Nanny share with nanny’s baby

[Anonymous]

Based on the dates you provided, how WILL you manage the nanny's maternity leave, since you would normally be headed back to work after 3 months or so and she is due after you?

[Anonymous]

I'm a pregnant nanny and will be bringing my baby to work with me. I also make $22/hr and that isn't changing.

I do understand if they want to cap my hourly pay there and do something lile extra PTO in lieu of a raise next year. However, I'm not in DC and in my area, $22 is pretty much top of the market anyway.

[Anonymous]

Anonymous wrote:Based on the dates you provided, how WILL you manage the nanny's maternity leave, since you would normally be headed back to work after 3 months or so and she is due after you?

This is important to consider OP.

I also urge you to proceed with caution OP. One of my colleagues was in a similar position and ended up burned. Her nanny had been working with her family for three years when she announced her pregnancy. They loved her and wanted to continue working with her. They agreed to pay for 6 weeks of maternity leave and allow her to bring her baby when she came back.

Nanny had a rough pregnancy; in the first 6 months she called out sick more than 10 days; this was on top of the extra days she needed off for OB appts. She couldn't keep up with her normal duties (laundry, maintaining tidy play areas, cooking for children, etc). They tried to be accommodating but nanny was put on bed rest 6 weeks before her due date which left them scrambling. They ended up paying her for the full 6 weeks of bed rest plus the 6 weeks of maternity leave they'd agreed to.

After she returned nanny continued to have trouble; she called out frequently, she never got back on track with her normal tasks like laundry or cooking. My colleague described coming home every day to a messy house, dirty dishes in the sink, and children who had been watching TV for over an hour and were fed peanut butter sandwiches for dinner. She was paying over $20/hr for two children, ages 3 and 5, so after a few months she gently brought her concerns up to the nanny. The nanny initially promised to work on things, but then put in two weeks notice a few days later.

Between sick days, doctor appointments, covering bed rest and maternity leave, my colleague had given her nanny a total of over 15 weeks off with pay in the 11 months of nanny's pregnancy and maternity leave, and allowed her to bring her infant without a pay cut, only for nanny to quit less than 6 months after returning to work. My colleague was very upset, and I certainly would have been as well. Best of luck to you OP.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Based on the dates you provided, how WILL you manage the nanny's maternity leave, since you would normally be headed back to work after 3 months or so and she is due after you?

This is important to consider OP.

I also urge you to proceed with caution OP. One of my colleagues was in a similar position and ended up burned. Her nanny had been working with her family for three years when she announced her pregnancy. They loved her and wanted to continue working with her. They agreed to pay for 6 weeks of maternity leave and allow her to bring her baby when she came back.

Nanny had a rough pregnancy; in the first 6 months she called out sick more than 10 days; this was on top of the extra days she needed off for OB appts. She couldn't keep up with her normal duties (laundry, maintaining tidy play areas, cooking for children, etc). They tried to be accommodating but nanny was put on bed rest 6 weeks before her due date which left them scrambling. They ended up paying her for the full 6 weeks of bed rest plus the 6 weeks of maternity leave they'd agreed to.

After she returned nanny continued to have trouble; she called out frequently, she never got back on track with her normal tasks like laundry or cooking. My colleague described coming home every day to a messy house, dirty dishes in the sink, and children who had been watching TV for over an hour and were fed peanut butter sandwiches for dinner. She was paying over $20/hr for two children, ages 3 and 5, so after a few months she gently brought her concerns up to the nanny. The nanny initially promised to work on things, but then put in two weeks notice a few days later.

Between sick days, doctor appointments, covering bed rest and maternity leave, my colleague had given her nanny a total of over 15 weeks off with pay in the 11 months of nanny's pregnancy and maternity leave, and allowed her to bring her infant without a pay cut, only for nanny to quit less than 6 months after returning to work. My colleague was very upset, and I certainly would have been as well. Best of luck to you OP.

Wow, nightmare scenario. I'm not even sure how I would manage this. Seems like one could lose one's own job over it. We couldn't afford to pay one nanny for 4 months NOT TO WORK and another short-term nanny TO WORK.

[Anonymous]

Most nannies who get any maternity leave take it mostly unpaid, just like most workers in America.

NYC solved this problem starting this year with a payroll tax, but most nanny employers offer very little in the way of paid maternity leave. a 100% payroll increase in unsustainable for most people who would have to hire a temp; a big company can spread the work around, or a temp is a small proportion of overall pay roll, which is why they can offer more paid leave. And even then, many employers don't.

[Anonymous]

Anonymous wrote:I wouldn't lower her salary because she brings her own baby.
Doing so would be the best way to upset her and make her probably leave.
If you like her and she's a good nanny, I'd find another way to make it all work so that everybody's happy.

$22/hr is an extremely high rate for half a nanny.

OP, I understand your desire to do something for a long-term nanny. However, you should be aware that this scenario offers all the benefits to the nanny, and none to you. Please understand this before you proceed.

[Anonymous]

Anonymous wrote:

Anonymous wrote:
OP, I understand your desire to do something for a long-term nanny. However, you should be aware that this scenario offers all the benefits to the nanny, and none to you. Please understand this before you proceed.

Yeah! Fire her for being a mom. Much better to get rid of these distracted working mommies.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:
OP, I understand your desire to do something for a long-term nanny. However, you should be aware that this scenario offers all the benefits to the nanny, and none to you. Please understand this before you proceed.

Yeah! Fire her for being a mom. Much better to get rid of these distracted working mommies.

I see this argument come up every time on this forum.... no one is firing a nanny for being a mother. In fact, it is one of the few jobs where having kids makes your resume more attractive. The thing people are talking about is bringing a child to work - massively different.

[Anonymous]

Having kids makes you a more attractive nanny candidate? Hahaha no. Being married or having your own family is seen as a great reason not to hire someone s

[Anonymous]

OP, the way people I know in this situation have handled it is to determine the rate for a share and then have the family pay the portion of it that applies to their kids. (So if the rate is $22 for two kids, maybe it would be $30 for three, so you would pay $20 for your two kids. Or whatever rate you negotiate.) For the morning hours when it's just your baby, you'd pay $11--half of the two-child rate.

[Anonymous]

Why reduction in pay? She’s still giving same care to your children?

[Anonymous]

Anonymous wrote:Why reduction in pay? She’s still giving same care to your children?

No, she's not--that's the reason the pay changes. They're going from a two-child nannyshare to a three-child nannyshare. In this case, the third child happens to be the nanny's child, so she "pays" that portion of the cost, but it's exactly the same math as it would be if a third family joined the share. You negotiate the rate for three kids, and then you pay based on how many of those kids are yours.