Dogwood Express Newsletter
February 16, 2024: Issue 63
In This Issue:
  • Final Reminder 2024/25 Super Camping/Select Lodging Guide Listing Deadline February 20, 2024
  • The Significance of Co-Insurance
  • Sign Up for Canadian RVing & Camping Week Taking Place May 21–26, 2024
  • RV Park in the Okanagan Requires Operator
  • Overtime Explained
  • BCLCA Welcomes New Members

Published continuously since 1989 - 80,000 copies will be printed by Mitchell Press in May 2024 along with the publication of an online SCBC flipbook version accessible (14,053 visitors over the past year) from the travel website. 
The guide also has a companion mobile SCBC App for Android and Apple mobile device users (20,000 users and growing).

80,000 print guides will be distributed at Visitor Info Centres in BC /Alberta, BCLCA Members, RV Rental Agencies, BC Parks, BC Ferries, Consumer Shows and Government Agencies.

If you are interested in being listed in the 2024/25 guide, please email [email protected] or call 778-383-1037. Purchase deadline February 20, 2024.
Co-insurance is arguably one of the least understood and most important aspects of your insurance coverage. Most commercial insurance policies contain a co-insurance clause that may impose significant limitations on your coverage in the event of a claim.

The co-insurance clause is used by insurance companies to encourage property owners to purchase an accurate amount of coverage. Typically, property insurance premiums are based on the limits provided to the insurer during the application process, therefore, an incentive may exist for the applicant to understate the value of their buildings and contents in an effort to keep their insurance costs down. Undervaluing your property, however, may affect the way a claim is settled, so you need to strongly consider your approach.

Setting proper building and content limits is one of the many important services that an insurance broker provides, and they are experts at helping you value your property appropriately.

Read more about Co-insurance in an article provided by preferred member Signature Risk Partners.
Planning for the Canadian RVing & Camping Week May 21–26, 2024 is well underway.

This is an invite for you to join other campground operators across Canada championing the value of camping/RVing and celebrating the week.

Purpose and Objectives

Campground and RV Parks offer an opportunity for the family to spend time together, to create lifelong memories, and to discover Canada’s natural landscape, and they have never been as important to the well-being of Canadian families as they are today.

The week-long event is organized by the Canadian Camping and RV Council to:

  • Promote the lifestyle associated with camping and RVing to the general public.
  • Promote good behaviour and respect via the Camper’s Code to develop a safe and friendly camping culture.
  • Raise funds for Care Camps Canada to help send children with cancer to a medically specialized camp.
  • Raise awareness with politicians of all stripes of the economic impact and community benefits that the camping and RV industry generate.

In British Columbia, the BC Lodging and Campgrounds Association is the lead organization and will be applying for a proclamation from the BC government to proclaim the week, as well as promoting the event to consumers.

To join simply complete the attached form and email to [email protected].

Okanagan Staffing is seeking applicants to live and operate an RV park next to a beautiful River in the Okanagan. Enjoy lodging in the managers house for two people as a reward, receive compensation up to $70k per couple, 3 weeks vacation in off season and a refreshing lifestyle. You must oversee the campground operations, guest services, maintenance of public areas, and have effective communication/customer service skills.

Previous experience in property management/hospitality required, use of Quickbooks along with managing budgets, cash, and maintaining guest records with MS Office. If you are seeking a new challenge in a career in a beautiful setting, apply to [email protected]

There’s a shortage of workers and those in your employ are having to work longer hours to keep the business running but please note you cannot just agree to your own approach for overtime.

Overtime needs to be managed and is strictly controlled by the Employment Standards Act (ESA), there is a misconception that employers and employees are free to “work it out for themselves” and come to an agreement on when, or if, overtime will be paid.

This is a myth, and the ESA requires employers to accurately track and record all hours worked, including overtime hours, and to pay employees overtime wages if they require or allow employees to work more than eight hours in a day, or 40 hours in a week.

Overtime must be paid at the rate of time and-a-half for hours worked more than eight in a day or 40 in a week and double-time for hours worked in excess of 12 in a day.

Common Overtime Work Questions

Start and end of shift - It’s important to know that if your front office opens at 8:00 am and you require an employee to be there 10 or 15 minutes before opening (prep time) and after closing (cash out) they need to be paid for this time. This approach applies to all your workspaces there is no free time or wiggle room.

Changing or cancelling shifts - Employers can change shifts at any time as long as employees have enough time free from work. Employees do not need to be paid if they are given notice of shift changes or cancellations before they report to work.

Scheduling meal and coffee breaks - Employers are not required to provide coffee breaks. A 30-minute unpaid meal break must be provided when an employee works more than five hours in a row. The employee must be paid for the meal break if they're required to work (or be available to work) during their meal break. Working through a meal break does not always result in overtime pay.

Recording actual time worked - Employers must keep a record of the hours worked by each employee each day and provide a pay statement every payday. Employers need to keep these records in English at their principal place of business in BC for 4 years after each record was created.

Travel to work – paid or not - In most cases, travelling to work is a commute. It's not work – even if the employee is driving a vehicle provided by the employer or the employee has been picked up by the employer or another employee. However, commute time is considered work if an employee is providing a service to the employer by bringing employer-provided tools, equipment, supplies or material to the worksite or if asked by the employer to pick up other employees and bring them to the worksite.

Time bank considerations - An employee can make a written request to bank their overtime hours instead of being paid for them during the pay period when they're earned. Later on, they can ask for:

  • Part or all of the wages in the time bank to be paid out.
  • Time off with pay for a period agreed upon by the employer and employee.
  • The employer to close the bank and pay out their banked hours entirely – this request must be made in writing.

An employer can close a time bank after giving the employee one month’s written notice. Within six months, the employer must do one of the following:

  • Pay the employee all of the overtime wages credited to the time bank.
  • Allow the employee to use the credited overtime wages to take time off with pay.
  • Pay the employee for part of the wages credited to the time bank and allow the employee to use the remainder of the credited overtime wages to take time off with pay.

Employee(s) file(s) an ESB overtime claim at the end of the season - Incorrectly tracking overtime can have costly consequences for employers. Unpaid overtime claims can go back 12 months and will add up quickly, especially if a claim involves several employees. The key take-away is that employers and employees cannot agree to overtime arrangements that are inconsistent with the ESA. The best practice is to establish an overtime policy that simply and clearly sets out the overtime rules, in accordance with the ESA.

Some Additional ESB Resources

Explain workplace standards - Employers need to clearly communicate to employees what their rights are for working in B.C. They should do so by posting and sharing the information in these documents:

Foreign workers - The Foreign Workers info sheet contains information about the rights of foreign workers under the Temporary Foreign Worker Protection Act and Regulation. Employers and recruiters need to share this information with foreign workers they hire or recruit.

Guide to the Employment Standards Act and Regulation - The guide is an interpretation of the B.C. Employment Standards Act and Regulation to help provide a clear understanding of the law. It is not a legal document and should not be used as a substitute for legal counsel.

Disclaimer: The BC Lodging and Campgrounds Association makes no representations or warranties regarding the use of this information and encourages members to obtain independent legal advice regarding whether this information satisfies their own personal or business needs.

New Active Members

Jewel Lake Resort, Greenwood
Sina Steiger

Nimpo Lake Resort
Nimpo Lake
Haimei Wang & Sanny Wang

Cayoosh Creek Campground
Alicia Jackson/Michael Shellnut

New Supporting Member

Juno Lin
209, 3003 St. Johns Street, Port Moody BC V3H 2C4