Morningside Nannies was far more professional and focused than the other agencies. They listened to my request and responded promptly. I feel very fortunate to have such superb childcare and appreciate the luxury of returning to work with-out worry.
Morningside Nannies blew the others away!
I liked the fact that you screened the candidates before sending them to us, rather than sending the candidate to me before I knew anything about them, like happened with (name withheld), your competition.
I had an emergency situation and had a nanny sent over for the following day. I am so pleased with the service provided by Morningside Nannies. My son immediately fell in love with the nanny assigned to us. We couldn’t be happier.
The first person you recommended met my needs perfectly.
I have used two other agencies, both were difficult to work with and did not live up to their promises and Morningside Nannies did.
I just wanted to let you know that Elizabeth is fantastic! She is great with the boys, and so helpful with such a calm and pleasant way of being. We are so happy with her.
Indera is just wonderful. She is always happy and clearly loves her job. She is kind and fun and as for the practicalities, she is always on time and very flexible.
I trust Morningside Nannies & their research into their nannies more than any of the other seven agencies we talked with. The checks are reliable and the quality of nannies was superb. The process of finding a nanny was handled quite professionally.
Objective and professional with an obvious personal touch, small but important comments about each person.
In the Houston area, nannies generally earn from $16 to $18 per hour, however depending on the job requirements and nanny’s qualifications, the hourly rate could rise to $20 per hour particularly for competitive positions such as for part-time after school jobs. Newborn Care Specialists set their own rates and typically charge $30 to $35 per hour.
When discussing salary, it is important that both parents and nannies clarify that they are communicating in gross wages, or earnings before taxes are taken out. Doing so helps to avoid misunderstandings with regards to salary expectations. Morningside Nannies always discusses wages in gross terms.
There are several important factors that determine a nanny’s earning potential. Like with other professions, the more experience and education a nanny has, the more her earning potential will be.
Nannies who have a college degree and nine years of full-time nanny experience can command a higher wage than a nanny who has two years of full-time nanny experience and no college degree.
Nannies who hold special licenses or certifications typically out earn nannies who don’t. Licensed teachers, counselors or nurses, for example, can command a hire salary than those without those certifications.
When it comes to a nanny’s worth, the quality of her references can affect the salary she commands. A nanny who has worked three long-term jobs, each with stellar references is worth her weight in gold.
Nannies who develop a niche and have significant experience caring for children with special needs or multiples can also command higher wages than those who don’t when competing for a job that requires the candidate to have an area of expertise.
Since room and board is included in the compensation for live-in nannies, they earn slightly less than their live-out counterparts. On average, live-in nannies gross $50 to $100 less per week than live-out nannies.
Household employees, including nannies, must be paid according to the Fair Labor Standards Act (FLSA). The FLSA dictates that families who hire a live-out nanny must pay her at least minimum wage for every hour worked and overtime for any hours worked over 40 in a 7-day workweek at the rate of at least 1.5 times her base hourly wage. While some states extended this requirement to live-in nannies, in Texas, live-in nannies are exempt from this overtime regulation.
To be compliant with the Fair Labor Standards Act, a nanny’s salary must be broken down into base and overtime wages.
Let’s say you pay your nanny $11.50 per hour. Based on a 48-hour workweek, she would be paid $11.50/hour for the first 40 hours and $17.25/hour for the eight overtime hours.
If your nanny is on a salary, you are allowed to manage overtime in a different manner. Let’s say you both have agreed to a salary of $600 for the 48-hour workweek. In this case, the contract should explicitly state that the regular rate of pay for the first 40 hours is $11.54/hour. The overtime rate for the remaining 8 hours per week is $17.31 per hour. Therefore, the total weekly salary is $600.
While it may seem superfluous to split the salary into regular and overtime rates, it is an important protection. There have been many lawsuits around the country brought by former nannies claiming families did not pay overtime. Unless overtime is explicitly addressed in writing, the judge will almost always assume overtime was not paid and force the family to pay back overtime wages plus interest.
For those families, it’s a very costly situation. The good news is it can easily be avoided with a well-crafted written work agreement.
While nanny employers are not obligated to provide any benefits, employers who wish to attract topnotch candidates typically do.
At Morningside Nannies, parents typically offer their nannies:
Some families may also offer:
Many families also provide their nanny with an annual year end bonus.
Nannies are paid 52 weeks per year. If your nanny is available to work but you do not require her services, she should still be paid her normal wages.