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[quote=Anonymous][quote=Anonymous]The primary reason for being specific about firing for cause, versus for fit, is the ability to deny her unemployment benefits (which can be denied if employee is fired for direct misconduct), or to address severance/notice terms specified in your contract.

If you want to be truly clear that you are firing for cause, and if there has been no flagrant misconduct (breach of safety or harm coming to the kids, etc...) then you need to be able to document that you have discussed your concerns with your employee directly and given her a chance to improve or change.

If you simply want to move on without taking those steps then you should take the high road and give notice, generous severance, and a decent reference letter.  If you're ending the relationship primarily because of fit issues, then there is probably still quite a bit of positive feedback you could provide in a reference letter.

When you hire your next nanny be sure to be very explicit, upfront, about your expectations and the job responsibilities.  Hold the employee to those, be direct and prompt in addressing any concerns, and set up good communication around all of that from the start.

- MB[/quote]

OP here. Our contract does not require severance, and we would plan to give a reasonable notice. If we were planning to fire her and show her the door we'd give her severance.

It's really not about denying unemployment. It's more about addressing communications: she's nice and everything, but just not cutting it. We don't want to hurt her and I unfortunately know too much about her financial situation - both of which are part of why we haven't just moved on already. We had hoped it would improve. It hasn't.[/quote]

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