Given the current health crisis, most of our clients have made the adjustment to working from home. *Should you choose to work with our payroll partner A $6500 minimum applies.ġ00% of the placement fee is due upon the offer letter signed by the employee. A one-time non-refundable placement fee of 20% of the candidate’s projected gross annualized compensation for the first year. Specialized searches: Chief of Staff, Housekeeper, Chef, Driver, and Security. Unless otherwise informed by you, we will default to the most common package, the Standard (16.5%), and charge the credit card on file. This package includes a 180-day replacement guarantee, the first month of tax and payroll service*, and one-hour conflict resolution with Dr. Plus: One-time non-refundable placement fee of 18% of the candidate’s projected gross annualized compensation for the first year. This package includes a 120-day replacement guarantee, the first month of tax and payroll service*, and one-hour conflict resolution with Dr. Standard: One-time non-refundable placement fee of 16.5% of the candidate’s projected gross annualized compensation for the first year. This package includes a 60-day replacement guarantee, the first month of tax and payroll service*, and one-hour conflict resolution with Dr. Once your preferred candidate accepts your offer of employment, you choose the fee package that best suits your family:Įssentials: One-time non-refundable placement fee of 15% of the candidate’s projected gross annualized compensation for the first year.
#Nannypay comparison registration
One-time non-refundable registration fee of $350. * National Domestic Worker’s Alliance (NDWA), Casa Latina, Hand in Hand Domestic Employer Network, Seattle City Council / Mayor’s office, Working Washington / Fair Work Center For more information on Covid trainings and guidelines for hiring a domestic worker, visit our Covid Employer’s Toolkit.We are kind of obsessed with safety here, and due to our designation as a third- party due diligence company, we have more flexibility to match families/nannies on Covid prevention practices than you do as a direct employer.Expectation management so you know your nanny’s rights and your responsibilities, no guesswork.25 years of advocating for sustainable nanny/family relationships.A diverse staff with personal experience working in the childcare industry (including a former licensed childcare facility director, former nannies, a certified MERIT instructor, and staff holding multiple graduate degrees in Early Child Education and Child Developmental Psychology).Our long-term goal is to bring all industry players together to collectively uplift this essential work.
As Childcare Collaborative Taskforce stakeholders, we have been working at the state level to bring affordable childcare legislation to Washington by 2025. The board is the first of its kind in the nation, and the Seattle’s domestic worker’s ordinance is the first city ordinance in the nation followed by eight other ordinances and two other city ordinances. We continue to drive improvements for worker conditions as sitting members of the city of Seattle Labor Standard’s Board.We are currently the only local nanny agency working to create industry guardrails by serving our community through appointed roles with the Seattle Office of Labor Standards and other community partners at the national, state, and local level.*.
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