Pregnant nanny wants to quit earlier than agreed upon

[Anonymous]

Ugh. I Hate everything in this post. You aren't deciding if you are ok with anything. She has told you she is leaving. Also you should be happy that she is giving you a definite timeline. It could be any day between now and 5 weeks from now is way more challenging to plan for. Also she is a human first. She is uncomfortable and in pain and instead of being like "yes. Please take care of yourself and your unborn baby" you are shaming her and complaining.

Also, do you work on an oil rig? In a mine? You have twins who are at least 18 months old. You know how hard that is. And possibly more children. Being a nanny is hard and physically work.
Gah!!

[Anonymous]

I can't believe you would cut a working woman's hours, pregnant at that, to part time in retaliation for her giving you notice. Unbelievable.

We have adult caregivers for Mom who is 88. One was pregnant. At 3 weeks before due date she could no longer take coming into work. We said no problem. Enjoy your time off. We will start your vacation pay.
We also paid her full pay 8 weeks to be out plus her 2 weeks vacation pay. We also gifted her a top tier stroller.

She returned to work and is still doing a great job.

Are you paying her any time to be out on pregnancy leave?

[Anonymous]

Anonymous wrote:We’ve had our nanny for about 18 months. She’s been great up until recently. She’s 35 weeks pregnant and wants to only work two more weeks for us. We originally agreed she’d stay until she was to give birth. Most first pregnancies go past 40 weeks so we were counting on her being with us through March. She states the last minute change is because she’s not sleeping well and is in pain. I call bluff. I carried my twins till 39 weeks and worked a much more strenuous job until my induction. I think she’s upset we decided to part ways and not have her return with baby.

We’re still debating on whether we are ok with this or not. We’re thinking of instead cutting her hours at her 37 week mark to only part-time? Of course if she goes into labor sooner we can’t really control when she’s gone but it would be ideal to keep her until at least the 1st of a April.

Lady, she only wants to work 2 more weeks for you. Accept her notice.

[Anonymous]

I’m obviously not going to force her to work. But we do have a contract and it’s expected both of us hold up our end of the deal. If she goes into labor that’s one thing. I’d never penalize her for that. But deciding to quit before our agreed upon date breaks the contract therefor she’d lose her severance pay.

And I don’t believe for a second any of you paid for your nannies maternity leave. They’re household employees. I chose a career path that was challenging and allowed for paid maternity to be a standard benefit. I wish it was standard nationally but welcome to America.

And we both decided she wouldn’t return with baby. It would be too challenging and not worth it on our end.

We paid our nanny great. Well behind industry standard and with many benefits too (health insurance, IRA, loads of PTO and of course severance pay). All we ask is that our employee uphold what she agreed too. This is how it works in my industry too.

[Anonymous]

Disgusting thinking on your part. Shame on you . It’s your responsibility to have back up care.

[Anonymous]

Anonymous wrote:I’m obviously not going to force her to work. But we do have a contract and it’s expected both of us hold up our end of the deal. If she goes into labor that’s one thing. I’d never penalize her for that. But deciding to quit before our agreed upon date breaks the contract therefor she’d lose her severance pay.

And I don’t believe for a second any of you paid for your nannies maternity leave. They’re household employees. I chose a career path that was challenging and allowed for paid maternity to be a standard benefit. I wish it was standard nationally but welcome to America.

And we both decided she wouldn’t return with baby. It would be too challenging and not worth it on our end.

We paid our nanny great. Well behind industry standard and with many benefits too (health insurance, IRA, loads of PTO and of course severance pay). All we ask is that our employee uphold what she agreed too. This is how it works in my industry too.

So, if you think it should work like your industry she should be able to take PTO from week 37 to week 40, and then get the severance.

Or does the career path you chose, the one where women are entitled to not be discriminated against for getting pregnant, not let women take medical leave when pregnant?

[Anonymous]

Anonymous wrote:I’m obviously not going to force her to work. But we do have a contract and it’s expected both of us hold up our end of the deal. If she goes into labor that’s one thing. I’d never penalize her for that. But deciding to quit before our agreed upon date breaks the contract therefor she’d lose her severance pay.

And I don’t believe for a second any of you paid for your nannies maternity leave. They’re household employees. I chose a career path that was challenging and allowed for paid maternity to be a standard benefit. I wish it was standard nationally but welcome to America.

And we both decided she wouldn’t return with baby. It would be too challenging and not worth it on our end.

We paid our nanny great. Well behind industry standard and with many benefits too (health insurance, IRA, loads of PTO and of course severance pay). All we ask is that our employee uphold what she agreed too. This is how it works in my industry too.

You are a special kind of awful. 37 weeks is a reasonable time to finish work. The fact that you soldiered on to 39 weeks with twins doesn't mean squat. Nobody cares, and your experience has nothing to do with hers. Withholding severence because she doesn't feel she can work the extra 3 weeks is nasty.

[Anonymous]

Anonymous wrote:We’ve had our nanny for about 18 months. She’s been great up until recently. She’s 35 weeks pregnant and wants to only work two more weeks for us. We originally agreed she’d stay until she was to give birth. Most first pregnancies go past 40 weeks so we were counting on her being with us through March. She states the last minute change is because she’s not sleeping well and is in pain. I call bluff. I carried my twins till 39 weeks and worked a much more strenuous job until my induction. I think she’s upset we decided to part ways and not have her return with baby.

We’re still debating on whether we are ok with this or not. We’re thinking of instead cutting her hours at her 37 week mark to only part-time? Of course if she goes into labor sooner we can’t really control when she’s gone but it would be ideal to keep her until at least the 1st of a April.

Good lord, what is wrong with you? You really are an idiot. Who are you to tell her how she feels just because you weren't in pain. You are horrible.

[Anonymous]

Anonymous wrote:I’m obviously not going to force her to work. But we do have a contract and it’s expected both of us hold up our end of the deal. If she goes into labor that’s one thing. I’d never penalize her for that. But deciding to quit before our agreed upon date breaks the contract therefor she’d lose her severance pay.

And I don’t believe for a second any of you paid for your nannies maternity leave. They’re household employees. I chose a career path that was challenging and allowed for paid maternity to be a standard benefit. I wish it was standard nationally but welcome to America.

And we both decided she wouldn’t return with baby. It would be too challenging and not worth it on our end.

We paid our nanny great. Well behind industry standard and with many benefits too (health insurance, IRA, loads of PTO and of course severance pay). All we ask is that our employee uphold what she agreed too. This is how it works in my industry too.

Woman you’re heartless and awful, shame on you! All your selfish ass is asking if way over your head.

[Anonymous]

Have fun getting sued for pregnancy discrimination.

[Anonymous]

I hope this is a troll post. I doubt your job was more strenuous than your nanny watching your twins at the end of her pregnancy.

If you're real, keep your selfishness going & consider if she's saying she can't do it, then how good do you think she'll be with the twins?

[Anonymous]

I hope she sues when you decide to withhold the severance pay. She will win in no time. And boy do you deserve it. Lawyer speaking here.

[Anonymous]

On a more empathetic note, if I had to guess, I would say you are someone who was has probably experienced some hardship in your life, you managed to make a stable life for yourself somehow, and have now decided that you pulled yourself up by the bootstraps and so should everyone else. You are taking vengeance on someone for your own shit is my guess. I hope you get help.

[Anonymous]

I had to take leave two weeks earlier in my first pregnancy. I could barely walk. Did not expect it, expected to work two more weeks.

Oh well.

You're just mad because you're inconvenienced. Get over it and find someone else. Quit thinking about your agreement, contract, etc. Move on.

It's her freaking child, her health and her life. She should not go above and beyond for you at this point in her pregnancy at all.

[Anonymous]

OP decided not to raise her own children. Ugh.