how to handle vacation pay?

[Anonymous]

I don't think it is mandatory that you make sure your nanny receives her paycheck on time when she is on vacation. When I had a retail job, the employees pay checks would be waiting for them until they picked up. On the other hand, why are you being an ass about this? You seem very defensive of a decision that you've already made.

I am a nanny. My employers offer to pay in advance. When that is done, I do a mobile deposit on my normal payday.

[Anonymous]

Also, a post-dated check can be cashed at any time, it makes no difference.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Seriously? Back in ancient times when people's paychecks were mailed or distributed at work, you got it when you were there to get it. Your employer wrote the check on the same day each pay period, and it was on you to pick it up.

Writing predated checks is a major courtesy, not some requirement of labor law.

WRONG! Not sure where OP is located, but at least in MD, it IS labor law that paydates occur at regular intervals, and if the normal pay date falls on a nonworking day, payment should occur on the preceding work day.

https://www.dllr.state.md.us/labor/wagepay/wppaidontime.shtml#paid

Please stop spreading misinformation.

This.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Seriously? Back in ancient times when people's paychecks were mailed or distributed at work, you got it when you were there to get it. Your employer wrote the check on the same day each pay period, and it was on you to pick it up.

Writing predated checks is a major courtesy, not some requirement of labor law.

WRONG! Not sure where OP is located, but at least in MD, it IS labor law that paydates occur at regular intervals, and if the normal pay date falls on a nonworking day, payment should occur on the preceding work day.

https://www.dllr.state.md.us/labor/wagepay/wppaidontime.shtml#paid

Please stop spreading misinformation.

This.

Already discussed above that PP is misinterpreting the legal info.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Seriously? Back in ancient times when people's paychecks were mailed or distributed at work, you got it when you were there to get it. Your employer wrote the check on the same day each pay period, and it was on you to pick it up.

Writing predated checks is a major courtesy, not some requirement of labor law.

WRONG! Not sure where OP is located, but at least in MD, it IS labor law that paydates occur at regular intervals, and if the normal pay date falls on a nonworking day, payment should occur on the preceding work day.

https://www.dllr.state.md.us/labor/wagepay/wppaidontime.shtml#paid

Please stop spreading misinformation.

This.

Already discussed above that PP is misinterpreting the legal info.

I'm the PP that posted it, and I disagree that I'm misinterpreting it. If your employee has established pay days, and a pay day falls on a non working day, you pay on the last working day before the pay day. For example, my husband gets paid on the 1st and the 15th. If the 15th is a holiday, Saturday or Sunday, he gets paid early.

But how you choose to interpret the law doesn't really matter. If you don't care to help her nanny get her money for 2 pay periods, that creates a hardship for her. It sends a clear message that you are a do the minimum kind of employer. Do the minimum employers don't keep above and beyond employees.

[Anonymous]

Anonymous wrote:Also, a post-dated check can be cashed at any time, it makes no difference.

And? If you suspect your nanny would attempt to screw you in that manner I question your judgement in trusting her with your child.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Nanny taking a 2 week vacation in the beginning of her employment is a huge red flag. I would pay her one week of vacations the friday after she gets back, and the second week the Friday after that. Just tell her you can't afford to give her 2 weeks up front and still pay her replacement.

That's not how guaranteed hours work.

Paid vacation and guaranteed hours are different things.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Also, a post-dated check can be cashed at any time, it makes no difference.

And? If you suspect your nanny would attempt to screw you in that manner I question your judgement in trusting her with your child.

I said nothing about the nanny screwing the employer. Just a fact.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Nanny taking a 2 week vacation in the beginning of her employment is a huge red flag. I would pay her one week of vacations the friday after she gets back, and the second week the Friday after that. Just tell her you can't afford to give her 2 weeks up front and still pay her replacement.

That's not how guaranteed hours work.

Paid vacation and guaranteed hours are different things.

The nanny obviously has paid vacation in her contract. Is that not clear to you??? You do not get to decide to pay late bc of this. Is that how your job works? You get partial payment over the course of a month of you utilize your vacation time? Sounds quite bizarre to me.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Seriously? Back in ancient times when people's paychecks were mailed or distributed at work, you got it when you were there to get it. Your employer wrote the check on the same day each pay period, and it was on you to pick it up.

Writing predated checks is a major courtesy, not some requirement of labor law.

WRONG! Not sure where OP is located, but at least in MD, it IS labor law that paydates occur at regular intervals, and if the normal pay date falls on a nonworking day, payment should occur on the preceding work day.

https://www.dllr.state.md.us/labor/wagepay/wppaidontime.shtml#paid

Please stop spreading misinformation.

This.

Already discussed above that PP is misinterpreting the legal info.

I'm the PP that posted it, and I disagree that I'm misinterpreting it. If your employee has established pay days, and a pay day falls on a non working day, you pay on the last working day before the pay day. For example, my husband gets paid on the 1st and the 15th. If the 15th is a holiday, Saturday or Sunday, he gets paid early.

But how you choose to interpret the law doesn't really matter. If you don't care to help her nanny get her money for 2 pay periods, that creates a hardship for her. It sends a clear message that you are a do the minimum kind of employer. Do the minimum employers don't keep above and beyond employees.

If your husband's pay day is the 15th, and he chooses to leave on vacation on the 12th, does your husband's employer issue his paycheck on the 11th? That's what you're claiming is required here. It's not.

Carry on with your opinions re: moral high ground, but quit trying to push a wholly erroneous interpretation of law.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Seriously? Back in ancient times when people's paychecks were mailed or distributed at work, you got it when you were there to get it. Your employer wrote the check on the same day each pay period, and it was on you to pick it up.

Writing predated checks is a major courtesy, not some requirement of labor law.

WRONG! Not sure where OP is located, but at least in MD, it IS labor law that paydates occur at regular intervals, and if the normal pay date falls on a nonworking day, payment should occur on the preceding work day.

https://www.dllr.state.md.us/labor/wagepay/wppaidontime.shtml#paid

Please stop spreading misinformation.

This.

Already discussed above that PP is misinterpreting the legal info.

I'm the PP that posted it, and I disagree that I'm misinterpreting it. If your employee has established pay days, and a pay day falls on a non working day, you pay on the last working day before the pay day. For example, my husband gets paid on the 1st and the 15th. If the 15th is a holiday, Saturday or Sunday, he gets paid early.

But how you choose to interpret the law doesn't really matter. If you don't care to help her nanny get her money for 2 pay periods, that creates a hardship for her. It sends a clear message that you are a do the minimum kind of employer. Do the minimum employers don't keep above and beyond employees.

If your husband's pay day is the 15th, and he chooses to leave on vacation on the 12th, does your husband's employer issue his paycheck on the 11th? That's what you're claiming is required here. It's not.

Carry on with your opinions re: moral high ground, but quit trying to push a wholly erroneous interpretation of law.

His company doesn't operate in the stone age. If he was on vacation, it'd be deposited the same as usual.

Even as a nanny, it's been many years since I had someone writing me physical checks every two weeks. If you choose to operate in a way that is no longer the norm, and you create difficulty for your employee, why would they stay? That's seems like a pretty simple concept to me.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Seriously? Back in ancient times when people's paychecks were mailed or distributed at work, you got it when you were there to get it. Your employer wrote the check on the same day each pay period, and it was on you to pick it up.

Writing predated checks is a major courtesy, not some requirement of labor law.

WRONG! Not sure where OP is located, but at least in MD, it IS labor law that paydates occur at regular intervals, and if the normal pay date falls on a nonworking day, payment should occur on the preceding work day.

https://www.dllr.state.md.us/labor/wagepay/wppaidontime.shtml#paid

Please stop spreading misinformation.

This.

Already discussed above that PP is misinterpreting the legal info.

I'm the PP that posted it, and I disagree that I'm misinterpreting it. If your employee has established pay days, and a pay day falls on a non working day, you pay on the last working day before the pay day. For example, my husband gets paid on the 1st and the 15th. If the 15th is a holiday, Saturday or Sunday, he gets paid early.

But how you choose to interpret the law doesn't really matter. If you don't care to help her nanny get her money for 2 pay periods, that creates a hardship for her. It sends a clear message that you are a do the minimum kind of employer. Do the minimum employers don't keep above and beyond employees.

If your husband's pay day is the 15th, and he chooses to leave on vacation on the 12th, does your husband's employer issue his paycheck on the 11th? That's what you're claiming is required here. It's not.

Carry on with your opinions re: moral high ground, but quit trying to push a wholly erroneous interpretation of law.

His company doesn't operate in the stone age. If he was on vacation, it'd be deposited the same as usual.

Even as a nanny, it's been many years since I had someone writing me physical checks every two weeks. If you choose to operate in a way that is no longer the norm, and you create difficulty for your employee, why would they stay? That's seems like a pretty simple concept to me.

So what you're saying is no, your husband's company wouldn't alter company pay day and issue his paycheck based on his vacation dates. Got it.

As far as operating in the stone age, consider this: nanny works Mon-Fri. Payment is made after hours have been worked, not before. Nanny has option of paper check in hand on Friday, or direct deposit approved on Friday with deposit Tuesday (cannot be approved before Friday as hours cannot be determined until end of work day; we wouldn't want to short nanny for any OT that week, right?). Nanny chooses to have paper checks written on Friday. Tell me again how I'm the monster here when it's a personal choice made by nanny.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Seriously? Back in ancient times when people's paychecks were mailed or distributed at work, you got it when you were there to get it. Your employer wrote the check on the same day each pay period, and it was on you to pick it up.

Writing predated checks is a major courtesy, not some requirement of labor law.

WRONG! Not sure where OP is located, but at least in MD, it IS labor law that paydates occur at regular intervals, and if the normal pay date falls on a nonworking day, payment should occur on the preceding work day.

https://www.dllr.state.md.us/labor/wagepay/wppaidontime.shtml#paid

Please stop spreading misinformation.

This.

Already discussed above that PP is misinterpreting the legal info.

I'm the PP that posted it, and I disagree that I'm misinterpreting it. If your employee has established pay days, and a pay day falls on a non working day, you pay on the last working day before the pay day. For example, my husband gets paid on the 1st and the 15th. If the 15th is a holiday, Saturday or Sunday, he gets paid early.

But how you choose to interpret the law doesn't really matter. If you don't care to help her nanny get her money for 2 pay periods, that creates a hardship for her. It sends a clear message that you are a do the minimum kind of employer. Do the minimum employers don't keep above and beyond employees.

If your husband's pay day is the 15th, and he chooses to leave on vacation on the 12th, does your husband's employer issue his paycheck on the 11th? That's what you're claiming is required here. It's not.

Carry on with your opinions re: moral high ground, but quit trying to push a wholly erroneous interpretation of law.

His company doesn't operate in the stone age. If he was on vacation, it'd be deposited the same as usual.

Even as a nanny, it's been many years since I had someone writing me physical checks every two weeks. If you choose to operate in a way that is no longer the norm, and you create difficulty for your employee, why would they stay? That's seems like a pretty simple concept to me.

So what you're saying is no, your husband's company wouldn't alter company pay day and issue his paycheck based on his vacation dates. Got it.

As far as operating in the stone age, consider this: nanny works Mon-Fri. Payment is made after hours have been worked, not before. Nanny has option of paper check in hand on Friday, or direct deposit approved on Friday with deposit Tuesday (cannot be approved before Friday as hours cannot be determined until end of work day; we wouldn't want to short nanny for any OT that week, right?). Nanny chooses to have paper checks written on Friday. Tell me again how I'm the monster here when it's a personal choice made by nanny.

Then do the direct deposit when nanny goes on vacation.

[Anonymous]

Set up direct deposit for a one-time payment while nanny is on vacation? Can you say "entitled"?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Seriously? Back in ancient times when people's paychecks were mailed or distributed at work, you got it when you were there to get it. Your employer wrote the check on the same day each pay period, and it was on you to pick it up.

Writing predated checks is a major courtesy, not some requirement of labor law.

WRONG! Not sure where OP is located, but at least in MD, it IS labor law that paydates occur at regular intervals, and if the normal pay date falls on a nonworking day, payment should occur on the preceding work day.

https://www.dllr.state.md.us/labor/wagepay/wppaidontime.shtml#paid

Please stop spreading misinformation.

This.

Already discussed above that PP is misinterpreting the legal info.

I'm the PP that posted it, and I disagree that I'm misinterpreting it. If your employee has established pay days, and a pay day falls on a non working day, you pay on the last working day before the pay day. For example, my husband gets paid on the 1st and the 15th. If the 15th is a holiday, Saturday or Sunday, he gets paid early.

But how you choose to interpret the law doesn't really matter. If you don't care to help her nanny get her money for 2 pay periods, that creates a hardship for her. It sends a clear message that you are a do the minimum kind of employer. Do the minimum employers don't keep above and beyond employees.

If your husband's pay day is the 15th, and he chooses to leave on vacation on the 12th, does your husband's employer issue his paycheck on the 11th? That's what you're claiming is required here. It's not.

Carry on with your opinions re: moral high ground, but quit trying to push a wholly erroneous interpretation of law.

His company doesn't operate in the stone age. If he was on vacation, it'd be deposited the same as usual.

Even as a nanny, it's been many years since I had someone writing me physical checks every two weeks. If you choose to operate in a way that is no longer the norm, and you create difficulty for your employee, why would they stay? That's seems like a pretty simple concept to me.

So what you're saying is no, your husband's company wouldn't alter company pay day and issue his paycheck based on his vacation dates. Got it.

As far as operating in the stone age, consider this: nanny works Mon-Fri. Payment is made after hours have been worked, not before. Nanny has option of paper check in hand on Friday, or direct deposit approved on Friday with deposit Tuesday (cannot be approved before Friday as hours cannot be determined until end of work day; we wouldn't want to short nanny for any OT that week, right?). Nanny chooses to have paper checks written on Friday. Tell me again how I'm the monster here when it's a personal choice made by nanny.

I never said any such thing. They wouldn't need to alter the pay day because they've found a way to make payment in a way that requires no one's presence.

In your case, you should've had your nanny put a week in the hole, then then pay her for the previous pay period on whichever day allows the money to be deposited on Friday.

I never called you a monster, I just don't think you're very bright. In all my years of nannying have I had an employer so inept at paying their bills on time.