Pay by the day daycare: Drop-In Childcare & Part Time Daycare
Oregon Department of Human Services : Medical, Food, Cash and Child Care Benefits : Benefits : State of Oregon
Skip to main content
An official website of the State of Oregon
Learn
How you know »
(how to identify a Oregon.gov website)
An official website of the State of Oregon »
Search Site
Search
I need to.
..
Apply for benefitsRenew benefitsGet EBT card helpReport a changeFind an officeGet help with benefits
Resources
Oregon ONE Mobile app Benefits programs Forms
How to apply
You can apply online, by phone or in person. Here is a
checklist of what you’ll need to apply.
Benefits programs
Medical coverage
Oregon Health Plan is Oregon’s Medicaid program. Other medical benefits may include long-term care services and help paying Medicare costs.
SNAP food benefits
The SNAP program provides monthly benefits to help people buy food. Benefits are usually issued on an electronic benefit transfer (EBT) card.
Cash benefits
TANF provides cash benefits to low-income families and new parents. Benefits are usually issued on an electronic benefit transfer (EBT) card.
TA-DVS helps domestic violence survivors with temporary cash benefits if their safety is at risk.
Refugee services including cash assistance are available for refugees when they first arrive in Oregon.
Child care assistance
Employment Related Day Care helps families who are working or in school pay for child care. This is a subsidy program, which means that some families still pay part of the child care cost.
Forms
About Oregon’s ONE Eligibility System ONE Eligibility Operations Dashboards
.gov
Official websites use .gov
A .gov website belongs to an official government organization in the United States.
Secure .gov websites use HTTPS
A lock icon ( ) or https:// means you’ve safely connected to the .
gov website.
Help Paying for Child Care
There are different programs available to you to help pay for child care. Some programs have income requirements and some programs might be offered through local providers. You can also call your local Child Care Resource & Referral (CCR&R) agency about options that might offer help paying for child care.
Click on the options below to learn more about programs that may be available in your area.
-
Government Programs
State Child Care Assistance/Child Care Vouchers
Every state receives funds from the federal government to support child care assistance programs. These programs may go by other names, such as vouchers, fee assistance, subsidy, or use a specific program name.
These programs help families who qualify pay for child care so they can work or go to school. Check your state’s eligibility requirements by visiting your state’s child care assistance website (find it on our Child Care Resources by State Map under your state’s Financial Assistance tab.)Early Head Start/Head Start
Early Head Start serves children from birth to 2 years old and Head Start serves children ages 3-5 years old. These programs provide a wide range of services to support children’s development and work with families to help support their children.
Both are federally funded programs and are in every state, territory, and many tribal communities. Families with incomes at or below the poverty level may be eligible for Head Start services. Special consideration is given to children who have disabilities, children in foster care, families experiencing homelessness, and families receiving certain types of public assistance. To find out if your family is eligible, contact your nearest Head Start program.
State-Funded Pre-K
Some states fund half-day or full-day Pre-K programs for 3 to 5-year-old children, with the goal of improving school readiness. These programs may be offered at low or no cost to eligible families. Some states have made it available for all families. Contact your local Child Care Resource and Referral agency to find out more and to help you find a Pre-K program where you live.
Military and DoD Fee Assistance Programs
Child Care Aware® of America offers child care fee assistance to eligible members of the military and DoD. Eligibility requirements are determined by each branch of service or agency. Visit our Fee Assistance page to find out if your branch or agency is covered.
-
Employee Benefits
Employer Assisted Dependent Care
Some employers have plans that allow employees to earmark a portion of their paycheck into a special fund to use for child care.
This money is not taxed and can only be used for child care costs. Talk to your human resource representative at your work to find out if this is an option for you.Other Employer Benefits
Some companies have on-site child care for employees. Other companies may also offer discounts with local child care providers. Ask your human resources department if they have relationships with local child care providers that offer these discounts.
-
Student Resources
High School Students
State child care assistance may be available to parents in high school in need of child care. Check out our Child Care Resources by State Map and then click Child Care Assistance under the Financial Assistance category. You can contact your state or local office and ask about funds for parents in high school.
College or University Child Care
Some colleges and universities have on-site child care programs and may offer discounts to students and faculty members.
-
Other Options
Sliding Fee Scale
Some providers may offer families to pay for child care based on their income. This is called a sliding fee scale. Ask providers if they offer this option, or contact your local CCR&R to see if they have information on providers who offer this option for families.
Certain types of child care programs may be lower cost. For example, some local YMCA, Boys and Girls Club, or faith-based organizations may also offer lower-cost care. Whatever setting you choose, it is important to ask if your provider is licensed.
Local Scholarships
Local nonprofits may offer scholarships to families based on need. Contact your local CCR&R for more information.
Sibling Discounts
Some providers will offer a discount if you have more than one child enrolled in the program. If you have more than one child that needs child care, ask potential providers about this type of discount.
Military Discounts
Many child care providers offer discounts for military service members. Ask potential providers if they offer discounts.
-
Tax Credits
Child and Dependent Care Tax Credit
This credit is available to people who are paying for child care so they can work or look for work. Speak with a tax specialist or visit www.irs.gov for more information.
Earned Income Tax Credit
This is a tax credit for individuals who work and whose income is moderate to low. Speak with a tax specialist or visit www.irs.gov for more information.
These programs help families who qualify pay for child care so they can work or go to school. Check your state’s eligibility requirements by visiting your state’s child care assistance website (find it on our Child Care Resources by State Map under your state’s Financial Assistance tab.)
This money is not taxed and can only be used for child care costs. Talk to your human resource representative at your work to find out if this is an option for you.
Payroll and personnel management 8 – Accounting without worries
- Posted on 11/11/2015 10:57 PM
- Views: 26004
This article will focus on work on holidays and weekends, as well as overtime work. Let’s see how the accrual for these types of work is reflected in the program “1C: Payroll and personnel management 8” edition 3.
0. The documents we need are located in the “Salary” section.
So, let’s start with the document “Work on weekends and holidays”. Users of the previous edition will notice a different look to the document in question. For convenience, we write the date according to the day on which the employee worked, or indicate the end of the month to enter information on several dates. In the “Days of work” window, add all holidays and weekends that have become working days for employees. In connection with the requirement for the consent of the employee, we put two checkmarks.
In the following tabular section, we select employees from the list.
Do not forget to mark how the payment will be made, by the day or by the hour – choose the one you need. In the event that hours are selected, we need to put the number of working hours in front of each employee.
After filling out the document, we conduct it, and two printed forms become available to us: an order and a work schedule on weekends or holidays.
In the future, when we draw up a time sheet, we will see that those people who worked on weekends will have “PB” in the form of time.
There are two types of overtime pay.
The first situation where an employee working on the main work schedule worked extra hours overtime. Then we draw up a document for payment of overtime hours and calculate, according to the standard algorithm, the first two hours in one and a half times and then in double.
The second option is more complicated when there are shift work schedules, and according to these schedules, the amount of time worked exceeds the time according to the production calendar.
Let’s start with the first option, this will require the document “Work overtime”, presented in the “Personnel” section.
This document is very similar to the previous one in that it reflects weekend work. We also fill in the list of days and employees working overtime on these days, plus put down the hours of processing.
Check the consent box, otherwise the document will not be posted. You can also describe the reasons for overtime, this text is used in the order, the printed form of which we can use, as well as the form of the schedule.
Overtime hours can also be entered in the time sheet, but if they are already entered in the Overtime work document, there is no need to duplicate the information in the time sheet.
As a result, when calculating wages, we will see these types of payments.
The second situation concerns recycling. For such cases, a special document “Registration of overtime” is provided, which becomes active if the checkbox in the corresponding position is checked in the initial payroll settings.
Then in the section “Salary” we have the opportunity to refer to this document.
The document must be entered before payroll is calculated at the end of the month of the end of the accounting period. The required period is entered manually. The document can be filled out automatically, then all employees who work according to the schedules of the summarized accounting of working hours will be included in the tabular part.
With this filling, overtime hours are automatically calculated as the difference between the norm and the time actually worked. The rate is calculated according to the production calendar minus absenteeism, the actual hours worked – according to accruals for hours worked. Due to the fact that for the last month of the accounting period the salary has not yet been accrued, a preliminary calculation is performed. For this calculation, the actual hours worked are taken from the work schedule, that is, how many hours should be worked per shift. If changes were made to the schedule, then manual adjustment is possible in the document “Registration of processing”.
Based on the fact that the law does not regulate how many hours of overtime must be paid at least one and a half times, and how many – at least twice, then by default all overtime hours are filled in one column of one and a half pay. If the company provides for double payment, then manually fill in this column. When the rate or hours worked are edited, the overtime is automatically recalculated.
After the registration of this document, the hours of processing made will be paid when calculating salaries. There is a special charge for this.
If we talk about one-time (one-time) charges, then for their registration there is a document “One-time charge”. It is available only if there is an accrual in the database that is supposed to be registered by such a document. (with the appointment “Time wages and allowances”, with the implementation of “According to a separate document”, where the type of document “One-time accrual” is indicated).
If this type of accrual exists in the “Salary” section, it becomes possible to refer to the “One-time accruals” document. In the event that there are several such accruals, it becomes possible to select the one you need according to the situation in the document. But such accruals are not automatically included in the program; if the need arises, they can be made independently.
The document is supposed to be used for registration of “one-time” accruals, that is, those that will not need to be registered regularly.
For example, a one-time travel allowance.
Thus, we have considered some possible situations in the accounting of working time, which must be reflected before payroll for the correct accounting of wages. And we touched upon the topic of one-time charges, which is more related to inter-settlement charges, which will be discussed in the following articles.
Article author: Kristina Savvina
Like this article? Subscribe to the mailing list of new materials Remuneration, No. 11, June, 2019
Article Topics
Select topics
income tax
VAT
PPO
ERU
FLP
Dismissal
fines
personal income tax
Vacation
Single tax
sick leave
All topics
Rudaya Tatyana, editor-in-chief of the magazine “Payments”
Compensation
June, 2019/No.
11
Seal
Hooray! Finally, an official clarification from the State Labor Service has been received regarding the calculation of the salary of a “payer” employee in case he did not work the whole month.
I am very pleased that the answer in the commented letter of the State Labor of May 27, 2019 No. 4340/4/4.1-DP-19 is the same as in the letter of the Ministry of Social Policy dated April 15, 2019 No. 553/0/206-19 (see “OT”, 2019, No. 9). Why is this question so important? Yes, because the calculated amounts of wages for an incompletely worked month for a “paying employee” can “dance” either in plus or minus, depending on how they are calculated: based on worked working days or based on worked hours.
00711″> This moment has always attracted the attention of inspectors from the State Labor Service.
From our readers’ requests, we learned that during labor inspections, some labor inspectors understand the procedure for calculating the basic salary of workers whose remuneration is based on the salary (monthly tariff rate), not in the same way as specialists from the Ministry of Social Policy.
In their opinion, in enterprises with time wages, when calculating the basic wages for employees whose wages are paid based on the salary (monthly tariff rate), you need to act like this. Divide the salary (monthly wage rate) of the employee by the norm of working time in hours set for him for the month for which the calculation is made (i.e., in fact, find the hourly earnings of the employee), and multiply by the number of hours actually worked during the month.
As a result, those employers who calculated the salary for an incompletely worked month for a “paying employee” based on the worked working days could run into rather big fines.
Therefore, today it was very important to receive an official answer from the Gostrud specialists.
So, now you can be sure that the official positions of the Ministry of Social Policy and the State Labor Service coincide.
Important!
The salary of a “paying employee” for a month that was not fully worked out due to illness, vacation, etc., should be calculated in proportion to the actually worked DAYS during this month.
In this case, the duration of the established working week, as well as the daily work of the employee during the working week, does not play a role.
We are sure that this can put an end to the dispute with the inspectors regarding the correctness of the calculation of the salary of the “paying employee” in the event of a month not fully worked.