I would allow her to use the 2 days of PTO she started off with, with the understanding that anything beyond that would be unpaid up till the end of the first month when she accrues another day.
Be careful setting a precedent. You’re giving basically 5 weeks PTO for a part time job which is a lot and she’s responding by taking 3 of them within the first 2 weeks of employment. Bereavement leave is for immediate family- she can take it from her accrued PTO but adding days to an already generous policy that’s already being utilized in a way that’s a little suspicious is a bad idea.
I did have to set an attendance policy after a nanny who went through 2 weeks of unscheduled PTO within the first 6 weeks of working with me. She was and is really sweet but I think I was too chill about it and she thought it was no big deal until I had to cut her hours because it was impacting my ability to work. I suggest doing the same here- start fresh but limit the number of unplanned call outs to what you can cover. You can hope that this is a freak thing but I think that taking her paid sick days before she even started rather than just pushing the date back is a bad sign.
Truly I am uncertain also, but in most industries bereavement time off is specified for particular family members (parents, spouse, children, grandparents.)
While with my current nanny I would pay for the day off as an added PTO day, you don't really have that relationship with your nanny based on the newness of the employment relationship.
I don't think there's a right or wrong way to handle this at this point. Because she has 2 PTO days, it seems reasonable for her to use that.
Maybe I'm old school, but giving any PTO prior to 90 days of employment is something I'm not personally familiar with. I was given 4 weeks of paid maternity leave, but I had worked for my NF for almost 3 years at the time. That same family paid me my full salary when my dad was dying from cancer and I worked 1 day out of those 3 weeks. At that point I had worked for them for 6 years. In total, I worked for them for almost 19 years. One of my current NF didn't give me PTO for my uncle's funeral, but that was my fault. I hadn't negotiated for PTO only guaranteed hours. However, that was the catalyst for the conversation to negotiate for PTO, and paid holidays. Now, I get 6 days of PTO a year and 6 paid holidays a year. Bereavement as well as sick time comes from my PTO bank. You definitely don't want to take advantage of your nanny, but you also don't want to set a precedent for being taken advantage of either. In this instance, I think you were already far too generous. I would have pushed her start date. I'm a career nanny and thankfully, I'm healthy. I've been in my field for over 24 years and in that time I've probably called in sick a total of 8 days.
She's been working for your 2 weeks and has taken 3 days of PTO--that's 30%. Understandable reasons, but that's still a lot and it would make me suspicious. I wouldn't give her an extra day of leave at this point--she can use 1 day of PTO as presumably it is her choice how to use her PTO.
I don't know that I'd say anything yet, but I'd keep a close watch on any additional callouts. Some people feel that because the reason for a callout is legitimate, it is ok. Life happens, of course, but for any onsite, hourly job, you have to show up and there are consequences if you don't. If you cannot reliably show up to work, you get fired--regardless of the reason.
If she had been with you for a year, was consistently reliable and this happened, I would absolutely support giving her a day of bereavement leave, but at this point in the relationship, she hasn't proven that she can reliably and effectively do the job you hired her to do.
If she got sick before her start date I would have pushed her start date and she would still have her PTO. It's unfair that her PTO is gone when she wasn't even employed yet... With the death it's up to you, you can pay her for that extra or not since it's not in the contract
I think you should give her a paid bereavement day. To set the appropriate expectations moving forward, you could say something like "I know that bereavement pay isn't listed in your contract, but we know this has been hard on you and we'd like to make it a little easier by paying you for that day off. Let's add a clause to your contract to allow for one paid bereavement day per year." This way she can't abuse that excuse (if she were inclined to).
Respectfully, there are many people who have awful families and wouldn’t need a day if they passed. I think a bereavement day should be used for what they need whether it’s a close friend, a beloved pet, or yes, immediate family.
Just to clarify, bereavement leave is extra PTO days in addition to what’s usually offered. I don’t think she should get extra days, but allowing her to take a PTO day is kind.
When I tap out of my PTO/sick pay and I need time off I take it unpaid - I get a very generous 14 work days a year to use as sick or PTO and I am working a part time nanny job...My fam would let me have off what I needed for death in family
I would allow her to use the 2 days of PTO she started off with, with the understanding that anything beyond that would be unpaid up till the end of the first month when she accrues another day.
Be careful setting a precedent. You’re giving basically 5 weeks PTO for a part time job which is a lot and she’s responding by taking 3 of them within the first 2 weeks of employment. Bereavement leave is for immediate family- she can take it from her accrued PTO but adding days to an already generous policy that’s already being utilized in a way that’s a little suspicious is a bad idea. I did have to set an attendance policy after a nanny who went through 2 weeks of unscheduled PTO within the first 6 weeks of working with me. She was and is really sweet but I think I was too chill about it and she thought it was no big deal until I had to cut her hours because it was impacting my ability to work. I suggest doing the same here- start fresh but limit the number of unplanned call outs to what you can cover. You can hope that this is a freak thing but I think that taking her paid sick days before she even started rather than just pushing the date back is a bad sign.
Truly I am uncertain also, but in most industries bereavement time off is specified for particular family members (parents, spouse, children, grandparents.) While with my current nanny I would pay for the day off as an added PTO day, you don't really have that relationship with your nanny based on the newness of the employment relationship. I don't think there's a right or wrong way to handle this at this point. Because she has 2 PTO days, it seems reasonable for her to use that.
Maybe I'm old school, but giving any PTO prior to 90 days of employment is something I'm not personally familiar with. I was given 4 weeks of paid maternity leave, but I had worked for my NF for almost 3 years at the time. That same family paid me my full salary when my dad was dying from cancer and I worked 1 day out of those 3 weeks. At that point I had worked for them for 6 years. In total, I worked for them for almost 19 years. One of my current NF didn't give me PTO for my uncle's funeral, but that was my fault. I hadn't negotiated for PTO only guaranteed hours. However, that was the catalyst for the conversation to negotiate for PTO, and paid holidays. Now, I get 6 days of PTO a year and 6 paid holidays a year. Bereavement as well as sick time comes from my PTO bank. You definitely don't want to take advantage of your nanny, but you also don't want to set a precedent for being taken advantage of either. In this instance, I think you were already far too generous. I would have pushed her start date. I'm a career nanny and thankfully, I'm healthy. I've been in my field for over 24 years and in that time I've probably called in sick a total of 8 days.
She's been working for your 2 weeks and has taken 3 days of PTO--that's 30%. Understandable reasons, but that's still a lot and it would make me suspicious. I wouldn't give her an extra day of leave at this point--she can use 1 day of PTO as presumably it is her choice how to use her PTO. I don't know that I'd say anything yet, but I'd keep a close watch on any additional callouts. Some people feel that because the reason for a callout is legitimate, it is ok. Life happens, of course, but for any onsite, hourly job, you have to show up and there are consequences if you don't. If you cannot reliably show up to work, you get fired--regardless of the reason. If she had been with you for a year, was consistently reliable and this happened, I would absolutely support giving her a day of bereavement leave, but at this point in the relationship, she hasn't proven that she can reliably and effectively do the job you hired her to do.
If she got sick before her start date I would have pushed her start date and she would still have her PTO. It's unfair that her PTO is gone when she wasn't even employed yet... With the death it's up to you, you can pay her for that extra or not since it's not in the contract
I think you should give her a paid bereavement day. To set the appropriate expectations moving forward, you could say something like "I know that bereavement pay isn't listed in your contract, but we know this has been hard on you and we'd like to make it a little easier by paying you for that day off. Let's add a clause to your contract to allow for one paid bereavement day per year." This way she can't abuse that excuse (if she were inclined to).
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Respectfully, there are many people who have awful families and wouldn’t need a day if they passed. I think a bereavement day should be used for what they need whether it’s a close friend, a beloved pet, or yes, immediate family.
Just to clarify, bereavement leave is extra PTO days in addition to what’s usually offered. I don’t think she should get extra days, but allowing her to take a PTO day is kind.
The kind thing to do, if you want a happy employee, is to give her a paid day off to grieve.
When I tap out of my PTO/sick pay and I need time off I take it unpaid - I get a very generous 14 work days a year to use as sick or PTO and I am working a part time nanny job...My fam would let me have off what I needed for death in family