Child care providers are essential. This is not news to us or to nannies and babysitters everywhere. However, the country is starting to take notice of just how essential quality child care is and how disconnected it is from our economic safeguards.
The government just signed the Families First Coronavirus Response Act (FFCRA) into law. It provides paid leave and emergency paid sick leave—which is a great thing, but only for those who are paid legally by their families. It’s no secret that many families pay their nannies and babysitters under the table to avoid the work and taxes that go along with it. This unfortunate truth is now being thrust into the spotlight and we want that spotlight to be as bright as possible.
Nanny and Babysitter Contracts Are Important
Having a caregiving contract with every family you work with is essential. It establishes clear guidelines for paid sick leave if you can’t work and guaranteed hours to lock in your income regardless of the family’s schedule. If you currently have contracts in effect, be sure to review them to make sure the families are following them. If you don’t have contracts in place, now’s a great time to construct one to use in the future.
Our friends at GTM Payroll Services are here to help. We’ve got their details below on being a household employee and the new benefits you might have access to.
Can I Claim Unemployment If I’m A Nanny or Babysitter Who Has Been Paid Under the Table and Out of Work?
If you haven’t been paid legally, it isn’t too late to qualify for unemployment and other benefits. Your families can pay their required back taxes and start paying legally moving forward to make it happen. GTM Payroll Services can help them with this.
What If I’m A Nanny or Babysitter Who Has Been Paid Legally?
What If I Develop Coronavirus Symptoms or May Have Had Contact With Someone Who Does?
If you have coronavirus symptoms or have contracted the disease, you need to stay home. This will help stop the spread of the virus and keep everyone safe.
There are ways you can still receive pay while not working:
- Review your work agreement for paid time off and sick days. You can use that paid time while you can’t work.
- The recently passed Families First Coronavirus Response Act (FFCRA) also provides paid time off for employees who can’t work due to the coronavirus.
- You may be eligible for disability insurance (applies to workers in California, Hawaii, New Jersey, New York, and Rhode Island).
- Your city or state may also have a paid sick leave law that could provide you with benefits.
Do I Qualify For Paid Benefits Under the FFCRA?
The FFCRA is made up of two parts: the Emergency FMLA Expansion and Emergency Paid Sick Leave. The law goes into effect on April 1, 2020. You could be eligible for the following paid leave:
- Up to 2 weeks of sick leave (full pay for self and 2/3 pay to care for family member) for illness, quarantine or school closures.
- Up to 12 weeks of Family and Medical Leave Act (FMLA) for school closures (10 days unpaid and then up to 10 weeks at 2/3 pay)
Employers with less than 500 employees must comply with the FMLA expansion, and employers with less than 50 employees may be exempted. Healthcare providers and emergency responders may also be exempted. All other employees who have worked for their employer for at least 30 days are eligible.
All employees, regardless of their tenure, are eligible for the Emergency Paid Sick Leave.