Background Checks for Nannies - Guidelines

Before using Find The Best Nanny (FTBN), all applicants and employers are asked to agree to abide by our minimum recommended practices for safety. FTBN safety standards have been adopted from the International Nanny Association, the premier non-profit association representing professional, responsible caregivers and agencies throughout the world. Since FTBN cannot verify the accuracy or actions of either applicants or employers, we do not personally perform reference checks or background checks. To ensure your safety please follow the recommendations listed below. FTBN depends on the honesty and integrity of both applicants and employers and expect that they will make every effort to make a safe employment and hiring decision. Before you begin your search you will be asked to agree to the following recommended practices.

1 Application Process

• Families: Accurately and truthfully describe job duties and responsibilities, working and or living conditions, hours, salary and benefits.
• Applicants: Accurately and truthfully describe their true identities, list all related job experiences, education and other work history. Provide references, names and telephone numbers as well as any possible limitations relating to job performance.

2 Interviews

• Families and Applicants: Interviews by phone or on-line should be considered preliminary interviews for the purpose of introduction and pre-screening. Actual job interviews should be conducted face-to-face. Families and Applicants should conduct interviews using the interview questions provided by FTBN found on your personal user page or other similar questions to learn necessary details about each other before making an employment agreement.

3 Reference Checking

• Families and Applicants: Utilize FTBN reference checking forms or similar reference checking forms before making an employment agreement.
• Families should check at least 3 of the applicant's employment references and verify education and work history.
• Applicants should check employer's personal references as well as speak to employer's previous employees.

4 Employment Negotiation and Written Employment Agreement

• Family and Applicant: Utilize FTBN employment agreement or a similar household employment agreement in order to accurately understand and agree to the conditions of the position. FTBN recommends that all terms be agreed upon in the form of a written work agreement. At a minimum, a work agreement should include: job duties, expectations, household rules and regulations, hours and days on duty, salary and payment frequency, benefits, overtime, holiday and vacation policy, probationary period, frequency of work agreement review, terms of termination and grounds for dismissal.

5 Background Investigations

• Families: Conduct background investigations before concluding the hiring process.  Background investigations should be done by a reputable agency. See Background Checks on FTBN site.
• Applicants: May purchase their own investigative checks to complete their portfolios and attract employers. Applicants may also conduct background investigations on employers to assure their own safety. Background investigations should be done by a reputable agency.  See Background Checks on FTBN site.

6 Employment Tax Law

• Family and Applicants: Understand that there are specific laws that apply to household employment. Employer is responsible for withholding and filing all pertinent employment taxes. Please see FTBN Payroll and Tax Service.

7 Mutual Respect between Family and Applicant (Employee)

• FTBN recommends that employers and employees respect each other regarding both professional responsibilities and right to privacy. Employer should also respect that employee will have a life outside of the job and should not impose on private time. Similarly, employee should respect the employer's directions and rules regarding their privacy and their home. See FTBN Making the Relationship Work.

8 In the event of Unsuccessful Match

• Family: FTBN recommends that the employer inform the employee of any problems as they arise. It is the employer's job as the manager to offer constructive criticism to the employee.
• Applicant: If an employee feels that the position is deviating from the employment agreement, the employee should talk to the employer about reviewing the agreement.