I’m going to fire nanny. What are best practices?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

As a nanny, I’ve only once been given two weeks notice. The other times were a month or more. Two weeks feels really strange for a job that’s really quite personal. If you don’t have any issues with her as a person, DO NOT tell her day of and do not assume she can’t be trusted with your kids after giving notice. I’d be devastated if after giving someone so much of myself, undoubtedly cleaning messes that weren’t mine and so on, paying for things out of pocket and maybe maybe not getting reimbursed etc, if the employer then indicated I wasn’t trustworthy. Think about what you say and how you want to be remembered. If she were mentally or physically abusive that would be different, but this doesn’t sound like that type of situation.

The OP isn't describing someone who gave so much of herself. On the contrary she is describing someone who calls in sick all the time, is on her phone/iPad/laptop when she should be working, ordering take out at her employer's expense and lazy. This is not someone who takes her job seriously and if her feelings are hurt then she should learn from this and be a better nanny next time.

Where did you read this?

delusions. OP never said this.

[Anonymous]

I prefer severance over notice. Those two weeks are going to be very awkward with this person. Better for you to say nothing then give severance. You are firing for cause.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

As a nanny, I’ve only once been given two weeks notice. The other times were a month or more. Two weeks feels really strange for a job that’s really quite personal. If you don’t have any issues with her as a person, DO NOT tell her day of and do not assume she can’t be trusted with your kids after giving notice. I’d be devastated if after giving someone so much of myself, undoubtedly cleaning messes that weren’t mine and so on, paying for things out of pocket and maybe maybe not getting reimbursed etc, if the employer then indicated I wasn’t trustworthy. Think about what you say and how you want to be remembered. If she were mentally or physically abusive that would be different, but this doesn’t sound like that type of situation.

The OP isn't describing someone who gave so much of herself. On the contrary she is describing someone who calls in sick all the time, is on her phone/iPad/laptop when she should be working, ordering take out at her employer's expense and lazy. This is not someone who takes her job seriously and if her feelings are hurt then she should learn from this and be a better nanny next time.

Where did you read this?

delusions. OP never said this.

OP said it here:

Anonymous wrote:OP here. Contract says two weeks notice. Silent on severance.

I’m glad to hear most are suggesting I don’t need to give more than that to not be an awful person.

Yeah and PP is right in that she’s just pretty lazy, too much screen time, keeps ordering takeout, not good. Also keeps getting “sick.” I’ve never encountered someone with more illnesses than her in less than a year, especially since she’s also gotten 4 weeks vacation.

[Anonymous]

OP nanny that doesn’t work out is NOT fun and is expensive. Since it is such a personal type of job, I prefer her to be gone after last day (thus severance) Working two more weeks after being let go isn’t done much in companies unless the person is well liked/ long time employee. The person who is fired for “misdeeds” (I’m sure there’s a better word) is also the one to make a HUGE fuss for 2 very long weeks.

[Anonymous]

Let her go on the last day you need her. Tell her per her contract, she can continue to work for two more weeks for pay, but if she’d like to as an alternative, you would be amenable for that day to be her last and she can take 2 weeks severance and leave immediately. She will pick the latter and it will be a win-win for all.

[Anonymous]

Anonymous wrote:OP here. Contract says two weeks notice. Silent on severance.

I’m glad to hear most are suggesting I don’t need to give more than that to not be an awful person.

Yeah and PP is right in that she’s just pretty lazy, too much screen time, keeps ordering takeout, not good. Also keeps getting “sick.” I’ve never encountered someone with more illnesses than her in less than a year, especially since she’s also gotten 4 weeks vacation.

You can give two weeks of pay and forego notice. You also have to pay out any accrued and unused vacation. Depending on where you live you have to pay at the time you let her go.

Personally I’d pay and forego the notice. Otherwise you might find yourself with no childcare

[Anonymous]

Severance isn't required. Find a replacement and when you have someone new lined up I would fire the same day. This is a common practice in all industries to avoid theft, poor performance etc this is you kids which is far more valuable.

[Anonymous]

Anonymous wrote:I prefer severance over notice. Those two weeks are going to be very awkward with this person. Better for you to say nothing then give severance. You are firing for cause.

Exactly.

2 weeks pay is not that much, in the scheme of things. If the contract says "two weeks notice" and you give more than that (severance, or pay for time without working) for at least that time period, you cannot be faulted. If there ever comes back any blowback, you were abiding the contract. People are also less likely to be vengeful if you can't be faulted by the contract -- still might be, but it's harder for them to feel justified.

The severance is peace of mind. It's cheap. She won't be in your personal space or taking care of your kids, and you can feel okay about moving forward without second-guessing whether you cheated her.

[Anonymous]

Severance is rewarded in situations when the job is eliminated and performance is good. Poor performing employees should be fired.

[Anonymous]

Anonymous wrote:Severance is rewarded in situations when the job is eliminated and performance is good. Poor performing employees should be fired.

NP. You can't just fire someone with no notice or severance unless they're stealing from you or harming your child. What the heck? I can't even imagine treating our nanny so poorly.

OP, it's not a good fit. Wait until the day you want to let her go, tell it's her last day, and hand her a check with the pay you owe her + two weeks severance + the payout from her unused vacation time. Then let her gather her things and say goodbye to your kids.

This isn't hard, folks.

[Anonymous]

Anonymous wrote:What does your contract say?

If you don't have a contract, treat her how you would like to be treated. How much notice would you like her to give you?

This! Yes, nanny care is expensive and yes, you get a variety qualities and capabilities. Did you go through an agency, paying top dollar for a nanny with stellar references but still not quite cutting it for your needs/expectations or did you hire an average nanny expecting Mary Poppins? My point being that this may not be just her fault. Treat her how you would want her to treat you.

[Anonymous]

Anonymous wrote:OP here. Contract says two weeks notice. Silent on severance.

I’m glad to hear most are suggesting I don’t need to give more than that to not be an awful person.

Yeah and PP is right in that she’s just pretty lazy, too much screen time, keeps ordering takeout, not good. Also keeps getting “sick.” I’ve never encountered someone with more illnesses than her in less than a year, especially since she’s also gotten 4 weeks vacation.

she’s fine, but she held herself out as having more experience and a higher skill level than she does. We’re putting the kids in camp/daycare starting mid-June.

- When do I tell her? How much notice?

I really don’t want to end up with no care the first couple weeks of June.

- Is providing severance typical? How much?

This has been a very expensive childcare experiment

.... so OP... is it that she lied about having experience? Please, share what "skills" she lied about? She's just too expensive? Or she orders too much takeout (on your dime or hers? Why give her a credit card and tell her to use it for food, if you didn't want her to? Or shes buying herself food? Why do you give a flying fudge what she herself eats/pays for?) Also, youre a shitty employer if you are too chicken shit to correct her on any of this...... Just say Hey Jan, get off your phone.

I'm really dying to know what experience and skills you think she lied about

[Anonymous]

Anonymous wrote:

Anonymous wrote:What does your contract say?

If you don't have a contract, treat her how you would like to be treated. How much notice would you like her to give you?

This! Yes, nanny care is expensive and yes, you get a variety qualities and capabilities. Did you go through an agency, paying top dollar for a nanny with stellar references but still not quite cutting it for your needs/expectations or did you hire an average nanny expecting Mary Poppins? My point being that this may not be just her fault. Treat her how you would want her to treat you.

I agree.

I also agree with handing her severance when you tell her you no longer need her.

[Anonymous]

Anonymous wrote:The kids are not in danger and she’s fine, but she held herself out as having more experience and a higher skill level than she does. We’re putting the kids in camp/daycare starting mid-June.

- When do I tell her? How much notice?

I really don’t want to end up with no care the first couple weeks of June.

- Is providing severance typical? How much?

This has been a very expensive childcare experiment, so I’m not interested in spending more than I have to.

Thanks for sharing your experience.

Based on the fact that you are saying it's been costly and you don't want to be out of care, maybe tell her the two weeks before that you've liked working with her very much, but you feel the kids would benefit from having more social interaction. Explain to her that you were torn and these places in camps opened up, so you feel it's a good opportunity to see if that will help them grow in XYZ way. Tell her you'll give a great reference and obviously help her post for jobs. I think that would help alleviate my anxiety that she might take this out on the kids. Losing a job is always stressful and you don't want someone to snap and hurt your kids due to financial stress.

Or you could wait until a week before camp starts and tell her that camp is starting, but you'll pay her for the one week when they are in camp if she wants to help in other ways with errands or whatever. Personally I've never let a nanny go when I couldn't work from home during the "notice" period but that is just me.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Severance is rewarded in situations when the job is eliminated and performance is good. Poor performing employees should be fired.

NP. You can't just fire someone with no notice or severance unless they're stealing from you or harming your child. What the heck? I can't even imagine treating our nanny so poorly.

OP, it's not a good fit. Wait until the day you want to let her go, tell it's her last day, and hand her a check with the pay you owe her + two weeks severance + the payout from her unused vacation time. Then let her gather her things and say goodbye to your kids.

This isn't hard, folks.

Um, wonttbis be a bit abrupt for the kids? I’d tell her on a Thursday. Last day Friday + 2 weeks severance and vacation and Thank you.