What your Staff Kit
looks like.

This page shows excerpts from a complete BOOJEE Household HR Staff Kit built for a fictional household — "Whitmore Estate." The structure, format, and level of detail are representative of what you receive. All names, schedules, and details are invented.

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Document 1 of 8

Table of Contents

Your kit ships as a single organized PDF plus editable source files for each document. Below is the full table of contents for a 4-role household.

Whitmore Estate — Household HR Staff Kit Sample
  • Section A — Household Employee Handbook
  • A1Welcome & purpose of this handbookp. 3
  • A2House rules & daily operating expectationsp. 4
  • A3Privacy, confidentiality & social media policyp. 6
  • A4Scheduling, time off & absence notificationp. 8
  • A5Communication normsp. 10
  • A6Conduct & professional standardsp. 11
  • A7Guest & visitor policyp. 13
  • A8Emergency proceduresp. 14
  • A9Performance expectations & feedback processp. 15
  • A10End of employmentp. 16
  • A11State-flag checklist — items to verify with attorneyp. 17
  • A12Acknowledgment & signature pagep. 18
  • Section B — Role SOPs
  • B1Housekeeper — Weekly rhythm & standardsp. 20
  • B2Nanny — Daily schedule & childcare expectationsp. 24
  • B3Estate Manager — Scope, vendor coordination & reportingp. 28
  • B4Groundskeeper — Seasonal task calendarp. 33
  • Section C — Vetting & Hiring
  • C1Pre-hire checklist & documentation requirementsp. 37
  • C2Reference-call scriptp. 39
  • C3Interview guides by rolep. 41
  • Section D — Onboarding & Offboarding
  • D1New-hire onboarding checklistp. 47
  • D2End-of-employment offboarding checklistp. 49
  • Section E — Performance Management
  • E1Annual review template (all roles)p. 52
  • E2Semi-annual check-in templatep. 56
  • Section F — Payroll Orientation
  • F1Questions for your CPA — household employer payroll obligationsp. 58
  • F2Year-end payroll document checklistp. 61
Section A3 — Handbook Excerpt

Privacy, Confidentiality
& Social Media Policy

This section of the handbook addresses the privacy and confidentiality expectations that are unique to household employment. Every kit includes a state-flag note and an attorney-review advisory on any NDA-adjacent provisions.

Whitmore Estate Employee Handbook — Section A3 Sample

A3.1 — Privacy of the Household

Working in a private home places you inside the daily life of the Whitmore family. You will observe routines, conversations, relationships, personal health matters, and financial decisions that are not yours to share. This is not an ordinary workplace: there is no separation between "work areas" and private areas in the way that an office provides. The family's privacy is a condition of employment, not a courtesy.

A3.2 — Confidentiality Expectations

You are expected to keep confidential all non-public information about the Whitmore family, including but not limited to: the family's schedules and whereabouts, financial matters, health and medical information, personal relationships and family conflicts, the identities of guests, the contents of conversations you overhear, and details about the property (layout, access, security arrangements, valuables). These obligations apply during employment and after it ends.

Confidentiality applies in all contexts: in conversation with friends or family, in written messages, and in public settings. "I work for a family in [neighborhood]" is a reasonable answer to questions about your employment. Specific details about the family, property, or household are not.

Template note — attorney review advised: This section establishes a confidentiality expectation as a condition of employment. For legally enforceable non-disclosure obligations, your employment attorney may recommend a separate written confidentiality agreement or NDA. Some states impose limitations on the scope or duration of such agreements. Have your attorney review this section and any separate confidentiality agreement before you ask the employee to sign either.

A3.3 — Social Media Policy

You may not post photographs, videos, or any identifiable details about the Whitmore family, their home, their guests, or their children on social media platforms or in any public forum. This includes photos taken inside or outside the property, references to the family or their address, and posts that could allow the public to identify or locate them.

If you are unsure whether a post is permissible, the answer is no. When in doubt, ask before posting — not after.

A3.4 — Personal Device Use

Personal phone and device use during working hours is limited to genuine personal emergencies. Scrolling, messaging for personal reasons, and listening to audio through earbuds or speakers in shared household spaces is not permitted during scheduled working hours. Short breaks for personal device use should be taken in designated break areas, not in rooms with family members present.

Section B1 — Role SOP Excerpt

Housekeeper
Weekly Rhythm SOP

Role SOPs document what the role actually does in your household, room by room and task by task. This prevents ambiguity about scope and gives a new hire a clear starting point. Shown here: an excerpt from the Housekeeper SOP's weekly task schedule.

Whitmore Estate — Housekeeper SOP (B1) — Weekly Rhythm Sample

The housekeeper role at Whitmore Estate is full-time, Monday through Friday, 8:00 AM – 4:30 PM. The following weekly rhythm reflects the family's standard schedule. Deviations for events, guests, or seasonal needs are communicated by the Estate Manager no later than the prior Thursday.

Day Primary Tasks Notes / Standards
Monday Full-house vacuum and mop (all primary floors). Change and launder master bedroom and guest bedroom linens. Restock all bathroom supplies. Laundry must be folded and returned to rooms by end of shift. Master bedroom: bed made by 10 AM. Guest rooms: only service if occupied.
Tuesday Deep clean kitchen: appliance surfaces, interior of microwave, refrigerator fronts, cabinet fronts, grout lines. Polish all visible stainless surfaces. Dust all common area furniture and baseboards. Refrigerator interior is cleaned first Friday of each month (separate task). Do not discard food without direction from family.
Wednesday Full bathroom clean (all 5 bathrooms): toilets, sinks, mirrors, shower surrounds, floors. Personal laundry per family request. Window sills and interior window ledges in primary rooms. Mr. and Mrs. Whitmore's bathroom products are arranged per the diagram in the household binder. Do not rearrange. Children's bathroom: confirm no hazardous items left accessible.
Thursday Common area reset and organization: living room, dining room, library, mudroom. Entryway detail (door glass, mat, floor). Outdoor entry area sweep. Library book placement follows the organization system in the household binder — do not re-shelve without referencing it. Report any damage or items needing repair.
Friday Flex day: task list provided by Estate Manager each Thursday. May include event prep, seasonal tasks, or deep-cleaning rotation. End-of-week supply audit and shopping list to Estate Manager by 3 PM. End-of-week supply audit template is in the household binder. Submit by text to the Estate Manager, not to the family directly.
Section C2 — Vetting Checklist Excerpt

Reference-Call
Script (Excerpt)

The reference-call script is structured to surface judgment and character, not just work history. Household references require different questions than professional references — privacy handling, boundary-setting, and in-home behavior matter far more than project outcomes.

Whitmore Estate — Reference-Call Script (C2) — Excerpt Sample

Introduction: "Hi, my name is [Your Name]. I'm considering [Candidate Name] for a household staff position with our family, and I understand you've worked with them previously. I have about 10 minutes of questions — is now a good time?"

  • What was [Candidate]'s role in your household, and how long did they work for you?
    Listen for: specificity about the role's scope, tenure length, reason it ended
  • Were there children, elders, or pets in the household during their employment?
    Listen for: calibrating how relevant their experience is to your situation
  • Did you feel comfortable with how they handled the private nature of working in your home — family conversations, routines, guests, personal matters?
    Listen for: specific examples, not just "yes, absolutely." Hesitation here is a signal.
  • Were there ever moments where you felt they crossed a boundary — shared something they shouldn't have, involved themselves in a situation that wasn't theirs to address?
    Ask this directly. Most employers won't volunteer this unless asked explicitly.
  • How was their attendance and punctuality? Did they notify you in advance when they couldn't come in?
    Listen for: pattern of last-minute call-outs vs. genuine emergencies communicated early
  • Did they take initiative to notice and address things that weren't on their explicit task list, or did they require direction for everything?
    Neither answer is automatically wrong — depends on whether your household needs independent judgment or prefers explicit direction
  • Would you hire them again if you had a comparable role? If not — or if you hesitated — can you tell me more?
    This is the most diagnostic question. Listen for the speed and specificity of the answer. An enthusiastic "absolutely" and a hesitant "well, it depends" tell you different things.
Section F1 — Payroll Orientation Excerpt

Questions for Your CPA —
Household Employer Payroll

This document doesn't explain payroll law — your CPA does that. It organizes the questions a household employer needs to ask so that conversation is productive and complete. Every item is flagged with whether it applies broadly or varies by state.

Whitmore Estate — Payroll Orientation (F1) — CPA Prep Excerpt Sample

Not tax advice. This document organizes questions for discussion with your CPA — a licensed tax professional who handles household employment. Nothing here constitutes tax or legal advice. Confirm all obligations and thresholds with your CPA before making payroll decisions.

  • 1. Do I need to withhold and pay Social Security and Medicare taxes for my household employee?
    FederalGenerally yes, if you pay a household employee $2,700 or more during the calendar year (2024 threshold — confirm current year). This is the "nanny tax." You and the employee each owe a share. Ask your CPA: am I at the threshold? Am I set up to handle this through payroll?
  • 2. What is Schedule H and do I file it?
    FederalSchedule H is the IRS form household employers attach to their personal income tax return (Form 1040) to report and pay household employment taxes. Ask your CPA: do I file Schedule H this year? Should I adjust my withholding or make quarterly estimated payments to avoid underpayment penalties?
  • 3. Do I need to pay federal unemployment tax (FUTA)?
    FederalIf you paid $1,000 or more in wages to household employees in any calendar quarter, FUTA applies. Ask your CPA: am I subject to FUTA? Are there any offsets from state unemployment taxes I pay?
  • 4. What are my state unemployment insurance obligations?
    State — variesMost states require household employers to register and pay state unemployment insurance (UI) once they meet a wage or hours threshold. Thresholds and procedures vary significantly by state. Ask your CPA: what is Florida's (or your state's) household employer UI registration threshold? Am I registered? When are payments due?
  • 5. Do I need to carry workers' compensation insurance?
    State — variesWorkers' comp requirements for household employers differ by state. Some states require it above a certain payroll or hours threshold; others exempt domestic workers; some make it optional but strongly advisable. Ask your CPA or your insurance broker: does Florida require workers' comp for my household employee? What is the exposure if I don't carry it and an injury occurs?
  • 6. What year-end documents does my employee need from me?
    FederalYou must provide your household employee with a W-2 by January 31 of the following year. To issue a W-2, you need an Employer Identification Number (EIN) — not your Social Security Number. Ask your CPA: do I have an EIN? Am I set up with the Social Security Administration to file W-2s? Is there a payroll service you recommend for household employers?

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Everything in this sample — and seven more documents — built from your household's actual intake. One revision round included. Target 10 business days from completed intake.

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