Terms and Conditions

Definitions and Interpretation

i. The following definitions and interpretations apply to these Terms and Conditions of Business:-

a. Agency means Hopscotch Nanny Agency Ltd (trading as Hopscotch Nanny Agency) whose registered office is at 145 -157 St John Street, London EC1V 4PW.

b. Client means any person or family or third party appointed by such people to represent them, registered with the Agency.

c. Candidate means any person introduced by the Agency to a Client

d. Introduce, Introduced, Introduction means passing the name and/or personal information of a Candidate to a Client by whatever means.

e. Placement means an agreement between a Client and a Candidate that the Client will employ or use the services of the Candidate. Such agreement may be oral or in writing (whichever is the earlier) and shall have occurred whether or not a written contract is subsequently entered into.

f. Agency Fee means the charge made by the Agency to a Client for the introduction of a Candidate which results in the Placement of a Candidate with a Client.

ii. The headings in these Terms and Conditions of Business do not affect the interpretation or construction of the Terms and Conditions of Business.

iii. Unless the context otherwise requires the provisions of these Terms and Conditions of Business shall be construed as follows:

iv. The singular includes the plural and vice versa.

v. the masculine includes the feminine and vice versa

vi. If the client comprises more than one person those persons shall be jointly and severally liable in respect of all obligations and liabilities contained herein.

2. Agency Fees

i. Agency Fees are payable in respect of each Placement of a Candidate with a Client unless otherwise stated herein. It is the Clients obligation to immediately advise the Agency when an offer of employment is accepted resulting in a Placement.

ii. The relevant Agency Fee will be due immediately upon the Placement of a Candidate.

iii. Time is of the essence in respect of the payment of such Agency Fee and the Agency Fee is payable upon the earliest of:-

a. The commencement of a Candidates employment, or,

b. Within 14 days of the date of the invoice submitted by the Agency.

iv. A surcharge of 10% may be added to all Agency Fees not settled in accordance with paragraph 2(iii) above. Additionally the Agency reserves the right to charge interest on all outstanding amounts at the rate of 4% over the Bank of England base rate.

v. Provided payment of the Agency’s Fee is made in accordance with the relevant part of paragraph 2(iii) above a Client shall be entitled to the benefit of the refund policy referred to at paragraph 5 below.

vi. If a Client introduces a Candidate to a third party and as a result a Placement is effected between the Candidate and the third party the Client will, in any event, be liable to pay the Agency the appropriate fee as if they had employed the Candidate in accordance with these Terms and Conditions of Business.

3. Rate of Fees

i. Permanent Full Time Placements  
- live in 6 weeks net salary.
- live out 5 weeks net salary.

ii. Permanent Part Time Placements
4 weeks net salary with a minimum fee of £400.

iii. Temporary Placements - Full or Part Time (that is a Placement of less than twelve weeks duration):-
1 week or less: £30 per day
1 week or more (or any part thereof): £120 per week

iv. Maternity Nurse
up to 1 week (or any part thereof): £40 per day
thereafter per week (or any part thereof): £160 per week

v. Babysitters
Annual booking fee: £150
Before midnight(rounded up to the next quarter of an hour): £10 per hour 
After midnight(rounded up to the next quarter of an hour): £12 per hour

vi. If a Temporary or Part time Placement becomes Permanent or Full time an additional fee shall be immediately payable equivalent to the difference between the fee already paid and the fee chargeable by the Agency had the Placement originally been for the extended arrangement.

vii. If a Client re-employs a Candidate after the Candidates employment has ceased an additional fee shall be payable to the Agency at the relevant rate for a new Placement

viii. It shall be the Clients obligation to immediately notify the Agency of any re engagement of a Candidate or any extension of a Temporary or Part time Placement.

ix. If a Candidate is engaged on a trial basis (that is a period of up to four weeks) and the Placement does not become permanent then the fee chargeable will be calculated on the basis of a Temporary Placement. If the placement does become permanent then the balance of the fee for a permanent Placement is payable immediately upon the rendering of the Agency’s invoice.

x. If a maternity nurse is subsequently employed as a nanny, mothers help or housekeeper then a further fee shall be payable in accordance with the scale above.

xi. Where applicable VAT will be added to the above fee. (The Agency is not currently VAT registered)

xii. Any disbursements or expenses incurred by the Agency on a Clients behalf will be charged separately.

xiii. Payment of invoices shall be by cheque, debit card, Visa, Mastercard, or by electronic online banking.

4. Nanny Sharing
In the event a Candidate is placed on the basis of a Nanny Share the following provisions will apply in relation to the payment of the Agency Fee

i. When two Clients register together with the intention of entering into a sharing arrangement each Client shall be liable for 50% of the Agency Fee.

ii. When the Agency introduces two Clients seeking a Nanny Share and they subsequently employ a Candidate introduced by the Agency each Client shall be liable for 50% of the Agency Fee.

iii. When a Client who already has a nanny approaches the Agency seeking another family with which to share that nanny then that Client will be charged a fee of £500.00 for the introduction of the second family and the second family will be charged a fee of £500.00 for the introduction to the Client.

iv. The Client and the second family shall be jointly and severally liable for any Agency Fee payable. In the event the Client or the second family default in payment of their share of any Agency Fee payable the Agency shall be entitled to recover the outstanding sum from the other party as if that party had always been entirely responsible for the whole Agency Fee.

5. Refunds
Provided the Agency Fee has been paid in accordance with paragraph 2(iii) above and subject to the conditions set out at clauses (iv) and (v) below the following provisions shall apply.

i. Should a Client cancel a Placement between the time of agreement and the start date of such Placement 50% of the Agency Fee shall be payable in any event. Should the Agency have already been paid in full it will refund 50% of the fee within 14 days of being advised of the cancellation.

ii. Should a Candidate fail to take up a position following a placement no Agency Fee will be payable provided the Client advises the Agency, in writing, within 7 days of the failure. Should the Agency have already been paid a full refund will made within 14 days of the Agency being advised of the Candidates failure.

iii. If after the commencement of employment the employment is terminated within 56 days of its commencement provided:-

a. The Agency is advised, in writing, by the client within 7 days of the termination and stating the reason and,

b. The Agency is given 4 weeks, from the date of the advice of termination being given, to introduce a suitable replacement Candidate to the Client. The Agency will make a refund as follows-
if termination occurs within 0-14 days: 100% of the Agency fee
if termination occurs within 15-28days: 60% of the Agency fee
if termination occurs within 29-42 days: 40% of the Agency fee
if termination occurs within 43-56 days: 20% of the Agency fee
A Placement is deemed satisfactory after 56 days and no refund will be payable should a Candidates employment be terminated after that day.

iv. Irrespective of clauses 5(i) to (iii) above in the event a Placement fails as a result of the Candidate not commencing employment or that employment being terminated within 56 days no refund will be paid if:-

a. The Candidate failed to commence employment because of unreasonable demands by the Client.

b. The Candidate has left because of unreasonable working conditions, demands or treatment or a change in the terms of employment to those originally offered at the time of Placement, or a change of location.

c. The Client does not request a replacement Candidate.

d. The Client employs a replacement Candidate from a third party during the 4 week period mentioned at clause 5(iii)

e. The Clients employment specifications change from those originally provided.

f. The Client retains the services of a Candidate even though the Client considers the Candidate unsatisfactory.

g. No refund will be paid if a Temporary Placement is terminated before the conclusion of the agreed period of employment.

6. General

i. Completion of a Registration Form is deemed to be an acceptance by the Client of these Terms and Conditions of Business.

ii. These terms and Conditions of Business are not negotiable.

iii. The Agency is an introductory and booking agency only.

iv. Candidates are not direct or indirect employees of the Agency.

v. Once a Candidate commences employment they become the employee of the Client (unless they elect to be self employed) and the Client is solely responsible for the payment of their salary, including any National Insurance Contributions or Income Tax payable, and the Agency Fee forms no part of that salary.

vi. The Client shall be responsible for arranging or ensuring the validity and suitability of any medical certificates, work or immigration permits, health or professional negligence insurance required by him or as a result of the employment offered by the Client to the Candidate.

vii. Whilst the Agency makes all reasonable efforts to ensure the suitability of Candidates by checking their references and credentials the Agency does not and cannot warrant the accuracy of that information. Clients are advised to check the Candidates references and credentials themselves. The final decision as to the suitability of a Candidate and whether to employ them is solely that of the Client that must satisfy themselves in this respect.

viii. The Agency shall not be liable and cannot under any circumstances accept responsibility for the acts and omissions of any Candidate introduced nor for any costs, claims, losses, damage, expenses or injury to person or property howsoever arising there from.

ix. Nothing in these Terms and Conditions of Business limit or exclude the liability of the Agency for:-

a. death or personal injury resulting from negligence, or,

b. any damage or liability incurred by the Client as a result of fraud or fraudulent misrepresentation by the Agency but the limit of the Agency’s liability shall not exceed the fee paid by the Client.

x. All introductions made by the Agency are confidential.

xi. The Agency reserves the right to amend these Terms and Conditions of Business at any time without prior notice.

xii. These Terms and Conditions of Business are governed by and construed in all respects in accordance with the law of England and Wales and the Client agrees to submit to the exclusive jurisdiction of the English courts.

 

  • Hobbledown Farm a great day out in Epsom

    As the summer holidays are fast approaching many families will be looking for that special day out. What better way to spend your day then at Hobbledown Farm. Hobbledown Farm is an incredible outdoor/indoor farm adventure park catering for families with children of all ages. Located in Epsom, the farm hosts animals such as parrots, rabbits, chickens, meerkats and much more for all those curious little minds to see and learn about.

    Check out the fantastic slides, wire tunnel, sandpit, rope courses, jumping pillows, willow maze within a superb setting of woodland. The indoor play barn is fantastic for exploring, playing and enjoying a snack or lunch especially for those smaller children under 5 years old.

    The hobnosh restaurant provides hot and cold food plus healthy snacks and the cool Quercus Oak Nic-Pic spot is a great outdoor picnic area for those children wishing to take a break from the excitement and eat outside. For further information www.hobbledown.com

  • Dear Evey discusses - “Autism as we know and understand it”

    Autism affects a child’s social and communication abilities ranging from limited language skills and the inability to engage with others; to a profound ability to engage in specific subjects, thoughts or skills such as those with Asperger Syndrome. Asperger Syndrome is often associated with a high intellectual ability, which may at the same time present social behavioural issues.

    There is often a delay in the years between what can be described as “The First Concerns” and the diagnosis of Autism. The earliest stage of diagnosis appears to be closer to the 2 year old age group, which often leaves parents and carers confused and frustrated when concerns with developmental differences between their children and others are pre-empted before the age of 2.

    During the second year of a child’s life the “First Signs” that may alert parents and professionals to possible differences often lies in identifying a child’s ability to retain eye contact as well as limited speech development.

    Some children are not diagnosed until much later and repetitive action can again be a clear sign that a child may have Autism. Repetitive actions for example;- contentment in carrying out the same tasks over and over again, lining up toy cars in colour order, specifically in that any other way would cause distress.

    My god-daughter who is 14 years old and is Autistic has some repetitive thoughts. For example; if you ask her what she enjoyed most that day at school she would always discuss what she ate for lunch and what she would then like to eat for supper. You may discuss taking her to the museum or the cinema and she will always reply with, “can we get something delicious to eat.” Her favourite topic being “Food Glorious Food”!

    My god-daughter’s interest in food is a good way of understanding how to engage in her interests. Spending time teaching her how to cook, bake and prepare food will help her develop what she most enjoys talking about. Here she can also learn about hygiene in the kitchen, the safety of cooking appliances and most importantly eating those delicious meals that is the highlight of her world. For further support contact www.autistica.org.uk or This email address is being protected from spambots. You need JavaScript enabled to view it. .

     
  • The Traits of a good Nanny

    Whilst in most professions long-term work experience often attracts employers, as often this indicates stability and reliability within that profession, this does not always apply within the nanny industry.

    Whilst it is fair to say that most families seek reliability and stability, the skills that determine a good nanny often lie in their ability to change course at the drop of a hat, as family needs often change during the course of their employment.  A nanny who’s CV demonstrates age appropriate experience; skills and qualifications will often only stay in a position for 2-3 years so that they can continue to build their skill set within that age group.

    As an experienced  working nanny myself socialising with other nannies and making it a priority to establish what activities, playgroups, parks are available for the children within that working area has been one of the most enjoyable aspects of supporting families. 

    Planning, implementing , establishing and agreeing a common ground that works for everyone, as well as having the ability to deliver and build on the needs of the family, bringing a fresh approach with new ideas in an organised confident way is key for a family to identify the traits of a good nanny.

    Professional nannies generally love their work and you should be able to identify this in the way they describe their work experience and how they engage with the children.  Another important aspect of a good nanny also has to lie in a good family.  A supportive family who understands and appreciates that a nanny’s job generally requires long working hours and a vast amount of multi-tasking will enhance the nanny’s drive by sometimes offering perks such as a discretionary bonus, extra annual leave and extra pay when travelling abroad.  Therefore a good family is often confident that a nanny’s loyalty will remain solid until the end of employment.

    A competent nanny will engage in educational, creative and physical activities, understanding the different stages of emotional intelligence based on the ages of the individual children. It should be determined early that the nanny should herself be fit, active and understand the importance of play, socialising and maintaining healthy lifestyles. 

    At Hopscotch Nanny Agency we always recommend that you interview nannies within 2 stages.  The first face-to-face should ideally be with yourself and your spouse.  If you feel that the nanny may be a good fit for your family you should then invite her back for a further interview to meet with the children.

    It is essential that a nanny is punctual and organised.  A good nanny is competent in the preparation and cooking of healthy nutritional meals.  It is crucial that a nanny understands the need to implement routines, supervise homework where required and manage behaviour in a calm and nurturing way.  A nanny who is aware of the parents needs can prove invaluable.  Whilst qualifications enhance a nanny’s professional ability to understand childcare it should be noted that a qualified nanny does not always guarantee the right competencies when selecting a nanny that best suits the family needs.  It should be the holistic needs of the child/children and the family that determine the skills and personality traits that come together to make a good nanny.

  • Dear Evey

    "I have been working for a family for 7 months as a nanny-share and the last 2 months when I received my pay slip my salary was short.  The main reason for this is that when one family decides that they do not wish to bring their baby to the share when she is sick and prefers to stay at home with the baby, my rate has been reduced.  As we did not agree this in the contract, I am feeling more and more stressed each time this happens.  The last time this was discussed I was told that I get paid a good rate and that it is unreasonable to expect the same rate when I am only looking after one child.  My contract only states that if one family travels on annual leave and the other family does not then my rate will be reduced, Can you advise me on the right steps to take." Olivia 

    Evey says...

    Dear Olivia           

    "Nanny-shares can often be complex for both families and the nanny when it comes to both sickness and holiday. It is therefore advised at the offset to incorporate all the terms into the contract and discuss those terms at length if needed to ensure that all parties understand what is expected and what will happen in the event that you or the children are unwell.  Arranging to have your contract revised with both families present would be the first step to take.

    Most nannies are expected to look after children when they are sick so that the parents are still able to continue with their work life.  However some families choose where possible to take time out so that they can look after their children themselves when they are sick and this is where your expectation to be paid and your employers’ perception that your rate should be reduced are causing the problem.

    I suggest that you arrange a suitable time where you can sit down with both families and discuss your concerns regarding your shortfall in salary.  Always be positive when addressing sensitive issues and I would advise that you start by discussing how much you enjoy your work with them both and that you are unclear about what happens when the children are unwell.  Be clear when talking through your concerns that your understanding was that as their nanny you would be expected to look after the children during times of sickness.  Discuss with them that as your contract only covers your sickness and all parties’ holiday entitlement that you did not expect your salary to be affected by either family choosing to take time off to spend with their children. This should then iron out what will happen in the future and hopefully resolve this issue for you." Evey

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