Skip to main content

Home/ Edmonton Economic Development Corporation/ Group items tagged work

Rss Feed Group items tagged

Filter: All | Bookmarks | Topics Simple Middle
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.
  • ...23 more annotations...
  • 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

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

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?
  • ...11 more annotations...
  • 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 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

Major Changes to Canada's Temporary Foreign Worker Program - Immigration - Canada - 0 views

www.mondaq.com/...article.asp

tfw immigration work

shared by Omar Yaqub on 06 Mar 12 - No Cached
  • Many TFWs will be exempt from the 4 year time cap, including: TFWs in managerial (NOC 0) or professional occupations (NOC A). Therefore, LMO-based work permit holders in occupations at these two NOC skill levels are not affected by the 4 year time cap. TFWs who are exempt from the Labour Market Opinion process. This includes two key work permit categories used by many Canadian employers: (1) the intra-company transferee work permit category; and (2) work permits issued under international agreements (such as NAFTA, CCFTA, the Seasonal Agricultural Worker Program etc.)
  • Omar Yaqub on 06 Mar 12
     
    Many TFWs will be exempt from the 4 year time cap, including: TFWs in managerial (NOC 0) or professional occupations (NOC A). Therefore, LMO-based work permit holders in occupations at these two NOC skill levels are not affected by the 4 year time cap. TFWs who are exempt from the Labour Market Opinion process. This includes two key work permit categories used by many Canadian employers: (1) the intra-company transferee work permit category; and (2) work permits issued under international agreements (such as NAFTA, CCFTA, the Seasonal Agricultural Worker Program etc.)
Omar Yaqub

Five key trends likely to shape the world of work in coming years - The Globe and Mail - 0 views

www.theglobeandmail.com/...article2067108

trends Work canada

shared by Omar Yaqub on 28 Jun 11 - No Cached
  • Five key trends likely to shape the world of work in coming years
  • GREYING WORK FORCE:
  • GOING GLOBAL: Overseas experience, familiarity with other cultures and the ability to speak multiple languages will take on ever-greater importance in this globalized economy.
  • ...3 more annotations...
  • COLLABORATION: Technology, including social media and a need for innovation, will spark more collaboration – employees will work on teams within organizations and together with suppliers, customers and even rivals.
  • CONTRACT WORK: The long-term shift toward temporary or contract work is expected to accelerate as employers favour a more nimble work force. That may bring more flexibility for free-agent workers – but also more insecurity.
  • REMOTE WORK: Forget showing up for the 9-to-5 grind. The changing face of work will mean using more mobile technology to work at the coffee shop, at home in pyjamas or while in transit.
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.
  • ...3 more annotations...
  • 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

Working temporarily in Canada: Active pilot projects - 0 views

www.cic.gc.ca/...occupations.asp

work spouses immigrants

shared by Omar Yaqub on 24 Feb 12 - No Cached
  • Open work permits are available to working‑age 18‑22) dependants of highly skilled temporary foreign workers employed in Alberta in an occupation classified as NOC 0 (managerial), NOC A (professional) or NOC B (skilled trades). More information is available here.
  • Open work permits are available to spouses and common-law partners of temporary foreign workers employed in Alberta as long-haul truck drivers. More information is available here.
  • Two-year occupation-based work permits are available to temporary foreign workers employed in Alberta as steamfitters or pipefitters once they have been certified in that occupation by Alberta Apprenticeship and Industry Training (AAIT)
  • ...1 more annotation...
  • Workers who are AAIT-certified steamfitters or pipefitters are eligible for a work permit that allows them to change employers in that occupation without applying for a new work permit. Workers who are not AAIT-certified may apply for a one‑year employer-specific work permit as steamfitters or pipefitters, during which time they may become certified and eligible for the occupation-based work permit.
Omar Yaqub

cic Temporary Foreign Worker Guidelines - 0 views

www.cic.gc.ca/...fw01-eng.pdf

immigrants government work

shared by Omar Yaqub on 25 Jun 12 - No Cached
  • Omar Yaqub on 25 Jun 12
     
    5.30. Canadian interests: Significant benefit-Entrepreneurs/self-employed candidates seeking  to operate a business R205(a), C11 Applicants who have, or may have, a dual intent (see OP11, section 5.4) to seek status as a  worker and then eventually as a permanent resident, must satisfy the officer that they have the  ability and willingness to leave Canada at the end of the temporary period authorized under R183. Permanent resident applicants If a permanent resident applicant has met the definition of ―entrepreneur‖ or ―self-employed‖ (R97 to R101) and has been selected, they may be issued a work permit if there are compelling and  urgent reasons to authorize the entry of the person before processing is complete. They must  demonstrate that their admission to Canada to begin establishing or operating their business  would generate significant economic, social or cultural benefits or opportunities for Canadian  citizens or permanent residents pursuant to R205(a). It is expected that it would be a rare  applicant who could satisfy an officer that their entry into Canada would provide a significant  benefit before their eligibility for permanent residence has been assessed. It should be noted that  any ‗early admission' entrepreneurs must also satisfy the officer that they meet the requirements  of A22(2), that they ‗will leave Canada by the end of the period authorized for their stay', if their  permanent residence application is ultimately refused. A work permit should not be granted to  remedy concerns relating to processing times, particularly if serious questions such as source of  funds remain outstanding. Note: Special considerations apply when the application for a work permit comes from a foreign  national who is being considered by a provincial or territorial government for nomination as a  permanent resident. Provinces and territories sometimes identify foreign nationals as  potential nominees, based on their intention to u
Omar Yaqub

The awful truth: education won't stop the west getting poorer | Peter Wilby | Comment i... - 0 views

www.guardian.co.uk/...tion-jobs-middle-class-decline

education trends competitiveness work

shared by Omar Yaqub on 02 Mar 11 - No Cached
  • Skilled jobs will go to the lowest bidder worldwide. A decline in middle class pay and job satisfaction is only just beginning
  • Americans are about to suffer a profound shock. For the past 30 years governments have explained that, while they can no longer protect jobs through traditional forms of state intervention such as subsidies and tariffs, they can expand and reform education to maximise opportunity. If enough people buckle down to acquiring higher-level skills and qualifications, Europeans and Americans will continue to enjoy rising living standards. If they work hard enough, each generation can still do better than its parents. All that is required is to bring schools up to scratch and persuade universities to teach "marketable" skills. That is the thinking behind Michael Gove's policies and those of all his recent predecessors as education secretary.
  • "Knowledge work", supposedly the west's salvation, is now being exported like manual work. A global mass market in unskilled labour is being quickly succeeded by a market in middle-class work, particularly for industries, such as electronics, in which so much hope of employment opportunities and high wages was invested. As supply increases, employers inevitably go to the cheapest source. A chip designer in India costs 10 times less than a US one.
  • ...6 more annotations...
  • Alan Blinder, a former vice-chairman of the US Federal Reserve, has estimated that a quarter of all American service sector jobs could go overseas.
  • Western neoliberal "flat earthers" (after Thomas Friedman's book) believed jobs would migrate overseas in an orderly fashion. Some skilled work might eventually leave but, they argued, it would make space for new industries, requiring yet higher skills and paying better wages. Only highly educated westerners would be capable of the necessary originality and adaptability. Developing countries would obligingly wait for us to innovate in new areas before trying to compete.
  • But why shouldn't developing countries leapfrog the west? Asia now produces more scientists and engineers than the EU and the US put together. By 2012, on current trends, the Chinese will patent more inventions than any other nation.
  • t suggests neoliberals made a second, perhaps more important error. They assumed "knowledge work" would always entail the personal autonomy, creativity and job satisfaction to which the middle classes were accustomed. They did not understand that, as the industrial revolution allowed manual work to be routinised, so in the electronic revolution the same fate would overtake many professional jobs. Many "knowledge skills" will go the way of craft skills. They are being chopped up, codified and digitised. Every high street once had bank managers who used their discretion and local knowledge to decide which customers should receive loans. Now software does the job. Human judgment is reduced to a minimum, which explains why loan applicants are often denied because of some tiny, long-forgotten overdue payment
  • Digital Taylorism makes jobs easier to export but, crucially, changes the nature of much professional work. Aspirant graduates face the prospect not only of lower wages, smaller pensions and less job security than their parents enjoyed but also of less satisfying careers. True, every profession and company will retain a cadre of thinkers and decision-makers at the top – perhaps 10% or 15% of the total – but the mass of employees, whether or not they hold high qualifications, will perform routine functions for modest wages. Only for those with elite qualifications from elite universities (not all in Europe or America) will education deliver the promised rewards.
  • The effects of the financial squeeze and deficit reduction programme will threaten much more than this government's survival. We shall see, in all probability, a permanent reduction in British living standards that can't be arrested by educational reform. Neoliberalism, already badly dented by the financial meltdown, will be almost entirely discredited. Governments will then need to rethink their attitudes to education, inequality and the state's economic role.
  • Omar Yaqub on 02 Mar 11
     
    Skilled jobs will go to the lowest bidder worldwide. A decline in middle class pay and job satisfaction is only just beginning
Omar Yaqub

Building America's Third Great Job Machine - Richard Florida - Business - The Atlantic - 0 views

www.theatlantic.com/...238316

Work competitiveness

shared by Omar Yaqub on 07 Jun 11 - No Cached
  • The first American job machine was organized around farms and agricultural employment. More than four in 10 Americans worked on farms in 1800. Another 20 percent or so worked in manufacturing.
  • The second great American job machine took hold during the mid-19th century, propelled by the surge in manufacturing.  By late in the century, some 60 percent of the workforce had been absorbed in industrial jobs while agricultural work dropped to roughly ten percent of employment. Industrial and blue-collar manufacturing jobs would power America's economic and employment growth for the better part of the next century, until roughly1950. But for most of those years, it was low-wage, long-day, dirty and dangerous work -- it wasn't until the Great Depression, the New Deal, and post WW II prosperity that blue-collar jobs became good, family supporting jobs.
  • Against the backdrop of a massive decline in once high-paying blue collar manufacturing jobs which is eerily similar to the decline of agricultural jobs a century or so ago, this third transformation is creating not one overall, but two distinct categories of jobs and employment.
  • ...9 more annotations...
  • first category includes millions of the best jobs America has ever seen: high-pay, high-skill jobs in knowledge-based professional and creative fields. Almost a third of American workers now have these kinds of jobs, which pay more than double most manufacturing jobs and which have been rather impervious to unemployment.
  • When unemployment among production workers climbed to more than 15 percent and surged above 20 percent for construction workers, unemployment among professional, technical and creative workers never got much above five percent.
  • the second category, which comprises such routine service work as personal care assistants and home health care aids, retail sales clerks, and food preparers -- is not so good. In fact, the pay for these jobs is roughly half that of manufacturing jobs. The result is as simple as it is tragic: a startling bifurcation of the job market and an increasingly unequal and divided society. Once we see this, it becomes clear that neither of the two most commonly cited prescriptions -- the counter-cyclical approach to job creation by boosting investment and demand, or the path of educating more people for higher-paying knowledge-based jobs -- can work.
  • A successful jobs strategy must focus centrally on upgrading the content and improving the wages of this entire job category. That is what happened a century ago, when public policy shifted to protect workers' rights and line jobs in manufacturing, once considered dirty and dangerous and impossible to upgrade, became high-paid work.
  • service work and service workers are not just a necessary cost of doing business, part of the overhead, but a potential profit center. Service workers can produce real value and there's no reason that they can't have real careers.
  • make the upgrading of service jobs a key prong of America's next great job machine.
  • Most service firms are smaller, mom-and-pop operations. To bring them into the 21stcentury, the administration should develop strategies to help these smaller firms learn the advantages of seeing workers as sources of innovation and productivity gains.
  • This could be a modest, low cost public-private partnership, involving universities, community colleges, and industry groups, modeled perhaps along the lines of the old Agricultural and Manufacturing Extension programs. The administration should also consider using incentives to encourage companies to upgrade service jobs, which would have the added benefit of improving the overall productivity of the highly fragmented service sector -- the last great frontier of inefficiency in advanced economies -- lifting the productivity of the economy overall, while boosting wages and lifting consumer demand.
  • This wouldn't come for free. All of us would have to pay a little more to the people who clean our homes, take care of our kids and aging parents, cut our hair, and sell us our clothes. This is exactly what we did a half century ago to spur recovery, when we agreed to pay more to the workers who made our cars and appliances and were building our homes. The costs are so modest and widely spread that they are unlikely to derail any recovery. And the payoffs in terms of productivity gains and increased demand are surely worth it.
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
  • ...4 more annotations...
  • 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.
  • 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
  • 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

More Canadians now work from home - 0 views

www.calgaryherald.com/...story.html

alberta work trends

shared by Omar Yaqub on 08 Dec 10 - Cached
  • In 2008, just over 1.8 million self-employed people worked at home, or 60 per cent of the total, up from 50 per cent or 1.4 million eight years earlier.
  • Robyn Bews, program manager for WORKshift with Calgary Economic Development,
  • According to economic development, research consistently reveals that employees who telework two days per week are 15 to 40 per cent more productive than their office counterparts
  • ...3 more annotations...
  • Bews estimates that 10 per cent of Calgary employees are working outside the normal office environment one day or more a week.
  • "The biggest obstacle to this is middle management and there's a tendency to still feel like 'if I can't see someone, it means they're not working'," said Bews. "So those are certainly the people that we're working with.
  • Bews said Calgary is growing. There is an increase in urbanization. Commuting to work is taking longer. Gas is getting more expensive. Technology is getting better.
Omar Yaqub

http://premier.alberta.ca/PlansInitiatives/economic/RPCES_ShapingABFuture_Report_web2.pdf - 0 views

premier.alberta.ca/...hapingABFuture_Report_web2.pdf

alberta trends work immigrants government

shared by Omar Yaqub on 09 May 11 - No Cached
    • Omar Yaqub
      Omar Yaqub on 09 May 11
       
      work with the federal government to change the immigration system - to help address critical shortages of workers at all skill levelsIt is in the interests of all Canadians that the Alberta economy remains strong. To realize the full potential of the oil sands and broaden the economic base, the province will need people from outside the country as well as migrants from other parts of Canada. The provincial government and industry must collaborate in demonstrating to the federal government the critical need to at least double the caps on the provincial immigrant nominee program. Advocate for immediate changes that allow temporary foreign workers with solid records to apply for permanent resident status while they are still in the country. Continue to work with the federal government to institute longer-term changes to better align the national immigration program with strategies for economic growth, making it more responsive to changing economic conditions and industry's workforce needs.Determine what is getting in the way of swift assessment of foreign trades and professional credentials related to these scarce skills, and remove barriers to full recognition of qualifications that meet Alberta standards. Pre-certify credentials from selected offshore institutions, and create a mechanism that allows all immigrants to determine their credential status before moving here. Expand initiatives such as the Immigrant Access Fund to help immigrants achieve credential recognition.
  • Omar Yaqub on 09 May 11
     
    Give a new alberta water authority the mandate to innovate in water stewardship, and realize the full benefit of our precious water assets Alberta needs all its citizens to develop the mindset and skills to thrive in today's world and drive economic growth - to be resilient, lifelong learners, healthy and productive, eager to achieve and perform, globally connected and informed seeking talent around the globe Like other countries with aging populations, Alberta in 2040 will be competing to attract the brightest and the best talent to the province's workforce to fill critical gaps. As early as 2030, demographers predict that domestic workforce growth in Alberta and Canada will have stalled, although higher birth rates in our Aboriginal population could indicate potential for some domestic population growth. Encouraging seniors who wish to stay in the workforce longer to do so could mitigate (but not solve) the problem. Employers could abolish their mandatory retirement age and other policies that discriminate on the basis of age.Employers in this province are already concerned about shortages of people to fill jobs at all skill levels, well aware that energy booms create huge demands for workers in service sectors as well as in construction and labour-intensive oil sands production. The very specialized skills and knowledge essential to success in broadening the economic base are in short supply in the province now because there have not historically been good opportunities in these areas. One key requirement is more people experienced in founding and growing technologybased businesses. While productivity improvements and the application of innovative business models may slow growth in the labour supply gap or change the mix of skills required over the  next three decades, we still expect to see an increasing  need to attract immigrants to the province to fill key gaps  at all skill levels.The number of immigrants to Alberta fr
Omar Yaqub

http://www.career.nelson.com/ceg/HelpFiles/pdf/NOC_TRAINING_TUTORIAL.pdf - 0 views

www.career.nelson.com/...NOC_TRAINING_TUTORIAL.pdf

work immigrants

shared by Omar Yaqub on 27 Feb 12 - No Cached
  • Omar Yaqub on 27 Feb 12
     
    Skill Type Skill type is based on the type of work performed, but it also reflects the field of training or  experience that is normally required for entry into the occupation. This includes the educational  area of study required, as well as the industry of employment in cases where experience within an  internal job ladder is required for entry. These categories are intended to indicate easily  understood segments of the world of work.  The first digit of the NOC code normally designates the skill type (see 0 Management Occupation Skill Level (alpha) Skill  Level (digit) Nature of Education/Training A Occupations usually require  university education. 1 q University degree at the bachelor's, master's  or doctorate level. B Occupations usually require  college education or apprenticeship  training. 2 or 3 ß Two to three years of post-secondary education  at a community college, institute of technology  or CEGEP or ß Two to five years of apprenticeship training or ß Three to four years of secondary school and  more than two years of on-the-job training,  specialized training courses or specific work  experience. ß Occupations with supervisory responsibilities  and occupations with significant health and  safety responsibilities, such as firefighters,  police officers and registered nursin
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

Working temporarily in Canada: Jobs that do not require a work permit - 0 views

www.cic.gc.ca/...apply-who-nopermit.asp

Work immigrants recruiting

shared by Omar Yaqub on 17 Feb 12 - No Cached
  • You may not need a work permit if you fall into one of the following categories:
  • Athletes and coaches Aviation accident or incident investigators Business visitors Civil aviation inspectors Clergy Convention organizers Crew members Emergency service providers Examiners and evaluators Expert witnesses or investigators Family members of foreign representatives Foreign government officers Foreign representatives Health-care students Judges, referees and similar officials Military personnel News reporters, film and media crews Performing artists Public speakers Students working on campus
Omar Yaqub

Working temporarily in Canada: Eligibility to apply - 0 views

www.cic.gc.ca/...apply-who-eligible.asp

Work immigrants recruiting

shared by Omar Yaqub on 17 Feb 12 - No Cached
  • Eligibility to apply from outside Canada To apply for a work permit from outside Canada, you must submit the following documents: a job offer from a Canadian employer a completed application, that shows that you meet the requirements of the Immigration and Refugee Protection Act and the Immigration and Refugee Protection Regulations, and written confirmation from Human Resources and Skills Development Canada (HRSDC) that the employer can hire a foreign worker to fill the job. This confirmation is called a positive labour market opinion. In most cases, it is up to your employer to get that written confirmation. Information on the labour market opinion is found under Information for Canadian employers on the right-hand side of this page. In some cases, you do not need a labour market opinion. (See Jobs that require a work permit but no labour market opinion.) You must also do the following: Satisfy a visa officer that you will leave Canada at the end of your work permit. Show that you have enough money to support yourself and your family while you are in Canada. Respect the law and have no criminal record. (You may have to provide a police clearance certificate. See Police Certificates for more information. Show that you are not a risk to the security of Canada. Be in good health. (You may have to have a medical examination.)
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.
  • ...10 more annotations...
  • 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

Hiring Temporary Foreign Workers in Canada - 0 views

www.hrsdc.gc.ca/...temp_workers.shtml

work immigrants

shared by Omar Yaqub on 27 Feb 12 - No Cached
  • Steps to Hire Temporary Foreign Workers
  • Hiring Steps: In almost all cases, foreign workers must have a valid work permit to work in Canada. When hiring a foreign worker, you, the employer must generally : Submit an application for a Labour Market Opinion (LMO) to the Service Canada Centre responsible for processing applications.
  • Employers using a third party representative must complete the "Annex to the Appointment of Representative" form and send it with the LMO application.
  • ...2 more annotations...
  • Once HRSDC/Service Canada approves the job offer, send a copy of the HRSDC/Service Canada LMO confirmation letter to the foreign worker.
  • Inform the foreign worker to apply for a work permit from Citizenship and Immigration Canada (CIC).
  • Omar Yaqub on 27 Feb 12
     
    Steps to Hire Temporary Foreign Workers
1 - 20 of 274 Next › Last »
Showing 20▼ items per page