Updated 03.23.2020 4:02 pm MST.
At Kiddie Up Nannies, the health, safety, and wellbeing of our clients, nannies and community is our top priority. As we continue to monitor the situation with COVID-19, we have taken numerous steps to be extra vigilant. While our offices are physically closed during this time, we remain fully operational and open for business, available remotely to help in any way we can. If you have any questions, please contact us for direct assistance on this topic.
If you’re a parent, you’re panicking. If you’re a human, you’re panicking. If you live under a rock, maybe you’re not panicking. Point is, pretty sure we’re all panicking and doing our best to stay up to date and learn as much possible in respect to how COVID-19 will affect our families. Here at Kiddie Up Nannies, we have received a ton of questions. To help educate and support our families, we’ve summed up the frequently asked questions here.
Q: Can nannies still work? Are they considered essential employees?
A: Some nannies are permitted to work. Per Governor Polis’s executive order, nannies are able to provide childcare services and considered essential employees if they reside or work outside of Denver city limits. Monday, March 23rd, 2020, Denver’s Mayor Michael Hancock, issued a “Stay at home” executive order. This order states nannies are now not considered essential employees unless they are providing care for children who’s parents are essential employees defined in the newly released Executed Public Health Order 03.23.2020.
Q: Are nannies still available and wanting to work?
A: YES!! We are experiencing a surplus of availability from nannies, teachers and childcare workers. The additional availability is a result from school and daycare closures in addition to parents’ working from home.
Q: Is Kiddie Up placing permanent nannies?
A: Absolutely. We have not seen any decline in permanent positions. In fact, we are seeing a higher volume of interest and a quicker turnaround time.
Q: Is Kiddie Up placing temp nannies?
A: With increased precaution, followed by extra procedures, we continue to place temporary nannies. Kiddie Up Nannies will not place a nanny for sick children or if someone in the home has any symptoms of illness.
Q: What is your cancellation policy?
A: Due to the need and high number of temp requests, Kiddie Up Nannies requires the temp fees to be paid at the time the request is made. If the request is cancelled, fees are forfeited. Fees are nonrefundable and are not able to be used as credits for future needs.
In the event the family cancels with less than 24 hours’ notice, the nanny shall be paid for the originally scheduled time. If 24 hours’ notice is provided, the nanny’s compensation is not owed.
If a nanny cancels with less than 24 hours’ notice, we promise to do our very best to substitute the nanny; although, we cannot promise we will be able to do so. If a nanny provides more notice, we will replace the nanny with a different temp.
Q: Can I book a temp for my child who is sick?
A: Kiddie Up Nannies will not place nannies for sick children or if someone in the home has any symptoms of illness.
Q: Do I have to pay my nanny for absences?
A: Refer to your Nanny Service Agreement or contract. Under normal circumstances (assuming your contract states you are guaranteeing hours), if a family requests a nanny not to work, the time should be a paid absence. The exception- if there is a force majeure clause. Although rare, if there is a force majeure clause, the guarantee is void due to a Pandemic.
Q: Do I have to pay my nanny the 14-day quarantine sick leave?
A: Congress just passed a law that if you employ less than 50, the government will pay (or reimburse) the 14-day quarantine sick leave for your employee(s). Household employees included. Please note, if you are not withholding taxes, consider this further.
Q: Do I need to show proof that my nanny is an essential employee?
A: We recommend providing your nanny with an Essential Service Employee Certificate to keep on hand. Click this link to download and complete the Essential Service Employee Certificate.
Q: I don’t feel my nanny is taking this seriously, what do I do?
A: The first step is to speak to your nanny and be as communicative as possible. Schedule a phone or video call and address your concerns in addition to welcoming their thoughts.
As the employer, you have the right to implement policies and protocols. This can include where your nanny can travel, who your nanny is exposed to, etc. We recommend executing the CDC’s (Centers for Disease Control and Prevention) advisement regarding prevention and community spread. Click here to learn more.
Furthermore, in the instance you feel your nanny needs to self-isolate or self-quarantine, mandate your nanny to do so. To understand isolation and quarantine more, click here.
Q: How do I know if my nanny is quarantined appropriately or who are they are exposed to?
A: You don’t know. Referring to the previous question, communication is essential. Communicating, implementing strategies and trusting your nanny will be the only way to get through this. #weareinthistogether
Q: Do I have to keep my nanny during this pandemic?
A: No, you are not required to employ your nanny during this pandemic. You can terminate employment by following the terminating clause or clauses defined in the Nanny Service Agreement. If using an agreement provided by Kiddie Up Nannies, as the employer, you will need to provide your nanny with 4- or 6-weeks paid notice. The nanny does not need to work this entire duration, but you must pay the entire notice defined.
In addition, a family may choose to temporarily furlough their nanny for many reasons including:
- recent exposure to infected or potentially infected individuals;
- mild illness, not wishing to potentially infect your family;
- the family’s need to self-quarantine;
- a parent’s recent temporary furlough from their employment.
The Fair Labor Standards Act (FLSA) does not require an employer to pay a non-exempt employee for time not worked. Bear in mind, however, that a family may have a legal obligation based on the Nanny Service Agreement or contract.
If the nanny has no guarantee, or you made the decision to furlough or terminate employment, the nanny should immediately initiate an unemployment claim.
Q: What does the Families First Coronavirus Response Act mean for employers?
A: Please familiarize yourself with the entire Families First Coronavirus Response Act. Kiddie Up cannot offer legal advice or speak on specific employment laws. With that being said, we want to highlight a few areas as we feel it pertains to nannies.
- Employees of employers with fewer than 500 employees, who have been on the job for at least 30 days, have a right to take job-protected leave under FMLA for up to 12 weeks if they are caring for a child (under the age of 18) if the school or place of care for the child has been closed, or the childcare provider of the child is unavailable, due to COVID19 precautions.
- The first 10 days of leave may be unpaid, though an employee could choose to use accrued vacation days, personal leave, or other available paid leave for unpaid time off. Following the 10-day period, employees would receive a benefit from their employers that will be at least two thirds of their normal pay rate.
- The family leave pay is capped at $200 per day and $10,000 in total.
- Employers of health care providers or emergency responders may elect out of providing paid family leave to these employees.
- Employers with fewer than 500 employees must provide employees with two weeks of paid sick leave if applicable. Please review the entire EMERGENCY PAID SICK LEAVE ACT (SECTION 5102) to learn if this pertains to you.
Q: What is my nanny does not want to work?
A: If your nanny does not want to work or refuses due to the fear of COVID-19, we courteously ask you to respect their wishes. This time can be unpaid, or the nanny can choose to use PTO (if applicable).
Q: How are interviews being handled?
A: We are asking families and nannies to utilize virtual means of interviewing whenever possible.
For more information & resources pertaining to the Coronavirus, visit the Colorado Department of Labor and Employment (CDLE) website.