Can Someone Explain What a Blended Rate Means? Who does it Benefit?

[Anonymous]

Anonymous wrote:It seems like a great way to eliminate nannies who have trouble with basic math.

My nanny is terrible at math. Fortunately, we are honest and don't take advantage.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:The only way a blended rate benefits a nanny is if she enters a job knowing her hours will drop in the next 3 - 6 months. Then agreeing to 1000/week and a "blended rate" of $20/hour for 50 hours is better than insisting on ($18 X 40) + ($27 X 10), as long as the employers stick with the $20/hour when they cut her overtime hours in 3 months.

IOW, .1% of the time a blended rate might benefit nanny. The other 99.9% of the time it is a cheat tactic.

Oh, wait. If a nanny gets fired and had a blended rate contract she might be able to collect unpaid OT through the wage and labor board when she leaves the job. Does that count as a benefit?

If the base rate and ot rate are spelled out in the contract, it's not illegal. It is less than the nanny asked for, but it's a legal counteroffer, which she is allowed to turn down.

Most employers don't actually know to spell that out, or they never get a contract signed by a nanny. They leave themselves utterly vulnerable to W&LB complaints.

Therefore, best to keep it simple just like all other employers of hourly employees. Why not??

[Anonymous]

Anonymous wrote:

Anonymous wrote:It seems like a great way to eliminate nannies who have trouble with basic math.

My nanny is terrible at math. Fortunately, we are honest and don't take advantage.

She's lucky to have an honest employer.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:The only way a blended rate benefits a nanny is if she enters a job knowing her hours will drop in the next 3 - 6 months. Then agreeing to 1000/week and a "blended rate" of $20/hour for 50 hours is better than insisting on ($18 X 40) + ($27 X 10), as long as the employers stick with the $20/hour when they cut her overtime hours in 3 months.

IOW, .1% of the time a blended rate might benefit nanny. The other 99.9% of the time it is a cheat tactic.

Oh, wait. If a nanny gets fired and had a blended rate contract she might be able to collect unpaid OT through the wage and labor board when she leaves the job. Does that count as a benefit?

If the base rate and ot rate are spelled out in the contract, it's not illegal. It is less than the nanny asked for, but it's a legal counteroffer, which she is allowed to turn down.

Most employers don't actually know to spell that out, or they never get a contract signed by a nanny. They leave themselves utterly vulnerable to W&LB complaints.

Therefore, best to keep it simple just like all other employers of hourly employees. Why not??

You nannies what to have your cake and eat it too. You want to be treated like hourly employees when it comes to OT but insist on "guaranteed hours", ensuring your weekly pay. Hourly employees are not paid for hours they don't work. Salaried employees do not get OT. It's baffling why you feel entitled to both.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It seems like a great way to eliminate nannies who have trouble with basic math.

My nanny is terrible at math. Fortunately, we are honest and don't take advantage.

She's lucky to have an honest employer.

We're lucky to have her.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:The only way a blended rate benefits a nanny is if she enters a job knowing her hours will drop in the next 3 - 6 months. Then agreeing to 1000/week and a "blended rate" of $20/hour for 50 hours is better than insisting on ($18 X 40) + ($27 X 10), as long as the employers stick with the $20/hour when they cut her overtime hours in 3 months.

IOW, .1% of the time a blended rate might benefit nanny. The other 99.9% of the time it is a cheat tactic.

Oh, wait. If a nanny gets fired and had a blended rate contract she might be able to collect unpaid OT through the wage and labor board when she leaves the job. Does that count as a benefit?

If the base rate and ot rate are spelled out in the contract, it's not illegal. It is less than the nanny asked for, but it's a legal counteroffer, which she is allowed to turn down.

Most employers don't actually know to spell that out, or they never get a contract signed by a nanny. They leave themselves utterly vulnerable to W&LB complaints.

Therefore, best to keep it simple just like all other employers of hourly employees. Why not??

You nannies what to have your cake and eat it too. You want to be treated like hourly employees when it comes to OT but insist on "guaranteed hours", ensuring your weekly pay. Hourly employees are not paid for hours they don't work. Salaried employees do not get OT. It's baffling why you feel entitled to both.

I actually don't always insisted guaranteed hours, but I wouldn't guarantee you hours either.

See how it works both ways? Most parents would rather guarantee the hours, rather than wonder if I'll be available on Monday morning. It's a two-way street, my friend.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:The only way a blended rate benefits a nanny is if she enters a job knowing her hours will drop in the next 3 - 6 months. Then agreeing to 1000/week and a "blended rate" of $20/hour for 50 hours is better than insisting on ($18 X 40) + ($27 X 10), as long as the employers stick with the $20/hour when they cut her overtime hours in 3 months.

IOW, .1% of the time a blended rate might benefit nanny. The other 99.9% of the time it is a cheat tactic.

Oh, wait. If a nanny gets fired and had a blended rate contract she might be able to collect unpaid OT through the wage and labor board when she leaves the job. Does that count as a benefit?

If the base rate and ot rate are spelled out in the contract, it's not illegal. It is less than the nanny asked for, but it's a legal counteroffer, which she is allowed to turn down.

Most employers don't actually know to spell that out, or they never get a contract signed by a nanny. They leave themselves utterly vulnerable to W&LB complaints.

Therefore, best to keep it simple just like all other employers of hourly employees. Why not??

You nannies what to have your cake and eat it too. You want to be treated like hourly employees when it comes to OT but insist on "guaranteed hours", ensuring your weekly pay. Hourly employees are not paid for hours they don't work. Salaried employees do not get OT. It's baffling why you feel entitled to both.

They have been like this forever, luckily its basically only "nannies" on here (who coincidentally rarely seem to be employed) who feel this way, most real nannies don't act this way.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:The only way a blended rate benefits a nanny is if she enters a job knowing her hours will drop in the next 3 - 6 months. Then agreeing to 1000/week and a "blended rate" of $20/hour for 50 hours is better than insisting on ($18 X 40) + ($27 X 10), as long as the employers stick with the $20/hour when they cut her overtime hours in 3 months.

IOW, .1% of the time a blended rate might benefit nanny. The other 99.9% of the time it is a cheat tactic.

Oh, wait. If a nanny gets fired and had a blended rate contract she might be able to collect unpaid OT through the wage and labor board when she leaves the job. Does that count as a benefit?

If the base rate and ot rate are spelled out in the contract, it's not illegal. It is less than the nanny asked for, but it's a legal counteroffer, which she is allowed to turn down.

Most employers don't actually know to spell that out, or they never get a contract signed by a nanny. They leave themselves utterly vulnerable to W&LB complaints.

Therefore, best to keep it simple just like all other employers of hourly employees. Why not??

You nannies what to have your cake and eat it too. You want to be treated like hourly employees when it comes to OT but insist on "guaranteed hours", ensuring your weekly pay. Hourly employees are not paid for hours they don't work. Salaried employees do not get OT. It's baffling why you feel entitled to both.

They have been like this forever, luckily its basically only "nannies" on here (who coincidentally rarely seem to be employed) who feel this way, most real nannies don't act this way.

Please do tell us how real nannies should act?
Like your doormat?

[Anonymous]

Guaranteed hours are a two way street.

Nanny guarantees she will be available to work a certain range of hours on certain days.

Family guarantees Nanny will be paid for all the hours she is available, even if they choose not to use her services.

If you want an example of how this benefits the family, try this on for size:

Family A guarantees hours. They plan a vacation, and tell Nanny she is not needed Thursday and Friday of vacation weekend. Then something happens, and family A has to cancel their plans. They tell Nanny, and she shows up to work that Th and F.

Family B dismisses guaranteed hours as Nanny manipulation. They tell Nanny she is off Th and F. Nanny finds a sitting gig to cover those days. Family has to cancel their plans and tells Nanny she is needed to work. Nanny will not be available, because she found other jobs for those days. Family B is stuck with no childcare.

See how that works out?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:The only way a blended rate benefits a nanny is if she enters a job knowing her hours will drop in the next 3 - 6 months. Then agreeing to 1000/week and a "blended rate" of $20/hour for 50 hours is better than insisting on ($18 X 40) + ($27 X 10), as long as the employers stick with the $20/hour when they cut her overtime hours in 3 months.

IOW, .1% of the time a blended rate might benefit nanny. The other 99.9% of the time it is a cheat tactic.

Oh, wait. If a nanny gets fired and had a blended rate contract she might be able to collect unpaid OT through the wage and labor board when she leaves the job. Does that count as a benefit?

If the base rate and ot rate are spelled out in the contract, it's not illegal. It is less than the nanny asked for, but it's a legal counteroffer, which she is allowed to turn down.

Most employers don't actually know to spell that out, or they never get a contract signed by a nanny. They leave themselves utterly vulnerable to W&LB complaints.

Therefore, best to keep it simple just like all other employers of hourly employees. Why not??

You nannies what to have your cake and eat it too. You want to be treated like hourly employees when it comes to OT but insist on "guaranteed hours", ensuring your weekly pay. Hourly employees are not paid for hours they don't work. Salaried employees do not get OT. It's baffling why you feel entitled to both.

They have been like this forever, luckily its basically only "nannies" on here (who coincidentally rarely seem to be employed) who feel this way, most real nannies don't act this way.

I am employed, 24/7 in fact. Breakfast is cooking, laundry is running, my charges are getting up. I jump online when there is time and one of the kids isn't using my laptop. So, no, some of us aren't unemployed who feel this way. If I reserve my hours, I expect to be paid for them. Of course the easiest way to do it is to have me work 24/7

[Anonymous]

Anonymous wrote:Guaranteed hours are a two way street.

Nanny guarantees she will be available to work a certain range of hours on certain days.

Family guarantees Nanny will be paid for all the hours she is available, even if they choose not to use her services.

If you want an example of how this benefits the family, try this on for size:

Family A guarantees hours. They plan a vacation, and tell Nanny she is not needed Thursday and Friday of vacation weekend. Then something happens, and family A has to cancel their plans. They tell Nanny, and she shows up to work that Th and F.

Family B dismisses guaranteed hours as Nanny manipulation. They tell Nanny she is off Th and F. Nanny finds a sitting gig to cover those days. Family has to cancel their plans and tells Nanny she is needed to work. Nanny will not be available, because she found other jobs for those days. Family B is stuck with no childcare.

See how that works out?

Ha! Exactly.

[Anonymous]

Anonymous wrote:No ones going to pay you $20 an hour to be a nanny, so count your blessings and take their offer no matter what it means.

LOL I earn $27 an hour for one baby.

[Anonymous]

Anonymous wrote:

Anonymous wrote:No ones going to pay you $20 an hour to be a nanny, so count your blessings and take their offer no matter what it means.

LOL I earn $27 an hour for one baby.

I know some nannies who earn more than that for a baby in the DC area.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I am currently interviewing with a family that needs 50 hours a week. My rate is $20 per hour. They want to offer me a salary based on what they call a blended rate. What does this mean?

They want to know if you're easy to cheat. Just say no and stay with legal overtime laws, time and a half for each hour after 40 per week.

Plus, I'd be careful. This is a definite red flag.

[Anonymous]

It means that you are getting screwed. Hourly employees are paid hourly--no exceptions. You should be paid $800 for first 40 hours and $30/hr for ALL time after 40 hours. If you work 50hours a week than you should be paid $1,100.00/wk.

Some people will try to cheat you by having you work 10 hours a day for 4 days and not pay OT. anything over 8 hours/day is also OT.

Three different jurisdictions in this area and it behooves you to know the pertinent labor laws in all three so you do not get screwed.