Nanny&Me

Here's me circa 2018!

About two years ago, our former live-in nanny moved out and finished her time with our family. It was a great learning experience having her work for us and one that I am glad I was able to share in such detail on this blog. I still have lots more to share about my takeaways from that experience (coming soon).

We had our second child in 2016 and I decided to take an extended maternity leave and stay at home with the kids for two years. I had the BEST two years of my life. I enjoyed every moment with the kids, and was able to do some stimulating consulting work on the side as well.

This fall marked the beginning of kindergarten for our eldest and I knew in my heart that I was ready for my next chapter. I have decided to return to work this fall.

I cannot wait to share many more childcare experiences with you! My eldest, Logan, went to preschool a couple of mornings/week for two years while I was off. I have so much to share about considering a program like that for kids even if you are off with children or have a nanny who is home with them. Audrey, our youngest, just started in the same preschool yesterday and I can already tell that it's going to be amazing for her!

Logan & Audrey

This time around we're doing things a little differently. I have some flexibility to work from home so I will do some afternoon preschool/school pick ups on those days and work a longer day with some parenting responsibilities threaded in throughout. On my office days, we are looking for help with the kids in addition to some cleaning and cooking.

Alas, finding a part-time nanny is no easy feat and we know this, but we are confident that the stars will align, and we will either find someone whose lifestyle fits a part-time job or find another family who is seeking a nanny share.

Are you or someone you know our future nanny??? I have attached our job post, so readers in the Toronto, please feel free to share!

My plan over the next year is to expand the blog to include more information on all things childcare, not just nanny. That is to detail our experience with preschool, and interview families with live-out nanny arrangements, home care etc. The focus will still largely be placed on helping you to find and keep a wonderful nanny, but I'll sprinkle in some other creative ideas too! (like our current one of blending preschool with a part-time nanny).

• Make sure you are on budget.  When adding up the costs, include your nanny’s net (after tax) amount, the amount that needs to go to the Canada Revenue Agency (CRA) – and don’t forget the employer portion of CPP and EI, any Workers Compensation Board (WCB) premiums, and any benefits you are providing to her such as a bus pass.

• Have an employment contract in place – better safe than sorry!  Outline things that may even seem obvious like work duties, hours, vacation time/pay, and how much termination notice (or pay in lieu of notice) you will provide.  You can always use an employment lawyer to help create the contract!

• Review Employment Standards in your province to ensure that you are meeting the minimum requirements for wages, overtime, termination notice, vacation, and the list goes on!

• Open up a business account for the payroll deductions with the CRA.

• Provide your employee with a pay statement each pay period.  The information required on a paystub is provided by your provincial Employment Standards.  Common requirements include employer and employee names and addresses, the salary breakdown (gross, all deductions, and net), the hours worked, and dates of the period that was worked.

• Have the T4 to your nanny, and both the T4 and T4 summary to the CRA, by February 28 of the calendar year following payroll.

• Check in with your nanny regularly to ensure that you are on the same page with regard to the care of your family member(s).

• Make sure you pay your nanny correctly and on time, every time.

• Be sure to pay out any vacation pay that the employee has accrued but not taken as paid time off.

• If you no longer require the services of a nanny, be sure to stick with the termination notice, or pay in lieu of notice, as outlined in your contract.

• Provide your employee with a Record of Employment (ROE).  This is mandatory regardless of whether an Employment Insurance (EI) claim is going to be made.