Advice on Firing a Nanny...

[Anonymous]

THis is a question for employers.....

We have had a new nanny for a few months (less than 4). She is fine, not terrible but certainly not great. We have had communication issues - she demanded extra $$ soon after starting, in retrospect we needed to be far more explicit about what extras we would cover in addition to salary, so we caved and paid the extra. The money isn't really the issue, she never ever responds to telephone calls inquiring about my DC, even when asked she will text a response. I know very little about how my DC is doing - she keeps a log for me but it is just the bare basics. When we ask her direct questions we get very curse responses, not unfriendly, just nothing much. She has requested three mornings off already for personal reasons. For what we are paying her (more than the market standard), we just want someone who is warmer, more direct, who shares with us how our DC's day went and who we enjoy having around. So, I want to let her go. She hasn't worked for us very long and I don't see any reason to pay her severance. Is there anything I should keep in mind (legal or otherwise) about how to let her go? Thanks.

[Anonymous]

She doesn't sound "fine" to me. Most of that sounds quite unacceptable.

Nannies are at will employees so you are not under significant legal restrictions.

Given what you've described I would have her replacement (or interim coverage) in place before you fire her. Then I would make the day you tell her, the last day of employment. Friday afternoon, when you get home, tell her you won't be needing her services any longer. Get her keys and any other secure info back (or change locks and security codes). Hand her a reference letter that is honest but gracious. Give her two weeks severance. Move on.

I'd pay the severance out of a sense of basic decency, and especially the desire to have her go away quietly. You don't want to pick a fight and two weeks severance for 4 months of employment, with a reference letter, is quite defensible. It's little money to pay for the peace of mind and hopefully calm closure. (It's also better than giving her two weeks notice and having her work in your home, with your child, under that kind of atmosphere. Don't know that you were considering that, but I wouldn't do it.)

Good luck.

[Anonymous]

Pp gave great advice

[Anonymous]

I agree. I understand it feels like throwing good money after bad, but it will guarantee she leaves without a fuss.

[Anonymous]

Just line up someone else to start on a Monday and then tell her on Friday when you pay her that it's not working out so good luck and you'll need your keys back and here's her check for hours worked.

[Anonymous]

13:54 gave great advice. I'd do exactly what she said. You certainly don't have to give her severance but in the long run I think she is more likely to go quietly if you do and will save you a big hassle. If it was me I would give her 2 weeks pay and be done with it.

[Anonymous]

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[Anonymous]

Since this break-up will not end amicably, I wouldn't risk having her care for your child after notifying her that her position is being terminated.

When you let her know, then let her know her time is up. It sounds unfair, I know...But in theory how can you leave your child with someone like this after giving her such harsh news? No reasonable parent COULD.

I would have someone lined up before you let her go.

Do not pay her a dime in severance pay. She does not deserve it and you do not owe it to her. Enough said.

Regarding her not returning your phone calls, how old is your child?
My bosses and I communicate via text messaging vs. phone calls because it is too tough to talk during a busy day w/a toddler. If he sees me conversing on my phone, he starts to whine to get my attention and/or he wants to grab my phone to play with it and see the pictures, etc.

And during his nap time, I cannot talk very loud because he is a light sleeper. So for me, texting makes the most sense.

[Anonymous]

If you want to fire her ASAP, then I think it's only right that you give her some severance. From your description, she hasn't done anything grossly negligent that warrants being fired with no warnings or notice.

If I were you, I would give her a formal warning. Let her know the things you're having issues with, and that you'd like to see improvement over the next two weeks, otherwise you may have to start exploring other options. If at the end of those two weeks she has not improved, I think it's then fine to fire her with no severance.

As for the communication issue, I have a few questions. Are you arriving home exactly at her end time? So that she's trying to get out the door and get home, and you are asking long detailed questions about the day? If she's meant to leave at 6 and that's when you're getting home, then I don't think you're entitled to long discussions about DC then. So make sure you either arrive 10-15 minutes earlier, or tell nanny you will build that extra 10-15 minutes into her pay. Are you calling her during the day while she's watching DC? Could it be that the time you call is a particularly busy one within DC's schedule (trying to feed, put down for a nap, etc)? Or are you calling after hours in the evening? Because again, your nanny is under no obligation to have long conversations with you about DC in her off hours.

[Anonymous]

Give her two weeks notice, with the promise of severance if and only if she completes the notice period with no issues.

[Anonymous]

Anonymous wrote:THis is a question for employers.....

We have had a new nanny for a few months (less than 4). She is fine, not terrible but certainly not great. We have had communication issues - she demanded extra $$ soon after starting, in retrospect we needed to be far more explicit about what extras we would cover in addition to salary, so we caved and paid the extra. The money isn't really the issue, she never ever responds to telephone calls inquiring about my DC, even when asked she will text a response. I know very little about how my DC is doing - she keeps a log for me but it is just the bare basics. When we ask her direct questions we get very curse responses, not unfriendly, just nothing much. She has requested three mornings off already for personal reasons. For what we are paying her (more than the market standard), we just want someone who is warmer, more direct, who shares with us how our DC's day went and who we enjoy having around. So, I want to let her go. She hasn't worked for us very long and I don't see any reason to pay her severance. Is there anything I should keep in mind (legal or otherwise) about how to let her go? Thanks.

[Anonymous]

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[Anonymous]

Thanks to all who responded with good advice. I have called the nanny on a few occasions when my baby has been teething or had a episode with fever. I ask her to call me back to let me know how the baby is doing and she will just text a curt answer. There are other instances of behavior that have been troublesome too. We are actively looking for a replacement. My question is on severance - 2 weeks severance comes to about $2000 - this seems ridiculous. If I were fired tomorrow from my job of 8 years I would likely get nothing. I want to do what is fair and avoid drama, but she has been subpar and has only worked a few months for us, what is the justification for giving her severance??

[Anonymous]

you are not required to give her severance. It's entirely optional. You can let her know on a Friday night (or any night of the week) that you've decided to move in another direction and won't be needing her anymore. More than likely, there will be no drama. I wouldn't lose sleep over that. Most nannies are not the type to give you grief. That said, it would be kinder to at least give her a week notice.

[Anonymous]

OP the justification for severance is peace of mind (she'll go quietly), and sleeping well at night.

But it isn't required. So give her a week only if you want. Or give her nothing and live with it.

It doesn't sound like she's been grossly negligent, or harmful to your child, just lazy and not a good fit for you. So fire her, but take the high ground.