Should I dismiss my nanny? Post Reply

[Nnsw4]

I was not referring to you. I was referring to the comment above underthesea!

Hello everyone

I am a nanny and i've been doing this job for nearly 10 years but i would better die of hunger then work for you.

I do understand that your child is the most important in this world but you will never get honesty from any nanny with your behavior. Why some parents thinks we are stupid??? Do you really think she didnt realized that something is not right with your behavior regarding her ?

When you hire a nanny , you promise her honesty but how honest were you gossiping about her before even giving her a chance of explaining herself???

And you are thinking about lying to her , so whats the difference between the 2 of you?

A honest advise for you ...most of us are not stupid and we realize when something is wrong . from that point without a honest dissolution everything is gone (respect, trust )

Sorry for any spelling mistakes but " i am just a nanny "

[Nnsw4]

You said it yourself and I. I said it too someone with a genuine love of children is fine..did I or did I not?

Wires are clearly getting crossed. I feel the OP has advice of what she should do.

I have had 1.5 days off sick in 2 actually 3 years! And I'm full time..it's unacceptable. I really hope you haven't paid for an extra week of holiday as that what it seems to be for your nanny.

Sorry Nnsw4 why do you find my account 'suspicious'?? I am absolutely genuine, and I am a bit offended by that.

Ref what you say, well I am a parent and now a childcarer - actually employing someone who is not a nanny by 'career' can actually be a very good thing, it all depends on the person. Because they don't have a nanny qualifications it doesn't mean they are not going to be excellent at taking care of your child!

[UnderTheSea]

Nsw4 Sorry my bad then.

[Super Dad]

On the question of whether you are allowed to ask a prospective employee how many sick days they had with their previous employer, it actually depends on the particular job.

In other words, the prohibition is not absolute because there are some roles which very much depend on above average attendance. That is why the Guardian article referred to above says "there are limited exceptions where it [i.e., above average attendance] is a necessary requirement of the job". An extreme example might be a lighthouse keeper but there are many other examples.

Although you cannot unlawfully discriminate against someone for a disability, the law does recognise that some jobs call for particular physical abilities. I might not, for example, succeed in an application to become a the new M&S underwear model if I was massively overweight or I had no legs. But I could not then complain that they had discriminated against me unlawfully.

If you are a working mother who depends on your nanny turning up to work so that you can go to work yourself, it is arguable that a track record for above average attendance is an essential requirement for the job.

You should also (or could alternatively) ask their previous employer how many days the candidate was off-sick during their employment with them.

[jg75]

Underthesea: I am not in any way suggesting that people shouldn't apply for jobs they are not good at if they have a medical condition. In fact, to the contrary, I was pointing out that it is not legal to ask about health conditions at interview stage. I was just saying that if you did have a medical condition that was debilitating in some way, you probably wouldn't want to be running around small children all day - just a throwaway comment and no offence intended at all. That isn't to say you shouldn't apply.

SuperDad, I agree, there are bound to be exceptions and as I said, I am not an employment lawyer so don't know the ins and outs. And as you say, there is nothing preventing someone from asking the person's referees about how many sick days they have taken off.

[Super Dad]

Just to be clear, for roles where above average attendance would not be essential, for example, working in a 500-strong call centre, then even asking a previous employer about the candidate's attendance record could still be evidence of unlawful discrimination.

[Super Dad]

The point is, it depends on the role.

If the role is to provide childcare so that both parents can go to work, then I would argue that a track record for above average attendance is an essential ingredient.

If the role is to provide childcare so that one or both parents can enjoy a leisurely lifestyle, the I would argue that a track record for above average attendance is NOT an essential requirement for the role.

[Flowermummy]

I think super dad is right, for a nanny or au pair job you can ask health questions, sick days taken, etc. We worked with a nanny agency in the past and they said these type of questions are ok for a nanny job.

I find anabala27's post quite outrageous...nobody on this thread said nannies were stupid or that they were “just a nanny”. So I don’t really understand why anabala27 chose to vent her frustration on this post about something that no one on this thread suggested…

With regards to the OP’s question:
In a similar situation, I would find a replacement immediately, then let the current nanny know that it is not working out, and I would pay her the notice period or at least a part of it (so I don’t have the stress of a dispute). I wouldn’t go down the route of asking the nanny to explain herself, then give her another chance mainly because I wouldn’t be able to afford to take any more unexpected days off from work (the nanny has been with the family only for 2 months, so there is nothing to say that her work ethic is generally good).

[Flowermummy]

I think super dad is right, for a nanny or au pair job you can ask health questions, sick days taken, etc. We worked with a nanny agency in the past and they said these type of questions are ok for a nanny job.

I find anabala27's post quite outrageous...nobody on this thread said nannies were stupid or that they were “just a nanny”. So I don’t really understand why anabala27 chose to vent her frustration on this post about something that no one on this thread suggested…

With regards to the OP’s question:
In a similar situation, I would find a replacement immediately, then let the current nanny know that it is not working out, and I would pay her the notice period or at least a part of it (so I don’t have the stress of a dispute). I wouldn’t go down the route of asking the nanny to explain herself, then give her another chance mainly because I wouldn’t be able to afford to take any more unexpected days off from work (the nanny has been with the family only for 2 months, so there is nothing to say that her work ethic is generally good).

[katiegoesglobal]

Hi, in case you are interested I posted a recommendation a few weeks ago for Marcela, a nanny who covered maternity leave for my present nanny. She was great, was never late, and took no time off sick.

I've pasted the post below:


I posted the below last week but wanted to add Marcela's contact details:
ma_canutoo@hotmail.com
0744 7938806

Marcela has been with us for four months - covering our nanny's maternity leave - and I would love to help her find another position as she has been fantastic. With sole charge of two boys (5 and 2) she has given them a fun-packed summer holiday with endless trips to museums, parks, farms, soft play, the movies and plenty of play dates and picnics. She has also just potty trained my youngest in less than a week! Additionally she cooks for the children, keeping the freezer well stocked with meals, does the kids washing, and keeps everything clean and tidy. She also babysits and has been 100 per cent reliable and punctual. I would highly recommend her. She is looking for a full time position ideally and live out. If you have any questions please do message me. Katie