If You Work Over 40 Hours... Question For You

[Anonymous]

Are you guaranteed the same pay every week/pay period? I am considering a position that is 50 hours per week and another that is 45 hours per week. I know that overtime rates only apply for actual worked hours, so I am wondering how others handle it. I will be guaranteed hours for any job I take, but this will be my first job over 40 hours/week. Legally, they could just pay me for 50 hours at my regular rate if I use a vacation, sick, or personal day since my actual worked hours are at or below 40. How do you handle it? TIA

[Anonymous]

dont go the overtime route. just negotiate a weekly salary that you are happy with and agree on your 50 hours you will work. this way you will get your normal salary every week, no arguing about overtime, just a flat salary.

[Anonymous]

Anonymous wrote:dont go the overtime route. just negotiate a weekly salary that you are happy with and agree on your 50 hours you will work. this way you will get your normal salary every week, no arguing about overtime, just a flat salary.

You can negotiate based on a weekly salary you want, but hourly and overtime are the law. I wouldn't work for a family that didn't want to do everything legally.

[Anonymous]

You want guaranteed hours. You outline your regular and OT rates, you specify what hours you are available to work every week, and you specify you are paid 52 weeks/year. You also specify that additional hours worked are paid at your OT rate.

[Anonymous]

Guarantee the wage in your contract, not the hours, but phrase it like this: nanny is guaranteed $xxx per week (40hrsx$ + 5hrsx1.5x) for M-F, 8-5 (or whatever your regular hours are). Any additional hours outside of this time will be paid at the overtime rate of 1.5x.

This says you still receive ot in a week with a day off.

[Anonymous]

Anonymous wrote:Guarantee the wage in your contract, not the hours, but phrase it like this: nanny is guaranteed $xxx per week (40hrsx$ + 5hrsx1.5x) for M-F, 8-5 (or whatever your regular hours are). Any additional hours outside of this time will be paid at the overtime rate of 1.5x.

This says you still receive ot in a week with a day off.

Guarantee the wage in your contract, not the hours, but phrase it like this: nanny is guaranteed $xxx per week (40hrsx$ + 5hrsx1.5$) for M-F, 8-5 (or whatever your regular hours are). Any hours outside of this time will be paid at the overtime rate of 1.5$.

I would leave out "additional," because that suggests if she doesn't work her first schedule (day off, holiday) the hours wouldn't be "additional."

[Anonymous]

Only nannies would think they deserve to be paid overtime for time they don't work, especially on vacation!
Can someone explain the rationale for this, beyond simple entitlement?

P.s. we all have bills, we all need a certain guarantee in income, before that excuse is thrown out.

[Anonymous]

Anonymous wrote:Only nannies would think they deserve to be paid overtime for time they don't work, especially on vacation!
Can someone explain the rationale for this, beyond simple entitlement?

P.s. we all have bills, we all need a certain guarantee in income, before that excuse is thrown out.

She has reserved her time for you and if you do not need her during this time it isn't her fault or problem. You still pay or, in future, she does not reserve time for you. Meaning that if she is offers d a better for for two weeks d8d he takes them and leaves you high and dry, scrambling for someone to take care of your snowflakes. This is why you gurantee hours 52 weeks a year.

[Anonymous]

Anonymous wrote:Only nannies would think they deserve to be paid overtime for time they don't work, especially on vacation!
Can someone explain the rationale for this, beyond simple entitlement?

P.s. we all have bills, we all need a certain guarantee in income, before that excuse is thrown out.

OP here. I am looking at this from an annual salary stance. If they want to rightfully pay me less for several weeks out of the year, I would raise my hourly rate to accomodated the loss. Or they could find someone cheaper, that is always an option. I agree with you that OT shouldn't be paid, but again, I have to look at my annual salary.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Only nannies would think they deserve to be paid overtime for time they don't work, especially on vacation!
Can someone explain the rationale for this, beyond simple entitlement?

P.s. we all have bills, we all need a certain guarantee in income, before that excuse is thrown out.

OP here. I am looking at this from an annual salary stance. If they want to rightfully pay me less for several weeks out of the year, I would raise my hourly rate to accomodated the loss. Or they could find someone cheaper, that is always an option. I agree with you that OT shouldn't be paid, but again, I have to look at my annual salary.

I makes sense to simply raise your hourly rates, OP.

[Anonymous]

I negotiate for a weekly salary, and any hours beyond what we contract are paid at OT rates. There is always a breakdown in the contract for what the base and OT rate is, but the contract explicitly states that I am paid $X every week that I work, am available to work but the family is away and weeks that I take vacation/PTO. I've never had a single employer quibble about my rates because I ask what my competition wants during the final discussion, and I make sure that I'm the most qualified and then lower the rate for the second-most qualified by $0.25-0.50/hour.

[Anonymous]

If employer wants you to be available for whatever specified hours, you get paid for that time. Period.
Or you can plan to use that time to attend a workshop or go out to a show with friends.

[Anonymous]

I am paid for 50hours a week even though I work more like 47-48 hours. I charge $1250 a week 52 weeks a year. If I work over 50 hours I am paid OT cash.

[Anonymous]

Anonymous wrote:I negotiate for a weekly salary, and any hours beyond what we contract are paid at OT rates. There is always a breakdown in the contract for what the base and OT rate is, but the contract explicitly states that I am paid $X every week that I work, am available to work but the family is away and weeks that I take vacation/PTO. I've never had a single employer quibble about my rates because I ask what my competition wants during the final discussion, and I make sure that I'm the most qualified and then lower the rate for the second-most qualified by $0.25-0.50/hour.

Would you share your hourly rate? Do you ask for annual raises?

[Anonymous]

Anonymous wrote:

Anonymous wrote:I negotiate for a weekly salary, and any hours beyond what we contract are paid at OT rates. There is always a breakdown in the contract for what the base and OT rate is, but the contract explicitly states that I am paid $X every week that I work, am available to work but the family is away and weeks that I take vacation/PTO. I've never had a single employer quibble about my rates because I ask what my competition wants during the final discussion, and I make sure that I'm the most qualified and then lower the rate for the second-most qualified by $0.25-0.50/hour.

Would you share your hourly rate? Do you ask for annual raises?

I'm a live-in. I always ask what they think the position is worth, then what the top contenders are quoting. As I said, I make sure my quote is just a hair lower, and that combined with my flexibility gets me the positions I want.