Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:We gave our nanny a $5,000 signing bonus for the month before my due date. I delivered early and we started her regular hourly wage when she started (day after I came home from the hospital). She was just too good to potentially lose. She’s been our nanny for close to seven years.

this is backwards. if you didn’t want to lose her, you should have started her FT employment early or given her a retention bonus.

How could we have started her early when she had no baby to nanny?! And the signing bonus was the retention bonus.

The $5k signing bonus was really a retention bonus, and that works to hold a month. She could have started early and helped set up the nursery.

I didn’t need help setting up the nursery and whatever on the retention/holding holding bonus. We gave her 5K when she signed her contract and her starting date was the day I brought the baby home (which turned out to be three weeks). The day she started working, we started her hourly wage.

Why are you trying to bust my balls on this? We were fair, considerate, and have a wonderful nanny.

Sounds like you paid her the equivalent to her wage, so that’s fine. I still don’t get why you think a signing bonus is better than just putting her on the payroll, but you do you.

Because it’s not payroll. Jesus...

DP. It actually IS payroll and you and the nanny owed payroll taxes on it.

WHO CARES? The nanny got five grand for doing nothing for three weeks and is apparently happy.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:We gave our nanny a $5,000 signing bonus for the month before my due date. I delivered early and we started her regular hourly wage when she started (day after I came home from the hospital). She was just too good to potentially lose. She’s been our nanny for close to seven years.

this is backwards. if you didn’t want to lose her, you should have started her FT employment early or given her a retention bonus.

How could we have started her early when she had no baby to nanny?! And the signing bonus was the retention bonus.

The $5k signing bonus was really a retention bonus, and that works to hold a month. She could have started early and helped set up the nursery.

I didn’t need help setting up the nursery and whatever on the retention/holding holding bonus. We gave her 5K when she signed her contract and her starting date was the day I brought the baby home (which turned out to be three weeks). The day she started working, we started her hourly wage.

Why are you trying to bust my balls on this? We were fair, considerate, and have a wonderful nanny.

Sounds like you paid her the equivalent to her wage, so that’s fine. I still don’t get why you think a signing bonus is better than just putting her on the payroll, but you do you.

Because it’s not payroll. Jesus...

DP. It actually IS payroll and you and the nanny owed payroll taxes on it.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:We gave our nanny a $5,000 signing bonus for the month before my due date. I delivered early and we started her regular hourly wage when she started (day after I came home from the hospital). She was just too good to potentially lose. She’s been our nanny for close to seven years.

this is backwards. if you didn’t want to lose her, you should have started her FT employment early or given her a retention bonus.

How could we have started her early when she had no baby to nanny?! And the signing bonus was the retention bonus.

The $5k signing bonus was really a retention bonus, and that works to hold a month. She could have started early and helped set up the nursery.

I didn’t need help setting up the nursery and whatever on the retention/holding holding bonus. We gave her 5K when she signed her contract and her starting date was the day I brought the baby home (which turned out to be three weeks). The day she started working, we started her hourly wage.

Why are you trying to bust my balls on this? We were fair, considerate, and have a wonderful nanny.

Sounds like you paid her the equivalent to her wage, so that’s fine. I still don’t get why you think a signing bonus is better than just putting her on the payroll, but you do you.

Because it’s not payroll. Jesus...

And it was more than her wage because it didn’t turn out to be a month.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:We gave our nanny a $5,000 signing bonus for the month before my due date. I delivered early and we started her regular hourly wage when she started (day after I came home from the hospital). She was just too good to potentially lose. She’s been our nanny for close to seven years.

this is backwards. if you didn’t want to lose her, you should have started her FT employment early or given her a retention bonus.

How could we have started her early when she had no baby to nanny?! And the signing bonus was the retention bonus.

The $5k signing bonus was really a retention bonus, and that works to hold a month. She could have started early and helped set up the nursery.

I didn’t need help setting up the nursery and whatever on the retention/holding holding bonus. We gave her 5K when she signed her contract and her starting date was the day I brought the baby home (which turned out to be three weeks). The day she started working, we started her hourly wage.

Why are you trying to bust my balls on this? We were fair, considerate, and have a wonderful nanny.

Sounds like you paid her the equivalent to her wage, so that’s fine. I still don’t get why you think a signing bonus is better than just putting her on the payroll, but you do you.

Because it’s not payroll. Jesus...

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:We gave our nanny a $5,000 signing bonus for the month before my due date. I delivered early and we started her regular hourly wage when she started (day after I came home from the hospital). She was just too good to potentially lose. She’s been our nanny for close to seven years.

this is backwards. if you didn’t want to lose her, you should have started her FT employment early or given her a retention bonus.

How could we have started her early when she had no baby to nanny?! And the signing bonus was the retention bonus.

The $5k signing bonus was really a retention bonus, and that works to hold a month. She could have started early and helped set up the nursery.

I didn’t need help setting up the nursery and whatever on the retention/holding holding bonus. We gave her 5K when she signed her contract and her starting date was the day I brought the baby home (which turned out to be three weeks). The day she started working, we started her hourly wage.

Why are you trying to bust my balls on this? We were fair, considerate, and have a wonderful nanny.

Sounds like you paid her the equivalent to her wage, so that’s fine. I still don’t get why you think a signing bonus is better than just putting her on the payroll, but you do you.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:We gave our nanny a $5,000 signing bonus for the month before my due date. I delivered early and we started her regular hourly wage when she started (day after I came home from the hospital). She was just too good to potentially lose. She’s been our nanny for close to seven years.

this is backwards. if you didn’t want to lose her, you should have started her FT employment early or given her a retention bonus.

How could we have started her early when she had no baby to nanny?! And the signing bonus was the retention bonus.

The $5k signing bonus was really a retention bonus, and that works to hold a month. She could have started early and helped set up the nursery.

I didn’t need help setting up the nursery and whatever on the retention/holding holding bonus. We gave her 5K when she signed her contract and her starting date was the day I brought the baby home (which turned out to be three weeks). The day she started working, we started her hourly wage.

Why are you trying to bust my balls on this? We were fair, considerate, and have a wonderful nanny.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:For various reasons, we would like to have a nanny start work the day our baby is born. Since the baby may be early or late, we know we’ll have to pay her for being on hold.

What is the accepted practice in holding a nanny? A signed contract and flat retainer fee or signing bonus? What percentage of salary is generally offered?

I don't get it. You give birth and immediately hand the newborn over to nanny? Why are you having this baby?

Clearly you don’t get it (probably not the only thing that escapes you). No one hands over the baby and most FTM home from the hospital have support. A experienced nanny is a great way to handle those first months if you don’t have a mother or MIL to help. Now go away.

+1. I wish I would have done this. I knew I was going to do nanny care and not daycare anyway so those first two months would have been so much more relaxed and less anxiety-filled if I had our lovely, calm nanny with me (who’s nannied seven newborns - more than even my mom who couldn’t come to help).

Anonymous wrote:

Anonymous wrote:For various reasons, we would like to have a nanny start work the day our baby is born. Since the baby may be early or late, we know we’ll have to pay her for being on hold.

What is the accepted practice in holding a nanny? A signed contract and flat retainer fee or signing bonus? What percentage of salary is generally offered?

I don't get it. You give birth and immediately hand the newborn over to nanny? Why are you having this baby?

Clearly you don’t get it (probably not the only thing that escapes you). No one hands over the baby and most FTM home from the hospital have support. A experienced nanny is a great way to handle those first months if you don’t have a mother or MIL to help. Now go away.

also OP: good nannies are very savvy about the terms and conditions of their employment. if you try to do something confusing and unfair like proposing she accept a nominal payment for being “on hold” and don’t want to commit to a start date - many nanny candidates will drop you. Because you’re proposing to pay her less than her time is worth.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:We gave our nanny a $5,000 signing bonus for the month before my due date. I delivered early and we started her regular hourly wage when she started (day after I came home from the hospital). She was just too good to potentially lose. She’s been our nanny for close to seven years.

this is backwards. if you didn’t want to lose her, you should have started her FT employment early or given her a retention bonus.

How could we have started her early when she had no baby to nanny?! And the signing bonus was the retention bonus.

The $5k signing bonus was really a retention bonus, and that works to hold a month. She could have started early and helped set up the nursery.

guys, to be a “retention bonus” you pay it AFTER the employee has stayed on through the key time period. Not before. I think it’s probably better to pay a nanny a regular (perhaps slightly reduced) wage between when her job ends and when yours starts if you’re really that nervous or there’s no way she can make it financially otherwise (common for lower wage workers). But a retention bonus would be if you signed a contract on June 1 that says “your start date will be between Aug 15 - Aug 30. On your first day you will receive a $5000 bonus.” That still doesn’t make a ton of sense to me TBH. Better to just find a nanny who is OK with starting around when you need her, and have her start 2 weeks before the baby is due.

Anonymous wrote:For various reasons, we would like to have a nanny start work the day our baby is born. Since the baby may be early or late, we know we’ll have to pay her for being on hold.

What is the accepted practice in holding a nanny? A signed contract and flat retainer fee or signing bonus? What percentage of salary is generally offered?

I don't get it. You give birth and immediately hand the newborn over to nanny? Why are you having this baby?

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:We gave our nanny a $5,000 signing bonus for the month before my due date. I delivered early and we started her regular hourly wage when she started (day after I came home from the hospital). She was just too good to potentially lose. She’s been our nanny for close to seven years.

this is backwards. if you didn’t want to lose her, you should have started her FT employment early or given her a retention bonus.

How could we have started her early when she had no baby to nanny?! And the signing bonus was the retention bonus.

you would pay her wage, obviously. her time is money. if you paid the signing bonus on the day she started caring for the baby, not the day she signed the contract, then yes, that is a retention bonus and one way to “secure” a nanny before you pay the wage.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:We gave our nanny a $5,000 signing bonus for the month before my due date. I delivered early and we started her regular hourly wage when she started (day after I came home from the hospital). She was just too good to potentially lose. She’s been our nanny for close to seven years.

this is backwards. if you didn’t want to lose her, you should have started her FT employment early or given her a retention bonus.

How could we have started her early when she had no baby to nanny?! And the signing bonus was the retention bonus.

The $5k signing bonus was really a retention bonus, and that works to hold a month. She could have started early and helped set up the nursery.

Anonymous wrote:

Anonymous wrote:We gave our nanny a $5,000 signing bonus for the month before my due date. I delivered early and we started her regular hourly wage when she started (day after I came home from the hospital). She was just too good to potentially lose. She’s been our nanny for close to seven years.

this is backwards. if you didn’t want to lose her, you should have started her FT employment early or given her a retention bonus.

How could we have started her early when she had no baby to nanny?! And the signing bonus was the retention bonus.

Anonymous wrote:

Anonymous wrote:You have to pay her actual wage - do you not understand that? On top of her wage, you could also offer a retention bonus. That’s generally how employers secure key employees in key time periods.

That doesn’t make sense, PP. When I switched jobs my new employer didn’t start paying me until I started working.

Were you on hold without a specific start date?