If you’re employed in the province of British Columbia, you’ll probably be curious as to what the minimum wage is and how much you can earn. You might even want to know how to calculate the statutory holiday pay. Or perhaps you’d like to learn more about the history of the minimum wage in Canada.
History of the minimum wage in Canada
The history of the minimum wage in Canada dates back to the early 20th century. The first minimum wage policies were enacted in 1918 and were primarily intended to protect women and children in the labour force. Other provinces followed suit in subsequent years.
The minimum wage is the lowest rate of pay that an employer can legally pay to an employee. The minimum wage is calculated based on the Whitehorse consumer price index (CPI) from the previous calendar year.
Minimum wages are usually adjusted on an ad hoc basis by governments. Some provinces have a statute requiring them to review their minimum wage standards each year. Nevertheless, some provinces are not obliged to change their minimum wage rates.
The first minimum wage legislation was enacted in British Columbia and Manitoba in 1918. Other provinces followed suit, including Saskatchewan, Nova Scotia and Prince Edward Island. In later years, other countries also adopted minimum wage policies.
British Columbia minimum wage (current)
The current minimum wage in British Columbia is the highest in Canada. It is expected to be increased further.
The Canadian government sets the minimum wage in order to protect vulnerable workers. The minimum wage is based on the cost of living in each province and territory.
Typically, the minimum wage is referred to as a number of dollars per hour. Employers are required to raise pay whenever the minimum wage changes. It is not uncommon for an employee to earn more than the new minimum.
The Consumer Price Index (CPI) is a measure of inflation. The CPI measures the cost of items such as food and housing. A 10 percent increase in the minimum wage is associated with a 1% to 4% drop in employment rates for teens and young adults.
Linking wages to the CPI is not keeping up with the actual cost of living
In recent years, many workers have been hit hard by the burgeoning cost of living. In particular, the low pay earners have been left behind. The fact that minimum wage workers can barely make ends meet is a serious drawback.
There are ways to mitigate the cost of living on a worker’s pocketbook. One of the best options is to negotiate for a fair wages. A union is a powerful tool. Not only can it protect workers from the onslaught of rising costs, but it also can make sure that the smallest of raises goes a long way.
The CPI is not the only measure of inflation. The Bureau of Labor Statistics uses a series of interrelated samples to produce the Consumer Price Index. This allows for the more accurate measurement of the changes in an overall price level.
Increases in non-hourly rates paid to live-in home support workers, live-in camp leaders and resident caretakers
There are many federal programs aimed at ensuring that older adults can age in place without compromising their independence. Some of the most popular include home care and community care. Some of these services are delivered via live-in home support workers, camp leaders and resident caretakers. These workers may be paid less than their colleagues, or not at all. In fact, some live-in caretakers are paid less than the minimum wage and are lucky to get one meal a day. For instance, some live-in camp leaders are paid a pittance for all the work they do. In some cases, the employer pays for room and board, but they may well reduce the wage by as much as $0.60 a day. The most cost-effective cities for in-home care include: El Centro, Sacramento, Santa Cruz and Visalia.
Calculating statutory holiday pay
When calculating statutory holiday pay using BC minimum wage, you’ll need to keep several things in mind. First, you’ll want to make sure that you’ve been working for at least 30 days prior to the statutory holiday. If you haven’t, you won’t be eligible for statutory holiday pay. Secondly, you’ll need to know how much you’ve been earning in the previous 30 days.
When you’re calculating statutory holiday pay, you’ll need to divide the total wages paid by the number of days worked. For example, if Jane has earned $3,220 in the past 30 days, she’ll need to divide $3,220 by 15.
If you’re not working a statutory holiday, you’ll be paid an average day’s salary. You’ll be paid 1.5 times your regular rate of pay for the first 12 hours you work on a statutory holiday. For any hours over 12 hours, you’ll be paid twice your normal rate of pay.
