Anonymous wrote:I offer to pay for first aid classes, CPR class, flu shot, etc. The point is to encourage your nanny to keep up with all of these things.

This

I offer to pay for first aid classes, CPR class, flu shot, etc. The point is to encourage your nanny to keep up with all of these things.

I have never heard of an employer requiring training and not paying for it, unless they require it to even apply to the job. That's any type of employment.

We paid for our nanny to take the class. So has everyone else I know who has a nanny who didn't have the training.

$50 is too much to ensure your nanny knows how to help your child? Just pay it.

The family should pay for the nanny to take the class. It's not expensive and it could save your child's life. What's the issue?

You pay for it. Any training you get at a job is knowledge you take with you presumably, but your job should still pay for training they are requiring of you.

Anonymous wrote:Our nanny does not have CPR training and I prefer that she get it. She is willing to but would like us to pay for it. I prefer splitting costs as she can use this credential for future work. Does this sound fair?

No, it is not fair. You want it, you pay. How cheap can you get?

You really should have discussed this before hiring her, but now that it is after the fact, just bite the bullet and pay for it before this becomes an issue and your nanny decides to quit. The class is only like $40 anyway.

You want it, you pay for it.

Anonymous wrote:

Anonymous wrote:Also CPR credentials expire every one or two years, so assuming she'll be with you for a while she wouldn't really be able to take it on to future jobs.

+1
Many employers want the certification to be current.

+2

Anonymous wrote:Also CPR credentials expire every one or two years, so assuming she'll be with you for a while she wouldn't really be able to take it on to future jobs.

+1
Many employers want the certification to be current.

Nanny here. If it is something you are requiring her to become certified in, I feel that it really is fair that you pay for the training. She probably would not have gotten it otherwise, so why require her to spend the money?

Also CPR credentials expire every one or two years, so assuming she'll be with you for a while she wouldn't really be able to take it on to future jobs.

Has she already been hired? This is something you could have negotiated before hiring her (or still can, if she isn't already employed), but if you hired her knowing she had no CPR qualifications and now want her to get them, you should be the one to pay for the class.

Our nanny does not have CPR training and I prefer that she get it. She is willing to but would like us to pay for it. I prefer splitting costs as she can use this credential for future work. Does this sound fair?