How to Handle Requesting Time Off From Your Employer

When the summer months come everyone pictures clear skies, warm temperatures, and relaxing time off. Managing that last part can be a bit tricky. For those employed in the domestic staffing industry it can be a little harder than that. Due to the personal & busy nature of the job, taking time off can be a tedious process for jobs like housekeeping & being a nanny. A private household doesn’t really have many hours off; as the care of a home and family can be a 24/7 job and not all private households have a full staff with others who can cover a shift. So what’s the solution?
 
It comes back to your start of employment. Prior to accepting a job offer you will be presented with your pay rate & schedule, along with potentially other benefits such as health insurance, etc. However many times vacation is not specifically stated in the original agreement. If it’s not included in the fine print it can make the process of taking time off when needed very difficult. Make no mistake, this is time off you’re entitled to. Those in domestic staffing workforce are considered non exempt employees, hourly workers, meaning they’re entitled to the same benefits any other worker across other industries would receive. It’s imperative to include vacation details during the hiring process, prior to accepting employment anywhere.
 
Now on the off chance you didn’t…
 
Use common sense.
 
If you need something, look for the right time to ask because timing is everything. If you suddenly ask to take 2 weeks off on very short notice, expect some push-back. Timing and planning go a long way in preventing any issues your employer may have with time off. Go over the rules for time off requests with your employer. Plan ahead for when you are going to need vacation time. If possible, aid in finding a replacement for the time you’re away. Open communication between both parties is crucial in ensuring everyone’s time can be spent in a relaxing way. Along with “all” being on the “same page.”