vacation accrual for excess of 40 hours guaranteed

[Anonymous]

Previously I have had a nanny work 40 guaranteed hours week but with the 2nd baby we've increased the number of hours needed so I am wondering how others do the vacation/sick accrual. Our nanny works four 9.5 hour days and one 5 hour day. So I am trying to figure out how to handle this. Would I just give 80 hours of vacation time (two weeks) or would I do 86 hours (guaranteed hours x 2 weeks)?

[Anonymous]

You want her vacation pay to equal her take home pay. But, you have that pesky 5-hour day, so if she always takes vacation on Fridays, she ends up being paid extra (a lot extra if she does this often).

My part time person is similar, but since the hours are so much less, and there's no overtime involved, even though I said that 1 day of vacation = 5 hours (the average time per day she works), in practice, I always pay the same as the scheduled hours or 5 hours whichever is greatest (she has 3 days at 5.5 hours and 2 days at 3 hours).

In your case I would sit down and think about what to do about Fridays. If she takes a week at a time it's not an issue, but if she uses a day here and there, it's going to add up.

[Anonymous]

Anonymous wrote:You want her vacation pay to equal her take home pay. But, you have that pesky 5-hour day, so if she always takes vacation on Fridays, she ends up being paid extra (a lot extra if she does this often).

My part time person is similar, but since the hours are so much less, and there's no overtime involved, even though I said that 1 day of vacation = 5 hours (the average time per day she works), in practice, I always pay the same as the scheduled hours or 5 hours whichever is greatest (she has 3 days at 5.5 hours and 2 days at 3 hours).

In your case I would sit down and think about what to do about Fridays. If she takes a week at a time it's not an issue, but if she uses a day here and there, it's going to add up.

To answer your actual question, though, yes, make it 86 hours and count the hours, and then her check should always be the same even in a week she takes vacation.

[Anonymous]

86 hours, obviously. And she can use them at her discretion per your contract. I don't know why the pp thinks Fridays would somehow cost you more. She would get more days off using her vacation on Fridays, which is what I would do, but not more money or more time.

[Anonymous]

Give 86 hours, but specify the units in which the time can be taken. if your job lets you use an hour or two of PTO at a time, you can pass that flexibility on to your nanny. Mine doesn't, though, so PTO had to be taken in day long increments, as I had to take entire days off myself to cover.

[Anonymous]

OP here. Ok I was just thinking in terms of most employers where you are hourly would just give you two weeks off and OT is just a bonus pay but no addl vacation accrual. But overall is isn't much money so will stick with 86 hours accrual.
Thanks!

[Anonymous]

Anonymous wrote:Give 86 hours, but specify the units in which the time can be taken. if your job lets you use an hour or two of PTO at a time, you can pass that flexibility on to your nanny. Mine doesn't, though, so PTO had to be taken in day long increments, as I had to take entire days off myself to cover.

I'm the PP who said the thing about Fridays. I didn't want to worry about counting hours, so I told my nanny she had to take PTO in 1/2 day increments (1 day = 8.5 hours in her case). If she had uneven days, that would be difficult. But counting the actual hours solves that problem, and is what I would do in that case.