Reply to Do employers have the right to change nanny’s schedule?

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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]You say, "Nanny Larla, our needs have changed. We're going to need coverage on Mondays now. Is that something you're interested in? If not, we could hire someone just for Mondays [if, indeed, you're willing to do that], or we will need to hire someone new."

There is no rule that a job has to stay the same forever. You need to follow the notice/severance rules in your contract, but if the job you hired her for no longer exists, give her right of first refusal on the new one, and move on.[/quote]

This. [/quote]

Why follow the severance rules when she isn’t following the schedule as agreed to in the contract?  [/quote]

Because she is ending the agreement, and thus, the job. The nanny could take her to small claims court if she doesn't follow the termination clauses in the contract. Those are enforceable.

Here is the explanation from GTM payroll services. You can read the entire article here: https://gtm.com/household/nannies-at-will-employees/

[i]When a nanny and a family sign a long-term agreement for employment, it is not a legally binding contract with regard to the exact amount of time the nanny will be employed. Rather it’s setting expectations for the employment relationship, and serves as a commitment the family is making to the nanny, showing that they want the nanny employed for the length of time designated by the agreement, but does not guarantee that length of time. However, if there is language in the agreement that states a nanny must give two weeks’ notice before leaving, and then the nanny quits without giving such notice, the agreement can be viewed as a legally binding document should the family wish to pursue legal action against the nanny for violating the terms of the agreement.[/i][/quote]

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