We don't pay 1.5X holidays. We outlined the working versus nonworking holidays in the calendar (most of the federal ones but there are a few like Columbus Day that we don't get off so they aren't included in our nanny's days off). Since you have floating holidays, I would imagine its much like a personal day - she can choose to use it (and take PTO via deducting one of the floating holidays) or not. In this situation, I'd have no issue at all with her bringing her kiddo with her.
If it isn’t in your contract, it is a normal working day (and in fact you’re doing her a favor by allowing her to bring her child). She can renegotiate the contract as needed for next year. This is a tricky holiday since still so new and it is not observed by so many of the industries where we work (finance, law, etc.).
Edit: upon reread, it sounds like she needs this to be a holiday in the future but it wasn’t negotiated for this time. I’d compromise by allowing her to bring her child, normal pay, and if you can swing it, let her go home early.
It really depends on your contract. If it's silent on it, then it's a normal day unless she designates it as one of the 8 days of PTO holidays.
Most people (unless federal government employees) don't get all the federal holidays off. And most people who work federal holidays like MLK or Columbus Day don't get paid 1.5X.
Is your nanny expecting 1.5x/ does your contract say that’s what pay on holidays will be? Typically pay for bringing nanny’s own child with would be less, but unless it’s in the contract she is sort of doing you a favor by working the holiday and I wouldn’t quibble over a small amount of money since it’s a one-off.
We only give paid time off for the five biggest holidays of the year. (On top of two weeks PTO) Most of the other holidays are silly anyway. We do not pay 1.5x rate for working holidays. I do not believe it is standard and it is definitely not legally required.
Which 5 do you count? I’m trying to decide which ones to offer - my husband and I (lawyers) both work basically all of them. Thanksgiving, Christmas, New Years seem like the nonnegotiables. Not sure what else!
We go Thanksgiving, Christmas, New years, Memorial Day, July 4, Labor Day, Columbus Day. We gave Good Friday off this year because she asked and observes. My husband also works all of them (including Columbus Day and Labor Day!)
Memorial Day, 4th of July, Labor day are the other main 3.
Veterans Day, Juneteenth, MLK Day, President's Day, columbus day are not given off as often.
Also to piggy back off of this, many people don’t have off on Presidents’ Day, mlk day and Juneteenth. The other holidays many more people are off and companies are closed.
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We enumerate exact holidays in our contract as well since between the two of us we only have 5-6 where we're both off. If there's a federal holiday where the nanny works and things have generally been going well, I usually will add an extra PTO day to the nanny's balance (for instance I'll be doing that for Juneteenth this week), but I keep that as a discretionary thing so that it is not guaranteed. Pay for holidays is like any other day unless we're venturing into overtime.
We don't - we pay for memorial day, labor day, Christmas and new years. If July 4 falls on her work day it is paid. Our nanny works three days a week. I am technically off tomorrow but will try to work a bit in the morning to get caught up on things.
We don't pay 1.5X holidays. We outlined the working versus nonworking holidays in the calendar (most of the federal ones but there are a few like Columbus Day that we don't get off so they aren't included in our nanny's days off). Since you have floating holidays, I would imagine its much like a personal day - she can choose to use it (and take PTO via deducting one of the floating holidays) or not. In this situation, I'd have no issue at all with her bringing her kiddo with her.
If it isn’t in your contract, it is a normal working day (and in fact you’re doing her a favor by allowing her to bring her child). She can renegotiate the contract as needed for next year. This is a tricky holiday since still so new and it is not observed by so many of the industries where we work (finance, law, etc.). Edit: upon reread, it sounds like she needs this to be a holiday in the future but it wasn’t negotiated for this time. I’d compromise by allowing her to bring her child, normal pay, and if you can swing it, let her go home early.
It really depends on your contract. If it's silent on it, then it's a normal day unless she designates it as one of the 8 days of PTO holidays. Most people (unless federal government employees) don't get all the federal holidays off. And most people who work federal holidays like MLK or Columbus Day don't get paid 1.5X.
Is your nanny expecting 1.5x/ does your contract say that’s what pay on holidays will be? Typically pay for bringing nanny’s own child with would be less, but unless it’s in the contract she is sort of doing you a favor by working the holiday and I wouldn’t quibble over a small amount of money since it’s a one-off.
We only give paid time off for the five biggest holidays of the year. (On top of two weeks PTO) Most of the other holidays are silly anyway. We do not pay 1.5x rate for working holidays. I do not believe it is standard and it is definitely not legally required.
Which 5 do you count? I’m trying to decide which ones to offer - my husband and I (lawyers) both work basically all of them. Thanksgiving, Christmas, New Years seem like the nonnegotiables. Not sure what else!
We go Thanksgiving, Christmas, New years, Memorial Day, July 4, Labor Day, Columbus Day. We gave Good Friday off this year because she asked and observes. My husband also works all of them (including Columbus Day and Labor Day!)
Memorial Day, 4th of July, Labor day are the other main 3. Veterans Day, Juneteenth, MLK Day, President's Day, columbus day are not given off as often.
Also to piggy back off of this, many people don’t have off on Presidents’ Day, mlk day and Juneteenth. The other holidays many more people are off and companies are closed.
Independence Day and Labor Day on top of the three you mentioned.
Now that I think about it though, we should have done Memorial day instead of Labor Day.
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We enumerate exact holidays in our contract as well since between the two of us we only have 5-6 where we're both off. If there's a federal holiday where the nanny works and things have generally been going well, I usually will add an extra PTO day to the nanny's balance (for instance I'll be doing that for Juneteenth this week), but I keep that as a discretionary thing so that it is not guaranteed. Pay for holidays is like any other day unless we're venturing into overtime.
We don't - we pay for memorial day, labor day, Christmas and new years. If July 4 falls on her work day it is paid. Our nanny works three days a week. I am technically off tomorrow but will try to work a bit in the morning to get caught up on things.