I pay vacation days and guaranteed hours days based on the schedule she actually works.

She works 8.5 hrs/day, so her pay for vacation is 8.5 hrs/day.

I know that legally I don't have to pay overtime on hours above 40 in a week that includes a holiday or vacation day, but I do anyway. I guarantee her pay based on 42.5 hrs/wk (inc. 2.5 hrs OT). I, personally, would be bummed to lose OT pay so often just for taking vacation, and I don't want to do that to her for what comes to a few hundred dollars a year.

She earns 1.5 days PTO per month to be used for any purpose. It used to be 1, but we did more PTO rather than a raise this year.

Anonymous wrote:

Anonymous wrote:My nanny accrues leave based upon the number of ours she works. Her present rate is 0.2 hours of sick-leave plus 0.4 hours of annual leave for every hour worked. I calculate her accrued leave each week on an excel sheet.

So, if she works more one week she accrues more leave; vice versa.

I deduct hours of leave as she uses it/requests.

So, if she works a 40 hour week, she earns 1 day of sick leave and 2 days of annual leave? How can you support that much leave? If she didn't miss work for a year, she'd be able to take 156 days off the following year.

See my revision up above, as i already corrected myself -- I was off by a decimal point (what I get for staying up too late).

Anonymous wrote:My nanny accrues leave based upon the number of ours she works. Her present rate is 0.2 hours of sick-leave plus 0.4 hours of annual leave for every hour worked. I calculate her accrued leave each week on an excel sheet.

So, if she works more one week she accrues more leave; vice versa.

I deduct hours of leave as she uses it/requests.

So, if she works a 40 hour week, she earns 1 day of sick leave and 2 days of annual leave? How can you support that much leave? If she didn't miss work for a year, she'd be able to take 156 days off the following year.

Pay the average, OP. Since you ask her to work OT so frequently, it would be wrong not to include overtime in her vacation pay.

Anonymous wrote:My nanny accrues leave based upon the number of ours she works. Her present rate is 0.2 hours of sick-leave plus 0.4 hours of annual leave for every hour worked. I calculate her accrued leave each week on an excel sheet.

So, if she works more one week she accrues more leave; vice versa.

I deduct hours of leave as she uses it/requests.

In the above, ours = hours. Plus the rate is 0.02 and 0.04, respectively -- which come to a bit more than one week of sick leave and two weeks of annual leave.

Yes majority of the time. This is the regular agreed on schedule but there will be times we won't need it or will need more which we will discuss in advance (that is in contract). But missed thinking about specifying the pay rate for off time in the contract.

Is "usually" the majority of the time? Does she have a say in whether or not she will work the additional 1.5 hours every day?

My nanny accrues leave based upon the number of ours she works. Her present rate is 0.2 hours of sick-leave plus 0.4 hours of annual leave for every hour worked. I calculate her accrued leave each week on an excel sheet.

So, if she works more one week she accrues more leave; vice versa.

I deduct hours of leave as she uses it/requests.

Nanny will have guaranteed minimum 40 hrs a week but her regular hours will usually include 1.5 hrs a day of overtime. For paid days off do you typically pay for an 8 hour day or include any regular overtime?

If it matters, we are paying her $25/hr and she gets 2 weeks vac of her own choice + holidays and sick, and the guaranteed minimum/ time off if we take additional vacation.