Anonymous wrote:OP here - our nanny told us yesterday that she was COVID exposed over the weekend. She had not yet come over, so my family isn't impacted.

Anonymous wrote:

Anonymous wrote:Our family has been quarantining heavily (including having all groceries delivered due to my husband's illnesses). We very reluctantly hired a nanny so that we could get help managing distance learning and working from home. A few days ago, our kids started getting sick with sore throats, runny noses, and one child threw up. I notified our nanny via text that our kids were sick and she mentioned in her reply that her daughter had the same bug a few days before. I was beyond angry that she would come to our home and get the entire family sick (its now making its way to my husband and I) and never say a word about her child being ill. This is more than likely just a cold, but I now don't trust her to mention any potential COVID exposure or symptoms. When we hired her, she agreed to limit her interactions to our family. Am I overreacting in reconsidering having a nanny? The stress of having to worry about someone else's honesty and level of care is becoming difficult.

You have responsibility here. Why didn't you ASK if new nanny had children and not hire someone with a child. Why didn't you have her self quarantine in basement of your house with FULL PAY, prior to taking on her nanny duties? You did none of these and have no one to blame but yourself.

Anonymous wrote:

Anonymous wrote:How long have you employed her? If you have employed her at least 30 calendar days, she is entitled to 80 hours of paid sick leave under the Emergency Paid Sick Leave Act which became effective April 1, 2020. If she is home with her child because school or childcare is closed or unavailable due to Covid 19-related reasons, your nanny could also take an additional 10 weeks of leave under the Emergency and Family Leave Expansion Act paid at 2/3 of her regular rate. You would be the one paying for all this leave up front but would be entitled to reimbursement through refundable tax credits.

For more information, google the Families First Coronavirus Response Act (FFCRA), which became effective April 1, 2020, and is due to expire at the end of the year unless it is renewed.

https://www.dol.gov/sites/dolgov/files/WHD/Pandemic/FFCRA-Employer_Paid_Leave_Requirements.pdf

Exempt, under 50 employees.

Anonymous wrote:How long have you employed her? If you have employed her at least 30 calendar days, she is entitled to 80 hours of paid sick leave under the Emergency Paid Sick Leave Act which became effective April 1, 2020. If she is home with her child because school or childcare is closed or unavailable due to Covid 19-related reasons, your nanny could also take an additional 10 weeks of leave under the Emergency and Family Leave Expansion Act paid at 2/3 of her regular rate. You would be the one paying for all this leave up front but would be entitled to reimbursement through refundable tax credits.

For more information, google the Families First Coronavirus Response Act (FFCRA), which became effective April 1, 2020, and is due to expire at the end of the year unless it is renewed.

Anonymous wrote:

How long have you employed her? If you have employed her at least 30 calendar days, she is entitled to 80 hours of paid sick leave under the Emergency Paid Sick Leave Act which became effective April 1, 2020. If she is home with her child because school or childcare is closed or unavailable due to Covid 19-related reasons, your nanny could also take an additional 10 weeks of leave under the Emergency and Family Leave Expansion Act paid at 2/3 of her regular rate. You would be the one paying for all this leave up front but would be entitled to reimbursement through refundable tax credits.

For more information, google the Families First Coronavirus Response Act (FFCRA), which became effective April 1, 2020, and is due to expire at the end of the year unless it is renewed.