Annie’s Nannies, Inc.

(Employer) / (Employee) Work Agreement

(This agreement is subject to change upon mutual consent and signature of both parties.)

THIS AGREEMENT is made this day of 20 between “Employer” and “Employee”

THIS AGREEMENT is effective from to (Date contract will be reviewed)

Employee is to provide child-care or household support for (children’s names): , , , , ,

VARIATIONS:

Saturday/Sunday

Trial Period:

The first days will be considered a Trial Period, during which time the fit will be evaluated for both

parties. At any point during the Trial period either party can terminate the agreement. Employer will be

responsible for payment to Employee for any days worked during the Trail Period, but not required to pay

beyond actual days worked during this time.

II. Job Responsibilities and Expectations

• Be responsible, reliable, and punctual at the start of the day (and notify both parents by phone as

soon as possible if they will be late for any reason);

• Maintain regular communication with Employer regarding the Child;

• Comply with Employer’s preferences regarding child-rearing and discipline;

• Maintain a state of adequate physical and mental health in order to ensure the safety and well-being

of the Child and the continued ability to perform the below job responsibilities.

• Maintaining the Child’s safety at all times;

Employee’s specific job responsibilities include:

•

Transportation: Employee may transport the Child in Employee’s vehicle for doctor’s appointments and

other activities. Employer should be notified of any outings with the Child in advance. Employee is expected

to conduct routine maintenance of the vehicle. While the Child is being transported, the Employee shall be

the sole driver of the vehicle, barring emergent situations, and no other passengers are to be allowed in the

vehicle, except with Employer’s permission. While being transported in the vehicle, the Child must be

restrained in the car seat provided by Employer at all times. The Employer will provide the appropriate car

seat base for installation in Employee’s vehicle. The Child shall not be left in the vehicle alone for any period

of time. Employer will not be held liable for any automobile claim, tort or repair related to Employee’s

vehicle, regardless of duty status. Employee is required to maintain (i) a valid driver’s license, (ii) valid

registration for the vehicle, (iii) routine maintenance of the vehicle, and (iv) valid automobile insurance

•

Health/Emergencies: On a day-to-day basis, the Family’s preference is to be first contacted for general

questions such as medicine given (for example, if Child is running a fever). Under no circumstances should

the Child ever be released from the Employee’s care to anyone but the Family or others listed as an

Emergency Contact, unless the Family directs otherwise in writing.

Emergency Contacts:

•

•

FULL-TIME:

Employee shall receive an hourly of $ for the first hours per work-week and an hourly of $ for the

next hours per work-week to equal a gross compensation of $ weekly. ($ annually)

PART-TIME:

Employee shall receive an hourly of $ per work week. Guaranteed hours:

ADDITIONAL CARE: Will be compensated as follows:

Per hour: $ Overnight: $ Weekend: $

Additional Child: $ per child, per hour/day

Family will utilize service for payroll

Family will withhold Social Security, Medicare and Federal/State Unemployment Insurance, and

Federal Income taxes

Reviews:

Family will review employee’s performance and discuss job duties at:

90 Days 6 months 1 year

Automobile insurance coverage supplied by family. % paid Employee’s car Family’s car

In case of an accident, the deductible will be paid by:

Employee % Family % Both

Amount of the deductible $

Homeowner’s/Renter’s insurance is in effect

(the family will review the policy to see that it covers bodily injury and property)

Comments:

Worker’s Compensation policy? (not required in Washington State for less than 2 employees) Yes No

Comments:

Comments:

3.) Meals: (if applicable)

Family will provide all necessary food to prepare nutritious meals, snacks and beverages for

Employee and children during normal working hours. Comments:

4.) Paid Time Off:

a.) Vacation: Family agrees to provide the employee week(s) of paid vacation.

Paid vacation may be taken after months of employment

Other/Comments:

c.) Personal Days: Paid Not Paid

How many: Conditions:

d.) Paid Holidays:

New Year’s Eve Thanksgiving Day

New Year’s Day Day after Thanksgiving

Memorial Day Christmas Eve

4

Labor Day

5). Other Benefits (if applicable)

Employee feels it is unsafe for travel, Employee will use PTO or take the day or time off unpaid. d. If

Family requests the Employee stay home for their own safety, the Employee will receive GH. e) If the

weather begins to become unsafe while the Employee is working in the Family’s home, they may

request to leave early (within reason) to get home safely with no default in pay.

V. Confidentiality and Social Media Policy

Employee understands that any and all private information obtained about the employers or their

dependents during the course of employment, including but not limited to medical, financial, legal,

and career, are strictly confidential and may not be disclosed any third party for any reason. This

If this contract is cancelled before the employee’s start date, without reasonable cause by the

employer, the employer will pay two weeks’ severance.

There are additional pages attached that are a part of this agreement.

CORONAVIRUS AND INFECTIOUS DISEASE PROTOCOL is included following this agreement.

We believe in the importance of practicing everyday preventive actions that can help prevent the spread of

respiratory illnesses and infectious diseases, such as the novel coronavirus that leads to COVID-19. We

expect our household, including Provider, to adhere to the following infectious disease protocol and

preventative actions.

SYMPTOMS: Notify the Family immediately if you or anyone in your household experience symptoms of

COVID-19 (i.e., fever, cough, shortness of breath, chills, fatigue, loss of taste or smell, etc.) and stay home.

Cover all coughs and sneezes with a tissue.

except to get medical care. If outside for physical activity stay at least six feet away from others, avoid

travel, and avoid crowds. In the event that stay-at-home orders are lifted, communicate with the family

about levels of risk and permitted activity.

MASK WEARING: Follow guidelines of the Center for Disease Control. Wear a face covering when in

public settings where one cannot maintain six feet of distance from others.

HAND WASHING: Wash hands upon entering the Family household. Wash hands often with soap and

water for at least 20 seconds, especially after going to the bathroom; before eating; and after blowing your

nose, coughing, or sneezing. If soap and water are not readily available, use a hand sanitizer that contains at

expanded family and medical leave for specified reasons related to COVID-19. The Act includes two

weeks (up to 80 hours) of paid sick leave at the employee’s regular rate of pay where the employee is

unable to work because the employee is quarantined (pursuant to Federal, State, or local government order

or advice of a healthcare provider), and/or experiencing COVID-19 symptoms and seeking a medical

diagnosis; or two weeks (up to 80 hours) of paid sick leave at two-thirds the employee’s regular rate of pay

because the employee is unable to work because of a bona fide need to care for an individual subject to

quarantine (pursuant to Federal, State, or local government order or advice of a healthcare provider), or

care for a child (under 18 years of age) whose school or child care provider is closed or unavailable for

reasons related to COVID-19, and/or the employee is experiencing a substantially similar condition as

specified by the Secretary of Health and Human Services, in consultation with the Secretaries of the