Pay her or let her carry it forward.

Anonymous wrote:We track our nanny's leave in buckets - fed holidays (10 days), her PTO (10 days), and our guaranteed minimum leave (5 days - but we typically take ~15). If she does not use her PTO days, we give her the option of paying out or rolling over. It is to our benefit for her to come to work.

At the end of the day, as much as it pains me financially, I try to treat her as I would expect to be treated. Just because some others may treat their employees poorly doesn't mean I have to.

+1. If you would bitch about an unfair policy at work, you shouldn't impose that policy on your own employee.

This doesn't mean that you have to always make her happy (unlimited budget! raises every six months! 30 days PTO!), only that you shouldn't default to the policy that benefits you at her expense (not paying out/rolling over unused leave).

We track our nanny's leave in buckets - fed holidays (10 days), her PTO (10 days), and our guaranteed minimum leave (5 days - but we typically take ~15). If she does not use her PTO days, we give her the option of paying out or rolling over. It is to our benefit for her to come to work.

At the end of the day, as much as it pains me financially, I try to treat her as I would expect to be treated. Just because some others may treat their employees poorly doesn't mean I have to.

I never take sick days (live - in so germs are already in the house and I can still do my job, albeit not up to my standards), and my only vacation is when I request as I travel with the family. So! Unused sick days, unused pto are paid out at the end of the contract when we renew or part ways, and vacation is use it or lose it. Because I work 24/7, sometimes I choose to take vacation, sometimes I don't.

This is the Maryland law [in this case, NOT having a written policy that states otherwise means you do owe it]: https://www.dllr.state.md.us/labor/wagepay/wppayonterm.shtml#vp

Unused Vacation Termination—Is it Payable?
The answer to this question depends on the employer's written policy, and whether this policy was communicated to the employee at the time of hiring. For example, if an employer informs employees in writing at the time of hiring that unused vacation leave will be lost or forfeited upon termination, then an employee will not be able to claim it. On the other hand, where the employer does not have a written policy that limits the compensation for accrued leave to a terminated employee, that employee is entitled to the cash value of whatever unused earned vacation leave was left -- provided it was otherwise usable.

there is no such thing as a nanny contract, and if BS like the above keeps happening, if there was an enforceable nanny contract sounds like it should be 20 pages long for all the BS situations all the wannabe DCUM nannies concoct!

Anonymous wrote:

Anonymous wrote:Part time nanny has 2 weeks PTO (vacation, sick, weather) plus we pay federal holidays and when we go on vacation. If some or all of the 2 weeks of vacation (32 hours) isn't used at the end of the year - do you owe her the $ remaining balance or does she lose that pay.

*I want to reward less unscheduled PTO as they create problems into MY workday - but also feel I pay a fair wage and benefits and would like to avoid writing a large check once a year.

if you took 1 or 2 or 3 or 4 weeks of vacation and paid for her to have off, you have already fullfilled your 2016 PTO for her.
most situations with FT nannies - not even PT nannies) allow for 1 week of her choosing (after discussing weeks with you) and 1 week of your choosing. ANy weeks beyond those two are bonus paid weeks off for nanny.

False. Your nonsense only applies if OP out this in her nanny's contract. If not her nanny is still entitled to her 2 weeks of vacation, and in some states OP is legally bound, not just ethically, to pay out unused PTO at the end of employment.

OP you can't have it both ways. If you want to encourage her to use less PTO, pay it out. If you don't want to pay it out, expect her to use it. Just like anyone else with a job would do.

Anonymous wrote:Part time nanny has 2 weeks PTO (vacation, sick, weather) plus we pay federal holidays and when we go on vacation. If some or all of the 2 weeks of vacation (32 hours) isn't used at the end of the year - do you owe her the $ remaining balance or does she lose that pay.

*I want to reward less unscheduled PTO as they create problems into MY workday - but also feel I pay a fair wage and benefits and would like to avoid writing a large check once a year.

if you took 1 or 2 or 3 or 4 weeks of vacation and paid for her to have off, you have already fullfilled your 2016 PTO for her.
most situations with FT nannies - not even PT nannies) allow for 1 week of her choosing (after discussing weeks with you) and 1 week of your choosing. ANy weeks beyond those two are bonus paid weeks off for nanny.

Anonymous wrote:Part time nanny has 2 weeks PTO (vacation, sick, weather) plus we pay federal holidays and when we go on vacation. If some or all of the 2 weeks of vacation (32 hours) isn't used at the end of the year - do you owe her the $ remaining balance or does she lose that pay.

*I want to reward less unscheduled PTO as they create problems into MY workday - but also feel I pay a fair wage and benefits and would like to avoid writing a large check once a year.

you lose it.

if you want to pretend it's a white collar career job with big company pay-outs, go ahead, but completely unnecessary in this line of business.