Reply to Nanny wants to use sick leave as vacation days

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[quote=Anonymous][quote=Anonymous][quote]Anonymous wrote:
Anonymous wrote:
Anonymous wrote:
For the love of god - you are not getting screwed if you do not end up sick!! If your employer wanted you to be able to use the max days they would offer it is PTO nif it is offered as sick then that is very clearly the intention.

Then just don't ever call it a "perk", ok? You can't have it every which way.

Why are some of you nannies so thick? Of course sick leave is a benefit or perk. However, utilization of that benefit or perk is subject to a condition--that you are actually unable to work due to illness. It is unethical and irresponsible to use your sick days unless you are sick, and you certainly aren't "getting screwed" for being healthy enough not to need them. If you want the freedom to call out because you need a break here and there apart from your vacations and federal holidays, you need to negotiate unspecified PTO, not a combination of sick leave and vacation leave.

You really have no clue. Keep hiding under that desk of yours.

A perk is a perk only if you actually derive some benefit from it.

For many nannies (and other domestic workers) in certain states, paid sick days are now legally mandated.

So much for your "perk", lol. 
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But you do derive benefit from sick days, ms.lol. You get paid although you are not working. Most hourly workers are only paid for hours they are working. Thus it is a benefit, a perk, to have paid sick days and that's why you negotiate them as part of your contract.

I'm not the person you're quoting, but I happen to believe that all states should mandate paid sick time for every hourly worker.  Unfortunately, you are incorrect when you imply several states legally mandate. Only one state, Connecticut, mandates paid sick leave for workers. A few cities and DC also have mandates, but that's it.

So, sadly, paid sick time is still a perk.

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Just want to share some pertinent information about the DC sick leave law.

First, the law only applies to employees who have worked at least 12 months for the same employer with no breaks in service AND who have worked at least 1000 hours for that employer during that 12 month period.  Thus, any nanny employer who provides sick days to a new employee is going above and beyond the requirements of the law.

Second, the mandate depends on the size of the employer.  Employers with 24 or fewer employees must provide each employee at least 1 hour of paid leave for every 87 hours worked, not to exceed 3 days of leave per year.  Thus, most nannies are entitled to a maximum of three sick days per year.

Third, the law limits the circumstances under which sick leave may be used.  In general, unscheduled absences must result from a physical or mental illness, injury or medical condition of the employee or a family member.  If leave is to be taken for medical treatment or diagnosis, the employee must make a reasonable effort to schedule it in advance so as not to disrupt the employer's operations.  There are also some provisions that allow sick leave to be used in the event of domestic violence or sexual abuse.

Fourth, employers who provide paid time off (vacation leave or universal leave or simply PTO) do not need to provide any additional paid sick leave, as long as the employee accrues and is permitted to use his or her paid time off to cover sick days on the same terms that would apply to dedicated sick leave under the law.  In other words, if a nanny employer allows the nanny to use up to three of her vacation or PTO days (assuming she qualifies for the statutory maximum--see accrual rules above) without advance notice in the event of her own or a family member's physical or mental illness, injury or medical condition, no additional sick leave must be provided.

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