Los Angeles Nannies makes it easy for parents to get their onto nanny payroll through our partnership with Home Work Solutions. Home Work Solutions will walk you through the process to make it as painless as possible. Below are some commonly asked questions regarding putting nannies onto payroll; click here to read more.
A FEW TOP TIPS FROM HWS
VERIFICATION OF WORK ELIGIBILITY
All U.S. employers are required to verify a candidate’s employment eligibility using Form I-9.
FAIR LABOR STANDARDS ACT (FLSA) COMPLIANCE
Maintain accurate and contemporaneous records including time tracking , gross pay calculations, and detailed records of all deductions from the employee paycheck
You are not required to provide employee health insurance, however there are financial and retention advantages to contributing some or all of your employee’s health insurance premium. HWS is happy to discuss this with you.
HWS WILL HELP YOU DO THE RIGHT THING
HWS knows that most families want to pay their household employees legally and insure that the employee receives workers compensation and unemployment insurance protections. You also want to establish a principled relationship with your employee who is caring for and interacting with precious family members. Getting the relationship started on the right footing, including complying with legal and tax formalities, helps set the tone for the relationship.
CLASSIFICATION IS THE KEY
You become a household employer when you hire an individual to perform duties and provide services under your direction in your private home. Generally, these workers are your employees, not independent contractors. Failure to properly classify the worker and make the appropriate employment tax filings and payments is considered tax fraud by the IRS. HomeWork Solutions is here to help.
IS A NANNY CONSIERED AN EMPLOYEE?
Yes, a nanny is considered an employee.
CALIFORNIA LABOR LAWS
need to know
Household employees in California are covered by both the FLSA and California IWC Wage Order 15 and are non-exempt, hourly employees, paid at no less than the minimum wage.
All personal attendants and other live in domestics are entitled to overtime calculated at 1.5 times the hourly rate for hours worked over 9 in a single day or more than 45 in a defined 7 day work week. Live-out domestics are entitled to overtime for more than 8 hours in a day or 40 in a week. Double time may be required for shifts longer than 12 hours. There is NO deduction for sleep time on 24 hour shifts.
You are required to provide your California household employee a pay stub every pay period that includes hours worked, hourly pay rate, and itemization of all payroll tax deductions.
California allows you to pay your household worker daily, weekly, bi-weekly or semi-monthly, and does not permit monthly pay cycles. Pay upon involuntary separation is due immediately, and within 72 hours for resignation.
California requires household employers to carry Workers’ Compensation Insurance. This is typically an endorsement in a California homeowner’s insurance policy.
California requires that all employers provide up to 3 days of paid sick leave per year. Meal and rest breaks are mandatory, but may be taken “on duty” and paid. Please note that California household employers who DO offer paid time off must allow unused accrued hours to carryover from one year to the next.
CA requires near-immediate payment of income tax withholding upon meeting certain thresholds set by statute. Currently, an employer has 15 days to make a payment after accumulated taxes meet the state threshold. As such, HWS can only guarantee compliance through our Complete Payroll service level.