{"id":18123,"date":"2019-04-05T10:51:06","date_gmt":"2019-04-05T14:51:06","guid":{"rendered":"https:\/\/gtm.com\/household\/?p=18123"},"modified":"2020-06-12T14:23:58","modified_gmt":"2020-06-12T18:23:58","slug":"firing-your-nanny","status":"publish","type":"post","link":"https:\/\/gtm.com\/household\/firing-your-nanny\/","title":{"rendered":"Firing Your Nanny the Right Way"},"content":{"rendered":"
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With the proper preparation, a professional attitude, and an understanding of the law, you can handle firing your nanny even in the most difficult of situations.<\/p><\/div>\n

Firing your nanny isn\u2019t easy. Since you\u2019ve invited this person into your home and they care for your children, there may be personal bonding that goes beyond a typical employer-employee relationship. You\u2019re also taking away their source of income with potentially very little notice.<\/p>\n

It may be a little easier if there is an amicable split and you no longer need a nanny. It could be you\u2019re your children are older and now going to school during the day or your family is moving.<\/p>\n

But what if you need to fire a nanny for cause? Those separations could be tougher to initiate and become more emotional.<\/p>\n

We\u2019ll lay out the steps to firing your nanny starting even before they begin work.<\/p>\n

1. Add termination\/resignation language to your work agreement<\/h2>\n

Before your nanny\u2019s first day of the job, the work agreement<\/a> should contain a section on how terminations and resignations will be handled including notice, severance, and reasons for immediate firing. Indicate that any action that is illegal or inappropriate is grounds for prompt dismissal and repeated, documented issues can also lead to termination of employment.<\/p>\n

Also, add an at-will statement to the work agreement<\/a>.<\/p>\n

The work agreement<\/a> should be signed by you and your employee, which serves as an acknowledgment that they have read and understood the document. Keep the work agreement<\/a> with your records and supply a copy to your nanny.<\/p>\n

2. Understand at-will employment<\/h2>\n

At-will employment means your nanny works at the will of your family. You can fire your nanny at any time for good reason or no cause at all. You do not necessarily need to give a warning before a termination provided it\u2019s indicated in your work agreement<\/a>.<\/p>\n

It also means your employee can also quit at any time.<\/p>\n

Potential exceptions to at-will employment include a signed contract for a fixed period of time and violations of state law.<\/p>\n

In every state but Montana, employment is presumed to be at-will.<\/p>\n

3. Conduct job performance evaluations<\/h2>\n

Common in traditional work settings, regular job performance reviews can help you identify areas of improvement for your nanny and open conversations on how they can get better at their jobs. You may be able to avoid firing your nanny altogether and start another childcare search if your employee can turn around their performance. Evaluating their work, providing feedback, and establishing guidelines can help your nanny get back on track if they’re struggling on the job.<\/p>\n

4. Identify, address and document issues<\/h2>\n

If you\u2019re having problems with your employee, it\u2019s important to identify these issues and address them as soon as possible. Provide written documentation that is dated and signed by you and your employee. Again, provide a copy to your employee and keep one with their personnel file.<\/p>\n

Now you\u2019re providing your employee notice about their unsatisfactory performance and you have a record of employee issues.<\/p>\n

Addressing the problem early on gives your nanny a chance to correct their problems before you decide to terminate their employment. If their performance improves, then you have avoided turnover. Still let them know that if issues continue, they can be fired.<\/p>\n

By having documentation, you can show just cause for firing your nanny. It also demonstrates a progressive process and that you tried to rectify the situation and terminating employment was a final step. Documentation may also be needed if your nanny files for unemployment and the state contacts you. They can be denied benefits if they were fired because of their own actions.<\/p>\n

5. Ask yourself why you want to fire your nanny<\/h2>\n

There are certainly plenty of reasons to dismiss your employee. But you shouldn\u2019t fire your nanny because you set unrealistic expectations, or you have poor communication skills. Nannies are child care professionals, but they can\u2019t read your mind.<\/p>\n

You could fire your employee over repeated instances of:<\/p>\n