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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]It’s should be specified in your contract. I think nanny should be paid her normal salary during vacation or sick day. If nanny calls out sick and no longer has PTO, then, she should be paid for actual hours worked that week. Each situation is different and the best thing to do is talk to your employer and come up with something that works for everyone. [/quote]

OP here. It is not addressed in the contract and we are attempting to address the issue now, as it has come up. Nanny has vacation and sick time, that’s not the issue. If nanny is working outside of her normal working hours, which would generally be OT hours, but not actually working over 40 hours due to vacation, do you pay regular rate or OT rate? [/quote]

Everyone who has responded understands your point exactly. No, you are not legally obligated to pay OT in those circumstances. Everyone is telling you to do it anyway. I was the 2nd or 3rd poster and I said to pay her the OT. I'm a MB, not a nanny.[/quote]

+1 I'm a NP. We pay our nanny OT whether or not she worked a day that week. For example:

July 2: 9 hours
July 3: 9 hours
July 4: PTO 9 hours
July 5: 9 hours
July 6: 9 hours

Yes, I guess technically I could have paid her for 36 hours regular time, plus 9 hours vacation, but I didn't. I paid her 40 hours regular time, plus 5 hours of overtime. We do the same whether it's holiday pay, vacation, or sick leave.

We LOVE our nanny and she is amazing with our kids, and we want her to be happy. My office doesn't dock me for vacation time, so I don't dock my nanny for hers. Don't breed resentment by being cheap. [/quote]

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