Nanny ill - Payment?

surface said:
I will not be hypocrite to say I treated our Nanny as a friend. However, we treated our nanny with respect & dignity gave them whatever off she needed, all paid as per verbal agreement (that became contract later). In 2.5 years when we had her with us, I don't recall her abusing it at all.
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How is giving finite leave abusing her?
Or giving her everything I mentioned above?

I'm extremely fair with what I do. This is the only time I've actually just questioned and - in all honestly - I didn't expect the infinite leave type comments.
 
surface said:
Chances are that you don't get paid same as Nanny so it is different. I don't get paid for hour that I don't work - that goes with territory of contracting and no complaints whatsoever.

Be a nice person (pretty sure you are) and allow occasional sick leave as she is a human being and can be sick at times. They don't exactly have the pristine healthy environment we are in.
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No, we don't get paid the same.

But by the same token, my boss gets paid multiple times what I do. I spend thousands and thousands to travel to work as well - but I'm sure my management don't care too much.
 
Dolby said:
How is giving finite leave abusing her?
Or giving her everything I mentioned above?

I'm extremely fair with what I do. This is the only time I've actually just questioned and - in all honestly - I didn't expect the infinite leave type comments.
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Yesterday was her 3rd day of being sick. Has the same ever happened before ? How many sick leave did she take ? I used to keep record just for own sake. If there is repeating pattern (like multiple times being sick for 3 days), I would talk to her if I was you.
 
Dolby said:
So, not only must I hire someone and give them unlimited annual leave/ unlimited sick leave, not dare question them - but I should pay their medical bills too?

Maybe you've all had privileged lives - but in most jobs, there is finite leave. There are rules to adhere to. A boss can question you. And you are held accountable for certain actions.

As for the nanny :

* She's been with me for just under 6 months
* She's gets R6,000 for 4 days a week work
* She gets food included
* She doesn't clean the house at all - so when babies are asleep, she has her own time to do what she wants for a few hours every day
* She gets to leave early / come in late when I work at home
* In hospital a few weeks back, she stayed in a private ward all day with breakfast/lunch of her choice
* With recent protests, we asked her to stay home for her own safety
* She's really left to her own devices each day and the kids are the main priority. She's got no one watching over her etc

All in all, it's a job most would kill for. It's probably the reason why I've had other people working for me for 10+ years?
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We paid our nanny R6K many years back but the reason why we sent her to our doctor was her lack of knowing better on her part. The medical bill was worth it for our peace of mind.

I was just sharing what we did and why.

Sadly an employer is expected to also act as a parent at times which also requires one to say "no" and talk firmly to staff.
 
Dolby said:
....

PS She's registered wit UIF. She's from an agency
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Only see this now as it completes the picture for me.

Yeah, I would say in that case she was hired under certain more professional expectations than through direct hire.

I'm not going to judge your actions as I can already see in the tone of your latest comments that you have hit a level of gatvol. Move on and get someone new. If she is good at what she does, then she will easily be hired again.
 
During the first 6 months of employment, the employee is entitled to only 1 day paid sick leave in every 26 days worked. Any sick leave days taken during the first six months of employment is deducted from the full 36 months entitlement.
 
Other Pineapple Smurf said:
already see in the tone of your latest comments that you have hit a level of gatvol
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She didn't annoy me - the comments here did.

The question upfront was quite simple : do I / do I not ask for a medical certificate / take from her sick leave. In other words, do I keep a record of her absenteeism or not.

But instead the comments were towards her being underpaid / mistreated / illegal / me being a monster ... and even more comments about just giving her free days whenever she needs / wants because it's the human thing to do.

R6,000 for 4 days a week for someone that doesn't clean anything - but looks after babies that sleep for a few hours a day is a decent.
 
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Dolby said:
She didn't annoy me - the comments here did.

The question upfront was quite simple : do I / do I not ask for a medical certificate / take from her sick leave. In other words, do I keep a record of her absenteeism or not.

But instead the comments were towards her being / underpaid / mistreated / illegal / me being a monster ... and even more comments about just giving her free days whenever she needs / wants.

R6,000 for 4 days a week for someone that doesn't clean anything - but looks after babies that sleep for a few hours a day is a decent.
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Understand.
 
Dolby said:
She didn't annoy me - the comments here did.

The question upfront was quite simple : do I / do I not ask for a medical certificate / take from her sick leave. In other words, do I keep a record of her absenteeism or not.

But instead the comments were towards her being underpaid / mistreated / illegal / me being a monster ... and even more comments about just giving her free days whenever she needs / wants because it's the human thing to do.

R6,000 for 4 days a week for someone that doesn't clean anything - but looks after babies that sleep for a few hours a day is a decent.
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I'd pay her because you don't want a disgruntled woman looking after your babies.

If you aren't happy with her in general get rid of her (if you can!) but you don't want to be without help over xmas.

Plus nanny cam, nanny cam, nanny cam.
 
Dolby said:
The question upfront was quite simple : do I / do I not ask for a medical certificate / take from her sick leave. In other words, do I keep a record of her absenteeism or not.
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For what? What pragmatic reason would you have for that admin.
You didn’t choose a crèche for health reasons, well this is the same thing.
Dolby said:
R6,000 for 4 days a week for someone that doesn't clean anything - but looks after babies that sleep for a few hours a day is a decent.
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If the crèche was 8k/month and you saved, just offset it from that.

Realistically how long is this going to last?
If you’re going to do admin, rather sort it out in the new year with a a timeframe in mind if you’re going the crèche route.
 
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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Signs of a poor manager.

And that’s the only place you ever see this kak.
 
Herr der Verboten said:
actually:
1) qq about law, rules and one sick day
2) yet failed to do a contract

Irony? ohwait already pointed out but too hard to grasp.

I guess more ponderer huh replies to follow.
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BCEA is valid regardless.

Try not argue for the sake for arguing? You look rather stupid
 
Dolby said:
... Are you asking why we have labour laws and why we need to follow them? Or...?
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Dolby said:
BCEA is valid regardless.

Try not argue for the sake for arguing? You look rather stupid
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Is it a requirement based on the actual law, your understanding of the law or your experience? Most see it as pointless admin, that’s my experience but that wouldn’t make your choice any less valid.

Obviously this nanny provides a value hence the compensation, it would be unfair to yourself if you didn’t get that value but you also can’t just throw an expectation at someone assuming they know it.

With a month or so till year end, my advice is still the same, have an open dialog in the new year around expectations and timeframes and sort the other things out like the contract.
 
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Pay her man.

There are ways around it. For example in the medical field you can be a regular locum. You have 0 benefits as you not employed by the practice. No work no pay no discussions hourly rate end of story.

It depends on what type of employer you want to be. You can quote BCEA and what not but if theres no contract in writing it doesnt matter.

I think if the nanny is doing a good job doesnt abuse the "system" then dont be that guy. Always treat employees how you would like to be treated as an employee. They work better they work honestly when you do that.

Im not sure how it works with an agency and what is signed etc. So ya
 
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