Your home is a busy place and hiring staff to keep things running seamlessly can be incredibly helpful. If you’ve never hired an employee to work in your home full-time, there are some important things to keep in mind. Namely, your employee is exactly that: an employee. That means there are some rules that you’ll need to follow and be aware of.
Mistakes to Avoid
Underreporting Wages
Whether it’s a live-in nanny, a housekeeper, private chef, chauffeur, or another type of household employee, when you hire staff for your home, you are required to pay them legally. Paying them ‘off the books’ or ‘under the table’ is against the law and if you’re caught, you could be forced to undergo a state audit which could yield hefty fines or penalties. Not to mention, underreporting or not reporting wages at all will have an impact on your employee’s unemployment benefits should they need to file for those – and it can also cause issues for Social Security income later.
We recognize that setting up tax and payroll details can be difficult to follow or understand. So, once you find the right person to hire after working with our team at Household Staffing, ask us about our household payroll and tax company partners. They can ensure your employee is paid on time with appropriate taxes withheld.
Not Creating and Signing a Detailed Work Agreement
Having a detailed work agreement ensures that there is no confusion about duties, pay, or other important specifics related to the person’s employment with you. Be sure to include these things in your work agreement:
- Wages and benefits information: paid holidays, sick days, vacation days, or other paid time off details should be included here. In addition, list any benefits that the employee gets sch as health insurance, travel, gas, or tuition reimbursement, or retirement benefits.
- Job responsibilities: Write a detailed job description and include this in the work agreement. If you need to adjust some of the job duties down the road, have that conversation with your employee before making any changes. The work agreement should be a living document that can be adjusted by both parties as required.
- Privacy or security details: Include any specific rules or details surrounding privacy or security at your home. Are there specific alarm codes or passwords that they need to know about? Or perhaps you have rules related to what they can share on social media about their role in your home. Include these details and be sure your employee can ask questions and then be sure they are on board. Some households expect employees to sign a confidentiality agreement or non-disclosure agreement. If that’s the case, be sure you have your legal advisor review everything before requiring a signature.
Neglecting Communication
Good communication is the key to any solid working relationship. So, from day one, be sure your employee knows you are available to discuss any issues that come up or to answer questions as they arise. If you aren’t the point person and your household manager or other staff member is, be sure you let the new employee know who they can talk to.
Also, be sure to conduct regular check-ins or reviews with the employee. It is common to have 3-month, 6-month, or one-year reviews, which go over the employee’s job duties, performance, and long-term outlook. If the employee is doing a good job, it’s customary to provide a bonus or a salary increase at this time. Keep in mind that open dialogue helps build rapport and helps foster a culture of growth and respect as they navigate their new position in your home.
We Can Help
Ready to start your journey to hiring a robust team of qualified and experienced in-home staff for your home?
Our team at Household Staffing has three decades of expertise working with homes of all sizes across the country. No matter what type of employee you seek, we will listen to your unique requirements and help find and place the best employee possible in your home. Call us today to get started!
