The $10aDay plan is on its way!
Child care is regularly either the first or second biggest expense families face according to our living wage calculations. For many low-wage families, quality and affordable child care is just not something that they are able to afford. Many have no option but to leave the workforce or to use unregulated care.
The Living Wage for Families Campaign supports the $10aDay child care plan for BC. Initially introduced in 2011, the $10aDay plan has been updated to reflect current realities and government policies. We're on our way, but there's much more to be done to achieve affordable, accessible child care options for all BC families.
The $10aDay Plan charts the way to build the system and make quality affordable services the common daily experience for children and families across British Columbia. The Plan has the support of 51 local governments, 31 school districts, community organizations, unions, businesses and individuals representing more than 2 million British Columbians.
Recommendations for 2019
The 2019 edition of the $10aDay plan highlights a number of recommendations for the provincial government:
- Move child care to the Ministry of Education.
- Create a child care capital budget to build new publicly owned child care facilities in partnership with school districts, local governments, and non-profits.
- Accelerate the expansion of Universal $10 a day Child Care Prototype Sites, ensuring they serve all regions of the province.
- Accelerate the wage enhancements it provides to ECEs and develop and implement a provincial wage grid.
- Ensure that the Fee Reduction Initiative grows at a rapid rate so that fees come down for all families in licensed programs, thus reducing the need for subsidies.
- Increase ECE educational opportunities and access to public post-secondary institutions.
The Plan builds on well-established evidence
An ever-expanding body of research clearly demonstrates that:
- Public spending on the early years is a wise social and economic investment.
- Quality child care is early learning.
- High quality early years programs promote healthy development.
- Children and families need, and have a right to, quality early care and learning.
- Sound public policy builds universal systems that meet the diverse needs of today’s families.
Can we afford it?
- Quebec’s child care system returns $1.05 to its government for every $1 invested – and Ottawa recovers 44 cents, even with no direct investment. The returns continue to grow.
- Phasing a universal child care plan in over 10 years would allow for families to see immediate relief from high fees while allowing the government to scale up the plan (and costs) in stages.
- Once the plan is fully phased in, it would generate an estimated $1.3 billion in revenues to the provincial and federal governments. This would be from the boost in economic activity from parents who are able to return to work once lower fees and increased child care spaces allow them to enter the workforce.
Together we can make an impact
Join the 160+ Living Wage Employers across BC in addressing poverty in your community.
If you have any questions about the process, don’t hesitate to be in touch by phone (604-975-3347) or email (email@example.com).
The living wage is a regional calculation that looks at the amount that a family of four, two adults working full year, full time, need to earn to meet their expenses. The living wage allows working families to support the healthy development of their children and participate in the social, civic and cultural lives of their communities.
A living wage employer pays all direct and contract staff the living wage rate for their region.
Step 1: Determine the living wage in your region
You can see a map of the BC communities that have calculated a living wage rate. If you don’t see your community listed on the map or if you have any questions email us at firstname.lastname@example.org. We can help!
To calculate the living wage rate for each employer we take into account their employees’ total compensation package (wage + benefits). If employees receive non-mandatory benefits like extended health benefits or Medical Services Plan (MSP) coverage, the living wage rate is reduced to take this into account. See our benefits calculator for details.
Step 2: Make a plan
A clear plan is essential. Our Guide to Becoming a Living Wage Employer provides information on the criteria for certification and other information employers need to know.
- If you are a small employer with under 20 staff and/or a less complex organizational structure, you may fill out an application form rather than complete an implementation plan. Download the application form for small employers here.
- If you are a large employer (20 or more staff and/or more complex organizational structure), you will need to draft an implementation plan. Refer to the Employers Guide for more information.
We have also prepared resources for employers of various sizes, sectors, and industries. Browse these here.
Please contact us to answer any questions you might have. All conversations are confidential and we won’t rush you through the process.
Step 3: Apply for certification
Once you have submitted your living wage application form or implementation plan, it will be reviewed by a committee of employers. This committee will approve your plan or ask for more information to strengthen your application. This process is to help you have as strong an implementation plan as possible.
- Living Wage Employers pay all direct and contract staff the living wage rate for their region.
- Living Wage Employers recognize that paying a living wage is an investment in the long-term prosperity of the economy.
- We all have a role to play in ending poverty. The minimum wage is a government response to address working poverty. The living wage is an employer’s opportunity to address the same problem.
Paying a living wage
The living wage is a bare-bones calculation that looks at the amount that a family of four needs to earn to meet their expenses. The living wage includes costs like rent and groceries as well as items like extended health care and two weeks savings for each adult. It does not include debt repayment or savings for future plans.
To calculate the living wage rate, employers take into account their employees’ total wage plus benefits. If employees receive non-mandatory benefits, the living wage rate is reduced. See our benefits calculator for details.
Learn more about becoming a Living Wage Employer.
What are the benefits of a living wage?
Good for employers
Employers have found that implementing a living wage has increased their employee recruitment and retention. Vancity saw that the most significant impact was the swelling of pride in all staff after implementing a living wage. Staff at Living Wage Employers are proud to contribute to a company that ensures that no one is left behind.
"A living wage supports our organization's mission to promote equality, fairness and social inclusion." - BC Public Interest Advocacy Centre
Good for our community
We all pay for poverty in our communities. We pay in increased use of emergency health services when individuals aren’t able to afford to fill prescriptions. Our education system is stretched when parents aren’t able to support their children’s education because they are working multiple jobs. Investing in a living wage is investing in the health of our communities.
Good for the economy
When low-wage workers see an increase in their wages they spend their money locally. A living wage allows families to participate in the social, civic and cultural lives of their communities. They support local business and participate in community events. We all benefit when we reduce poverty in our communities.
A Living Wage Employer is a responsible employer who cares about their employees and the community. Join the 150+ certified Living Wage Employers across BC in addressing poverty.
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