Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Don't string it out. On a Friday as she is leaving pay her, get your keys and anything else and tell her it's not working. If you want to give some severence you can. Might soften the blow for her.

Theres no way you can soften that blow. "Ok work weeks done, just gonna head home. Oh I'm fired? Well shit."

The only way to soften this is to tell them its not working out but let them keep working while you and them both find new employees/employers.

Very bad advice. what if it takes this nanny 2 years to find employment she likes.

Too bad. 2 weeks in plenty of notice on both sides. I see no reason to pay nanny 2 weeks pay for no work, and nanny shouldn't take being let go so personal and can continue to work those two weeks and earn an income while looking for a new job.

Since this is generally considered a trial period Iwould state her abilities don't match your needs and give her a 2 week notice if you are otherwise confident she won't harm your kids or burn down the house. There was another thread had a nanny quitting after 2 weeks as she found something better and everyone was understanding but God forbid MB wants to fire someone after 2 weeks..

Anonymous wrote:

Anonymous wrote:Well after reading OP'S most recent update I think you should give her severance because you seem to have misrepresented yourself by making assumptions. What business did she run that you thought conveyed to working your apparently complicated oven? Unless it was a bakery, that is on you.

She ran her own business, administered her payroll, instructed her employees, ran heavy machinery.

It is not just the oven, per se, but she cannot operate the stroller locks, or any other simple job that I would assume anyone should be able to do, and particularly her, given her experience running her own business and training others to work with heavy complicated machinery.

Just because someone can use one type of machine does not mean that every other machine is intuitive.

I'm on your side OP, but I'd cut some slack on the use of a stroller. Every single one is different and some are more intuitive than others. I'm usually pretty good at figuring things out but there are strollers I've had to google how to fold or put together etc.

If you feel like it's not working out and not likely to get better with proper training, then cut her loose on a Friday. Personally, I've always gotten 2 or more weeks notice, but given she has worked for you such a short time, that may not be necessary in your case. If you otherwise like her though, perhaps you could schedule some time to go over how various things work, and just ask her how she thinks the job is going.

Anonymous wrote:Well after reading OP'S most recent update I think you should give her severance because you seem to have misrepresented yourself by making assumptions. What business did she run that you thought conveyed to working your apparently complicated oven? Unless it was a bakery, that is on you.

Everyone is so damn literal on DCUM. OP gave an example. Doesn't convey she is firing the nanny for not baking. OP I don't think you offer an severance. It's been two weeks and not working out. Also definitely recommend a trial period or shadow days with the next nanny.

Anonymous wrote:Well after reading OP'S most recent update I think you should give her severance because you seem to have misrepresented yourself by making assumptions. What business did she run that you thought conveyed to working your apparently complicated oven? Unless it was a bakery, that is on you.

She ran her own business, administered her payroll, instructed her employees, ran heavy machinery.

It is not just the oven, per se, but she cannot operate the stroller locks, or any other simple job that I would assume anyone should be able to do, and particularly her, given her experience running her own business and training others to work with heavy complicated machinery.

Well after reading OP'S most recent update I think you should give her severance because you seem to have misrepresented yourself by making assumptions. What business did she run that you thought conveyed to working your apparently complicated oven? Unless it was a bakery, that is on you.

Anonymous wrote:We did not agree to a trial period. She didn't directly say that she had these skills I was expecting, which are along the lines of working the house and kitchen appliances. She said she used to run her own business, managing employees, doing some technical things. So I expected her to not afraid of, say, working our complicated oven with a series of touch buttons instead of a old-fashioned knob. And, yes, I tried teaching her. She tunes me out and I've had to explain repeatedly how to work some things and her plan is just never use them. So my kids are never gonna have baking projects, so forth. But no, she never said "i can do baking projects with your kids and operate your complicated oven" at the interview.

If baking is essential, why didn't you ask if she can bake, whether she is used to gas vs. electric (because baking in one when you're used to the other is a pain!) and showed her around the house, asking if she saw any issues? I've had a house tour every single interview I've had. Every time that I'm expected to cook and bake, the parents let me know whether they have gas or electric, and I make sure they know that I know how to adjust times for both based on what we're doing.

If you want specific skills, you need to select for them. Many people don't cook and tons of people don't bake, so I would never assume that someone did either. Heck, my sister nannied for 3 years before she got married and moved, and she can't boil water without losing track of it and scorching the pot.

OP if the last post was yours, I think you're probably nuts.

We did not agree to a trial period. She didn't directly say that she had these skills I was expecting, which are along the lines of working the house and kitchen appliances. She said she used to run her own business, managing employees, doing some technical things. So I expected her to not afraid of, say, working our complicated oven with a series of touch buttons instead of a old-fashioned knob. And, yes, I tried teaching her. She tunes me out and I've had to explain repeatedly how to work some things and her plan is just never use them. So my kids are never gonna have baking projects, so forth. But no, she never said "i can do baking projects with your kids and operate your complicated oven" at the interview.

Nanny here. I never overestimate what I can do, but sometimes I purposefully underestimate because parents can be unreasonable. There is no way that it's ok for a nanny to say she's a great driver, comfortable on highways when she isn't, especially to the extent that activities have to cancelled.

With that said, what does your contract specify for firing for cause and/or a trial period? Most of my trial periods are 2 weeks-1 month, and it's a trial for both sides (so when a family decides that it isn't working, I handle it with the same professionalism that I expect when I tell them it isn't a good fit). Lying/overexaggerating aptitude would be considered cause for most people, especially if the routine has to be changed to accommodate the nanny. In that case, no severance is due, nor should you need to provide notice.

MB here. If you are seeing multiple areas of concern, especially regarding skills she claimed to possess but doesn't, and she is only two weeks in then clearly you let her go.

I don't think severance is required at the 2 week mark (did you have any trial period in your agreement with her?) But if you want to be extremely generous you can pay her for a week.

But I would let her go tomorrow, hand her a check if you wish, and move on immediately. Consider yourself lucky to have seen right away that this wasn't a good fit, rather than trying to make it work for some extended period of time.

Good luck.

Anonymous wrote:

Anonymous wrote:Don't string it out. On a Friday as she is leaving pay her, get your keys and anything else and tell her it's not working. If you want to give some severence you can. Might soften the blow for her.

Theres no way you can soften that blow. "Ok work weeks done, just gonna head home. Oh I'm fired? Well shit."

The only way to soften this is to tell them its not working out but let them keep working while you and them both find new employees/employers.

Very bad advice. what if it takes this nanny 2 years to find employment she likes.

Anonymous wrote:Don't string it out. On a Friday as she is leaving pay her, get your keys and anything else and tell her it's not working. If you want to give some severence you can. Might soften the blow for her.

Theres no way you can soften that blow. "Ok work weeks done, just gonna head home. Oh I'm fired? Well shit."

The only way to soften this is to tell them its not working out but let them keep working while you and them both find new employees/employers.