Pay by the day daycare: Drop-In Childcare & Part Time Daycare

Department of Early Learning and Care : Employment Related Day Care program (ERDC) : Programs : State of Oregon

The Employment Related Day Care program (ERDC) helps families who are working, in school, or receiving Temporary Assistance for Needy Families (TANF) pay for child care, including registration fees. We also work with partners across the state to help families find and keep good child care.

ERDC is a subsidy program. This means many families still pay part of the child care cost. This is called a copayment (copay).

Apply, renew or report changes

Information for child care providers

This program is for families that:

• Live in Oregon.
• Are working or in school or receiving TANF.
  • In a two-parent family, both parents must be working or in school. (This does not apply to parents receiving TANF)
  • There are some exceptions for two parent households where one parent can’t provide child care because of a medical or mental health condition, or if supervised contact is required by the State.
• Need child care to keep working, attending school, or participating in family well-being activities. 
• Have a child who is:
  • A U.S. citizen or qualifying non-citizen,
  • Under 13 years old and needs child care, or
  • 13 to 17 years old and needs care because of special circumstances.
• Meet income limits (see below on this page).

Note: The child care provider you use needs to be approved to receive ERDC payments.  This is not the same as being a licensed child care provider.

Families may also be able to get cash benefits through the TANF program. Call your local ODHS officeto see if you are eligible.

Learn more about ERDC and TANF:  English  | 
Spanish  | 
Russian  | 
Chinese  | 

Vietnamese

The income limits when you first apply are lower than the ongoing and exit income limits. This means you can start making more money and still keep your ERDC benefits.

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When you first apply

These are the initial income limits as of 3/1/2023. You must earn under these amounts to
start getting ERDC. These amounts are 200% of federal poverty level. 

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Ongoing and exit limits

These are the ongoing and exit income limits as of 3/1/2023. You must earn under these amounts to keep
getting ERDC. These amounts are 250% of federal poverty level or 85% of state median income, whichever is higher. 

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Why do I have to pay for your time-off? – Daycare Owl

A common complaint echoed amongst parents is having to pay for child care even when their child is not in attendance or their child care facility is shut down. The problem is that most parents are not aware of how the licensed child care industry operates. Licensed child care providers are businesses and not government employees. They are responsible for their own pay, benefits, retirement, and are completely self-supporting. The only way a child care provider can ensure continuity of income is to create contracts with parents that allow them to have time-off and vacation pay.

Parents on the other hand are left stranded. When their child care facility shuts down they have to pay and find back-up care or take the day off. It is a double loss of income for them. What is the alternative though? Providers are also entitled to a break, and to take time off when they get sick. Why should they not be awarded the same rights as other working professionals in other industries? The other issue that confuses parents, is the lack of consistency in child care policies, amongst different facilities. Parents are often eager to compare daycares with other daycares or babysitters and nannies who operate on a on-demand basis. This lack of understanding between parents and providers and creating a growing rift in the child care community.

So how do providers get paid for their time-off and keep parents happy? By offering parents flexible child care options that allows them to take time-off as needed and charging them more on a daily basis for that option. The concept is simple, instead of having a vacation pay or time-off accrual that you collect when on break, you collect a daily amount instead, thereby avoiding any issues, terminations, or complaints. By collecting time-off pay on a daily basis most facilities can earn more by having parents pay more for the option of not being in a contract.

How does it work?

We will first we have to do some math. Let’s look at the following example of ABC daycare:

ABC Daycare’s License allows for 8 children, on average they books 6 children for the year.

Each child pays $300 per child/ per week, that is $60 per day/ per child.

If we break that down into hourly ($60 per day/10 hrs) it’s only $6 per hr/ per child.

ABC Daycare takes 20 days off in a year. Each family pays $60 per day, and they usually have 6 children in attendance.

ABC daycare accrues $7,200 (20 days x $60= $1200 x 6 children)in vacation and time-off pay annually.

ABC daycare generally operates 252 days in a year. If we divide $7,200 into 252 days, that is only $28 per day increase.

This $28/ increase would be split amongst the 6 parents, which equals $5 increase per child (rounded up).

Let’s check the math: $5 per day x 6 children= $30 $30 x 252 = $7,560

This means for an additional $5 per day per child ABC daycare could take their time-off as needed, not charge the parents in their care, and earn $360 more for the year by allowing flexible care.

Formula to calculate rates and vacation pay:

Weekly amount per child/ days open= Daily cost per child per day

$300/5= $60 per day

Daily / total hours open per day = Hourly Cost per child

$60 per day/10 hrs= $6 per hr/ per child

(Days off in a year x daily rate) x total number of children.

20 days x $60= $1200 x 6 children= $7,200

Formula to calculate daily vacation pay:

Vacation pay / days worked in a year = Per day increase

$7,200/ 252 days= $28 per day

Daily increase/ total number of children= Per child daily cost increase

$28/ 6 children = $4.666, approximately $5 increase per child (rounded up).

By charging parents a few dollars more per day, child care facilities can avoid vacation-time turn-over, arguments with parents, and earn top dollar.

Child care rates are soaring, yet most providers struggle to fill their daycares. How can that be? We have the answer and the solution. Parents and providers simply cannot find each other. The parents demanding child care cannot find the supply offered by child care providers, and Daycare Owl is going to fix this socio-economic issue with technology. Daycare Owl’s goal is to bridge the growing gap between parents and licensed child care providers. Parents can expect to find much lower hourly rates for child care on Daycare Owl. The Daycare Owl platform has given daycares the capability of segmenting the full week into hourly slots. Daycares can now offer weekend care, date night care, overnight care, evening care, and so much more. Daycares are the most affordable choice when it comes to outside care. Daycares operate on the concept of economy of scales, a proportionate saving in costs gained by an increased level of production. Licensed childcare providers are trained, equipped, and legally allowed to have multiple children in their daycares. Economy of scales keep daycare rates low. The world of affordable and available child care has just expanded, and we can’t wait to see the difference it makes in the lives of children, mothers, fathers, providers, employers, and the economy as a whole. Welcome to the child care revolution.

Providers can create free online profiles with bookable spots. Sell recurring spots on a weekly, daily, and hourly basis. Set your own prices and timings. Sell extra services such as date-nights, weekend care, and more. Accept, deny, cancel reservations as needed. Daycare Owl helps keep your daycare booked to max capacity, but never exceeding it. Get paid in full on every transaction. Automated receipts for each transaction and year end reporting. 100% free for providers.

Parents can search and contact daycares for free. Create a free account to see daycare phone numbers and more. Book flexible child care at licensed facilities on a daily, hourly, weekly basis. No more contracts, no more deposits book recurring care that meets your schedule. Favorite Daycares you like, and share with other parents. Receive automated receipts for FSA processing and child care tax credit. Share Daycare Owl to get daycares in your area to register.

Available nationwide www.daycareowl.com

Payroll and personnel management 8 – Accounting without worries

Posted on 11/11/2015 10:57 PM

Views: 26005

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

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Rudaya Tatyana, editor-in-chief of the magazine “Payments”

Compensation
June, 2019/No. 11

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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.