"Domestic Worker Laws" in NY, MD, CA

[Anonymous]

None of these laws require paid sick days?
What DO they require?

[Anonymous]

Well something I learned when leaving my last job, in MD, unless otherwise stated in your contract, you are entitled to the monetary value of your accrued but unused vacation days. My employers weren't happy about this, and I'm sure they changed the wording of the contract for the poor unfortunate nanny they hired after me.

[Anonymous]

Not true. There is no law that requires payout for unused vacation days and there is only one state that requires mandatory paid sick leave for hourly workers.

Look it up. Google is your friend.

[Anonymous]

Anonymous wrote:Not true. There is no law that requires payout for unused vacation days and there is only one state that requires mandatory paid sick leave for hourly workers.

Look it up. Google is your friend.

You are versed in the domestic worker laws in these three states? It doesn't sound like it.

[Anonymous]

Anonymous wrote:Well something I learned when leaving my last job, in MD, unless otherwise stated in your contract, you are entitled to the monetary value of your accrued but unused vacation days. My employers weren't happy about this, and I'm sure they changed the wording of the contract for the poor unfortunate nanny they hired after me.

Interesting.

[Anonymous]

Md:

http://www.dllr.state.md.us/labor/wagepay/wpunusedvacpay.shtml

[Anonymous]

Anonymous wrote:Md:

http://www.dllr.state.md.us/labor/wagepay/wpunusedvacpay.shtml

Thank you for posting this. It's useful to have someone post a link to the actual law. I would like to point out though this is about vacation time which isn't the same as sick leave. If the employer lumps everything together as PTO then the employee can get reimbursed for any unused time but if the sick leave is separate I don't know if you can reimbursed for that.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Md:

http://www.dllr.state.md.us/labor/wagepay/wpunusedvacpay.shtml

Thank you for posting this. It's useful to have someone post a link to the actual law. I would like to point out though this is about vacation time which isn't the same as sick leave. If the employer lumps everything together as PTO then the employee can get reimbursed for any unused time but if the sick leave is separate I don't know if you can reimbursed for that.

No, if its designated separately as sick leave, no payout for that is required.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Md:

http://www.dllr.state.md.us/labor/wagepay/wpunusedvacpay.shtml

Thank you for posting this. It's useful to have someone post a link to the actual law. I would like to point out though this is about vacation time which isn't the same as sick leave. If the employer lumps everything together as PTO then the employee can get reimbursed for any unused time but if the sick leave is separate I don't know if you can reimbursed for that.

No, if its designated separately as sick leave, no payout for that is required.

http://www.dllr.state.md.us/labor/wagepay/wpunusedsick.shtml

Nannies note that this simply means its not a legal "requirement" and there is nothing to stop you from negotiating sick leave payout, or writing it into your contract.

[Anonymous]

Are any of these links specific the domestic worker laws in NY, CA, and Montgomery County, MD?

[Anonymous]

In MoCo the requirement is you have a contract and that it specify certain things like wage rate - but it does not force an employer to grant a nanny any special perks / compensation above what is legally requires for other workers (overtime, etc).

[Anonymous]

The Montgomery County, MD "domestic worker laws" have a whole host of requirements for employers

AND

protections for the workers (nannies).

[Anonymous]

Having read thru the Montgomery requirements the primary responsibilities seem to be: pay wages for all hrs worked, pay OT as needed over 40 hours, pay at least minimum wage, comply with minimum housing requirements. Put in place a contract that addresses several elements even if you opt not to provide those elements as benefits/perks. The former issues seem to simply try to she's light on existing obligations. The real new part is to do a Conrad t that covers the relevant items specified. That contract could simy say though "we are not offering Paid sick or vacation time" as opposed to the model contract suggestions of paid PTO for both. I think it is unfortunate that the benefits part of the model contract was written in a way that specifies things not actually required by the law since that to me seems very misleading.

[Anonymous]

Anonymous wrote:Having read thru the Montgomery requirements the primary responsibilities seem to be: pay wages for all hrs worked, pay OT as needed over 40 hours, pay at least minimum wage, comply with minimum housing requirements. Put in place a contract that addresses several elements even if you opt not to provide those elements as benefits/perks. The former issues seem to simply try to she's light on existing obligations. The real new part is to do a Conrad t that covers the relevant items specified. That contract could simy say though "we are not offering Paid sick or vacation time" as opposed to the model contract suggestions of paid PTO for both. I think it is unfortunate that the benefits part of the model contract was written in a way that specifies things not actually required by the law since that to me seems very misleading.

The spirit of the requirement and the model contract was to protect the domestic workers. The model contracts "models" what was decided was a fair working agreement. I don't think its misleading at all. If someone isn't smart enough to figure out what is and is not required of them, they probably should just go with the model. Not offering any PTO is pretty messed up.

[Anonymous]

^Shed not "she'd"