Nanny ill - Payment?

Dolby said:
If I don't attend work either Monday or Friday, I'm asked for a medical certificate. If I provide, great - if I don't, then it's unpaid. That's pretty much most companies.

I don't think my boss will say 'argh it's day or two'
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That has only happened for me when I'm new at a company or when we have a new HR.
Usually after a year or so they know who the chancers are and leave the rest of us alone, as long as it isn't something like 2 weeks.
 
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Dolby said:
If I don't attend work either Monday or Friday, I'm asked for a medical certificate. If I provide, great - if I don't, then it's unpaid. That's pretty much most companies.

I don't think my boss will say 'argh it's day or two'
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This is different. This is a person who you're entrusting to look after the most valuable thing in the world to you. You want her to be happy so that she can be at her best for your kids.

You almost have to start thinking of her as family, because she's essentially coming into your home every day and taking care of your kids. Obviously within reason, you don't want to swing too far the other way.

This is why when you're interviewing, it's important to find someone you're going to gel with as a family. If you're going to reduce it to a formal working arrangement, don't expect much in the way of genuine love for your child or going beyond what the working arrangement is.

As a side note, our nanny was complaining yesterday of severe back pain. Told her to take it easy for the day, just try and manage with the essentials and gave her some pain meds. She said that she would go to the doc in the morning today and come in afterwards. If we weren't accommodating, she would have just taken the whole day and who knows how many days after...
 
Eish you guys

OP was hoping everyone would say don't pay and then you go and do the opposite :ROFL:
 
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RedViking said:
Yeah I have a feeling there is more to this story. Something does not seem right.
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If someone was taking care of two of my babies i would pay and ask questions later.

I also get hints that OP might not be the best boss out there, the nanny might be unhappy about something.
 
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Mike Hoxbig said:
This is different. This is a person who you're entrusting to look after the most valuable thing in the world to you. You want her to be happy so that she can be at her best for your kids.

You almost have to start thinking of her as family, because she's essentially coming into your home every day and taking care of your kids. Obviously within reason, you don't want to swing too far the other way.

This is why when you're interviewing, it's important to find someone you're going to gel with as a family. If you're going to reduce it to a formal working arrangement, don't expect much in the way of genuine love for your child or going beyond what the working arrangement is.

As a side note, our nanny was complaining yesterday of severe back pain. Told her to take it easy for the day, just try and manage with the essentials and gave her some pain meds. She said that she would go to the doc in the morning today and come in afterwards. If we weren't accommodating, she would have just taken the whole day and who knows how many days after...
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Agreed, I had to let our Nanny go because I lost trust in her, regardless of whether the nanny is legally entitled to sick leave or not, If you can't trust her that she is being truthful then you shouldn't trust her with your children. If you do trust her then do the right thing and pay her.
 
RedViking said:
Yeah I have a feeling there is more to this story. Something does not seem right.
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I agree. If u can afford a nanny, one day of nannies salary is like pocket change. I also suspect there is more to this than just this unplanned long weekend.
 
Dolby said:
If I don't attend work either Monday or Friday, I'm asked for a medical certificate. If I provide, great - if I don't, then it's unpaid. That's pretty much most companies.

I don't think my boss will say 'argh it's day or two'
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Going to the doctor costs you nothing. You have medical aid. It's a huge amount of money for her to pay to get a medical certificate. Pay the woman. If things are already not working out then find some else before she signs a contract.
 
Dolby said:
We had twins earlier this year and got a nanny Tuesday to Friday. Life has gone past us and we haven't signed the contract (our fault).

On the whole there have been a few niggles recently with her - but Friday she 'started' feeling ill and told us since then she's not feeling great. We figured it was building up to not coming in today and... Well, she's ill today.

So my question is about paying or not paying her. So I ask for a medical certificate and if provided, I need to pay? And if not?
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She's not obliged to provide a medical certificate.

A certificate is only required if she is sick for more than 2 occassions during an agreed upon period.

That's our company policy, in accordance with the lawyers.
 
joker08 said:
Is this right ? Doesnt sound right.
Given the nature of the work we should be able to ask
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It's correct. I'd get dragged to the CCMA if I asked an employee to state exactly what illness they have if the sick note does not state it in detail.

Edit: The execption is in our weapons development and other sensitive departments, they have signed different contracts from the usual standard labour law contract.
 
ShaunSA said:
OP was hoping everyone would say don't pay and then you go and do the opposite :ROFL:
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I just didn't expect everyone here to offer unlimited leave / unlimited sick days / how dare you question her / pay her until she feels she's ready to come back to work ;)
 
Dolby said:
If I don't attend work either Monday or Friday, I'm asked for a medical certificate. If I provide, great - if I don't, then it's unpaid. That's pretty much most companies.

I don't think my boss will say 'argh it's day or two'
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That's actually illegal, only if you've been off for 3 days or if you've been off over an 8 week period.

The BCEA requires that a medical certificate be submitted if the employee has been absent from work for more than two consecutive days or if the employee is off sick more than once within an eight-week period. By law, an employer is not required to pay an employee if the employee cannot provide a valid medical certificate to state the reason for his or her absence.
 
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