AMP Placement


Frequently Asked Questions

A Nannies’ salary is based on their experience & educational level. See cost page.
We require at least two years of experience for our positions.
Caregivers must have current first aid/CPR certification as a basic requirement. Other certifications depend on the position and the families’ need. Click on caregiver requirements to read more.
Salaries our caregivers depend on experience. Nannies and other caregivers get paid according to their experience and training. View our document that gives guidelines on salaries for household workers in the DMV. AMP Provider Salaries is found under the family’s tab. There, you will find suggestions for each position we fill.
Nannies who work full-time should, to be paid for holidays agreed on in your official agreement.
It is standard to give your full-time household worker sick days commensurate with most major companies.
The answer is yes. If the household employee receives a “salary” that covers a work week of more than 40 hours, overtime then applies. Your employment agreement must explicitly state the regular and overtime rates of pay. AMP recommends using a household payroll company to help determine standards in your area for overtime. We recommend PayChex by contacting Michael Hoerner or Guy Carson by calling their office on 410-581-7700.
This common need should be discussed directly with the caregiver and they should be paid overtime for these occasions. It is a good idea to include language in your employment contract for your caregiver to agree up front how this need will be handled so you both can be abreast before the need arises.
During these instances, the caregiver should be paid their same salary unless overtime is applicable. It is a good idea to include language in your employment contract for your caregiver to agree up front how this need will be handled so you both can be abreast before the need arises.
Yes. Since the nanny industry is classified as Home Care, nannies are considered “essential” as approved by all local Governor’s & the Mayor of DC. To assist nannies as they travel to & from work, our agency can supply your nanny with a letter, stating their nature of work in case they are stopped by law enforcement.
Since this is such a sensitive time for us all, you should have a conversation with your nanny to talk about her fears. If the two you are unable to reach point where the nanny’s level of safety is more secure, you might want to consider hiring a temporary replacement until your nanny feels safe to travel back & forth.
If you plan to allow your nanny to stay home due to your family’s decision, you should inform her to apply for unemployment benefits from her state of residence during the time frame. You would have needed to have been paying local & federal taxes on your nanny’s pay in order for her to be eligible.
If you would like your nanny to be exclusive with your family during this time to lower the risk of possibly spreading the disease, you will probably need to increase her pay or hours in order for her to compensate for the loss in hours.
Depending on her exact reason for taking off during Covid-19 will determine if she uses vacation or other leave. To find the exact answer to this question we recommend you contact Patrick DiFiore of GTM Payroll Services, Inc. You can find his information on our website.
Many families have considered this solution in order to protect their families. This however, depends on the nanny’s ability to do so. Some nannies have their own children or elderly loved ones. It could be a hardship on them to disrupt their homes for this purpose. If your nanny is unable to start living with you, you may want to consider hiring a temporary nanny to help out.
Yes, this question is appropriate for the both you to ask of each other. This has the potential to put worries to rest.
If you can’t go to work because a health care professional advised you to self-quarantine or you need to be quarantined by a federal, state or local order, you may be eligible for paid sick leave under the Families First Coronavirus Response Act (FFCRA). Also, you could receive paid leave if you’re caring for someone who is quarantined by the direction of a health care professional or subject to quarantine or isolation by a federal, state or local order.
If your employer is not in need of you because they are not working due to the COVID-19 epidemic, you may want to look for another family to work for on a temporary basis. If you are unable to find alternate work, you can apply for unemployment benefits if your employer has paid you legally by having state & federal taxes withheld.
Have an honest conversation with your employer. Let them know your fears & worries. Talk to them about solutions to addressing your exact worries is. Once this is done, you and your employer should make a decision about getting a temporary replacement if you still are not comfortable with working.
Yes, absolutely. This is information you need in order to know you are safe from the possible spread of the disease. Ask your employer what they are doing to keep you & their family safe.
Yes, this will allow you to know if they are aware of best methods of keeping everyone safe.
At A Mother’s Prayer, we are taking every possible precaution to make sure our nannies don’t contribute to the spread of COVID-19. The safety and wellbeing of our nannies, as well as each & every family member of both our clients & nannies are our top priorities. We have implemented the following requirements for our nannies:• Follow the CDC’s recommendations for social distancing, shelter in place when not working, frequent hand washing, wearing of masks & gloves if in public areas. • When coughing or sneezing use your elbow if a napkin is not accessible. • Report any illness of nanny or family member to our agency immediately. • Self quarantine if known exposure happens. • No caring for sick children in other families homes. • Use disinfectant or sanitizing wipes to keep surfaces clean at home & at work. • No play dates or nanny sharing. • No use of community parks, playgrounds, pools or other community play places
There is a (2) hour booking charge for cancellations with less than 24 hours’ notice to compensate the caregiver.
Subscriptions auto-renew every month. One month’s written notice (email to is required to cancel.
Yes, we have (2) additional plans that offer limited bookings.
We do not permit memberships to be transferred or shared.
Yes, you can schedule a meet and greet either virtual or in-person. Sitters are paid at a rate of $18 per hour for 1-hour virtual sessions and $18 per hour for in-person sessions with a (2) hour minimum. There is no Agency charge for a meet and greet.
Yes, you can use a preferred caregiver if they have not already been scheduled with another family.
Yes, you can tip your sitter directly to show your gratitude if you choose to.
Per our contract, we require all families to make their bookings through our agency only. This allows our agency to continue to provide a sitter and nanny services and to ensure our caregivers are being closely monitored and rewarded for their work.

Our policy states that if a sitter or nanny incurs parking or toll expenses, the family will be responsible for those charges no more than up to $30 per day.  This policy exists in order to maintain our premium sitter services and to retain the best caregivers.

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