about nannies & helpers

CLIENT INFORMATION

1. GENERAL

Domestic workers referred to in these Terms of Business include but are not limited to Nannies, Babysitters, Mothercraft/Tresillian Nurses, Housekeepers, Cleaners, Carers, Butlers, Drivers, Companions, Nurses and Party Helpers.

2. AGENCY FEES

An agency fee applies to the engagement by a client of any candidate introduced by Nannies & Helpers Pty Ltd. The agency fee is payable upon successful placement of a candidate.

Registration/Search Fee:

• A registration/search fee may be requested to list a position. The registration/search fee will be deducted upon a successful placement.
• For all part-time and full-time placements the agency charges an agency fee in 2 parts

1. Non-refundable deposit: 50% agency fee payable at confirmation of the candidate and
2. Balance 50% (also non-refundable) after the trial period has ended.

• For all temporary and casual placements the agency fees will be charged at the end of the month or end of the job (or otherwise informed in writing).
• All agency fees are payable by credit card (unless prior arrangements are made). If an invoice is issued then payment must be received within 7 days from date of invoice.
• All fees quoted include GST.
• Fees may change at any time without prior notice.

Babysit & Temporary Nanny Bookings

• Should the babysitter or nanny arrive to commence a shift, and no notification has been given to the agency of a cancellation, 3 hours (minimum booking time) of the nannies rate is required to be paid to the nanny, and full agency fee will be invoiced
• Cancellations made after 4pm the day prior for a temporary daytime nanny booking, will incur the full agency fee
• Cancellations made after 3pm on the actual day of a babysit booking will incur the full agency fee.

Public Holiday Bookings

• 24 hours notice to the agency is required should a booking on a public holiday need to be cancelled. Cancellations made after that will incur the full agency fee

3. CLIENT INTRODUCTIONS

Nannies & Helpers Pty Ltd acts as a referral agency on behalf of our clients. Candidates are not employees of Nannies & Helpers Pty Ltd.

All successful candidates who are engaged on a temporary, casual, part-time for full time basis are employees of the client and are deemed to be in an employer: employee relationship.

• Candidate introductions are strictly confidential
• If a client passes on the name of a candidate to a relative, friend or acquaintance which results in the candidate gaining work with a third party then the client is liable for the agency fee. No trial periods applicable.
• If an offer of employment is made by a client to a candidate (whether as a temporary, casual, part-time or full-time candidate referral) as a result of an introduction by Nannies & Helpers Pty Ltd within 12 months from the last introduction then the agency fee applies.
• If a candidate introduced by Nannies and Helpers to a Client approaches, applies for or offers themselves for employment with the Client within a period of 12 months from the original introduction then an agency fee applies.

4. TRIAL PERIOD

An 8 week trial period applies to all part-time and full time placements.

• Under the terms of our trial period only one candidate replacement will be offered.
• A trial period applies to all part-time and full time placements. If an agency fee deposit has not been received within 7 days from commencement of candidate employment then no trial period applies.
• If a placement fee has not been received and the position has been terminated by the client, a daily casual fee will apply for the period that candidate was retained by the client.
• The agency must be notified of an unsatisfactory candidate within the trial period.

5. ADVERTISING

Specific advertising will be placed only with client written approval and the client will be invoiced for this cost.

6. CLIENT OBLIGATIONS

• Superannuation:
  Domestic workers who work more than 30 hours per week are entitled to superannuation at the current specified rate

• Occupational Health & Safety:
  As an employer, you have an obligation under Occupational Health & Safety legislation to provide a safe working environment within the workplace (your home). This includes inducting your domestic employees to your home environment and consulting with your domestic employees to identify and rectify any hazards to ensure a safe working environment.

• Domestic Workers Compensation:
  From June 30, 2008 there are major changes regarding Domestic Workers Compensation Insurance. Insurance companies will no longer be able to offer workers compensation policies via their Home and Contents policies in New South Wales.
  At the expiration of your current Home and Contents policy after June 30, 2008 you will now need to take separate insurance policy to cover Domestic Employers who earn more than $7,500 per annum. Nannies and Helpers strongly recommend that you take out separate insurance to cover your domestic staff. If you neglect to take out Domestic Workers Compensation you will be leaving yourself exposed to Medical Expenses etc and penalties and fines imposed by Workcover.
  Domestic Staff who earn less than $7,500 per annum will be deemed to be covered by the Workcover. In the event of a claim, the you will be required to pay an administration fee for the claim.
  Please contact your insurance company for more information.

7. PROBATION PERIOD

A 3 month probation period from commencement of employment.

8. EMPLOYMENT TERMS

• Temporary: engaged on a short-term, once off basis. Employee is paid by the hour and paid at the end of the shift.
• Casual: engaged and paid on an hourly basis. There is no expectation on the part of the employer or employee that the work will continue. Employee is paid only for hours worked and has no entitlement to superannuation, annual or sick leave.
• Part-time: Employee is engaged on a continuing basis and can expect the employment to continue for a reasonable time. Employee is engaged for the same period of time on regular days. Employee is paid at the end of the week (or as agreed with the employer). Employee is entitled to superannuation if working more than 30 hours per week and entitled to pro rata annual leave and sick leave.
• Full Time: usually more than 30 hour per week. Employee is engaged on a continuing basis and can expect the employment to continue for a reasonable time. Employee is engaged for the same period of time on regular days. Employee is paid at the end of the week (or as agreed with the employer). Employee is entitled to superannuation if working more than 30 hours per week and entitled annual leave and sick leave.