Do You Need to Hire a Senior Care Worker?

need to hire a senior care workerIt’s never easy to realize a senior loved one can no longer live completely independently and needs some assistance. But in order to provide the best quality of life possible, some seniors will need a companion or other caregiver to help them stay in their own home. Seniors may also require help with maintaining their home, especially if they are aging in place in their own house. Here are some possible signs that you need to hire a senior care worker.

Signs Your Senior Needs Help at Home

  • Spoiled food that does not get thrown away
  • Missing important appointments
  • Unexplained bruising
  • Difficulty getting up from a seated position
  • Difficulty with walking, balance, and mobility
  • Uncertainty and confusion when performing once familiar tasks
  • Forgetfulness
  • Unpleasant body odor
  • Infrequent showering or bathing
  • A strong smell of urine in the house
  • Noticeable decline in grooming habits and personal care
  • Dirty house, extreme clutter, and dirty laundry piling up
  • Stacks of unopened mail or an overflowing mailbox
  • Late payment notices, bounced checks, and calls from bill collectors
  • Poor diet or weight loss
  • Loss of interest in hobbies and activities
  • Changes in mood or extreme mood swings
  • Forgetting to take medications, or taking incorrect dosages
  • Unexplained dents and scratches on a car

Whatever type of help your senior needs, family caregivers cannot do it alone. That’s where we come in. Our senior care companion services are available 24 hours a day, 7 days a week. We offer on-call, temporary, part-time, or full-time options to meet your specific needs.

Contact us at (518) 348-0400 and let us know how we can make your life easier.

Capital Region Wedding and Event Child Care

capital region wedding child careWhether you’re hosting or attending a conference, meeting, wedding, or corporate party in the Capital Region, A New England Nanny’s professional team is skilled at expertly addressing the individual child care needs of each event, allowing you and your staff the freedom to focus on other things.


When it comes to weddings, one issue that may arise is whether or not children should be invited. While some couples may wish to avoid any screaming tantrums or general disruptiveness that young children may provide, they also know that friends or family members may find it difficult to attend the wedding if they cannot bring their kids. This can make for an awkward and uncomfortable situation.

With A New England Nanny, the happy couple doesn’t have to make that choice! We work with wedding planners, brides, and hotels to ensure that their child care is covered by our experts. Now you can let your guests bring their children to your wedding, comfortable in the knowledge that they are being well-cared for away from your ceremony.

Conferences and Events

Choosing A New England Nanny to manage an event’s child care needs ensures a safe and fun time for the children, as well as a seamless, worry-free experience for you, your staff, and your clientele.

Providing services to groups of any size, A New England Nanny takes great pride in the high-level of service that we can offer you and your clients, including staffing, pre-planning and coordination, scheduling and vendor negotiation as needed, as well as managing on-site representatives.

Our phenomenal team of qualified Child Care Professionals and experienced Event Coordinators work to ensure an enjoyable experience for all children and their parents.

Our Conference & Event Child Care Coordinators expertly manage:

  • All Planning & Staffing
  • Family & Child Registration
  • Activities and/or Kid’s Camp
  • And Much More…

A New England Nanny creates age-appropriate programs designed to meet your clients’ specific needs. We are experienced in coordinating everything from simple events that utilize favorite games and activities, to more elaborate events that incorporate bounce houses, live entertainment, and more.

Interested in meeting with our knowledgeable Conference & Event Coordinators? Call (518) 348-0400.

Download our New Brochure!

We are excited to show you the new A New England Nanny brochure!

Please feel free to download it and share with anyone who needs child care, senior care, housekeeping, pet sitting, emergency backup care, hotel and event child care, or just about any other household employment service.

Let us know what you think!


When Nannies Drive the Kids: Best Practices and Laws

nannies drive kidsWhile some families choose to have their nanny stay in the house with the kids all day, many choose to let their nanny take their kids out, be it to the movies, a park, sports practices, or any other appointment or activity. Families need to decide how the nanny will transport the children – will the nanny use her own car, or will she use a family vehicle?

The overall goals when your nanny drives the kids are to make sure your children stay safe, ensure that you or your nanny have adequate insurance in case of an accident, and to know how to properly handle gas and other expenses. Depending on what arrangement you make, there are different rules and regulations to consider.

Is Your Nanny a Good Driver?

If you hired through a nanny agency, they will have checked the nanny’s DMV records for traffic violations, convictions, accidents, suspensions, and license expirations for a least the last three years. If you hired on your own, you should ask the nanny to obtain her records, which is available from the state DMV, possibly for a small fee.

Alternatively, you can ask your auto insurance company to run a motor vehicle report using your nanny’s driver’s license. It won’t be as comprehensive as a DMV report, but you’ll see any traffic violations, conviction dates, and accidents, and the insurance company probably won’t charge you.

Before hiring the nanny, if you plan to have her drive the children, you can ask her references about any driving-related issues.

If you are exceptionally cautious, taking a test drive with your nanny to experience her skills is another way to feel confident about letting her chauffeur the kids.

What Will the Driving Rules Be?

In the work agreement or contract, any driving rules or requirements should be detailed, such as making sure all speed limits are followed, texting while driving is prohibited, no talking on the phone (or hands-free only), and whether any other passengers besides the kids are allowed in the car. You can also determine to which locations the children can be driven, with the option of adding to that list as necessary.

Confusion and miscommunication can be avoided by including these details in the paperwork, and it ensures you and your nanny are on the same page.

Should My Nanny Drive My Car?

Having your nanny drive a family car is ideal when it comes to safety – you are in charge of the vehicle’s maintenance so you know the shape your car is in. If the nanny will drive your car, you need to add her to your insurance policy, for which you’ll need to send your insurance carrier a copy of her license. Make sure you review coverage options with your insurance company, even if the nanny will only be driving your car occasionally. There could be a slight increase to your premium for nannies who are younger or have incidents on their driving record.

Should My Nanny Drive Her Own Car?

Safety is the name of the game. If you want your nanny to use her own car, step one is to make sure her vehicle has passed state inspection. If you want to pay to have a mechanic look at her car, that could be beneficial as well.

If your children are still in car seats, there are many concerns to keep in mind. The nanny’s car must be able to accommodate the size of the car seats and the nanny must know how to ensure the children are seated in them correctly and securely. If the seats will be removed after the nanny’s shift and then replaced on her next shift, she must know how to install them correctly.

Another safety measure to take is to make sure the nanny’s car isn’t messy and has any items that could fly up and injure the children.

What Kind of Insurance Coverage Do I Need?

If your nanny driving her car and has an accident, the nanny’s medical payments coverage and bodily injury limit on her own policy would cover any injuries to the children. While coverage for bodily injury varies by state and is sometimes as low as $10,000 per person or $20,000 per accident, that may not cover the cost of a serious accident. You will want your nanny to have adequate liability insurance coverage in case the children sustain any injuries in an accident.

Ask for a copy of your nanny’s insurance card before she drives the kids anywhere. Check it periodically to ensure it stays valid and coverage doesn’t lapse.

What if My Nanny Gets Hurt in an Accident?

Your workers’ compensation insurance carrier and the auto insurance company (your or hers depending on which car she was driving) will need to be notified of an incident. Remember workers’ comp is required for household employers in New York. Your workers’ comp policy would cover your nanny’s injuries and any lost wages if she misses work, because she was injured while on the job.

Do I Need to Reimburse My Nanny for Gas and Mileage?

Your work agreement should detail any reimbursement arrangements for when your nanny is driving her own car.

If your nanny is driving a family car, it’s advisable to reimburse her if she buys gas or has to pay for parking or tolls.

The standard mileage rate issued by the IRS calculates the cost of gas, maintenance, and depreciation. You can abide by that rate or set your own. If you will be reimbursing, your nanny should keep a detailed log of the mileage and gas she uses.

You could consider flat-rate compensation if your nanny will drive a consistent number of hours or miles each week. This rate would be calculated to cover her expenses every week. But if anything changes – she’s driving more miles or the cost of gas increases – make sure you adjust her compensation.

Neither you nor your nanny will have to pay taxes on gas and mileage reimbursements, as it is not taxable compensation.

For more information, contact us at (518) 348-0400.

Summer Child Care: Nanny or Day Camp?

nanny or day campWhile children undoubtedly look forward to being out of school for the summer, those three months off can be worrisome for parents, especially those whose schedules don’t change during the summer and still need to make sure their kids are cared for. While day camps are a popular option, it might not be the right one for every family. Some may choose to hire a summer nanny to look after the children.

It’s an important decision, but it doesn’t have to be a stressful one if the parents understand the differences between using a nanny and enrolling in a day camp. There are pros and cons to each, and all must be considered.

Here are the key differences between using a nanny and sending the kids to camp.


The Pros

When a family hires a summer nanny, they set the schedule, they dictate the duties the nanny will perform, and they provide specific instructions for the child’s care. The nanny’s pay rate and benefits are negotiated, so they know the exact cost of hiring a summer nanny. Many families prefer having a situation where they can control the schedule and ask the nanny to provide updates throughout the day.

Live-in nannies can be hired to care for a child in the evening and during the night, if parents’ schedules don’t allow them to be home then. There are certain requirements a family must provide in this situation, such as a private place for the nanny to sleep with a bathroom. But for families that can accommodate one, a live-in nanny may be a good option.

A nanny provides one-on-one attention, which may be preferable for some families. Based on both parental instructions and the child’s reaction to different things, a summer nanny can adjust their approach to caring for the child. A child may form a real bond with their nanny as there’s no competition for attention, and some families may value that component highly.

Summer nannies can handle the child-related busy work. Camp lunches and snacks don’t have to be packed before leaving the house. All parents know the struggle of getting a child dressed in the morning, which is something a nanny can handle instead. Plus parents can ask the nanny to do the kids’ laundry, light house cleaning, prepare dinner, or other easy but tedious jobs that a nanny can do to make coming from work less stressful for mom and dad.

Hiring a summer nanny through an agency benefits families by giving them access to helpful child care resources, along with guidance and support from the agency, including back-up care should their regular nanny not be able to come to work.

Families may be eligible to claim the Dependent Care Assistance Program (DCAP) or Child and Dependent Care tax credit when they use a nanny for child care. Those can help offset some of the cost of the nanny’s wages and benefits.

The Cons

Families that hire on their own (not through an agency) will need to find a replacement or take time off of work to care for the child if their nanny calls out sick one day, or needs time off due to an unexpected emergency. It can be disruptive and inconvenient when a family has to scramble for backup child care, especially if the kids have started to bond with the nanny.

Many families use online job boards to find nannies; it’s important to know that these nannies are not required to have any specific education credentials or certifications (such as CPR or first aid). Searching for a nanny with all the qualifications parents require can be time-consuming, and performing background checks becomes the family’s responsibility. All the hiring decisions are made by the family, and while there are legal protections for nannies in New York and other states, anyone who wants to be a nanny can be one without going through any regulation process.

Employment taxes must be paid by any family that pays a nanny over $2,100 (2018) in a year (this threshold can easily be reached even for just a summer nanny). All applicable nanny tax forms, Social Security, Medicare, federal and state unemployment insurances, and income taxes must be filed. In New York, if a summer nanny works at least 40 hours in any week, the family must have a workers’ compensation policy in case the nanny is injured or becomes ill while on duty.

When a family hires a nanny, they become a household employer. Pay rate and benefits need to be negotiated; vacation and sick time, health insurance, and even retirement must be discussed with a summer nanny. A job description and work agreement should be created, and families must ensure they are complying with any applicable discrimination and harassment laws. It takes a lot of time and effort to figure out all the household employer obligations (but using a payroll service like our partners at GTM Payroll will make things much easier).

Day Camp


Day camps continue the socialization that children receive in school, which many families find integral to their child’s development. Sharing, playing with others, interactional behavior, and other social skills learned in school are ongoing in camp. New friends are made and kids develop relationships with their peers.

There are a lot of specialized day camps regarding subject matter. Some focus on arts and crafts, some on individual and team sports, others on water-related activities, and some are more education-focused, like science camps. Kids may be more engaged and learn more if the focus of the camp is something they are already interested in as they improve their skills or learn new ones.

Many day camp counselors have educational backgrounds in childhood education and/or psychology (teachers sometimes make camp their summer job), so they can tailor activities based on the children’s ages and maturity levels.

Day camps run on a set schedule, and many are open past 5:00pm to accommodate families getting off of work. Some also open early to assist families who need more time in the morning to get to their jobs.

Reputable day camps will background-check and screen their employees. In New York, children’s camps are subject to numerous regulations regarding health, safety, and qualifications for camp staff, which may bring parents peace of mind.

Many day camps provide snacks or even lunch, which can reduce the amount of time it takes for families to get everything ready for camp in the morning. Children often encounter new foods at day camp and may try new things, something they may not be as eager to do at home.

The DCAP can help families offset the cost of day camp, allowing individuals to qualify up to $ 5,000 of their annual salary federal and state income tax-free.


While some families value a day camp’s set schedule, if a meeting is going late and a parent can’t get to the facility by closing time, it can be very inconvenient. Day camps usually charge extra for late pick-ups, so balancing work responsibilities and day camp hours may be a struggle.

The stimulation at day camp can be overwhelming for some kids; new faces, lots of new experiences, and perhaps more activity than they are used to. While socialization is a big part of camp, it may not be the right environment for certain children.

While illness tends to decline during the summer, kids can still get sick. Most camps will require a child who has a fever or vomits to stay home for at least 24 hours (or as long as it takes for the fever to go away); that means arranging other child care or staying home from work until the child is healthy enough to return. Day camps will usually not give a refund for any days a child misses.

While the only holiday closure to worry about during the summer is Independence Day, some camps are not open every week, or some may close for religious holidays. When camp is closed and the parents still need to work, other child care arrangements will have to be made.

Day camp staff can change year-to-year, so if a child forms a bond with one or more of the counselors, they may be disappointed if those workers aren’t there the next summer.

The Costs

After considering all the pros and cons listed above, a family’s decision about summer child care may come down to the cost.


According to the International Nanny Association’s (INA) 2017 Salary and Benefits Survey, the national average hourly wage for nannies was $19.14, with some wages over $25 per hour. 75% of nannies surveyed received paid vacation time, and 17% received either full or partial health insurance.

If a family hires a summer nanny for 40 hours per week and pays the average of $19.14 per hour, the cost to the family would be $765.60 per week. There are additional costs involved with the hiring process; agencies charge a membership or placement fee, and families that hire using an online site will need to pay for background checks. Additional expenses can include workers’ comp and health insurance, and families that use their accountant or a payroll service must also consider those costs.

Day Camp

The cost of day camps varies greatly, based on the number of hours the camp is open each day, and the cost of the activities. Many day camps are operated by non-profit organizations, and those camps can be as low as $100 per week. According to the American Camp Association (ACA), families can expect to pay an average of $304 per week for day camp.

Specialty and for-profit camps are certainly more expensive, as the campers receive more individual attention and the skills of the staff are more specialized. Those camps can range from $500-$1000 per week, according to the ACA.

When the camp is closed or if the child is sick and can’t attend, the cost of backup child care or the cost of a parent staying home from work must be considered.

A third option is to use both! Some day camps are only half-day (which cost far less than full-day camps), so a family could take the kids to camp in the morning, and then have a nanny pick them up and care for them in the afternoon. This could be the “best of both worlds” for some families, but others may prefer the consistency of either just a nanny or just day camp.

Ultimately what’s best for a family (both financially and emotionally), is determined by the parents.  The decision about using a nanny versus a day camp is not to be made lightly, but having all the information and understanding the pros and cons to each option will make that decision a little easier.

Questions? Please contact us at (518) 348-0400.

Our New Office is Officially Open!

We are excited to announce that we have moved our office to downtown Albany! We held a ribbon cutting ceremony today to celebrate the event.

Our new location will allow us to provide more personalized service to their clients and partners in the area, while continuing to serve the needs of families all over the Capital Region. We are happy to be part of the Albany community, and excited to show off our new space to clients, caregivers, and partners.

Please check out some photos of our new space (click photos to enlarge). Thanks to the Capital Region Chamber of Commerce for hosting the event!

Director Melissa Schoonmaker with agency owner Guy Maddalone

Debra, Melissa, GTM sales rep Rolly Merrill, and GTM VP of Operations Todd Maddalone


Matt Cannon from Albany County, GTM’s Director of Marketing Chris Chariton, GTM’s Controller Diane Maddalone, Melissa, Guy, Debra, Capital Region Chamber CEO Mark Eagan, and Todd


Do You Need to Pay Taxes for a Summer Nanny?

summer nanny taxesSchool will be out soon, and if you’re going to be hiring a nanny to care for the kids during the summer, you might think that since it’s only a temporary job, you don’t need to worry about payroll taxes or even insurance. But those requirements may apply even if you’re only hiring for the season.

Our friends at GTM Payroll Services have put together this list of what you need to know about paying taxes on a summer nanny:

Your Summer Nanny is an Employee

The IRS has consistently ruled that a nanny is an employee and not an independent contractor.

This distinction is important. With an employee, the worker and employer each pay Social Security and Medicare taxes. An independent contractor pays both their share and the employer portion of these taxes.

Why is a nanny considered an employee?

She is a worker who:

  • works under the direction and control of her employer
  • has her schedule set by her employer
  • uses the employer’s tools

Essentially, you are telling your nanny how to care for your children and when to show up to your to home to work. When she is working, she is using your tools, such as plates and utensils to serve lunch.

An independent contractor is told what is needed to be done and possibly when it needs to be done by. However, they determine how the work will get done, when they will perform the work, and will use their own tools to do the work.

Your Summer Nanny Makes $2,100

If your summer nanny passes the $2,100 cash wage threshold, then Social Security and Medicare (FICA) taxes need to be paid by both you and your employee. You each have a responsibility of 7.65 percent of cash wages for FICA for a total of 15.3 percent.

Your employee’s obligation can be handled through a paycheck withholding and you can remit both your and your employee’s taxes quarterly using Form 1040-ES.

A summer nanny can very easily reach this threshold. Let’s say she makes $10/hour for 25 hours of work per week for 10 weeks. That’s $2,500 in cash wages triggering the FICA withholding requirement.

There are some exceptions. Do not count wages you pay to your spouse, child under the age of 21, parent or any employee who was under the age of 18 at any time during the year.

You and your summer nanny may also agree to withhold income taxes from their pay. It’s not required that you withhold but it may be preferred so that your nanny won’t owe all of her tax obligation come tax time. You can remit income taxes quarterly.

Your Summer Nanny Makes $1,000 in a Calendar Quarter

Federal unemployment taxes are owed if your summer nanny makes $1,000 in any calendar quarter. We’ve already shown how easily this threshold can be reached. This tax is an employer-only tax (do not withhold from your employee’s pay) and is six percent on the first $7,000 in cash wages. You may also owe state unemployment taxes.

Again, there are some exceptions. Do not count wages you pay to your spouse, child under the age of 21 or parent.

You will need to pay unemployment taxes for employees under the age of 18 if they make $1,000 in a calendar quarter.

You May Need Workers’ Compensation

Workers’ compensation is usually required for household employers in New York. If your summer nanny works 40 hours in a week, even for just one week, you need workers’ compensation coverage for the entire time she works for you.

Follow Minimum Wage & Overtime Rules

Since your summer nanny is an employee, she is protected under the Fair Labor Standards Act. This means she must be paid at least New York’s state minimum wage, which is currently $10.40 per hour. Overtime also applies. Hours worked over 40 in a week need to be paid at no less than time and a half. There are some exceptions for live-in employees.

File Year-End Tax Forms

At the end of the year, you will need to provide your nanny Form W-2 (Wage and Tax Statement)while filing Copy A of this form and Form W-3 (Transmittal of Wage and Tax Statements) with the Social Security Administration. You’ll also file Schedule H (Household Employment Taxes) with your personal tax return.

Please contact us at (518) 348-0400 for more information about hiring a summer nanny. For more info about paying nanny taxes, call GTM at (800) 929-9213 for a free, no-obligation consultation with a household employment expert.

Another Successful National Nanny Training Day!

nntd 2018We’ve been hosting National Nanny Training Day events for more than 10 years now, and this year’s was one of the very best! The Capital District Childcare Council’s (CDCC) meeting space was perfect for us, and our presenters were fantastic: Charlene Therrien talked about her experiences as a senior caregiver and provided advice for those looking to add senior care to their skill set; Kathleen Harland, an Infant and Toddler Specialist at the CDCC gave great tips and insight into working with those age groups; Miranda VonFricken helped our caregivers with personal and professional goal setting; and Nikki Sementa once again provided CPR certification to our nannies who hadn’t yet gone through the training.

We gave away some great raffle prizes, had a delicious lunch, and spent the day with the wonderful caregivers who provide such incredible service to our families. It’s truly gratifying to hold this event each year. If you missed it this time, make sure you join us next year!

Here are some photos from the event – click each one to enlarge.

Kathleen Harland discusses infant and toddler care.

Our fearless leaders Deb and Melissa!

Charlene Therrien discusses being a senior caregiver.

When Maternity Leave Ends – Easing the Transition

maternity leave transitionWhether or not you are looking forward to returning to work from your maternity leave, the transition can be quite emotional – juggling family and your career can cause stress, anxiety, and pressure. But going back to work can be manageable – follow these nine steps, starting even before having a baby, to make things smoother.

Before Your Maternity Leave

1. Have a Return Plan

Who will handle your projects and obligations while you are away? This should be discussed with your supervisor before going on leave, along with having a written agreement of how you will transition back to work when leave is over.

During Your Maternity Leave

2. Catch Up!

Reduce any first-day anxiety by meeting with your supervisors and other relevant co-workers before your return. This will help you understand the expectations for when you come back to work, and you’ll be prepared for what to get caught up on.

3. Do a Practice Run

Your routine during maternity leave has likely been very different than your previous workday routine. You’re out of practice, so you need to get used to a new process, such as setting your alarm, getting your work items ready, feeding your baby, taking your baby to daycare with all the required items or preparing instructions for your nanny, and driving into the office. Figure out what responsibilities you and your partner will have ahead of time so that on Day One, you’ll be ready.

4. Try to Get Baby on a Sleep Schedule

If only it were that easy! But getting your baby on a routine sleep schedule before returning to work will make it an easier transition for both of you.

5. Have a Child Care Plan

Babies get sick, daycare centers sometimes close, and nannies have days off or call in sick. When that happens, will you or your partner stay home with the baby? Do you have an alternative babysitter or a relative that can stay with the baby so you can get to work? (If you sign up with A New England Nanny, we’ll have this situation covered.)

6. Time to Go Shopping?

Pregnancy and breastfeeding often change a mother’s body. The outfits you wore to work before your pregnancy may not fit the way you like any more, so try them on before going back to work. You may need to head to the mall to update your wardrobe.

Returning to Work

7. Have Accurate Expectations

The hardest part about returning to work is the first few weeks. Try to start with smaller projects as you get used to the routine. Take your time and allow yourself some breathing room to ease the adjustment.

8. Slow Down

Your first week back might be more manageable if you return in the middle of the week instead of on a Monday. If you can start with three or four days a week, or with reduced hours each day, that will help as you gradually get back to your full-time hours. Make sure you know what time you’re leaving work each day – you’ll likely be more productive during the day.

9. Be Prepared to Pump

If you will be breastfeeding your baby, you might want to keep a second breast pump at work plus an insulated bag to carry the bottles home. You may even want to get a car adapter or a battery-operated pump if you need to pump while commuting. Believe it or not, having a photo of your baby with you can help with the let-down reflex. Be sure to schedule pumping times on your work calendar.

Nursing mothers have federal workplace protections, including having reasonable break times and a place, other than a bathroom, where you can privately pump.

A New England Nanny is here to help! Whether you need full-time or occasional child care or senior care, or if you just want your house cleaned or pet looked after, we can assist. Contact us at (518) 348-0400.

What You Need to Know Before Getting a Nanny Cam

nanny camWhile the hope is always that a family will have a great relationship with their nanny, many times that’s not the case. Tragic incidents have occurred in homes around the country involving nannies, leading some parents to want to install a hidden camera known as a “nanny cam” so they can keep an eye on their children during the nanny’s shift. These devices aren’t solely for nannies either – some families use them to keep tabs on pet sitters or housekeepers – anyone who might be in the home when the parents are not.

While nanny cams may provide peace of mind for parents, it’s crucial to understand the laws regarding these surveillance devices before you install one in your own home.

It is legal in all 50 states for a household employer to install a hidden camera in their home. It is illegal, however, to place a nanny cam in a private area such as a bathroom or, for live-in nannies, their own bedroom. Typically these cameras are installed in a playroom, the kids’ rooms, or other general living areas.

While making video recordings is legal in all states, recording audio secretly is not always legal. In California, Connecticut, Delaware, Florida, Hawaii, Illinois, Louisiana, Maryland, Massachusetts, Montana, Nevada, New Hampshire, Oregon, Pennsylvania and Washington, you cannot use hidden audio recording devices. But it is legal in New York.

It’s also important to keep in mind that if you install a nanny cam, the recordings can only be used for the monitoring of your home and loved ones. If you use the footage for business purposes or share the recordings with others, you could face legal trouble.

The benefit of having a nanny cam is being able to monitor how your children are being cared for, and to be able to address any issues immediately. It is up to the family whether or not to tell the nanny about the camera(s) – if you are installing the device based on a suspicion you have, then you may wish to keep the camera a secret if you’re hoping to “catch them in the act.” But if you are merely using it for general home safety, you might want to disclose this information to your nanny when you install it or when you hire the nanny. If you don’t tell her and she happens to find the hidden camera on her own, it could negatively impact the level of trust she has with you and your relationship could suffer. If you decide to inform the nanny about the device, you may wish to have her sign a release form stating that she is aware she is being recorded.

A New England Nanny seeks to minimize the need for our families to install nanny cams through our rigorous background checks and screening process. But we also understand that some families just want an extra layer of security when it comes to those they love most. If you have any questions regarding nanny cams, please contact us at (518) 348-0400.