PTO

[Anonymous]

It has been nearly a year and our nanny has not taken any sick days or PTO. What is the protocol? Do we give her an additional check at the year mark for the personal-time-off that she never used?

[Anonymous]

There's no standard, but you need to address this directly.

The three options are
1) roll over pto to next year
2) pay out pto
3) lose pto (definitely would not spring this on her last minute! But it is an option for a contract when you wish to encourage pto to be used)

At this point, you need to discuss which option you will use and put it in writing ongoing.

[Anonymous]

Anonymous wrote:There's no standard, but you need to address this directly.

The three options are
1) roll over pto to next year
2) pay out pto
3) lose pto (definitely would not spring this on her last minute! But it is an option for a contract when you wish to encourage pto to be used)

At this point, you need to discuss which option you will use and put it in writing ongoing.

This is a terrible option! You are basically punishing her for never inconveniencing you.

[Anonymous]

Anonymous wrote:

Anonymous wrote:There's no standard, but you need to address this directly.

The three options are
1) roll over pto to next year
2) pay out pto
3) lose pto (definitely would not spring this on her last minute! But it is an option for a contract when you wish to encourage pto to be used)

At this point, you need to discuss which option you will use and put it in writing ongoing.

This is a terrible option! You are basically punishing her for never inconveniencing you.

PP here. I mentioned it's not a good idea at the last minute. But it's a very good option when agreed upon at the beginning of the year. Basically, it incentivises the nanny to use her vacation and get some recharge time off the job. We did a partial rollover/partial use it or lose it which worked well for us.

[Anonymous]

Anonymous wrote:

Anonymous wrote:There's no standard, but you need to address this directly.

The three options are
1) roll over pto to next year
2) pay out pto
3) lose pto (definitely would not spring this on her last minute! But it is an option for a contract when you wish to encourage pto to be used)

At this point, you need to discuss which option you will use and put it in writing ongoing.

This is a terrible option! You are basically punishing her for never inconveniencing you.

It's pretty standard. I lose my sick days if I don't take them. I avoid taking sick days because it does inconvenience them and I am not self-centered so I try to respect my employers and they respect me in return when I need something. I will take a sick day without hesitation if I need it, but I would not just waste them at the end to use them up.

[Anonymous]

Anonymous wrote:There's no standard, but you need to address this directly.

The three options are
1) roll over pto to next year
2) pay out pto
3) lose pto (definitely would not spring this on her last minute! But it is an option for a contract when you wish to encourage pto to be used)

At this point, you need to discuss which option you will use and put it in writing ongoing.

4) Let her know that she has x amount of time left in the year, and you were wondering when she intended to take the PTO.

Most NFs don't roll over sick days, few pay them out, most are just lost. Count yourself lucky that your nanny is so healthy!

[Anonymous]

Anonymous wrote:It has been nearly a year and our nanny has not taken any sick days or PTO. What is the protocol? Do we give her an additional check at the year mark for the personal-time-off that she never used?

Do you separate sick days and PTO, or are they lumped together?

[Anonymous]

I would either pay her out or have the time roll over for the next year.

Ask her and see how she feels.

[Anonymous]

We only allow three days to rollover to the next year and the rest is use it or lose it. It's in the contract. My job allows no rollover at all so I can't have a nanny who rolls over all her PTO.