Anonymous wrote:I always find that banking for me as MB goes the other way. My nanny would like certain days/times off when she is regularly scheduled to work and still be paid and then asks to work those hours at another time. If I agree to that, then there shouldn't be a problem with her agreeing to the same for me as well.

Never heard of that. So you work at home? Or something else super flexible?

I always find that banking for me as MB goes the other way. My nanny would like certain days/times off when she is regularly scheduled to work and still be paid and then asks to work those hours at another time. If I agree to that, then there shouldn't be a problem with her agreeing to the same for me as well.

I can also see banking hours as a very reasonable compromise between standard hourly pay and a complete guarentee. However, employers do need to remember that if you shift hours outside a pay period, you need to pay for them in the new period and pay any OT that occurs. Nannies, as well, don't accept prepayment if you are expected to make up the hours.

I think the term "banking" can also strike people the wrong way. We have a flexible schedule with our nanny ( within specified hour ranges and fixed 30 days in advance) because that's how my job works. However, it seems reasonable to occasionally shift hours in order to provide flexibility. (On both ends, perhaps occasionally a nanny might prefer to shift rather than use PTO)

The term "banking" implies something longterm and that us saved up. An hour here, and hour there, and then cashing our a 12 hour Saturday shift months down the line. That seems very unreasonable, and I could see why people wouldn't want to get out in that position.

Anonymous wrote:

If an MB says to me "We have a Dr appt Wednesday morning so we don't need you until 10am. Could you do 10am-7pm instead of 8am-5pm?" I honestly wouldn't have a problem with this, if it was only an occasional thing. My MB is very flexible with me, and I am with her. It's when either party starts to take advantage that it becomes a problem.

For example, one of my first nanny jobs, I had guaranteed hours. They went away one week and still paid me (as agreed upon). When they returned, they asked me if I could "make up" the 45 hours by spending an entire weekend with the kids (Fri PM until Sun PM). I agreed, because I was still new and thought it made sense. Now I would never agree to that since it is just not reasonable for me.

These are good examples. Both are legitimate examples of what banking hours means. The variation in the examples is in amount and frequency. This is something that can be negotiated as well. For example, you could set guidelines that no more than X hours can be banked in a given week and banked hours must be used within the specified time frames.

I completely agree that a reasonable employer and reasonable nanny can bank hours in way that "feels" fair to everyone. However, there are unreasonable nannies who seek every possible windfall of extra PTO and unreasonable employers who expect banking to mean making up an entire week of work in one weekend.

Nannies do need to remember that the burden is on YOU to negotiate the terms that you want upfront. If you don't ask for a perk and the employer doesn't offer it in the contract, you have no right to be pissed off when you don't get it! No one is taking advantage of you, you need to be upfront in the beginning. Its also wise to think through compromise solutions and counter offer if your prospective employer turns down a request during the hiring negotiations.

Whoa there - with this many reasonable people posting the board may lose it's angry reputation!

It is connected to guaranteed hours, because most hourly employees don't get guaranteed hours. They get paid for the hours worked.

If a nanny has guaranteed hours, she may be getting paid for more hours than she works, hence the idea of banking them.

I deal with this in my contract by setting two ground rules.

First, banking hours is strictly prohibited.

Second, my employers are authorized to make adjustments to my regular schedule with at least one week's notice - so like PP said, they might not need me from 8a-6pm, but rather 10a-8pm, and that's completely fine. I don't consider that banking, I consider it adjusting.

If an employer came home early one day and said I could go but I'd owe them the time, I'd insist on staying and working out the end of my shift. It's just nonsense. The ONLY time I have ever allowed banking hours was when I scheduled a vacation and, due to ticket costs, ended up needing an extra day off. I sent my MB an email letting her know (as soon as I bought the tickets) and said I could take it as one of my personal days, would accept a dock in pay, or would be happy to make up the hours on a date night or other time convenient for them - she opted for making them up and we were both happy with that.

If an MB says to me "We have a Dr appt Wednesday morning so we don't need you until 10am. Could you do 10am-7pm instead of 8am-5pm?" I honestly wouldn't have a problem with this, if it was only an occasional thing. My MB is very flexible with me, and I am with her. It's when either party starts to take advantage that it becomes a problem.

For example, one of my first nanny jobs, I had guaranteed hours. They went away one week and still paid me (as agreed upon). When they returned, they asked me if I could "make up" the 45 hours by spending an entire weekend with the kids (Fri PM until Sun PM). I agreed, because I was still new and thought it made sense. Now I would never agree to that since it is just not reasonable for me.

These are good examples. Both are legitimate examples of what banking hours means. The variation in the examples is in amount and frequency. This is something that can be negotiated as well. For example, you could set guidelines that no more than X hours can be banked in a given week and banked hours must be used within the specified time frames.

I completely agree that a reasonable employer and reasonable nanny can bank hours in way that "feels" fair to everyone. However, there are unreasonable nannies who seek every possible windfall of extra PTO and unreasonable employers who expect banking to mean making up an entire week of work in one weekend.

Nannies do need to remember that the burden is on YOU to negotiate the terms that you want upfront. If you don't ask for a perk and the employer doesn't offer it in the contract, you have no right to be pissed off when you don't get it! No one is taking advantage of you, you need to be upfront in the beginning. Its also wise to think through compromise solutions and counter offer if your prospective employer turns down a request during the hiring negotiations.

GUARANTEED HOURS: MB will pay Nanny for a minimum number of hours, agreed upon before hire. AKA, if for some reason MB only needs you for 38 hours one week, you will still get paid for the 40 hours since that is what was AGREED UPON (this is nanny's primary source of income and she needs to know what to expect each week). This isn't an entitlement; it's something that you ask for prior to employment and do not accept a job if you require this and they don't agree to it.

BANKING HOURS: "We only need you for 30 hours this week, so we'll still pay you for 40, as agreed upon, but you'll owe us 10." Then, those 10 hours are generally "made up" by the nanny on her normal off hours, like weeknights and weekends; thus seeming unfair to nanny. Banking hours is, in my opinion, not fair, but that's because I've been burned by this in the past. It does work for some nanny/family agreements however.

If an MB says to me "We have a Dr appt Wednesday morning so we don't need you until 10am. Could you do 10am-7pm instead of 8am-5pm?" I honestly wouldn't have a problem with this, if it was only an occasional thing. My MB is very flexible with me, and I am with her. It's when either party starts to take advantage that it becomes a problem.
For example, one of my first nanny jobs, I had guaranteed hours. They went away one week and still paid me (as agreed upon). When they returned, they asked me if I could "make up" the 45 hours by spending an entire weekend with the kids (Fri PM until Sun PM). I agreed, because I was still new and thought it made sense. Now I would never agree to that since it is just not reasonable for me.

I think it depends on the nanny-employer relationship. My nanny initially proposed banking hours, not me. She is PT enough that PTO didn't make sense, so we make the flexibility go both ways. I never demand that my nanny leave an hour early and then make up the hour another time, we mutually negotiate schedule changes.

Anonymous wrote:Its pretty common. Guaranteed hours can mean your employer guarantees a minimum number of hours within a range and that range can go beyond the regular schedule. Its more common for part time positions where there is more flexibility in the schedule.
Guaranteed hours and guaranteed schedule means what you are looking for that you are paid a minimum number of hours for a set schedule. Some employers guarantee the regular schedule/hours and some employers guarantee less.

This is negotiated perk not an entitlement so employers/nannies can come up with multiple arrangements.

Guaranteed hours and banking hours are two completely different concepts. In most situations, the hours guaranteed are within a certain time frame, and are set up as a wage protection for the nanny, not to ensure that the employers are getting every minute that they pay for. Banking hours is just an inconsiderate way for people to be cheap.

I've never heard of such silly nonsense. If she insists of taking advantage of you like that, get a new job.

I'm in a share where one family needs 6 hours a day and the other uses 8. The family that uses 6 will sometimes shift their hours within that 8 hours that I work for the other family (because of a doctors appt or they decided to spend the morning together etc.). At first I was not okay with this, but have decided to let it go so long as it doesn't affect when I start and end, however I have never allowed a regular shifting of the schedule or banking hours in any other position and will not in the future.

Its pretty common. Guaranteed hours can mean your employer guarantees a minimum number of hours within a range and that range can go beyond the regular schedule. Its more common for part time positions where there is more flexibility in the schedule.
Guaranteed hours and guaranteed schedule means what you are looking for that you are paid a minimum number of hours for a set schedule. Some employers guarantee the regular schedule/hours and some employers guarantee less.

This is negotiated perk not an entitlement so employers/nannies can come up with multiple arrangements.

You must tell these ignorant individuals that you have other commitments beyond your work hours. Period.

Can someone address this issue for me. It's only on the board that I've even heard of this practice and I think its absurd. If my employer came home and told me I could leave and hour early but I would need to make it up at a later date I would be appalled. Can someone explain the rationale behind this practice to me? As far as I'm concerned, I am available my scheduled hours (obviously if there was truly help needed outside of this time I would be there) and paying my salary does not mean that you get to monopolize my time. Nannies- How do you deal with employers who do this? Employers- How do you justify this practice? Just wondering...