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[quote=Anonymous][quote=Anonymous]22:12, you are missing the point.  A nanny is not "losing a couple thousand dollars a year in employer vacatino time, early dismissals, grandparent visits, etc." unless you assume that she should be getting paid for work that she does not do, which is not a reasonable assumption unless a certain number of days of paid time off is priced into the hourly rate, just as it is priced into a professional's salary.

It is true that salaried employees have guaranteed minimum hours, meaning that we get paid for a full week whether we work it or not.  But we don't get paid for hours we work over and above a standard week.  In other words, we don't have a "separate hourly rate" when we have to work overtime to make up for our salaried time off.  You do, and the cost of that benefit is either schedule shifting in lieu of guaranteed hours, or a lower rate to offset the "separate hourly rate" we have to pay you for hours over and above your usual week.   [/quote]

Sorry, I should have clarified. The "salarized" job I had (I don't believe that is a word, but it is bandied about by my agency as though it is...), had I worked out the equivalent hourly pay, would have been significantly lower than market rate. That was acceptable because I rarely worked the entire 60 hours and because I was guaranteed my annual salary within the hours of 7am-7pm Mon-Fri. So just as you say, it was priced into my salary ahead of time. The contract did not include any nights or weekends, so we had to agree on an hourly rate for those if they wanted them (as opposed to charging OT rates, which I did not do).

If I wanted to work random weekends or until 11pm again, I'd go back into research, teaching, nonprofits, or social services - but I don't, so I am back to being a nanny :)[/quote]

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