Sick days
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Anonymous
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We are thinking of hiring a full time nanny after DC2 arrives soon. DC1 has been in daycare up until now.
I've heard people say that one of the pluses of having a nanny is having a familiar caretaker to take care of the child(ren) when they are sick, so I feel like that would be pretty standard. What I'm wondering about is what would be the norm for if the nanny gets sick? Do nannies usually keep working when they are sick or do the moms usually prefer to not have the nanny work when they are sick? What if the nanny and child(ren) are both sick, and the nanny is the one who got the child(ren) sick? Are a certain amount of sick days for the nanny usually accounted for in nanny contracts? Any insight into norms in this area would be appreciated! |
Anonymous
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Typically it's 5 sick days per year. Not to be rolled over or paid out if not used. I've been a live in nanny for 11 years and have only used 2 sick days. One when I was in the hospital after having emergency surgery. And the other when I couldn't walk up the stairs I was so sick and had been throwing up all night.
Typically if I'm sick I have a more relaxed day with the kids. Tv is on longer , laundry maybe not done that day. I think parents understand when that happens. |
Anonymous
| MB here. Agree with pp about the 5 sick days a year with no rollover. If the nanny has a fever, diarrhea or vomiting, she stays home and you use backup childcare. It doesn't really matter if she got it from the kids. That is what sick leave is for. Insist on good hygiene from everyone (proper hand washing is key) and antibacterial gel/wipes when that isn't possible, especially before eating. |
Anonymous
| I disagree that sick days "can't" be rolled over or paid out. They of course don't have to be, but there is nothing to say they can't be. I negotiated my contract to allow for a maximum of 5 sick days and 5 vacation days to roll over if unused. Because of that provision, I feel no rush at the end of the year to use up my sick/vacation time. My bosses are also aware that I am saving up my sick time for a potential maternity leave in a year or 2. |
Anonymous
Agree with 5 days per year. Mine roll over but are not paid out. You may prefer to do neither which is also fine, and yes, they are accounted for in the contract along with any other benefits (vacation, health insurance, etc.).
Parents vary in what they prefer so the idea is to talk with your nanny during the hiring process to make sure you're on the same page. If you don't want her to come in if she has a heavy cough, if you live in an area where whooping-cough is especially prevalent for instance, that can be a guideline. If you want her to stay home only for fever/diarrhea/vomiting, say that. If you do expect her to come in for anything short of that (which is reasonable), try to be clear that you understand when she comes in with a bad cold it will be a lazy day - most employers relax any no-screen-time policies on those sorts of days because your nanny is a human being who will not be functioning at 100% capacity when she's seriously sick.
Nannies don't get children sick - children get nannies sick! I mean, I suppose it happens on occasion, but be realistic here - your kids are the germ factories, not the adults in their life. Good nannies insist that everyone use appropriate hygiene and will be doing their best to avoid infection themselves. (I don't understand the point of that question at all, and it makes you sound a little crazy to be honest. If the nanny gets sick first and then the kids do...so what? You going to dock her pay? Insist she work through the flu? Sick days are for recovery, it doesn't matter who got ill first.) |
Anonymous
| The purpose of sick leave is to allow an employee time off for dental and doctor appointments or illness without going without pay. There should not be an incentive for an employee to save up sick time. |
Anonymous
The benefit of allowing it to roll over is that you might get a year where your nanny doesn't get sick at all (hooray!) and because she knows she isn't going to lose that PTO, she doesn't fake being sick or use one as a "personal day" but instead comes to work every day as she should. Then next winter when she gets H1N1 and is laid out for 10 days, she has the opportunity to recover without worrying about her income. |
Anonymous
I avoid "nannies" like you. The ones who feel like they need to hurry and use up sick days just to mooch every perk or benefit. My nanny, thankfully, uses sick days when she's actually sick and I always give her a very good Holiday bonus because of that professional attitude. |
Anonymous
Even if the nanny doesn't get sick at all, she should be getting routine medical and dental care every year. I feel sorry for your employers if you feel like "faking being sick" and "using one as a personal day" is acceptable. |
Anonymous
Obviously *I* don't feel that way, but if you talk to enough nanny employers you'll find that many, many nannies do think of sick leave as an entitlement and will use it rather than lose it, regardless of their actual health. |
Anonymous
Idk where you got that from my post, as I'm pretty sure I said the opposite, but you go ahead and avoid me, and I'll do the same! Good thing I have a great job, and happy employers already. |
Anonymous
Nannies don't get children sick - children get nannies sick! I mean, I suppose it happens on occasion, but be realistic here - your kids are the germ factories, not the adults in their life. Good nannies insist that everyone use appropriate hygiene and will be doing their best to avoid infection themselves. (I don't understand the point of that question at all, and it makes you sound a little crazy to be honest. If the nanny gets sick first and then the kids do...so what? You going to dock her pay? Insist she work through the flu? Sick days are for recovery, it doesn't matter who got ill first.) OP here. I don't understand your need to be condescending and rude in a post where I am asking about norms in an unfamiliar area. I was just throwing out an extension scenario. And no, I would not "dock her pay" or "insist she work through the flu." However, I appreciate your other advice and the advice of the other PPs. |
Anonymous
OP here. I don't understand your need to be condescending and rude in a post where I am asking about norms in an unfamiliar area. I was just throwing out an extension scenario. And no, I would not "dock her pay" or "insist she work through the flu." However, I appreciate your other advice and the advice of the other PPs. I'm sorry if that sounded condescending, you're clearly here looking for guidance - I just don't understand what answer(s) you thought you'd get to that question? |
Anonymous
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As a parent OP, it would be pretty irresponsible to have your nanny around your children when she is ill. To expose them to her illness/germs would not be a wise idea at all.
Also, as a parent, is is ultimately your responsibility to arrange and prepare back-up childcare in the event that your nanny cannot come into work due to illness. I cannot stress this enough. I hear so many parents complain how they cannot miss a day of work because the nanny got sick. <---- Uh...She is human after all...Surprise, surprise...Plus working w/young children is a great breeding ground for germs. Parents need to have some back-up options on hand. Always, ALWAYS have a Plan B in place. To expect a nanny to show up for work every single day and never miss a day is unfair and unreasonable. And to make that same nanny feel guilty for falling ill is just plain heartless. 
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Anonymous
This is ridiculous if you consider having a cold sick. Temp, throwing up/flu fine. Congestion and mild cough = not sick. |