Anonymous wrote:Do you have anything in your contract?

We have a clause allowing for termination within the first 30 days, by either party, without cause.

That would be an easy solution, but I think that given what you're describing you can simply say that it seems clear that she is unable to commit to full time employment right now and you wish her well.

This.

Anonymous wrote:Is your nanny foreign-born, OP?

She's American but why does that matter?

Is your nanny foreign-born, OP?

@doodlebug: That cat in your profile pic is the most adorable ever!

OP:
This new Nanny sounds like she isn't truly committed to her job.

Sure "life" happens, but this is overkill.

Issue her her walking papers & let her go.

You do not owe her anything more than the money she has already earned thus far.

Nannies are at will employees. Either party can terminate at any time and for any reason. No one expects sick days when they've only just started a job (unless you specifically told her not to come in.) Pay her for days worked and don't feel guilty. I'm a nanny in case that matters.

Do you have anything in your contract?

We have a clause allowing for termination within the first 30 days, by either party, without cause.

That would be an easy solution, but I think that given what you're describing you can simply say that it seems clear that she is unable to commit to full time employment right now and you wish her well.

We are on the verge of firing our nanny. We are 3 weeks in and she had missed 8 days of work. She was late 4 of the 6 days she did work.The first two were for a family emergency, the second time was the flu, and the third time she was in the hospital for food poisoning. We do like her and she's good with the baby but we need reliability. Is it reasonable to fire her but not pay sick days? We feel she should get the pay for hours worked and that a it.