Anonymous wrote:By the way, there will be plenty of good nannies who would take that pay -- so you just need to decide if you want to be in the running or not.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Honest question to MBs: why would you want an average rate instead of base/OT? The payroll service I use is set up for base/OT so that part is easy.

I'm an MB who is perfectly comfortable talking about what we pay in either way (and in fact, we do both - when I've listed the job I included the weekly salary, and broke that down into the hourly and overtime rate it reflected.)

I've hired two full-time nannies in the past 4 1/2 years, and a handful of nannies through an agency to fill in for vacation and sick leave. Through the course of those hires I've probably had applications from, or spoken with, somewhere in the neighborhood of 50-60 nannies.

All of the nannies I've hired for short-term positions discuss their rates on an hourly basis.

About 3/4 of the nannies who applied for the full-time positions gave their rates as a weekly salary, and I would say that virtually all of the applicants who were coming from long-term positions (3+ years with one family) were negotiating in terms of weekly salary. So that leads me to believe that many nannies who are accustomed to and are seeking 40-60 hours of work per week are thinking in terms of guaranteed salary and frame their rates accordingly.

I'm happy to talk in terms of either approach, but I always include the hourly breakdown just to avoid any misunderstanding (as our position is 50 hours so does include overtime.)

Of course, there are also plenty of parents who are hiring a nanny for the first time and are learning as they go - so understanding the importance of detailing hourly and overtime rates is a learning process. I think few parents are sophisticated enough for this to be a "scam" they're trying to pull off. They just think in terms of salary because that's how they are likely paid, and because some significant percentage of the applicants speak in those terms also.

The women who speak of a weekly total, rather than an hourly rate, don't care how many hours they must work?

How can that be?

I can't speak to that - I'm just saying that the majority of applicants would respond to my ad (which clearly stated the 50 hours for Mon-Friday, 8am to 6 pm) and would quote me a weekly rate.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Honest question to MBs: why would you want an average rate instead of base/OT? The payroll service I use is set up for base/OT so that part is easy.

I'm an MB who is perfectly comfortable talking about what we pay in either way (and in fact, we do both - when I've listed the job I included the weekly salary, and broke that down into the hourly and overtime rate it reflected.)

I've hired two full-time nannies in the past 4 1/2 years, and a handful of nannies through an agency to fill in for vacation and sick leave. Through the course of those hires I've probably had applications from, or spoken with, somewhere in the neighborhood of 50-60 nannies.

All of the nannies I've hired for short-term positions discuss their rates on an hourly basis.

About 3/4 of the nannies who applied for the full-time positions gave their rates as a weekly salary, and I would say that virtually all of the applicants who were coming from long-term positions (3+ years with one family) were negotiating in terms of weekly salary. So that leads me to believe that many nannies who are accustomed to and are seeking 40-60 hours of work per week are thinking in terms of guaranteed salary and frame their rates accordingly.

I'm happy to talk in terms of either approach, but I always include the hourly breakdown just to avoid any misunderstanding (as our position is 50 hours so does include overtime.)

Of course, there are also plenty of parents who are hiring a nanny for the first time and are learning as they go - so understanding the importance of detailing hourly and overtime rates is a learning process. I think few parents are sophisticated enough for this to be a "scam" they're trying to pull off. They just think in terms of salary because that's how they are likely paid, and because some significant percentage of the applicants speak in those terms also.

The women who speak of a weekly total, rather than an hourly rate, don't care how many hours they must work?

How can that be?

Anonymous wrote:

Anonymous wrote:Honest question to MBs: why would you want an average rate instead of base/OT? The payroll service I use is set up for base/OT so that part is easy.

I'm an MB who is perfectly comfortable talking about what we pay in either way (and in fact, we do both - when I've listed the job I included the weekly salary, and broke that down into the hourly and overtime rate it reflected.)

I've hired two full-time nannies in the past 4 1/2 years, and a handful of nannies through an agency to fill in for vacation and sick leave. Through the course of those hires I've probably had applications from, or spoken with, somewhere in the neighborhood of 50-60 nannies.

All of the nannies I've hired for short-term positions discuss their rates on an hourly basis.

About 3/4 of the nannies who applied for the full-time positions gave their rates as a weekly salary, and I would say that virtually all of the applicants who were coming from long-term positions (3+ years with one family) were negotiating in terms of weekly salary. So that leads me to believe that many nannies who are accustomed to and are seeking 40-60 hours of work per week are thinking in terms of guaranteed salary and frame their rates accordingly.

I'm happy to talk in terms of either approach, but I always include the hourly breakdown just to avoid any misunderstanding (as our position is 50 hours so does include overtime.)

Of course, there are also plenty of parents who are hiring a nanny for the first time and are learning as they go - so understanding the importance of detailing hourly and overtime rates is a learning process. I think few parents are sophisticated enough for this to be a "scam" they're trying to pull off. They just think in terms of salary because that's how they are likely paid, and because some significant percentage of the applicants speak in those terms also.

Anonymous wrote:Honest question to MBs: why would you want an average rate instead of base/OT? The payroll service I use is set up for base/OT so that part is easy.

Anonymous wrote:Your employers are being cheap-skates as well as selfish.

You are entitled by law to time & a half. Stick to your guns and demand what you are entitled to.

If they continue to balk...RUN. (Just make sure you get all the money that they owe you first.)

Good luck.

Anonymous wrote:

Anonymous wrote:Pp again to answer your question what they are offering can be worked out legally.

The red flag to me is they seem to be crunching themselves to afford you which usually means thy will end up replacing you with a cheaper option.

We don't know that. All we know is that their offer is $1,100/week for 55 hours. It might be that they only are willing to spend 57k annually, not that they can't afford more. Their offer is not extravagant but it is quite far from cheap. If that salary is being offered anywhere in the DC Metro area (assuming this isn't for a special needs circumstance or anything requiring unusual training) it is an offer that will command top notch nannies by the dozens.

Anonymous wrote:RUN. The "AVERAGE HOURLY RATE" was your first RED flag. If you continue with that deception, what do you expect?

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Employer is refusing to pay overtime and just stick to an "average" hourly rate for 55 hours. Should I run or insist on a hourly rate and then time and a half rate?

She owes you OT for 15 hours. Report her to wage and labor as paying OT is not a choice

She hasn't taken the job yet, and as long as it is structured as a total amount, it is perfectly legal to "back into" the base and overtime pay from a total. Any additional hours would have to be at the overtime rate.

Anonymous wrote:

Anonymous wrote:Employer is refusing to pay overtime and just stick to an "average" hourly rate for 55 hours. Should I run or insist on a hourly rate and then time and a half rate?

She owes you OT for 15 hours. Report her to wage and labor as paying OT is not a choice