Anonymous wrote:

Anonymous wrote:This all sounds like it should be resolved with a conversation with your nanny as standards (if one exists, which I'm not sure it does for this situation) aren't as important as what your nanny's expectations and needs are. What do you mean by "most" weeks? Are there only 2-3 weeks in the year where you need less than 45 hours? Or is this 20 weeks out of the year? Are they randomly spread out or are you doing this every week during the summer, for example? How much notice would you usually be able to give her? You need to clarify this with your nanny so she can tell you whether your plan is acceptable to her or not.

If you've guaranteed 40 hours, then that is what you should pay during vacation (8 hours a day). Doesn't hurt to specify this with her, though, since that is 4 weeks of 40 hours pay a year.

I know some nannies on here are mad that you don't guarantee every single hour she might possibly work, but I think the difference is small enough to be reasonable to a lot of nannies, as long as you're clear about the expected flexibility you need.

It's not fair the nanny has to be available and flexible but not get paid for it. The nanny can't take other job during these hours. If op doesn't want to guarantee hours, she shouldn't expect the nanny to be available for any more than 40 hours a week. It isn't reasonable to expect someone to keep their schedule open for you without offering some incentive. 1-2 hours extra is no big deal but 5-10 hours is. She is cheating her out of other work.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This all sounds like it should be resolved with a conversation with your nanny as standards (if one exists, which I'm not sure it does for this situation) aren't as important as what your nanny's expectations and needs are. What do you mean by "most" weeks? Are there only 2-3 weeks in the year where you need less than 45 hours? Or is this 20 weeks out of the year? Are they randomly spread out or are you doing this every week during the summer, for example? How much notice would you usually be able to give her? You need to clarify this with your nanny so she can tell you whether your plan is acceptable to her or not.

If you've guaranteed 40 hours, then that is what you should pay during vacation (8 hours a day). Doesn't hurt to specify this with her, though, since that is 4 weeks of 40 hours pay a year.

I know some nannies on here are mad that you don't guarantee every single hour she might possibly work, but I think the difference is small enough to be reasonable to a lot of nannies, as long as you're clear about the expected flexibility you need.

It's not fair the nanny has to be available and flexible but not get paid for it. The nanny can't take other job during these hours. If op doesn't want to guarantee hours, she shouldn't expect the nanny to be available for any more than 40 hours a week. It isn't reasonable to expect someone to keep their schedule open for you without offering some incentive. 1-2 hours extra is no big deal but 5-10 hours is. She is cheating her out of other work.

Nanny should not have taken in a minimum guarantee of 40hrs if she could not afford that arrangement. If i hit 40 by Thursday, and didnt need her Friday, then I met my obligation. If she expecrs to be paid for Friday, then she could have taken a job with a 48hr guarantee.

At your hourly, you can replace her in a second. Just make sure you tighten up your contract and hire someone with better cognitive abilities.

Anonymous wrote:When we hired our nanny we discussed that most weeks we'd need 45-50 hours a week. In the contract we guarantee pay for 40 hours a week and also provider 20 PTO days a year, 5 at her discretion and the rest at ours + 10 paid holidays. A few questions I'm curious on what the standard / expected is - we pay her $22/hr - $33/hr for overtime - I'm definitely not looking to nickel and dime her but also not looking to pay hundreds of dollars extra for time not worked given that she is overall well compensated.

Also for context we will have at least 20 days of formal vacation time this year (2 weeks over xmas, one over thanksgiving, one in summer) so there is no world in which she won't get at least 20 days of PTO.

- In a given week, if she works 10 hours for 4 days and I have her not work at all the 5th day, I can just pay the 40 hours right? I don't have to make the 5th one "PTO" (paying her for 48 hours) because we met the guaranteed minimum of 40 hours for the week and the PTO days are being used elsewhere, do I?

- For full weeks off, do I pay for 40 hours or something more than that?

- For a xmas bonus - what would you give?

Anonymous wrote:

Anonymous wrote:This all sounds like it should be resolved with a conversation with your nanny as standards (if one exists, which I'm not sure it does for this situation) aren't as important as what your nanny's expectations and needs are. What do you mean by "most" weeks? Are there only 2-3 weeks in the year where you need less than 45 hours? Or is this 20 weeks out of the year? Are they randomly spread out or are you doing this every week during the summer, for example? How much notice would you usually be able to give her? You need to clarify this with your nanny so she can tell you whether your plan is acceptable to her or not.

If you've guaranteed 40 hours, then that is what you should pay during vacation (8 hours a day). Doesn't hurt to specify this with her, though, since that is 4 weeks of 40 hours pay a year.

I know some nannies on here are mad that you don't guarantee every single hour she might possibly work, but I think the difference is small enough to be reasonable to a lot of nannies, as long as you're clear about the expected flexibility you need.

It's not fair the nanny has to be available and flexible but not get paid for it. The nanny can't take other job during these hours. If op doesn't want to guarantee hours, she shouldn't expect the nanny to be available for any more than 40 hours a week. It isn't reasonable to expect someone to keep their schedule open for you without offering some incentive. 1-2 hours extra is no big deal but 5-10 hours is. She is cheating her out of other work.

Anonymous wrote:This all sounds like it should be resolved with a conversation with your nanny as standards (if one exists, which I'm not sure it does for this situation) aren't as important as what your nanny's expectations and needs are. What do you mean by "most" weeks? Are there only 2-3 weeks in the year where you need less than 45 hours? Or is this 20 weeks out of the year? Are they randomly spread out or are you doing this every week during the summer, for example? How much notice would you usually be able to give her? You need to clarify this with your nanny so she can tell you whether your plan is acceptable to her or not.

If you've guaranteed 40 hours, then that is what you should pay during vacation (8 hours a day). Doesn't hurt to specify this with her, though, since that is 4 weeks of 40 hours pay a year.

I know some nannies on here are mad that you don't guarantee every single hour she might possibly work, but I think the difference is small enough to be reasonable to a lot of nannies, as long as you're clear about the expected flexibility you need.

Anonymous wrote:When we hired our nanny we discussed that most weeks we'd need 45-50 hours a week. In the contract we guarantee pay for 40 hours a week and also provider 20 PTO days a year, 5 at her discretion and the rest at ours + 10 paid holidays. A few questions I'm curious on what the standard / expected is - we pay her $22/hr - $33/hr for overtime - I'm definitely not looking to nickel and dime her but also not looking to pay hundreds of dollars extra for time not worked given that she is overall well compensated.

Also for context we will have at least 20 days of formal vacation time this year (2 weeks over xmas, one over thanksgiving, one in summer) so there is no world in which she won't get at least 20 days of PTO.

- In a given week, if she works 10 hours for 4 days and I have her not work at all the 5th day, I can just pay the 40 hours right? I don't have to make the 5th one "PTO" (paying her for 48 hours) because we met the guaranteed minimum of 40 hours for the week and the PTO days are being used elsewhere, do I?

- For full weeks off, do I pay for 40 hours or something more than that?

- For a xmas bonus - what would you give?