Anonymous wrote:OP here. Not a troll. There are many other factors involved, which I won't get into here in case she reads this forum. I wanted to give the very, very basics and gauge the reaction. Yes, she will get notice. Yes, there will be severance, and I'll help her find a new job. Her inability to meet the kids schedule has threatened their safety on 3 occasions--she knows it's coming.

Anonymous wrote:

Anonymous wrote:

nannydebsays wrote:

Anonymous wrote:OP here. Not a troll. There are many other factors involved, which I won't get into here in case she reads this forum. I wanted to give the very, very basics and gauge the reaction. Yes, she will get notice. Yes, there will be severance, and I'll help her find a new job. Her inability to meet the kids schedule has threatened their safety on 3 occasions--she knows it's coming.

If you still employ a nanny who has actually threatened your kids' safety (not buckling car seats? not supervising front yard playtime on busy street? leaving in an unlocked car when she went into a store? not keeping toxic chemicals childproofed?) 3 times, then you are in need of all the advice you can get here or anywhere else.

IF you are for real, then you should have fired her after the 2nd incident, if it was indeed potentially a threat to their safety. Any normal person would have done just that.

Meant to quote this one... So it would be acceptable to leave the kids in a locked car while you run to the store?

No YOU ^^^^^ are a troll. Honestly she never said any such thing, and if you think she did you need remedial reading comprehension lessons.

OP giving a generous bonus sends her a very mixed message IMO. Personally I would keep it token.

Anonymous wrote:

nannydebsays wrote:

Anonymous wrote:OP here. Not a troll. There are many other factors involved, which I won't get into here in case she reads this forum. I wanted to give the very, very basics and gauge the reaction. Yes, she will get notice. Yes, there will be severance, and I'll help her find a new job. Her inability to meet the kids schedule has threatened their safety on 3 occasions--she knows it's coming.

If you still employ a nanny who has actually threatened your kids' safety (not buckling car seats? not supervising front yard playtime on busy street? leaving in an unlocked car when she went into a store? not keeping toxic chemicals childproofed?) 3 times, then you are in need of all the advice you can get here or anywhere else.

IF you are for real, then you should have fired her after the 2nd incident, if it was indeed potentially a threat to their safety. Any normal person would have done just that.

Meant to quote this one... So it would be acceptable to leave the kids in a locked car while you run to the store?

nannydebsays wrote:

Anonymous wrote:OP here. Not a troll. There are many other factors involved, which I won't get into here in case she reads this forum. I wanted to give the very, very basics and gauge the reaction. Yes, she will get notice. Yes, there will be severance, and I'll help her find a new job. Her inability to meet the kids schedule has threatened their safety on 3 occasions--she knows it's coming.

If you still employ a nanny who has actually threatened your kids' safety (not buckling car seats? not supervising front yard playtime on busy street? leaving in an unlocked car when she went into a store? not keeping toxic chemicals childproofed?) 3 times, then you are in need of all the advice you can get here or anywhere else.

IF you are for real, then you should have fired her after the 2nd incident, if it was indeed potentially a threat to their safety. Any normal person would have done just that.

nannydebsays wrote:So, just when do you plan to tell your current nanny that she's being fired? Is this going to come as a complete shock to her, or have you met with her this year at least once and discussed the job performance issues you mentioned?

If you haven't met with her and basically "warned" her that you were dissatisfied with her performance and/or warned her that she was risking her job if she didn't shape up, then you should absolutely pay her her normal bonus, because you never made it clear to her that you were NOT happy.

Yes, you say her performance was lacking somehow, but if YOU don't TELL her that you are not satisfied, how is she supposed to know? Nanny is not a mind reader.

I think you need to tell her today that she is being fired, and then you need to face the mistakes you may have made as an employer and be willing to offer the normal bonus if you screwed up your duty to offer constructive and helpful criticism of poor job performance.

I think you should give her a similar bonus you've given in years past. (I'm an MB - albeit a very softhearted one!) She is probably counting on the bonus as part of her annual salary or for xmas expenses, and even if she gets rehired right away she won't have the opportunity for a year-end bonus this year, so she's losing a big chunk of compensation.

A bonus is usually though of in terms of compensation for work performed over the course of the past year. It doesn't sound like you think she's done poorly - just that she's become a poor fit as the job evolved. So a bonus for the decent job she did over the course of the year seems like it's well earned.

If you were terminating her for something really serious that would be a different matter.

You should probably offer her some type of severance as well if you're not giving her a long notice period. We have 4 weeks for our nanny in her contract.