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[quote=Anonymous]If your contract specifies a 4 week notice period, then you are definitely entitled to pay for those 4 weeks.  Anything above 4 weeks is fair game.  To be honest, I don't think the extra weeks are anything to get riled up over, in and of themselves.  It's a two-way street.  Let's say the NF gives 6 weeks notice that they are letting the nanny go when the contract specifies only 4 weeks' notice.  Nanny's new NF needs her to start at the 4 week mark because that is when new MB goes back to work.  The nanny is between a rock and hard place; she wants to treat her old NF fairly by staying with them through 6 weeks, but wants to start off on the right foot with new NF by complying with their start date request.  Let's say it's the reverse in OP's case and MB wants OP to stop working at 4 week mark because that is when the new nanny is available to start working.  In either scenario, someone is going to be worse off and while that sucks, there's no avoiding it.  Now if nanny is saying that the MB wants to move up her work day to BEFORE 4 weeks and doesn't want to pay her for the full 4weeks, that is a different story altogether.

FYI in my job and many others in the "corporate world", two weeks' notice is standard and if the employee gives more notice, it is considered perfectly acceptable for the employer to cut employee's remaining work time to two weeks OR to even less and provide severance for the remainder.  There are valid reasons for not wanting to keep an employee once he has given notice.  [/quote]

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