MB won't pay me for hours worked

[Anonymous]

If you have three PAID sick days a year, then they should have paid you for your Dr. appt. which you used as your sick day.

Then paid you what they would have paid you if you had worked on Thursday, along w/some overtime for staying a little longer on Friday.

[Anonymous]

Based on the info you posted: if you had already worked 46 hours, took a 4 hour paid sick day, and worked an extra 5 hours on top of that babysitting then you should be paid for 44 hours at straight time (40 hours base plus your 4 hour sick time) and 11 hours OT ( 6 hours over 40 plus the 5 hours babysitting).

[Anonymous]

Anonymous wrote:By law, any kind of leave does not count towards OT. So, 4 hrs of leave will be subtracted and you will be paid OT for actual time worked above 40, which in this case comes to 51hrs. She already paid you for 50, she does owe you 1 additional OT hour.

Signed

Employment Law Attorney.

This.

[Anonymous]

Anonymous wrote:

Anonymous wrote:By law, any kind of leave does not count towards OT. So, 4 hrs of leave will be subtracted and you will be paid OT for actual time worked above 40, which in this case comes to 51hrs. She already paid you for 50, she does owe you 1 additional OT hour.

Signed

Employment Law Attorney.

This.

Do you lose money when you use your sick days? I don't really give a shit what the legal bottom is. If you want me as your nanny, and you agreed to guaranteed hours and pay, you're not going to penalize me financially for using my PTO.

You're only legally required to pay minimum wage. Does that mean my employer can ignore our agreement and hand me a check for minimum wage and I should accept it because the law allows for minimum wage? The law sets minimum standards. That doesn't mean you can't rise above the freaking minimum. You "can" dock your nanny her OT when she takes time off, or you can not be a cheap ass and pay her like you normally would.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:By law, any kind of leave does not count towards OT. So, 4 hrs of leave will be subtracted and you will be paid OT for actual time worked above 40, which in this case comes to 51hrs. She already paid you for 50, she does owe you 1 additional OT hour.

Signed

Employment Law Attorney.

This.

Do you lose money when you use your sick days? I don't really give a shit what the legal bottom is. If you want me as your nanny, and you agreed to guaranteed hours and pay, you're not going to penalize me financially for using my PTO.

You're only legally required to pay minimum wage. Does that mean my employer can ignore our agreement and hand me a check for minimum wage and I should accept it because the law allows for minimum wage? The law sets minimum standards. That doesn't mean you can't rise above the freaking minimum. You "can" dock your nanny her OT when she takes time off, or you can not be a cheap ass and pay her like you normally would.

Calm down. I am a nanny and I agree with this legal position. Whether or not this is something to quit over is up to you. I just do not think OP's MB did anything wrong.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:By law, any kind of leave does not count towards OT. So, 4 hrs of leave will be subtracted and you will be paid OT for actual time worked above 40, which in this case comes to 51hrs. She already paid you for 50, she does owe you 1 additional OT hour.

Signed

Employment Law Attorney.

This.

Do you lose money when you use your sick days? I don't really give a shit what the legal bottom is. If you want me as your nanny, and you agreed to guaranteed hours and pay, you're not going to penalize me financially for using my PTO.

You're only legally required to pay minimum wage. Does that mean my employer can ignore our agreement and hand me a check for minimum wage and I should accept it because the law allows for minimum wage? The law sets minimum standards. That doesn't mean you can't rise above the freaking minimum. You "can" dock your nanny her OT when she takes time off, or you can not be a cheap ass and pay her like you normally would.

Calm down. I am a nanny and I agree with this legal position. Whether or not this is something to quit over is up to you. I just do not think OP's MB did anything wrong.

Who are you, telling people to calm down?? Just because the law allows something doesn't make it right. The law once allowed people to own other people. If OP has an agreement for a certain schedule that includes 10 hours of OT, that shouldn't change because she had a doctor's appointment, and her MB TOLD her to take the day. If you have to throw the rule book at someone to defend your actions, you're probably being an ass.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:By law, any kind of leave does not count towards OT. So, 4 hrs of leave will be subtracted and you will be paid OT for actual time worked above 40, which in this case comes to 51hrs. She already paid you for 50, she does owe you 1 additional OT hour.

Signed

Employment Law Attorney.

This.

Do you lose money when you use your sick days? I don't really give a shit what the legal bottom is. If you want me as your nanny, and you agreed to guaranteed hours and pay, you're not going to penalize me financially for using my PTO.

You're only legally required to pay minimum wage. Does that mean my employer can ignore our agreement and hand me a check for minimum wage and I should accept it because the law allows for minimum wage? The law sets minimum standards. That doesn't mean you can't rise above the freaking minimum. You "can" dock your nanny her OT when she takes time off, or you can not be a cheap ass and pay her like you normally would.

Calm down. I am a nanny and I agree with this legal position. Whether or not this is something to quit over is up to you. I just do not think OP's MB did anything wrong.

Who are you, telling people to calm down?? Just because the law allows something doesn't make it right. The law once allowed people to own other people. If OP has an agreement for a certain schedule that includes 10 hours of OT, that shouldn't change because she had a doctor's appointment, and her MB TOLD her to take the day. If you have to throw the rule book at someone to defend your actions, you're probably being an ass.

So fucking quit. Who the hell cares? I think OP's MB's position was correct and I am a nanny telling you to CALM DOWN.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:By law, any kind of leave does not count towards OT. So, 4 hrs of leave will be subtracted and you will be paid OT for actual time worked above 40, which in this case comes to 51hrs. She already paid you for 50, she does owe you 1 additional OT hour.

Signed

Employment Law Attorney.

This.

Do you lose money when you use your sick days? I don't really give a shit what the legal bottom is. If you want me as your nanny, and you agreed to guaranteed hours and pay, you're not going to penalize me financially for using my PTO.

You're only legally required to pay minimum wage. Does that mean my employer can ignore our agreement and hand me a check for minimum wage and I should accept it because the law allows for minimum wage? The law sets minimum standards. That doesn't mean you can't rise above the freaking minimum. You "can" dock your nanny her OT when she takes time off, or you can not be a cheap ass and pay her like you normally would.

Calm down. I am a nanny and I agree with this legal position. Whether or not this is something to quit over is up to you. I just do not think OP's MB did anything wrong.

Who are you, telling people to calm down?? Just because the law allows something doesn't make it right. The law once allowed people to own other people. If OP has an agreement for a certain schedule that includes 10 hours of OT, that shouldn't change because she had a doctor's appointment, and her MB TOLD her to take the day. If you have to throw the rule book at someone to defend your actions, you're probably being an ass.

So fucking quit. Who the hell cares? I think OP's MB's position was correct and I am a nanny telling you to CALM DOWN.

I've already said that I would. Well actually it wouldn't have gotten that far because when she handed me a check for the wrong amount I would have handed it back and asked her to fix it. If she quoted the law, I would simply quote our agreement. End of story.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:By law, any kind of leave does not count towards OT. So, 4 hrs of leave will be subtracted and you will be paid OT for actual time worked above 40, which in this case comes to 51hrs. She already paid you for 50, she does owe you 1 additional OT hour.

Signed

Employment Law Attorney.

This.

Do you lose money when you use your sick days? I don't really give a shit what the legal bottom is. If you want me as your nanny, and you agreed to guaranteed hours and pay, you're not going to penalize me financially for using my PTO.

You're only legally required to pay minimum wage. Does that mean my employer can ignore our agreement and hand me a check for minimum wage and I should accept it because the law allows for minimum wage? The law sets minimum standards. That doesn't mean you can't rise above the freaking minimum. You "can" dock your nanny her OT when she takes time off, or you can not be a cheap ass and pay her like you normally would.

Calm down. I am a nanny and I agree with this legal position. Whether or not this is something to quit over is up to you. I just do not think OP's MB did anything wrong.

Who are you, telling people to calm down?? Just because the law allows something doesn't make it right. The law once allowed people to own other people. If OP has an agreement for a certain schedule that includes 10 hours of OT, that shouldn't change because she had a doctor's appointment, and her MB TOLD her to take the day. If you have to throw the rule book at someone to defend your actions, you're probably being an ass.

So fucking quit. Who the hell cares? I think OP's MB's position was correct and I am a nanny telling you to CALM DOWN.

I've already said that I would. Well actually it wouldn't have gotten that far because when she handed me a check for the wrong amount I would have handed it back and asked her to fix it. If she quoted the law, I would simply quote our agreement. End of story.

NP here. Good luck with that attitude, PP.

[Anonymous]

There are a lot of 19-20 yr old babysitters on this thread who have never had a job in the real world. Good luck to you all.

[Anonymous]

Anonymous wrote:There are a lot of 19-20 yr old babysitters on this thread who have never had a job in the real world. Good luck to you all.

+1 Silly Little Girls.

[Anonymous]

Anonymous wrote:

Anonymous wrote:If you're not physically present at work for the full 40 hrs for any reason then you don't get overtime. Overtime is for time WORKED not hours accrued due to sick time, vacation, holiday pay etc.

OP here and you are wrong. Out agreement is that I am paid 50 hours ( 40 + 10 OT) even if I do not work the full 50 hours. I only work 4 hours on Thursdays and had already worked 46 hours that week. Add the sick day ( 4 hours) plus the 5, and you get 55 hours. I was paid my full 50 ask gauarnteed but not paid the 5 hours of additional OT that I worked on Friday night. This is wrong and I should be paid for it.

Ok but anonymous people on a message board can't pay you, only your employer can so this is the argument you need to make to her. It's likely she forgot all about your agreement. Bring it up again and show her in writing. In the future, clarify in writing and remind her of the agreement before the date. If she gets annoyed, too bad.