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Omar Yaqub

IV. Evaluating the Nominee Programs: Institutional Design and Practice - 0 views

www.lco-cdo.org/rable-workers-baxter-sectionIV

work immigrants

shared by Omar Yaqub on 15 Mar 12 - No Cached
  • Alberta’s “semi-skilled” nominee stream for lower-skilled workers – a hodgepodge of narrow, sector-specific pathways – currently makes temporary foreign workers in the food and beverage processing, hotel and lodging, manufacturing, trucking, and foodservice sectors eligible for nomination.[
  • Employers and workers in these sectors follow a relatively complex application process.[xcii] First, employers specify the number of nominations they intend to make, and outline the job description and requirements, settlement and retention plans, and any sector-specific requirements to the provincial government. This process allocates a specific number of nominations to each employer directly, limiting the maximum number of nominations according to sector.[xciii] Once allocations are made, employers are eligible to select foreign workers who meet the basic education and worker experience requirements for nomination.
  • In Alberta, lower-skilled foreign workers must be employed with the nominating employer for a minimum period of six months before they are eligible for nomination. Other requirements for education and experience in workers’ home countries vary across sectors. After nominated workers have been approved as nominees by the province, they apply CIC for permanent residency status.
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  • process of allocating nominations to employers before they select individual nominees disadvantages workers in at least two ways. First, it further discourages workers from accessing existing employment protections such as minimum employment standards in the face of employer abuses, by giving employers sole discretion to “reward” workers with nominations. Given that these nominations represent a direct path to permanent residence status in Canada, they are obviously extremely valuable to workers. As Yessy Byl, the Alberta Federation of Labour’s Temporary Foreign Worker Advocate, points out, some employers “use this program as a further excuse to exploit workers who desperately want to immigrate.
  • Many dangle the possibility of nomination in the AINP to ensure acquiescence to unreasonable requests such as unpaid work, additional work, etc.”[xcvi] Second, by limiting the number of allocations made to each employer, this system is likely to increase competition among workers for nominations and may even discourage employers from participating in the nominee program altogether because they regard it as arbitrary and unfair.
  • MPNP requires employers to notify temporary foreign workers, within their initial six months of work, that the employer intends to nominate them through the MPNP. This requirement has the advantage of minimizing worker uncertainty about their future status while they are still ineligible for nomination under provincial requirements.
  • further reform might be for the province to remove the six-month work requirement, making foreign workers eligible for nomination as soon as they begin work in Canada. This would at least provide the opportunity to do away with the temporary “trial period”, during which workers are arguably most vulnerable. Such a reform, however, may also serve to increase employer control ever further and calls into question the overall legitimacy of a program that gives private actors such broad scope to nominate immigrants without even basic requirements to prove their bona fides. Realistically, these challenges point to the inherent inadequacy of the TFWPs as an entry point for permanent economic immigration through an employer-driven nominee program. Palliative reforms that fail to recognize underlying problems of regulatory devolution and resulting institutional mismatch are unlikely to generate the kinds of outcomes for vulnerable foreign workers that fairness and sound economic policy-making are likely to demand.
  • employer beliefs that individuals from certain countries of origin are better able to perform this or that job create racialized profiles within particular sectors and industries.
  • Left to the sole discretion of employers, the effects of nominee selection processes in this area will likely be to ossify and entrench aspects of race and gender discrimination as part of Canada’s economic immigration system.
  • Employers in Manitoba, for example, have been active both in lobbying for an expanded nominee program and in developing surrounding institutions and services. 
  • developed a network of services for foreign workers that have been widely hailed as successful innovations – at least in those workplaces and urban environments where workers are able to take advantage of them.
  • Alberta’s nominee program requires employers to provide workers with in-house language training services or to arrange for provision by a third party. Likewise, the AINP obligates employers in most streams to design an accommodation and settlement plan for nominees that “demonstrate employer support and assistance toward successful integration of the workforce, community and society integration.”[cvi] While these seemingly modest requirements may appear to be positive developments in the direction of improving workers’ security and likelihood of successful settlement, the implied trend is clearly toward the devolution of support services away from the provincial government and toward private actors, the effects of which remain largely unevaluated.
  • There are two specific criticisms directed at this aspect of regulatory devolution. One is that obliging employers to provide essential settlement services further skews barging power to the disadvantage of workers by enmeshing their personal and family lives even more closely with authoritative decision-making processes undertaken by their employers. Jenna Hennebry has pointed out that:
Omar Yaqub

Importing Foreign Workers- The Basics - 0 views

www.singleton.com/...reign_Workers-_The_Basics.aspx

work immigrants

shared by Omar Yaqub on 02 Mar 12 - No Cached
  • Canada has agreed to the inclusion of the following service sectors in the GATS agreement: business services, communication services, construction services, distribution services, environmental services, financial services, tourism and travel related services and transport services.
  • A GATS professional is one who seeks to engage, as part of a services contract, in an activity at a professional level, provided that the person possesses the necessary credentials and qualifications. There are nine accepted professions under GATS:
  • • engineers; • agrologists; • architects; • forestry professionals; • geomatics professionals; • land surveyors; • legal consultants; • urban planners; and • senior computer specialists.
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  • Under GATS professionals may only work in Canada for a period of 90 days in any 12 month period
  • Spouses Spouses (including common-law partners) of temporary foreign workers can apply for a work permit without a confirmation from HRSDC, provided that the principal applicant is authorized by a work permit to work in Canada for at least six months. Initial this category was only available for spouses of skilled workers but recently it has been expanded to cover spouses of any temporary worker. The spouse of a temporary worker may apply for an open work permit, which allows the spouse to accept almost any job. The spouse's work permit will expire when the principal applicant's work permit expires.
  • As a general rule, a person who is not a Canadian citizen or a permanent resident must hold a valid work permit in order to work in Canada. Work permits are issued by Citizenship and Immigration Canada (“CIC”). Further, as a general rule, prior to the CIC issuing a work permit, the employer must receive a confirmation of employment from Human Resources and Skills Development Canada (“HRSDC”). This confirmation of employment is referred to as a “Labour Market Opinion” (“LMO”).
  • Foreign workers may also require a temporary resident visa to work in Canada; however, citizens and permanent residents of the U.S. are exempt from this requirement.
  • Under Canadian immigration law, it is the worker who must apply for and receive the work permit.
  • foreign worker must submit to CIC a copy of the HRSDC confirmation of employment and a detailed description of the employment offer (provided by the employer). There is a non-refundable fee of C$150 for processing an application for an individual work permit.
  • worker may apply for a work permit before entering Canada, at a port of entry or from inside Canada, depending on the worker's status
  • Generally, temporary foreign workers must apply for a work permit before departing for Canada, although the actual work permit will be printed and given to the foreign worker at the port of entry when he/she enters Canada.
  • If the foreign worker is from the U.S. or if the foreign worker does not need a temporary resident visa to visit Canada and an exemption is available from the requirement to obtain a confirmation of employment
  • the foreign worker is prohibited from applying for a work permit until his or her arrival at a port of entry.
  • If the applicant has been working in Canada for at least three months under an exemption, other than as a business visitor, but wants a permit to accept another job the foreign worker can apply for a work permit while already located in Canada
  • The worker is expected to abide by the terms and conditions set out in the work permit. Work permits are valid only for a specified job, employer and time period. However, workers can apply to the CIC to modify or extend their work permit. An application to extend a work permit should be made at least 3 months prior to the permit's expiry.
  • It is currently taking CIC over 117 days to process an application to renew or to change the terms and conditions of entry to Canada
  • Once the application is submitted the foreign worker can continue in employment pending approval of the extension, as long as they remain in Canada while that application is pending.
  • If the employer dismisses the foreign worker, the employee must apply to change their status to a visitor or find a new employer and apply to change the work permit to that new employer. There is no positive obligation on any employer to report the change in employment status to Immigration
  • Confirmation of Employment As a prerequisite to issuing a work permit, an immigration officer will generally require a Labour Market Opinion or a "confirmation of employment" from HRSDC. An employer who wishes to hire a temporary foreign worker is responsible for having the job offer validated by HRSDC. HRSDC will base its confirmation of employment on the following factors:
  • guidelines introduced by Service Canada for minimal recruitment efforts are as follows and are strictly adhered to:
  • NOC O and A Occupations You will have conducted the minimum advertising efforts required if you: • Conduct recruitment activities consistent with the practice within the occupation (e.g., advertise on recognized Internet job sites, in journals, newsletters or national newspapers or by consulting unions or professional associations); or • Advertise on the national Job Bank (or the equivalent in Newfoundland and Labrador, Saskatchewan or the Northwest Territories) for a minimum of fourteen (14) calendar days, during the three (3) months prior to applying for a LMO
  • If HRSDC is satisfied that the employment offer to a foreign national will not adversely impact the Canadian labour market, it will issue a confirmation of employment or LMO to the employer and enter the confirmation of employment into a database that can be accessed by immigration officials.
  • The employer then generally sends the foreign worker a copy of the LMO, as well as a detailed employment offer to be presented to immigration officials when the worker applies for his/her work permit at an overseas Canadian Consulate or upon the worker's arrival at a port of entry, if the worker is coming from a country that is visa exempt. Upon receipt of the HRSDC confirmation, immigration officials will decide if the foreign worker otherwise qualifies for a work permit.
  • confirmation process through HRSDC is a distinct stage from that of the work permit issuance by CIC. Currently the processing time at HRSDC is estimated at 3 to 5 weeks after receipt of acknowledgement of the application. Acknowledgements of receipt are currently taking 2 to 3 weeks.
  • Workers who require a work permit but not a confirmation of employment include those who are found to provide a significant benefit to Canada, spouses of temporary foreign workers, information technology workers, graduate students under a specialized work program and those who qualify for exemptions under NAFTA and GATS.
  • a 4 year cap on LMOs and an expiry date so foreign workers must rely on it within 6 months of issue or new recruiting efforts will be required.
Omar Yaqub

III. Overview of the Provincial Nominee Programs (PNPs) - 0 views

www.lco-cdo.org/...able-workers-baxter-sectionIII

work immigrants

shared by Omar Yaqub on 15 Mar 12 - No Cached
  • According to all PNP agreements signed to date, provincial governments hold exclusive authority to establish program criteria, nomination quotas, and administrative schemes, leaving the federal government with a limited role to monitor basic admissibility requirements under the IRPA and to negotiate evaluation processes for each provincial program. The language of the framework agreements indicates unequivocally that these programs are designed for the provinces to occupy maximum jurisdictional space.
  • At the level of program design, current PNP agreements enable the provinces to establish their own criteria for making nominations and to set target numbers for nominees from year to year.
  • Most provinces have created distinct sub-categories or streams in their PNPs based on skill level, family statues, or planned business development, and sometimes restrict these to specific industries and occupations.
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  • All existing PNP streams for lower-skilled workers require nominees to first become temporary workers admitted into the province through one of the federal TFWP streams and to work under a temporary permit for a minimum time period before they are eligible to apply as a nominee (6 and 9 months are common). Other program steams for higher-skilled workers allow nominees to be recruited form outside Canada and to arrive directly without first applying through the TFWPs.[lx]
  • A second common feature of PNPs is that they, like the TFWPs, are essentially employer-driven and thus reflect strongly the interests and demands of influential private actors.  Employers directly generate the demand for foreign workers, sometimes participate actively in developing specific PNPs, and invariably exert a high degree of practical control over nominee recruitment and selection processes.
  • PNPs to provide access to permanent immigrants whose employment skills are specifically selected to meet these labour requirements is clearly attractive to businesses. PNP immigration processes also tend to be much faster compared to those at the federal level, closing the sometimes-lengthy gap in time between the point at which employers identify labour needs and the point when workers are actually available to fill these positions. PNPs may also allow employers to bypass the federal LMO requirements under certain conditions, which is significant since employers have expressed some frustrations with the time and resources they need to devote to fulfill these requirements.[lxv]
  • [t]he PNP and the TFW Program are popular with some larger employers but often prove too costly for smaller ones to adopt.”[lxvi] Large businesses can more easily afford the significant administrative costs that can attach to recruiting, transporting, re-settling, and training nominees, such that the demands of these enterprises are most likely to dominate nominee programs
  • recent example, Maple Leaf Foods spent an estimated $7,000 per worker to employ individuals in their Brandon, Manitoba processing plant, bringing them to Canada initially through a TFWP and subsequently nominating them for permanent residency through the Manitoba PNP.[lxvii]
  • the federal-provincial agreements on immigration with Ontario and Alberta contain annexes that provide provincial governments and employers with greater flexibility in assessing labour market needs, without requiring input from HRSDC in the form of an LMO
  • Ontario and Alberta annexes explicitly recognize that pursuant to s. 204(c) of the IRPR, CIC is authorized to issue a temporary work permit without requiring a prospective employer to seek an LMO if requested to do so by the province
  • Under these sub-agreements, Ontario and Alberta agree to establish procedures and criteria to govern this authority, and to provide annual estimates of the number of temporary work permits issued by this route
  • A few critics of the TFWPs and PNPs in Canada have pointed out the overriding problem of employer control both in the policy-setting realm and in the actual workplace. Their criticisms raise concerns about effects on national immigration policy, on labour protection policies, on the realization of actual protections for vulnerable workers, or as some combination of these
  • [s]ome argue that letting employers choose who enters is against all the principles that have shaped Canada as an immigration country
  • Alboim and Maytree target the devolution of decision-making and program development from the federal government to the provinces and private interests, resulting in fragmentation of immigration priorities and procedures
  • Others have focused specifically on the fact the PNPs bind foreign workers closely to employers, exacerbating rather than relieving some of the real insecurities that figure prominently in the TFWPs
  • Some proponents of existing PNP models have countered that the problems associated with employer control over economic immigration are overstated and maintain that market-based incentives will effectively penalize abusive employers. These parties believe that economic immigrants will be attracted to responsible employers, such that employers will have adequate incentives to place voluntary restraints on formal and informal bargaining power.
  • But this argument rests on the dubious assumption that information about employer practices is readily available and that it will be accessible by temporary foreign workers – who, as discussed below, face significant barriers related to language, education, cultural, and access to support services. Without this information, so-called “reputation effects” are unlikely to place serious restraints on employers’ actions
  • Overall, it is generally clear that implicit standards of self-regulation fall well below what is necessary to protect workers, particularly in light of the broad employer discretion now inherent in existing PNP models. The main questions, taken up in the following section, are about what aspects of nominee program design premised on this discretion actually contribute to workers’ insecurities and about whether responses by governments and third-party actors can be considered sufficient to meet the resulting concerns.
Omar Yaqub

http://employment.alberta.ca/documents/tfw-annexb-occ-sp-steam-pipe.pdf - 0 views

employment.alberta.ca/...w-annexb-occ-sp-steam-pipe.pdf

work immigrants alberta tfw

shared by Omar Yaqub on 09 Apr 12 - No Cached
  • Omar Yaqub on 09 Apr 12
     
    Canada-Alberta Temporary Foreign Worker (TFW) Annex Pilot on Occupation Specific Work Permits   Steamfitter-Pipefitter Background The TFW Annex is an addition to the Agreement for Canada-Alberta Cooperation on  Immigration. The Annex includes an agreement to implement a number of pilots.  One of the pilots allows Citizenship and Immigration Canada (CIC) to issue an  occupation-specific work permit for TFWs working in Alberta in the steamfitterpipefitter trade (NOC 7252). Initially, this permit allows TFWs to be employed for up  to one year by one employer or a Group of Employers recognized by CIC and  Human Resources and Skill Development Canada while working toward trade  certification.  Once certified, foreign workers can apply for a two-year open work permit, allowing  them to move between employers without the employer applying for a labour market  opinion. Eligibility Steamfitter-pipefitter is a compulsory trade in Alberta.  To work in this occupation,  TFWs need a job offer from an employer and an approval letter from Alberta  Apprenticeship and Industry Training (AIT) for the Qualification Certificate Program  before they come to Alberta. More information on the AIT certification requirements  to work in a trade in Alberta can be found at www.tradesecrets.alberta.ca.  For applicants who are not currently trade certified, work permits will be issued for  one year allowing the foreign worker time to become certified under the Qualification  Certificate Program. Once certified, CIC will issue an open work permit for an  additional two-year period.  TFWs currently certified and working in the steamfitter-pipefitter trade in Alberta are  eligible to apply for the two-year open work permit before the expiry of their current  work permit. The job letter from the employer must indicate a wage that is consistent with the  prevailing wage paid to Canadians in the same occupation in Alberta and that the  working conditions for the occupation meet
Omar Yaqub

Reports || EEDC 2008 annual report - 0 views

www.edmonton.com/...Annual_Report_2008.pdf

shared by Omar Yaqub on 01 Dec 10 - No Cached
  • Omar Yaqub on 01 Dec 10
     
    Workforce DevelopmentThe shortage of skilled workers was unquestionably the mostimportant challenge faced by Edmonton industry in 2008. Inits third year, EEDC's Edmonton Workforce Connection (EWC)program continued in conjunction with industry and governmentto address regional labour challenges. EWC worked with industrystakeholders, immigrant-serving agencies, the City of Edmonton,educational institutions and Alberta Employment and Immigrationto launch the Edmonton Region Immigrant Employment Council.This organization was created to help address the underemploymentof skilled immigrants in the region.EWC also provided new opportunities for businesses and workersto connect. These included developing the Employers of Choicewebsite to highlight local employers, creating a link to WOWJobs that enabled companies to advertise job opportunities, andconnecting Edmonton employers to university career centresacross Canada.EWC has a new name - EEDC's Workforce Development Program- and new challenges. The focus of the program will be optimizingthe labour force to address a growing skills shortage that isdriven by an aging population, competition, innovation and newtechnologies. Alberta employers are reassessing their needs andthe future of their businesses in light of the economic slowdown.EEDC will continue to need blue and white-collar workers who areemployed to their maximum capacity to rebuild the economy. Productivity & InnovationIn 2008, EEDC made a strategic decision to be a leader inpromoting greater productivity through innovation in the Edmontonregion.In collaboration with the province and cities across Alberta, EEDChosted Innovative Manufacturing Works tours in Edmontonin October 2008. Thirty industry representatives visited threeEdmonton-area manufacturers, which are focused on continuallyrefining their processes to achieve peak efficiency. Events such asthese improve public awareness of the capability of local industryand encourage other firms to adopt be
Omar Yaqub

Operational Bulletin 279-B - May 31, 2011 - 0 views

www.cic.gc.ca/...ob279B.asp

work immigrants alberta tfw

shared by Omar Yaqub on 05 Apr 12 - No Cached
  • Foreign nationals who are entering Canada and destined to Alberta as TFWs, and who have an initial job offer from an Alberta employer (or an Alberta employer making a job offer on behalf of a recognized Group of Employers (GoE) under the Citizenship and Immigration Canada (CIC)-Human Resources and Skills Development Canada (HRSDC) GoE Pilot in the Steamfitter-Pipefitter occupation—National Occupational Classification 7252; or, TFWs certified and currently working in the steamfitter/pipefitter trade in Alberta.
  • Steamfitter-Pipefitter is a compulsory trade in Alberta. Therefore, the uncertified TFW must have an approved application and an approval letter from Alberta Apprenticeship and Industry Training (AAIT) for the Qualification Certification Program prior to arrival in Canada (see sample in Appendix A). Information related to the Qualification Certificate Program can be found at www.tradesecrets.alberta.ca.
  • A one-year employer-specific WP, specific to the Steamfitter-Pipefitter occupation and based on a job offer from a named employer, or an employer making a job offer on behalf of a recognized GoE under the CIC-HRSDC GoE Pilot, may be granted to a foreign national as described above upon application (including payment of the appropriate fee) and without requiring an LMO.
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  • advise officers of a Temporary Foreign Worker Program (TFWP) pilot project effective in the Province of Alberta, allowing foreign nationals coming to Canada to work temporarily in a specific occupation and to be issued a Work Permit (WP) without requiring a Labour Market Opinion (LMO) from Service Canada
  • LMO Exemption Code is T13 in conjunction with R204(c) of the Immigration and Refugee Protection Regulations—“an agreement entered into by the Minister with a province or group of provinces under subsection 8(1) of the Act”. This code must be used on the initial one-year WP and the subsequent two-year open WP.
  • oth the initial WP and the subsequent open WP should indicate in the “Province” field and in the printed “Conditions” that it is only valid for work performed in the province of Alberta and in the Steamfitter-Pipefitter occupation.
Omar Yaqub

Hiring Skilled Workers and Supporting their Permanent Immigration - 0 views

www.hrsdc.gc.ca/...poarremp.shtml

work immigrants

shared by Omar Yaqub on 24 Feb 12 - No Cached
  • Hiring Steps Make a permanent offer in a skilled occupation to the Skilled Worker and submit an application for an Arranged Employment Opinion - Updated (EMP5275) Employers using a third party representative must complete the "Annex to the Appointment of Representative" form and send it with the AEO application. Send the application form to: Service Canada
  • An arranged employment opinion (AEO) is based on these factors : The job offer is permanent; The job offer is genuine; The wages and working conditions offered for the job are comparable to those offered to Canadians working in the occupation; The employment is full-time, not seasonal.
  • HRSDC reviews the application and if appropriate, provides you with an AEO letter of confirmation supporting the job. Please be aware that a positive HRSDC AEO letter only supports the Skilled Worker's application for permanent residency, but does not allow for the person to work in Canada. There is another process if you plan to employ the person and, at the same time, support their permanent immigration to Canada.
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  • You send a copy of the AEO letter to the Skilled Worker. Tell the person to apply to the appropriate visa office for a  Skilled Worker permanent resident visa. Tell the Skilled Worker to include your written permanent job offer and the AEO letter of confirmation with the permanent resident application, along with other documentation required by CIC. The application is point-rated and these documents improve the Foreign Worker's score and the opportunity to receive a permanent resident visa
  • Omar Yaqub on 24 Feb 12
     
    Hiring Skilled Workers and Supporting their Permanent Immigration
Omar Yaqub

What is the difference between a pre-approved LMO and a LMO? - 0 views

www.experts123.com/...re-approved-lmo-and-a-lmo.html

work government

shared by Omar Yaqub on 12 Feb 13 - No Cached
  • A pre-approved LMO or ‘pre-approval to hire temporary foreign workers’ is a process introduced by Service Canada for employers hiring foreign workers in occupations where the recruitment activities are ‘prolonged and/or extensive’. Given the current pressure for workers, most of the occupations in the construction industry fall under this category. Pre-approved LMOs are used when the employer wishes to have an ‘approval in principle’ prior to starting the recruitment phase. It is important to note that pre-approved LMOs do not guarantee a positive Labour Market Opinion from Service Canada. LMOs are specific to a particular worker and the labour market situation at any given time. The actual determination of a positive LMO can only be made after the employee has been selected. If you have already applied for a pre-approval, you will only provide the worker-specific information once you have selected your worker. For employers who have not applied for a pre-approval to hire a worker, ...
  • Omar Yaqub on 12 Feb 13
     
    "A pre-approved LMO or 'pre-approval to hire temporary foreign workers' is a process introduced by Service Canada for employers hiring foreign workers in occupations where the recruitment activities are 'prolonged and/or extensive'. Given the current pressure for workers, most of the occupations in the construction industry fall under this category. Pre-approved LMOs are used when the employer wishes to have an 'approval in principle' prior to starting the recruitment phase. It is important to note that pre-approved LMOs do not guarantee a positive Labour Market Opinion from Service Canada. LMOs are specific to a particular worker and the labour market situation at any given time. The actual determination of a positive LMO can only be made after the employee has been selected. If you have already applied for a pre-approval, you will only provide the worker-specific information once you have selected your worker. For employers who have not applied for a pre-approval to hire a worker, "
Omar Yaqub

Foreign Qualifications for Jobs in Canada - 0 views

www.welcomebc.ca/...index.page

work bc immigrants

shared by Omar Yaqub on 24 Feb 12 - No Cached
  • The assessment process In regulated occupations: The first step is to contact the relevant regulatory authority to determine what they need from you, and to discuss expected costs, timelines, and other requirements.
  • Some things that may be required during the assessment processes are: Complete an application form and provide necessary documentation.Required documents vary depending on the occupation; however, they often include educational transcripts, reliable references, employment history, resumé, and completed application form. Have your educational credentials assessed.Some regulatory authorities will perform the assessment of educational credentials internally. Others use external organizations to do this.The International Credential Evaluation Service (ICES) will assess your credentials (education) on a fee-for-service basis; however, an ICES assessment is not always required. Before paying to have your credentials assessed by ICES, contact the relevant regulatory authority to find out what they require. Regulatory authorities may also assess other aspects of your qualifications, using some of the following approaches: Verifying previous work experience by contacting work references Practical assessment of job-related competencies Oral interview with applicant to verify information and to determine job-related capabilities As part of the assessment process, you will likely be required to: Take exams Pay fees Provide additional documentation or clarify information upon request
  • The total cost for the assessment process varies, depending on the occupation and the regulatory authority’s requirements. You can expect to pay anywhere from a few hundred dollars to several thousand. The length of time that the certification process takes also varies depending on the occupation—anywhere from a few weeks to several months. It is recommended that you contact the appropriate regulatory authority (PDF - 94KB) prior to arriving in BC, or as soon as possible after you have arrived, in order to determine the process and requirements for the occupation in which you would like to work. To assist you in determining which regulatory authority is responsible for your occupation open the following: www.tilma.ca/pdf/BCRegulatoryAuthorities.pdf
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  • In non-regulated occupations: Since employers decide whether your qualifications will match the requirements for a specific job, you should check with the employer that you are looking to work for to determine whether an independent assessment of your educational credentials or past work experience will be required. Employers will be able to give you information regarding the requirements for demonstrating that your qualifications will be accepted for a specific position in BC
  • Upgrading options If a regulatory authority or employers require that you upgrade your qualifications in order to become certified and/or employer, there are a few options to consider if you require assistance: Regulatory authorities often have links with specialized educational or “bridging” programs within educational institutions that will assist individuals with international qualifications. Services to support language upgrading can be found on this website. You can contact post-secondary institutions directly. Check out the Skills Connect for Immigrants Program – an individualized employment bridging program providing assistance with the assessment and career planning process, skill upgrading, workplace language supports and workplace practice opportunities. Contact the InfoCentre for Skilled Immigrants. Contact your local settlement agency.
  • Prepare You can do as much research as soon as possible to learn: if your desired occupation is regulated, and, if so, you can learn about the occupational standards that you must meet in order to become certified about any requirements necessary to become certified or employed about the various employers that can be found within your desired occupation or sector
  • Pan-Canadian Framework for the Assessment and Recognition of Foreign Qualifications In cooperation with other provinces, territories, and the federal government, British Columbia has recently announced a pan-Canadian framework to improve the recognition of qualifications for immigrants coming to the province to seek work in regulated occupations. The framework is designed to make Foreign Qualifications Recognition process faster, fairer, more transparent, and consistent across the country; getting you working much sooner. This framework will result in a number of changes, including: better information to help you prepare for qualifications assessments more ways to begin the qualifications assessment process before you get here faster and cost effective processes for assessment opportunities for upgrading your qualifications more support to individuals like yourself and employers
Omar Yaqub

GOVERNMENT OF SASKATCHEWAN SUPPORTS LABOUR RECRUITMENT MISSION TO IRELAND - Government ... - 0 views

gov.sk.ca/news

trades work government recruitment

shared by Omar Yaqub on 26 Apr 12 - No Cached
  • GOVERNMENT OF SASKATCHEWAN SUPPORTS LABOUR RECRUITMENT MISSION TO IRELAND Premier Brad Wall and Advanced Education, Employment and Immigration Minister Rob Norris will participate in a labour recruitment mission to Ireland in March 2012. The delegation will be comprised of Saskatchewan employers and supported by the Government of Saskatchewan. Immigration staff will support employers who are actively making job offers in Ireland at career fairs in Dublin (March 3-4) and Cork (March 7) where more than 9,000 qualified candidates in fields including trades and construction, engineering and health sciences are expected to attend. "The New Saskatchewan offers jobs, a high quality of life, and a welcoming environment to newcomers," Wall said. "We look forward to telling our story in Ireland. Immigration is helping sustain our economic momentum and enriching our cultural diversity." "There is a tremendous pool of qualified people in Ireland who are actively seeking opportunities abroad," Norris said. "The Irish Economic and Social Research Institute estimates 75,000 Irish are expected to emigrate in 2012 as unemployment in the country continues to rise. This mission will connect Saskatchewan employers with qualified candidates who are seeking to emigrate." Twenty-two employers have committed to participating in the mission with more than 275 vacancies on offer. Candidates who receive an offer of employment will work with immigration officers to apply to the Saskatchewan Immigrant Nominee Program (SINP). "With a record of economic growth, and one of the lowest unemployment rates in Canada, Saskatchewan is a place of opportunity," Norris said. "And we welcome these newcomers to discover the Saskatchewan advantage." -30- For more information, contact: Richelle Bourgoin Advanced Education, Employment and Immigration Regina Phone: 306-787-8153 Email: richelle.bourgoin@gov.sk.ca
Omar Yaqub

Frequently asked questions: Working temporarily in Canada - 0 views

www.cic.gc.ca/...index.asp

work spouses immigrants

shared by Omar Yaqub on 24 Feb 12 - No Cached
  • Your spouse or common-law partner and children can come with you to Canada or visit you in Canada, but they must meet all the requirements for temporary residents to Canada: they must satisfy an officer that they will only stay in Canada temporarily, and they may have to prove that they have no criminal record. If your spouse or common-law partner and children need temporary resident visas, they must also meet all the conditions for obtaining those visas.
  • If your family members want to follow you to Canada later, they must each fill out a separate application form
  • Can my spouse or common-law partner work in Canada?
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  • If your spouse or common-law partner wants to work while in Canada, they must apply for their own work permit. Normally, they must meet the same requirements that you do, including obtaining (if needed) a labour market opinion from Human Resources and Skills Development Canada
  • However, your spouse or common-law partner may be eligible to apply for an “open” work permit that will allow her or him to accept any job with any employer if you meet the conditions outlined below
  • A. You are authorized to work in Canada for six months or longer and the work you are doing while you live in Canada meets a minimum skill level (usually work that would require at least a college diploma). Specifically, your job must be listed in Skill Level 0, A or B
  • If you are the holder of a Post-Graduation Work Permit, which is a type of open work permit, your spouse will need to attach a copy of your work permit to his or her application for an open work permit. Your spouse will also need to provide information about your employment by attaching supporting documents, including: A letter from your current employer confirming employment or a copy of your employment offer or contract; AND A copy of one of your pay slips.
  • B. You are authorized to work in Canada and your spouse or common-law partner is eligible for a work permit through an active pilot projec
  • In each of the above cases, your spouse’s permit will be valid for the same period as yours.
  • If you meet these requirements, your spouse may apply for an open work permit. Your spouse’s permit will be valid for the same period as your authorization to work in Canada. If your job does not fall within the categories listed above, your spouse may still apply for a work permit, but it will have to be for a specific job and in most cases, the employer will have to obtain a labour market opinion (the normal authorization required for the employer to hire you) from Human Resources and Skills Development Canada.
  • In some cases, your spouse or partner will need a medical examination.
  • If they have not already applied overseas, spouses and partners may apply for their work permit from within Canada.
  • Can my dependent children work in Canada? Can my dependent children work in Canada? If your dependent children want to work while in Canada, they must apply for their own work permit
  • Normally, they must meet the same requirements that you do, including (if needed) a labour market opinion (LMO) from Human Resources and Skills Development Canada.
Omar Yaqub

New online resource helps employers and HR professionals understand foreign-earned educ... - 0 views

eriec.ca/...esource-helps-employers-and-hr

edmonton Work education immigrants

shared by Omar Yaqub on 07 Jul 11 - No Cached
  • A new tool will help employers and human resources professionals better understand academic credentials earned abroad. The online tool will improve the attraction and retention of newcomers which is an important part of addressing the province’s future labour shortage
  • Education Overview Guides are an online resource that explains how international education credentials compare to Alberta education credentials and standards. Employers, Human Resource professionals, potential immigrants, and recent newcomers can all benefit from understanding how foreign education credentials compare to Alberta standards.
  • For more information on the Guides, please visit the Education Overview Guides. For more information on Foreign Qualification Recognition and to see other resources, please visit Foreign Qualification Recognition or call 780–427-2655 (toll-free by calling 310–0000).
Omar Yaqub

Working Temporarily in Canada: Who Can Apply - 0 views

www.canadainternational.gc.ca/...work-who_qui-travailler.aspx

Work immigrants

shared by Omar Yaqub on 11 Jul 11 - No Cached
  • most cases you will need a written job offer or contract of employment from your employer in Canada before you apply for a work permit. You will also need to provide evidence that you meet the requirements of the job offer.
  • need a positive labour market opinion (LMO) from Human Resources and Skills Development Canada (HRSDC)
  • most cases, if you need a work permit, you will also require written confirmation from HRSDC that your employer can hire a foreign worker to fill the job. This is called a positive labour market opinion or LMO. It is up to your employer to get this written confirmation.
  • ...1 more annotation...
  • After your employer gets confirmation that you can be offered a job, the employer will send you the LMO confirmation letter. In some cases, you can submit your work permit application while you wait for the LMO
  • Omar Yaqub on 11 Jul 11
     
    uk
Omar Yaqub

Operational Bulletin 279-D (revised) - September 27, 2012 - 0 views

www.cic.gc.ca/...ob279D.asp

work canada alberta

shared by Omar Yaqub on 12 Dec 12 - No Cached
  • Omar Yaqub on 12 Dec 12
     
    "to clarify for employers that they may use the Labour Market Opinion (LMO) or Accelerated Labour Market Opinion (A‑LMO) process rather than the Alberta Occupation-Specific Pilot. If an employer uses the LMO or A‑LMO process, the foreign national(s) should be issued an employer-specific Work Permit (WP)."
Omar Yaqub

Gov of Sask Ireleand - 0 views

gov.sk.ca/...adxGetMedia.aspx

trades work recruitment ireland

shared by Omar Yaqub on 26 Apr 12 - No Cached
  • Omar Yaqub on 26 Apr 12
     
    In December 2011 the unemployment rate in Ireland rose to 14.4 per.  In the wake of a global economic recession, the Irish Economic and Social Research Institute  estimates 75,000 Irish are expected to emigrate in 2012 as unemployment in the country  continues to rise.  The Irish Government has identified emigration as one part of the economic recovery plan.  The Government of Saskatchewan was approached by employers interested in actively recruiting  skilled workers in Ireland.  The Government of Saskatchewan administers the Saskatchewan Immigrant Nominee Program  (SINP).  The SINP is an economically-driven program that responds to the need of Saskatchewan  employers.  It allows the Province of Saskatchewan to nominate applicants who qualify under  criteria established by the province for permanent resident status.  The program offers the ability to select applicants whose skills and abilities best meet the needs  of employers; application processing times that are faster than other federal immigration classes;  and, assistance from Immigration Officers who are readily available to explain program  requirements and processes. 
Omar Yaqub

CICIC > Credential Assessment Services - 0 views

www.cicic.ca/...ntial-eseement-services.canada

trades work alberta

shared by Omar Yaqub on 26 Apr 12 - No Cached
  • All agencies and organizations listed below adhere to the General Guiding Principles for Good Practice in the Assessment of Foreign Credentials and the Recommendation on Criteria and Procedures for the Assessment of Foreign Qualifications adopted under the 1997 Lisbon Recognition Convention. Note that their assessments are not necessarily appropriate or applicable to all situations. If you are planning to study in Canada, consult our Fact Sheet #1 "Information for students educated abroad applying for admission to Canadian universities and colleges" at http://www.cicic.ca/392/admission-to-universities-and-colleges.canada. If you intend to work in a regulated occupation, you will first need to contact the pertinent regulatory body (see our occupational profiles at http://www.cicic.ca/403/occupational-profiles-for-selected-trades-and-professions.canada) for detailed instructions on the procedure to follow (Note: even if you are already licensed to practice a regulated occupation in Canada, employers may request that you provide them with a formal assessment of your academic credentials; if that is the case, please contact one of the services listed below).
  • Alberta International Qualifications Assessment Service (IQAS) Foreign Qualifications Recognition (FQR) Unit Immigration Division Alberta Employment and Immigration 9th Floor, 108 Street Building 9942 - 108 Street Edmonton, Alberta  T5K 2J5 Canada Tel.: +1 780 427-2655 Toll-free in Alberta: 310-0000 ask for 427-2655 Fax: +1 780 422-9734 Web site: http://employment.alberta.ca/Immigration/4512.html
Omar Yaqub

Reports || EEDC 2009 annual report - 0 views

www.edmonton.com/...EEDC_AR_Web2.pdf

eedc work trends

shared by Omar Yaqub on 01 Dec 10 - No Cached
  • Omar Yaqub on 01 Dec 10
     
    WorkforceEEDC's workforce development program continued forits fourth year in 2009. With industry, education andgovernment partners, EEDC addressed regional labourchallenges and helped to plan for anticipated increases in thedemand for skilled labour in 2010. The program supportedthe Edmonton Region Immigrant Employment Council, whichhelps immigrants gain experience working in Canada andprovides tools to help them find meaningful employment.Workforce development created opportunities for businessesand workers to connect through its enhanced web presenceat edmonton.com. The site informs employees aboutliving, working and educational opportunities in Edmonton.Employers were connected with programs designed toassist under-employed and unemployed segments of thelocal workforce. To address higher rates of unemployment,information was provided on how to access employmentopportunities in the Edmonton region. Productivity & Innovation Productivity improvements within the Edmonton regioncontinue to be a major focus for EEDC. Manufacturersand producers are experiencing increased internationalcompetition. With partners including the Government ofAlberta, we offer industry the opportunity to reviewbusiness processes, product improvements, evaluatenew markets, reinvent business models and explore newtechnological innovations.EEDC was actively involved in producing Reaching NewMarkets, a seminar that provided insights into new waysof growing business during challenging times. As part of aleadership development series, EEDC sponsored At the Speedof Trust by Stephen M.R. Covey at the Shaw ConferenceCentre in June. EEDC co-ordinated two best practicesmissions to Ontario in which corporate participants wereexposed to world-class manufacturers that have made greatstrides in productivity improvements.EEDC supported the heavy oil industry's National Buyer/SellerForum, which attracted 650 delegates from around the world,providing local companies the opportunity to sell into thein
Omar Yaqub

ATB: Unemployment Rate Only Part of the Story - 0 views

www.industrymailout.com/...ic%20Comment%2020-APR-2011.pdf

alberta edmonton work

shared by Omar Yaqub on 28 Apr 11 - No Cached
  • Omar Yaqub on 28 Apr 11
     
    Since reaching its peak last April at 7.6%, the Alberta unemployment rate has  recovered to 5.7% as of March 2011. However, to say the labour market  has  completely recovered because the unemployment rate has fallen misses an important point. The average length of unemployment in Alberta was 16.8 weeks in the first quarter of 2011, still up near the peak of 17.7 weeks reached in Q2 2010. This is substantially longer than before the recession, when the average duration of unemployment was around 8 weeks (see graph). This is a sign that the current labour market consists of two distinct groups of job seekers: those who have the skills and qualities employers want, and those who do not.During the boom years the length of unemployment was abnormally low in Alberta as employers, suffering from labour shortages,  couldn't afford to be  too  selective. However, with labour demand  cooling with the recession, individuals who currently do not have  the skills employers desire face a tough hiring climate.The unemployment rate and the duration of unemployment indicator  have followed  similar (although less dramatic)  paths at the national level,indicating that this  phenomenon is not unique to Alberta.Long-term unemployment is a much larger problem than short-term as it leads to myriad of other  social troubles. Over the coming quarters, the duration of unemployment might trickle back down slowly as the economy improves, although the root of this problem (lack of skills/skills mismatch) can't be solved by more economic growth - the solution lies in things like further education and re-training.  
Omar Yaqub

New cap on Canada work permits for temporary foreign workers comes into effect on April... - 0 views

www.visaplace.com/...s-comes-into-effect-on-april-1

work immigration

shared by Omar Yaqub on 01 Mar 12 - No Cached
  • New cap on Canada work permits for temporary foreign workers comes into effect on April 1 2 EmailShare  2EmailShareSome temporary foreign workers’ time in Canada limited New changes to the Temporary Foreign Worker program are designed to protect temporary foreign workers but will also limit their time in Canada: temporary foreign workers who have worked in Canada for four years will not be allowed to work in Canada until another four-year period has passed. Among the new rules, employers who are unable to provide proper wages or working conditions will receive a two-year ban on hiring temporary foreign workers, and their names will be made public. The history of the employer will be looked at much more closely, ensuring that they have a history of following employment and Temporary Foreign Worker Program laws. Another change is that the government will be looking much more closely at the genuineness of the job offer. Employers will be required to sign a contract with their employees that covers wages, conditions and duties involved with the job, and all recruiting costs, airfare and medical coverage must be handled by the employer. Some exemptions for four-year limit The limit will not apply to seasonal farm workers under the Seasonal Agricultural Worker Program. The changes to the Temporary Foreign Worker program will come into effect on April 1.
Omar Yaqub

Government of Alberta - 0 views

alberta.ca/...goaBrowse.cfm

government alberta work

shared by Omar Yaqub on 06 Dec 10 - No Cached
  • Labour Force Development Organizational Unit Name Phone Title Main Number 780 644-4306 Boehm, Marilynn Executive Director Labour Force Development Employment and Immigration 6th fl Centre West Building 10035 - 108 Street Edmonton, AB T5J 3E1 Phone: 780 422-1851 Fax: 780 422-6400 E-mail: marilynn.boehm@gov.ab.ca .blockML{display:block; padding: 19px; width: 400px; position: absolute; background-color:White; height:45px; } .blockML{display:block; width: 400px; background-color:White; height:125px; } .none{display:none;} .subscribe{font:27em;} .spc{padding: 0 0 0 8px; } .hideML {display:none} .printML {display:block; font-style: normal; font-weight: normal; line-height: 1em; } Mail Label
  • Omar Yaqub on 06 Dec 10
     
    Labour Force Development Organizational Unit Name Phone Title Main Number 780 644-4306 Boehm, Marilynn Executive Director Labour Force Development Employment and Immigration 6th fl Centre West Building 10035 - 108 Street Edmonton, AB T5J 3E1 Phone: 780 422-1851 Fax: 780 422-6400 E-mail: marilynn.boehm@gov.ab.ca Mail Label view map 78
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