The ninth article, “IX. Transportation” is where we must document the amount of financial responsibility that the employer assumes for the transportation of the child`s nanny if necessary. Four choices are available here, check the box with the words “Provide A Vehicle To The Nanny”, “Reimburse The Nanny Their Transportation… Or “Not Provide Reimbursement” If none of these options is an accurate description of the employer`s role with respect to nanny transportation costs, then check the box with the inscription “Other” and then explain the transportation costs that the employer pays for on the empty line made available. The next element, which requires a definition, is called “X.” Other benefits” and allows you to choose several you can choose as many of these defined benefits as the employer intends to provide through this agreement, as needed or without. Each selection is assigned to an empty line in which you must define the benefit (depending on the policy, the name of the program, the amount, etc.). Many can be documented by this section “Health Insurance,” “Pubic Transportation,” “Parking,” “College Tuition” and “Mobile Phone.” This agreement requires us to clarify how the employer and the nanny want to manage the nanny`s days off. First, check either the “Paid” or “Unpaid” field in the “XI” Time-Off” article to document whether the employer will continue to compensate the nanny even if he is not working. If the “Sick Leave” nanny is allowed, mark the first box to contribute and note the number of sick “days per year” that nannies may have. Check the second box to indicate if the nanny is granted leave. If this is the case, you must also record the number of days off the nanny can take each year. If an “Other” leave is granted to the nanny, you must mark the last box in this article, describe the break time on the empty line provided first and the number of days allowed for this type of break on the second empty line in that choice.
In most, if not all, staff contracts, whose holiday theme (e) the nanny is not obliged to work will be addressed. First, check either the “Paid” or “Unpaid” field in the next point, “XII. Vacation” to consolidate whether the employer will compensate nanny for a leave of absence if he is not working. Then select the fields on the list showing the holidays on which the nanny may have a day off. The thirteenth article, “XIII Employment,” will clearly define the nanny`s tax status with respect to employment. If the nanny is a “W2 employee” (requiring the employer to follow tax codes such as social security and Medicare tax withholding), you mark the first box to contribute. If the nanny works as an “independent contractor” (i.e. the nanny will process her deductions and tax payments), check the second box. If the child is ill or unable to act and the employer is not available, “emergency contact” must be informed and perhaps make decisions about the child`s status.