Eligibility
To be eligible for statutory holiday pay an employee must have:
•been employed for 30 calendar days before the statutory holiday; and
•worked or earned wages on 15 of the 30 days before the statutory holiday.

Employees who work under an averaging agreement or a 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:
•time-and-a-half for the first 12 hours worked and double-time for any work over 12 hours; plus
•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.

For the standard working week of 40 hours, caregivers will be paid at the rate of $820.00 gross on a bi-weekly basis. After the deductions of taxes and the Room and Board charges ($150.00 bi-weekly), the net income expected will stand at $568.00. This income level will remain till the end of December 2012 unless the Federal Government will revise its Tax Tables before the end of this year.

Many jobs available for Nannies/Caregivers in the Lower Mainland in the following areas:

Nanny / Caregiver Jobs

Childcare and Elder Care

• West Vancouver – Family with 3 school age children looking for a live-out full-time housekeeper. Salary negotiable. Starting date: ASAP
• West Vancouver – Family with 2 children (toddler and a baby) looking for a live-in nanny. Duties: childcare is first priority, housekeeping, meal preparation. Starting date: ASAP.
• West Vancouver – Family with 2 school age children looking for a driver, part-time live-out nanny. Duties: driving the children to activities, housekeeping, meal preparation. Starting date: ASAP.

Send us an Email:
info@Paragon-Personnel.com

Check our website:
http://Paragon-Personnel.com

Vancouver – Family with one toddler looking for a live-in full-time nanny. Salary negotiable. Duties: childcare as required, housekeeping, meal preparation. Starting date: ASAP Vancouver – Family with 3 children (school age) looking for a live-in nanny. Salary negotiable. Duties: childcare, meal preparation, housekeeping. Starting date: ASAP North Vancouver – Family with one child, looking for a driver, live-in nanny. Good salary offered. Duties: childcare as required, driving the child to activities, housekeeping, meal preparation. Starting date: ASAP Vancouver – Family with one baby looking for a live-out part-time nanny. Salary negotiable. Duties: childcare as required, housekeeping, meal preparation. Starting date: ASAP Port Moody – Family with 2 toddlers looking for a live-in full-time nanny. Salary negotiable. Duties: childcare is main priority, meal preparation related to the children. Starting date: ASAP Surrey – Family with one baby looking for a live-in full-time nanny. Salary negotiable. Duties: mainly childcare. Starting date: ASAP Surrey – Family with one baby looking for a live-in nanny. Salary negotiable. Duties: childcare, housekeeping, meal preparation. Starting date: ASAP Surrey – Family with one toddler looking for a live-out part-time nanny. Salary negotiable. Duties: childcare as required, housekeeping and meal preparation related to the child. Starting date: ASAP. Langley – Elderly gentleman looking for a live-in caregiver. Salary negotiable. Duties: companionship, meal preparation, housekeeping. Starting date: ASAP. Mission – Family with two school age children looking for a driver live-in full-time nanny. Salary negotiable. Duties: childcare as required, housekeeping, meal preparation. Starting date: ASAP Coquitlam – Family with two school age children looking for a live-in full-time nanny. Salary negotiable. Duties: childcare, housekeeping, meal preparation. Starting date: ASAP

]]> http://paragon-personnel.com/blog/2012/04/02/looking-for-a-nanny-job-call-nanny-vancouver/feed/ 3 http://paragon-personnel.com/blog/2012/03/13/letter-to-service-canada/ http://paragon-personnel.com/blog/2012/03/13/letter-to-service-canada/#comments Tue, 13 Mar 2012 17:43:31 +0000 admin http://paragon-personnel.com/blog/?p=763 Dear Sir/ Madam,

We most recently applied to sponsor a new nanny and I understand that it is now a requirement that sponsor families pay for this.
I am very happy to know that the nannies will now be covered in the event of an emergency! This is great news!

We are lucky, because most of our nannies stay with us a fairly long time and we take great pride in treating them fairly and with respect. We work really hard at having good relationships with our nannies, because that is the way we are and we want everyone to be happy at work and at home. The majority of our nannies have told us how much they learn from us, how much they know we care about them, and they know it is better to work at a good relationship for the long term, rather than not working at it and quitting and restarting jobs over and over again. All relationships take work, communication and understanding on both sides of the equation.

Previously a nanny we sponsored worked with us for a week and then quit.
Over the 8 years that we have hired nannies, I have come to learn that many of them already have family here which is great! However, we have also learned that many of the nannies who do have family here, are given advice that they just need to agree to the contract terms like the minimum wage standard to get sponsored and once they get here, they can just quit and find another family who is willing to pay them double that amount. They also agree to be flexible with their schedule, but then when they arrive here they refuse to work anything but Mon – Fri 9 – 5. As you know, by hiring 2 nannies at a time, we go out of our way to be fair and make sure we don’t ask too much of any one nanny. We follow all the rules of law and do the right thing. But our work does require flexibility. It does not seem fair to the sponsor family when the nannies sign a contract and agree to the terms, and yet has the intention to quit before they even get here and before they even give the family a chance.

Thus, when we have someone come to work for a few weeks, who does not even give us a chance, does not get to know us and just ups and quits after a week, we have to wonder about their motives. I am happy to pay for their flights and medical if they are willing to give us a chance, get to know us and work with us. When we have to pay out this additional money to them, it would seem to me, that there should be compensation to us for this expense if they turn around and quit as soon as they arrive.

My other concern is that if a nanny does that to us, and we have paid for their flight and temporary medical insurance, they should have to reimburse us for that cost. I am happy to pay for these things, as I pointed it out to our agency and your office that these girls were not being covered for temporary medical insurance, but it seems the scale has tipped outside what is fair if a nanny doesn’t have any intention to stay once they get here anyway.

Perhaps it could be regulated that if a nanny quits the sponsor family within a certain period of time after arriving in Canada, they have to reimburse that sponsor employer for the flight and temporary health care and the new employer who takes over their sponsorship has to pay them for those benefits?

Warm regards,

Diane

Still Looking for a Job? Call us at: 604.298.6633

Many jobs available for Nannies/Caregivers in the Lower Mainland in the following areas:

Nanny / Caregiver Jobs

Childcare and Elder Care

• West Vancouver – Elderly person is in need of a live-in caregiver. Very good salary offered. Duties: housekeeping only. Starting date: ASAP
• West Vancouver – Family with three children looking for a live-in nanny. Duties: childcare, housekeeping, meal preparation. Starting date: ASAP.
• North Vancouver – Family with one baby looking for a live-in nanny. Good salary offered. Duties: childcare as required, housekeeping, meal preparation. Starting date: ASAP
• Vancouver – Family with 2 children (2 and 5 year old) looking for a live-out part-time nanny. Salary negotiable. Duties: childcare as required, housekeeping, meal preparation. Starting date: ASAP
• Vancouver – Family with 3 school age children looking for a live-out full-time or part-time nanny. Salary negotiable. Duties: childcare as required, housekeeping, meal preparation. Starting date: ASAP
• Delta – Family with 2 children ages 1 and 3 year old looking for a live-in nanny. Good salary offered. Duties: childcare and housekeeping. Starting date: ASAP
• Abotsford – Family with 2 children (school age) looking for a live-in nanny. Salary negotiable. Duties: childcare as required, housekeeping, meal preparation. Starting date: ASAP.
• Chilliwack – Elderly looking for a live-in caregiver. Salary negotiable. Duties: companionship, housekeeping, meal preparation. Starting date: ASAP.

Send us an Email:
info@paragon-personnel.com

Check our website:
http://paragon-personnel.com

Remembrance Day – also known as Poppy Day or Armistice Day (the event it commemorates) or Veterans Day – is a Commonwealth holiday to commemorate the sacrifices of members of the armed forces and of civilians in times of war, specifically since the First World War. It is observed on 11 November to recall the end of World War I on that date in 1918 (major hostilities of World War I were formally ended “at the 11th hour of the 11th day of the 11th month” of 1918 with the German signing of the Armistice).

The poppy’s significance to Remembrance Day is a result of Canadian military physician John McCrae’s poem In Flanders Fields. The poppy emblem was chosen because of the poppies that bloomed across some of the worst battlefields of Flanders in World War I, their red colour an appropriate symbol for the bloodshed of trench warfare. A Frenchwoman, Anna E. Guérin, introduced the widely used artificial poppies given out today.

In Canada, Remembrance Day is a public holiday in all provinces and territories except Ontario, Quebec and Manitoba.
(According to “Wikipedia – The Free Encyclopedia”)

Immigration Minister Jason Kenney’s plan to accept 10,000 more skilled workers into Canada next year is a sound one, and so is the government’s overall target of 255,000 newcomers. Some other changes make less sense, and may be motivated by politics, more than economics.

Mr. Kenney acknowledged that the seven-year backlog to sponsor grandparents and parents has become unmanageable, and announced a two-year moratorium on applications. In the meantime, however, he will increase the quota by 10,000 over two years, to 25,000, and introduce a two-year multiple-entry visitor’s visa for these family members.

To compensate, there will be a lower quota in other categories, including live-in caregivers. The target is 8,000-9,300, compared to 10,500-12,500 in the past two years.

Shouldn’t it be the other way around? Why would a country with a declining fertility rate and the expected mass retirements of baby boomers want to recruit yet more older people? “The government has it backwards,” says Sergio Karas, an immigration lawyer.

While family reunification is a goal for Canada’s immigration program, family-class newcomers already make up two-thirds of all those accepted. Parents and grandparents are unlikely to create economic growth and will have more health needs.

Live-in caregivers are a category that should be expanded. They perform a key role in the labour market: caring for children in a country with no national daycare policy, and looking after the elderly. There is already a shortage of quality care for the aged, a problem that will grow in years to come with the country’s demographic shift.

Canada’s live-in caregiver program is unique in the world, and allows caregivers to apply for permanent residency after living with a family for two years, caring for either children or the aged. It has real weaknesses, such as long application-processing times, abusive employers and nannies being recruited for “fake” jobs, but the program itself remains sound.

The government would be wise to put resources into having it run more smoothly, and make sure that well-qualified caregivers are recruited to bona fide jobs and that their permanent residency applications are processed in a timely fashion. As the population ages, Canada will need more of them.

Many jobs available for Nannies/Caregivers in the Lower Mainland in the following areas:

o West Vancouver – Family with 2 children (toddler and a baby) is in need of a live-in nanny.Salary negotiable. Duties: childcare, housekeeping, meal preparation. Starting date: ASAP

o West Vancouver – Family with 2 children school age looking for a live-in nanny. Top salary offered. Duties: childcare as required, housekeeping, meal preparation. Starting date: ASAP

o North Vancouver - Family with 1 child, school age, looking for a driver live-in nanny. Top Salary offered. Duties: childcare as required, housekeeping, meal preparation, driving the child to activities. Starting date: ASAP

o Burnaby – Family with one baby looking for a live-in nanny. Salary negotiable. Duties: childcare as required, housekeeping, meal preparation. Starting date: ASAP

o Burnaby – Family with two toddlers looking for a live-in nanny. Salary negotiable. Duties: childcare as required, housekeeping. Starting date: ASAP

o Vancouver – Family with three children, school age, looking for a live-in nanny. Salary negotiable. Duties: childcare as required, housekeeping, meal preparation. Starting date: ASAP

o Vancouver – Family with two kids, school age, looking for a live-in nanny. Salary negotiable. Duties: childcare as required, housekeeping, meal preparation. Starting date: ASAP

o Richmond – Family with two toddlers looking for a live-in nanny. Salary negotiable. Duties: childcare as required, housekeeping, meal preparation. Starting date: ASAP

o Victoria – Family with two children, school age, looking for a live-in nanny. Salary negotiable. Duties: childcare as required, housekeeping, meal preparation. Starting date: ASAP

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Human Resources and Skills Development Canada – www.hrsdc.gc.ca
Temporary Foreign Worker Program
Notice for Employers:
New Requirements for Employers Using Third Party Representatives
On June 30, 2011, An Act to Amend the Immigration and Refugee Protection Act (IRPA), came into force, along with related amendments to the Immigration and Refugee Protection Regulations (IRPR). The new IRPA provisions will help regulate the intervention of paid third party representatives in the labour market opinion (LMO) and arranged employment opinion (AEO) application process. These amendments require the paid third party representatives to be authorized before providing services in order to better protect employers and temporary foreign workers from acts of fraud.
Authorized Paid Immigration Representatives
Only the following immigration representatives may charge a fee, or receive any other type of consideration, for representing or providing advice in connection with any Canadian immigration process or application:
• lawyers and paralegals in good standing with a provincial or territorial law society;
• notaries in good standing with the Chambre des notaires du Québec; and
• immigration consultants in good standing with the Immigration Consultants of Canada Regulatory Council.
All immigration representatives paid by an employer must now be authorized before getting involved in any of the following activities:
• Representing an employer in an LMO or AEO application.
• Communicating with Citizenship and Immigration Canada (CIC), the Canada Border Services Agency (CBSA), the Immigration and Refugee Board of Canada (IRB) or Human Resources and Skills Development Canada (HRSDC)/Service Canada on behalf of the client.
• Explaining and providing advice.
• Providing guidance on how to select the best immigration stream and completing the appropriate forms.
• Representing the client in an immigration application or process.
• Advertising that they can provide immigration advice.

As a live-in caregiver you are entitled to take a public holiday off work, with public holiday pay, regardless of how long you have been working. The following are the statutory holidays in British Columbia:

• B.C. Day – August 1, 2011 (Monday)

• Labour Day -  September 5, 2011  (Monday)

• Thanksgiving Day – October 10, 2011 ( Monday)

• Remembrance Day - November 11, 2011 (Friday)

• Christmas Day – December 25, 2011 (Sunday)

If you need more information please contact us at 604.298.6633 or email at info@paragon-personnel.com