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[quote=Anonymous][quote=Anonymous]OP here. My state does not require that household employers pay for jury duty. I also would not force her to use her vacation pay if she didn't want to.  She would have a job to return to whether jury duty lasted a few days or three months. My DH just had major surgery and we have many medical bills. We cannot afford to cover temp help and pay her her normal salary on top of that. I am asking other parent bosses what they have done in the past that they think is fair, not trying to mistreat my employee. [/quote]

Are you able to switch to daycare? If your work schedule fits within daycare hours, if day care will save you money, and if you can start daycare within the minimum notice time you are obligated to give your Nanny that her job is ending, then you need to let your Nanny go, write her an am amazing reference, and switch to daycare.

Why? Because you can't afford a nanny if you have huge medical bills and the notion of paying your Nanny her wages when she is involuntarily absent for jury duty.

If you have no access to daycare, or if you have so many kids day care would cost more than a nanny, you need to talk with your nanny. Explain that due to medical bills you would not be able to pay her for more than X days of jury duty. Ask her to decide whether she is willing to gamble on not being chosen for duty, knowing that she would go without pay if she does end up on a jury, or if she would prefer to begin looking for a new position that would start a few weeks after jury dug starts.

You would need to agree to keep her on until jury duty potentially starts, and she would need to agree to stay until then. You would need to promise to pay some severance. Then both of you would begin to look for new possible situations, and part company the week jury duty starts.[/quote]

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