INA Members :: Commitment to Professional Excellence
Recommended Practices for Nanny Placement Agencies
To promote quality child care and an environment for all children that nurtures their well-being, the International Nanny Association recommends the following practices for nanny placement agencies.
In recognition of their responsibilities to children and families, members of the International Nanny Association make these commitments in support of professional in-home childcare.
The International Nanny Association recommends these practices, but has no authority to require a member to adhere to them. INA does not represent that the Association has the authority to discipline a member for a violation of the letter or spirit of what is recommended. Consequently, INA assumes no responsibility or liability for the action of any member of the Association.
Relationships with Families
Disclose the method of interviewing candidates referred for in-home childcare positions.
INA recommends that candidates be interviewed in person. When personal interviews are not possible, the prospective employer should be advised that the candidate was interviewed and which interview method was used; i.e., by telephone, an agent acting on behalf of the agency.
Check candidate’s personal and employment references.
INA recommends that the family be provided with information on a candidate’s employment history. At a minimum, two references should be checked by telephone. The agency should disclose all information about the candidate verified through personal and employment references, as allowed by law. Families may be offered the opportunity to check references for themselves.
Provide information on the candidate’s job qualifications to the prospective employer.
At a minimum, INA recommends that the agency accurately disclose to the prospective employer information obtained on a candidate’s references, social security verification, criminal check, driver’s license check, and the methodology used to obtain the information, as allowed by law.
Prepare a written agreement with each client family, which specifies the agency’s fees, refund/replacement policies and services to be provided by the agency.
INA recommends that a written agreement or contract be drafted between the agency and the family to facilitate an understanding of the obligations of both parties. Both the agency and the family should keep a copy.
Make adjustments/refunds promptly and in accordance with the written policies of the agency.INA recommends that time periods within which replacement and/or refunds will be made by the agency be clearly outlined in the written agreement between the family and the agency. Any other conditions regarding replacements or refunds, such as limits on the number of replacements or amounts that will be refunded, should also be included.
Relationships with Nannies
Respect and regard nannies as clients.
INA recommends that agencies regard nannies with the same respect as client families by considering each nanny’s preferences and qualifications when making referrals to prospective employers.
Accurately and truthfully describe job duties and responsibilities, working conditions, hours, salary and benefits for in-home childcare opportunities.
INA recommends that all information used to promote the in-home childcare profession depict job possibilities, including salaries and benefits, accurately. When a nanny asks an agency about positions available, INA recommends that only currently available jobs be described. The description of job duties, hours, salary and benefits of a proposed position should be based on information available to the agency for a current, bona fide opening.
Help the nanny develop a written work agreement that accurately describes the conditions of employment arranged with the family.
INA recommends that agencies ensure that all terms of employment in the home agreed to by families and nannies be summarized in the form of a written work agreement. At a minimum, INA recommends that a work agreement include: job duties; hours and days of duty; salary amount; when and how paid, and compensation for overtime worked; employer’s legally required tax obligations; fringe benefits such as health insurance, holiday and vacation policies, sick leave if offered; probationary period; frequency of work agreement review; terms of notice of termination and grounds for dismissal.
Provide a written explanation to nanny candidates regarding applicable fees and/or agency services to job applicants prior to rendering services.
INA recommends the agency inform nanny candidates in writing of the agency’s obligations to the nanny prior to and after placement. Such an explanation of services should include fees, if any, to be paid by the applicant, the agency’s responsibility to the nanny in the event a placement is unsuccessful and the agency’s policies regarding payment for travel costs for interviews or relocation to accept a job.
Make family information available to nanny candidates.
INA recommends that agencies provide nanny candidates with descriptive information on prospective employer families. In addition to details pertaining to the available position, such information might include child-rearing philosophy, a family profile, special interests and needs and family references.
General Practices
Respect the work agreements in force between families and nannies.
INA recommends that nanny applicants not be solicited for other positions while they are still in the employ of a family, unless the nanny requests assistance with finding a new position.
Respect the proprietary promotional or company-sensitive materials of other agencies.
INA recommends that agencies independently develop all materials related to the operation of their business. If others’ forms, brochures, training manuals or other printed materials are used, permission should always be obtained in writing and the source of materials acknowledged.
Abide by all pertinent laws and regulations.
INA recommends that agencies be knowledgeable about and comply with all applicable laws and regulations affecting placement operations in their jurisdictions, including but not limited to licensing requirements, immigration laws, and wage and labor requirements. INA requires placement agencies to carry professional insurance if obtainable.
Disclaimer
The International Nanny Association recommends these practices, but has no
authority to require a member to adhere to them. INA does not represent that
the Association has the authority to discipline a member for a violation of
the letter or spirit of what is recommended. Consequently, INA assumes no
responsibility or liability for the action of any member of the Association.
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