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[quote=Anonymous]Our nanny works 45 hours a week. (I pay her OT for those 5 hours over 40.) I think of it as a salary because I always pay her for 45 hours per week. So, if I decide on a whim to take the day off and take my kid on a day trip or something, I still pay her for that day even though she obviously wouldn't have to come to work that day.

When we were discussing pay when I first hired her, it sounded like former employers had screwed her over in that regard (i.e., saying the job was for 40 hours per week but then not paying her if they decided to, at the last minute, tell her not to come in for the day). In response to that, I said "oh, no, I plan to give you a salary." She looked at me funny. I only called it a "salary" because I didn't know the right vocab (this was my first nanny hire) and I thought of it in corporate-speak. All I meant was: you'll have certainty of income here because I will guarantee 40 hours at the regular rate and 5 hours of OT.

I think it can be a good thing for the nanny as long as you specify a cap on hours and you are dealing with a reasonable MB. (Which, based on some of the stories here, is apparently a rare find.)

Your potential MB may just be using the wrong nomenclature. I think it's worth doing the interview and getting clarity. Good luck!

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