November 17, 2025 • 57 mins
Navigating Contracts and Professionalism in Nanny Careers
Adventure Nannies On Air presents a special Summit Session episode focused on elevating nanny and childcare provider careers through contracts and professional standards. Marketing Director Reagan hosts an in-depth discussion with Tori Blanchard and Caitlyn Mariner, two seasoned nannies with nearly three decades of combined experience in high-profile environments. They delve into crucial topics such as setting professional boundaries, advocating for fair contracts, and building sustainable relationships. Key takeaways include practical advice on negotiating benefits, maintaining professionalism, and securing career growth while preventing burnout. This episode serves as a valuable resource for nannies seeking to enhance their career paths, ensuring clarity and empowerment in their roles.
00:00 Nanny Q & A: Setting Standards in Contracts & Professional Negotiations
00:22 Introduction and Welcome
00:22 Final Thoughts and Closing Remarks
00:22 Q&A and Discussion
00:22 Practical Tips and Best Practices
00:22 Networking and Professional Relationships
00:22 Building Your Portfolio and Brand
00:22 Adapting to Change in the Industry
00:22 Personal Journey and Career Evolution
00:22 Understanding Industry Standards
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
SPEAKER_03 (01:27):
Welcome to Adventure Nannies on Air.
SPEAKER_00 (01:29):
Today's episode was recorded live during one of our
summit sessions as a part of ourfree ongoing educational webinar
series to support nannies andprofessional child care
providers to elevate theircareers and enhance their
skills.
SPEAKER_03 (01:40):
If you like what you hear, you can catch the full
episode on our YouTube channelor register for our next summit
session at adventurnannies.comslash summit dash sessions.
SPEAKER_00 (01:50):
Welcome to tonight's summit session.
I am Reagan.
I am the marketing director atAdventure Nannies, and I'll be
your host for tonight.
SPEAKER_03 (01:58):
Tonight we are going to dive deep into a topic that's
super exciting and important inour industry, something we get
asked about all the time, andthat is contracts, negotiations,
and professional standards.
It's not just about paperwork,but defining our value and
really protecting careers,building sustainable
relationships.
So we are talking about how tobuild systems that prevent
(02:20):
burnout, ensure clarity, andempower families and
professionals.
So we are super, super lucky andexcited to have two incredible
advocates and seasonedprofessionals here to guide us
together.
They bring nearly three decadesof combined experience in some
of the most complex andhigh-stakes environments.
They are the incredible ToriBlanchard, who has over seven
(02:45):
years of full-time experience ofworking in both high network and
ultra high network fully staffedhomes.
And she's done it all fromlive-in roles to her current
focus, which is rota work.
So I know so many of you areinterested in rotational work.
So she has experience with allages from newborns to
specialized newborn care newborncare specialist training to
(03:08):
teenagers.
But really, what brings herperspective is really her
background.
She also has a business degreeand served in the Peace Corps
for two years, which I didn'tfind out until I was writing
your bio.
Um which makes sense though,because she is absolutely
amazing.
And we also have CaitlinMariner.
SPEAKER_00 (03:29):
Caitlin is an industry vendor with 19 years of
industry experience.
SPEAKER_03 (03:35):
And she specializes in ultra-high net worth and high
profile households.
She also has a BS incommunication, disorder
sciences, and an amazing abilityto break down complex topics.
And she's here to talk about allthings contracts from cost of
living and healthcare to travelpay and professional development
stygens.
And her knowledge comes fromyears of hands-on experience
(03:58):
attending conferences,networking with exceptional
agencies and teams.
And she is a powerhouse advocatefor empowering nannies
themselves.
Welcome, you beautiful lady.
We are so excited to have youhere.
Welcome in.
Thank you.
We're excited to be here.
First and foremost, you've bothsaid it.
(04:19):
This is the basics of this isthis is a profession.
So how do you recommend thatnannies set the professional
boundaries from day one andreally define what is a
professional nanny?
Well, I think we were talkingabout this, and I think there's
two good parts to that question.
I think the first part is how doyou set those professional
(04:41):
standards and then boundariesalong with that?
Because I feel like they'redifferent, but they are tied
together.
So I think the biggest thing isyou really from day one need to
set the professional tone.
And that is every word of thatin the sense of you need to be
on time, you need to communicatewell and professionally, down to
your emails, down to your phonecalls, just kind of all the
(05:03):
basics of that.
You being professional, you needto be accountable for your
actions.
So if you make mistakes, don'tbe afraid to say I've made this
error, this is how I remedy it.
You just need to be aware ofthose things.
And you need to be presentable,I think, too.
Just showing up.
That doesn't mean you have todress to the nines or have a
faceful makeup or anything, butyou need to make sure you are
(05:25):
presenting how you want them tosee you as a professional.
So I think that starts with justbeing professional in those
senses, you know.
And then when you have thosediscussions about boundaries,
they see you and can meet youwhere you are, showing up
professionally.
And those boundaries are easierto create once they see you as
that professional nanny.
(05:46):
So Kaylin, I don't know if youwant to add anything to that,
but no, I I think you've nailedit.
SPEAKER_05 (05:52):
It's just clear communication, it's respecting
others' times, it's being honestand upfront about your ideal
work environment, your wants forcontracts, how you nanny, how
you're coming, just honesty andjust clear communication right
out the gate.
Absolutely.
SPEAKER_03 (06:11):
And with setting the boundaries of families, that's
something that you really haveto know ahead of time before you
take a job or position, what youare willing to share and what
you're not willing to share, andwhat you're willing to give and
not willing to give.
I mean, you can definitelydecide on the job, but it's a
little harder once you start tokind of allow some of those
things and then take them back.
You know, you really kind ofhave to think about that, I
(06:32):
think, before going into aposition.
And I would also say, even ifyour principles are maybe
sharing too much, they don'thave as many boundaries that you
would think they would hold.
That does not mean you have tolessen your boundaries to meet
them where they are becauseyou've decided yours, you hold
(06:53):
them to you.
And just because they're sharingmore information does not mean
you have to and about yourpersonal life, you know,
everything in regards to that.
SPEAKER_05 (07:04):
And to add on with Tori, when she's talking about
jobs in general, you hear herusing words like principal.
You'll hear her talking abouther charges.
She is a career nanny.
She's using verbiage that isgiving power to her profession
and how she's coming to each andevery household.
So we're not talking about ourbosses, we're talking about our
(07:25):
principals, we're talking aboutour contracts, we're not talking
about work agreements, justhaving that language every time
that you're coming to a familyreally helps you step foot with
the profession.
SPEAKER_03 (07:38):
I love that.
And I'm gonna take thatopportunity to segue.
You talked about the personallives.
I totally skipped the myfavorite part of these
interviews.
Because where you each give mereal quick your two-minute nanny
background and just how you gotinto the industry, the
profession, and just a littlebit about your nanny journey.
unknown (07:58):
Sure.
SPEAKER_03 (07:59):
Give us that background of why you guys are
talking about just becausethat's totally something that I
meant to ask you before you gotinto it.
So well, I did the peace coursesoon after I went to Indonesia.
I was a teacher, trainer, andteacher.
I worked at a vocational highschool in close to Bali in
Indonesia.
It was wonderful.
And after that, I was trying todecide I had a business degree,
(08:21):
but I knew that I didn't reallywant to focus on business as you
see the corporate world.
A nine to five job that wasnever for me, but lo and behold,
had a business degree.
So I was like, what can I do?
I want to work with kids, I wantto travel.
Both of those in Indonesia justkind of sealed the deal that I
wanted to keep doing it.
And so I was diving intodifferent things I could do from
(08:42):
there and found AdventureNannies and started applying and
received my first position withthem.
And I was with that family forthree and a half years.
I was a live-in full-time nannywhen I worked for them for a
long time.
We traveled, I was a fullystaffed home, ultra high net
worth, and I was there for threeand a half years, did some
(09:02):
shorter term jobs with familiesin between, then started my rota
work almost two years ago inJanuary.
And I was a fly-in, fly out,rotational nanny for one charge
in Florida.
And I was based out of PA and Idid that for a little over a
year, and then actually wentback with the family that I
(09:22):
worked for back in 2019 andstill do the fly-in, fly out,
rotational.
They're located in Californiaand I'm home-based in Oklahoma
City.
So my fly in, fly out for thatposition.
So that's kind of thebackground, I guess.
SPEAKER_02 (09:37):
Amazing.
Beautiful.
Caitlin, give give us yourtwo-minute, your two-minute
manny story.
SPEAKER_05 (09:43):
I went to the University of Oregon and studied
communication disorder scienceswith the want of being a speech
language pathologist.
I studied American Sign Languageand really dove into that
through my college experience.
I was able to work at a childdevelopment center that was
strongly focused in Rye.
And so, and they wanted toeducate and train all of us.
(10:07):
So I got thrown into Rye andreally learned about child-led
learning.
And after college, I said, I'mgonna move to New York.
And through care.com, I found afew interviews and I landed six
hours later.
I interviewed with a family, andI was with them for over 11
years in New York City withthree children.
(10:29):
I ended up relocating to the DCarea with them, and through a
series of events, I took aposition in Columbus, Ohio,
working for my first ultra highprofile client.
And through that position, Ifound another position in
Boston, Massachusetts.
I've worked in Asheville, NorthCarolina, bounced back up to New
(10:53):
York for a little bit, and I'mcurrently in South Carolina
working for a family here.
So amazing.
SPEAKER_03 (11:02):
So as you can see, the amazing ladies not only have
really, really neat backgrounds,but are so experienced in all of
these contracts and in thethings that they are going to
talk about.
They have firsthand experience.
So that's why we're so excitedto have them here.
So we're gonna hop back intowhere we were.
(11:22):
Um we we're talking about howit's a profession and how we can
to really define the profession.
So let's get back to contracts.
We do have a question in thechat that I think is a great way
to start off this conversationabout contracts.
You talked about Caitlin callingthem contracts and not work
agreements.
(11:43):
And the question is aren'tcontracts defined as a work
period for a time with an enddate?
And 49 out of 50 states are atwill states.
So work agreement is technicallythe correct legal term.
We never want nannies to feelstuck in an unsafe working
environment because they'reincorrectly signed a contract
without being with beginning andend date.
My understanding is that nannywork agreements generally don't
(12:05):
have an end date defined or acontract period.
You guys have any insights orthoughts about that?
SPEAKER_05 (12:11):
Yes.
Yeah, I'm very excited.
I go for contracts.
You can go for a work agreementand not have an end date, that's
fine.
But with a contract, I do have ayear contract.
And so each year I'm renewing mycontract, I'm renegotiating, I'm
getting my yearly review writtenfrom my principals.
(12:32):
I am protected with the bindingcontract with all of the clauses
that my principals and I havedeemed important for our working
agreement.
I just I can't say enough aboutcontracts.
I think it protects nannies inso many ways.
And you can have a clause inthere that you have a two-week
(12:53):
notice period or a four-week oran eight-week or whatnot.
And that goes for giving noticeor receiving notice.
You can add in a severanceclause to your contract and make
sure that you're protected.
You can ask that all of yourbenefits are paid out for three
months after the end of yourcontract.
Whatever you need your contractto be to make you feel secure in
(13:15):
your work, you can add thatbecause it's your contract.
And you get to design that withyour principals to make sure
that it's a mutually beneficialcontract.
All about it.
SPEAKER_03 (13:27):
Yeah, I would also agree.
You made a good point about nothaving an end date, but really
this contract should.
I mean, this is when you sign itwhen you receive the job, and it
should technically end thatfirst year when you're doing
your review, and you should havea new, we're all adding things
to our contracts all the time.
Hopefully, that should thenbegin another one.
And then that one goes untilyour second year end.
(13:49):
I know they don't have a definedend date, but I think it helps
when you see it.
And honestly, though, contractscan change even before then.
I've had family situations thathad to change, and I immediately
asked for a new contract.
I said if family dynamics aregoing to change, like need to
rework this contract immediatelybecause that no longer serves
this role the way it was.
(14:10):
I changing all the time.
So I'm fine with the wordcontract as well.
SPEAKER_05 (14:14):
Uh just a I was with a family for a decade plus, and
I did not have a contract, and Idid not have a work agreement.
I made the same pay for eight ornine of those years.
That's adding two other babies,that's moving, relocating
states, adding classes, it'sadding play dates, it's adding
(14:36):
schedules.
I started cooking for the entirefamily.
My job evolved in such a way Ihad a great deal.
I wasn't protected.
I didn't have anything to goback and say, hey, our dynamic
has shifted because I didn'thave any contract that said what
our ever since that experience.
They were lovely.
That was wonderful.
(14:57):
But ever since that experience,I've had a contract.
And each year I get torenegotiate and renew my
contract.
And that is super empowering tobe able to say, I'd actually
like to add another PTO day, orper my contract, I get a minimum
cola raise this year.
Can we sit down and discuss?
Is that the minimum, or wouldyou like to offer me a 3% raise?
(15:19):
There's a lot of benefit.
It gives a lot of power to thenanny, but also to the family,
and it creates that professionaldynamic that Tori was talking
about earlier.
SPEAKER_03 (15:32):
I love that.
Do you have any insights on feelprotected?
And I know you mentioned acouple, but I just want to write
home the fact that you can'tstill be protected in an at-well
state with a contract.
Um, you need to find that whatdo you want in your contract?
Is there anything that you canrecommend?
Or do you take your contractthrough a lawyer?
You know, you're not justreading it yourself.
(15:53):
Or is there different thingsthat you can do to feel secure
in that your contract isprotected?
Who do you have read yourcontract?
Who do you help have you withthat?
Those kinds of things.
How do you even how do you feelsecure in that?
Yeah, a lot of us will receivejobs through various agencies at
some point.
They're a great advocate andthey can help you come up with
(16:14):
that and and talk about pointsthat might need to be talked
about with families and justkind of between person.
But I would say even if you'renot going through an you could
definitely, if you have someonethat is familiar with contract
law or contracts in general,whether or not they have a lot,
I think that's a bit you have itlooked at.
You could also, if you'rewanting more contact or content
(16:35):
purposes on what you need toinclude in there, other nannies
and your friends that arenannies, your coworkers, those
are great resources for that.
I would say agencies, if you'regoing that way, are going to be
your best advocate for yourcontract.
Absolutely.
And I would just add, especiallyif you are going for higher net
(16:55):
worth high profile and somethingthat the agencies would coach
you on.
But if you're not going throughone, is if you are going to ask
your nanny friends to look atthose contracts, make sure they
are redacted and all personalinformation is not included in
those contracts that you'resending to your friends.
SPEAKER_05 (17:09):
Yes.
Great reminder, Reagan.
Yes.
My little flag went off there.
SPEAKER_03 (17:14):
Yeah.
SPEAKER_05 (17:15):
Do you have anything else to add about that, Caitlin?
I've written in that if in in anat will state that if I my
contract is prematurely ended,that all of my benefits are paid
out, and health insurance iscovered for three additional
months after the end of mycontract.
Three months is a long time tobe covered with health insurance
(17:39):
and to have that sort of abenefit.
So it it's really just tailoringit to what you're needing.
I had contracts that had eightweeks notice period, and that's
for an at-will, and that's withthe principals or the nanny.
That's a long, long time.
But that's also where youryearly review and having that in
(18:00):
writing comes into play.
That's a big benefit because ifyou're in past your first year
into your second, and yourprincipals decide to terminate
your contract, and uh say it'sfor fault, you have
documentation that you've been astandout employee.
And so then you get to advocatefor yourself in that way and ask
(18:23):
for proof of the contrary.
SPEAKER_03 (18:27):
Yeah, and I would say severance has always been in
mind, and I think that it'salways been and it increases,
you know, every year that you'rethere.
So like the first year you'llreceive two weeks of pay and
double, double it as the yearscontinue, you know.
So that can really build up, youknow, the more that you're with
a with the family.
And so that's always beenimportant to include in mind in
regards to that.
(18:49):
Love it.
Those are some really awesomethings that can help you feel
more secure.
What about what are the thingsthat every nanny that across the
board, if you'll want to callyourself a professional nanny,
whether you're new orexperienced, what are the
non-negotiable things that everynanny should have in their
contract?
Two solid pages of it.
So we can just dive right in.
I know, right?
(19:09):
I always wanted to take a breakand I'm talking.
You love a coach.
SPEAKER_05 (19:14):
I think PTO is pretty common, vacation time and
sick time.
A lot of employers are choosingto lump those in is one and just
giving a lump sum of days andsaying that you can use them how
you feel.
I personally ask for aprofessional development fund or
stipend and a PTO day or twoassociated with that
(19:37):
professional development.
It's helping me continue tobuild my resume, but it's also
adding benefit to my principalsand their household.
Health insurance is a big onethat I think everyone should
have, even if it's just a smallcontribution.
If you're asking for that everyyear, uh, if they're only able
to do a small contribution, thenI would ask that that's
(20:00):
renegotiated every single year.
Even adding$10 or$20 every monthis a I have the yearly review
and letter that is presentedevery year.
Whether we're renewing or not, Ido get a letter of
recommendation.
I have a minimum cola that's acost of living adjustment, that
(20:23):
that's set by the the FederalReserve every year.
And this next year it's 2.8%.
So it's good to know that nomatter what, you will get some
small percentage, but I alwaysstate that that's a minimum, not
a maximum.
I recently have been asking fora two-way NDA.
A lot of families that we workfor, they've been asking that
(20:46):
they're protected againstdisparaging comments.
And so I have also been askingthe same.
Not that I've ever had to usethat, but this is my career and
this is how I live my life.
So I think that's incrediblyimportant for nannies to ask
for.
I've written in yearly bonuses,mileage if I have to use my own
(21:06):
car.
It's currently 70 cents a mile,and that's a federal rate.
I've had my can and can't of myrole clearly defined so that I
know what my lane is, andeveryone else in the household
also knows what my lane is.
SPEAKER_03 (21:24):
Sorry to interrupt.
This is really important,though, I think for high net
worth and ultra high net worth,especially when you've got like
a multitude of staff on hand.
I feel like that also definesyour role even more so, you
know.
So though I just just to throwthat out there, I think it's
critical when you've got a fullystaffed home.
SPEAKER_05 (21:40):
I agree.
I also think for first-timefamilies that might not have had
a household employee before,it's important to outline those
as well.
I've also included allergies,any places that we're not
allowed to visit, any peoplethat we're not allowed to have
contact with, any specificmedical needs.
I always have a disciplinesection so that we're clearly
(22:03):
outlining what families deemappropriate or not.
I do a medical consent form sothat I can seek medical
attention for anynon-life-threatening treatment
that a child might need.
SPEAKER_03 (22:16):
Um which I've had to use a couple of times.
So they will they'll come inhandy very much so to have on
hand.
You hope you never have to, butyeah.
Yeah, you want to do that.
SPEAKER_05 (22:28):
Yeah.
A card or petty cash fund.
unknown (22:32):
Yeah.
SPEAKER_05 (22:32):
Do you want me to keep going, Reagan?
SPEAKER_03 (22:33):
Because I've this amazing list, and I I am down to
hear it all.
I think we should dump the fulllist for everybody.
SPEAKER_06 (22:42):
Yeah.
SPEAKER_03 (22:42):
And if you don't have any more highlights, we
should talk about how you guysyou keep talking about when you
come back and renegotiate yourcontract.
How are we asking for more?
And we're asking for double ourseverance, and we're asking for
more.
How do you approach thoseconversations professionally and
respectfully?
Especially in the nannyprofession, it is such a hard we
(23:04):
have those blurred lines ifyou're in somebody's home,
you're seeing their day-to-daylife.
How do you approach thatconversation in a professional,
respectful way and advocate foryourself?
SPEAKER_00 (23:15):
Do you have any tips for just approaching that
conversation?
SPEAKER_03 (23:18):
Yeah, so I think I have a few.
And if I glance down, I'm justlooking at my notes.
But I think the biggest thing isthat when you're talking about
the, I guess I should back up.
So a lot of my principals and Ihave sat down for various
meetings regularly that can looklike weekly meetings, it can
look like bi-weekly meetings, itcan look like monthly meetings,
whatever makes sense for yourfamily and you as a whole, I
(23:43):
think is the first step becausethose meetings allow you to
discuss an array of things thatyou need to discuss and also
gives you a chance to maybestart mentioning some of these
things.
So they're not, they're notblindsided when it comes time to
your yearly review and you haveall these thoughts about
renegotiation.
So I think that's the to godeeper into that.
(24:06):
I think when you have thosemeetings, it's a good time to
discuss schedules.
That can be your personalschedule, but also should be
your charges schedule, what youguys have going on for the week.
So I think that's a good time todo that and milestones,
especially if you have some ofthe younger kids that are
achieving milestones a littlequicker and uh have more going
(24:27):
on.
I think those are great times totalk about that and how you're
achieving them, how you'reworking on them.
If it's also a great time, ifany are not being met and you
see any concerns with that, todiscuss that in a very
sympathetic way that you canmention.
So I think those, and then, youknow, if there are any concerns,
whether that is communication orjust concern, small concerns in
(24:47):
the house, I think those aregreat times to have those.
So definitely, I think mostimportantly, is to start that
because then it will make thisrenegotiation and yearly review
easier when you get down tothat.
But just in general, for thoseconvers conversations, I really
think you need to come to itgrounded.
Even if you have, we all havethose days.
And if your meeting is that day,you can't really help that.
(25:10):
But try to ground yourselfbefore going in there because
you don't want to come inhostile or defensive.
Really, even if you have a lotyou want to talk about, you
gotta just try to groundyourself and get there.
And then I think you need to bereally confident in what you're
saying.
That doesn't mean you knoweverything.
It means that we all have somuch to learn, but that what you
(25:30):
do know, you are very confidentabout and you are bringing that
to them.
And if you don't, and which Ihave many times before, I will
say, Oh my gosh, that's a greatpoint.
I don't know the answer rightthe second.
I will do some research.
I would like to get back to youin our next meeting, just to
reassure them that, oh, I knowall about that.
I don't, but I will find youranswer and I will find you
(25:52):
resources to get you your answerand bring that to the next
meeting.
So that goes along with beingreally prepared for those
meetings, even if it's on yourphone during nap time or you're
doing something.
Maybe make a list of things youwant to discuss and have
responses prepared too.
If you are struggling with that,if you think you, you know, you
get to the conversation anddon't feel like you'll be as
(26:14):
direct as you want to be.
Having things written out isreally crucial.
That way you know what you cansay and you can rehearse those
things.
And I think it's so important tosay them out loud because the
more you say them out loud, evenjust to yourself in the
bathroom, the more you say themout loud, truly the easier it
does get when you are face toface with your principles and
you're discussing this.
(26:35):
And definitely take it from alot of us will use I statements,
I feel, I see, which are thebest way to approach those
things instead of you.
I had the example, instead ofyou are always late to relieve
me at the end of the day.
You can just say, I'm off inhere later each day than my
contracted hours.
We should revisit my scheduleand see if there's any changes
(26:57):
we can make to a more accuratetime to end my shift.
If you don't already haveovertime hours, you can
definitely add in, I don't mindstaying the extra amount of
time, but I would like todiscuss an overtime rate.
Those are great times to kind ofuse that, but definitely from an
I statement and not a you aredoing this, you've done this
type of place.
And then I think the right timeand right place, which if you
(27:19):
are having your weekly meetings,I assume you'll find a central
location to have them.
And so that will just be whereyou have them, but and you'll
also discover a time that worksfor everyone.
I always say the children shoulddefinitely not be present in
these, especially because you'retalking about some, could be
talking about some sensitivehealth or milestone things, and
and they just don't need to hearany of that.
(27:40):
So children should definitelynever be present in those.
I've had these discussionsduring nap time, that's worked
really well, or at the close ofmy day, if they're already
asleep or in their bedrooms.
I've also had theseconversations then.
Whatever kind of works for youguys.
And then I guess the last thingis to be direct but empathetic.
If they're saying, I can't dothis, and you can say, Oh, I
(28:02):
complete, I understand that, Ireally do, but you have to be
direct and saying, This is whatI want, this is and show them
how you have done this lot whatyou have done this last year.
And I think that's just you justneed to be direct with what
you're doing and saying, I don'tknow if you have anything to
add, Caitlin, but that was along time.
SPEAKER_05 (28:19):
Yeah, I think these meetings, these check-ins, not
only are they a way for you toexpress your needs and wants or
concerns, but they're a way foryou to assert that this is a
profession and you're coming tothis household as a
professional.
You're wanting to check in andmaking sure that the care that
you're providing and theattention to detail and their
(28:40):
children that you're offering intheir home is up to par with
their expectations.
I think it's also good to comenot only with your own questions
prepared, but also beingprepared to receive feedback or
information that maybe was noton your list and they're now
wanting to discuss, but that'sopen communication and that's
(29:01):
how you're building trust in arelationship.
So just being prepared both waysbecause when I was a new nanny,
I was not always prepared.
I had my concerns, and that wason the forefront of my mind.
So getting that feedbacksometimes really threw me for a
loop.
And then my my concerns orquestions were never addressed
because we were now talkingabout a different scenario.
SPEAKER_03 (29:23):
Yeah, and I would add to that, yeah, I do, I've
done it with a lot of my pastfamily.
Is that there's there's a lot ofdifferent different sheets out
there that you can find.
I think Homework Solutions doesone, but there's reviews for
your principals to kind of fillout ahead of time if you're
don't know where to start with areview or anything like that.
(29:44):
But then there's also some thatyou that are out there, or I've
even created my own where youcan kind of do the same for your
principals in a way, justcommunication.
So whether or not you actuallyshow them that, you can have
that ready to have points thatyou want to discuss.
So it's a review both ways forboth of you.
Um Right.
SPEAKER_05 (30:03):
And I always tell my principals, I don't care if you
need to write it down, email it,call me, text me face to face.
I don't care how you need to getme the information.
Not everyone is good with aface-to-face conversation, but I
need the information.
However hard it is to hear or toshare or whatnot, I need to
know.
I'm in your home, I'm takingcare of your precious humans.
(30:26):
I need to know.
I don't care how you get it tome.
SPEAKER_03 (30:30):
That is a great segue into the great question we
have in the chat about this.
Nora wants to know when you'rehitting contracts, approaching
the topic of additions to thecontract and receiving the
letter of recommendation withoutthem thinking that she's
quitting.
Um, all these things.
She was thinking about puttingthem in an email or folder so
(30:53):
parents have time to discuss andthey don't feel awkward because
they were not expecting arenegotiation.
So, how would you approach, Iguess broadly, they weren't
expecting it, now they are, andpossibly there's some things
that you have to add that havebecome permissible that no
longer okay with.
It's gonna be a commitment,possibly an awkward
conversation.
(31:13):
How do you have any how to startthat conversation?
Would you send that email aheadof time with some details?
Or you just ask to sit down.
How would you approach that?
SPEAKER_05 (31:22):
Um, I a month out from my one year, I let them
know hey, we're getting.
Or 30 days out for my one year.
It's super important to me thatwe find a time to sit down.
Can we schedule a time now?
And just so you know, when wesit down, I will have some
notes, some contract alterationsthat I'd like to discuss.
(31:45):
I just want to prepare you now.
I'm not entirely sure what theyare because I don't want to
start that conversation now.
I want it in 30 days.
I'm really looking forward tofleshing out those ideas and
coming to you with a proposal.
So it's just right off the batwhen we have that conversation.
I've got ideas.
And maybe it's that I'm gonnaask for a 3% raise instead of
the federal 2.8 that's beingoffered right now or an extra
(32:09):
PTO day.
Or maybe it's grandiose, whoknows?
But they're already prepared tohave that discussion because
I've prepped them 30 days inadvance.
And you can even tell them aweek before.
I'm I've been working on ideas.
I'm really excited.
I've been jotning down somethings.
I'm I'm really excited to sharethem with you.
I can't wait to to hear what wecome to agreement on.
(32:29):
So it's just always beingbrought shut up.
unknown (32:33):
Yeah.
SPEAKER_03 (32:33):
Well, and it said that tone, that positive tone
about you're excited, it's notsomething scary.
I think that's something that Ijust took away from what you
said for sure.
Yeah.
And I think even if you get tothat meeting and they do seem
very stunned or it does reachthat point, I I always am okay
with, I know this is a lot ofinformation.
(32:54):
I know this is a lot to lookover.
You may have to readdress yourbudget and various things.
I'm very comfortable waiting andschedule that then and there, or
say, I would love to hear fromyou by this day with a response
because that also gives themtime.
They're not having to sit inthat meeting or yearly review
and be like, oh my gosh, we needto talk about the they they need
(33:15):
to talk to their other networktoo.
So um, I think that's reallygreat too.
If you need to give them alittle bit more time and say, we
can rediscuss this and a week, Iknow this is a lot of
information I've given you.
SPEAKER_05 (33:27):
And everyone knows their principal better than
anyone else, right?
We're in their homes, we talk tothem every day, we know them.
So maybe your principal is theperson that, hey, I had these
ideas, we're meeting next week.
Can I send them over to you nowso you have time to process and
really understand what I'masking for so we can have that
discussion on our scheduleddate?
(33:49):
Or maybe they need the timeafter the fact, but you'll know
your principal best and whenthey need to be presented that
information.
But it's advocating foryourself.
Talk about it all day long.
SPEAKER_03 (34:03):
Yeah.
Yeah.
I love it.
And then since I waited to myone year, should I wait a couple
months for the new contract tokick in?
I don't think so.
I think you chatted, you'vegiven them the heads up, get it
on the calendar and get it doneat this point.
I know it's hard, but get itdone.
And I just I also have to saythat I think I forgot to mention
it earlier, but a lot of timespeople can get really awkward
(34:25):
with sitting in the silenceafter you have given some
information and they're thinkingabout it.
There is, and don't try, I knowit's hard, try your hardest not
to fill those moments of silencewith additional information or
additional things.
Let the silence silence, youknow, if you have to count in
(34:45):
your head 10 or something, orjust to something in your mind
to distract you, let thatsilence sit there because the
more you say, not always isgoing to be helpful to the
reasoning.
SPEAKER_05 (34:57):
Yeah.
I get really agreeable when I'mnervous.
I'm like, oh, never mind.
We can just do like two percent.
It's fine.
Like, never mind.
But I also want to to Nora, I Ithink all of these
conversations, it's justinformation gathering.
And your employers might say,Nope, it's not for us.
Nope, we don't want to do that.
Nope, we don't all of that.
(35:18):
It's just your answers of well,to the questions.
So then you get to have all theanswers and then decide where
you need to go from that.
If that's applying for morepositions, are you feeling
comfortable just staying therefor the time being or a shift in
careers, whatever it may be, butyou're just information
gathering.
I forgot what I was gonna say.
(35:38):
My cat just okay.
SPEAKER_03 (35:41):
Well, I had that right now too, because I I don't
ever like to threaten to quitany position, but it and and
it's not even a threat, but atthat point, if you've already
brought this up to them, ifthey've thought about it, you've
come back and met, andeverything is no, no, no, then
at that time you can you have aright to say, okay, I'm going to
have to reevaluate a lot ofthese things just so that I can
(36:04):
continue to afford the cost ofliving in this area.
I'll get back to you.
Um, and that's when you use allthe information you have to
re-evaluate your situationbecause that the end of the day.
Actually, I have a story fromtoday at brunch, which is a
whole side note.
So I went to brunch today and Imessaged Caitlin about this
immediately.
So I was sitting, there's atable, not right next to me, but
(36:25):
right over.
And I noticed that she wastalking about her nanny.
And so this mom was talkingabout her nanny.
So I was like, oh, I'm gonna,I'm gonna listen to this.
And she was saying, she wants$20an hour and her overnight rate
is$200 and all the things thatsometimes we hear.
She's just sleeping, you know,what is she?
Why is her rate that high?
Just blah, blah, blah.
(36:46):
And but she said at the end ofit, she said, I guess I'm gonna
have to figure it out because welike her and she works with our
schedule.
And so I was like, you know, Ithink a lot of times we're so
afraid of that no, whichcouldn't very much happen.
But I think we don't give creditto the fact that there could
also be a yes, you know.
And she doesn't like any ofthose rates, but she clearly is
(37:09):
going to keep this nanny becauseit definitely works for her
family.
So I think little things likethat, I always think about
they're gonna say no.
But it's not like they're gonnasay yes, but I'm always usually
surprised by what I get.
So in response.
Um, I just thought that wasfunny that happened to me.
SPEAKER_05 (37:23):
Yeah.
Love it.
I think just to add on, with Ithink two years ago at nanny
camp, there was a uh speakerthere, or maybe it was just a a
breakout.
But someone said that if youstay in your same career with
your same family for five years,you will be making the same
hourly that the new nannies onyear one are making.
(37:46):
So that's where I'm talkingabout the contracts and you
know, advocating for yourself orprofessional development and all
that because we're we workedreally hard to get where we're
at.
We don't be back down here.
We want to make this better foreveryone else that's coming up,
but we also want to, you know,value what we've poured into
(38:06):
ourselves and these families andour career.
So really keeping that in mindwhen we're talking about
contracts.
SPEAKER_03 (38:12):
Yeah.
And each time I feel like youstand up for yourself in various
ways, big or small, you'resetting the tone for the nannies
that are coming after you andand the jobs that are, you know,
that they're coming into.
So I feel like it's it's likenot only our right, but we need
to do it because we are settingthe tone for the future of this
profession.
And I think I can speak outeverybody that we love this
(38:34):
profession and we want it tocontinue tenfold.
So I feel like that's just a bigpart of that.
SPEAKER_05 (38:40):
I mean, I can't tell you how excited Tori and I were
talking about industry standardsfor the last week or so.
SPEAKER_03 (38:49):
I love it.
Yeah, we're gonna jump into ourquestion and answer session.
SPEAKER_02 (38:54):
I've got about 15 minutes left.
Uh Claire, you've got your handup.
Did you have a question for ourlovely guest?
SPEAKER_01 (39:01):
Yes.
Hi, ladies.
Tori, that was such a positivestory.
I love that story.
Thank you for sharing that.
That felt very inspiring.
But I actually wanted to touchon something you said earlier.
You said when you pitch thesemeetings, obviously you're
prepared.
You're bringing the things yousaid that you've accomplished
over the past year.
(39:21):
I'm a special needs nanny and Iwork primarily with children
with autism.
So, in regards to milestones,things look a little bit
different.
I can't always say that we'vehit this and this just for the
nature of the work that I'mdoing.
So I just want to hear from youand Caitlin, just in general,
what are the kind of thingsyou're bringing to meetings in
(39:42):
terms of what you'veaccomplished with the kids?
SPEAKER_03 (39:45):
I have to say, I don't currently work with any
kids that are on the spectrum.
But I, well, I do work with achild that has ADHD.
And my wins may be really small.
They may be really small forthat day or that week, but they
are as simple as my charge wentstraight to the shower versus
getting so distracted.
You know, it's it's going to bea small winner milestone, but
(40:07):
over time those add uptremendously.
So they just look a littledifferent, I feel like, but
they're still such big wins, youknow, when you have them.
So thank you so much for askingthat.
Because I, you know, often Ithink my wins do, they're not
the same with my charge withADHD versus my other charges,
you know, they're just asimportant and it may be small,
(40:28):
but it's a win and a milestoneachievement, you know.
Go ahead.
I don't know if you haveanything to add, Caitlin.
SPEAKER_05 (40:34):
I just I do any and everything.
So, you know, I mean, again,they're small things.
They don't have to be big.
We know that development is aspectrum and it just happens how
it happens.
So, you know, this week we hadone day where we were on a
really great nap schedule and weslept through the night.
That was our win.
So, you know, I'm bringing smallthings like that.
(40:56):
It doesn't necessarily have tobe for the entire year, it could
be more present things in ourmind.
But we had our first familytrip.
So when we have, when I have myyear review, I'll be talking
about like how wonderful thattrip was and you know how we
effectively communicated andnavigated travel and you know,
all of those things.
But that happened a year ago.
(41:17):
And then I'll probably mention,you know, if we're on an
established schedule, then howthat's going, or did we try new
food, you know, twice this week,or you know, just small moments,
but they mean a lot to ourprincipals.
I mean, they're the the parentsof these little humans and they
get really excited when wesquiggle a line with a crayon
instead of throw the crayon, youknow.
(41:38):
So it doesn't have to be bigwins to be really exciting and
something of value to ahousehold, to a family.
SPEAKER_03 (41:47):
Yeah, what are their goals?
We have another awesomequestion, and then we'll go to
Claire after that.
This one's in the chat.
How can nannies ask forprofessional development
contributions and what counts asprofessional development
classes, certifications, etc.?
And I'll add on what we're allasking.
How do you also ask them to payfor nanny care?
(42:07):
Like, does that count asprofessional development
statement?
Yeah, but yeah, how do you askfor that?
Like and what would you include?
SPEAKER_05 (42:13):
I think the easiest ask is maintaining your CPR and
first aid certification.
That is crucial, in my opinion,to any nanny, any professional
in childcare in general.
So just asking for them toreinverse for that.
But I've also I've gone as faras to hey, this conference, it
(42:34):
was at Nanny Palooza, this onesp speakers here have been
reading and about all about themand following them, and they're
talking about child developmentin you know, XYZ, which is
really applicable to where we'reat currently.
And I'd love to go pick theirbrain, hear what they're
sharing, hear how the industryhas changed.
You guys think about that?
(42:55):
And then just asking for them topay for a portion of that.
I think professional developmentcould be as simple as, you know,
will you pay$20 a month for meto purchase a book on child
development?
Rye on Reggio, or I don't know.
There's so many different ones.
SPEAKER_06 (43:13):
Yeah.
SPEAKER_05 (43:14):
I mean, it's it can be really simple and and it
doesn't have to be huge, butit's helping me.
SPEAKER_03 (43:23):
Yeah.
Yeah.
I mean, I think the same.
And I mean, even if it's small,like that's going toward, you
know, like going towards yourfurther learning and helping
them.
So like I I even if you don'thave one, I do recommend
starting small.
That way, you know, your yourprincipals can kind of get
comfortable with that too.
(43:43):
But put it now, I mean, yeah,yeah.
I mean, and there's INAconferences and I include
NaniCamp.
So there's an Any Camp as well.
You know, there's just so manyconferences and ways to ways
that you are going to be able tobetter yourself for your
principals and your family.
And they might need a little bitmore at the beginning, like a
book, you know, they might needuh to know exactly what it is
(44:05):
just to get comfortable withgiving that stipend.
But that's when CPR, per se,books, you know, that's a good
way to kind of start out so thatthey can become comfortable with
that of your and point out howyou're using it.
SPEAKER_05 (44:17):
If you're reading a book because they were only
comfortable with the$20, say,oh, you know, look at this block
tower.
We've been working on stackingblocks.
It was this method that I readin this book where you're, you
know, talking about the colorsand the shapes and you know, all
the all the things.
Community colleges also havechild development courses that
you can take.
Usually they're a little bitcheaper.
(44:39):
Child development centers atuniversities often will have
conferences that you can popinto.
There's lots of little things.
I there's seminars online.
So oh, there's also free onesthat you can do for newborn care
solutions.
You can take one of her freeones and then just say, Oh,
yeah, I on my own time, Iwatched this lesson and now I'm
(45:04):
applying it here.
I'd love to take the class thatTanya just rolled out.
You know, it's this much and itcovers this, this, and this.
It's great.
SPEAKER_03 (45:13):
Or the I know also we touched on it at Nanny Camp
because Dr.
Jen was there.
The formator course she came outwith is a wonderful tool.
You can bring out like peoplethat have reviewed her course
and show what it's all going toteach you to bring for you to
bring to your cable.
So um, there's just so many outthere.
(45:33):
Absolutely.
Those are all great tips.
I love it.
We'll make sure we we drop theformat of course in the link
because that is a really awesomeone.
Claire, what is your question?
I love the guy.
SPEAKER_04 (45:43):
So I can't do more short-term content.
I'm just, I mean, I'm justcurious what y'all have to say
about that.
And I guess one question I haveis is it standard to do
insurance in there, or is it ahigher rate, or does it just
depend for a short specific likesix weeks, let's say.
SPEAKER_03 (46:05):
I mean, I don't I my contracts when I have done
shorter term positions haven'tdiffered that much from my
long-term contract.
I feel like obviously, if it's ashort-term contract, they're not
going to be able to provide, youknow, 401k as and actual health
insurance through them,obviously, because of the short
term.
But I still have the the sameamount of stipend in there
(46:29):
because it's my insurance hasn'tchanged just because it's a
short-term contract, you know.
So there are hours and maybesome like PTO and sick time that
are all a little bit different,you know, from short term just
because of the nature of it.
But I feel like the fundamentalthings like healthcare and such
as that haven't they, they don'treally change for or they
haven't changed for me shortterm.
(46:52):
But I also it haven't done a tonof short-term contracts, so I,
you know, can't fully say, butfor me, it hasn't differed too
much.
SPEAKER_05 (47:01):
I would just say have your rate reflect exactly
what you need covered.
I don't think you need to breakit out for yeah.
SPEAKER_04 (47:08):
I just I do have a high like a higher rate,
especially like for Asheville.
So I I didn't ask for insurance,but then I was kind of
reflecting, I was like, itactually I think would be in my
favor to maybe charge a littlelike I I would be willing to
charge a little bit less andthen get the stipend because the
stipend isn't wouldn't be taxed.
Um so I mean it's like youactually kind of I don't know,
(47:31):
this is a man figuring out, butI just wanted to ask about that.
And then one thing I wanted toshare, something that worked
really well for me in the pastwith a family.
I had a running Google Doc withthem, and it was good for like I
mean, I think it's reallyimportant to have, you know,
obviously the contractdiscussion.
I really enjoyed what you guyswere saying about that, but it
was really helpful to kind ofyou know, some things that's a
(47:52):
good example.
We use it a lot for for like,you know, hey, like you know,
the baby, you know, and then orsay his name will say his name.
Anyways, he is potty training,you know, like and this is what
we did over the weekend, justbecause it seemed like it just I
feel like things get lost intext a lot, and it was just
(48:12):
really nice to have that GoogleDoc.
SPEAKER_03 (48:14):
So, like those I've definitely had.
And with employers, I like tostick to email, but that is my
personal preference.
So a lot of the like milestonesand things reached I tend to, I
guess pictures more so likemessage, but everything else
that we've been discussing canbe I've I I can be a Google Doc,
but I usually send everythingthrough email.
But I think that's more mypersonal preference and maybe
(48:37):
what my principles also I couldtell would be their preference.
SPEAKER_05 (48:40):
To that's just finding the communication method
that works.
I've used notebooks, I've usedsignal, we've used WhatsApp, all
the all the different options.
So especially when you're rotaworking with your teammate on
communicating most effectivelyfor both of you.
But then also I've had parentsjust ask for face-to-face and
that they'd prefer no picturessent or anything that we just
(49:03):
share in person.
SPEAKER_02 (49:05):
Amazing.
SPEAKER_03 (49:06):
Okay, we've got about five minutes left and a
couple chat questions in thechat.
So I want to make sure we get tothem.
The one about approachingcontracts, if you start one
without one, we talked aboutthat with Brittany in our last
summit session.
So just for time's sake, I'mgonna refer and send it to thing
for that so we can chat througha couple of these other ones.
(49:29):
And then the the other caveat tothis is because we have so many
more questions and somethingwe're gonna talk about.
Tori and Caitlin are gonna comeback for a part two.
So drop all your questions.
If we don't get them to themtonight, we will come back and
have a part two of this.
And it's also sorry to interruptfor again, but that's kind of
also I we haven't been steeringas much to the rota thing
(49:51):
because that's like a kind of awhole other bar.
SPEAKER_01 (49:55):
Like, I think those ones are gonna have to wait only
because we'll get so big.
SPEAKER_03 (49:59):
So we can even talk about contracts more and then
especially, yeah, like theRhoda, the healthcare stipends.
We talked a lot about that withhomework solutions too, but up
to a certain amount, they arenon-taxable benefits.
So details are called there wego.
Thank you, QCERA.
Yes.
So get a QCERA as long as it'sset up properly, then it is
(50:20):
non-taxable.
So let's talk about this superfun question, though.
What are the high-end benefitswe're asking for?
Retention bonuses, we talkedabout a little bit, but if you
have the full but the fullbenefit you have 401k already,
what are the higher end when youare, you know, asking for for
these um benefits?
What are some of the fun onesthat you've heard of?
(50:41):
Whether you're asking for themfor yourself, we've got some fun
ones, others in the chat that wecould chat, but I want to hear
your guys' first.
SPEAKER_05 (50:47):
Well, Tori and I were talking earlier about my
Rhoda experience paired with herRhoda experience.
And she had mentioned that shedid not have PTO.
And I worked one week on, oneweek off, and I had requested
and received two weeks PTO ontop of my Rhoda position, which
was me.
And I also what I thought wasthe best one that I've ever I
(51:11):
asked for 20% of my gross as abonus end-of-year cash.
SPEAKER_03 (51:20):
Yes.
That was yeah, those uh yeah, Iagree.
I I have done the same with theyear-end bonus, and I definitely
prefer cash or check more sortof cash than anything.
But I think one we also talkedabout was if you are a rota
traveled annie, which I knowwe've given to that
conversation, but having themcover TSA pre-check and clear,
(51:42):
we are in the airports all thetime.
So we it's just essential tokind of cover those.
But I guess in regards to likethat, that was one of ours in
the in the chat.
First class flights, first classflights.
I know, I know you ladies.
I get some fun of the roomsevery once in a while.
Exactly, exactly.
Gotta gotta get the cheese plateand all the good snacks, right?
(52:03):
We're we are rating all thosefirst class meals, see which
ones the best.
We'll come out with everything.
And that's and that's where wetalk about like we talk a lot
about, you know, what is a perkversus a benefit.
These are the perks that you cannegotiate for, the kind of icing
on the cake.
They're not the things that makeor break your make or break your
life, but they're perks.
So these are like the fun thingsthat you get to ask for when you
(52:24):
are at this elite level and youhave proved your professionalism
and you show up professionally.
So and I think that goes withlike I obviously a lot of people
may match your, or if they'renot already matching your 401k
to you can ask, which I assumethey are though, matching your
401k or already giving a certainpercentage into it.
But yeah, just increasing, like,I mean, it just there's so
(52:46):
unless I know will like kind ofreally like write out that
document, but extra travelstipends when you're traveling,
like when we are in our summerlocation, I get an extra$300 a
week for groceries, and that'son top of everything else that I
already because it's higher costand it's less accessible
wherever where we are.
So just some of those things,like you said, they're like
(53:07):
perks, but those are kind oflike my uh non-negotiables when
it comes to like differentplaces and what we're doing.
SPEAKER_05 (53:15):
I had my pet sitter was paid anytime that my family
wanted to travel.
That was something that wascovered from my employers, um,
which was wonderful.
Yeah.
Yeah.
So I mean, there's lots of funones.
I mean, people have been givenwork cars that are also their
personal vehicles that they'rehave full access to.
(53:37):
I had a friend that it waswritten into her contract that
she had a week at her employer'svacation home that she got to
use it.
Whatever.
SPEAKER_03 (53:47):
That's amazing.
I was saying I see in the chatwe have one for physical
wellness program or gymmembership.
I think that's an amazingbecause that's such an easy
sell, too.
You you want to be your bestself, you want to show up at
work, your best self, and havingthat support.
SPEAKER_00 (54:01):
And so it's such an easy sell because it that is
what's supporting your healthand your ability to show up,
your best self and your goal aswell.
SPEAKER_03 (54:09):
So I love it.
SPEAKER_02 (54:10):
We are at time.
So I'm gonna cut off because Icould chat all night with you
ladies, but we will come backfor part two.
So stay tuned.
Thank you guys so much.
Thank you, everybody in theaudience who brought questions.
SPEAKER_03 (54:24):
I was just here to participate.
And like I said, we'll be backfor part two.
So if you have any questionsthat you didn't get answered
tonight or things that come up,feel free to send an email to
myself.
You've got Tori or Caitlin'snumber, shoot them, shoot it to
them, shoot it in our stories,Instagram, and we will come back
for part two to answer some morequestions.
(54:44):
I just want to throw it outthere.
Like if you are, like if youalready follow us on show
socials or anything and you arekind of having specific
questions, you can feel free toreach out.
I we do need to collect NDAs andeverything in regards to that.
But other than that, I feel likewe could still help you, even
you know, without that,obviously without that
information.
So if you have any questions,like I I'm always an open book,
(55:05):
so you can reach out with us.
What's your insta?
Oh, my insta is at Tortorunderscore Blanchard.
It is private.
I keep it that way just forfamily purposes and everything.
So but please request follow me.
Yeah, it's yeah, on Facebook,Instagram.
I don't do much other than thatthough.
SPEAKER_05 (55:20):
Yeah.
I'm ask day day.
Let's chit chat.
Yeah.
SPEAKER_02 (55:27):
Absolutely.
So excited.
Thank you for being here,everybody.
And we will see you next time.
Thank you.
SPEAKER_00 (55:44):
And that's a wrap.
Thank you so much for spending alittle bit of your day with us.
We'd love to stay connected.
You can find all of our pastepisodes and summit sessions on
Apple Music, Spotify, YouTube,or wherever you get your podcast
fixed.
For the inside scoop on thelatest job opportunities and
community stories, you canalways find us at adventures.com
or come say hi on Instagram,Facebook, or Blue Sky.
(56:07):
If you loved this episode, we'dbe over the moon if you leave us
a review.
It's a huge help in getting theword out to other folks.
And if you hated this episode,well, we're sorry.
It can't have been that bad ifyou made it this far, right?
We'll catch you next time.
Bye.
Welcome to Adventure Nannies on Air.
SPEAKER_00 (01:29):
Today's episode was recorded live during one of our
summit sessions as a part of ourfree ongoing educational webinar
series to support nannies andprofessional child care
providers to elevate theircareers and enhance their
skills.
SPEAKER_03 (01:40):
If you like what you hear, you can catch the full
episode on our YouTube channelor register for our next summit
session at adventurnannies.comslash summit dash sessions.
SPEAKER_00 (01:50):
Welcome to tonight's summit session.
I am Reagan.
I am the marketing director atAdventure Nannies, and I'll be
your host for tonight.
SPEAKER_03 (01:58):
Tonight we are going to dive deep into a topic that's
super exciting and important inour industry, something we get
asked about all the time, andthat is contracts, negotiations,
and professional standards.
It's not just about paperwork,but defining our value and
really protecting careers,building sustainable
relationships.
So we are talking about how tobuild systems that prevent
(02:20):
burnout, ensure clarity, andempower families and
professionals.
So we are super, super lucky andexcited to have two incredible
advocates and seasonedprofessionals here to guide us
together.
They bring nearly three decadesof combined experience in some
of the most complex andhigh-stakes environments.
They are the incredible ToriBlanchard, who has over seven
(02:45):
years of full-time experience ofworking in both high network and
ultra high network fully staffedhomes.
And she's done it all fromlive-in roles to her current
focus, which is rota work.
So I know so many of you areinterested in rotational work.
So she has experience with allages from newborns to
specialized newborn care newborncare specialist training to
(03:08):
teenagers.
But really, what brings herperspective is really her
background.
She also has a business degreeand served in the Peace Corps
for two years, which I didn'tfind out until I was writing
your bio.
Um which makes sense though,because she is absolutely
amazing.
And we also have CaitlinMariner.
SPEAKER_00 (03:29):
Caitlin is an industry vendor with 19 years of
industry experience.
SPEAKER_03 (03:35):
And she specializes in ultra-high net worth and high
profile households.
She also has a BS incommunication, disorder
sciences, and an amazing abilityto break down complex topics.
And she's here to talk about allthings contracts from cost of
living and healthcare to travelpay and professional development
stygens.
And her knowledge comes fromyears of hands-on experience
(03:58):
attending conferences,networking with exceptional
agencies and teams.
And she is a powerhouse advocatefor empowering nannies
themselves.
Welcome, you beautiful lady.
We are so excited to have youhere.
Welcome in.
Thank you.
We're excited to be here.
First and foremost, you've bothsaid it.
(04:19):
This is the basics of this isthis is a profession.
So how do you recommend thatnannies set the professional
boundaries from day one andreally define what is a
professional nanny?
Well, I think we were talkingabout this, and I think there's
two good parts to that question.
I think the first part is how doyou set those professional
(04:41):
standards and then boundariesalong with that?
Because I feel like they'redifferent, but they are tied
together.
So I think the biggest thing isyou really from day one need to
set the professional tone.
And that is every word of thatin the sense of you need to be
on time, you need to communicatewell and professionally, down to
your emails, down to your phonecalls, just kind of all the
(05:03):
basics of that.
You being professional, you needto be accountable for your
actions.
So if you make mistakes, don'tbe afraid to say I've made this
error, this is how I remedy it.
You just need to be aware ofthose things.
And you need to be presentable,I think, too.
Just showing up.
That doesn't mean you have todress to the nines or have a
faceful makeup or anything, butyou need to make sure you are
(05:25):
presenting how you want them tosee you as a professional.
So I think that starts with justbeing professional in those
senses, you know.
And then when you have thosediscussions about boundaries,
they see you and can meet youwhere you are, showing up
professionally.
And those boundaries are easierto create once they see you as
that professional nanny.
(05:46):
So Kaylin, I don't know if youwant to add anything to that,
but no, I I think you've nailedit.
SPEAKER_05 (05:52):
It's just clear communication, it's respecting
others' times, it's being honestand upfront about your ideal
work environment, your wants forcontracts, how you nanny, how
you're coming, just honesty andjust clear communication right
out the gate.
Absolutely.
SPEAKER_03 (06:11):
And with setting the boundaries of families, that's
something that you really haveto know ahead of time before you
take a job or position, what youare willing to share and what
you're not willing to share, andwhat you're willing to give and
not willing to give.
I mean, you can definitelydecide on the job, but it's a
little harder once you start tokind of allow some of those
things and then take them back.
You know, you really kind ofhave to think about that, I
(06:32):
think, before going into aposition.
And I would also say, even ifyour principles are maybe
sharing too much, they don'thave as many boundaries that you
would think they would hold.
That does not mean you have tolessen your boundaries to meet
them where they are becauseyou've decided yours, you hold
(06:53):
them to you.
And just because they're sharingmore information does not mean
you have to and about yourpersonal life, you know,
everything in regards to that.
SPEAKER_05 (07:04):
And to add on with Tori, when she's talking about
jobs in general, you hear herusing words like principal.
You'll hear her talking abouther charges.
She is a career nanny.
She's using verbiage that isgiving power to her profession
and how she's coming to each andevery household.
So we're not talking about ourbosses, we're talking about our
(07:25):
principals, we're talking aboutour contracts, we're not talking
about work agreements, justhaving that language every time
that you're coming to a familyreally helps you step foot with
the profession.
SPEAKER_03 (07:38):
I love that.
And I'm gonna take thatopportunity to segue.
You talked about the personallives.
I totally skipped the myfavorite part of these
interviews.
Because where you each give mereal quick your two-minute nanny
background and just how you gotinto the industry, the
profession, and just a littlebit about your nanny journey.
unknown (07:58):
Sure.
SPEAKER_03 (07:59):
Give us that background of why you guys are
talking about just becausethat's totally something that I
meant to ask you before you gotinto it.
So well, I did the peace coursesoon after I went to Indonesia.
I was a teacher, trainer, andteacher.
I worked at a vocational highschool in close to Bali in
Indonesia.
It was wonderful.
And after that, I was trying todecide I had a business degree,
(08:21):
but I knew that I didn't reallywant to focus on business as you
see the corporate world.
A nine to five job that wasnever for me, but lo and behold,
had a business degree.
So I was like, what can I do?
I want to work with kids, I wantto travel.
Both of those in Indonesia justkind of sealed the deal that I
wanted to keep doing it.
And so I was diving intodifferent things I could do from
(08:42):
there and found AdventureNannies and started applying and
received my first position withthem.
And I was with that family forthree and a half years.
I was a live-in full-time nannywhen I worked for them for a
long time.
We traveled, I was a fullystaffed home, ultra high net
worth, and I was there for threeand a half years, did some
(09:02):
shorter term jobs with familiesin between, then started my rota
work almost two years ago inJanuary.
And I was a fly-in, fly out,rotational nanny for one charge
in Florida.
And I was based out of PA and Idid that for a little over a
year, and then actually wentback with the family that I
(09:22):
worked for back in 2019 andstill do the fly-in, fly out,
rotational.
They're located in Californiaand I'm home-based in Oklahoma
City.
So my fly in, fly out for thatposition.
So that's kind of thebackground, I guess.
SPEAKER_02 (09:37):
Amazing.
Beautiful.
Caitlin, give give us yourtwo-minute, your two-minute
manny story.
SPEAKER_05 (09:43):
I went to the University of Oregon and studied
communication disorder scienceswith the want of being a speech
language pathologist.
I studied American Sign Languageand really dove into that
through my college experience.
I was able to work at a childdevelopment center that was
strongly focused in Rye.
And so, and they wanted toeducate and train all of us.
(10:07):
So I got thrown into Rye andreally learned about child-led
learning.
And after college, I said, I'mgonna move to New York.
And through care.com, I found afew interviews and I landed six
hours later.
I interviewed with a family, andI was with them for over 11
years in New York City withthree children.
(10:29):
I ended up relocating to the DCarea with them, and through a
series of events, I took aposition in Columbus, Ohio,
working for my first ultra highprofile client.
And through that position, Ifound another position in
Boston, Massachusetts.
I've worked in Asheville, NorthCarolina, bounced back up to New
(10:53):
York for a little bit, and I'mcurrently in South Carolina
working for a family here.
So amazing.
SPEAKER_03 (11:02):
So as you can see, the amazing ladies not only have
really, really neat backgrounds,but are so experienced in all of
these contracts and in thethings that they are going to
talk about.
They have firsthand experience.
So that's why we're so excitedto have them here.
So we're gonna hop back intowhere we were.
(11:22):
Um we we're talking about howit's a profession and how we can
to really define the profession.
So let's get back to contracts.
We do have a question in thechat that I think is a great way
to start off this conversationabout contracts.
You talked about Caitlin callingthem contracts and not work
agreements.
(11:43):
And the question is aren'tcontracts defined as a work
period for a time with an enddate?
And 49 out of 50 states are atwill states.
So work agreement is technicallythe correct legal term.
We never want nannies to feelstuck in an unsafe working
environment because they'reincorrectly signed a contract
without being with beginning andend date.
My understanding is that nannywork agreements generally don't
(12:05):
have an end date defined or acontract period.
You guys have any insights orthoughts about that?
SPEAKER_05 (12:11):
Yes.
Yeah, I'm very excited.
I go for contracts.
You can go for a work agreementand not have an end date, that's
fine.
But with a contract, I do have ayear contract.
And so each year I'm renewing mycontract, I'm renegotiating, I'm
getting my yearly review writtenfrom my principals.
(12:32):
I am protected with the bindingcontract with all of the clauses
that my principals and I havedeemed important for our working
agreement.
I just I can't say enough aboutcontracts.
I think it protects nannies inso many ways.
And you can have a clause inthere that you have a two-week
(12:53):
notice period or a four-week oran eight-week or whatnot.
And that goes for giving noticeor receiving notice.
You can add in a severanceclause to your contract and make
sure that you're protected.
You can ask that all of yourbenefits are paid out for three
months after the end of yourcontract.
Whatever you need your contractto be to make you feel secure in
(13:15):
your work, you can add thatbecause it's your contract.
And you get to design that withyour principals to make sure
that it's a mutually beneficialcontract.
All about it.
SPEAKER_03 (13:27):
Yeah, I would also agree.
You made a good point about nothaving an end date, but really
this contract should.
I mean, this is when you sign itwhen you receive the job, and it
should technically end thatfirst year when you're doing
your review, and you should havea new, we're all adding things
to our contracts all the time.
Hopefully, that should thenbegin another one.
And then that one goes untilyour second year end.
(13:49):
I know they don't have a definedend date, but I think it helps
when you see it.
And honestly, though, contractscan change even before then.
I've had family situations thathad to change, and I immediately
asked for a new contract.
I said if family dynamics aregoing to change, like need to
rework this contract immediatelybecause that no longer serves
this role the way it was.
(14:10):
I changing all the time.
So I'm fine with the wordcontract as well.
SPEAKER_05 (14:14):
Uh just a I was with a family for a decade plus, and
I did not have a contract, and Idid not have a work agreement.
I made the same pay for eight ornine of those years.
That's adding two other babies,that's moving, relocating
states, adding classes, it'sadding play dates, it's adding
(14:36):
schedules.
I started cooking for the entirefamily.
My job evolved in such a way Ihad a great deal.
I wasn't protected.
I didn't have anything to goback and say, hey, our dynamic
has shifted because I didn'thave any contract that said what
our ever since that experience.
They were lovely.
That was wonderful.
(14:57):
But ever since that experience,I've had a contract.
And each year I get torenegotiate and renew my
contract.
And that is super empowering tobe able to say, I'd actually
like to add another PTO day, orper my contract, I get a minimum
cola raise this year.
Can we sit down and discuss?
Is that the minimum, or wouldyou like to offer me a 3% raise?
(15:19):
There's a lot of benefit.
It gives a lot of power to thenanny, but also to the family,
and it creates that professionaldynamic that Tori was talking
about earlier.
SPEAKER_03 (15:32):
I love that.
Do you have any insights on feelprotected?
And I know you mentioned acouple, but I just want to write
home the fact that you can'tstill be protected in an at-well
state with a contract.
Um, you need to find that whatdo you want in your contract?
Is there anything that you canrecommend?
Or do you take your contractthrough a lawyer?
You know, you're not justreading it yourself.
(15:53):
Or is there different thingsthat you can do to feel secure
in that your contract isprotected?
Who do you have read yourcontract?
Who do you help have you withthat?
Those kinds of things.
How do you even how do you feelsecure in that?
Yeah, a lot of us will receivejobs through various agencies at
some point.
They're a great advocate andthey can help you come up with
(16:14):
that and and talk about pointsthat might need to be talked
about with families and justkind of between person.
But I would say even if you'renot going through an you could
definitely, if you have someonethat is familiar with contract
law or contracts in general,whether or not they have a lot,
I think that's a bit you have itlooked at.
You could also, if you'rewanting more contact or content
(16:35):
purposes on what you need toinclude in there, other nannies
and your friends that arenannies, your coworkers, those
are great resources for that.
I would say agencies, if you'regoing that way, are going to be
your best advocate for yourcontract.
Absolutely.
And I would just add, especiallyif you are going for higher net
(16:55):
worth high profile and somethingthat the agencies would coach
you on.
But if you're not going throughone, is if you are going to ask
your nanny friends to look atthose contracts, make sure they
are redacted and all personalinformation is not included in
those contracts that you'resending to your friends.
SPEAKER_05 (17:09):
Yes.
Great reminder, Reagan.
Yes.
My little flag went off there.
SPEAKER_03 (17:14):
Yeah.
SPEAKER_05 (17:15):
Do you have anything else to add about that, Caitlin?
I've written in that if in in anat will state that if I my
contract is prematurely ended,that all of my benefits are paid
out, and health insurance iscovered for three additional
months after the end of mycontract.
Three months is a long time tobe covered with health insurance
(17:39):
and to have that sort of abenefit.
So it it's really just tailoringit to what you're needing.
I had contracts that had eightweeks notice period, and that's
for an at-will, and that's withthe principals or the nanny.
That's a long, long time.
But that's also where youryearly review and having that in
(18:00):
writing comes into play.
That's a big benefit because ifyou're in past your first year
into your second, and yourprincipals decide to terminate
your contract, and uh say it'sfor fault, you have
documentation that you've been astandout employee.
And so then you get to advocatefor yourself in that way and ask
(18:23):
for proof of the contrary.
SPEAKER_03 (18:27):
Yeah, and I would say severance has always been in
mind, and I think that it'salways been and it increases,
you know, every year that you'rethere.
So like the first year you'llreceive two weeks of pay and
double, double it as the yearscontinue, you know.
So that can really build up, youknow, the more that you're with
a with the family.
And so that's always beenimportant to include in mind in
regards to that.
(18:49):
Love it.
Those are some really awesomethings that can help you feel
more secure.
What about what are the thingsthat every nanny that across the
board, if you'll want to callyourself a professional nanny,
whether you're new orexperienced, what are the
non-negotiable things that everynanny should have in their
contract?
Two solid pages of it.
So we can just dive right in.
I know, right?
(19:09):
I always wanted to take a breakand I'm talking.
You love a coach.
SPEAKER_05 (19:14):
I think PTO is pretty common, vacation time and
sick time.
A lot of employers are choosingto lump those in is one and just
giving a lump sum of days andsaying that you can use them how
you feel.
I personally ask for aprofessional development fund or
stipend and a PTO day or twoassociated with that
(19:37):
professional development.
It's helping me continue tobuild my resume, but it's also
adding benefit to my principalsand their household.
Health insurance is a big onethat I think everyone should
have, even if it's just a smallcontribution.
If you're asking for that everyyear, uh, if they're only able
to do a small contribution, thenI would ask that that's
(20:00):
renegotiated every single year.
Even adding$10 or$20 every monthis a I have the yearly review
and letter that is presentedevery year.
Whether we're renewing or not, Ido get a letter of
recommendation.
I have a minimum cola that's acost of living adjustment, that
(20:23):
that's set by the the FederalReserve every year.
And this next year it's 2.8%.
So it's good to know that nomatter what, you will get some
small percentage, but I alwaysstate that that's a minimum, not
a maximum.
I recently have been asking fora two-way NDA.
A lot of families that we workfor, they've been asking that
(20:46):
they're protected againstdisparaging comments.
And so I have also been askingthe same.
Not that I've ever had to usethat, but this is my career and
this is how I live my life.
So I think that's incrediblyimportant for nannies to ask
for.
I've written in yearly bonuses,mileage if I have to use my own
(21:06):
car.
It's currently 70 cents a mile,and that's a federal rate.
I've had my can and can't of myrole clearly defined so that I
know what my lane is, andeveryone else in the household
also knows what my lane is.
SPEAKER_03 (21:24):
Sorry to interrupt.
This is really important,though, I think for high net
worth and ultra high net worth,especially when you've got like
a multitude of staff on hand.
I feel like that also definesyour role even more so, you
know.
So though I just just to throwthat out there, I think it's
critical when you've got a fullystaffed home.
SPEAKER_05 (21:40):
I agree.
I also think for first-timefamilies that might not have had
a household employee before,it's important to outline those
as well.
I've also included allergies,any places that we're not
allowed to visit, any peoplethat we're not allowed to have
contact with, any specificmedical needs.
I always have a disciplinesection so that we're clearly
(22:03):
outlining what families deemappropriate or not.
I do a medical consent form sothat I can seek medical
attention for anynon-life-threatening treatment
that a child might need.
SPEAKER_03 (22:16):
Um which I've had to use a couple of times.
So they will they'll come inhandy very much so to have on
hand.
You hope you never have to, butyeah.
Yeah, you want to do that.
SPEAKER_05 (22:28):
Yeah.
A card or petty cash fund.
unknown (22:32):
Yeah.
SPEAKER_05 (22:32):
Do you want me to keep going, Reagan?
SPEAKER_03 (22:33):
Because I've this amazing list, and I I am down to
hear it all.
I think we should dump the fulllist for everybody.
SPEAKER_06 (22:42):
Yeah.
SPEAKER_03 (22:42):
And if you don't have any more highlights, we
should talk about how you guysyou keep talking about when you
come back and renegotiate yourcontract.
How are we asking for more?
And we're asking for double ourseverance, and we're asking for
more.
How do you approach thoseconversations professionally and
respectfully?
Especially in the nannyprofession, it is such a hard we
(23:04):
have those blurred lines ifyou're in somebody's home,
you're seeing their day-to-daylife.
How do you approach thatconversation in a professional,
respectful way and advocate foryourself?
SPEAKER_00 (23:15):
Do you have any tips for just approaching that
conversation?
SPEAKER_03 (23:18):
Yeah, so I think I have a few.
And if I glance down, I'm justlooking at my notes.
But I think the biggest thing isthat when you're talking about
the, I guess I should back up.
So a lot of my principals and Ihave sat down for various
meetings regularly that can looklike weekly meetings, it can
look like bi-weekly meetings, itcan look like monthly meetings,
whatever makes sense for yourfamily and you as a whole, I
(23:43):
think is the first step becausethose meetings allow you to
discuss an array of things thatyou need to discuss and also
gives you a chance to maybestart mentioning some of these
things.
So they're not, they're notblindsided when it comes time to
your yearly review and you haveall these thoughts about
renegotiation.
So I think that's the to godeeper into that.
(24:06):
I think when you have thosemeetings, it's a good time to
discuss schedules.
That can be your personalschedule, but also should be
your charges schedule, what youguys have going on for the week.
So I think that's a good time todo that and milestones,
especially if you have some ofthe younger kids that are
achieving milestones a littlequicker and uh have more going
(24:27):
on.
I think those are great times totalk about that and how you're
achieving them, how you'reworking on them.
If it's also a great time, ifany are not being met and you
see any concerns with that, todiscuss that in a very
sympathetic way that you canmention.
So I think those, and then, youknow, if there are any concerns,
whether that is communication orjust concern, small concerns in
(24:47):
the house, I think those aregreat times to have those.
So definitely, I think mostimportantly, is to start that
because then it will make thisrenegotiation and yearly review
easier when you get down tothat.
But just in general, for thoseconvers conversations, I really
think you need to come to itgrounded.
Even if you have, we all havethose days.
And if your meeting is that day,you can't really help that.
(25:10):
But try to ground yourselfbefore going in there because
you don't want to come inhostile or defensive.
Really, even if you have a lotyou want to talk about, you
gotta just try to groundyourself and get there.
And then I think you need to bereally confident in what you're
saying.
That doesn't mean you knoweverything.
It means that we all have somuch to learn, but that what you
(25:30):
do know, you are very confidentabout and you are bringing that
to them.
And if you don't, and which Ihave many times before, I will
say, Oh my gosh, that's a greatpoint.
I don't know the answer rightthe second.
I will do some research.
I would like to get back to youin our next meeting, just to
reassure them that, oh, I knowall about that.
I don't, but I will find youranswer and I will find you
(25:52):
resources to get you your answerand bring that to the next
meeting.
So that goes along with beingreally prepared for those
meetings, even if it's on yourphone during nap time or you're
doing something.
Maybe make a list of things youwant to discuss and have
responses prepared too.
If you are struggling with that,if you think you, you know, you
get to the conversation anddon't feel like you'll be as
(26:14):
direct as you want to be.
Having things written out isreally crucial.
That way you know what you cansay and you can rehearse those
things.
And I think it's so important tosay them out loud because the
more you say them out loud, evenjust to yourself in the
bathroom, the more you say themout loud, truly the easier it
does get when you are face toface with your principles and
you're discussing this.
(26:35):
And definitely take it from alot of us will use I statements,
I feel, I see, which are thebest way to approach those
things instead of you.
I had the example, instead ofyou are always late to relieve
me at the end of the day.
You can just say, I'm off inhere later each day than my
contracted hours.
We should revisit my scheduleand see if there's any changes
(26:57):
we can make to a more accuratetime to end my shift.
If you don't already haveovertime hours, you can
definitely add in, I don't mindstaying the extra amount of
time, but I would like todiscuss an overtime rate.
Those are great times to kind ofuse that, but definitely from an
I statement and not a you aredoing this, you've done this
type of place.
And then I think the right timeand right place, which if you
(27:19):
are having your weekly meetings,I assume you'll find a central
location to have them.
And so that will just be whereyou have them, but and you'll
also discover a time that worksfor everyone.
I always say the children shoulddefinitely not be present in
these, especially because you'retalking about some, could be
talking about some sensitivehealth or milestone things, and
and they just don't need to hearany of that.
(27:40):
So children should definitelynever be present in those.
I've had these discussionsduring nap time, that's worked
really well, or at the close ofmy day, if they're already
asleep or in their bedrooms.
I've also had theseconversations then.
Whatever kind of works for youguys.
And then I guess the last thingis to be direct but empathetic.
If they're saying, I can't dothis, and you can say, Oh, I
(28:02):
complete, I understand that, Ireally do, but you have to be
direct and saying, This is whatI want, this is and show them
how you have done this lot whatyou have done this last year.
And I think that's just you justneed to be direct with what
you're doing and saying, I don'tknow if you have anything to
add, Caitlin, but that was along time.
SPEAKER_05 (28:19):
Yeah, I think these meetings, these check-ins, not
only are they a way for you toexpress your needs and wants or
concerns, but they're a way foryou to assert that this is a
profession and you're coming tothis household as a
professional.
You're wanting to check in andmaking sure that the care that
you're providing and theattention to detail and their
(28:40):
children that you're offering intheir home is up to par with
their expectations.
I think it's also good to comenot only with your own questions
prepared, but also beingprepared to receive feedback or
information that maybe was noton your list and they're now
wanting to discuss, but that'sopen communication and that's
(29:01):
how you're building trust in arelationship.
So just being prepared both waysbecause when I was a new nanny,
I was not always prepared.
I had my concerns, and that wason the forefront of my mind.
So getting that feedbacksometimes really threw me for a
loop.
And then my my concerns orquestions were never addressed
because we were now talkingabout a different scenario.
SPEAKER_03 (29:23):
Yeah, and I would add to that, yeah, I do, I've
done it with a lot of my pastfamily.
Is that there's there's a lot ofdifferent different sheets out
there that you can find.
I think Homework Solutions doesone, but there's reviews for
your principals to kind of fillout ahead of time if you're
don't know where to start with areview or anything like that.
(29:44):
But then there's also some thatyou that are out there, or I've
even created my own where youcan kind of do the same for your
principals in a way, justcommunication.
So whether or not you actuallyshow them that, you can have
that ready to have points thatyou want to discuss.
So it's a review both ways forboth of you.
Um Right.
SPEAKER_05 (30:03):
And I always tell my principals, I don't care if you
need to write it down, email it,call me, text me face to face.
I don't care how you need to getme the information.
Not everyone is good with aface-to-face conversation, but I
need the information.
However hard it is to hear or toshare or whatnot, I need to
know.
I'm in your home, I'm takingcare of your precious humans.
(30:26):
I need to know.
I don't care how you get it tome.
SPEAKER_03 (30:30):
That is a great segue into the great question we
have in the chat about this.
Nora wants to know when you'rehitting contracts, approaching
the topic of additions to thecontract and receiving the
letter of recommendation withoutthem thinking that she's
quitting.
Um, all these things.
She was thinking about puttingthem in an email or folder so
(30:53):
parents have time to discuss andthey don't feel awkward because
they were not expecting arenegotiation.
So, how would you approach, Iguess broadly, they weren't
expecting it, now they are, andpossibly there's some things
that you have to add that havebecome permissible that no
longer okay with.
It's gonna be a commitment,possibly an awkward
conversation.
(31:13):
How do you have any how to startthat conversation?
Would you send that email aheadof time with some details?
Or you just ask to sit down.
How would you approach that?
SPEAKER_05 (31:22):
Um, I a month out from my one year, I let them
know hey, we're getting.
Or 30 days out for my one year.
It's super important to me thatwe find a time to sit down.
Can we schedule a time now?
And just so you know, when wesit down, I will have some
notes, some contract alterationsthat I'd like to discuss.
(31:45):
I just want to prepare you now.
I'm not entirely sure what theyare because I don't want to
start that conversation now.
I want it in 30 days.
I'm really looking forward tofleshing out those ideas and
coming to you with a proposal.
So it's just right off the batwhen we have that conversation.
I've got ideas.
And maybe it's that I'm gonnaask for a 3% raise instead of
the federal 2.8 that's beingoffered right now or an extra
(32:09):
PTO day.
Or maybe it's grandiose, whoknows?
But they're already prepared tohave that discussion because
I've prepped them 30 days inadvance.
And you can even tell them aweek before.
I'm I've been working on ideas.
I'm really excited.
I've been jotning down somethings.
I'm I'm really excited to sharethem with you.
I can't wait to to hear what wecome to agreement on.
(32:29):
So it's just always beingbrought shut up.
unknown (32:33):
Yeah.
SPEAKER_03 (32:33):
Well, and it said that tone, that positive tone
about you're excited, it's notsomething scary.
I think that's something that Ijust took away from what you
said for sure.
Yeah.
And I think even if you get tothat meeting and they do seem
very stunned or it does reachthat point, I I always am okay
with, I know this is a lot ofinformation.
(32:54):
I know this is a lot to lookover.
You may have to readdress yourbudget and various things.
I'm very comfortable waiting andschedule that then and there, or
say, I would love to hear fromyou by this day with a response
because that also gives themtime.
They're not having to sit inthat meeting or yearly review
and be like, oh my gosh, we needto talk about the they they need
(33:15):
to talk to their other networktoo.
So um, I think that's reallygreat too.
If you need to give them alittle bit more time and say, we
can rediscuss this and a week, Iknow this is a lot of
information I've given you.
SPEAKER_05 (33:27):
And everyone knows their principal better than
anyone else, right?
We're in their homes, we talk tothem every day, we know them.
So maybe your principal is theperson that, hey, I had these
ideas, we're meeting next week.
Can I send them over to you nowso you have time to process and
really understand what I'masking for so we can have that
discussion on our scheduleddate?
(33:49):
Or maybe they need the timeafter the fact, but you'll know
your principal best and whenthey need to be presented that
information.
But it's advocating foryourself.
Talk about it all day long.
SPEAKER_03 (34:03):
Yeah.
Yeah.
I love it.
And then since I waited to myone year, should I wait a couple
months for the new contract tokick in?
I don't think so.
I think you chatted, you'vegiven them the heads up, get it
on the calendar and get it doneat this point.
I know it's hard, but get itdone.
And I just I also have to saythat I think I forgot to mention
it earlier, but a lot of timespeople can get really awkward
(34:25):
with sitting in the silenceafter you have given some
information and they're thinkingabout it.
There is, and don't try, I knowit's hard, try your hardest not
to fill those moments of silencewith additional information or
additional things.
Let the silence silence, youknow, if you have to count in
(34:45):
your head 10 or something, orjust to something in your mind
to distract you, let thatsilence sit there because the
more you say, not always isgoing to be helpful to the
reasoning.
SPEAKER_05 (34:57):
Yeah.
I get really agreeable when I'mnervous.
I'm like, oh, never mind.
We can just do like two percent.
It's fine.
Like, never mind.
But I also want to to Nora, I Ithink all of these
conversations, it's justinformation gathering.
And your employers might say,Nope, it's not for us.
Nope, we don't want to do that.
Nope, we don't all of that.
(35:18):
It's just your answers of well,to the questions.
So then you get to have all theanswers and then decide where
you need to go from that.
If that's applying for morepositions, are you feeling
comfortable just staying therefor the time being or a shift in
careers, whatever it may be, butyou're just information
gathering.
I forgot what I was gonna say.
(35:38):
My cat just okay.
SPEAKER_03 (35:41):
Well, I had that right now too, because I I don't
ever like to threaten to quitany position, but it and and
it's not even a threat, but atthat point, if you've already
brought this up to them, ifthey've thought about it, you've
come back and met, andeverything is no, no, no, then
at that time you can you have aright to say, okay, I'm going to
have to reevaluate a lot ofthese things just so that I can
(36:04):
continue to afford the cost ofliving in this area.
I'll get back to you.
Um, and that's when you use allthe information you have to
re-evaluate your situationbecause that the end of the day.
Actually, I have a story fromtoday at brunch, which is a
whole side note.
So I went to brunch today and Imessaged Caitlin about this
immediately.
So I was sitting, there's atable, not right next to me, but
(36:25):
right over.
And I noticed that she wastalking about her nanny.
And so this mom was talkingabout her nanny.
So I was like, oh, I'm gonna,I'm gonna listen to this.
And she was saying, she wants$20an hour and her overnight rate
is$200 and all the things thatsometimes we hear.
She's just sleeping, you know,what is she?
Why is her rate that high?
Just blah, blah, blah.
(36:46):
And but she said at the end ofit, she said, I guess I'm gonna
have to figure it out because welike her and she works with our
schedule.
And so I was like, you know, Ithink a lot of times we're so
afraid of that no, whichcouldn't very much happen.
But I think we don't give creditto the fact that there could
also be a yes, you know.
And she doesn't like any ofthose rates, but she clearly is
(37:09):
going to keep this nanny becauseit definitely works for her
family.
So I think little things likethat, I always think about
they're gonna say no.
But it's not like they're gonnasay yes, but I'm always usually
surprised by what I get.
So in response.
Um, I just thought that wasfunny that happened to me.
SPEAKER_05 (37:23):
Yeah.
Love it.
I think just to add on, with Ithink two years ago at nanny
camp, there was a uh speakerthere, or maybe it was just a a
breakout.
But someone said that if youstay in your same career with
your same family for five years,you will be making the same
hourly that the new nannies onyear one are making.
(37:46):
So that's where I'm talkingabout the contracts and you
know, advocating for yourself orprofessional development and all
that because we're we workedreally hard to get where we're
at.
We don't be back down here.
We want to make this better foreveryone else that's coming up,
but we also want to, you know,value what we've poured into
(38:06):
ourselves and these families andour career.
So really keeping that in mindwhen we're talking about
contracts.
SPEAKER_03 (38:12):
Yeah.
And each time I feel like youstand up for yourself in various
ways, big or small, you'resetting the tone for the nannies
that are coming after you andand the jobs that are, you know,
that they're coming into.
So I feel like it's it's likenot only our right, but we need
to do it because we are settingthe tone for the future of this
profession.
And I think I can speak outeverybody that we love this
(38:34):
profession and we want it tocontinue tenfold.
So I feel like that's just a bigpart of that.
SPEAKER_05 (38:40):
I mean, I can't tell you how excited Tori and I were
talking about industry standardsfor the last week or so.
SPEAKER_03 (38:49):
I love it.
Yeah, we're gonna jump into ourquestion and answer session.
SPEAKER_02 (38:54):
I've got about 15 minutes left.
Uh Claire, you've got your handup.
Did you have a question for ourlovely guest?
SPEAKER_01 (39:01):
Yes.
Hi, ladies.
Tori, that was such a positivestory.
I love that story.
Thank you for sharing that.
That felt very inspiring.
But I actually wanted to touchon something you said earlier.
You said when you pitch thesemeetings, obviously you're
prepared.
You're bringing the things yousaid that you've accomplished
over the past year.
(39:21):
I'm a special needs nanny and Iwork primarily with children
with autism.
So, in regards to milestones,things look a little bit
different.
I can't always say that we'vehit this and this just for the
nature of the work that I'mdoing.
So I just want to hear from youand Caitlin, just in general,
what are the kind of thingsyou're bringing to meetings in
(39:42):
terms of what you'veaccomplished with the kids?
SPEAKER_03 (39:45):
I have to say, I don't currently work with any
kids that are on the spectrum.
But I, well, I do work with achild that has ADHD.
And my wins may be really small.
They may be really small forthat day or that week, but they
are as simple as my charge wentstraight to the shower versus
getting so distracted.
You know, it's it's going to bea small winner milestone, but
(40:07):
over time those add uptremendously.
So they just look a littledifferent, I feel like, but
they're still such big wins, youknow, when you have them.
So thank you so much for askingthat.
Because I, you know, often Ithink my wins do, they're not
the same with my charge withADHD versus my other charges,
you know, they're just asimportant and it may be small,
(40:28):
but it's a win and a milestoneachievement, you know.
Go ahead.
I don't know if you haveanything to add, Caitlin.
SPEAKER_05 (40:34):
I just I do any and everything.
So, you know, I mean, again,they're small things.
They don't have to be big.
We know that development is aspectrum and it just happens how
it happens.
So, you know, this week we hadone day where we were on a
really great nap schedule and weslept through the night.
That was our win.
So, you know, I'm bringing smallthings like that.
(40:56):
It doesn't necessarily have tobe for the entire year, it could
be more present things in ourmind.
But we had our first familytrip.
So when we have, when I have myyear review, I'll be talking
about like how wonderful thattrip was and you know how we
effectively communicated andnavigated travel and you know,
all of those things.
But that happened a year ago.
(41:17):
And then I'll probably mention,you know, if we're on an
established schedule, then howthat's going, or did we try new
food, you know, twice this week,or you know, just small moments,
but they mean a lot to ourprincipals.
I mean, they're the the parentsof these little humans and they
get really excited when wesquiggle a line with a crayon
instead of throw the crayon, youknow.
(41:38):
So it doesn't have to be bigwins to be really exciting and
something of value to ahousehold, to a family.
SPEAKER_03 (41:47):
Yeah, what are their goals?
We have another awesomequestion, and then we'll go to
Claire after that.
This one's in the chat.
How can nannies ask forprofessional development
contributions and what counts asprofessional development
classes, certifications, etc.?
And I'll add on what we're allasking.
How do you also ask them to payfor nanny care?
(42:07):
Like, does that count asprofessional development
statement?
Yeah, but yeah, how do you askfor that?
Like and what would you include?
SPEAKER_05 (42:13):
I think the easiest ask is maintaining your CPR and
first aid certification.
That is crucial, in my opinion,to any nanny, any professional
in childcare in general.
So just asking for them toreinverse for that.
But I've also I've gone as faras to hey, this conference, it
(42:34):
was at Nanny Palooza, this onesp speakers here have been
reading and about all about themand following them, and they're
talking about child developmentin you know, XYZ, which is
really applicable to where we'reat currently.
And I'd love to go pick theirbrain, hear what they're
sharing, hear how the industryhas changed.
You guys think about that?
(42:55):
And then just asking for them topay for a portion of that.
I think professional developmentcould be as simple as, you know,
will you pay$20 a month for meto purchase a book on child
development?
Rye on Reggio, or I don't know.
There's so many different ones.
SPEAKER_06 (43:13):
Yeah.
SPEAKER_05 (43:14):
I mean, it's it can be really simple and and it
doesn't have to be huge, butit's helping me.
SPEAKER_03 (43:23):
Yeah.
Yeah.
I mean, I think the same.
And I mean, even if it's small,like that's going toward, you
know, like going towards yourfurther learning and helping
them.
So like I I even if you don'thave one, I do recommend
starting small.
That way, you know, your yourprincipals can kind of get
comfortable with that too.
(43:43):
But put it now, I mean, yeah,yeah.
I mean, and there's INAconferences and I include
NaniCamp.
So there's an Any Camp as well.
You know, there's just so manyconferences and ways to ways
that you are going to be able tobetter yourself for your
principals and your family.
And they might need a little bitmore at the beginning, like a
book, you know, they might needuh to know exactly what it is
(44:05):
just to get comfortable withgiving that stipend.
But that's when CPR, per se,books, you know, that's a good
way to kind of start out so thatthey can become comfortable with
that of your and point out howyou're using it.
SPEAKER_05 (44:17):
If you're reading a book because they were only
comfortable with the$20, say,oh, you know, look at this block
tower.
We've been working on stackingblocks.
It was this method that I readin this book where you're, you
know, talking about the colorsand the shapes and you know, all
the all the things.
Community colleges also havechild development courses that
you can take.
Usually they're a little bitcheaper.
(44:39):
Child development centers atuniversities often will have
conferences that you can popinto.
There's lots of little things.
I there's seminars online.
So oh, there's also free onesthat you can do for newborn care
solutions.
You can take one of her freeones and then just say, Oh,
yeah, I on my own time, Iwatched this lesson and now I'm
(45:04):
applying it here.
I'd love to take the class thatTanya just rolled out.
You know, it's this much and itcovers this, this, and this.
It's great.
SPEAKER_03 (45:13):
Or the I know also we touched on it at Nanny Camp
because Dr.
Jen was there.
The formator course she came outwith is a wonderful tool.
You can bring out like peoplethat have reviewed her course
and show what it's all going toteach you to bring for you to
bring to your cable.
So um, there's just so many outthere.
(45:33):
Absolutely.
Those are all great tips.
I love it.
We'll make sure we we drop theformat of course in the link
because that is a really awesomeone.
Claire, what is your question?
I love the guy.
SPEAKER_04 (45:43):
So I can't do more short-term content.
I'm just, I mean, I'm justcurious what y'all have to say
about that.
And I guess one question I haveis is it standard to do
insurance in there, or is it ahigher rate, or does it just
depend for a short specific likesix weeks, let's say.
SPEAKER_03 (46:05):
I mean, I don't I my contracts when I have done
shorter term positions haven'tdiffered that much from my
long-term contract.
I feel like obviously, if it's ashort-term contract, they're not
going to be able to provide, youknow, 401k as and actual health
insurance through them,obviously, because of the short
term.
But I still have the the sameamount of stipend in there
(46:29):
because it's my insurance hasn'tchanged just because it's a
short-term contract, you know.
So there are hours and maybesome like PTO and sick time that
are all a little bit different,you know, from short term just
because of the nature of it.
But I feel like the fundamentalthings like healthcare and such
as that haven't they, they don'treally change for or they
haven't changed for me shortterm.
(46:52):
But I also it haven't done a tonof short-term contracts, so I,
you know, can't fully say, butfor me, it hasn't differed too
much.
SPEAKER_05 (47:01):
I would just say have your rate reflect exactly
what you need covered.
I don't think you need to breakit out for yeah.
SPEAKER_04 (47:08):
I just I do have a high like a higher rate,
especially like for Asheville.
So I I didn't ask for insurance,but then I was kind of
reflecting, I was like, itactually I think would be in my
favor to maybe charge a littlelike I I would be willing to
charge a little bit less andthen get the stipend because the
stipend isn't wouldn't be taxed.
Um so I mean it's like youactually kind of I don't know,
(47:31):
this is a man figuring out, butI just wanted to ask about that.
And then one thing I wanted toshare, something that worked
really well for me in the pastwith a family.
I had a running Google Doc withthem, and it was good for like I
mean, I think it's reallyimportant to have, you know,
obviously the contractdiscussion.
I really enjoyed what you guyswere saying about that, but it
was really helpful to kind ofyou know, some things that's a
(47:52):
good example.
We use it a lot for for like,you know, hey, like you know,
the baby, you know, and then orsay his name will say his name.
Anyways, he is potty training,you know, like and this is what
we did over the weekend, justbecause it seemed like it just I
feel like things get lost intext a lot, and it was just
(48:12):
really nice to have that GoogleDoc.
SPEAKER_03 (48:14):
So, like those I've definitely had.
And with employers, I like tostick to email, but that is my
personal preference.
So a lot of the like milestonesand things reached I tend to, I
guess pictures more so likemessage, but everything else
that we've been discussing canbe I've I I can be a Google Doc,
but I usually send everythingthrough email.
But I think that's more mypersonal preference and maybe
(48:37):
what my principles also I couldtell would be their preference.
SPEAKER_05 (48:40):
To that's just finding the communication method
that works.
I've used notebooks, I've usedsignal, we've used WhatsApp, all
the all the different options.
So especially when you're rotaworking with your teammate on
communicating most effectivelyfor both of you.
But then also I've had parentsjust ask for face-to-face and
that they'd prefer no picturessent or anything that we just
(49:03):
share in person.
SPEAKER_02 (49:05):
Amazing.
SPEAKER_03 (49:06):
Okay, we've got about five minutes left and a
couple chat questions in thechat.
So I want to make sure we get tothem.
The one about approachingcontracts, if you start one
without one, we talked aboutthat with Brittany in our last
summit session.
So just for time's sake, I'mgonna refer and send it to thing
for that so we can chat througha couple of these other ones.
(49:29):
And then the the other caveat tothis is because we have so many
more questions and somethingwe're gonna talk about.
Tori and Caitlin are gonna comeback for a part two.
So drop all your questions.
If we don't get them to themtonight, we will come back and
have a part two of this.
And it's also sorry to interruptfor again, but that's kind of
also I we haven't been steeringas much to the rota thing
(49:51):
because that's like a kind of awhole other bar.
SPEAKER_01 (49:55):
Like, I think those ones are gonna have to wait only
because we'll get so big.
SPEAKER_03 (49:59):
So we can even talk about contracts more and then
especially, yeah, like theRhoda, the healthcare stipends.
We talked a lot about that withhomework solutions too, but up
to a certain amount, they arenon-taxable benefits.
So details are called there wego.
Thank you, QCERA.
Yes.
So get a QCERA as long as it'sset up properly, then it is
(50:20):
non-taxable.
So let's talk about this superfun question, though.
What are the high-end benefitswe're asking for?
Retention bonuses, we talkedabout a little bit, but if you
have the full but the fullbenefit you have 401k already,
what are the higher end when youare, you know, asking for for
these um benefits?
What are some of the fun onesthat you've heard of?
(50:41):
Whether you're asking for themfor yourself, we've got some fun
ones, others in the chat that wecould chat, but I want to hear
your guys' first.
SPEAKER_05 (50:47):
Well, Tori and I were talking earlier about my
Rhoda experience paired with herRhoda experience.
And she had mentioned that shedid not have PTO.
And I worked one week on, oneweek off, and I had requested
and received two weeks PTO ontop of my Rhoda position, which
was me.
And I also what I thought wasthe best one that I've ever I
(51:11):
asked for 20% of my gross as abonus end-of-year cash.
SPEAKER_03 (51:20):
Yes.
That was yeah, those uh yeah, Iagree.
I I have done the same with theyear-end bonus, and I definitely
prefer cash or check more sortof cash than anything.
But I think one we also talkedabout was if you are a rota
traveled annie, which I knowwe've given to that
conversation, but having themcover TSA pre-check and clear,
(51:42):
we are in the airports all thetime.
So we it's just essential tokind of cover those.
But I guess in regards to likethat, that was one of ours in
the in the chat.
First class flights, first classflights.
I know, I know you ladies.
I get some fun of the roomsevery once in a while.
Exactly, exactly.
Gotta gotta get the cheese plateand all the good snacks, right?
(52:03):
We're we are rating all thosefirst class meals, see which
ones the best.
We'll come out with everything.
And that's and that's where wetalk about like we talk a lot
about, you know, what is a perkversus a benefit.
These are the perks that you cannegotiate for, the kind of icing
on the cake.
They're not the things that makeor break your make or break your
life, but they're perks.
So these are like the fun thingsthat you get to ask for when you
(52:24):
are at this elite level and youhave proved your professionalism
and you show up professionally.
So and I think that goes withlike I obviously a lot of people
may match your, or if they'renot already matching your 401k
to you can ask, which I assumethey are though, matching your
401k or already giving a certainpercentage into it.
But yeah, just increasing, like,I mean, it just there's so
(52:46):
unless I know will like kind ofreally like write out that
document, but extra travelstipends when you're traveling,
like when we are in our summerlocation, I get an extra$300 a
week for groceries, and that'son top of everything else that I
already because it's higher costand it's less accessible
wherever where we are.
So just some of those things,like you said, they're like
(53:07):
perks, but those are kind oflike my uh non-negotiables when
it comes to like differentplaces and what we're doing.
SPEAKER_05 (53:15):
I had my pet sitter was paid anytime that my family
wanted to travel.
That was something that wascovered from my employers, um,
which was wonderful.
Yeah.
Yeah.
So I mean, there's lots of funones.
I mean, people have been givenwork cars that are also their
personal vehicles that they'rehave full access to.
(53:37):
I had a friend that it waswritten into her contract that
she had a week at her employer'svacation home that she got to
use it.
Whatever.
SPEAKER_03 (53:47):
That's amazing.
I was saying I see in the chatwe have one for physical
wellness program or gymmembership.
I think that's an amazingbecause that's such an easy
sell, too.
You you want to be your bestself, you want to show up at
work, your best self, and havingthat support.
SPEAKER_00 (54:01):
And so it's such an easy sell because it that is
what's supporting your healthand your ability to show up,
your best self and your goal aswell.
SPEAKER_03 (54:09):
So I love it.
SPEAKER_02 (54:10):
We are at time.
So I'm gonna cut off because Icould chat all night with you
ladies, but we will come backfor part two.
So stay tuned.
Thank you guys so much.
Thank you, everybody in theaudience who brought questions.
SPEAKER_03 (54:24):
I was just here to participate.
And like I said, we'll be backfor part two.
So if you have any questionsthat you didn't get answered
tonight or things that come up,feel free to send an email to
myself.
You've got Tori or Caitlin'snumber, shoot them, shoot it to
them, shoot it in our stories,Instagram, and we will come back
for part two to answer some morequestions.
(54:44):
I just want to throw it outthere.
Like if you are, like if youalready follow us on show
socials or anything and you arekind of having specific
questions, you can feel free toreach out.
I we do need to collect NDAs andeverything in regards to that.
But other than that, I feel likewe could still help you, even
you know, without that,obviously without that
information.
So if you have any questions,like I I'm always an open book,
(55:05):
so you can reach out with us.
What's your insta?
Oh, my insta is at Tortorunderscore Blanchard.
It is private.
I keep it that way just forfamily purposes and everything.
So but please request follow me.
Yeah, it's yeah, on Facebook,Instagram.
I don't do much other than thatthough.
SPEAKER_05 (55:20):
Yeah.
I'm ask day day.
Let's chit chat.
Yeah.
SPEAKER_02 (55:27):
Absolutely.
So excited.
Thank you for being here,everybody.
And we will see you next time.
Thank you.
SPEAKER_00 (55:44):
And that's a wrap.
Thank you so much for spending alittle bit of your day with us.
We'd love to stay connected.
You can find all of our pastepisodes and summit sessions on
Apple Music, Spotify, YouTube,or wherever you get your podcast
fixed.
For the inside scoop on thelatest job opportunities and
community stories, you canalways find us at adventures.com
or come say hi on Instagram,Facebook, or Blue Sky.
(56:07):
If you loved this episode, we'dbe over the moon if you leave us
a review.
It's a huge help in getting theword out to other folks.
And if you hated this episode,well, we're sorry.
It can't have been that bad ifyou made it this far, right?
We'll catch you next time.
Bye.
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