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[quote=Anonymous][quote=Anonymous]Here is the language we have in our contract:

Notice of Termination:

If (nanny) decides to leave the position and terminate employment she is required to give one month’s notice of termination in writing.

If (employers) wish to terminate the relationship they must give (nanny) one month’s notice if her services will no longer be required.  If the termination is the result of non-performance, failure to show up for work without notice, violation of the trust (for instance, theft) or jeopardizing the safety or well-being of the children, (nanny) may be terminated immediately without compensation.

I wouldn't regard your nanny's request to have language re termination as a negative - it's an opportunity to protect yourself as well as her.  You can amend her requested language to allow for firing for cause, or make a longer term, or specify whether two week severance is in addition to two weeks notice.  (I would consider her language vague - do I have to give her two weeks notice PLUS two weeks severance?)

It sounds like you're offering a very competitive, attractive package, and your nanny is experienced (and perhaps has been burned) so is approaching it professionally as well.  Don't take that personally - she's a professional.

The more clear and thorough your contract is the more all parties are protected in the event of the relationship not working out.  This is also the time to negotiate things cleanly and professionally, before the personal relationships you develop might make it tougher to have these conversations as impartially.
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We have almost the exact same wording in the working agreement that we negotiated with our nanny. The clearer all aspects of the working agreement are (including termination/separation) the better it is for both parties.[/quote]

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