Thursday, April 27, 2006
Vacation Time
Written by Kathleen Webb
Most of the world looks forward to summer. Longer days, outdoor activities, and the promise of some vacation time away from the day to day grind all contribute to our up-beat mood. Many nannies, however, dread the coming summer months. Why?
Will I be Paid?
Most nannies and their employers have a very informal work relationship, without any formal written agreement. The work and pay related details that most employers take for granted - Paid Time Off (sick/vacation/personal) and vacation scheduling - are gray clouds over the nanny's head. Many wonder, and are afraid to ask, will I be paid?
As a rule of thumb, the full time nanny should be paid for any regularly scheduled day when she is available to work and the family, for any reason, decides they don't need her. This includes holidays such as the 4th of July as well as the family's beach week. The full time nanny should have an agreed number of Paid Time Off (PTO) or flex days available to her and reasonable latitude to schedule her personal vacation, etc. She may have some scheduling limitations, agreed to in advance, as to the timing and duration of vacation time, but should have reasonable discretion in the matter. When the nanny's and family's vacation time to do not coincide, it is reasonable for the family to ask the nanny to perform routine household functions such as pet care, organization of school supplies and clothes, etc. during the time the family is away. Usually the nanny has some flexibility during this time, but agreed upon tasks should be accomplished in the family's absence.
The nanny's vacation is important to her. Many nannies join other family members - spouses, siblings, parents - on annual holidays and it is the family's responsibility, again with reasonable agreed to notice, to arrange alternate childcare.
Compensation for permanent part time nannies can be problematic. The rule of thumb is that the permanent part time worker (not to be confused with seasonal or temporary nannies) should be paid for any holiday that falls on their normal work day (July 4th again as an example) and any agreed upon PTO should be compensated according to their regular schedule. A 25 hour per week nanny, for example, would receive 25 hours pay on a week's vacation.
As always, good communication between nanny and employer goes a long way to alleviate these nagging questions. A written work agreement, without a doubt, is the best tool to keep everyone in agreement on scheduled work and compensation matters.
Looking for more information on writing a nanny work agreement and defining compensation issues? Try 4nannies.com: Nanny Salary and Benefits.
Most of the world looks forward to summer. Longer days, outdoor activities, and the promise of some vacation time away from the day to day grind all contribute to our up-beat mood. Many nannies, however, dread the coming summer months. Why?
Will I be Paid?
Most nannies and their employers have a very informal work relationship, without any formal written agreement. The work and pay related details that most employers take for granted - Paid Time Off (sick/vacation/personal) and vacation scheduling - are gray clouds over the nanny's head. Many wonder, and are afraid to ask, will I be paid?
As a rule of thumb, the full time nanny should be paid for any regularly scheduled day when she is available to work and the family, for any reason, decides they don't need her. This includes holidays such as the 4th of July as well as the family's beach week. The full time nanny should have an agreed number of Paid Time Off (PTO) or flex days available to her and reasonable latitude to schedule her personal vacation, etc. She may have some scheduling limitations, agreed to in advance, as to the timing and duration of vacation time, but should have reasonable discretion in the matter. When the nanny's and family's vacation time to do not coincide, it is reasonable for the family to ask the nanny to perform routine household functions such as pet care, organization of school supplies and clothes, etc. during the time the family is away. Usually the nanny has some flexibility during this time, but agreed upon tasks should be accomplished in the family's absence.
The nanny's vacation is important to her. Many nannies join other family members - spouses, siblings, parents - on annual holidays and it is the family's responsibility, again with reasonable agreed to notice, to arrange alternate childcare.
Compensation for permanent part time nannies can be problematic. The rule of thumb is that the permanent part time worker (not to be confused with seasonal or temporary nannies) should be paid for any holiday that falls on their normal work day (July 4th again as an example) and any agreed upon PTO should be compensated according to their regular schedule. A 25 hour per week nanny, for example, would receive 25 hours pay on a week's vacation.
As always, good communication between nanny and employer goes a long way to alleviate these nagging questions. A written work agreement, without a doubt, is the best tool to keep everyone in agreement on scheduled work and compensation matters.
Looking for more information on writing a nanny work agreement and defining compensation issues? Try 4nannies.com: Nanny Salary and Benefits.
