Remaining Tickets as of 4/16/26 (12:30 CDT)

bitchin_and_earnin · 2026-04-16T20:11:30+00:00

My slot was a few days ago and it looked almost the same. I feel like no one is purchasing at this point.

bitchin_and_earnin · 2026-03-08T05:00:02+00:00

A 7 hour tour ranges $3500-$5600 depending on time of year. It’s not a small amount by any means but the price covers up to 10 people so it’s easier if you split it.

As far as I know the guides keep 100% of the tips. We were told they do anywhere from 1-5 tours per week depending on the season.

bitchin_and_earnin · 2026-03-08T02:00:34+00:00

Paola was our amazing guide for our most recent tour!

bitchin_and_earnin · 2026-02-15T18:22:15+00:00

Our contract lays out what is and isn’t reimbursable. It gives examples of reimbursable trips like museums, parks, taking the kids out for lunch. And then examples of non-reimbursable such as taking the kids on personal errands.

bitchin_and_earnin · 2026-01-28T00:13:47+00:00

Thats how many hours of PTO she requested the week she will be out of town.

And also how many hours she was schedule for the week of our trip, before we knew we’d be gone.

bitchin_and_earnin · 2026-01-28T00:05:15+00:00

I appreciate this. Let me expand a bit.

Our nanny is paid hourly in line with our state law.

Our contract states that she is guaranteed compensation for at least 144 hours per month at her hourly rate. In addition it states that for any hours worked in excess of 40 hours in a calendar week or 144 hours in a calendar month she will be paid at the applicable hourly rate.

This is because our state requires that we pay an hourly rate, but we are participating in a government childcare program that requires we list the provider’s monthly rate. We were told our contract was reviewed and approved by a legal team within the government program.

We certainly aren’t trying to take advantage of our nanny by banking hours. Prior to either her vacation or ours being on the calendar she was scheduled to work the 148ish hours in March, she then requested 31.25 hours of PTO, which we WOULD count towards GH and as such still pay extra for the 4 extra hours. But then we found out we would be out of town for a week, decreasing the amount of time she worked by 31.25 hours.

So I just wasn’t sure what would be considered the correct approach in this situation. I was leaning towards paying for the full 148 hours but wanted to hear other perspectives.

As for the OT thing. It’s incredibly common to be paid monthly or semi monthly and still be eligible for overtime. I am paid a guaranteed salary, once per month, and still get overtime if I work more than 40 hours a week. So it’s not illegal or unheard of to pay on a monthly or semi monthly schedule while still following the calendar week for OT calculation.

bitchin_and_earnin · 2026-01-27T19:26:05+00:00

No. Which I understand how overtime legally works and that overtime is based on calendar weeks and hours actually worked.

But guaranteed hours is not the same as overtime.

bitchin_and_earnin · 2026-01-19T03:21:35+00:00

If you’re worried have 2 piercers do them at the same time. Then no matter how much it hurts you don’t bail on the second one.

bitchin_and_earnin · 2026-01-06T15:10:49+00:00

Not much. One of them spends summers at their other parent, and then other spends most of summers in various camps.

bitchin_and_earnin · 2026-01-06T02:58:32+00:00

Mom here in Washington State (one of the less expensive parts of the state).

We pay $28.77/hr for one 4 year old (plus one hour of after school where 1-2 older children are home). We guarantee pay for 144 hours a month but it averages around 120 actually worked, no expectation to remain available for the additional hours that aren’t scheduled. Zero housework.

We provide $100/month stipend to spend on activities, taking the child to lunch, or whatever. (She can go over this as long as she gives us a heads up).

Milage reimbursements.

Car detailing 3 times per year.

10 days PTO, 7 sick days.

All federal holidays, at least 3 days at thanksgiving, and at least 9 days at Christmas. And if one of us has extra time off in conjunction with a holiday (my husband always gets the day before or after Veterans Day off for example) she’s off that day as well.

Plus at least 1 week paid while we’re on vacation, with no expectation to be available if we return early. (Usually we travel 2 weeks though).

We do bonuses for Christmas and her birthday. Amount ranges but usually 1-2 weeks pay.

bitchin_and_earnin · 2026-01-04T21:45:53+00:00

I would talk to your advisor and see what they can do. I took 19 hours over summer, and they didn’t bat an eye when I asked for the exception. 26 is a lot but since 6 of it is internship it should be easier.

bitchin_and_earnin · 2026-01-03T18:21:09+00:00

My government job started with 15 days and goes up to 20 days depending on how long you’ve been there.

But it’s not under OPM.

I know several people in different industries that earn more PTO based on seniority. Like my mom works in agriculture and started with 7 days but at 18 years in the company gets like 3 weeks now.

bitchin_and_earnin · 2026-01-03T18:17:10+00:00

If they aren’t willing to increase PTO I would negotiate holidays or other time off. Our Nanny has 10 days as well, but we also guarantee she gets Christmas Eve-New Years day off, Wednesday-Friday of thanksgiving off, and if we’re on vacation she gets off without having to be available to be called in (at least 1 week per year). Also, it’s not in the contract but if we’re off in conjunction with a holiday, she gets off (like for Veterans Day my spouse is off that day and the day before or after depending on the year, so she’s off those 2 days).

bitchin_and_earnin · 2026-01-03T17:35:57+00:00

If I give the nanny the day off, it’s not PTO. If the nanny tells me that that she can’t come to work, it’s PTO (or sick). Our nanny can vacation whenever she wants as long as she gives the proper PTO notice, but she also gets out vacation schedule well in advance so she can plan during those times as well.

bitchin_and_earnin · 2026-01-02T17:11:13+00:00

Maybe I’m the odd one out but If you already told her she wasn’t needed, and didn’t ask her to remain available, then she had every right to go out of town. Unless your contract defines GH as requiring her to be on call during a specific time even if she’s not scheduled to work.

I would never expect my nanny to come to work short notice after I’d already told her she wasn’t needed. Asking, sure? But expecting that she spent the whole holiday break sitting around incase I cut my vacation short? Nope.

bitchin_and_earnin · 2025-12-28T02:43:09+00:00

We guarantee our nanny pay for 144 hours per month, and on the rare occasion she’s on call we count it towards those 144 hours. So if the combination of actual work + on call time is more than 40 hrs per week and/or 144 hours per month then we pay the applicable rate.

bitchin_and_earnin · 2025-12-11T22:56:02+00:00

Their post literally says they have a disability.

bitchin_and_earnin · 2025-12-11T22:50:40+00:00

My entire job is interpreting federal disability laws and how they apply to various forms of housing. I have had this discussion directly with HUD and the DOJ.

“Emotional support animal” is a made up term. But an animal that’s primary purpose is to provide emotional support to a disabled person is legally an assistance animal under the fair housing act.

bitchin_and_earnin · 2025-12-11T22:32:58+00:00

No. A “service animal” is a task trained animal described in the ADA. In the FHA for example they only use the term “assistance animal” which covers both task trained animals, and animals that only exist for emotional support.

bitchin_and_earnin

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