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I am currently in the hiring process for a new family. The position has been offered to me and my acceptance is pending contract and payment details. The family are first time parents and have never hired a nanny before, so we are making the contract a collaborative process as I have worked in this industry for a long time, and know beneficial things to include that they might not know to think of. One thing I’d like to include pending their agreement to it, is that I’d like to propose the idea of an annual review along with a contract renewal that will also apply a minimum guaranteed 3% annual raise (cost of living) but may exceed up to any percent that the employer see’s fit based upon employee performance (merit).
Would this be an unreasonable proposition? I don’t want to scare my family away with this but I also plan to be with them for many years and would like to know that while my experience is increasing, that my pay is as well.
As a nanny I think the trouble with guaranteeing a COL raise may be an attitude from parents similar to the commenter you’re responding to that may just pay the COL raise and not more. I said in a different comment that I believe it makes sense/is more standard to include an annual performance review and ask for a raise then if it’s not given.
Ultimately I believe we all deserve annual COL raises but I also believe that’s at the family’s discretion (as is typically the employer’s discretion in other fields), and if their family isn’t accommodating a COL raises perhaps they’re not the right family.
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- 4 days ago
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As a nanny you got my upvote. I think a raise in writing is weird. I think an annual performance review is normal, and the time to ask for a raise if it’s not given and you believe it’s earned.