There has been a great deal of controversy surrounding the
Canadian Government's Temporary Foreign Worker Program in the
last few years. In response to a few scandals, the Government has
reacted by severely restricting use of the Program. At the same
time it requires that foreign nationals with work permits supported
by a Labour Market Impact Assessment ("LMIA") have a
realistic chance of becoming a Permanent Resident under the Express
Entry Management System.
Unfortunately for those interested in economic-based residency,
obtaining an LMIA has become increasingly complex, labour
intensive, expensive, and even risky for employers unaware of the
implications of not complying with many new stringent
Employer Transition Plans have become a critical component in
securing LMIAs for high wage/skill positions. Employers must
convince Service Canada that they have an effective strategy in
place to improve their recruitment of Canadian Citizens and
Permanent Residents, thereby reducing their reliance on Temporary
Foreign Workers ("TFWs").
So how do Canadian employers, who still face sectoral and
geographical labour shortages, demonstrate to Service Canada that
they are doing their best to attract and retain Canadians? Here is
a list of additional ways for employers to increase their reach
with potential Canadian employees:
Target advertising towards high unemployment regions such as
the Atlantic provinces and offer conditional financial support for
relocations and/or signing bonuses.
Retain specialized recruiters to head hunt suitable
Attract new immigrant Canadians or Permanent Residents, who are
frequently unemployed or underemployed, by partnering with local
Delay retirement by offering older workers flexible work
schedules (e.g. seasonal time off without pay) and increasing
workplace technology use.
Reward existing employees by offering referral incentives
(thereby increasing their own loyalty).
Regularly participate in employment job fairs.
Offer alternatives to typical benefits (e.g. flexible health
spending accounts, gym memberships, etc.).
Offer more flexible hours to fit individual lifestyles and
reduce rush hour commuting.
Offer conditional paid leave for training.
Recruit underrepresented groups such as First Nations people
and younger workers by advertising on reservations, in high
schools, and post-secondary institutions.
Partner with industrial associations and union groups to
Create flexible apprenticeships, co-op programs, internships
and training on the worksite programs.
Facilitate the transition of your existing proven and valued
TFWs to permanent residence by offering them indeterminate
full-time employment, effectively sponsoring them to immigrate.
This usually involves using an existing LMIA or applying for a new
Employers should note that Transition Plans should be realistic
given their labour strategy, resources, and existing policies and
procedures. Employers need to commit to activities that are
measurable, can be performed within a reasonable period of time,
and are new initiatives in their company.
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
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Legal issues surrounding contaminated sites affects landowners, developers, realtors, as well as consultants and contractors working on the front lines. This webinar will provide a practical review of how the legislation is actually being used, recent court decisions, challenges with brownfield developments, and future changes.
Who Should Attend: This webinar will be of interest to developers, contractors, environmental and real estate consultants, realtors, owners or lessors of land which may be impacted, and municipalities.
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A unique feature of the new Canada express entry immigration system is that candidates can improve their comprehensive ranking score while in the express entry pool, without submitting a new application. We review important strategies.
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