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[quote=Anonymous][quote=nannydebsays]I think this is a situation where following the law is fine as long as employers know that most nannies will not know the law, and will likely be hurt and/or angered that what they see as half of their grocery money is being haggled over by people more well off than they are.

For example, let's say that Nanny Jane will be off Christmas Day only, and will work her regularly scheduled 11 hour days pre- and post-Christmas. Nanny Jane makes $15/hour, $22.50/hour for overtime.

Is it wiser for her employers to pay her for 4 11 hour days and an 8 hour day (52 hours), or to pay her for her regular 55 hours/week?

Paying Jane for 52 hours Christmas week saves her employers $67.50. Is that savings worth it? Or would it be smarter and better practice to pay Jane her normal rate?

Employers need to decide this for themselves, based on the legalities and the nuances of a close employee/employer relationship.[/quote]

I totally agree with you on this issue and I think most posters have too. That's the point of guaranteed hours so that the nanny knows she's being paid the same amount every week. While it might be legal it certainly doesn't maintain good relations to dock her pay for a paid day off.

I do think there could be 1 exception to this though. Let's say Nanny Jane normally works 9 hour days for a total of 45 hours a week. She doesn't work Christmas Day but on another day that week she works 1 extra hour. So she's worked a total of 37 hours that week. 36 are her regular hours and 1 is extra. She should still be paid her normal rate for when she works 45 hours, including the 5 of OT AND she should be paid for the extra hour she worked BUT that extra hour should be at her regular rate not OT. [/quote]

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