2017 Whistler Living Wage FINAL REPORT JOCELYN CHEN

Transcription

1 Whistler Living Wage FINAL REPORT JOCELYN CHEN

2 This page is left intentionally blank Whistler 2017 Living Wage Final R

3 Table of Contents Introduction... 1 Calculating the Living Wage for Whistler... 3 Living Wage Family Methodology and Results...3 Calculations...4 Living Wage Seasonal Employee Methodology and Results...7 Calculations...8 Conclusion... 10

4 Page 1 Introduction Whistler 2020 is a community wide plan to move Whistler towards success and sustainability. One of the strategic priorities developed in the Whistler 2020 plan is to enrich community life by making it affordable and livable for permanent residents and seasonal employees. In an effort to track progress toward meeting this priority, the Whistler 2020 Affordability Task Force (Chamber of Commerce, Whistler Community Services Society, Resort Municipality of Whistler, Whistler Housing Authority, RBC Royal Bank, Mature Action Committee, Whistler Blackcomb, and Whistler residents etc.) worked with the Social Planning and Research Council of British Columbia (SPARC BC) in to develop a method for measuring affordability for families and seasonal employees in Whistler. This approach was one of the first affordability tracking systems for a small community in Canada. At the time there were a few different ways of measuring affordability at a regional or large city scale and all the approaches had strengths and weaknesses when applied to Whistler. The Task Force ultimately chose a Market Basket Measure (MBM) as a foundation for Whistler s approach as it had the greatest ability to reflect local circumstances 1. As it describes, the MBM is based on a basket of goods to ensure in (Whistler s case): Income and innovative benefits help make it affordable to live and play in Whistler Residents have access to affordable goods and services that meet their needs 2 The MBM is a consumption-based definition of poverty/affordability that establishes an income line below which people are said to live in poverty or an unaffordable situation. With a consumption measure the degree of inclusivity is determined by both the number of items included in the list/basket of goods, and the way in which costs are determined. Whistler s Affordability Task Force worked together to ensure the basket reflected the points above. This custom approach has served Whistler since 2005, helping to track the cost of living and the incidence of the population living with incomes below what is needed for this cost of living (See Appendix A for a chart showing the historic living wage in Whistler). In recent years however nonprofit organizations in Canada as well as many municipalities have adopted an affordability measurement approach called the National Living Wage Framework. The national living wage framework, a guideline developed by living wage leaders from across the country, incorporates the basic principles into a consistent definition and methodology that is being deployed across the country to ensure general uniformity of approach. However, taxes, transfers, and even hours of work can vary widely from province to province. For this reason, there is variation in some elements of the calculation from province to province, particularly relating to the social supports available to individuals and families. 1 Whistler Affordability Study, 2006, Social Planning and Research Council of BC 2 Whistler2020 Resident Affordability Descriptions of Success, 2005

5 Page 2 The Living Wage is the hourly wage required for each of two parents (with two children) to afford the cost of living. It provides an estimate of what that family needs to earn in order to meet basic needs and participate in the civic and social life of their community. The Living Wage methodology is very similar to Whistler s original approach as it uses the Market Basket Measure as a foundation. It was decided in the winter of 2017/2018 to transition Whistler s affordability measuring approach to the same methodology used across municipalities in Canada. Doing so allows for data collection/reporting efficiencies, improved benchmarking and enhanced communication. Work to complete this transition was collaboratively completed by staff at the Whistler Centre for Sustainability and RMOW. The living wage is not the same as the minimum wage. As it stands today the minimum wage an employer is required to pay in BC is $11.35/hours. However, this does not take into account the basic requirements a family needs to get by, whereas the living wage is based on the cost of living in each community. It takes into account the amount of money a family needs in order to pay for non-discretionary items such as rent, transportation, food, and child care. The table below shows the differences between the minimum wage and the living wage. TABLE 1 DIFFERENCE BETWEEN MINIMUM WAGE AND LIVING WAGE Minimum wage Living wage Definition Provincially mandated hourly minimum an employer is required to pay in a given jurisdiction. Operation Legislation Voluntary Jurisdiction Provincial Municipal Quality of life considerations Cost of living consideration Current rate Does not take into account the material needs of a healthy, sustainable life Adjusted to the rate of inflation $11.35 raising to $12.65 in June 2018 ($10.10 for liquor server) Hourly wage necessary for a family consisting of two working parents with two children to meet their basic needs after taxes, transfers, and payroll deductions are taken into account Reflects the basic necessities of life Adjusted annually as costs increase, sometimes faster than general inflation $26.88 per parent $14.37 for a seasonal employee (6 month term) The current 2017 living wage for Whistler is $26.88 per parent and $14.37 for a seasonal employee not receiving any non-mandatory benefits. The total after-tax income, needed for a family of four to make ends meet is about $111,820 per year and for a seasonal employee the amount is $14,945. The Whistler living wage for 2017 is higher than both 2015 and 2016 and the increase is conjunction with the escalating cost of housing during this time frame.

6 Calculating the Living Wage for Whistler Page 3 LIVING WAGE FAMILY METHODOLOGY AND RESULTS The living wage methodology for Whistler is based on the step-by-step calculation guide and Vancouver Living wage excel spreadsheet that are available on the Canadian Centre for Policy Alternatives website 3. The core importance of the methodology is that it is based on the wage requirements for a family of four; two adults and two children aged (3 and 7). That said the living wage would also support a family throughout the life cycle so that young adults are not discouraged from having children and older workers have some extra income as they age. Experience has shown that the rate is not significantly different for individuals without dependents or a spouse 4. The purpose of the family expenses calculation is to ensure that the family has the income to: Feed, clothe, and provide shelter for their family; Promote healthy child development; Participate in activities that are an ordinary element of life in a community; and Avoid the chronic stress of living in poverty The basket of goods used for the living wage includes costs for: Shelter; Food; Mobility; Clothing; Childcare; Basic education course; a small contingency fund and other (furnishings, toiletries, health products, recreation etc.). There is some room within the methodology to adjust based on local circumstances. The table below outlines some of the assumptions about the methodology (with Whistler s specific approach) bearing in mind that the living wage amount is based on ever-changing information regarding family expenses and government transfers and taxes. Therefore, the information provided is accurate as of the date of this writing. In addition, the living wage calculation must be revised annually to ensure its accuracy Canadian Living Wage Framework

7 Page 4 TABLE 2 FAMILY COMPOSITION Parent 1 Parent 2 Work full time 40*hrs/week Work full time 40*hrs/week Take basic schooling courses Child 1 aged 7 Child 2- aged 3 Attend school and before & after school care Full time day care *The National Living Wage Method suggests 35hr/week per parent, However, Whistler parents tend to work 40, It also suggests a 3 bed dwelling rental, but in Whistler s case there are mostly 2 bedrooms and the children are at an age where they can still share. CALCULATIONS The calculation of the living wage is a complex process in its details, but includes the following stages: Calculate Family Expenses (Sources: Whistler Housing Authority - Shelter, Living Wage Calculator Other/Taxes/Transportation Car, Whistler Transit Bus Pass, Whistler Children s Centre/RMOW Programming Childcare, Whistler Centre for Sustainability Food) Calculate Government Deductions and Taxes Calculate Government Transfers (CCB, GST, credits, BCLICATC etc...) Determine the Total Income Required (Cost of living + Taxes) Benefits =Total Required Household Income Determine the Living Wage Amount Total Required Household Income/hrs Worked/2 = Living Wage Per Parent Verify the Calculation The following tables outline the expenses calculation for the living wage, the total income required to afford expenses and the living wage. The list of family expenses contains basic necessities. It doesn t allow families to save for their children s post-secondary education; it doesn t acknowledge that many working families also carry debt obligations. But it does recognize that things like rent, transportation, child care, food, clothing, internet costs are part of the basics that every family strives to meet.

8 Page 5 TABLE 3 SUMMARY OF FAMILY EXPENSES COST OF LIVING ITEMS ANNUAL AMOUNT FOOD $11,827 CLOTHING AND FOOTWEAR $1,944 SHELTER $41,834 RENT (AVERAGE OF THE MEDIAN MARKET RENTS OF 2 & 3 BEDROOM) $38,400 UTILITIES $1,547 CELL PHONE $1,048 INTERNET $443 TENANT INSURANCE $405 TRANSPORTATION $5,505 SECOND HAND VEHICLE $4,995 WHISTLER TRANSIT FAMILY BUS PASS $510 CHILD CARE $17,010 OTHER HOUSEHOLD EXPENSES $10,383 MSP $1,800 NON MSP HEALTH EXPENSES $1,740 PARENT EDUCATION $1,117 CONTINGENCY FUND $4,300 TOTAL FAMILY EXPENSES $97,470 Once total family expenses have been added up, the calculation moves to the income side of the equation, which consists of both employment income and government transfers. The living wage incorporates relevant government assistance, such as child care benefits and the BC early childhood benefit. TABLE 4 WHISTLER LIVING WAGE: SUMMARY OF FAMILY INCOME SUMMARY AMOUNT HOUSEHOLD EMPLOYMENT INCOME $111,820 PLUS GOVERNMENT TRANSFER $5,807 CHILD CARE BENEFITS $5,147 BC EARLY CHILDHOOD TAX BENEFIT $660 MINUS TOTAL TAXES AND PAYROLL DEDUCTIONS ($20,141) FEDERAL TAX ($9,378) PROVINCIAL TAX ($3,473) CPP CONTRIBUTIONS ($5,188) EI CONTRIBUTIONS ($2,102) TOTAL AVAILABLE DISPOSABLE INCOME $97,486 TABLE 5 FAMILY LIVING WAGE PER PARENT 2017 WHISTLER S FAMILY LIVING WAGE PER PARENT $26.88 When looking at Whistler s household income, approximately 63% of family households are above the living wage threshold without any employer paid benefits. However, assuming an employer pays for MSP, extended health medical, paid vacation, and a winter season pass, the living wage drops significantly and it would make over 90% of the family households living above the living wage.

9 Page 6 NON-MANDATORY BENEFITS If employees receive non-mandatory benefits from the employer, such as health, dental, disability, life insurance, transit or recreational benefits, childcare etc. the living wage rate is reduced. For example, when an employer provides extended health benefits it means that families do not need to purchase the extended health benefits themselves. In addition, shelter cost is the biggest factor that impacts the living wage. In Whistler, residents are fortuante to have access to resident restricted housing under the market rate, such as the Whistler Housing Authority. The chart belowindicates the reduced living wage per hour based on employer paid benefits and affordable housing. FIGURE 1 LIVING WAGE REDUCTION PER HOUR BY THE BENEFITS Living 40hr/ week/ per parent Living wage without benefits MSP Extended healthcare Season pass Total employer paid benefits WHA 3 $2,000 WHA+Employer paid benefits WHA 2 $1,540 $26.88 $0.67 $1.50 $1.11 $3.28 $5.35 $8.63 $7.45 $18.25 $23.60 LIVING WAGE IN BC The map below compares living wages in different cities in BC. *Note Whistler is unique in that the community considers 40hr/week full time whereas others consider a full-time work week to be 35 hrs/week. Vancouver City $28/hr Whistler $26.88/hr

10 Page 7 LIVING WAGE SEASONAL EMPLOYEE METHODOLOGY AND RESULTS The Whistler2020 Task Force recommended an affordability calculation specifically for employees in Whistler who just come for the season. In 2006, a custom calculation based on the MBM was utilized and in 2017 this approach was updated to align as best as possible with the National Living Wage Framework method. The purpose of the seasonal employee expenses calculation is to ensure that a seasonal employee has the income to: Be fed, clothed and have shelter; Participate in activities that are an ordinary element of healthy life in a community; and Avoid the chronic stress of living in poverty The table below outlines some of the assumptions about the seasonal employee methodology (Whistler s specific approach). Bearing mind that the living wage amount is based on ever-changing information regarding expenses and government transfers and taxes. Therefore, the information provided is accurate as of the date of this writing. The living wage calculation must be revised annually to ensure its accuracy. TABLE 6 SEASONAL EMPLOYEE ASSUMPTIONS Male aged Work full time 40*hrs/week for 6 months Cost of living Shelter private room in shared dwelling Transport Bus, taxi x 6, city trip x 6 Food Male Recreation Spirit Pass, Meadow Park 6 month pass, dine out x 12 ($25), equipment

11 Page 8 CALCULATIONS The calculation of the living wage can be quite complex in its details, but includes the following stages: Calculate Seasonal Employee Expenses (Sources: Whistler Housing Authority - Shelter, Living Wage Calculator Other/Taxes/Transportation, Whistler Transit Bus Pass, Whistler Centre for Sustainability Food) Calculate Government Deductions and Taxes Determine the Total Income Required (Cost of living + Taxes) =Total Required Income Determine the Living Wage Amount Total Required Income/hrs Worked = Living Wage Verify the Calculation The following tables outline the expenses calculation for the living wage, the total income required to afford expenses and the living wage. The list of seasonal employee expenses contains basic necessities, such as rent, bus pass, food, clothing, season pass, and gym membership etc. to have an adequate lifestyle in Whistler. TABLE 7 SEASONAL RESIDENT LIVING WAGE EXPENSES COST OF LIVING ITEMS 6 MONTH AMOUNT FOOD $2,149 CLOTHING AND FOOTWEAR $486 SHELTER $6,027 RENT (PRIVATE ROOM IN A SHARED DWELLING) $5,466 UTILITIES $192 CELL PHONE $264 INTERNET $55 TENANT INSURANCE $50 TRANSPORTATION (6MONTH BUS PASS) $636 OTHER AND RECREATION EXPENSES $3,784 MSP $37 NON MSP HEALTH EXPENSES $36 SPIRIT PASS $1,489 SPORTS EQUIPMENT $500 MEADOW PARK MEMBERSHIP $309 DINING OUT $300 OTHER $1,185 CONTINGENCY FUND $575 TOTAL EXPENSES $13,874

12 Page 9 Once the total expenses have been added up, the calculation moves to the income side of the equation, which consists of 6 month employment income. TABLE 8 WHISTLER LIVING WAGE: SUMMARY OF SEASONAL EMPLOYEE INCOME EMPLOYMENT INCOME $14,945 MINUS TOTAL TAXES AND PAYROLL DEDUCTIONS ($1,066) FEDERAL TAX ($219) CPP CONTRIBUTIONS ($566) EI CONTRIBUTIONS ($280) TOTAL AVAILABLE DISPOSABLE INCOME $13,877 TABLE 9 SEASONAL EMPLOYEE LIVING WAGE 2017 WHISTLER S SEASONAL EMPLOYEE LIVING WAGE $14.37 Note that if an employee is paid by incentive-based pay (tips) or commission, the employee s base salary plus tips over the course of a one-month period are divided by the number of hours worked in order to calculate the average hourly pay. NON-MANDATORY BENEFITS If seasonal employees receive non-mandatory benefits from the employer, such as health, dental, transit, housing or recreational benefits, etc. the living wage rate is reduced. For example, when an employer provides a winter season pass it means that the employee does not need to purchase the pass themselves. In addition, shelter cost is the biggest factor that impacts the living wage. If an employer provides staff housing at a $500 subsidy, it will bring down the living cost significantly. The chart below indicates the reduced living wage per hour based on the employer paid season pass and staff housing. FIGURE 2 LIVING WAGE REDUCTION PER HOUR BY THE BENEFITS 0 Living wage 40hr/ 10 week Living wage without benefits Season pass $14.37 $1.84 $12.53 Staff housing $2.89 $11.48

13 Conclusion Page 10 Whistler has the first ever living wage approach for small communities since It is an important indicator for a family of four or for a seasonal employee to meet their basic needs, participate in the civic, economic, and social fabric of the community. Living wage is the gateway to a better quality of life; it also contributes to well-being. In addition, it also contributes to employee productivity and success in business. Higher wages or more employer provided benefits tend to reduce employee turnover, reduce expenditures on training and improve morale which can lead directly to improved sales, revenue, and customer service. While the living wage clearly focuses on the role of employers in taking their fair share of responsibility for the well-being of their workforce, it also presents alternative ways for employers and other resort stakeholders to support living wages and improve affordability. The biggest portion of any household budget is the shelter cost. In Whistler, the resort has experienced tremendous economic growth. As a result, housing costs have gone up significantly. The Resort Municipality of Whistler and Whistler Housing Authority fully recognize how housing affordability is linked to employment growth and how unaffordable housing could negatively impact the business environment and workforce supply. The Mayor s Task Force on Resident Housing continues to work on providing more affordable housing inventory for the residents and resort employees. The goal is to provide 1,000+ resident restricted beds in the next 5 years. In addition, Whistler Chamber s Workforce Recruitment and Retention Task Force is also working with the business community to implement strategies to substantially improve the labour market landscape and ensure Whistler is still an attractive place to work, live, and play. Living wage is a collaborative work for the resort partners to meaningfully make a difference in affordability. It s richer than just the business bottom line. When the resort has more people living an affordable life, who are more resilient, more able to weather the ups and downs of the economic cycles, that contributes to making Whistler a healthier community.

14 Page 11 Appendix A As of 2017 the Living Wage is based on the Living Wage Canada methodology which provides the ability to compare Whistler's results to other communities. Prior to 2017 the Whistler Living Wage was based on a similar methodology that was developed specifically for Whistler in 2005 when no standardized Canadian approach was available. The main difference between the previous methodology and the current approach is related to the age of the children included in the modelling, as well as increased costs of the associated childcare needs.

15 Whistler s Living Wage Whistler Chamber Workforce Recruitment and Retention Task Force April 11, 2018 Jocelyn Chen Economic Development Analyst RMOW

16 Living Wage vs. Minimum Wage Definition Minimum wage Provincially mandated hourly minimum an employer is required to pay in a given jurisdiction. Living wage Operation Legislation Voluntary Jurisdiction Provincial Municipal Quality of life considerations Cost of living consideration Does not take into account the material needs of a healthy, sustainable life Adjusted to the rate of inflation Current rate $11.35 raising to $12.65 in June 2018 ($10.10 for liquor server) Hourly wage necessary for a family consisting of two working parents with two children to meet the basic needs after taxes, transfers, and payroll deductions are taken into account Reflect the basic necessities of life Adjusted annually as costs increase, sometimes faster than inflation See the following slides

17 Living Wage Background Whistler 2020 Affordability Task Force Whistler Community Services Society Whistler Chamber Mature Action Committee Resort Municipality of Whistler Whistler Blackcomb RBC Royal Bank Whistler Housing Authority Whistler residents Whistler has the first ever living wage approach for small communities

18 Living Wage Canada General Principles Whistler s 2017 living wage calculation is based on the National Living Wage Frameworka document outlining a national methodology to ensure consistency across the country To ensure that a family has the income to: Feed, clothe and provide shelter for their family; Promote healthy child development; Participate in activities that are an ordinary element of life in a community; and Avoid the chronic stress of living in poverty

19 Process BC Living Wage Guidebook Sourcing expenses for shelter and food Confirming other costs from guidebook and local (childcare) Entering costs into the tool Calculating Cost of Living (household employment income + Childcare benefits -EPI premiums, federal and provincial taxes =annual expense

20 Living Wage - Family

21 2017 Per Parent Result - Family Living wage 2017 Family items Expenses % of income Food $ 11,827 11% Clothing $ 1,944 2% A healthy family of 4 with 2 children 1 child (age 3) in full-time daycare, 1 child (age 7) attend school and before & after school care 40* hours of employment each parent Costs of living including rental housing* - 2/3 bedroom, transportation used car & parent bus pass, food, clothing, basic medical expenses and other Inclusion of tax credits and benefits One parent taking basic schooling courses Shelter $ 41,843 37% Transportation $ 5,505 5% Others $ 10,383 9% Subtotal $ 71,503 64% Child Care $ 17,010 15% Non MSP Health Expenses $ 1,740 2% MSP $ 1,800 2% Contingency Fund $ 4,300 4% Parent Education $ 1,117 1% Total Expense $ 97,470 Gross Income Required $ 111,820 Hourly hr/week $ 26.88

22 Employer paid benefits and housing Impact on Living wage - Family Living 40hr/ week/ per parent Living wage without benefits MSP Extended healthcare Season pass Total employer paid benefits WHA 3 $2,000 $26.88 $0.67 $1.50 $1.11 $3.28 $5.35 $23.60 WHA+Employer paid benefits WHA 2 $1,540 $8.63 $7.45 $18.25

23 Family household income in Whistler 63% of family households are above the living wage without employer paid benefits 90%+ of family households are above the living wage with employer paid benefits (MSP, extended medical, paid vacation, season pass) See more information about Whistler household income at Whistler.ca/housing (household income and affordability)

24 Living Wage in BC Whistler $26.88/hr Vancouver City $28/hr

25 Living Wage Seasonal Employee

26 2017 Seasonal Employee Living wage 2017 Seasonal employee items Expenses % of income Food $ 2,149 14% Clothing $ 486 3% Male years old 40 hours of employment for 6 months Costs of living including rental housing, transportation, food, recreation, clothing, basic medical expenses and other* Shelter private room Transport Bus, taxi x 6, city trip x 6 Food Recreation Spirit Pass, Meadow Park 6 month pass, dine out x 12 ($25), equipment Inclusion of taxes and credits Shelter $ 6,027 40% Transportation $ 636 4% Others $ 3,784 25% Subtotal $ 13,082 88% Child Care $ - 0% Non MSP Health Expenses $ 218 1% MSP $ - 0% Contingency Fund $ 574 4% Parent Education $ - 0% Total Expense $ 13,874 Gross Income Required $ 14,924 Hourly hr/week $ 14.37

27 Season pass and housing Impact on Living wage Seasonal Employee Living 40hr/ week Living wage without benefits $14.37 Season pass (@$1,489) $1.84 $12.53 Staff housing ($500 subsidy) $2.89 $11.48

28 Discussion Gap between minimum wage and living wage $30.00 $25.00 $20.00 $15.00 $10.00 $5.00 $10.10 Staff housing Season pass $ $14.37 All benefits + WHA All benefits $26.88 $0.00 Liquor server/general minimum wage Living wage for a seasonal employee Living wage for family per parent Implication of higher wage or benefits/perks employees (e.g.: earning, well-being, stability, etc.) employers (e.g.: wage/salary expense, turnover rate, sales, profits, recruitment cost, training cost, retention, productivity, etc.)

29 Thank you Please feel free to contact me for information/data/research/report Jocelyn Chen Resort Municipality of Whistler Economic Development Analyst