Anonymous wrote:It sounds like mb gave you the reason she didn't want you to come to work. She is was worried you were still infectious. This is a legitimate reason and means you are really "available"

That being said, only you can judge if she had a legitimate reason for concern (you were still coughing, you had complained of fever just the evening before, etc) If you think her concern was justified, I think not paying you is fair. If you think she was overreacting to get some free grandma sitting (a real possibility), then she should pay you. But that's the angle I think you should approach it from.

OP had an ear infection. She was not contagious and felt well enough to work. She was available and her MB is in the wrong here. I also think if you're going to force your employee to take sick time, you should offer some paid sick leave. Forcing unpaid leave on someone is messed up. Yes I know some industries do it, but those industries don't care about turnover.

Not really available (sorry)

It sounds like mb gave you the reason she didn't want you to come to work. She is was worried you were still infectious. This is a legitimate reason and means you are really "available"

That being said, only you can judge if she had a legitimate reason for concern (you were still coughing, you had complained of fever just the evening before, etc) If you think her concern was justified, I think not paying you is fair. If you think she was overreacting to get some free grandma sitting (a real possibility), then she should pay you. But that's the angle I think you should approach it from.

We have a similar contract for our nanny and we absolutely pay her for days she is available. For example, my parents visited a few weeks ago and so the nanny left each day around 3 pm instead of her usual 5:30 pm. We still paid her for 40 hours because that is what we agreed to in the contract.

OP, you should bring it up to your MB in a professional manner and simply inquire why you were not compensated for those days given the nature of your contract. Just ask the question in a non-accusatory tone and see what she says. It may have been a simple mistake but you should bring it up. Don't let it slide. Situations like this are why you have a written contract. Good luck!

Anonymous wrote:If you really like your job and want to keep it, let this one go OP.

It is probably best for all involved that you resume work next week.

Sure, you offered to come in the two days, but just because you offered does not obligate her to compensate you for your availability.

Honestly I would just let it slide.

According to her agreement, how is she NOT obligated to compensate her for her availability?? She has guaranteed hours. That's what that means. You pay for availability whether you use it or not. OP isn't asking to get paid for the days that she wasn't available, just the ones that she was but was told not to come. STOP trying to convince nannies that they have no rights and should never stand up for themselves if they want to keep their job. Simply asking about it could resolve the issue and they would be beyond ridiculous to fire OP on the spot for doing so.

If you really like your job and want to keep it, let this one go OP.

It is probably best for all involved that you resume work next week.

Sure, you offered to come in the two days, but just because you offered does not obligate her to compensate you for your availability.

Honestly I would just let it slide.

Anonymous wrote:I'm a nurse and even if I feel well enough to work, if my supervisor thinks I should stay home, I am forced to take sick time. Kind of one of those annoying things that can happen When you work with certain communities. That said, considering you don't have sick/vacation time it would have been nice for her to pay you.

Does your supervisor make you stay home for non-contagious illnesses?

Wait, so you were out 4 days (2 days sick + 2 more when MB told you not to come just in case?) Yeah, I would complain. Ear infections aren't even contagious.

Anonymous wrote:I'm a nurse and even if I feel well enough to work, if my supervisor thinks I should stay home, I am forced to take sick time. Kind of one of those annoying things that can happen When you work with certain communities. That said, considering you don't have sick/vacation time it would have been nice for her to pay you.

Do you have guaranteed hours in your contract as a nurse? No? Then this is not the same thing.

Yes OP, if I were you I would address it. You were willing to work and she told you not to come. They should be paying for the time that they chose not to use you. I think you should give them an opportunity to fix things before going and quitting without a word. However, if you confront them and they refuse to right this, I think it's certainly grounds to consider a new position. You negotiated guaranteed hours and they should be expected to follow your agreement. Ignore the troll that insist nannies have no rights.

I'm a nurse and even if I feel well enough to work, if my supervisor thinks I should stay home, I am forced to take sick time. Kind of one of those annoying things that can happen When you work with certain communities. That said, considering you don't have sick/vacation time it would have been nice for her to pay you.

If you "address" it, she'll just be mad at you. I'd move on to my next job asap.

Anonymous wrote:If you were sick, even recovering, it makes no sense to have you around a baby. I agree with her. You are an hourly employee. You have no sick leave.

No, you're wrong here.

If you were sick, even recovering, it makes no sense to have you around a baby. I agree with her. You are an hourly employee. You have no sick leave.

My contract states that I am guaranteed 40 hours week of pay, but I work up to 50 hours per week. It's a short-term so I don't get any sick days. I was out two days this week with an ear infection. I told MB I could work today and tomorrow, bug she said she wanted to be on the safe side, and had her mom watch the baby for these two days. They paid me for the week and only payed for the one day. I didn't expect to get paid for the sick days, but I assumed I would be compensated for the two days since I was able to come, but she said not to. Do I address this or am I in the wrong?