Anonymous wrote:OP here.

I see the consensus on this issue. I will say this, though, that I will never offer three weeks of discretionary vacation again, on top of generous sick-leave, federal holidays, etc. With employer vacation on top of that, that is a hefty sum. Absurd for a nanny to get over twice as much paid time off as her employer.

Glad the consensus is that I'm a horrible exploiter, though (even though I instantly caved).

Anonymous wrote:We have school-age children so our full time nanny works several hours per day (15 hours per week) without the kids, doing things like kids' laundry, grocery shopping, cooking, etc.

When we recently went on vacation for a week, we suggested that she should come in one day while we were away to organize the kids' room, stock the kitchen pantry, etc. -- that we'd give the rest of the week off (4 days). However, she behaved like the suggestion was exploitative and refused to come in since we were away.

We already give three paid weeks of vacation a year at her discretion, so asking her to come in one day while we were away to do her regular non childcare duties did not seem unreasonable.

I know regular nannies get paid time off when their employers are away, but since her formal duties include work when the kids are at school, it felt appropriate to ask her to do some household duties.

What's the norm for those who employ nannies/household managers?

Thanks.

Anonymous wrote:We have school-age children so our full time nanny works several hours per day (15 hours per week) without the kids, doing things like kids' laundry, grocery shopping, cooking, etc.

When we recently went on vacation for a week, we suggested that she should come in one day while we were away to organize the kids' room, stock the kitchen pantry, etc. -- that we'd give the rest of the week off (4 days). However, she behaved like the suggestion was exploitative and refused to come in since we were away.

We already give three paid weeks of vacation a year at her discretion, so asking her to come in one day while we were away to do her regular non childcare duties did not seem unreasonable.

I know regular nannies get paid time off when their employers are away, but since her formal duties include work when the kids are at school, it felt appropriate to ask her to do some household duties.

What's the norm for those who employ nannies/household managers?

Thanks.

Anonymous wrote:

Anonymous wrote:That sounds reasonable given it is part of her job and she is getting paid.

I disagree. Part of my job is making sure our break room is kept clean. I would be furious if my boss/company owner asked me to drive in when the office is closed for two weeks to clean the break room and get it organized.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:That sounds reasonable given it is part of her job and she is getting paid.

I disagree. Part of my job is making sure our break room is kept clean. I would be furious if my boss/company owner asked me to drive in when the office is closed for two weeks to clean the break room and get it organized.

If the office is closed, then your break room isn't getting messed up. Groceries, however, need to be stocked every so often, rooms need to be organized and laundry needs to get done. Some of these jobs can be done ahead of time and some cannot.

Anonymous wrote:OP here.

I see the consensus on this issue. I will say this, though, that I will never offer three weeks of discretionary vacation again, on top of generous sick-leave, federal holidays, etc. With employer vacation on top of that, that is a hefty sum. Absurd for a nanny to get over twice as much paid time off as her employer.

Glad the consensus is that I'm a horrible exploiter, though (even though I instantly caved).

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:That sounds reasonable given it is part of her job and she is getting paid.

I disagree. Part of my job is making sure our break room is kept clean. I would be furious if my boss/company owner asked me to drive in when the office is closed for two weeks to clean the break room and get it organized.

If the office is closed, then your break room isn't getting messed up. Groceries, however, need to be stocked every so often, rooms need to be organized and laundry needs to get done. Some of these jobs can be done ahead of time and some cannot.

Oh, just stop already.

Anonymous wrote:

Anonymous wrote:OP here.

I see the consensus on this issue. I will say this, though, that I will never offer three weeks of discretionary vacation again, on top of generous sick-leave, federal holidays, etc. With employer vacation on top of that, that is a hefty sum. Absurd for a nanny to get over twice as much paid time off as her employer.

Glad the consensus is that I'm a horrible exploiter, though (even though I instantly caved).

You have a great nanny who is doing an exemplary job taking care of your most precious possession and you are griping because she did not come in to do work that didn't need to be done. I hope she reads this and finds a new job.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here.

I see the consensus on this issue. I will say this, though, that I will never offer three weeks of discretionary vacation again, on top of generous sick-leave, federal holidays, etc. With employer vacation on top of that, that is a hefty sum. Absurd for a nanny to get over twice as much paid time off as her employer.

Glad the consensus is that I'm a horrible exploiter, though (even though I instantly caved).

You have a great nanny who is doing an exemplary job taking care of your most precious possession and you are griping because she did not come in to do work that didn't need to be done. I hope she reads this and finds a new job.

It's not the employee's call to decide what work needs to be done. The nanny is on her way out anyway, isn't she.

Anonymous wrote:Come on nannies, you can't have it both ways. Guaranteed hours means you get paid to reserve those hours for your employers and are AVAILABLE to work during that time. It doesn't mean that you get extra PTO every time your employer goes out of town.

If your employer wants you come in and sit around for 50 hours a week while they are gone, then they are within their right to ask you to do that.

Anonymous wrote:Come on nannies, you can't have it both ways. Guaranteed hours means you get paid to reserve those hours for your employers and are AVAILABLE to work during that time. It doesn't mean that you get extra PTO every time your employer goes out of town.

If your employer wants you come in and sit around for 50 hours a week while they are gone, then they are within their right to ask you to do that.

Anonymous wrote:

Anonymous wrote:Come on nannies, you can't have it both ways. Guaranteed hours means you get paid to reserve those hours for your employers and are AVAILABLE to work during that time. It doesn't mean that you get extra PTO every time your employer goes out of town.

If your employer wants you come in and sit around for 50 hours a week while they are gone, then they are within their right to ask you to do that.

That's perfectly fine, but should be made clear from the beginning, as that isn't the norm in my many years of nanny experience. My NF has never asked me to come in while they're traveling. They travel quite often, since their child is still in preschool.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here.

I see the consensus on this issue. I will say this, though, that I will never offer three weeks of discretionary vacation again, on top of generous sick-leave, federal holidays, etc. With employer vacation on top of that, that is a hefty sum. Absurd for a nanny to get over twice as much paid time off as her employer.

Glad the consensus is that I'm a horrible exploiter, though (even though I instantly caved).

You have a great nanny who is doing an exemplary job taking care of your most precious possession and you are griping because she did not come in to do work that didn't need to be done. I hope she reads this and finds a new job.

It's not the employee's call to decide what work needs to be done. The nanny is on her way out anyway, isn't she.

I do have an exemplary nanny who is rightly the envy of most families I know. I seriously doubt she will see this, as -- unlike me -- she likely has the good sense to avoid DCUM. But on the off chance she sees this, I hope she knows how much I appreciate her!!

For a number of reasons it was not worth pressing the issue with her, especially in this instance. And she's presently evaluating some life changes which may prompt her to leave nannying, so my question is not about her specifically.

Also, I did not mean my message as a gripe -- but I am trying to assess what's the norm for household managers in this circumstance, as I anticipate employing such a person for years to come.