Nanny

Work description

The Employer respectfully requests certification for one full-time nanny for a fixed period of October 1, 2026 through August 11, 2029. This request is grounded in a single, verifiable, non-recurring event: a high-risk pregnancy that has already placed the mother under a physician's order of complete bed rest, culminating in the birth of the family's third child, due January 3, 2027, to a mother who will be 46 years old at delivery, in a household with two school-age children, a spouse who travels extensively for work, and no family or established support network in the United States. This is not a request for open-ended childcare. It is a request to staff the acute, front-loaded window that a physician-ordered bed rest and a newborn create, with a definite beginning (the July 2, 2026 bed-rest order) and a calendar-anchored end of August 11, 2029 (the youngest child's eligibility for licensed daycare). II. The One-Time Occurrence and Why the Need Is Temporary Under 8 C.F.R. 214.2(h)(6)(ii)(B)(1), a one-time occurrence exists where an employer "has an employment situation that is otherwise permanent, but a temporary event of short duration has created the need for a temporary worker." That is precisely this case. The Employer does not claim that raising children is temporary. She claims and documents that a specific, short-duration event (a high-risk pregnancy at age 46 that now requires physician-ordered complete bed rest, followed by the newborn period) has created an acute, time-limited need that her household cannot otherwise absorb. Why the need is immediate; the requested period begins October 1, 2026. The need is already acute. On July 2, 2026, the Employer's physician documented spotting and bleeding since the first trimester and ordered complete bed rest through the January 3, 2027 due date. She therefore cannot safely provide the daily care and school transportation her two school-age children require, and her spouse's extensive travel regularly leaves her as the only adult in the home. The family is bridging with limited part-time help, which cannot cover months of complete bed rest, a delivery at age 46, and postpartum recovery. Because a certified H-2B worker cannot lawfully begin sooner, the Employer requests the earliest available start, October 1, 2026, from which the nanny carries this load through the pregnancy and into the newborn period. The core of the need: the newborn period. Following delivery in January 2027, the household will contain a newborn and two school-age children while the mother recovers from a delivery at 46. A newborn requires effectively round-the-clock care at exactly the moment the mother is least able to also manage school runs, activities, and a household. This is the peak of the temporary surge. Why the need ends August 11, 2029. By the start of the 20292030 program year, the youngest child becomes eligible to begin licensed daycare / early-childhood care, at which point the acute, full-time, in-home care requirement materially resolves and the household returns to ordinary parental care supplemented by limited part-time help. This end date also falls within the three-year maximum period recognized for a one-time occurrence. Non-recurring by nature. This is the family's third and final child. The need flows from this single birth and its finite, front-loaded dependency window, not from any recurring, seasonal, or business condition. III. Answering the Questions Commonly Raised on Review Temporary vs. permanent need. The regulation expressly contemplates a temporary, short-duration event arising within an otherwise-permanent situation. The Employer's need is the finite surge created by a high-risk pregnancy and a newborn bounded at both ends by datable events not the indefinite condition of parenthood. Prior and existing childcare. The Employer has never employed a full-time nanny in the United States. Since relocating, she has managed her two school-age c