Fired for giving notice...again!

[Anonymous]

Anonymous wrote:I'm the PP whose nanny gave notice along with with a bad lie. We sent her on her way the next day and released her from her notice period (she claimed she "had" to stop working ASAP). We have had two AMAZING nannies give notice before and we were truly sad to see them go. We paid them through their notice periods, gave them parting gifts, and encouraged future visits. One returned to work for us again between finishing her coursework and starting her career (she was an older student). The other still visits and sends texts.

Our most recent nanny had a history of dishonesty, avoiding work, and being all around kind of crappy. We did not choose to compensate her for her half-effort at being "professional". Lying on your way out is not professional. Don't expect to be rewarded for it.

Can you stop using your one anecdote as though it is fact? You've dealt with this issue one time, many of us nannies deal with it every.single.time we give notice. Stop trying to tell us that this doesn't happen to good nannies. Stop trying to tell us that if it happens, that it is somehow our fault. Maybe your nanny did suck, but then you should have fired her, not screwed her after she gave you notice. Like it or not, in your story, she was the professional and you were not. If an employee gives notice, you let them work it out, or you pay through their notice. This is basic business etiquette.

[Anonymous]

Anonymous wrote:OP I've solved this problem by addressing it in my contract. The notice clause is mutual, and there are penalties to either party that doesn't follow it. In this situation, if I followed all of the requirements for giving notice, and they had no actual cause for firing me, they would still need to pay me for the duration of the notice period.

I also typically only give notice if a family has mistreated me in some manner, and according to our agreement they aren't actually entitled to any notice. I point out the breeches of the contract in my notice letter but state that this notice is a courtesy. Families usually behave in this situation because they know one step over the line and I won't return, but they still have to pay out the notice.

Good luck with that.

[Anonymous]

Anonymous wrote:

Anonymous wrote:OP I've solved this problem by addressing it in my contract. The notice clause is mutual, and there are penalties to either party that doesn't follow it. In this situation, if I followed all of the requirements for giving notice, and they had no actual cause for firing me, they would still need to pay me for the duration of the notice period.

I also typically only give notice if a family has mistreated me in some manner, and according to our agreement they aren't actually entitled to any notice. I point out the breeches of the contract in my notice letter but state that this notice is a courtesy. Families usually behave in this situation because they know one step over the line and I won't return, but they still have to pay out the notice.

Good luck with that.

Exactly. It's never stand up in court.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP I've solved this problem by addressing it in my contract. The notice clause is mutual, and there are penalties to either party that doesn't follow it. In this situation, if I followed all of the requirements for giving notice, and they had no actual cause for firing me, they would still need to pay me for the duration of the notice period.

I also typically only give notice if a family has mistreated me in some manner, and according to our agreement they aren't actually entitled to any notice. I point out the breeches of the contract in my notice letter but state that this notice is a courtesy. Families usually behave in this situation because they know one step over the line and I won't return, but they still have to pay out the notice.

Good luck with that.

Exactly. It's never stand up in court.

*It'd

[Anonymous]

Anonymous wrote:

Anonymous wrote:If you have quite then you're not being fired. THey are choosing not to have you work out your notice period.

As a mom I can envision doing this if any of the following were true:
- I wasn't all that happy with your performance in the job and you giving notice was a relief
- I quickly found a solution and was eager to move on
- the interpersonal dynamics between the adults involved were strained or difficult
- I have concerns about the interactions you might have with the kids about your departure

It may not at all be that "they can't handle it" but more that they would rather not work through some extended difficult period. If they can figure out a solution then why not just move on.

+1. For the pp who asked about practical advice, this is it. Do a stellar job, have a good professional relationship with the parents, don't do anything weird and creepy with the kids, and basically be the kind of employee that your boss is sad to see go and genuinely wishes well, and this will not be a problem.

What a lie. My reference letters prove I always do a stellar job. And like we said, they still get huffy. Any real life advice?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP I've solved this problem by addressing it in my contract. The notice clause is mutual, and there are penalties to either party that doesn't follow it. In this situation, if I followed all of the requirements for giving notice, and they had no actual cause for firing me, they would still need to pay me for the duration of the notice period.

I also typically only give notice if a family has mistreated me in some manner, and according to our agreement they aren't actually entitled to any notice. I point out the breeches of the contract in my notice letter but state that this notice is a courtesy. Families usually behave in this situation because they know one step over the line and I won't return, but they still have to pay out the notice.

Good luck with that.

Exactly. It's never stand up in court.

Why wouldn't it stand up in court? There's nothing against the law about it, all parties agreed to, and signed and dated the document. Whenever I've needed to give notice, I do so in person, but also with a letter, followed by an email reiterating the points of the conversation. Unless a family could prove that I somehow breached our agreement, they'd likely be held to the contract they entered into knowingly and willingly. That being said, I've never needed to take it to court. The families I work with know the agreement they signed, and they know what they're responsibilities are. They also know that not meeting those responsibilities will only hurt them (They lose the notice period and their childcare immediately, and would need to pay out the remainder of the notice.)

[Anonymous]

The work dynamic is much different in a parent/nanny job than it is for other professions.

Since a young child or children are involved the dynamic tends to be more personal.

Even if a nanny gives adequate notice that she's moving on, the nanny family will naturally feel slighted in some way.

Eventually they may feel rejected which oftentimes manifests itself into anger which could explain just why many families tend to find a replacement sooner rather than later.

Totally unfair I say, but often emotions cloud good judgment & logic.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP I've solved this problem by addressing it in my contract. The notice clause is mutual, and there are penalties to either party that doesn't follow it. In this situation, if I followed all of the requirements for giving notice, and they had no actual cause for firing me, they would still need to pay me for the duration of the notice period.

I also typically only give notice if a family has mistreated me in some manner, and according to our agreement they aren't actually entitled to any notice. I point out the breeches of the contract in my notice letter but state that this notice is a courtesy. Families usually behave in this situation because they know one step over the line and I won't return, but they still have to pay out the notice.

Good luck with that.

Exactly. It's never stand up in court.

Why wouldn't it stand up in court? There's nothing against the law about it, all parties agreed to, and signed and dated the document. Whenever I've needed to give notice, I do so in person, but also with a letter, followed by an email reiterating the points of the conversation. Unless a family could prove that I somehow breached our agreement, they'd likely be held to the contract they entered into knowingly and willingly. That being said, I've never needed to take it to court. The families I work with know the agreement they signed, and they know what they're responsibilities are. They also know that not meeting those responsibilities will only hurt them (They lose the notice period and their childcare immediately, and would need to pay out the remainder of the notice.)

That's not how contracts work lol

[Anonymous]

This happens in non-nanny jobs. At my spouse's work everyone knows, when you turn in your two weeks notice your employment is terminated that day. If you have vacation time, you can use that, otherwise bye-bye.

Sucky things don't only happen to nannys

[Anonymous]

Anonymous wrote:This happens in non-nanny jobs. At my spouse's work everyone knows, when you turn in your two weeks notice your employment is terminated that day. If you have vacation time, you can use that, otherwise bye-bye.

Sucky things don't only happen to nannys

Where exactly are companies routinely firing employees after giving notice? They don't need to take time to fill the role? Or at least find someone who can cover the extra load? But since you can't figure out the plural of the word nanny (nannies), I'm guessing your husband isn't so bright either.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP I've solved this problem by addressing it in my contract. The notice clause is mutual, and there are penalties to either party that doesn't follow it. In this situation, if I followed all of the requirements for giving notice, and they had no actual cause for firing me, they would still need to pay me for the duration of the notice period.

I also typically only give notice if a family has mistreated me in some manner, and according to our agreement they aren't actually entitled to any notice. I point out the breeches of the contract in my notice letter but state that this notice is a courtesy. Families usually behave in this situation because they know one step over the line and I won't return, but they still have to pay out the notice.

Good luck with that.

Exactly. It's never stand up in court.

Why wouldn't it stand up in court? There's nothing against the law about it, all parties agreed to, and signed and dated the document. Whenever I've needed to give notice, I do so in person, but also with a letter, followed by an email reiterating the points of the conversation. Unless a family could prove that I somehow breached our agreement, they'd likely be held to the contract they entered into knowingly and willingly. That being said, I've never needed to take it to court. The families I work with know the agreement they signed, and they know what they're responsibilities are. They also know that not meeting those responsibilities will only hurt them (They lose the notice period and their childcare immediately, and would need to pay out the remainder of the notice.)

That's not how contracts work lol

Enlighten me then. How do they work? You *must* be a contract lawyer! You couldn't possibly be talking out of your uneducated ass.

[Anonymous]

Anonymous wrote:

Anonymous wrote:This happens in non-nanny jobs. At my spouse's work everyone knows, when you turn in your two weeks notice your employment is terminated that day. If you have vacation time, you can use that, otherwise bye-bye.

Sucky things don't only happen to nannys

Where exactly are companies routinely firing employees after giving notice? They don't need to take time to fill the role? Or at least find someone who can cover the extra load? But since you can't figure out the plural of the word nanny (nannies), I'm guessing your husband isn't so bright either.

Isn't this true for nannies as well? If my nanny suddenly quit tomorrow, I would be screwed.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This happens in non-nanny jobs. At my spouse's work everyone knows, when you turn in your two weeks notice your employment is terminated that day. If you have vacation time, you can use that, otherwise bye-bye.

Sucky things don't only happen to nannys

Where exactly are companies routinely firing employees after giving notice? They don't need to take time to fill the role? Or at least find someone who can cover the extra load? But since you can't figure out the plural of the word nanny (nannies), I'm guessing your husband isn't so bright either.

Isn't this true for nannies as well? If my nanny suddenly quit tomorrow, I would be screwed.

Some people are willing, in a fit a anger, to cut off their nose to spite their face. When you work at a larger company and have someone to answer to, you're much more likely to follow protocol than fky off the handle and fire someone. The only way PPs story is true is if some company has this as it's policy, which I highly doubt.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This happens in non-nanny jobs. At my spouse's work everyone knows, when you turn in your two weeks notice your employment is terminated that day. If you have vacation time, you can use that, otherwise bye-bye.

Sucky things don't only happen to nannys

Where exactly are companies routinely firing employees after giving notice? They don't need to take time to fill the role? Or at least find someone who can cover the extra load? But since you can't figure out the plural of the word nanny (nannies), I'm guessing your husband isn't so bright either.

Isn't this true for nannies as well? If my nanny suddenly quit tomorrow, I would be screwed.

Some people are willing, in a fit a anger, to cut off their nose to spite their face. When you work at a larger company and have someone to answer to, you're much more likely to follow protocol than fky off the handle and fire someone. The only way PPs story is true is if some company has this as it's policy, which I highly doubt.

Exactly.

[Anonymous]

Anonymous wrote:

Anonymous wrote:This happens in non-nanny jobs. At my spouse's work everyone knows, when you turn in your two weeks notice your employment is terminated that day. If you have vacation time, you can use that, otherwise bye-bye.

Sucky things don't only happen to nannys

Where exactly are companies routinely firing employees after giving notice? They don't need to take time to fill the role? Or at least find someone who can cover the extra load? But since you can't figure out the plural of the word nanny (nannies), I'm guessing your husband isn't so bright either.

Where? Virginia. You must have very limited experience in the professional business world if don't know that is not an uncommon practice.

And you are so bright you know that spouse can only mean husband?