May 18 is the next Statutory Holiday in British Columbia

Victoria Day, Monday, May 18 is the next statutory holiday in B.C.

The nine statutory holidays in British Columbia are:

* New Years Day
* Good Friday
* Victoria Day
* Canada Day
* B.C. Day
* Labour Day
* Thanksgiving Day
* Remembrance Day
* Christmas Day

Easter Sunday, Easter Monday and Boxing Day are not statutory holidays.

Eligibility

To be eligible for statutory holiday pay an employee must:

* Have been employed for 30 calendar days before the statutory holiday and,
* Have worked or earned wages on 15 of the 30 days immediately before the statutory holiday.

Employees who work under an averaging agreement or variance at any time in the 30 days before the holiday do not have to meet the 15-day requirement.

No pay for ineligible employees.

An employee who is not eligible for statutory holiday pay is not entitled to be paid an average day’s pay. If an ineligible employee works on a statutory holiday he or she may be paid as if it were a regular work day.


Statutory holiday on a day off

When an employee is given a day off on a statutory holiday, or it falls on a regular day off, an eligible employee is entitled to be paid an average day’s pay.

An average day’s pay is calculated by dividing “total wages” earned in the 30 calendar days before the statutory holiday by the number of days worked. Vacation days taken during this period count as days worked.

“Total wages” includes wages, commissions, statutory holiday pay and vacation pay but does not include overtime pay.

Working on a statutory holiday

An eligible employee who works on a statutory holiday is entitled to be paid:

o time-and-a-half for the first 12 hours worked and double-time for any work over 12 hours; plus
o an average day’s pay.

Substituting statutory holidays

An employer and a majority of employees can agree to substitute another day off for a statutory holiday. The Act and Regulation apply to the substitute day as if it were the statutory holiday.

European Aupairs / Babysitters Working As Nannies In Canada

Nowadays in most families both parents are working and a nanny is a necessity for those who want to keep the children in a happy and safe environment. The best solution would be to find a live-in nanny who can care for the kids while the parents are at work. The majority of nannies willing to work as a live-in caregiver are from overseas i.e.: Europe, Philippines, and South America.

Recent studies show that 96% of the caregivers arriving in Canada under the Live-in Caregiver Program are from Philippines. The rest 4% are from Europe (Slovakia, Ukraine, Russia, etc,) and from South America.

In most cases the nannies coming from Europe are well educated and trained as teachers or nurses. After working as babysitters in Europe (in particular Great Britain) they decide to move on and seek a job as a nanny in Canada. Unlike Europe, the former babysitters can apply in Canada for permanent residence after two years of employment as a live-in caregiver providing better chances to settle in Canada in an easier and faster way. The majority of those coming from Europe have a driver license which allowed them to obtain a Canadian driver license after they pass the road test. Having years of experience in Europe as babysitters and most cases a University degrees they are easily accepted by Canadian families, moreover they are in demand as many parents are looking for a nanny who is able to drive the kids to activities, school and supervise them during studying time. European nannies are preferred by families who are looking for more of a nanny then a housekeeper. In this case the parents are most concerned to have somebody to contribute to their offspring education and for the cleaning they will have a professional housekeeper several times a month. Of course the nanny will do some housekeeping and cooking, but her main duty is to focus on the children well-being.

The former babysitter working as a nanny will need some time to adjust to her new environment. Unlike her job in Europe where she worked fewer hours a week for room and board and pocket money, in Canada she will have a busy schedule with a full time job and more responsibilities. It would be very helpful if the family can provide her with childcare duties and guidance about the house and work schedule. The nanny job requires somebody who is flexible and willing to adjust her schedule to family’s needs. For a happy relation nanny-family the parents should have a clear picture about what they require from a nanny and the nanny should have an idea about what the family is expecting from her.

Although most of the nannies are willing to do housekeeping, laundry, grocery shopping, etc. it is recommended to have a work agreement in writing to avoid any misunderstandings. The employment agreement should include details about the work schedule, salary and benefits, overtime compensation, holidays, childcare and housekeeping duties, etc.

It is also recommended to keep an honest and open communication dialog with the nanny, praise her for the good work she has done and discuss any issues that arise before a decision is taken. Let the nanny know what is expected of and respond to her needs. The more you help your new nanny to adjust to her new environment, the sooner you will be confident to leave your children in her care.

Live-in versus live-out nanny – Pros and Cons

Once a decision has been made to hire a nanny, the first question you need to answer is: Live-in or live-out? Your answer must take in consideration several aspects, mainly about your residence, your working hours and your life style.

1. Is your home large enough to accommodate another person living there?
2. Is it located on or close to a bus route?
3. Do you live in a small community far from the big city?
4. Do you work regular hours or shift work?
5. Can you afford a live-out nanny’s salary?
6. Can you live with a live-in nanny in your home?

Many parents contact a nanny agency to discuss and assess their needs for childcare and the availability of personnel to perform these duties.
A professional counselor can help you determine the possibilities available and the advantages and disadvantages of the available solutions.

Let’s evaluate the pros and cons of the Live-in Nanny.

Live-in nannies positions in Canada is the domain federal of foreigners brought here under the Live-in Caregiver Program (LCP). Generally, they are 25 to 40 years of age, with work experience or training pertaining to child care.

PROS:
1. Flexibility to match your working schedule
2. Salary that start at the minimum wage set by the provincial government
3. Available to travel with you when needed
4. Does not have a second job to worry about
CONS:
1. Cultural differences
2. Loss of privacy in your own home
3. Somewhat limited English language skills
The vast majority of live-out nannies are “past” live-ins who applied and obtained a permanent resident status in Canada after serving 2 years as a live-in under the LCP. Generally speaking you can expect an improved English language skills and Canadian work experience with Canadian references.

PROS:
1. Verifiable employment track record
2. Total privacy restored in your home
CONS:
1. Higher salary expectations ($15 per hour is the average)
2. May have emergencies at home and could miss working days
3. Expectations of better working conditions and more working benefits.