Payed/non-payed Federal Holidays

[Anonymous]

I just started a job last month and realized that my employee does not intend to pay me for Federal Holidays and wants me to work baby sitting two date nights in other to make up the nine hours that I would have worked on July 4th.
There is no contract however, we had agreed on 45 hours guaranteed ( the oral agreement was I would be paid that amount no matter how many hours I work that week) per week. Was I wrong in thinking that would include Federal Holidays where I will not be needed would be covered by the 45 hours guaranteed.
How should I handle his situation?
Thanks

[Anonymous]

Start now to draft a contract. There will be endless issues like this if you don't. If your MB refuses to have a contract, get another job because she will screw you over and over. Paid federal holidays is a minimal standard expectation.

[Anonymous]

Also, OT for over 40 hrs per week.

[Anonymous]

Agree with PP you need a contract, but you should apologize to your MB for not agreeing on one before you started the job. Say you failed to anticipate the number of details that would need to be worked out and you think it will save both sides a lot of stress to sort it all out now rather than as you go. Then lobby hard for paid holidays, which is standard, and of course OT pay, which is the law.

[Anonymous]

Anonymous wrote:Agree with PP you need a contract, but you should apologize to your MB for not agreeing on one before you started the job. Say you failed to anticipate the number of details that would need to be worked out and you think it will save both sides a lot of stress to sort it all out now rather than as you go. Then lobby hard for paid holidays, which is standard, and of course OT pay, which is the law.

+1

[Anonymous]

Who is asking for the day off? Ie are they telling you you don't need to come in or are you asking for the day off? If the former they should definitely be paying you under your weekly guarantee. If the latter, you may have to take the hit on this one in order to negotiate federal holidays in the future. So tell them something along the lines of "I know we didn't clarify this originally, so I'm willing to either work or take the day unpaid on the 4th, but going forward I think it's important we agree and add to the contract which federal holidays are paid holidays"

[Anonymous]

They are Federal Employees and will not be going to work that day. Which means that they will not need me. Therefore in order to pay me for the Thursday, July 4th, they want to me work two Saturday night (date nights) in July to make up for the holiday.
Thanks

[Anonymous]

[quote=Anonymous]They are Federal Employees and will not be going to work that day. Which means that they will not need me. Therefore in order to pay me for the Thursday, July 4th, they want to me work two Saturday night (date nights) in July to make up for the holiday.
Thanks[/quote]

Quit. That is completely bullshit and partly your fault for not demanding a contract within the first week. Hell I don't even start a job unless a contract is signed and carseats are installed in my car the day before I start.. You need to straight up tell them that 1. Guaranteed hours is specifically for situations like the one your in. They protect the nanny's wage if the family decides they don't need them when they are available. 2. You do not make up hours for days they decide to take off 3. You need to create a contract and ask what benefits they are offering. If they offer none of the standard benefits then you walkout.

If you can't advocate for yourself than you will be taking advantage of at every job. I have my own contract that employers need to agree to if they want to hire me.

[Anonymous]

OP it is ,"paid," and stand your ground. Under no circumstamces allow these cretins to manipulate you into Saturday without paying OT

[Anonymous]

There is no ground to stand if she didn't negotiate paid holidays in her contract.

[Anonymous]

Anonymous wrote:There is no ground to stand if she didn't negotiate paid holidays in her contract.

But she did negotiate guaranteed hours. Which means she can either work a normal day, or the parents can tell her not to worry about it, but not that they can make her make up the hours when they don't need her.

[Anonymous]

Guaranteed hours and paid holidays are not the same thing. She needs to negotiate *both* in her contract.

[Anonymous]

Anonymous wrote:

Anonymous wrote:There is no ground to stand if she didn't negotiate paid holidays in her contract.

But she did negotiate guaranteed hours. Which means she can either work a normal day, or the parents can tell her not to worry about it, but not that they can make her make up the hours when they don't need her.

+1 she may not have paid holidays, but according to their contract she should either be allowed to work or if they choose to not have her work they must still guarantee her pay.

[Anonymous]

I guess this is pretty common - this was posted on Facebook last week:

http://www.info.4nannytaxes.com/blog-0/bid/96988/Household-Worker-and-Nanny-Payroll-What-Paid-Holidays-do-I-get

OP get a contract ASAP. And share this thread with your MB when you have the conversation...

[Anonymous]

Unless there was a specific agreement that the 45 guaranteed hours would take place between certain hours on Monday through Friday, the parents are not violating the guaranteed hour aspect of the agreement by shifting one of the work days from a midweek day to a Saturday.