Form 83: Child Care Agreement

A child care provider who takes care of your children in your house, either part time or full time, may live out (often called a caregiver or babysitter) or live-in (an au pair or nanny). The responsibilities of the position may vary widely, from performing a wide range of housekeeping services to only taking care of the children.

Use Form 83 to spell out your agreement about the child care worker's responsibilities, hours, benefits, amount and schedule of payment, and other important aspects of the job. The best approach is to be as detailed as possible.

Start by filling in your name, address, phone numbers, and other contact information for yourself (and a second parent if another parent will be signing the Child Care Agreement) and your child care provider. List your children's names and birth dates.

Here's some advice on filling in various sections of the Child Care Agreement:

Location and Schedule of Care (Clause 4). Provide the address where child care will be provided (typically your home) and the days and hours of care, such as 8 a.m. to 6 p.m. weekdays. Live-in nannies or au pairs often work some weeknights and weekends.

Beginning Date (Clause 5) and Training or Probation Period (Clause 6). Specify the date employment will begin and the length of any training or probation period, such as the first 15 or 30 days of child care. This is the time to make sure that the relationship will work for everyone involved. A training period helps your child care provider get to know your home and neighborhood and the exact way you want things done. If there will be no training or probation period, you can skip this clause.

Responsibilities (Clause 7). The responsibilities of the child care position may vary widely depending on many factors, including the number and age of your children; whether the child care worker lives in or out, and is full or part time; your family situation and needs; and the skills and background of the child care provider. In some households, particularly with infants and toddlers, the babysitter or au pair only takes care of the children and does not do housework, except for doing the children's laundry. In other families, especially with older children, the employee may function more as a housekeeper, cook, and chauffeur. You should specify the child care worker's responsibilities in as much detail as possible, including cooking, bathing, and personal care for your children, social and recreational activities (such as arranging the children's play dates), transportation (driving kids to and from school or practices), shopping and errands for the family, housecleaning, ironing, and laundry.

Example:
Here's an example of responsibilities for a live-in au pair taking care of an infant (Kate) and preschooler (Tom):

The child care provider's primary responsibility is to provide loving care of Kate and Tom. This includes playing with and reading to them, taking them to the park as weather permits, making sure they have naps as needed, and preparing their meals and snacks. The care provider will bathe Kate and Tom every other day, more frequently if necessary. Other responsibilities include driving Tom to "Baby Gym" twice a week, doing the children's laundry, and keeping their rooms tidy.

Wage or Salary (Clause 8). You should specify exactly how the child care provider will be paid, such as an hourly rate or weekly salary. How much you pay depends on many factors, including the number and ages of your children; the type of care provided and responsibilities; the number of hours, time of day, and regularity of the schedule; the experience and training of the employee; benefits such as room and board; and the going rate in your community. Before you fill in this section, be sure you understand your legal obligations when hiring an employee, such as minimum wage rules, as described above.

Payment Schedule (Clause 9). You can decide to pay your child care provider weekly (say, on Friday), twice per month (such as on the 15th and on the last day of the month), or once per month.

Benefits (Clause 10). In addition to payment, you may offer the child care provider any benefits you wish, such as paid vacations and holidays, health insurance, or sick leave.

Termination Policy (Clause 11). If things don't work out, the Child Care Agreement provides a termination policy that allows either the parents or the child care provider the right to terminate the agreement at any time, for any reason, and without notice.

Additional Provisions (Clause 12). Describe any additional terms of this agreement, such as a schedule for salary reviews, a no smoking policy, or a requirement that the child care provider take a first aid course.

Modifications (Clause 13). This agreement provides that any changes to it must be made in writing and signed by all parties to the agreement. This protects both the parents and the child care provider against misunderstandings over major issues that were agreed to verbally.

Signing Instructions

To make the Child Care Agreement valid, the parent(s) and the child care provider must sign it. (If you and your children's other parent are living in the same home and raising your kids together, it's best if both of you sign this document.) Print out two copies of the form. You, your children's other parent (if signing the form), and the caregiver must sign and date the form where indicated. Give one of the signed originals to the child care provider and keep the other for your records.

Form 84: Child Care Instructions

Use this form to provide important information for babysitters and child care providers, such as phone numbers of doctors, instructions about meals and naps, and other details of your child's care, including any allergies or health care conditions your child has.

The "temporary contact" section of the Child Care Instructions form (Clause 3) is the place to provide information about where you can be reached while you are away from the kids -- for example, if you are going out for dinner and to the movies on a Saturday night. Clause 3 will change most frequently. If you do not want to update your Child Care Instructions every time you go out, you can skip this section and give the information to your babysitter on a separate piece of paper.

Form 84 has space for you to fill in the names, addresses, and phone numbers of people that your babysitter or child care provider can contact if they can't reach you in an emergency. We suggest that you list at least two or three friends, relatives, or neighbors who live nearby and are well known to your children and family. The form will print out with a reminder to call 911 in case of emergency. If you wish to list another emergency number for the police, fire department, or poison control, you may do so.

Finally, the Child Care Instructions form has space to provide additional important information a babysitter or child care provider needs to know about your family or home, such as the location of first aid supplies, the phone number of a local taxi service, or the fact that you have a rule against smoking in the house.

Use a separate form to authorize medical care. While these Child Care Instructions provide important medical information about your child, such as any medications or allergies, this form does not authorize your babysitter or child care provider to arrange medical care for your child. For that, you will need to use the Authorization for Minor's Medical Treatment (Form 2).

Signing Instructions

There is no need to sign the Child Care Instructions. Simply fill in the information and print out the form after reading it carefully to make sure all information is complete and correct. Give the babysitter or child care provider a copy and keep one posted in a prominent place, such as on your refrigerator. Be sure to review and update your Child Care Instructions from time to time.

Form 85: Elder Care Agreement

Many older people remain at home or live with relatives rather than enter a residential facility for extended recovery or long-term care. Often this requires hiring someone (an elder care provider) to help with their personal and medical care, cooking, housekeeping, and other services. An elder care provider (sometimes called a home health aide) can either live out or live in, and work full or part time. The responsibilities of this position may vary, from performing a wide range of housekeeping services to attending to the personal and health care needs of the older adult (or adults, in case the elder care worker is taking care of two people, such as both of your parents). Responsibilities may range from dispensing medicine to helping with bathing to driving to doctor's appointments, activities, or social functions.

Use Form 85 to spell out your written agreement about the elder care worker's responsibilities, hours, benefits, amount and schedule of payment, and other important aspects of the job. The best approach is to be as detailed as possible. Follow the directions for the Child Care Agreement (Form 83) when completing this form.

Signing Instructions

To make the Elder Care Agreement valid, the employer(s) and the elder care provider must sign it. Start by printing out two copies of the form. You (the employer) and the caregiver must sign and date the form where indicated. Give one of the signed originals to the elder care provider and keep the other for your records.

Form 86: Housekeeping Services Agreement

If you hire the same person every week to clean your house, a written contract can be a valuable way to define the worker's responsibilities and benefits. If your housecleaner will be your employee, use this form to spell out the housecleaner's hours, benefits, amount and schedule of payment, termination policy, and other aspects of the job. Your agreement should cover regular weekly cleaning tasks (Clause 5) -- for example, cleaning the bathroom and mopping the kitchen floor -- as well as occasional projects, such as washing blinds. Be sure to spell out other responsibilities (Clause 6) as well, such as cooking, laundry, ironing, shopping, gardening, and yard work. The best approach is to be as detailed as possible. Follow the directions for the Child Care Agreement (Form 83, above) when completing this form.

Signing Instructions

To make the Housekeeping Services Agreement valid, the employer(s) and the housekeeper must sign it. Finalizing your housekeeping services agreement is easy. Start by printing out two copies of the form. You (the employer) and the housekeeper must sign and date the form where indicated. Give one of the signed originals to the housekeeper and keep the other for your records.

Introduction

Many people hire others to work regularly in their homes -- for example, to take care of their children during the workday, care for elderly parents, or clean their houses. These relationships are often set up informally, with no written agreement. But informal arrangements can be fraught with problems. If you don't have a written agreement clearly defining responsibilities and benefits, you and those helping you are all too likely to have different expectations about the job. This can lead to serious disputes -- even to either or both of you bitterly backing out of the arrangement. Far better to draft a clear written understanding of what the job entails.

The agreements in this chapter are for hiring child and elder care providers and other household workers who are employees, not independent contractors. When you hire an employee, you set the hours, responsibilities, and pay rate of the worker. Legally, most babysitters and household workers who work for you on a regular basis are considered employees for whom you are required to pay taxes, Social Security, and other benefits described below. In contrast, independent contractors typically own their own businesses and work for you only occasionally.

This chapter also includes a Child Care Instructions form you can use for either a full-time child care provider or an occasional babysitter.

For information on hiring independent contractors, see Working With Independent Contractors, by Stephen Fishman (Nolo).

Do not use this form if you hire a child or elder care worker or housecleaner through a placement agency. If you use an agency that sets and collects the worker's fee from you, pays the worker, and controls the terms of the work, the agency will have its own form for you to complete. People you hire through an agency are not your employees -- they are the employees of their agencies.

Legal Obligations for Employees

Assuming your child care worker, elder care worker, or housecleaner is your employee, you have legal obligations to that person. You also become responsible for a certain amount of paperwork and recordkeeping. You do not have to put this information in your child or elder care or housekeeping agreement, but you need to be aware of these responsibilities.

Social Security and Income Taxes. If you pay a child care or elder care worker $1,500 or more in a calendar year, you must make Social Security (FICA) payments on those wages and withhold the employee's share of FICA. You do not have to deduct income taxes from wages paid to an employee for working in your home unless the employee requests it and you agree to do so. You make these payments by attaching Schedule H, Household Employment Taxes, to your annual Form 1040.

Unemployment Compensation. If you pay a household employee $1,000 or more in a three-month period, you must pay quarterly taxes under the Federal Unemployment Tax Act (FUTA), using IRS Form 940 or 940-EZ. As with FICA, you pay this amount by attaching Schedule H, Household Employment Taxes, to your annual Form 1040.

Workers' Compensation. Your state may require you to provide workers' compensation insurance against job-related injuries or illnesses suffered by your employees. Check with your state department of labor or employment.

Minimum Wage and Overtime. The federal minimum hourly wage is $5.85, increasing to $6.55 on July 24, 2008. Your child care or elder care worker may be entitled to minimum wage, depending upon their particular hours and earnings. If your state minimum wage is higher, you will need to pay the state wage. In addition, under federal law, most domestic workers (other than live-in workers) qualify for overtime pay. Workers must be paid overtime at a rate of one-and-a-half times the regular rate for all hours worked beyond a 40-hour workweek. You can check the U.S. Department of Labor website, www.dol.gov, for current information about federal and state minimum wage laws.

New Hire Reporting Form. Within a short time after you hire someone -- 20 days or fewer, depending on your state's rules -- you must file a New Hire Reporting Form with a designated state agency. The information on the form becomes part of the National Directory of New Hires, used primarily to locate parents to collect child support. To find out about your state's new hire reporting requirements -- and the location of the state agency where you must send this information -- go to www.acf.dhhs.gov.

Federal ID Number. If you hire a household employee, you must obtain a federal employer identification number (EIN), required by the IRS of all employers for tax filing and reporting purposes. The form you need is IRS Form SS-4, Application for Employer Identification Number.