How does this work?

[Anonymous]

Nanny takes a day of unpaid leave but one family is on vacation. Do you deduct pay from both families or just the one family who was on the schedule?

[Anonymous]

I would say, just from the family that is in schedule. Did the family that is going on vacation tell her before she decided to take a day off from you?

[Anonymous]

We knew in advance that the family would be away on vacation. Nanny has worked all week but is now sick, so she won’t be in today and possibly tomorrow. I’m wondering if this has ever come up for share families. Thank you!

[Anonymous]

The other family pays guaranteed leave like normal. You just have to find coverage.

[Anonymous]

As long as everyone agreed that she doesn’t get paid for sick days, I guess you don’t have to pay her. The other family is on vacation so I would say they still should.

[Anonymous]

Why aren’t you paying sick days?

[Anonymous]

She is using unpaid leave because she has used all her PTO- her PTO doesn’t kick back in until next month. I was asking if the family on vacation still pays for their week (in full) even tho the nanny missed 2 days. But what I’m gathering is that the family away pays for a full week and I only pay for the days nanny actually worked.

[Anonymous]

Anonymous wrote:She is using unpaid leave because she has used all her PTO- her PTO doesn’t kick back in until next month. I was asking if the family on vacation still pays for their week (in full) even tho the nanny missed 2 days. But what I’m gathering is that the family away pays for a full week and I only pay for the days nanny actually worked.

No. If they're paying because it falls under "guaranteed hours," that assumes that she is available to work and they just didn't need her. She's sick and not available to work.

While it's kind of shitty to take the money back because they still aren't here and wouldn't be using her services either way, I would be fully prepared for them to argue that if you didn't pay, they don't have to either if she's out of sick leave. Let them explain that to her, however.

[Anonymous]

Anonymous wrote:

Anonymous wrote:She is using unpaid leave because she has used all her PTO- her PTO doesn’t kick back in until next month. I was asking if the family on vacation still pays for their week (in full) even tho the nanny missed 2 days. But what I’m gathering is that the family away pays for a full week and I only pay for the days nanny actually worked.

No. If they're paying because it falls under "guaranteed hours," that assumes that she is available to work and they just didn't need her. She's sick and not available to work.

While it's kind of shitty to take the money back because they still aren't here and wouldn't be using her services either way, I would be fully prepared for them to argue that if you didn't pay, they don't have to either if she's out of sick leave. Let them explain that to her, however.

Hmmm, not sure I agree. The vacationing family doesn’t have to find and pay for backup care but the family that is home does. So seems like the vacationing family is no worse off because the nanny is sick so should still pay.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:She is using unpaid leave because she has used all her PTO- her PTO doesn’t kick back in until next month. I was asking if the family on vacation still pays for their week (in full) even tho the nanny missed 2 days. But what I’m gathering is that the family away pays for a full week and I only pay for the days nanny actually worked.

No. If they're paying because it falls under "guaranteed hours," that assumes that she is available to work and they just didn't need her. She's sick and not available to work.

While it's kind of shitty to take the money back because they still aren't here and wouldn't be using her services either way, I would be fully prepared for them to argue that if you didn't pay, they don't have to either if she's out of sick leave. Let them explain that to her, however.

Hmmm, not sure I agree. The vacationing family doesn’t have to find and pay for backup care but the family that is home does. So seems like the vacationing family is no worse off because the nanny is sick so should still pay.

So, if the non-vacationing family comes up with a free coverage option, they should still pay? This is why contracts exist, because otherwise the only answer is everyone feels taken advantage of. Maybe the family that is away won't care, but I tend to suspect that if the nanny is out of PTO, and is taking two more days, the family may not feel.like they want to cover the extra.

[Anonymous]

She should kick you out of the share because you are so cheap. She's probably sick because she picked up something from your kid. You lose a good nanny when you nickle and dime her.

[Anonymous]

As a former nanny employer, I can't imagine going on vacation, and arranging in advance that my nanny would be paid while I was gone, and then going back on that agreement because she was sick while I was away. The logic just does not compute. Of course the parents who are out of town pay whatever they agreed to.

[Anonymous]

If she doesn't take a lot of leave/sick because of the kids, I would go ahead and pay her. If she takes off for a lot of random things and is saying LWOP then neither pays - she gets paid to work and she's not working.

[Anonymous]

Anonymous wrote:If she doesn't take a lot of leave/sick because of the kids, I would go ahead and pay her. If she takes off for a lot of random things and is saying LWOP then neither pays - she gets paid to work and she's not working.

It shouldn’t matter how much leave she uses. If she has leave she is entitled to use it how she sees fit with proper notice.

[Anonymous]

Anonymous wrote:

Anonymous wrote:If she doesn't take a lot of leave/sick because of the kids, I would go ahead and pay her. If she takes off for a lot of random things and is saying LWOP then neither pays - she gets paid to work and she's not working.

It shouldn’t matter how much leave she uses. If she has leave she is entitled to use it how she sees fit with proper notice.

It does make sense, if I’m interpreting it correctly. If nanny takes off because she has a minor cold. I wouldn’t reward that behavior with paying for additional sick days. Whereas if nanny only uses sick days for serious illness and doctor appointments, then go ahead and pay her for the extra time off. There have been years that I have used less than one sick day and years that I have gone over. Some people are too quick to call off and I wouldn’t reward that behavior. But this post is old and a moot point.

In general, employers, don’t be petty! Look at having a nanny as an annual budget and don’t get distracted by the random occurrences that upset you; we don’t. Look at the big picture and address issues as they arise and as you see fit. Having a nanny is expensive and nickel and fuming will not go far in this relationship.