extended vacations

[Anonymous]

Your hiring cheaper immigrants has consequences. They work to help support and visit their families at home. They usually earn peanuts and live cheaply with several people.

If you don't like their extended visits home, hire locals. But it'll cost more.

[Anonymous]

Anonymous wrote:Most families expect that there will be minimal unpaid leave... they need consistent care, not fill-ins.

This. But, it's also really, really common with immigrants. It's not worth the plane fare for a week at a time, and they come from cultures with a lot more vacation, or a lot more assumption that domestic work is flexible in this sense.

You should expect her to do this every 6 months, and if she goes for the 1.5 weeks in Dec, you should expect her to text you 1/3 saying there is a family emergency and she's staying another week or two.

If that is not something you want to accommodate, this job is not a good fit for either of you.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Op, you can find a temporary nanny, you have enough notice. I would start looking now and possibly have the temp nanny babysit for you a few time between now and then. Like any other job, if you use all your PTO, any other days off, are just unpaid- it doesn’t mean “you can’t take off because you used all your leave.” It’s good for families to have backup care for this reason especially.

Most jobs do not allow you to simply take unpaid leave whenever you wish. (I would quickly be out of a job if I tried that!) Leave--paid or unpaid--must be approved. In this case, OP is not approving it, as is her right. (The nanny is, of course, free to seek another job with more flexible leave time.)

+1000. I’ve never had anyone even request leave without pay at work. I think it’s pretty widely accepted that you get the amount of leave you get barring an emergency situation or maternity leave etc. Can someone explain why nannies are so casual about this ( including ours) ??

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Op, you can find a temporary nanny, you have enough notice. I would start looking now and possibly have the temp nanny babysit for you a few time between now and then. Like any other job, if you use all your PTO, any other days off, are just unpaid- it doesn’t mean “you can’t take off because you used all your leave.” It’s good for families to have backup care for this reason especially.

Most jobs do not allow you to simply take unpaid leave whenever you wish. (I would quickly be out of a job if I tried that!) Leave--paid or unpaid--must be approved. In this case, OP is not approving it, as is her right. (The nanny is, of course, free to seek another job with more flexible leave time.)

+1000. I’ve never had anyone even request leave without pay at work. I think it’s pretty widely accepted that you get the amount of leave you get barring an emergency situation or maternity leave etc. Can someone explain why nannies are so casual about this ( including ours) ??

Yes. You're apparently paying only average. Pay her more than your competition and perhaps she'll reconsider. Think about it.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Op, you can find a temporary nanny, you have enough notice. I would start looking now and possibly have the temp nanny babysit for you a few time between now and then. Like any other job, if you use all your PTO, any other days off, are just unpaid- it doesn’t mean “you can’t take off because you used all your leave.” It’s good for families to have backup care for this reason especially.

Most jobs do not allow you to simply take unpaid leave whenever you wish. (I would quickly be out of a job if I tried that!) Leave--paid or unpaid--must be approved. In this case, OP is not approving it, as is her right. (The nanny is, of course, free to seek another job with more flexible leave time.)

So if you use all your PTO, you mean you can’t take off? I’m just asking? If you give enough notice, you can. If there is coverage, who cares?! It’s not like her nanny has been taking off every month for 2 and 3 weeks. And Op stated, that her nanny, hasn’t been home in a couple of years- I couldn’t imagine because all my family are here, in the DMV area. The great thing about being your own boss, you make your own rules! If you can work it out, what’s the issue? The nanny has basically given her employer a years notice!! Again, it goes back to find you a few “backup” sitters or nannies, so you can have the option to take off or not, when your nanny is out. You can even offer a lower rate during those days.

[Anonymous]

My employer has 2 nannies. 1 full time and 1 part time. She also has about 7 babysitters she contacts when ft or pt aren’t available. They’re are a lot of families who seek “temporary” nannies; some who are waiting to enroll their child in daycare or because nanny is on vacation. Thats up to nanny if she can survive without being paid for 2 weeks and of course her employers, if they will allow it. Hopefully they can work something out.

[Anonymous]

Anonymous wrote:MB here. If I wanted to take off for weeks at a time at my professional job, my boss would have a problem. That kind of attitude would cost me a good raise, the next promotion, and possibly a job.

It just shows that your nanny feels entitled to her job and is not taking it seriously. You are totally within your rights to deny the vacation. You should take it into consideration next time she asks for a raise or if you start having other problems. She is there to do a job for money. That means she has to do it. Simple as that.

Sorry you have to deal with the moping. That's unprofessional and when they are like that around your children and family, the MB is at a disadvantage. I think a lot of nannies milk that.

She’s not going to Vegas! She’s going to spend time with her family, for the holiday’s! How does that mean she doesn’t love her job?! How many hours does this nanny work? How long has she been with this family? Is she calling out every week? I just don’t understand how someone taken extra vacation time (especially to see family) make them a bad employee. She’s a nanny, not working at a law firm- hell #45 been golfing how many times?! Being a nanny is a hard job!! Especially, working with multiple children and don’t get me started on working with multiple families (in a share). I give it to you nannies who work 50-60 hr week and still get 2 weeks vacation and one 1 week is of your employers chosen.

[Anonymous]

Anonymous wrote:Your hiring cheaper immigrants has consequences. They work to help support and visit their families at home. They usually earn peanuts and live cheaply with several people.

If you don't like their extended visits home, hire locals. But it'll cost more.

At the very least hire Americans whose extended family is a few hours away by plane or car!!

[Anonymous]

Anonymous wrote:The kids nanny will be going to her home country next month for 3 weeks. She has 15 days vacation per year. Two weeks of her choosing and 1 week we choose. She works M-F, weekends off. When she asked for approval we agreed to 3 weeks because she had not been home in a couple of years. I asked family to help out and I am going to make it work. We did say her 3rd week would be unpaid. We told her we plan to travel over Christmas and that will be our week.

Last week she put in a request for 3 weeks in December (12/10-12/28). I about fainted. DH and I are very busy during this time. It was a miracle I was able to piece together child care for her trip next month. I told her it would not be possible for her to take off 3 weeks in December. As a compromise I told her she could take 12/24-1/4. She said that would not work for her and that she would gladly take the time unpaid. I told her that was not the point. I need her to be there before Christmas. Our family is way to busy. Now she is acting mopey. I am starting to get mad. I am not being unreasonable right???

So she is taking off for three weeks in April (two weeks paid) and wants another 3 weeks off in December?

You are not being unreasonable at all, OP. I am a nanny and I would never dream of even thinking about asking for that much time off.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Also, OP, is her PTO next month all already accrued, or are you letting her use it in deficit? (I guess I'm asking--has she already earned the two weeks of paid time that she's using next month because some was carried over from 2017, so she'll have earned an additional 7 days by December?) That might make a difference if your contract doesn't specify a process for when she can use the time. We paid out vacation time at the end of each calendar year in part to avoid that (and in part to encourage its use during the year, since I do think vacation time is important to wellbeing).

She accrues 10 hours a month vacation time. She will be going -40 hours. I love vacation time as much as everyone else and I want her to utilize it. When she wants extra vacation time she needs to schedule it when its convenient for me.

Why in earth are you letting her go to negative hours? If you’re not going to approve her December travel, she may just not come back, and you just paid 40 hours that she didn’t work. I would allow her to use as much accrued leave as she possesses at the time she leaves, and the rest should be unpaid. You’re setting yourself up to be screwed!

[Anonymous]

I am a nanny and your nanny is being ridiculous and terrifically unfair. Just tell her no and let her pout about it until you fire her.

Three weeks vacation at her choosing and another week at your choosing is more than enough vacation.

[Anonymous]

You're right and nanny is wrong. Either she gets over it or you can her ass.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Op, you can find a temporary nanny, you have enough notice. I would start looking now and possibly have the temp nanny babysit for you a few time between now and then. Like any other job, if you use all your PTO, any other days off, are just unpaid- it doesn’t mean “you can’t take off because you used all your leave.” It’s good for families to have backup care for this reason especially.

Most jobs do not allow you to simply take unpaid leave whenever you wish. (I would quickly be out of a job if I tried that!) Leave--paid or unpaid--must be approved. In this case, OP is not approving it, as is her right. (The nanny is, of course, free to seek another job with more flexible leave time.)

So if you use all your PTO, you mean you can’t take off? I’m just asking? If you give enough notice, you can. If there is coverage, who cares?! It’s not like her nanny has been taking off every month for 2 and 3 weeks. And Op stated, that her nanny, hasn’t been home in a couple of years- I couldn’t imagine because all my family are here, in the DMV area. The great thing about being your own boss, you make your own rules! If you can work it out, what’s the issue? The nanny has basically given her employer a years notice!! Again, it goes back to find you a few “backup” sitters or nannies, so you can have the option to take off or not, when your nanny is out. You can even offer a lower rate during those days.

If you use up all your PTO, of course you can't just take off. You have to wait until you have accrued more PTO. It doesn't matter how much notice you give (at least for most jobs). At any rate, in this case OP can't work it out and the nanny has been home very recently, so it's moot.

[Anonymous]

I see how this is annoying, but she's giving you 8 months notice. If you like her otherwise and want to find a solution rather than find a reason to fire her (which is fine, because you're within your right to want someone who'll be available through Christmas), you still have a lot of time to find a temp nanny and get the children accustomed to her through a couple of times babysitting... your nanny is happy taking the time off unpaid, so you will have the money to pay for that. It's a pain in the ass, but she's not springing it at you at the last minute.

And depending on your nanny's financial situation she might just be fine working for you until when she's due to leave on her vacation and then quit, citing a family emergency or a change in circumstances, and look for a new job upon her return - January is a good month for that. So take that into account before you flatly deny her.

[Anonymous]

I am surprised that people are missing a vital point here.

If the Nanny is so unhappy that she is actually moping on the job, no way is she fit to stay w/your child.
She likely will take her discontent out on your child.

I wouldn’t trust her if she is unhappy about any aspect of her job w/you.