When I was interviewing nannies I wrote in contract that PTO days would be considered 8 hour days vs the typical 9.5 hours that I was guaranteeing for work days. Every nanny I interviewed complained about that when reviewing contract and I ended up taking that out.

Anonymous wrote:No need legally to pay OT but I agree this is likely to cause hard feelings because nanny will effectively have to sacrifice pay when she has PTO. As an MB I just assume nanny pay is a fixed weekly amt and do not try to nickel and dime her. I really do not understand those always trying to see how up pay nanny less than her standard weekly amount. Now if she normally does not work OT but shifted hrs this week due to the day off then maybe it is more reasonable.

OP does she normally work 40+ hours?

Absolutely agree. This calculation depends entirely on what the nanny's normal schedule is. If she worked her normal hours other than the day she took off, then she should get her normal weekly pay, with whatever overtime calculations that normally includes. If she shifted her hours this week, and worked more hours Mon-Thurs and then took off Friday (or whatever her PTO day was) then the calculation should look more like Regular Weekly Pay + standard rate x number of extra hours worked.

Basically it's ok not to pay overtime on additional hours that did not put her over 40 worked hours, but not ok not to pay it if that's what she usually makes. It's not really PTO if you're getting less than what you normally earn.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:No need legally to pay OT but I agree this is likely to cause hard feelings because nanny will effectively have to sacrifice pay when she has PTO. As an MB I just assume nanny pay is a fixed weekly amt and do not try to nickel and dime her. I really do not understand those always trying to see how up pay nanny less than her standard weekly amount. Now if she normally does not work OT but shifted hrs this week due to the day off then maybe it is more reasonable.

OP does she normally work 40+ hours?

I'm so glad a parent posted this.

+2

+3
Thank you.

Anonymous wrote:

Anonymous wrote:No need legally to pay OT but I agree this is likely to cause hard feelings because nanny will effectively have to sacrifice pay when she has PTO. As an MB I just assume nanny pay is a fixed weekly amt and do not try to nickel and dime her. I really do not understand those always trying to see how up pay nanny less than her standard weekly amount. Now if she normally does not work OT but shifted hrs this week due to the day off then maybe it is more reasonable.

OP does she normally work 40+ hours?

I'm so glad a parent posted this.

+2

Anonymous wrote:No need legally to pay OT but I agree this is likely to cause hard feelings because nanny will effectively have to sacrifice pay when she has PTO. As an MB I just assume nanny pay is a fixed weekly amt and do not try to nickel and dime her. I really do not understand those always trying to see how up pay nanny less than her standard weekly amount. Now if she normally does not work OT but shifted hrs this week due to the day off then maybe it is more reasonable.

OP does she normally work 40+ hours?

I'm so glad a parent posted this.

No need legally to pay OT but I agree this is likely to cause hard feelings because nanny will effectively have to sacrifice pay when she has PTO. As an MB I just assume nanny pay is a fixed weekly amt and do not try to nickel and dime her. I really do not understand those always trying to see how up pay nanny less than her standard weekly amount. Now if she normally does not work OT but shifted hrs this week due to the day off then maybe it is more reasonable.

OP does she normally work 40+ hours?

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:If you docked my usual pay because I/you used PTO, I'm sorry I don't care if its legal, I'd be on to the next job. PTO is supposed to be a benefit to me, it shouldn't cost me money to use it.

Wanted to add, is what you're saving by doing the calculation this way worth the bad blood it will cause? You'd save what, $30-$40 dollars?

glad you are not my nanny

Glad I'm not your nanny too I don't know what I said that was so awful. I don't want a position in which using PTO costs me money. Shoot me.

Anonymous wrote:

Anonymous wrote:If you docked my usual pay because I/you used PTO, I'm sorry I don't care if its legal, I'd be on to the next job. PTO is supposed to be a benefit to me, it shouldn't cost me money to use it.

Wanted to add, is what you're saving by doing the calculation this way worth the bad blood it will cause? You'd save what, $30-$40 dollars?

glad you are not my nanny

Anonymous wrote:If you docked my usual pay because I/you used PTO, I'm sorry I don't care if its legal, I'd be on to the next job. PTO is supposed to be a benefit to me, it shouldn't cost me money to use it.

Wanted to add, is what you're saving by doing the calculation this way worth the bad blood it will cause? You'd save what, $30-$40 dollars?

If you docked my usual pay because I/you used PTO, I'm sorry I don't care if its legal, I'd be on to the next job. PTO is supposed to be a benefit to me, it shouldn't cost me money to use it.

This is true. Nannies sometimes feel cheated, though, because their weekly income goes down on weeks they take PTO. You may want to sit down and explain it to her, acknowledge that it might be disappointing, but that overtime is to compensate for a long work week, so she has to have one to qualify. Hopefully she won't carry resentment about it.

PPs are right - OT only applies for actual hours worked - not a combination of any type of leave and worked time.

No.. She has to physically work the 40+ hours to get it.

This came up in my household as well. I called my payroll company (GTM) and asked them. Overtime is only calculated for "hours worked". Since PTO or holiday hours aren't actual hours worked, your nanny would get 34 regular hours and 8 PTO hours all at regular time. You would pay overtime over 40 hours if they are hours she actually works.

We've run into a situation a few times recently and I'd like to be sure we're handling it fairly for our nanny and for us. If our nanny takes PTO one day, but on the other four days works a total of 34 hours, would she then be entitled to 2 hours of overtime (because of the 8 hours PTO)? Does it matter if it's nanny-chosen PTO versus the employer giving her the day off for whatever reason?