Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I bet she got a better paying job.

We pay her very well and she told us how happy she was with us. We feel slightly betrayed.

How did you find her?

Sittercity.com

Success stories from them and care.com are uncommon. I'm sorry.

I don't know about sittercity but we found the world's greatest nanny or care.com two years ago and she is still with us today.

In OP's case, I don't think the sick days have anything to do with it. She came in on Friday and said she had a new job. That means she had already been looking for one. She probably interviewed sometime between Tuesday and Thursday, got the offer, and was planning on leaving Friday all along.

Unfortunately, OP, there isn't anything you can do to prevent that. Some nannies will take a job and continue to look for a better one. It happens. It sucks that you have to search for a new nanny, but you will find another good one and everything will be fine.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:You could add a 30 day trial period at the beginning of your contract, in which any time off, aside from any you approve at hiring, is unpaid leave. Or you could have them accrue, maybe 1/month.

Because people can just will themselves to never get sick more than 1 day a month. Smart.

I said allow it to accrue 1 day per month. That's 6 days per year and generous. Ideally a nanny doesn't need to take a sick day once per month.

I think 1 per month is 12 a year hun, not 6

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:You could add a 30 day trial period at the beginning of your contract, in which any time off, aside from any you approve at hiring, is unpaid leave. Or you could have them accrue, maybe 1/month.

Because people can just will themselves to never get sick more than 1 day a month. Smart.

I said allow it to accrue 1 day per month. That's 6 days per year and generous. Ideally a nanny doesn't need to take a sick day once per month.

Ideally you get someone who never gets sick.

Anonymous wrote:

Anonymous wrote:You could add a 30 day trial period at the beginning of your contract, in which any time off, aside from any you approve at hiring, is unpaid leave. Or you could have them accrue, maybe 1/month.

Because people can just will themselves to never get sick more than 1 day a month. Smart.

I said allow it to accrue 1 day per month. That's 6 days per year and generous. Ideally a nanny doesn't need to take a sick day once per month.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I bet she got a better paying job.

We pay her very well and she told us how happy she was with us. We feel slightly betrayed.

How did you find her?

Sittercity.com

Success stories from them and care.com are uncommon. I'm sorry.

My neighbor has a nanny from care.com. She has been with them for over a year and that really like her.

Anonymous wrote:You could add a 30 day trial period at the beginning of your contract, in which any time off, aside from any you approve at hiring, is unpaid leave. Or you could have them accrue, maybe 1/month.

Because people can just will themselves to never get sick more than 1 day a month. Smart.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I bet she got a better paying job.

We pay her very well and she told us how happy she was with us. We feel slightly betrayed.

How did you find her?

Sittercity.com

Success stories from them and care.com are uncommon. I'm sorry.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I bet she got a better paying job.

We pay her very well and she told us how happy she was with us. We feel slightly betrayed.

How did you find her?

Sittercity.com

Anonymous wrote:

Anonymous wrote:I bet she got a better paying job.

We pay her very well and she told us how happy she was with us. We feel slightly betrayed.

How did you find her?

Anonymous wrote:I bet she got a better paying job.

We pay her very well and she told us how happy she was with us. We feel slightly betrayed.

I bet she got a better paying job.

My first nanny job said any vacation taken before 6 mos would have to be repaid of o quit before 6 mo. I haven't worked with a contract since that job, but rarely take time off and almost never without advanced notice. I'd probably make a stipulation for no paid time off in the first 90 days. That's pretty standard for the corporate jobs I worked before becoming a nanny.

Also, have you already paid her? If not, just pay her for the days she worked.

You could add a 30 day trial period at the beginning of your contract, in which any time off, aside from any you approve at hiring, is unpaid leave. Or you could have them accrue, maybe 1/month.

We had a nanny for 3 weeks. We are first time parents with a 15 week old boy. She was really amazing and my son really attached well to her. We couldn't have asked for a better couple weeks. Last week She called in Tuesday saying she was sick. It sucked but we understand that everyone gets sick. She came back Friday after being out from Tues- Thurs. On Friday she acted normal ( as she did in the beginning) but quit. She said she found another family closer to her work.

We are no searching for another nanny and want to make sure this doesn't happen again. Should we put a stipulation on sick days? We all get sick and I don't want to punish a new nanny. We are bummed because she came highly recommended and she was great the first couple weeks. She wad a great nanny and it sucks to lose her.