PTO: What is your arrangement

[Anonymous]

Anonymous wrote:

Anonymous wrote:We give:

- 10 federal holidays
- Xmas Eve plus two additional days off at xmas, plus half day on NYE
- one week (5 days) of paid vacation when we are on vacation
- one week (5 days) of paid vacation for her to use whenever she chooses

Thank you! What sick leave do you offer?

5 days sick leave annually, and we’re really flexible about trying to let her use lunch hours for routine doctor appointments and that kind of rhin, without having to use sick leave. . This year we also have paid for tons of quarantine time, shortened days, etc...

[Anonymous]

Anonymous wrote:Consider what your employer gives YOU especially sick & PTO. How does it stack up with what you're offering? Does your employer mandate vacation time for you & roll it into your regular vacation?

The question is what is a typical PTO arrangement for a nanny. That’s the market. Different jobs have different benefits, so who cares what the nanny’s employer’s job benefits are?

[Anonymous]

I'm the OP of the teacher post. You guys are making me feel better about what I think we can offer.

I was assuming that I'd offer. I'll be honest that I'm basically copying from my own employer.

10 month contract. 40 hours a week guaranteed.

3 days at Thanksgiving

2 weeks at Christmas

6 or 7 days at Easter (whatever we're closed for, it varies)

All other federal holidays except for Veteran's Day, which for some reason we don't get off.

Any day when the county we're in is closed due to weather.

1 day PTO a month, with the understanding that it's for sick leave or things that can't be rescheduled. So, things like PT conference for your kid, or emergency visit from repair guy, or attending a close family member's wedding, or dropping your kid at college are fine, but a weeklong cruise in February isn't.

Unused PTO paid out at the end of the 10 month contract.

Does that seem reasonable? I can't really imagine offering less than I get, that doesn't seem fair, but I also can't afford to give more.

With that kind of a deal, can I get away with not offering the week of your choice? The one place I would most worry would be a nanny who had their own child, because my school's spring break is usually different, and I could see a parent wanting to be off the same times as their child. But if that came up, I think we could figure out something, maybe offer a week of unpaid leave and use that money to fly in a grandparent.

[Anonymous]

Unlimited sick time and pto, but that only works with a conscientious person.

[Anonymous]

Anonymous wrote:Unlimited sick time and pto, but that only works with a conscientious person.

I don't see how unlimited PTO works in this situation. Unlimited PTO works in employers where there's a clear deliverable, and an expectation that an employee will manage their workload so that it still gets done. It's common in the tech industry where employers don't care when code gets written, and work can be done at home. Unless the parent has some kind of super flexible job, there's just no way a nanny can do that, since their work is too time dependent, and can't be done from home.

As a nanny employer, if my nanny had some health care emergency that required more sick leave than was written into the contract, I could give it. But I can't see writing unlimited into a contract.

[Anonymous]

Anonymous wrote:I'm the OP of the teacher post. You guys are making me feel better about what I think we can offer.

I was assuming that I'd offer. I'll be honest that I'm basically copying from my own employer.

10 month contract. 40 hours a week guaranteed.

3 days at Thanksgiving

2 weeks at Christmas

6 or 7 days at Easter (whatever we're closed for, it varies)

All other federal holidays except for Veteran's Day, which for some reason we don't get off.

Any day when the county we're in is closed due to weather.

1 day PTO a month, with the understanding that it's for sick leave or things that can't be rescheduled. So, things like PT conference for your kid, or emergency visit from repair guy, or attending a close family member's wedding, or dropping your kid at college are fine, but a weeklong cruise in February isn't.

Unused PTO paid out at the end of the 10 month contract.

Does that seem reasonable? I can't really imagine offering less than I get, that doesn't seem fair, but I also can't afford to give more.

With that kind of a deal, can I get away with not offering the week of your choice? The one place I would most worry would be a nanny who had their own child, because my school's spring break is usually different, and I could see a parent wanting to be off the same times as their child. But if that came up, I think we could figure out something, maybe offer a week of unpaid leave and use that money to fly in a grandparent.

How about nanny bringing her 1 or 2 kids during their spring break?

[Anonymous]

We did 10 days PTO, 10 Federal holidays, plus a week of sick days. We still pay her when we are away on vacation even though she's technically off.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Unlimited sick time and pto, but that only works with a conscientious person.

I don't see how unlimited PTO works in this situation. Unlimited PTO works in employers where there's a clear deliverable, and an expectation that an employee will manage their workload so that it still gets done. It's common in the tech industry where employers don't care when code gets written, and work can be done at home. Unless the parent has some kind of super flexible job, there's just no way a nanny can do that, since their work is too time dependent, and can't be done from home.

As a nanny employer, if my nanny had some health care emergency that required more sick leave than was written into the contract, I could give it. But I can't see writing unlimited into a contract.

Unlimited PTO works in other ways too, which is why I said it only works with a conscientious person, i.e. someone who wouldn't up and announce she is taking 20 weeks of leave. Our nanny doesn't really have a formal leave arrangement with us when it comes to leave. She tells us when she'd like to be off, with ample notice, and I've always said yes. It typically adds up to 4 to 6 weeks a year, which is manageable. And because she's a conscientious person, she doesn't ask for an unreasonable time.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I'm the OP of the teacher post. You guys are making me feel better about what I think we can offer.

I was assuming that I'd offer. I'll be honest that I'm basically copying from my own employer.

10 month contract. 40 hours a week guaranteed.

3 days at Thanksgiving

2 weeks at Christmas

6 or 7 days at Easter (whatever we're closed for, it varies)

All other federal holidays except for Veteran's Day, which for some reason we don't get off.

Any day when the county we're in is closed due to weather.

1 day PTO a month, with the understanding that it's for sick leave or things that can't be rescheduled. So, things like PT conference for your kid, or emergency visit from repair guy, or attending a close family member's wedding, or dropping your kid at college are fine, but a weeklong cruise in February isn't.

Unused PTO paid out at the end of the 10 month contract.

Does that seem reasonable? I can't really imagine offering less than I get, that doesn't seem fair, but I also can't afford to give more.

With that kind of a deal, can I get away with not offering the week of your choice? The one place I would most worry would be a nanny who had their own child, because my school's spring break is usually different, and I could see a parent wanting to be off the same times as their child. But if that came up, I think we could figure out something, maybe offer a week of unpaid leave and use that money to fly in a grandparent.

How about nanny bringing her 1 or 2 kids during their spring break?

Their spring break is likely to be my spring break, in which case they'd be on paid leave anyway, but if the breaks weren't the same then I'd be fine with it because the nanny would just have the baby and her kids. I'm not sure how I'd feel about someone bring their two kids during days when they had all 4 of mine, maybe if the ages and personalities meshed, but 6 kids seems like a lot. However, we've got some back up. DH has leave, we've got a grandparent who likes to come visit once in a while and might be able to time his visit to be there when the nanny needed leave, or to be there so it would be 2 adults to 6 kids. If someone was the best candidate, and this was a sticking point, we could sort something out.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Unlimited sick time and pto, but that only works with a conscientious person.

I don't see how unlimited PTO works in this situation. Unlimited PTO works in employers where there's a clear deliverable, and an expectation that an employee will manage their workload so that it still gets done. It's common in the tech industry where employers don't care when code gets written, and work can be done at home. Unless the parent has some kind of super flexible job, there's just no way a nanny can do that, since their work is too time dependent, and can't be done from home.

As a nanny employer, if my nanny had some health care emergency that required more sick leave than was written into the contract, I could give it. But I can't see writing unlimited into a contract.

Unlimited PTO works in other ways too, which is why I said it only works with a conscientious person, i.e. someone who wouldn't up and announce she is taking 20 weeks of leave. Our nanny doesn't really have a formal leave arrangement with us when it comes to leave. She tells us when she'd like to be off, with ample notice, and I've always said yes. It typically adds up to 4 to 6 weeks a year, which is manageable. And because she's a conscientious person, she doesn't ask for an unreasonable time.

Do you pay for all six of those weeks?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Unlimited sick time and pto, but that only works with a conscientious person.

I don't see how unlimited PTO works in this situation. Unlimited PTO works in employers where there's a clear deliverable, and an expectation that an employee will manage their workload so that it still gets done. It's common in the tech industry where employers don't care when code gets written, and work can be done at home. Unless the parent has some kind of super flexible job, there's just no way a nanny can do that, since their work is too time dependent, and can't be done from home.

As a nanny employer, if my nanny had some health care emergency that required more sick leave than was written into the contract, I could give it. But I can't see writing unlimited into a contract.

Unlimited PTO works in other ways too, which is why I said it only works with a conscientious person, i.e. someone who wouldn't up and announce she is taking 20 weeks of leave. Our nanny doesn't really have a formal leave arrangement with us when it comes to leave. She tells us when she'd like to be off, with ample notice, and I've always said yes. It typically adds up to 4 to 6 weeks a year, which is manageable. And because she's a conscientious person, she doesn't ask for an unreasonable time.

Your example doesn’t prove your point. I don’t think most people consider 4-6 weeks of paid leave manageable or the nanny who requested such leave ito be conscientious.

[Anonymous]

Her PTO should be of her choosing, not yours as this is not PTO. Your employer may have to approve your time off but does not tell you when you have to take it.

[Anonymous]

Anonymous wrote:Her PTO should be of her choosing, not yours as this is not PTO. Your employer may have to approve your time off but does not tell you when you have to take it.

Oh, please. There are plenty of places that shut down the last two weeks of the year, which is unpaid unless the employee uses his/her leave.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Her PTO should be of her choosing, not yours as this is not PTO. Your employer may have to approve your time off but does not tell you when you have to take it.

Oh, please. There are plenty of places that shut down the last two weeks of the year, which is unpaid unless the employee uses his/her leave.

Factories close. There are no factories in this area,!

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Unlimited sick time and pto, but that only works with a conscientious person.

I don't see how unlimited PTO works in this situation. Unlimited PTO works in employers where there's a clear deliverable, and an expectation that an employee will manage their workload so that it still gets done. It's common in the tech industry where employers don't care when code gets written, and work can be done at home. Unless the parent has some kind of super flexible job, there's just no way a nanny can do that, since their work is too time dependent, and can't be done from home.

As a nanny employer, if my nanny had some health care emergency that required more sick leave than was written into the contract, I could give it. But I can't see writing unlimited into a contract.

Unlimited PTO works in other ways too, which is why I said it only works with a conscientious person, i.e. someone who wouldn't up and announce she is taking 20 weeks of leave. Our nanny doesn't really have a formal leave arrangement with us when it comes to leave. She tells us when she'd like to be off, with ample notice, and I've always said yes. It typically adds up to 4 to 6 weeks a year, which is manageable. And because she's a conscientious person, she doesn't ask for an unreasonable time.

Do you pay for all six of those weeks?

Yes of course. I guarantee year round pay.