Live-in Nanny (young children)

Work description

Employer is a private household consisting of two parents who hold senior executive & leadership positions with global businesses. Their employment roles require extensive domestic & international travel to industry, executive, business, trade & leadership meetings or events. The household has two children, ages 10 & 4, who attend school & participate in structured educational & extracurricular programs requiring daily supervision, transportation, scheduling coordination, & after-school care. With the parents work-required travel schedules, one or both parents are regularly away from the household. Employer seeks temporary labor certification for one Seasonal Live-In Nanny from October 1, 2026, through June 1, 2027. The seasonal need is tied to a recurring period of the year during which the children's academic schedules coincide with the parents' peak professional obligations, resulting in a substantially increased demand for childcare services. This need does not exist during the summer months, when the Employer travels with family abroad. As a result of spending summertime abroad, the Employer does not have childcare needs in the U.S. During the requested period (academic season), the children's school operates on a fixed schedule requiring daily supervision before & after school, during school holidays, teacher in-service days, & periods when one or both parents are traveling for business (October - June). The younger child requires direct daily care & supervision, while both children require supervision, transportation, meal preparation, coordination of activities, assistance with homework & educational routines, & general oversight of their health, safety, & well-being. Because of the parents' travel schedules & executive responsibilities which increase in prep for, & when debriefing from, work travel these duties cannot be reliably performed by the parents October - June. The mother's business requires attendance at numerous domestic & international trade and business development events. These events require multi-day travel & extended absences from the household as well as extensive prep & debrief. The father's executive and leadership obligations, similarly, require substantial domestic & international travel during the requested academic season. This travel places one or both parents away from the home, necessitating the support of a nanny. The above-mentioned travel event dates are not set by the Employer parents the events are annual or cyclical events, recurring the same time of year or business season. The combination of the children's seasonal academic commitments & the parents' recurring seasonal business travel creates a predictable & recurring annual increase in childcare needs beginning each fall & continuing through the spring academic term. During this period, the household requires a dedicated live-in nanny to ensure continuity of childcare when the parents' employment obligations require travel or extended work hours. The Employers need is temporary & seasonal. Upon conclusion of the academic year, beginning in June 2027 & continuing through the summer months, the household's childcare need substantially decreases because the family travels abroad. As a result, the household's need for a live-in nanny is during the academic-year season & recurs annually during that period and not year-round.