making the same mistakes.听During these conversations, be sure to welcome their feedback to – there may be gaps in the training or other problems you aren’t aware of that someone new to the situation can see more clearly. During the first few months of a position, we recommend having more frequent check-ins than you do with your longstanding staff.

Be Ready for Bumps in the Road.

Even the most qualified employee will have some questions when adjusting to a new role. Assuming there are no health or safety related issues, we recommend giving the employee a little leeway to adjust and find their footing. They may need time to adapt to your style of communication and how things are done in this household vs in previous roles. If something is not done to your specifications, give calm and clear feedback as soon as possible so the employee can modify their work sooner rather than later.

Don’t Force It.

While we always recommend allowing time for an employee to settle in and find their place in the home, there are some situations where it’s just not a fit. If something feels off, first try speaking to the employee to see if the problem is fixable or perhaps there’s been a misunderstanding. In many instances, a conversation is all it takes to get things back on track. However, a negative attitude, dishonesty, and, of course, health or safety issues, are all problems that most likely will not go away with time or training. If you find yourself facing a situation like this, it might be best to cut ties quickly and move on.

If you have additional questions about introducing a new staff member to your home, don’t hesitate to contact us.

Related Blog Posts听

Domestic Staffing: Dress Code vs Uniform

What Is the Process For Hiring Household Staff?

How to Retain Household Staff: Tips for Employee Longevity听

Household Staff & Taxes: Your Questions Answered

Tips For Handling Nanny Sick Days听

Guidelines for Domestic Staff Bonuses

Top Mistakes Employers Make When Hiring Household Staff

The post Introducing a New Staff Member to Your Home appeared first on 百花视频.

Beginning on Jan. 1, 2023, the standard mileage rates for the use of a car (also vans, pickups, or panel trucks)听increased to 65.5 cents per mile听driven for business use, up 3 cents from the听. In recognition of gasoline price increases, the IRS made this special adjustment for the final months of last year.

These rates apply to electric and hybrid-electric automobiles, as well as gasoline and diesel-powered vehicles.

Important To Note

While federal law does not require you to reimburse your employees for mileage, in some states like California; Illinois; Massachusetts; and Washington, D.C.听it is legally required to reimburse your employee听for the miles they drive in their own vehicle while on the job. And that would be at the IRS Standard Mileage Rate.听

Even outside of those states it is a best practice to pay your nanny for mileage based on the IRS standard rate.

Your nanny鈥檚 commute to and from your home does not count toward their mileage reimbursement.

Gas and mileage reimbursement is not taxable compensation so there is a financial advantage to using the IRS standard mileage rate.

The post Important Notice for Employers: IRS Issues Standard Mileage Rate for 2023 appeared first on 百花视频.

This week, we’ve partnered with Sarah Carlisle Stewart, better known online as听, to bring our readers Sarah’s top tips for respectful employer-employee relationships. To encourage longevity in employees, it is crucial to understand what is important to them and how to cultivate a healthy, positive and professional relationship.

ABOUT SARAH:
Sarah is a former nanny who moved into childcare coaching after experiencing burnout firsthand. Through her social media, workshops, and online intensives, Sarah offers support and empowerment to the childcare community.

5 Tips for Respectful Employer Dynamics
From Sarah Carlisle Stewart, The Modern Nanny

Okay so you鈥檝e hired a household employee鈥� congrats! Life can be so much more manageable and thereby fruitful when you have the support and help to get done what matters most to you.

What they don鈥檛 tell you is that this now makes you an employer. And with that can come some unknown territory鈥�

Of course there鈥檚 the legalese side of it with contracts, laws, and things鈥� but there鈥檚 all the interpersonal dynamics between employer and employee in a particularly unique industry.

We love the personal, find your fit nature of the domestic industry. It can be incredibly personal, intimate. The person you鈥檙e hiring is privy to your home, your family. Like dating, we rely heavily on fit, on personality, on dynamic. But like dating, we can鈥檛 forget the work it takes to have a healthy dynamic.

For longevity and sustainability in a dynamic鈥� respect, boundaries, and honest communication are the most important. But we recognize that鈥檚 easier said than done.

So here are 5 things to keep in mind for a respectful employer-employee dynamic:

1. They did it themselves.
Remember that Julia Fox meme that went around; when asked who did her strong eye makeup, she responds: 鈥淚 did it myself鈥濃��

I made an with that audio and it hit a viral 360 likes with the Nanny Instagram community. Why? Because many domestic workers feel the plight of doing so much themselves.

They鈥檙e technically an employee and following an employer鈥檚 general guidelines and instructions鈥� but balancing the line of advocating for themselves, presenting as their own professional entity. No human resources, no coworkers鈥� almost running and operating like their own business鈥� but not.

In being mindful of this unique aspect of their work experience, tip 2:

2. Remember their personhood beyond the job title.
The domestic industry is full of invisible labor.

Doing the laundry isn鈥檛 just the laundry鈥� but being aware of the house schedule, knowing which items take special care, which go to the dry cleaners, which are hang dry鈥�

Taking the little one to the park isn鈥檛 just a drive鈥� but knowing how it fits with the nap schedule and work from home parents meetings during the day, the temperament and personality of the little one, redirecting and planning, knowing the car needs gas and to make it to gymnastics practice we have to leave at 2:00pm instead of 2:20pm.

And on top of having a task load full of invisible labor, the better you are at your job, the more seamlessly things go and the more invisible it becomes. Then you literally reinforced for that invisibility. In that, it鈥檚 easy to start thinking of your employees (and even employees may start thinking about themselves) as less a person and more the job title.

They鈥檙e the nanny, not Sarah who nannies.
On top of that, self-care is the first thing to go when we鈥檙e consumed with helping others.

You might think鈥� okay, they can just tell me no when it gets to be too much leading to tip 3:

3. Be aware of burnout & 鈥渉elper鈥� tendencies to overextend.
Burnout is caused by high stress, and particularly when the stress outpaces our capability to process it.

Many domestic workers pride themselves in their ability to get it done, to go above and beyond, to make your life as seamless and convenient as possible鈥� while dismissing their own stress caused by meeting those needs. This can lead to compassion fatigue which can feel insurmountable for natural helpers with caregiving hearts.

Domestic workers might overextend even though saying no might save them from burn out because saying no almost feels like admitting failure of their role or an incompetence. When they burn out, it鈥檚 not just the brunt of that but it also creates an existential crisis as they feel a loss of their own helping identity.

Ultimately, 鈥減eople tend to take better care of themselves when they鈥檙e in a high-quality relationship鈥� In other words, our self-care is facilitated by the ways we care for and are cared for by someone else.鈥� (From Set Boundaries, Find Peace by Nedra Tawwab)

This is where boundaries come in. You might think boundaries are walls that separate people, make things awkward鈥� but ultimately boundaries are the expectations and needs that help you feel safe and comfortable in your relationships; they require communication and intention.

4. Make time for team meetings.
One of the most important steps to the employer-employee dynamic that is often overlooked is building a trusting relationship. Rapport isn鈥檛 superficial.

And it also can鈥檛 be faked. We recognize the busyness of life and we鈥檙e pretty good at hitting the ground running in this industry. That being said, often important things get lost in distracted, passing conversations.

So create a team meeting, even if a quick 15. Commit, no matter the brevity, to being present. Technology is great and has allowed us some incredibly great resources, but it has created a cultural habit of sending a quick text or email when a conversation would be much more successful.

Here are 5 key strategies to facilitate a productive dialogue(from ): 鈥淏e curious, check your bias, show respect, stay the course, and end well鈥�.

Have a goal for your check ins:

What do you hope to get out of this exchange?

What would you like to have happen?

How would you like to feel when you walk away from the conversation?

And be mindful of your words. Many times we overwhelm these conversations with feedback that ends up feeling negative, frustrating, or critical鈥� Then we avoid them because they don鈥檛 feel cup-filling but draining of your already limited time and energy. Some other pointers from We Need to Talk鈥� Notice how often you repeat negative feedback, have at least two positive things to say per meeting, and don鈥檛 repeat information more than twice per conversation.

5. Remember it鈥檚 鈥渦s鈥� vs the problem
With such close proximity, of course conflict is bound to happen. 鈥淎bsence of conflict is not harmony, it鈥檚 apathy鈥� (Nedra Tawwab) so building in that communication on the regular creates space and intention towards collaboration. They key: 鈥淏eing respectful is even more important in conversations than finding common ground鈥� (Celeste Headlee).

There are two types of conflict: relationship conflict vs task conflict. Relationship conflict is likely what you picture when you picture conflict: personal, emotional clashes, friction, animosity. Task conflict is about ideas and opinions. Task conflict often spills over into relationship conflict, especially when we鈥檙e in close relationships, dynamics, or proximity鈥� like an employee in your home.

It鈥檚 when a hiccup happens like a nanny telling a parent at the park the name of the kid鈥檚 school (task conflict) that turns into emotional: 鈥測ou鈥檙e irresponsible, how thoughtless鈥� (relationship conflict).

We often approach conflict like a battle, where the options are to attack or retreat. In reality, our dynamics include so much more nuance, they鈥檙e more like a dance. And the important thing to remember in a dance is that there aren鈥檛 opponents, but partners. When conflict (inevitably) arises, it鈥檚 important to remember it’s you and employee vs the problem.

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Many clients hiring new staff are unsure about whether they should adopt a uniform policy in their homes. There are pros and cons to implementing a uniform for domestic staff but whether you opt for a formal uniform or a more relaxed approach, any and all guidelines should always be clearly laid out for new hires, ideally in the contract or summary of expectations, or, at minimum, in a direct and clear conversation at the start of employment. In many homes, staff members are the first point of contact with guests, and it is crucial that they maintain a professional image at all times. This week, we’ve gathered common dress code guidelines, as well as our recommendation for where to buy top quality uniforms. If you have additional questions, contact us today.

We always recommend that families include either written uniform details or dress code guidelines in the handbook or contract for new staff.

A dress code is typically less strict than a uniform and often allows an employee to wear their own clothes – for example, you might ask an employee to dress all in black, or to wear a white or black polo with khaki pants. In those instances, the employee is given guidelines but is ultimately able to choose the specific brand etc. for themselves.

Scrubs are a common choice for baby nurses, nannies, and housekeepers; in some instances, the employee will provide their own and in others, it is appropriate for the principal to provide the scrubs. Whenever an employer asks employees to wear a specific uniform or garment, those costs should be covered by the employer. Uniforms range from a simple combination of a polo with the family’s monogram or crest (provided by the employer) with khakis to completely custom uniforms that matches the feel and style of the home. Typically, clients will stipulate听one uniform or dress code for regular working days and another for special events.

Remember, when selecting a uniform for your staff, it is important to make sure the staff will not only appear professional but feel comfortable and safe and will be able to carry out all aspects of their job.

Common Dress Code Guidelines

Below we have gathered some of the most commonly requested dress code guidelines from our clients:

Staff should be dressed professionally and neatly at all times. This includes wearing clean, ironed clothing suitable for the task at hand and avoiding low-cut attire or anything revealing. High heels and open toed shoes are generally not acceptable.听

Staff may wear simple jewelry that doesn’t not hinder job performance, such as a single pair of stud earrings.听

No perfume or heavy fragrances.听

No heavy makeup.

Nails should be trimmed and free from nail polish (or allow for neutral colored polish only).

When swimming with the employer or family members, one-piece bathing suits or swim shorts should be worn.听

Tip: Don’t forget to include mask听补苍诲 other PPO requirements when writing your dress code.

Our Recommendations

Scrubs

Scrubs are a great choice for nannies, baby nurses and housekeepers alike; they’re comfortable, durable, and easy to wash. For simple scrubs in a variety of colors, we love听; the company is popular among both healthcare workers and nannies.听听is another solid brand available in many colors; they also offer a听听for a more polished look. For children with particularly sensitive skin, it is not uncommon for families to keep scrubs in the home that are washed in a specific detergent that will not irritate the child; in this situation, the staff would report to work, change into scrubs, and change again before leaving.

Collared Shirts & Dress Pants

For simple polos with the option of customizing with your monogram, logo, or family crest, we love Land’s End, which offers options for both听听补苍诲听. Depending on the employee’s position and the season, these can be paired with听听for men 辞谤听听for women.听For a step above polos and khakis, we suggest crisp long sleeve oxford shirts f辞谤听听补苍诲听; again, Land’s End offers customizable options in a variety of colors.

Traditional

For those looking for a more traditional, formal look for a housekeeper, consider听听辞谤听听补苍诲 a听. For housekeepers and chefs alike, we also love听. Butlers and chauffeurs tend to be the most formally dressed members of staff in a home; both butlers and chauffeurs typically wear a suit and tie each day – although some families choose a more casual tone for their dress, particularly when there are no guests in the home.

叠别蝉辫辞办别听

For estates with a large staff seeking a fully customizable, high-end option, we recommend听. In addition to designing uniforms for top brands, including听Sotheby鈥檚, Fortnum & Mason, NoMad, and the Mandarin Oriental, the luxury company designs for private homes.听. The company offers two types of products:听听补苍诲 a听. We love the company for its rich attention to detail, modern yet timeless looks, and quality materials.

Further Resources

Related Blog Posts

Introducing a New Staff Member to Your Home

Top Mistakes Employers Make When Hiring Household Staff

How to Retain Household Staff: Tips for Employee Longevity听

What Is The Process For Hiring Household Staff?

Tips For Traveling With Your Household Staff

Household Staff & Taxes: Your Questions Answered

If you have additional questions, don’t hesitate to contact us here.

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How can a personal Assistant help?

Too many busy individuals feel they have to handle everything themselves – however, when you find the right person, with a little training, you can delegate a large variety of tasks to save yourself time and energy. Hiring a personal assistant is one of the best investments you can make in yourself. The team here at British American can help you find the right fit, whether you’re looking for a personal assistant or a family assistant, full-time or part-time.

What does a personal assistant do?

Duties vary from overseeing calendars and schedules, organizing travel, paying bills and managing investments, event planning, various errands, project management, and even assisting in an office setting.

The personal assistant may take on similar tasks to a house manager.听 These tasks include hiring and training other household staff, bookkeeping, and managing vendors.听 Above all, a personal assistant must be able to evolve as the needs change and assist with a variety of tasks to make busy lives easier.听 A personal assistant must be highly discreet, excel at multitasking, and have extensive experience in a formal, private, and busy residence.

Personal assistants typically do not take on tasks of other household staff, such as cleaning, cooking, laundry, or childcare. If you think you may need these services, consider dividing the role into two separate positions or hiring a family assistant, who may be able to take on some childcare.

We have both part-time and full-time personal assistants on our roster in the U.S. and internationally. For the most flexibility, hire a full-time candidate who is able to to work the hours that best suit your needs – these may change week to week and the candidate should be able to adapt. In most cases, part-time candidates require a set schedule and guaranteed minimum number of hours per week.

Before hiring a PA, consider the following questions:

What do I need help with? How much help do I need?听

What’s my budget? What benefits can I offer?听

Do I need part-time or full-time help? Should they be with me in-person everyday or can some work be done remotely?听

Would it make my life easier if this person had the flexibility to travel with me?听

Should this person be comfortable around pets?听

Should this person be comfortable around children?

Thinking about these questions will help you gain a better understanding of your needs; our recruiters are here to help guide you through your options.

What are the benefits of hiring a personal assistant?

Enjoy a Better Work-Life Balance

A personal assistant can help you achieve a better work-life balance by taking small but time-consuming tasks off your plate. Let the assistant handle errands, schedule appointments, manage vendors, and do the first round of interviews for new staff while you find more time for your priorities. Personal assistants can also help you enjoy time away from work by handling small things that pop up while you’re traveling so you can focus on your leisure time.

Schedule Smarter

A good personal assistant will manage your entire calendar and appointments for you. They will gain a good understanding of how booked and busy you prefer to be and manage your days for you. They will schedule, cancel, and move meetings as necessary.

Stay Organized

Busy professionals have a lot to juggle between work, personal life, management of staff, and travel. A personal assistant can make sure you stay on top of things and plan ahead – they can save you time, money, and energy by keeping your schedule and home organized. Let someone else schedule annual maintenance and regular appointments, manage vendors, check in on staff, pay bills, and more.

Eventually, once the personal assistant gets to know you and your habits well, he or she can take over more and more tasks. They can answer simple emails for you, run errands, buy and wrap gifts, organize travel, and generally problem solve for you. The role is highly customizable to meet your needs – the duties of every personal assistant will look different to meet the needs of the principal.

Learn more about hiring a personal assistant here.

Related Blog Posts

5 Ways a Personal Assistant Can Make Your Life Easier

What Is the Process of Hiring Household Staff?

Hiring Multiple Domestic Staff: Why You Don鈥檛 Want One 鈥淛ack-Of-All-Trades鈥� Employee

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