The Boulder Nanny Agency
Our method
At The Boulder Nanny Agency, matching you with an in-home employee is our pleasure. Our service includes recruitment, background screening, a comprehensive industry-standard employment contract, and referral to payroll and other employer resources. These help you to foster a successful working relationship with your employee.
A great connection between your family and your employee grows from:
a well-written contract with defined expectations and job duties
complimentary work styles and workplace values
mutual respect for each other’s time and well-being
consistent and honest communication about the work
appropriate boundaries from both parties
proper protections such as worker’s compensation insurance
Going Rates In Our Area
- A nanny with 1-2 years of experience can expect to start at $23 to $25 per hour
- A nanny with 5+ years of experience can expect to earn $28 to $35 per hour depending on number of children, age, and benefits package
- A nanny with a graduate level childcare degree may earn $35 to $45 per hour
- Family assistants typically earn $29 to $35 per hour
- Home managers earn $35 per hour and above; full-time, experienced home managers typically earn $75,000 per year or more
Hourly pay is one financial detail to consider, along with employer taxes and a payroll service.
Benefits We Require
There are several benefits that the state of Colorado requires employers to offer, and there are several benefits we require because they are an industry standard and attract great candidates.
- Guaranteed hours: this ensures that your employee receives a consistent paycheck Example, your nanny is hired for 32 hours per week but sometimes grandparents visit and you need the nanny for fewer hours, and during a vacation you might not need your nanny’s service at all. In these instances, your nanny will still receive a paycheck for 32 hours per week – families cannot “bank” these paid hours to use later because that is illegal.
- Time-and-a-half pay if your employee works a federal holiday (industry standard)
- Paid federal holidays that fall on a scheduled workday if your employee is off (industry standard)
- Sick leave accrual required per the Colorado Healthy Families and Workplaces Act (HFWA) – read here
- Parents who have an in-home employee for 20 weeks or more may be required to sign up for Colorado’s FAMLI Family Leave Program (5 Things Nannies And Their Employer Should Know about FAMLI)
- Use of a legal payroll and W-2 is the law; it also helps you to attract the best candidates – our agency is known for attracting excellent candidates because we advocate for legal pay and benefits
- PTO: 1 week per every 6 months worked, which becomes available 30 days after start date
- Annual cost of living increase based on inflation rate (required for full-time contracts of 1 year or more)
Other Competitive Benefits to Attract Great Employees
- Bereavement leave
- Enroll your employee in an employer health insurance plan after the first 30 days or make a monthly contribution to their employee’s insurance plan – your payroll service can help and the contribution amount is negotiable and is typically $200 to $350 per month
- sign-on commitment bonus
- annual bonus
- holiday stipend
- cell phone stipend
- 401K contribution
- tuition support or reimbursement
- gym or Peloton membership
- quarterly car detailing if your employee uses their personal vehicle for transporting your child
- paid time off for professional development days
Industry Standard Contract
We provide you with a work contract, which saves time and energy and is a neutral tool to consult if questions or concerns arise. The contract outlines:
- your employee’s duties and work expectations
- weekly schedule, start date, and end date (or contract renewal date)
- payday, benefits, guaranteed hours, and the procedure to request time off
- procedure for COVID-19 and other family illness or employee illness
- grounds for termination, and a workplace code of conduct for employee and employer
- contract early ending clause: if you need to end a contract early for any reason other than cause, you provide two weeks notice or two weeks severance pay
Step 1: Consult & Plan
We provide a complimentary consultation to understand your family’s preferences and your hiring goals. We create a hiring plan.
Please anticipate a timeframe of 3 to 6 weeks for the hiring process.
Step 2: Interviews & Trial Days
We complete each candidate’s background check and verify their references before we introduce them to your family.
We recommend that you complete a working interview, or trial day, before making an offer.
Step 3: Payment & Contract
We draw up your contract and assist with questions and edits. We ensure that you and your new employee can sign electronically and receive a copy.
We provide you with referral to a payroll provider, if desired.
Commission Pricing
Short-Term Care
For needs shorter than one year, including school-year care and summer nannies.
Agency Payment Terms
- Search retainer – $1295; 50% of this retainer is credited to your invoice when you hire your employee
- Commission payment is equal to 18% of your employee’s total gross wages; minimum commission $295
- Summer Nanny commission – $1295
Your commission payment includes:
- completion of your candidates’ background checks and reference checks – we complete these checks before we introduce a candidate to your family
- industry standard work contract, contract preparation, and electronic signature
- referral to payroll and employer resources
- backup care when your employee is off or out
- one replacement in the event that your working relationship with your employee ends any time prior to your contract’s end date – terms apply
Long-Term Care
A person to be part of your team and support your child for one year or more.
Agency Payment Terms
- Search retainer – $1295; 50% of this retainer is credited to your invoice when you hire your employee
- Commission payment is equal to 15% of your employee’s total gross wages for 1 year
Your commission payment includes:
- completion of your candidates’ background checks and reference checks – we complete these checks before we introduce a candidate to your family
- industry standard work contract, contract preparation, and electronic signature
- referral to payroll resources and employer resources
- backup care when your employee is off or out
- one replacement in the event that your working relationship with your employee ends any time prior to your contract’s completion date – terms apply
faq
Do you offer a replacement guarantee?
Yes, we provide you with one replacement in the event that your working relationship with your employee ends at any time prior to your contract’s end date. For temporary contracts, we secure one replacement from our current team. In the event that replacement is not possible, you receive credit towards services. Terms Apply.
What is the difference between a nanny and a sitter?
A nanny provides care on a recurring basis with a set schedule, and typically has a written contract and payroll. A sitter provides occasional care on an as-needed basis and does not necessarily have an ongoing commitment or a long-term agreement with your family.
Where do I find worker's compensation insurance?
Start with the Colorado Department of Labor and Employment’s dedicated page, here. They even provide a free training video, Worker’s Compensation 101 for Colorado Employers.
What does a Family Assistant do?
A Family Assistant supports your family members by performing tasks such as meal prepping for the family, doing family laundry, getting groceries, watering plants, running errands, taking pets to grooming appointments, updating your online shopping list for children’s items, and assistance with party planning.
What does a Home Manager do?
A Home Manager sees to the smooth operation of your household as a whole. Their duties may include managing your family’s calendar, creating your system of calendar management and organization, scheduling travel, comprehensive party planning, supervising household staff, maintaining an inventory of household items and restocking as needed, making appointments for your pets, taking family vehicles in for maintenance, speaking with vendors, landscapers, and contractors, hiring organizers, and reviewing and paying bills and invoices.
What is Employment Practices Liability Insurance?
Employment Practices Liability Insurance (EPLI) provides employer coverage for the costs of legal defense and damages related to a variety of employment-related claims, such as allegations of discrimination, wrongful termination, or harassment. Learn more here with The International Risk Management Institute. EPLI does not cover all types of allegations or suits.
Many well-known insurance providers offer EPLI. Consult your legal counsel before purchasing any employment insurance product. The information here is not legal advice.
Request a Placement
Submit your inquiry for a nanny, family assistant or home manager, and consult with us.