Temp care is not hard to hard to find at all. It can be expensive, but it is quite easy to do.

And I think the ill will directed at OP is completely inappropriate. It is not her fault that her employee is no longer able to do the job and OP is not wanting to have to fire her.

But the nanny can't do this work - it would put her at risk. It would also be potentially dangerous and harmful to OP's kids.

It is entirely possible to have a tough situation that is no one's fault.

OP here. Thank you for the helpful replies. I think I will ask her to think about it tonight, and we will too, and then meet to talk about it after work.

Temp care will be hard to find, but we knew if she were put on bedrest or delivered early we'd have to do that anyway, so we do have some options there.

You're going to have a hell of a time finding temp care before you move, and frankly, you deserve it.

The fundamental issue here is whether this woman can do the job for which she was hired.

It sounds like the answer is no.

That is a shame - for everyone involved - but it would be foolish to put two toddlers and a pregnant woman at risk just because this is an unhappy development.

She cannot do the job - it would put her at too much risk. The employer family needs adequate care for their children which the current nanny can no longer provide.

OP - I would suggest figuring out what kind of severance you are able to provide and using an agency for the short term nanny position you'll have until you move. If you can afford to be generous that's great. You can certainly be generous with reference information in the future.

I would not feel comfortable leaving my toddlers with someone who was unable to pick them up if need be. (What if they fall? What if they're sick? What if they need to be yanked out of the way of danger quickly?)

It would also not work for my kids not to be able to get out and get exercise and socialization for weeks at a time. A few days? Sure. A few months? No way.

Good luck - to you AND the nanny.

"I hope your employers are as understanding and considerate next time you bitches are pregnant. "

And what do you propose that OP do though? It's a tough situation since the "work" cannot simply be put on hold, lifting is a core nanny duty with little kids like OP apparently has, and getting kids exercise is also a core duty of nannying. I agree with either 1st or 2nd PP - give Nanny a shot to see if she has suggestions but if she does not, then you need to make an adjustment. And if she can't/won't lift a kid then it won't work even PT if OP has a toddler.

Just because the situation sucks doesn't mean OP is a bad person for making the necessary adjustments to deal with it.

Anonymous wrote:I hope your employers are as understanding and considerate next time you bitches are pregnant.

I specifically got an education that would lead towards a non physical labor career so that even if I have to be on bedrest, I can work from home on a laptop. But thanks!

Anonymous wrote:I hope your employers are as understanding and considerate next time you bitches are pregnant.

There is a big difference between simply being pregnant and being unable to do your job because you ar pregnant.

I hope your employers are as understanding and considerate next time you bitches are pregnant.

You can absolutely be fired for not being able to perform your job while pregnant. Previous MB was fired when put on bedrest with twins at 29 weeks. MB's mom was an attorney specializing in employment law, so she knew the law well.

Anonymous wrote:

I think 11:28 has a good solution. But I do think you should give the nanny a chance to see if she has any ideas. Also, can you fire her for complications with a pregnancy?

She isn't being fired because she is pregnant. She is being fired because she can't do her job. Big difference. Its incredibly inappropriate that the nanny is doing nothing to offer solutions and expects that her problem is her employer's problem. This type of attitude makes others less likely to trust pregnant women.

I agree with sitting down and telling her that you need a nanny who can take the kids to activities and lift a child if its necessary/emergency. She may come to the conclusion that this isn't the fit on her own.

But do you have to make reasonable accommodations for the nanny? Please forgive my ignorance as I've not had to deal with a pregnant nanny but I have a fairly physical job and we have to make reasonable accommodations if someone is injured or has complications from pregnancy before we can fire them. If there are no possible accommodations, only then can they be let go. (although in all my years here, that has never happened)

I think 11:28 has a good solution. But I do think you should give the nanny a chance to see if she has any ideas. Also, can you fire her for complications with a pregnancy?

She isn't being fired because she is pregnant. She is being fired because she can't do her job. Big difference. Its incredibly inappropriate that the nanny is doing nothing to offer solutions and expects that her problem is her employer's problem. This type of attitude makes others less likely to trust pregnant women.

I agree with sitting down and telling her that you need a nanny who can take the kids to activities and lift a child if its necessary/emergency. She may come to the conclusion that this isn't the fit on her own.

I think 11:28 has a good solution. But I do think you should give the nanny a chance to see if she has any ideas. Also, can you fire her for complications with a pregnancy?

She unfortunately needs to use all her sick days and vacation days up so she can get paid, and then you should fire her so she can get unemployment, and write her a glowing recommendation (personally I'd skip that you fired her and just say the position ended because you were moving out of town).

ugh OP, that is a pretty miserable situation for both you and the nanny to be in. Can you approach her tonight and say that over the weekend you both need to come up with some ideas on how to deal with this and then schedule a meeting next week (if you and/or DH can come home early or go in late one day, I think that would be best) to discuss the different options you came up with and see what would work?

Our nanny is pregnant. She let us know early in her pregnancy, and we will be moving out of state before she delivers. She wanted to stay on full time, so we have been proceeding as usual, working around her prenatal appointments. She cares for our 3-year-old and almost 2-year-old.

She is about halfway through her pregnancy, and at her appointment this morning, her doctor told her that because of her Braxton-Hicks contractions, she needed to limit lifting and be off her feet whenever she felt the contractions (and drink lots of water, of course). She also said that after talking it over with her OB, she would prefer to stay away from places she might pick up a fever/flu, like Gymboree. She had no suggestions about how she might accomplish this while still performing her duties, but just looked at me like I should tell her how to make it work. I just said, "Oh! Well, you definitely need to take care of yourself and the baby!" and went work.

I'm honestly not sure what to do. My youngest requires lifting, and it is not possible to rest much watching the boys. I actually hired a nanny originally full time (she was part time to begin with) when I was pregnant with #2 because I couldn't run around after #1 in the last couple of months, and he needed to be able to go out, to the park, etc..

I am not willing to agree to unlimited tv watching for the next three months. I can't afford a second nanny to play with the kids while the first nanny rests. I also do not want to be the cause of a problem with her pregnancy. I would feel like an ass if I fired her. I also don't want my kids to be bouncing off the walls every day because they can't go out. I am thinking about suggesting that we switch to part time, and I'll hire a second nanny for the other days.

What would you do? What options do I have? Would it be better for me to fire her so she can collect unemployment? Since we are moving, there is no job for her to come back to after the baby.