NANNY

Work description

Please note: Counsel respectfully requests that the Certifying Officer review this Statement in its entirety, and not merely the summary fields of Form ETA-9142B. See ETA v. MysticAngels, LLC, 2023-TLN-00122 (Sept. 21, 2023) (denial overturned as arbitrary and capricious where the full addendum was not reviewed). I. Summary of Employer and Need Nicole B. Bomers and her husband Victor together filing as Employer VICTOR BERNARD QUENTIN BOMERS - seek one full-time nanny to care for their daughter Margot (then approximately 3 years old) and their second daughter, due by scheduled cesarean on July 21, 2026. The need is temporary and one-time, triggered by the convergence of three discrete events in 2026: (1) the birth of the couple's second child; (2) the mother's serious, time-limited medical course recovery from a July 2026 cesarean followed roughly six months later by a medically necessary hysterectomy related to stage 4 deep infiltrating endometriosis; and (3) the father's commencement of a demanding new senior role in September 2026. Together these temporarily prevent both parents from providing the day-to-day care of an infant and a toddler. This is a one-time occurrence under 8 C.F.R. 214.2(h)(6)(ii)(B)(1). They are requesting start and end dates from October 1, 2026 September 14, 2029. II. Legal Standard Temporary, One-Time Occurrence Need Under 20 C.F.R. 655.6(a)(b) and 8 C.F.R. 214.2(h)(6)(ii)(A)(B), a need is temporary when limited in duration. A one-time occurrence under 214.2(h)(6)(ii)(B)(1) exists where the employer has not employed workers for the service in the past and will not in the future, or has an otherwise permanent situation in which a temporary event of short duration created the need. This application satisfies the standard on both formulations. III. The Employer's Temporary Need A. Triggering event. The need is created by the second child's July 2026 birth coinciding with the mother's surgical recovery timeline and the father's new position. The mother's condition is documented and time-limited: a July 21, 2026 cesarean and, approximately six months later, a hysterectomy, with recovery periods that limit her ability to lift, carry, and transport an infant and a toddler. The father's new senior role at a founding-stage fund, beginning September 2026, makes extended leave impossible. B. Background: Licensed centers generally will not accept infants until six weeks to three months of age and carry long waitlists, leaving the newborn without center care during the period of need. Margot will attend a Montessori program on a part-day basis beginning September 2026, which leaves substantial wrap-around hours, school closures, and full days when school is not in session uncovered. The family has no relatives able to provide day-to-day care: relatives are several hours away by air, employed full-time, or have medical and mobility limitations. C. Definable end date. The need ends at the start of the 20292030 school year (on or about September 14, 2029, as the best information available shows a 2026 school start date of September 14), when both children are enrolled in reliable, full-day school, at which point day-to-day care can be handled by the mother alone. An end date tied to school enrollment is "definable." MysticAngels, LLC, 2023-TLN-00122; Phillip Allen, 2018-TLN-00034. IV. No Prior or Future Employment of a Full-Time Nanny The family has not previously employed a full-time professional nanny. Their only prior arrangement was a part-time babysitter for Margot (approximately October 2024May 2025) that failed due to chronic unreliability. Prior part-time or piecemeal care "is not a bar to establishing a one-time occurrence need." Helping Hands II, 2024-TLN-00066; Selmara R. Rydell, 2018-TLN-00018. The prospective nanny's brief, temporary engagement with the family abroad (in London, MayJune 2026) does not constitute prior U.S. employment of a full-time nanny.