Pay Nanny Hourly or Weekly or How?

dmbaf69

I work on an afternoon shift and my husband rotates mornings and afternoons. My days off rotate and I usually work weekends and he's on call for weekends.

We are going to need a nanny for all odd hours of the day and random days of the week, so how do you suggest we pay her?  A flat rate for the week or hourly? And what about the weeks when we really only need someone for the overlap between our shifts (which might only be 2-3 hours)?

Any advice is appreciated.

EastCoastBride

WIth that kind of schedule, I'd recommend hourly.  Unless you make the daily/weekly in the nanny's favor.  As in, if you expect it to be 8 - 10 hours a week, always pay her based on a 10 hour week. 

cedenton

How would you find out if you can't pay a nanny by salary?  I just set a mnthly price we could afford and plan to pay semi-monthly.

cedenton

hocus:

cedenton:

How would you find out if you can't pay a nanny by salary?  I just set a mnthly price we could afford and plan to pay semi-monthly.

 

You need to look up the definition of exempt and non-exempt employees. From the internet when I searched for it.

Why is my nanny an hourly employee? I want to pay her a salary and not worry about tracking hours each week.

Nannies and other 'domestic service employees' are classified under the Fair Labor Standards Act (FLSA) as non-exempt workers. The term non-exempt employee refers to a worker who IS subject to the terms of the FLSA regarding such issues as overtime compensation and minimum wage coverage, contemporaneous time tracking recordkeeping, as well as how frequently the worker must be paid. In simple terms, the household employee is required to be paid an hourly wage and is entitled to overtime pay per the provisions of the FLSA. When your household employee receives a "salary" that covers a work week of more than 40 hours, your employment agreement must explicitly state the regular and overtime rates of pay. See our exclusive Hourly Rate Calculator for help.

Employers often believe, incorrectly, that the act of paying a salary makes the employee exempt from overtime rules. However, just as applying the labels "employee" or "independent contractor" in a work agreement doesn't determine a worker's actual status in the eyes of the IRS or the law, the same is true for exempt and non-exempt employees in the eyes of the Department of Labor. The FLSA legislation was designed to cover, and protect, as many workers as possible and there is no doubt that nannies are covered under the act.

Thanks!