Alexis Hinde is an Assistant Business Agent with the Directors Guild of Canada, British Columbia. She publishes a bi-weekly column entitled Debunking Collective Agreement Myths with Alexis Hinde for the DGC BC's Newsletter to Members and can be seen out on set visits. If you see her, make sure to say hello!
Debunking Collective Agreement Myths: Stat Holidays
SO HOW DOES STAT HOLIDAY PAY WORK, ANYWAY?
This is one of our most frequent questions here at the DGC - everyone from PAs to Payroll Accountants call when there's a stat on the horizon. Basically, it's as follows:
WHEN YOU DO NOT WORK ON THE DAY THE STAT HOLIDAY IS OBSERVED:
- If you're a weekly employee, and you work the work days both before and after the stat on the same production, you are paid for the day. Simple!
- If you're a daily employee, it gets a little more complicated.
- In order to qualify for stat pay, you need to work both before and after the stat on the same production.
- If you've worked on the same production 15 of the 30 days before the stat, you are entitled to a full day's pay for the observed stat.
- If you've worked on the same production fewer than 15 of the 30 days before the stat, you're entitled to a pro-rated amount.
WHEN YOU WORK ON THE DAY A STAT HOLIDAY IS OBSERVED:
- You are entitled to 250% of your rate for the day, regardless of whether you are a daily or weekly employee. There is no pro-rating of pay for holidays worked.
- Statutory Holiday Pay also applies to stats that occur during a production hiatus.
- There is no stacking of premiums. If, for example, you work on a stat that is also a 6th consecutive day of work, you would be entitled only to the greater of the two premiums - in this case 250% for a stat worked, which is more than 150% for a 6th day.
- For more details, check out Article 18.5 of the Collective Agreement.
And make sure you put stat holidays on your time sheet!
Any questions or concerns?
Please email Assistant Business Agent Alexis Hinde at firstname.lastname@example.org.