Family Frequently Asked Questions

• Expertise – We have 20+ years of experience in this industry. CTR Nanny placement specialists know how to recruit, screen, train, and present quality candidates to you.
• Saves hours of time – You shouldn’t have to wade through a myriad of resumes from some online database. We will provide you thoroughly vetted candidates who already meet or exceed your requirements. Our process allows you to concentrate on your family and work while we dedicate our efforts to filling your position.
• Safer alternative – Your privacy is especially important. We protect your information (your name, children’s names, address, etc.) until we’ve thoroughly vetted the candidate and you’ve decided you want to move forward with them.
• Dedicated placement specialist – Your placement will be handled by someone who has been assigned to you. He/she will be your point of contact and will guide you through the entire process. The team of professionals at CTR Nanny will be involved as to offer support and guidance as needed.
• Extensive screening process – CTR Nanny has a 20-point screening process prior to ever presenting a candidate for your review. Our background investigation is FSLC compliant and our standards are the highest in the industry. Here are just a few of the points we check:
  • Criminal Background Investigation
  • Sex Offender Registry
  • Driving Record
  • Reference Verification
  • Social Security Number Verification
  • Social Media Review
  • National Wants and Warrants
  • Education Verification

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• Interview coordination – We will coordinate and schedule interviews with your chosen candidates on the phone, internet, at your home or agreed upon place. After each interview, your placement specialist will speak with each party and report any feedback. When you’ve decided to move forward with a candidate, your specialist will discuss next steps with you.
• Education – CTR Nanny will make sure you understand your role as an employer. Tax and payroll obligations, employment agreements, confidentiality agreements, establishing a written schedule, and so much more! We’ll keep you informed regarding changes in the domestic staffing laws and regulations, new trends, educational and social opportunities for your care provider, and timely childcare advice.
• Support – Our entire team will support you throughout your hiring journey; however, it doesn’t stop there. Your placement specialist will follow up with you frequently to make sure you are happy. We’re happy to offer expert advice, give referrals when needed, and even mediate any problems you may be having.

This fee covers some of the costs incurred before and during the candidate search. There is time and labor involved in setting up your family profile, the work order, advertising, interviewing, and background screening. These services are performed regardless if you ultimately hire a candidate from Choose The Right Nanny.

• Suggested interview questions
• Guidelines for employment of candidates
• Expert advice regarding industry trends, hourly rates, benefits, & salaries
• Sample employment agreements
• Negotiation of Salary and Work Agreement details
• Nationwide recruitment tools & relocation advice
• Referrals to specialized tax and payroll professionals
• Post placement follow up with both parties
• Provide continuing education opportunities
• Educational information on a timely basis

According to the IRS “Nanny taxes are Social Security and Medicare (FICA) taxes, and you’re legally obligated to withhold them from your employee’s earnings if you pay them $2,200 or more in calendar year 2020”. If you hire a household employee and pay them directly, they are your employee. The short answer is Yes, you must pay payroll taxes. You may have heard from friends that they do not pay nanny taxes, instead choosing to pay them “off the books” or “under-the-table”. This practice, while common, is illegal and there are significant risks associated with it.

Paying your nanny legally is the right thing to do. When you and your nanny agree to pay ‘off the books’ you are mutually agreeing to break the law. What message does that send to your nanny? Choose The Right Nanny encourages all families to pay fair and legally. In addition, there are severe penalties imposed by the IRS if it is discovered you didn’t pay taxes on your employee. CTRN employs our temporary team, and as such, pay all of the appropriate taxes.

For information regarding fair and legal pay, Learn more —–>

The Association of Premier Nanny Agencies (APNA) is a non-profit organization that supports and promotes best practices for nanny agencies in the United States and around the world. Since the nanny agency industry is largely unregulated, APNA members go through a rigorous vetting process of all documents, materials, and agreements to ensure they are operating ethically and within the law. Choose The Right Nanny is a proud member of APNA.

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The International Nanny Association (INA), a nonprofit organization, serves as the umbrella organization for the in-home childcare industry. INA members include nannies, nanny employers, nanny agencies, educators, and industry service providers. Since 1985, INA has worked to professionalize the industry by setting high standards for industry professionals and nanny agencies. INA leverages the expertise of industry professionals from around the globe to help increase awareness about the industry, to develop the professional skills of nannies, and to educate parents about the benefits of hiring a qualified nanny to care for their children. Choose The Right Nanny is a proud member of the International Nanny Association.

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• Permanent placement candidates may be found generally within 2-6 weeks, while more specific types of placements (i.e. Special needs, Mandarin speaking) may take longer.
• Specialty Care (Travel Nanny; Newborn Care Specialist; etc.) are usually booked months in advance so it’s best to start early; however, we’ll do our best to find the appropriate care for you when you need it.
• Back-up or Temp Care may be placed very quickly; however, you may incur rush charges if you need care within 48 hours.

The nanny’s primary responsibility is the care and safety of the children entrusted to their care. If time permits, they will certainly do children’s laundry, tidy, and organize children’s rooms and play areas, do children’s dishes, and wipe up counters etc. Parent’s laundry, ironing, dishes, and other household chores are not typically part of a nanny’s duties. If time allows, nannies may agree to do these additional tasks; however, you may wish to consider additional compensation. When the children are old enough to go to school, some nannies like to transition into more of a Household Manager position and take on more responsibilities.

As an employer, it’s important to understand how to appropriately pay your nanny (and other household workers) within the parameters set by the law. The Fair Labor Standards Act states that nannies must be paid for every hour they work, and live-out nannies are required overtime pay if they work over 40 hours a week. That means that paying your nanny a set salary stated in weekly or monthly wages is illegal; however, many families solve this problem by guaranteeing a weekly wage and stating it in FLSA compliant hourly and overtime rate language. Our payroll professionals are happy to assist you in this process.
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Please refer to your Client Services Agreement for additional information regarding our refund or replacement policy for your type of placement.

Refunds: We do not offer refunds on registration or permanent(long-term) placements.
Replacement: Long-term placements
In the unlikely event that a placement doesn’t work out, the first step is to evaluate the situation. Many times, it is a communication problem between the care provider and the employer. The first of weeks can be stressful, as both parties learn to adapt to each other’s personalities, learn the routine, and responsibilities. Our placement specialists will provide guidance, and even mediation to resolve the situation. When it isn’t possible to preserve the relationship, we will initiate another full search at no additional cost within the first 90 days of employment. Should the departure occur after 90 days, up to the first year, a portion of the fees paid will be applied to your next search.
Refunds: Temporary Services
All fees are charged once the service has been booked. Cancellations within 48 hours of the service, are non-refundable. Cancellations prior to 48 hours may be refunded except for a $20 service fee, or clients may choose to receive a credit toward a future service with no service fee. Premium Care Membership clients who cancel within 24 hours of the service, are non-refundable. Cancellations prior to 24 hours may be refunded except for a $10 service fee, or clients may choose to receive a credit toward a future service with no serve fee charge.
Replacements: Temporary Services
If a temporary service provider is not acceptable to the client or cannot provide the appropriate service, CTR Nanny will attempt to find a suitable replacement as quickly as possible. If a provider is not available, clients may receive a credit toward future services. Refunds may be provided on a case by case basis.

Most families hire a live-in nanny (or other care provider) because they have a challenging work schedule, or simply for their convenience. Certainly, some flexibility is expected when you hire a live-in; however, it is best to have a written schedule with an agreed upon number of hours, even if it changes frequently. An example might be a two-parent family where both are physicians and have a schedule rotation. In this situation it would be best to prepare a written schedule for the next two weeks. It is especially important that your care provider can plan activities as they relate to them. They need a break from their job just like most people to maintain a healthy work/life balance.

Read more about Hiring a Live-in Learn more –>

It depends if he or she is truly off or not. You should ask yourself these questions:

• Is the nanny is expected to be available for emergencies, for example, a child becoming sick or injured while at school, or the school decides to close early due to expected weather?
• Is the care provider able to take a class or schedule appointments without regard to your needs?
• If your child is asleep who is responsible to care for them if they awaken or if there’s an emergency? Here’s an example, you’re on a date and the nanny puts the children to bed. Is the nanny free to leave and pursue other endeavors?

In most situations like these, the nanny would be responsible to care for the children. If there is an expectation that the nanny will handle these types of emergencies, they should be paid for all hours where there is a reasonable expectation that in an emergency, the care provider would be responsible for the children’s care.

Guaranteed hours are specific hours that you guarantee that your nanny will be paid for, so she can rely on a consistent paycheck. For example, if you guarantee that your nanny can work 40 hours a week with your family, but sometimes you don’t need her for all of those hours, you still must pay her for those hours worked, regardless if she works them or not. Learn more ->

• Governess: A Governess has a college degree and years of experience working with children. He or she can provide a fully private education or home school, tutor, attend educational conferences, and coordinate private school attendance. They may also be responsible for purchasing children’s clothes and all aspects of childcare when parents are away for extended periods. Governesses may live in or out. Salaries are varied based on the experience, requirements, number of children, location, accommodations, and other considerations.
• Newborn Care Specialist: The Newborn Care Specialist has years of experience assisting new parents with all aspects of care for a baby. This may include feedings, bathing, washing clothes and keeping the nursery clean. She is not responsible for care for the mother or any household duties outside of the nursery, though she will assist with feeding suggestions. These tend to be temporary jobs, with NCS usually working 12 or 24-hour shifts for a duration of 2 weeks to 3 months. Salaries are based on the individual NCS’s fees. They can range from $25-$50 per hour or may be by the day at $200+ per day.
• Doula: A Doula is maternity care specialist who cares for the convalescing mother (preceding birth or post-partum) and is a knowledgeable care giver with years of experience. She can also advise the expectant couple with making a birth plan. The Doula will assist the mother with her meal preparation, bathing, and preparing for the birth experience. A Doula is also a lactation specialist and can assist the mother with breastfeeding holds, techniques, and care. These are usually temporary daytime jobs and Doulas typically work 8-10-hour shifts. Salaries and fees vary based on the location, type of services, and other considerations. Typical rates can be anywhere from $20-$80 per hour. Some doulas charge a set rate to attend a birth.
• Personal or Family Assistant: A personal assistant is responsible for keeping up with the social and professional demands of an employer. Duties may include keeping track of agendas, arranging for reservations, event planning, travel bookings, secretarial responsibilities, shopping, and running errands. A family assistant does much of the same; however, their focus is on the family schedule, appointments, events, travel shopping, household inventory, organization, scheduling car maintenance, coordinating workmen, receiving packages etc. Hourly rates vary based on many factors. $20-$50 per hour.

Household or Estate Managers: Primarily a chief administrator, the Estate or Household Manager assumes a leadership role for managing the staff and services for one or more homes. This may include interviewing and supervising all contractors, attending to the proper care of automobiles, wine cellar and other functions and managing accounts. Annual Salary Range: $60,000 to $160,000+