Anonymous wrote:

Anonymous wrote:I would pay her for the Juneteenth holiday at eight hours.

Since she actually did not WORK those hours - then I would not feel obligated to cover OT pay…..but am not sure what is the norm in situations like this.

But even if the holiday was Christmas, Easter, etc., I would just pay for eight hours and not OT but could be wrong….?

Norm is 40 hrs worked to get OT pay.

I agree.

Overtime hours are typically only paid out for actual hours WORKED - not a part of guaranteed pay. $$

Anonymous wrote:I would pay her for the Juneteenth holiday at eight hours.

Since she actually did not WORK those hours - then I would not feel obligated to cover OT pay…..but am not sure what is the norm in situations like this.

But even if the holiday was Christmas, Easter, etc., I would just pay for eight hours and not OT but could be wrong….?

Norm is 40 hrs worked to get OT pay.

I would pay her for the Juneteenth holiday at eight hours.

Since she actually did not WORK those hours - then I would not feel obligated to cover OT pay…..but am not sure what is the norm in situations like this.

But even if the holiday was Christmas, Easter, etc., I would just pay for eight hours and not OT but could be wrong….?

I would do it based on guaranteed hours unless you ALWAYS have her work closer to 50 hours such that it is an expectation. We guarantee 45 hours and always pay the same weekly rate even if there is a holiday (even though there is technically no overtime). But we also don't ever go over on hours (usually we are under)

Pay her what you normally pay her in a week.

8 hrs at the regular rate.

You pay her the full amount.

8 hours at the regular rate since 40 hours/week guaranteed in your contract. You can also give her extra $ as a gift card like PP suggested and it does not set precedence of OT pay for other holidays.

Since you have needed longer days this month and she accommodated you I would say your 40 hours plus whatever you pay in overtime so the amount stays the same. I would also maybe give a card and an extra 100$ bonus for appreciation since she’s been flexible especially if she’s African American. - signed a black nanny

My nanny usually works 10 hour days, M-F. We gave her Wednesday as a paid day off for Juneteenth. So she worked 40 hours this week, but for Juneteenth holiday pay should I pay her 8 or 10 hours of pay? It would all be at her regular (not overtime) rate, as I understand the law. We only guarantee 40 hours a week, it has just been a busy season at work and we have needed her longer days for the past few months. I want to be fair, but I also realize this will set the precedent going forward for all holiday weeks.