Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It sounds like your idea of timing is a good middle ground -- going from 13 hours to 9 -- if she is unhappy with the hours change, could you afford to bump her salary slightly so the drop in pay isn't as dramatic?

We did tell her in the beginning that the long hours would be temporary because the kids would shortly be in school full time. What I hadn't factored in was the fact that I would need her in the mornings. We've tried but its tough getting everyone fed, watered, looking vaguely presentable and out the door by 7:15.
So to answer your question I probably will not increase her salary.

I too thought you might consider some adjustment in her base pay - losing 20 hours a week of overtime is a big difference and you might want to soften it up? Only you know all facts and circumstances.

I am this pp - thinking too commuting for a 90 minute shift is not very attractive either. And the 4 hours in between are shorter if she has to drive from your job to another and back. All the more reason I would think some compromise on rate would be a good thing. If you are cutting her back say $400 a week (20 hours at $20 OT rate), somehow adding $100 of this to her pay, and you saving the $300, seems to make sense? You leave it open for her to say she cannot do the morning then, and having her pick up another morning gig instead?

When is she going to clean up and do laundry etc? I guess you'll be stating home to do that too, cheapo? Nice that you only want to pay for the hours with your kids, I guess you don't care if the nanny actually spends time with the kids? She'll be busy doing chores, but good thing you get a discount. If you like this nanny I'd do my best to keep her because when you cut her pay, she will start looking for another nanny. Are you staying home on school holidays and all summer too? You can't have it both ways.

Anonymous wrote:

Anonymous wrote:It sounds like your idea of timing is a good middle ground -- going from 13 hours to 9 -- if she is unhappy with the hours change, could you afford to bump her salary slightly so the drop in pay isn't as dramatic?

We did tell her in the beginning that the long hours would be temporary because the kids would shortly be in school full time. What I hadn't factored in was the fact that I would need her in the mornings. We've tried but its tough getting everyone fed, watered, looking vaguely presentable and out the door by 7:15.
So to answer your question I probably will not increase her salary.

I too thought you might consider some adjustment in her base pay - losing 20 hours a week of overtime is a big difference and you might want to soften it up? Only you know all facts and circumstances.

OP, what about school breaks and summertime? will you need her for full days then, or will you only need her for 9 hours a day (9 - 6 or 8 - 5) when your kids don't have school?

If you know you will NEVER need her for more than 9 hours a day, then you can go to step 2, which is sitting down and discussing your needs with her and determining a fair wage for her new hours.

You will want to address with her the chance she will find other jobs to cover her "break time", and then you will have to figure out how you will cover those hours when you do need childcare between 9:30 and 2:30. Because if she has secured a second job, she won't ever be able to work between 9:30 and 2:30 for you again.

If you anticipate needing her to work those 5 hours during summer or holiday breaks, I think your best option would be to have a discussion with your nanny about paying her a little less overall, and expecting her to be "on call" for times when your kids don't have school. IOW, ask that she keep her schedule open when you know she'll be needed, and not find a second job. You could also ask that she start doing things to help around the house, if she isn't already: kid laundry, family groceries, errands, etc. are all reasonable requests to make of a nanny, especially once all her charges are in school.

To sum up, if you cut her hours by 20, taking virtually all OT away, she may choose to move on, and you may have issues finding a replacement willing to work that split shift. But if you cut her hours by 10, and offer her a stipend to be "on-call" you can still save a little money, have nanny do some additional work around the house, and have coverage when needed.

It's legal. You're doing nothing inappropriate at all, but you have to recognize how unappealing this schedule will be for anyone. Many, many people who need split shift nannies find they end up having to hire two nannies - one for the morning (often one who already has an after-school position and wants a little extra cash) one for the afternoon and evening (maybe a college student?) who has commitments earlier in the day. However, you're only offering 1.5 hours in the morning so I have a hard time seeing anyone wanting that position.

Cold hard truth time: If I were your nanny I'd agree to this change when we sat down to talk, but then I'd spend those middle hours looking for a new FT job that didn't split my day. Then I'd give you my two weeks notice and move on. Your nanny will almost certainly do the same, unless she has something in the middle of the day she's just been DYING to schedule for herself.

Anonymous wrote:

Anonymous wrote:It sounds like your idea of timing is a good middle ground -- going from 13 hours to 9 -- if she is unhappy with the hours change, could you afford to bump her salary slightly so the drop in pay isn't as dramatic?

We did tell her in the beginning that the long hours would be temporary because the kids would shortly be in school full time. What I hadn't factored in was the fact that I would need her in the mornings. We've tried but its tough getting everyone fed, watered, looking vaguely presentable and out the door by 7:15.
So to answer your question I probably will not increase her salary.

20 hours a week is a huge drop. It's your decision, of course, but I'd be less than thrilled. As others have pointed out, it's not like she can get a second job. She can't even sleep in.

Anonymous wrote:It sounds like your idea of timing is a good middle ground -- going from 13 hours to 9 -- if she is unhappy with the hours change, could you afford to bump her salary slightly so the drop in pay isn't as dramatic?

We did tell her in the beginning that the long hours would be temporary because the kids would shortly be in school full time. What I hadn't factored in was the fact that I would need her in the mornings. We've tried but its tough getting everyone fed, watered, looking vaguely presentable and out the door by 7:15.
So to answer your question I probably will not increase her salary.

It sounds like your idea of timing is a good middle ground -- going from 13 hours to 9 -- if she is unhappy with the hours change, could you afford to bump her salary slightly so the drop in pay isn't as dramatic?

You sound reasonable, OP, seeing that you have job flexibility.

Anonymous wrote:There's nothing illegal about this, you only have to pay her for hours worked. That being said, if you posed this cut to me, I'd start looking for a job to fill the hours, meaning I'd no longer be available to you during those hours, ie. no sick day coverage, no school closing coverage, etc. If I found it too difficult to find a PT job that fills the hours you cut (not too many 10-12:30 jobs exist), I'd start looking for a new full time job, and because of the nature of live-in positions, I'd give you the absolute minimum notice depending on how much I trust you. Just something to think about OP.

OP here. Yes, I am prepared for this and I am going to say that when we meet with her- as an option open to her if she is unhappy with the proposal.

Anonymous wrote:You of course understand that when you have a sick child, you'll need to make other arrangements. Were you already planning to do that?

OP here. I stay home when my kids at sick even when the nanny is here. My job gives me family leave for such family illnesses and I prefer to be home with them when they are not feeling well.

There's nothing illegal about this, you only have to pay her for hours worked. That being said, if you posed this cut to me, I'd start looking for a job to fill the hours, meaning I'd no longer be available to you during those hours, ie. no sick day coverage, no school closing coverage, etc. If I found it too difficult to find a PT job that fills the hours you cut (not too many 10-12:30 jobs exist), I'd start looking for a new full time job, and because of the nature of live-in positions, I'd give you the absolute minimum notice depending on how much I trust you. Just something to think about OP.

You of course understand that when you have a sick child, you'll need to make other arrangements. Were you already planning to do that?

Yes. It's legal.
She can get another job for herself in the middle of the day.

We have a live in nanny who helps to care for our 3 kids. Our eldest is in elementary and the other two are in pre school. This year we put the younger two in pre school from 9-3. Nanny helps with getting them ready and taking them to school between 7 and 9.30 am after which there's not much else to do until pick up. She putters around the house straightening up etc but there's only so much straightening up when the house is essentially empty from 8:30 to 3 :30 every day. She has started going for a run or about an hour after she returns from dropping the kids off. She leaves the house at 2:30 to pick the kids up from preschool and works thereafter until around 8 pm. We need her until 8 mainly because I take my son for his after school activities which mostly end around 7 o'clock. She currently bills us for 13 hours a day. We pay 150% of her rate after 40 hours a week. We are more or less happy otherwise happy with her work.

We are considering asking her to split her hours working from 7-9:30 and then from 1:30- 8? Is this legal? I have heard that as long as the break is longer than 3 hours it is legal but I am not sure.

Thank you