No no no. I can understand not wanting her to come in yet. But you should pay her her full salary and let her come to work once she is 21 days past her first positive test date. Or until a negative test if that makes you feel better but it could be a while for that.

Do not shortchange her salary over this. Dont make her leave up her sick leave. You don't want her to be short on sick leave because you dont want her coming to work sick.

At least you won’t have to worry about her getting COVID again for a while! You may be waiting MONTHS for her to have a negative PCR test. Follow CDC guidelines with a reasonable buffer on the end of you really want, but not months.

OP I am curious what the nanny's response was, when you offered to let her use up all of her sick leave before starting, and then drop down to 25% pay after that, for an undetermined amount of time?
Did she seem agreeable to that? Or did she suggest an alternative?

Shoot, I'm a nanny and I would be nervous if my employers asked me to come back 10 days after, with still being positive, CDC guidelines or not.
I'd give it another week after the 10 days.

Anonymous wrote:I would not pay her as she has no leave and didn't start working for you. If she got covid from your family, you absolutely pay her but if she got it prior to employment paying her for two weeks is absurd.

Except the same thing can happen with the next new hire. And next time her family might be exposed. Honestly like other PPs have pointed out once recovered she’s the safest person for your kids to be around. I’d pay for that.

I would not pay her as she has no leave and didn't start working for you. If she got covid from your family, you absolutely pay her but if she got it prior to employment paying her for two weeks is absurd.

File this under “shit happens”. I get she’s brand new but she’s still your employee now. Pay her until you feel comfortable having her in your home. If she’s cleared to return by her medical dr then she’s cleared to return. If your pediatrician takes a more conservative approach or if you just don’t feel comfortable yet then you need to put your money where your mouth is on this one. Sorry, it sucks. As do a LOT of things this year due to Covid.

Sounds like nanny would be better off finding a more sensible employer.

Anonymous wrote:

Anonymous wrote:If she is not feeling sick and is willing to come to work you should give her full pay because it is you preventing her from coming to work, not her. I understand your caution, but why should she pay for it?

Because she caught covid, and there are consequences to catching covid, such as missed work. It’s the nanny’s problem. Not OP’s.

If we were talking about the flu I guess I’d agree with you - employers don’t compensate you for being home with the flu. But this isn’t the flu and we are in the midst of a freakin deadly pandemic of a HIGHLY transmittable virus and OP could extend a little grace here.

OP I get your fear and would feel uncomfortable having her back right at the 10 days. And I’ve had Covid. I think by 14 it would be totally fine. That said, we have to own our paranoia and you should compensate her for it. If CDC says she’s ok to return it’s not fair to make her use sick days or not pay her brand new nanny or not.

Anonymous wrote:

Anonymous wrote:If she is not feeling sick and is willing to come to work you should give her full pay because it is you preventing her from coming to work, not her. I understand your caution, but why should she pay for it?

Because she caught covid, and there are consequences to catching covid, such as missed work. It’s the nanny’s problem. Not OP’s.

And when the nanny says "forget this noise" and just finds another job, it will be OP's problem that she doesn't have childcare, not the nanny's.

Anonymous wrote:

Anonymous wrote:If she is not feeling sick and is willing to come to work you should give her full pay because it is you preventing her from coming to work, not her. I understand your caution, but why should she pay for it?

Because she caught covid, and there are consequences to catching covid, such as missed work. It’s the nanny’s problem. Not OP’s.

But now she's better. The CDC guidelines say she can work. So this is OP's problem and beliefs held that aren't backed by scientific evidence that are creating the problem for the nanny. She needs to get rid of the nanny (and I'm not sure you can fire someone for a medical issue that isn't affecting their ability to work) or pay up for the "sick leave".

Anonymous wrote:If she is not feeling sick and is willing to come to work you should give her full pay because it is you preventing her from coming to work, not her. I understand your caution, but why should she pay for it?

Because she caught covid, and there are consequences to catching covid, such as missed work. It’s the nanny’s problem. Not OP’s.

Have her start one week layer. Don’t pay her for her! Geez. She’s the one who caught covid!

If she is not feeling sick and is willing to come to work you should give her full pay because it is you preventing her from coming to work, not her. I understand your caution, but why should she pay for it?