Salaried nanny

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I stupidly went for a job that was salaried. Man, they squeezed the life out of me. If they didn't need me they sure as hell made sure I made up for those hours the next week. "They already paid me." Pure hell. Seriously. If I asked off for something they acted like I had no right to ask off. Apparently when they take random trips without notice is when I can make doctors appioments. Fuckers.

Not the way salary works, not at all! I always do salary, that way I don't have to worry about meeting a minimum number of hours per week, anything above a certain number is paid extra, anything below, well, that's on them for not using the hours. When I take PTO, I take the full day, and the weekly hours are figured as if that was an 8 hour day; if it would mean extra pay because it was a crazy week, my PTO day is given back to me and I'm not paid the extra hours.

It sounds to me that you have guaranteed hours, pp, with PTO given for overtime hours at your usual rate. It is true that nannies are considered hourly workers, not salaried, by law and this must be paid overtime (time and a half) past 40 worked (PTO or holidays not included) hours a week. Your family chooses to guarantee you up to a certain number of hours per week and grants you PTO if you exceed that number of hours to get around the overtime requirement. Most of the time, you probably work no more (and often less) than the guaranteed number of hours so you are happy with the arrangement. If, however, you were asked to work more than the guaranteed hours regularly without getting overtime or its equivalent in PTO, you would be justified in thinking that you were being taken advantage of.

No, that's not what I said.

Ok, take $1200 salary for up to 80 hours (live-in, so OT is legally at the same $15/rate, but negotiated at $18/hour). If you work 90 hours (ballpark, live-in hours sometimes are hard to pinpoint), you're paid the $1200 for the week, and an extra $180 for the extra hours. If I notify the family that Tuesday is going to be PTO, I'm given Tuesday off (however many hours I request, maybe the whole day) and receive the same salary, unless the hours for the rest of the week are too close to maximum. If the rest of the hours for the week are close to maximum, I receive the same salary (no extra hours paid for the PTO on top of salary), and I'm able to use the PTO day again later. I would never agree to receive extra PTO rather than being paid for extra hours, nor would I agree to a position that would allow the family to shift the unused hours from one week to the next week. I make myself available 24/7, and I'm well-compensated for that flexibility, and I've never had an issue with salary because I negotiate and help write an in-depth contract.