[{"data":1,"prerenderedAt":513},["ShallowReactive",2],{"document-house-maid-and-nanny-job-description-D12845":3},{"document":4,"label":24,"preview":11,"thumb":25,"thumb600":26,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":27,"breadcrumb":31,"related":35,"customDescModule":175,"customdescription":6,"mdFm":176,"mdProseHtml":512},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":23},"JOB DESCRIPTION HOUSE MAID & NANNY We are looking to hire a hard-working and trustworthy House Maid & Nanny to perform various duties. The Maid's responsibilities include caring for young children, replacing linen and towels, sweeping, washing, drying, and putting away dishes and clothes",null,"House Maid and Nanny Job Description","2",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/house-maid-and-nanny-job-description-D12845.png","https://templates.business-in-a-box.com/imgs/250px/12845.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12845.xml",{"title":15,"description":6},"house maid and nanny job description",[17,20],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Job Descriptions","/templates/job-descriptions/","house maid nanny job description","House Maid and Nanny Job Description Template","https://templates.business-in-a-box.com/imgs/400px/12845.png","https://templates.business-in-a-box.com/imgs/600px/12845.png",[28,17,20],{"label":29,"url":30},"Templates","/templates/",[32,33,34],{"label":29,"url":30},{"label":18,"url":19},{"label":21,"url":22},[36,40,44,48,52,56,60,64,68,72,76,80,84,99,114,131,147,162],{"label":37,"url":38,"thumb":39,"extension":10},"Maid and Housekeeping Cleaner Job Description","/template/maid-and-housekeeping-cleaner-job-description-D11676","https://templates.business-in-a-box.com/imgs/250px/11676.png",{"label":41,"url":42,"thumb":43,"extension":10},"Barista Job Description","/template/barista-job-description-D13535","https://templates.business-in-a-box.com/imgs/250px/13535.png",{"label":45,"url":46,"thumb":47,"extension":10},"CEO Job Description","/template/ceo-job-description-D13536","https://templates.business-in-a-box.com/imgs/250px/13536.png",{"label":49,"url":50,"thumb":51,"extension":10},"Housekeeper Job Description","/template/housekeeper-job-description-D13548","https://templates.business-in-a-box.com/imgs/250px/13548.png",{"label":53,"url":54,"thumb":55,"extension":10},"Recruiter Job Description","/template/recruiter-job-description-D13572","https://templates.business-in-a-box.com/imgs/250px/13572.png",{"label":57,"url":58,"thumb":59,"extension":10},"Paralegal Job Description","/template/paralegal-job-description-D13562","https://templates.business-in-a-box.com/imgs/250px/13562.png",{"label":61,"url":62,"thumb":63,"extension":10},"Server Job Description","/template/server-job-description-D13574","https://templates.business-in-a-box.com/imgs/250px/13574.png",{"label":65,"url":66,"thumb":67,"extension":10},"Underwriter Job Description","/template/underwriter-job-description-D13578","https://templates.business-in-a-box.com/imgs/250px/13578.png",{"label":69,"url":70,"thumb":71,"extension":10},"Videographer Job Description","/template/videographer-job-description-D13579","https://templates.business-in-a-box.com/imgs/250px/13579.png",{"label":73,"url":74,"thumb":75,"extension":10},"Webmaster Job Description","/template/webmaster-job-description-D13582","https://templates.business-in-a-box.com/imgs/250px/13582.png",{"label":77,"url":78,"thumb":79,"extension":10},"Account Manager Job Description","/template/account-manager-job-description-D13506","https://templates.business-in-a-box.com/imgs/250px/13506.png",{"label":81,"url":82,"thumb":83,"extension":10},"Business Analyst Job Description","/template/business-analyst-job-description-D13508","https://templates.business-in-a-box.com/imgs/250px/13508.png",{"description":85,"descriptionCustom":6,"label":86,"pages":87,"size":9,"extension":10,"preview":88,"thumb":89,"svgFrame":90,"seoMetadata":91,"parents":93,"keywords":92,"url":98},"FIXED-TERM AGREEMENT This Fixed-Term Agreement (the \"Agreement\") is effective [DATE], BETWEEN: [COMPANY NAME], (the \"Company\") a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE] with its head office located at: [YOUR COMPLETE ADDRESS] AND: [EMPLOYEE NAME], (the \"Employee\") an individual with his main address located at: [YOUR COMPLETE ADDRESS] Collectively, the Company and Employee shall be referred to as the \"Parties.\" WHEREAS, the Company has offered employment to the Employee in the capacity of [SPECIFY CAPACITY OF EMPLOYEE] in the Company; WHEREAS, the Employee is desirous of and is willing to be employed by the Company in such capacity; NOW, THEREFORE, the Parties agree as follows: DEFINITIONS \"Agreement\" and \"this Agreement\" shall mean this Fixed-Term Agreement and all attached annexures and instruments supplemental to or amending, modifying or confirming this Agreement, in accordance with the provisions of this Agreement. \"Company\" shall have the meaning given to such expression in paragraph 1 of the introduction of the Parties. \"Confidential Information\" includes any trade/business secret, technical knowledge or know-how, financial information, plans, customer lists, pricing policies and procedures, marketing data, research and development data, product data, any formula pattern or compilation of information used in the business of the Company or any clients thereof or their affairs. \"Intellectual Property\" means all intellectual and industrial property and all rights therein, including, without limiting the generality of the foregoing, all inventions (whether patentable or not, and whether or not patent protection has been applied for or granted), improvements, developments, discoveries, proprietary information, trademarks, trademark applications, trade names, websites, Internet domain names, logos, slogans, know-how, trade secrets, processes, designs (whether or not registerable and whether or not design rights subsist in them), works in which copyright may subsist (including computer software and preparatory and design materials therefor). \"Month\" means a calendar month. \"Working Day\" means any day excluding Saturdays, Sundays, and statutory holidays. \"Customer(s)\"/\"Clients\" shall mean any individual, corporation, partnership, business, or other entity, whether for-profit or not-for-profit, whose existence and business is known to the Employee as a result of the Employee's access to the Company's business information, Confidential Information, customer lists, customer account information or any other source of information the Employee has access to during its employment. TERM This is a Fixed-Term Agreement. This Agreement will commence on [SPECIFY DATE] and will end on [SPECIFY DATE]. FIXED-TERM APPOINTMENT The Company hereby offers appointment to the Employee for a Fixed Term to serve the Company in the capacity of [CAPACITY OF EMPLOYEE], with effect from [SPECIFY DATE] (the \"Effective Date\") until [SPECIFY DATE]. The Company may conduct a background and a medical check on the Employee, who hereby agrees and assents to the aforesaid offer being made subject to the satisfactory completion of the same. The Employee shall perform their duties at [SPECIFY ADDRESS]. The Employee warrants that, by entering into this Agreement and performing obligations hereunder, the Employee will not be in breach of any terms or obligations under any subsisting agreement, written or oral, with any third party. Notice Period. The Employee will be required to give [NUMBER OF MONTHS] months' notice or salary thereof in case the Employee decides to leave the Company's services. In the event of the Employee having any incomplete assignment, the Company will have the discretion to relieve the Employee only at the end of the [NUMBER OF MONTHS] months' notice period. Similarly, the Company can terminate the Employee's services by giving the Employee [NUMBER OF MONTHS] months' notice or salary thereof. The Company may terminate the Employee's services immediately on disciplinary grounds. Standard Office Hours. The Company's core hours of operation are from [OFFICE HOURS]. DUTIES AND POWERS The Employee's job description and general responsibilities shall be as set forth in \"Annexure A\" and shall include such further duties and responsibilities as the Company may delegate from time to time. The roles and duties of the Employee are not limited to the ones listed in Annexure A, and the same can be modified or altered as per the decision of the Company. The Employee shall perform all such duties as may be delegated by the Company and comply with all such directions as the Officers of the Company and/or his/her nominated deputies may from time to time assign or give to the Employee. The Employee shall, during the Term of this Agreement (unless prevented by ill health or accident or as otherwise agreed by the Company in writing), devote his time and attention and abilities to the employment with the Company and shall use best endeavours to promote and protect the Company's general interests and welfare. The Parties shall fulfill all their obligations by being compliant with the applicable laws. REMUNERATION The Employee shall be paid [SPECIFY MONTHLY SALARY] on a monthly basis. The said salary shall be paid on [DAY] day of each month to the Employee by the Company. The Employee's salary shall be paid through [MODE OF TRANSFER]. The Employee's salary and other benefits shall be subject to compulsory statutory and other deductions, including tax and other contributions that are to be held by the Employee in STATE/PROVINCE]. LEAVE AND HOLIDAYS The Employee shall be entitled to leave in a year as per the leave policy of the Company, which is annexed as Annexure B to the present Agreement. NON-DISCLOSURE, NON-SOLICITATION AND CONFIDENTIALITY As Confidential Information will from time to time become known to the Employee, the Company considers and the Employee agrees that the restraints set forth in this Agreement (on which the Employee has had the opportunity to take independent legal advice) are necessary for the reasonable protection by the Company of its business or the business of the Group, the clients thereof or their respective affairs. The Employee shall not at any time, either during the continuance of or after the termination of employment with the Company, use, disclose or communicate to any person whatsoever any Confidential Information which the Employee has or of which he may have become possessed during the Employee's employment with the Company, nor shall he supply the names or addresses of any clients, customers, vendors or agents of the Company to any person except as authorised by the Company or as ordered by a court of competent jurisdiction. The Employee consents to the Company holding and processing, both electronically and manually, the data it collects in the course of his employment, for the purpose of the Company's administration and management of its employees, its business, and to comply with applicable procedures, laws and regulations. The Employee agrees that he will not at any time during the continuance of employment or on expiry or on termination/cessation of employment with the Company or thereafter, issue any statements to the press (whether oral or written) which have not directly been authorised by the Company. The obligations under this clause shall survive the termination or expiration of this Agreement, and any disclosure of the Confidential Information by the Employee intentionally or unintentionally shall constitute a material breach of the present Agreement, thereby making the Employee liable for the legal action that may be taken by the Company in this regard.","Fixed Term Contract","9","https://templates.business-in-a-box.com/imgs/1000px/fixed-term-contract-D13225.png","https://templates.business-in-a-box.com/imgs/250px/13225.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13225.xml",{"title":92,"description":6},"fixed term contract",[94,97],{"label":95,"url":96},"Legal Agreements","business-legal-agreements",{"label":95,"url":96},"/template/fixed-term-contract-D13225",{"description":100,"descriptionCustom":6,"label":101,"pages":102,"size":103,"extension":10,"preview":104,"thumb":105,"svgFrame":106,"seoMetadata":107,"parents":108,"keywords":112,"url":113},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Company\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement","6",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[109],{"label":110,"url":111},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":115,"descriptionCustom":6,"label":116,"pages":117,"size":118,"extension":10,"preview":119,"thumb":120,"svgFrame":121,"seoMetadata":122,"parents":123,"keywords":129,"url":130},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[124,126],{"label":18,"url":125},"human-resources",{"label":127,"url":128},"Company Policies","company-policies","employee handbook","/template/employee-handbook-D712",{"description":132,"descriptionCustom":6,"label":133,"pages":134,"size":9,"extension":10,"preview":135,"thumb":136,"svgFrame":137,"seoMetadata":138,"parents":140,"keywords":139,"url":146},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":139,"description":6},"employment agreement_at will employee",[141,142,145],{"label":18,"url":125},{"label":143,"url":144},"Hire an Employee","hire-employee",{"label":95,"url":96},"/template/employment-agreement_at-will-employee-D541",{"description":148,"descriptionCustom":6,"label":149,"pages":150,"size":9,"extension":10,"preview":151,"thumb":152,"svgFrame":153,"seoMetadata":154,"parents":156,"keywords":155,"url":161},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","3","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":155,"description":6},"non disclosure agreement nda",[157,158],{"label":95,"url":96},{"label":159,"url":160},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":163,"descriptionCustom":6,"label":164,"pages":165,"size":9,"extension":10,"preview":166,"thumb":167,"svgFrame":168,"seoMetadata":169,"parents":171,"keywords":170,"url":174},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","1","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":170,"description":6},"job offer letter long",[172,173],{"label":18,"url":125},{"label":143,"url":144},"/template/job-offer-letter-long-D12769",false,{"seo":177,"reviewer":189,"legal_disclaimer":193,"quick_facts":194,"at_a_glance":196,"personas":200,"variants":225,"glossary":253,"clauses":287,"how_to_fill":333,"common_mistakes":374,"faqs":399,"industries":427,"comparisons":443,"diy_vs_lawyer":455,"jurisdictions":468,"related_template_ids_curated":489,"schema":499,"classification":500},{"meta_title":178,"meta_description":179,"primary_keyword":180,"secondary_keywords":181},"House Maid and Nanny Job Description Template (Free Word)","Free house maid and nanny job description template for Word. Define duties, hours, compensation, and expectations clearly. Used in 190+ countries. Free Word and PDF download.","house maid and nanny job description template",[182,183,184,185,186,187,188],"nanny job description template","housekeeper job description template","domestic worker job description","nanny contract template","house maid job description word","nanny job description free download","domestic helper employment description",{"name":190,"credential":191,"reviewed_date":192},"Bruno Goulet","CEO, Business in a Box","2026-05-02",true,{"difficulty":195,"legal_review_recommended":193,"signature_required":193,"notarization_required":175},"medium",{"what_it_is":197,"when_you_need_it":198,"whats_inside":199},"A House Maid and Nanny Job Description is a formal written document that defines the duties, working hours, compensation, expectations, and conduct standards for a domestic worker engaged in household and childcare roles. This free Word download gives employers a structured, editable starting point they can tailor to their household's needs and export as PDF for signing before employment begins.\n","Use it before engaging any live-in or live-out domestic worker who will perform cleaning, household management, or childcare duties. It is especially important when the worker's responsibilities span both housekeeping and child supervision, since the dual role creates potential ambiguity about priorities, hours, and liability.\n","The document covers the worker's job title and reporting structure, a detailed breakdown of housekeeping and childcare duties, working hours and schedule, compensation and benefits, conduct and confidentiality expectations, termination conditions, and governing law. Together these provisions create a clear, enforceable baseline for the employment relationship.\n",[201,205,209,213,217,221],{"title":202,"use_case":203,"icon_asset_id":204},"Private household employers","Hiring a full-time live-in or live-out domestic worker for the first time","persona-small-business-owner",{"title":206,"use_case":207,"icon_asset_id":208},"Dual-income families","Delegating both childcare and housekeeping to a single worker with clear role boundaries","persona-hr-manager",{"title":210,"use_case":211,"icon_asset_id":212},"Busy professionals","Formalizing an arrangement with an existing informal domestic helper","persona-freelancer",{"title":214,"use_case":215,"icon_asset_id":216},"Staffing and placement agencies","Providing clients with standardized role descriptions when placing domestic workers","persona-staffing-agency",{"title":218,"use_case":219,"icon_asset_id":220},"Expatriate families","Onboarding domestic workers in a foreign country with documented duties and expectations","persona-international-employer",{"title":222,"use_case":223,"icon_asset_id":224},"Estate managers","Coordinating multiple domestic staff roles with clearly separated responsibilities","persona-operations-director",[226,230,233,237,241,245,249],{"situation":227,"recommended_template":228,"slug":229},"Hiring a worker exclusively for childcare with no housekeeping duties","Nanny Employment Contract","temporary-employment-contract-D12734",{"situation":231,"recommended_template":49,"slug":232},"Hiring a worker exclusively for housekeeping with no childcare duties","housekeeper-job-description-D13548",{"situation":234,"recommended_template":235,"slug":236},"Engaging a domestic worker for a fixed term or trial period","Fixed-Term Employment Contract","fixed-term-contract-D13225",{"situation":238,"recommended_template":239,"slug":240},"Formalizing an au pair arrangement with cultural exchange terms","Au Pair Agreement","non-profit-partnership-agreement-D14023",{"situation":242,"recommended_template":243,"slug":244},"Hiring a full household staff team including a chef or driver","Household Staff Employment Agreement","employment-agreement-D12539",{"situation":246,"recommended_template":247,"slug":248},"Placing a domestic worker through an agency with agency-employer terms","Domestic Staffing Agency Agreement","advertising-agency-agreement-D1223",{"situation":250,"recommended_template":251,"slug":252},"Documenting performance expectations after an initial probationary period","Employee Performance Review Template","how-to-review-employee-performance-D12595",[254,257,260,263,266,269,272,275,278,281,284],{"term":255,"definition":256},"Domestic Worker","A person employed within a private household to perform services such as cleaning, cooking, laundry, or childcare — distinct from commercial or corporate employment.",{"term":258,"definition":259},"Live-In Arrangement","An employment structure where the domestic worker resides at the employer's property, often with accommodation and meals forming part of the compensation package.",{"term":261,"definition":262},"Live-Out Arrangement","An employment structure where the domestic worker commutes to the employer's home and returns to their own residence at the end of each shift.",{"term":264,"definition":265},"Probationary Period","An initial phase of employment — typically 30 to 90 days — during which either party may end the arrangement with shorter notice while suitability is assessed.",{"term":267,"definition":268},"In Loco Parentis","Latin for 'in the place of a parent' — the legal standard of care a nanny or childcare worker is expected to exercise when supervising children.",{"term":270,"definition":271},"At-Will Employment","A US employment doctrine under which either party may end the working relationship at any time for any lawful reason without advance notice, unless a contract states otherwise.",{"term":273,"definition":274},"Overtime (Domestic)","Hours worked beyond the agreed weekly threshold — typically 40 hours in the US — for which additional pay is required under applicable labour law, including for domestic workers in many jurisdictions.",{"term":276,"definition":277},"Household Employer","An individual who hires workers to perform services in or around their private residence and takes on employer obligations including payroll taxes, workers' compensation, and statutory minimums.",{"term":279,"definition":280},"Non-Disclosure Obligation","A contractual duty on the domestic worker not to share information about the family's private life, routines, finances, or household matters with third parties.",{"term":282,"definition":283},"Background Check Consent","A written authorisation from the worker permitting the employer to verify criminal history, references, and identity before or during employment.",{"term":285,"definition":286},"Constructive Dismissal","When an employer unilaterally changes working conditions — such as duties, hours, or accommodation — so significantly that the worker is effectively forced to resign, treated legally as a termination.",[288,293,298,303,308,313,318,323,328],{"name":289,"plain_english":290,"sample_language":291,"common_mistake":292},"Parties, Job Title, and Start Date","Identifies the employer (household or named individual) and the worker by full legal name, states the official job title, and records the first day of employment.","This Job Description and Employment Agreement is entered into on [DATE] between [EMPLOYER FULL NAME] of [ADDRESS] ('Employer') and [WORKER FULL NAME] ('Employee'). Employee is engaged as House Maid and Nanny commencing [START DATE].","Using a nickname or informal name instead of the worker's legal name. Payroll, tax filings, and any future legal proceedings must reference the same name — discrepancies create compliance problems.",{"name":294,"plain_english":295,"sample_language":296,"common_mistake":297},"Duties and Responsibilities","Lists the specific housekeeping and childcare tasks the worker is expected to perform, with enough detail to evaluate performance and prevent scope creep.","Housekeeping duties include: vacuuming, mopping, and dusting all rooms daily; laundry and ironing [FREQUENCY]; and grocery shopping as directed. Childcare duties include: supervising [CHILD NAME(S)], aged [AGES], during school pick-up, meals, and homework; arranging age-appropriate activities; and transporting children to [ACTIVITIES] using Employer's vehicle.","Listing only general categories like 'cleaning and childcare' without specifics. Vague duties make it impossible to manage performance or dispute a dismissal for failure to perform.",{"name":299,"plain_english":300,"sample_language":301,"common_mistake":302},"Working Hours and Schedule","Specifies the days and hours of work, whether the role is full-time or part-time, and how overtime or additional hours are requested and compensated.","Employee shall work [DAYS], from [START TIME] to [END TIME], totalling [X] hours per week. Overtime exceeding [X] hours per week shall be compensated at [X]× the regular hourly rate. Employer shall provide [MINIMUM X HOURS'] advance notice for schedule changes.","Failing to define overtime terms. Many jurisdictions extend overtime protections to domestic workers — leaving this blank exposes the employer to back-pay claims.",{"name":304,"plain_english":305,"sample_language":306,"common_mistake":307},"Compensation, Benefits, and Accommodation","States the gross pay rate, payment frequency, any accommodation or meal value included, and any additional benefits such as transportation or health coverage.","Employer shall pay Employee a gross salary of $[AMOUNT] per [week/month], payable on [DAY]. For live-in arrangements, accommodation valued at $[AMOUNT] per month and [MEALS/BOARD] are included as part of the total compensation package. Travel reimbursement: $[AMOUNT] per month.","Omitting the gross pay amount and listing only a net take-home figure. Employment law in most jurisdictions measures minimums against gross pay — net figures create ambiguity about whether statutory minimums are met.",{"name":309,"plain_english":310,"sample_language":311,"common_mistake":312},"Childcare Standards and Safety","Sets out the standard of care expected when supervising children, emergency protocols, permitted activities, and any restrictions (e.g., no screen time under age 2).","Employee shall supervise children at all times during working hours, apply basic first aid as needed, and contact Employer immediately in any medical or safety emergency. Screen time for children under [AGE] is limited to [X] minutes per day. Employee shall not transport children without Employer's explicit prior consent.","No emergency protocol clause. Without documented instructions, a worker in a genuine emergency may not know who to call or what authorisations they have, creating risk for the child and liability for the employer.",{"name":314,"plain_english":315,"sample_language":316,"common_mistake":317},"Conduct, Confidentiality, and Social Media","Requires the worker to maintain professional conduct in the home, keep family information private, and refrain from posting about the family or household on social media.","Employee shall maintain strict confidentiality regarding the Employer's family, finances, routines, guests, and household matters during and after employment. Employee shall not post photographs, videos, or commentary about the Employer's household or family members on any social media platform without prior written consent.","No social media clause. Without it, a worker who posts family photos or routines online creates privacy and safety risks the employer has no contractual basis to address.",{"name":319,"plain_english":320,"sample_language":321,"common_mistake":322},"Probationary Period and Performance Review","Defines an initial assessment period during which either party can end the arrangement with reduced notice, and sets out how and when performance will be reviewed.","The first [30/60/90] days of employment constitute a probationary period, during which either party may terminate with [X] days' written notice. Employer shall conduct a performance review at the end of the probationary period to confirm continued employment.","No probationary clause at all. Without one, terminating a worker within the first few weeks may still trigger full statutory notice obligations in many jurisdictions.",{"name":324,"plain_english":325,"sample_language":326,"common_mistake":327},"Termination and Notice","States the notice period each party must give to end the arrangement, circumstances that justify immediate termination without notice, and any exit obligations such as returning keys or clearing accommodation.","Either party may terminate this agreement with [X] weeks' written notice. Employer may terminate immediately, without notice or pay in lieu, for cause including theft, child endangerment, breach of confidentiality, or gross misconduct. Employee shall return all keys, access cards, and household property on the last day of employment.","No 'for cause' definition. Without specific examples of dismissible conduct, an employer who terminates for serious misconduct may still face a wrongful dismissal claim if the behaviour wasn't explicitly listed.",{"name":329,"plain_english":330,"sample_language":331,"common_mistake":332},"Governing Law and Jurisdiction","Identifies which jurisdiction's law governs the agreement and where disputes will be resolved.","This Agreement is governed by the laws of [STATE / PROVINCE / COUNTRY]. Any dispute arising under this Agreement shall be resolved in the courts of [JURISDICTION], and the parties submit to the exclusive jurisdiction of those courts.","Omitting a governing law clause and assuming local law applies automatically. For families who relocate or employ workers across borders, the absence of a governing law clause creates serious ambiguity about which jurisdiction's labour minimums apply.",[334,339,344,349,354,359,364,369],{"step":335,"title":336,"description":337,"tip":338},1,"Enter the names and contact details of both parties","Fill in the employer's full legal name and residential address, and the worker's full legal name as it appears on government-issued ID. Include the agreed start date.","For household employers who are a couple, decide whose name appears as 'Employer' for consistency — using both names can create ambiguity in enforcement.",{"step":340,"title":341,"description":342,"tip":343},2,"List all duties in specific, measurable terms","Replace generic categories with concrete tasks. Instead of 'cleaning,' write 'vacuum and mop all floors on Monday, Wednesday, and Friday; clean bathrooms daily.' For childcare, name the children, their ages, and specific daily routines.","Walk through a typical working day in your head and translate each task into a line item — this prevents disputes about what was or wasn't agreed.",{"step":345,"title":346,"description":347,"tip":348},3,"Set exact working hours and an overtime policy","Enter the specific days and hours of work. State the weekly hour threshold at which overtime applies and the overtime rate. For live-in workers, be explicit about on-call expectations and off-duty periods.","In the US, domestic workers in states like New York and California have specific overtime and rest-period rights — verify the rules in your state before completing this section.",{"step":350,"title":351,"description":352,"tip":353},4,"Complete the compensation and benefits block","State the gross pay amount, payment frequency, and payment method. For live-in arrangements, document the value of accommodation and meals separately so both parties understand the total compensation package.","Confirm that the base pay rate — excluding accommodation — meets the applicable minimum wage in your jurisdiction. Several jurisdictions prohibit offsetting accommodation against minimum wage for domestic workers.",{"step":355,"title":356,"description":357,"tip":358},5,"Define childcare standards and emergency procedures","Enter the children's names and ages, specific supervision requirements, and a clear emergency protocol including who to call first, the family doctor's name and number, and hospital preference.","Prepare a signed medical authorisation letter separately, allowing the nanny to consent to emergency treatment if you cannot be reached.",{"step":360,"title":361,"description":362,"tip":363},6,"Add the confidentiality and social media clause","Confirm that the confidentiality clause covers the family's routines, finances, guests, and household matters. Explicitly name social media platforms if you want to be comprehensive.","If the family is prominent or security-sensitive, consider adding a non-disclosure agreement as a separate document — a job description clause provides some protection but is narrower than a dedicated NDA.",{"step":365,"title":366,"description":367,"tip":368},7,"Set the probationary period and notice terms","Choose a probationary period of 30, 60, or 90 days and set a reduced notice period for that phase. Enter the full notice period for post-probation termination by either party.","In Canada and the UK, statutory minimums apply from day one regardless of what the contract says — confirm local minimums before setting notice periods shorter than the statutory floor.",{"step":370,"title":371,"description":372,"tip":373},8,"Sign before the worker's first day","Both parties must sign the document before employment begins. For live-in workers, ensure the agreement is signed before the worker moves in. Keep a countersigned copy on file and provide one to the worker.","Use Business in a Box eSign to timestamp execution and create a secure, retrievable record — especially important if the worker later disputes when the terms were agreed.",[375,379,383,387,391,395],{"mistake":376,"why_it_matters":377,"fix":378},"Vague duty descriptions","Without specific tasks listed, a worker who does the minimum can reasonably claim they met expectations. Performance management and dismissal for underperformance become almost impossible to justify.","Replace every general category with a specific task, frequency, and standard. 'Clean the kitchen' becomes 'clean stovetop, counters, and sink daily; mop floor every Monday and Thursday.'",{"mistake":380,"why_it_matters":381,"fix":382},"No overtime or schedule-change provisions","Many jurisdictions — including New York, California, and the UK — extend overtime and rest-period rights to domestic workers. An agreement silent on overtime exposes the employer to back-pay liability for every uncompensated extra hour.","State the overtime threshold, the overtime rate (typically 1.5× regular rate), and the minimum notice required for schedule changes. Verify these against the statutory minimums in your jurisdiction.",{"mistake":384,"why_it_matters":385,"fix":386},"Signing after the worker's first day","In common-law jurisdictions, a worker who has already started has given no new consideration for terms signed later. Confidentiality, conduct, and termination clauses may be unenforceable as a result.","Execute the agreement on or before the first day of work. If signing after start is unavoidable, provide a documented benefit — a pay increase or additional paid leave — as fresh consideration at the time of signing.",{"mistake":388,"why_it_matters":389,"fix":390},"No social media or privacy clause","A worker who posts images of the children, home layout, or daily routines creates privacy and security risks for the family that the employer has no contractual basis to stop or sanction.","Include an explicit prohibition on photographing, filming, or posting content about the family, their home, or their children on any platform, with written consent required for any exception.",{"mistake":392,"why_it_matters":393,"fix":394},"Omitting accommodation valuation for live-in workers","If accommodation is included as part of compensation but its value is not documented, disputes arise about whether the total package meets minimum wage — and tax authorities may treat undocumented benefits as unreported income.","State the accommodation value in dollars per month in the compensation clause, and confirm that the cash pay rate alone still meets or exceeds the applicable minimum wage.",{"mistake":396,"why_it_matters":397,"fix":398},"No cause-based termination definition","Terminating a worker for serious misconduct without a written definition of dismissible conduct exposes the employer to wrongful dismissal claims, even when the behaviour was clearly unacceptable.","List specific examples of dismissible conduct — theft, child endangerment, breach of confidentiality, serious dishonesty — directly in the termination clause so there is no ambiguity about what triggers immediate dismissal.",[400,403,406,409,412,415,418,421,424],{"question":401,"answer":402},"What is a house maid and nanny job description?","A house maid and nanny job description is a written document that defines the duties, hours, compensation, conduct standards, and termination terms for a domestic worker engaged in both housekeeping and childcare. When signed by both parties, it functions as a binding employment agreement that protects the employer and the worker by setting clear, enforceable expectations before work begins.\n",{"question":404,"answer":405},"Do I need a formal document if I am hiring informally?","Yes. Even informal domestic arrangements carry legal obligations — minimum wage, overtime, and payroll taxes apply regardless of whether anything is written down. A signed job description documents the agreed terms, reduces the risk of disputes about duties or pay, and gives both parties a clear record to refer to if the arrangement sours. In many jurisdictions, household employers are also required to provide written terms within a set number of days of the start date.\n",{"question":407,"answer":408},"What is the difference between a nanny and a house maid?","A nanny's primary responsibility is childcare — supervising, nurturing, and educating children. A house maid's primary responsibility is household maintenance — cleaning, laundry, and domestic tasks. This template covers a combined role where one worker performs both functions. It is important to specify which duties take priority when the two conflict, since a worker cannot simultaneously supervise a child and perform deep-cleaning tasks.\n",{"question":410,"answer":411},"Are domestic workers entitled to overtime pay?","In most US states, yes — domestic workers who work more than 40 hours per week are entitled to overtime at 1.5× the regular rate under the Fair Labor Standards Act. Several states, including New York and California, have additional domestic worker protections. In the UK, domestic workers are entitled to the National Minimum Wage and Working Time Regulations rest breaks. In Canada, provincial employment standards apply. Always verify the specific rules in your jurisdiction before agreeing to a schedule.\n",{"question":413,"answer":414},"Can I include accommodation as part of the nanny's compensation?","Yes, for live-in arrangements, accommodation and meals are commonly included as part of total compensation. However, most jurisdictions prohibit employers from using accommodation to bring cash pay below the minimum wage. The accommodation value must be documented in the agreement, and the cash component of pay should be confirmed to meet statutory minimums independently. Tax treatment of accommodation benefits also varies — consult a tax adviser or payroll professional.\n",{"question":416,"answer":417},"What background checks should I run before hiring a nanny?","Standard practice is to verify identity, run a criminal background check (with the worker's written consent), check references from previous employers, and confirm any relevant certifications such as first aid or childcare qualifications. In the US, the Fair Credit Reporting Act governs background checks for household employers. In the UK, an enhanced DBS check is recommended for anyone working with children. The job description template should include a consent clause authorising these checks.\n",{"question":419,"answer":420},"What happens if the nanny and house maid roles conflict?","When one worker holds both roles, duty conflicts are common — a child needs immediate attention while cleaning tasks are incomplete, or the house maid role demands tasks that cannot safely be done while supervising a toddler. The job description should explicitly state that childcare safety takes priority over housekeeping tasks in all cases, and that housekeeping tasks will be scheduled around, not during, active child supervision periods.\n",{"question":422,"answer":423},"Is this document enforceable in all countries?","The template provides a solid framework but must be reviewed against the employment laws of the jurisdiction where the worker is employed. Statutory minimums — notice periods, overtime, paid leave, and dismissal protections — vary significantly between the US, Canada, the UK, and EU member states. Any clause that provides less than the statutory minimum in the applicable jurisdiction is automatically void, and the statutory minimum replaces it. A local employment lawyer or HR adviser can confirm that the completed document meets local requirements.\n",{"question":425,"answer":426},"Does a nanny need to be on payroll?","In most jurisdictions, yes. If a nanny or house maid works regularly in your home and you control how and when they work, they are typically an employee — not an independent contractor. Household employers in the US must withhold and remit Social Security, Medicare, and applicable state taxes (the so-called 'nanny tax'), register for employer identification numbers, and provide W-2 forms annually. Misclassifying a domestic worker as a contractor carries back-tax penalties and potential personal liability.\n",[428,432,435,439],{"industry":429,"icon_asset_id":430,"specifics":431},"Private Households","industry-professional-services","Live-in and live-out arrangements covering combined housekeeping and childcare duties, with accommodation and meal benefits documented as part of total compensation.",{"industry":433,"icon_asset_id":430,"specifics":434},"Staffing and Placement Agencies","Agencies use standardised job descriptions to brief both the employer family and the placed worker, reducing placement disputes and return rates.",{"industry":436,"icon_asset_id":437,"specifics":438},"Expatriate and Diplomatic Households","industry-fintech","Cross-border arrangements require governing law clauses, currency specification, and alignment with local labour law in the host country — a formal document is non-negotiable for visa and permit compliance.",{"industry":440,"icon_asset_id":441,"specifics":442},"Estate and Property Management","industry-manufacturing","Large households with multiple staff use individual job descriptions to define lane boundaries between house maids, nannies, cooks, and groundskeepers, reducing overlap and accountability gaps.",[444,447,450,452],{"vs":228,"vs_template_id":445,"summary":446},"D{NANNY_EMPLOYMENT_CONTRACT_ID}","A standalone nanny contract covers childcare duties only and typically includes more detailed child welfare and emergency clauses. The house maid and nanny job description covers both housekeeping and childcare in a single document. Use this template when one worker performs both roles; use a dedicated nanny contract when childcare is the sole function.",{"vs":101,"vs_template_id":448,"summary":449},"independent-contractor-agreement-D160","An independent contractor agreement is designed for self-employed workers who control their own methods and schedule. Most domestic workers — especially those with regular hours and employer-controlled duties — are legally employees, not contractors. Misclassifying a domestic worker as a contractor triggers payroll tax liability, penalties, and potential personal liability for the household employer.",{"vs":235,"vs_template_id":236,"summary":451},"A fixed-term contract sets a specific end date and is appropriate for temporary or seasonal domestic arrangements. The house maid and nanny job description is designed for ongoing, indefinite employment. If you need a trial period before committing to a permanent arrangement, use a fixed-term contract, then convert to a permanent agreement with updated terms at the end of the term.",{"vs":116,"vs_template_id":453,"summary":454},"employee-handbook-D712","An employee handbook covers workplace policies, conduct standards, and procedures for an organisation with multiple staff. A house maid and nanny job description is a bilateral document tailored to the specific duties of one worker in a private household. Households with three or more domestic staff may benefit from a household handbook alongside individual job descriptions.",{"use_template":456,"template_plus_review":460,"custom_drafted":464},{"best_for":457,"cost":458,"time":459},"Private household employers hiring a single domestic worker in a straightforward live-in or live-out arrangement in a single jurisdiction","Free","20–30 minutes",{"best_for":461,"cost":462,"time":463},"Live-in arrangements, workers with access to young children, or households in jurisdictions with specific domestic worker legislation such as New York, California, or Ontario","$200–$500 for an employment lawyer review","2–5 days",{"best_for":465,"cost":466,"time":467},"High-profile or security-sensitive households, cross-border arrangements, or families employing multiple domestic staff with complex scheduling and compensation structures","$800–$2,500+","1–2 weeks",[469,474,479,484],{"code":470,"name":471,"flag_asset_id":472,"note":473},"us","United States","flag-us","The Fair Labor Standards Act covers domestic workers — household employees working 8 or more hours per week for one employer are entitled to federal minimum wage and, in most cases, overtime at 1.5× the regular rate for hours over 40 per week. Household employers must withhold Social Security and Medicare taxes and issue a W-2 annually. Several states — including New York, California, Massachusetts, and Illinois — have enacted Domestic Workers Bills of Rights providing additional protections including paid rest days, paid leave, and protection from harassment.",{"code":475,"name":476,"flag_asset_id":477,"note":478},"ca","Canada","flag-ca","Domestic workers in Canada are covered by provincial Employment Standards Acts, which set minimum wage, overtime, and termination notice minimums. Ontario's ESA provides domestic workers with most standard protections; Quebec requires contracts to be in French for provincially regulated employers. Live-in caregivers may also be subject to federal immigration programs with additional requirements. Employers should confirm provincial minimums before setting pay rates or notice periods in the document.",{"code":480,"name":481,"flag_asset_id":482,"note":483},"uk","United Kingdom","flag-uk","Domestic workers in the UK are entitled to the National Living Wage or National Minimum Wage, statutory annual leave of 5.6 weeks, and Working Time Regulations rest breaks. Employers must provide a written statement of employment particulars on or before the first day. An enhanced DBS (Disclosure and Barring Service) check is strongly recommended for any worker with unsupervised access to children. Live-in domestic workers retain these rights regardless of accommodation arrangements.",{"code":485,"name":486,"flag_asset_id":487,"note":488},"eu","European Union","flag-eu","EU member states each have their own domestic worker protections, and standards vary significantly — France, Germany, and Spain provide among the strongest protections for household employees, including mandatory social insurance registration and strict dismissal notice requirements. The EU Transparent and Predictable Working Conditions Directive requires employers to provide written terms within seven days of the start date. GDPR applies to any personal data the employer holds about the worker, including background check records.",[236,448,453,490,491,492,493,494,495,496,497,498],"employment-agreement_at-will-employee-D541","non-disclosure-agreement-nda-D12692","job-offer-letter-long-D12769","employee-dismissal-letter-D508","employment-agreement-executive-D543","small-business-expense-report-D13396","purchase-order-D1411","receipt-D395","service-agreement-D12711",{"emit_how_to":193,"emit_defined_term":193},{"primary_folder":125,"secondary_folder":501,"document_type":502,"industry":503,"business_stage":504,"tags":505,"confidence":511},"job-descriptions","form","personal-services","all-stages",[506,507,508,509,510],"hr","job-description","domestic-worker","household-employment","nanny",0.92,"\u003Ch2>What is a House Maid and Nanny Job Description?\u003C/h2>\n\u003Cp>A \u003Cstrong>House Maid and Nanny Job Description\u003C/strong> is a formal written document that defines the duties, schedule, compensation, conduct standards, and termination terms for a domestic worker engaged to perform both housekeeping and childcare functions within a private household. When signed by both the employer and the worker, it becomes a binding employment agreement that governs the relationship from the first day of work. Unlike a casual verbal arrangement, a properly completed job description eliminates ambiguity about what the worker is responsible for, how much they will be paid, what conduct is expected, and how the arrangement can be ended by either side.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a written job description and employment agreement, household employers carry significant legal and practical risk. A worker who has no documented duties can claim their performance met expectations regardless of what actually occurred — making disciplinary action or dismissal difficult to sustain. Without a signed confidentiality clause, a worker who shares information about the family's routines, finances, or children online has breached no written obligation the employer can enforce. And in most jurisdictions — including the US, Canada, the UK, and EU member states — domestic workers are entitled to minimum wage, overtime, paid leave, and statutory notice, whether or not any of those terms appear in writing. A signed job description confirms the agreed terms, demonstrates the employer's compliance with statutory obligations, and provides the documentation trail needed if a dispute escalates to a labour tribunal or court. This template gives household employers a clear, editable starting point that covers every material dimension of the arrangement — from daily duties to emergency protocols to termination — in a single document ready for signing before the worker's first day.\u003C/p>\n",1781185949609]