I hate to write this but some of you nannies need to get your act together.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Some of you are truly pathetically ridiculous. And it’s embarrassing.

News flash: professionals go to work when a pet dies.

You’re right. You are truly pathetically ridiculous.

Newsflash: professionals also use PTO when their beloved pet dies.

Yes, dear, professionals take earned PTO not Bereavement Days!

Oh honey, it’s still time off.

Oh, honey, that’s not the issue. PTO is earned while Bereavement Days are special circumstances neither guaranteed nor earned.

Did you honestly not know that?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Some of you are truly pathetically ridiculous. And it’s embarrassing.

News flash: professionals go to work when a pet dies.

You’re right. You are truly pathetically ridiculous.

Newsflash: professionals also use PTO when their beloved pet dies.

Yes, dear, professionals take earned PTO not Bereavement Days!

Oh honey, it’s still time off.

Oh, honey, that’s not the issue. PTO is earned while Bereavement Days are special circumstances neither guaranteed nor earned.

Did you honestly not know that?

Yes, dear. And wait for it...it’s still time off. But no one is claiming to use bereavement days for a pet. Feel better now that you think you educated someone?

[Anonymous]

PTO: Earned time (frequently accrual vs automatic), stipulated in the contract that the nanny will be able to use it, possibly with conditions attached about length of notice required before using it
Bereavement days: UNEARNED days (ie. available as soon as the trial/probationary period is over, possibly even within that period), frequently last minute notice

PTO: guaranteed usage
Bereavement days: most people don't need to use these more than every couple of years, if that

PTO: frequently rollover and/or payout for unused days
Bereavement days: there if you need them but nothing if you don't

If your contract doesn't require any notice for PTO, fine. My contract separates PTO and sick leave, and I have no problem with long notice periods for everything except sick leave... which is why I have unlimited sick leave, 3 weeks of vacation and 1.5 weeks of PTO in my first year with a family. Oh, and I have the option to rollover or have unused PTO and vacation paid out, my choice as to which.

I also have 1 week each of paid and unpaid bereavement pay per family death, if I'm the executor; the tradeoff is that I apprise my employers of my family's hospitalizations as soon as I receive news, that way if the worst happens, they had the same amount of notice that I do. So far, it hasn't been needed, but I know it will be eventually.

[Anonymous]

I personally think that giving a Nanny up to a week to grieve for the sudden loss of a beloved family pet is the right thing to do.
It also builds employer = employee goodwill.

Who knows?
There may come a time in your own life where you will need your Nanny to go a little “above + beyond” for your family.
Respect is a two-way street.

To fire your Nanny, to call her immature (!) simply because they are too grief-stricken to come into work is just plain heartless.
I would NEVER ever want to work for a family that can be so utterly cruel.

[Anonymous]

Anonymous wrote:I personally think that giving a Nanny up to a week to grieve for the sudden loss of a beloved family pet is the right thing to do.
It also builds employer = employee goodwill.

Who knows?
There may come a time in your own life where you will need your Nanny to go a little “above + beyond” for your family.
Respect is a two-way street.

To fire your Nanny, to call her immature (!) simply because they are too grief-stricken to come into work is just plain heartless.
I would NEVER ever want to work for a family that can be so utterly cruel.

[Anonymous]

Anonymous wrote:I personally think that giving a Nanny up to a week to grieve for the sudden loss of a beloved family pet is the right thing to do.
It also builds employer = employee goodwill.

Who knows?
There may come a time in your own life where you will need your Nanny to go a little “above + beyond” for your family.
Respect is a two-way street.

To fire your Nanny, to call her immature (!) simply because they are too grief-stricken to come into work is just plain heartless.
I would NEVER ever want to work for a family that can be so utterly cruel.

Sure, next time my pet dies, I will request a week of bereavement leave at my law firm... Maybe getting laughed at will lift my spirits. I mean, honestly, name an industry that give its employees a week of bereavement leave to grief a pet. Now, I have taken PTO to grieve all kinds of things: loss of a pet, bad breakup, etc. And I would want my employer to be understanding that, occasionally, I have to take PTO on a short notice. Please grow up.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I personally think that giving a Nanny up to a week to grieve for the sudden loss of a beloved family pet is the right thing to do.
It also builds employer = employee goodwill.

Who knows?
There may come a time in your own life where you will need your Nanny to go a little “above + beyond” for your family.
Respect is a two-way street.

To fire your Nanny, to call her immature (!) simply because they are too grief-stricken to come into work is just plain heartless.
I would NEVER ever want to work for a family that can be so utterly cruel.

Sure, next time my pet dies, I will request a week of bereavement leave at my law firm... Maybe getting laughed at will lift my spirits. I mean, honestly, name an industry that give its employees a week of bereavement leave to grief a pet. Now, I have taken PTO to grieve all kinds of things: loss of a pet, bad breakup, etc. And I would want my employer to be understanding that, occasionally, I have to take PTO on a short notice. Please grow up.

Pet health insurance?

[Anonymous]

Anonymous wrote:^^Cats are pompous jerks.

To miss a day of work because you are mourning one actually makes me LOL.

You are getting your own energy back from cats if you think they are jerks.

[Anonymous]

Is it really a boss' business why you take a personal day?

[Anonymous]

I have worked for law firms and for schools. I have never had to tell my employer WHY i was taking personal leave or WHO died for bereavement leave. It is no-one's business.

[Anonymous]

Anonymous wrote:Is it really a boss' business why you take a personal day?

This!!!

-mb

[Anonymous]

Anonymous wrote:I have worked for law firms and for schools. I have never had to tell my employer WHY i was taking personal leave or WHO died for bereavement leave. It is no-one's business.

We actually get 5 days for close family members and we have to submit a death certificate and proof of relationship to HR.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I have worked for law firms and for schools. I have never had to tell my employer WHY i was taking personal leave or WHO died for bereavement leave. It is no-one's business.

We actually get 5 days for close family members and we have to submit a death certificate and proof of relationship to HR.

I assume that you can submit the proof of relationship immediately while letting them know you're taking bereavement, but the death certificate can take up to a week.

[Anonymous]

Anonymous wrote:I have worked for law firms and for schools. I have never had to tell my employer WHY i was taking personal leave or WHO died for bereavement leave. It is no-one's business.

Interesting. I have 5 teachers in my family. If they want to take bereavement days vs regular PTO, they have to state who died and the relationship. If they're taking a sick day, they can call in that day (and they prefer that the teacher has already called in a sub), but for regular PTO, the school requires them to line up their own sub ahead of time; while they don't have to state what the reason for the leave is, they can't take bereavement leave like PTO.

[Anonymous]

I can take a day off for whatever reason I wish. Why? I earned them.


They’re in my contract and I’m free to use them as I see fit.

My employers have not gone into the office due to being hungover, having a headache, prepping for a super bowl party or just because they need a mental health day

I deserve the same. So do you.