New open spots for restaurants in Canada.
Currently, we are looking for the following positions
1. Fast food: Food Service Supervisor -
1. Fast food: Food Service Supervisor -
2. Fast Food: Cook
3. Perfection Paint & Body_Automobile Mechanic
4. Restaurant- Chef
5. Restaurant - Cook
6. Restaurant and Bar - Cook
7. Restaurant & Bar - Food Service Supervisor.
All Candidates should send us :
1 .Resume in English only.
1 .Resume in English only.
2. Correct reference letters with :
- printed on company letterhead
- your job position and dates of employment;
- hourly and yearly wage;
- main duties/responsibilities (in detail);
- the number of hours you worked each week
- the contact information and signature of your supervisor or manager
- printed on company letterhead
- your job position and dates of employment;
- hourly and yearly wage;
- main duties/responsibilities (in detail);
- the number of hours you worked each week
- the contact information and signature of your supervisor or manager
We also will require the followings documents
3. Passport scan ( applicant, spouse, and kids if available )
4. Post-secondary education ( Diploma and transcripts copy of original and translation to English)
Please send the scanned documents to our email address at nexuscanadavisa@gmail.com. If you need a sample of a Canadian Resume, let us know and we can send you some templates for your reference.
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Immigration growing in Nova Scotia
ANDREA GUNN OTTAWA BUREAU
Published October 27, 2017 - 7:55pm
Last Updated October 27, 2017 - 7:55pm
Published October 27, 2017 - 7:55pm
Last Updated October 27, 2017 - 7:55pm
Nova Scotia’s immigrant population is diverse and swiftly growing, according to new data.
Nationwide immigration numbers collected from the 2016 census and released Wednesday shows the number of landed immigrants and permanent residents in Nova Scotia is now at 55,675, or 6.1 per cent of the overall population.
While this is lower than other provinces and the national rate of 22 per cent, the number of newcomers to Nova Scotia is growing. From 2011 to 2016, Nova Scotia saw a 15 per cent jump in immigration, which was fuelled in part by Syrian refugees who have settled in the province. More than 20 per cent of Nova Scotia’s immigrant population landed in the last five years.
So where are these newcomers coming from? The Statistics Canada data shows that the majority of recent immigrants (from 2011 to 2016) came to Nova Scotia from the Philippines (12.7 per cent), the United Kingdom (9.2 per cent), and China (8.4 per cent). In that five-year period, 885, or 7.5 per cent, of the immigrants came from Syria.
Elizabeth Eustaquio-Domondon, the Philippines’ honorary vice-consul in Halifax, says Filipinos immigrate to Nova Scotia and Canada for the same reasons she came here in 1999: family and opportunity.
“When I was living in the Philippines I would hear good words about how good Canada is (and) how good Canadian people are,” she said.
Eustaquio-Domondon said news of economic opportunities travels by word of mouth through family and friends, and often entire families will immigrate together. The vibrant Filipino community in Nova Scotia — which includes a number or organizations and groups aimed at keeping the culture alive in Canada — as well as the existence of organizations like the Immigrant Services Association of Nova Scotia that help newcomers settle, are major draws.
Eustaquio-Domondon said a significant number of Filipino immigrants work in the health-care field, many as nurses. She said newcomers often work as an in-home caregivers while they achieve their licence requirements to practise in Canada.
Gerry Mills, executive director of ISANS, called the increase in immigration exciting.
“I think the Ivany Report woke up a lot of Nova Scotians to the fact that we actually need to do something about the the demographic issue and immigrants are a huge part of the solution, so bringing in immigrants for the workforce and for community development has really been a huge benefit to the economy,” she said.
Mills’ organization helps immigrants with employment support services, language services, and community integration, while also supporting employers and communities to better welcome immigrants.
ISANS also helps newcomers with opening businesses through support services and connecting them with funding partners.
ISANS helped to open 109 new businesses with immigrants last year. That’s a huge increase; three years ago it was in the teens,” Mills said. “Those are businesses that are paying taxes, hiring immigrants, they’re contributing to the economy.”
The census data shows that more than 60 per cent of recent immigrants to Nova Scotia were economic immigrants — skilled workers or businesspeople — and the majority of those were provincial nominees. In other provinces, nominees make up a smaller portion of the immigration population.
In line with key recommendations in the 2014 Ivany report, the Nova Scotia government has lobbied Ottawa for an increase in its provincially sponsored immigrant quota to help alleviate population decline and stimulate economic growth.
In 2015, Nova Scotia was able to get its cap increased from 700 to 1,050 and was later given a one-time top-up to 1,350 when it had filled its quota by mid-year. In March 2016 the province negotiated to increase the number of economic immigrants the province can nominate for permanent residency from 1,050 to 1,350.
Ottawa also launched the Atlantic Immigration Pilot Project in March, which will bring up to 2,000 primary immigrant applicants and their families in 2017, with increased numbers in following years if the program performs well.
In an emailed statement, provincial Immigration Minister Lena Metlege Diab said the new census numbers are good news and show that the province is headed in the right direction.
“Last year, Nova Scotia welcomed more than 5,000 newcomers to our province. This is the highest number of arrivals since the end of the Second World War. Growing our population through immigration is not accidental — it is planned, supported, and invested in.”
But, she said, there’s more work to do, which is why the government continues to invest in programs to attract newcomers to Nova Scotia and to make it easier for immigrants to settle in the province.
Source:http://thechronicleherald.ca/novascotia/1515368-infographic-immigration-growing-in-nova-scotia
2016 census highlights: immigration and housing
The Canadian Press
Published Wednesday, October 25, 2017 8:42AM EDT
Last Updated Wednesday, October 25, 2017 1:49PM EDT
Published Wednesday, October 25, 2017 8:42AM EDT
Last Updated Wednesday, October 25, 2017 1:49PM EDT
OTTAWA -- Statistics Canada released the latest findings from the 2016 census Tuesday, this time focusing on Indigenous Peoples, immigration, and housing. Some selected highlights:
In 2016, 7.5 million people -- about 21.9 per cent of the total population -- reported being foreign-born individuals who immigrated to Canada. In 1921, the census reported that proportion at 22.3 per cent, the highest since Confederation. Statistics Canada projects that proportion could reach between 25 and 30 per cent by 2036.
-- The census counted 1,212,075 new immigrants who permanently settled in Canada between 2011 and 2016, 3.5 per cent of the total population last year.
-- 60 per cent entered under the economic category, 26.8 per cent to join family already in Canada and 11.6 per cent of refugees. During the first four months of 2016, refugees accounted for one-quarter of all immigrants admitted to Canada, thanks to an influx of refugees from Syria.
-- Asia, including the Middle East, remains the largest source of recent immigrants to Canada at 61.8 per cent, followed by Africa at 13.4 per cent. Europe -- once dominant in this category at 61.6 per cent in 1971 -- ranked third at 11.6 per cent.
-- More immigrants have been settling in the Prairies. The percentage of new immigrants living in Alberta reached 17.1 per cent in 2016, compared with 6.9 per cent in 2001; In Manitoba, it went to 5.2 per cent, up from 1.8 per cent, and four per cent in Saskatchewan, up from one per cent in 2001.
-- Visible minorities numbered 7.7 million in 2016, 22.3 per cent of Canada's population. 30 per cent were born in Canada.
-- In 1921, more than 70 per cent of the foreign-born population reported English or French as a mother tongue, while fewer than 30 per cent reported a different language. In 2016, the precise opposite was true: more than 70 per cent reported a different mother tongue, compared to less than 30 per cent for English or French.
-- In 2016, nearly 2.2 million children under 15 -- 37.5 per cent of all children in Canada -- were either foreign-born themselves or had at least one foreign-born parent.
-- Some 1.9 million people reported being of South Asian heritage, fully one-quarter of the visible minority population. Chinese was the second-largest group at 1.6 million or 20.5 per cent of visible minorities, while blacks -- surpassing the one-million mark for the first time -- were third at 1.2 million, a share of about 15.6 per cent. Filipinos and Arabs rounded out the top five.
-- More than 9.5 million of the 14.1 million households in Canada owned their home in 2016, a rate of 67.8 per cent, down slightly from 69 per cent in 2011. However, rates varied widely depending on age: 70 per cent of homeowners in 2016 were aged 35-54, compared with 20- to 34-year-olds at just 43.6 per cent.
-- Nearly 1.9 million households -- about 13.3 per cent -- were living in condominiums in 2016, up 1.1 percentage points from 2011. Of those, about 67 per cent were owners, the rest renters.
-- Condos are most popular in Vancouver, where they comprised 30.6 per cent of all local households. Calgary was second at 21.8 per cent, followed by Abbotsford-Mission, B.C., at 21.5 per cent, Kelowna at 21.3 per cent and Toronto at 20.9 per cent.
-- In 2016, 24.1 per cent of households -- down from 24.4 per cent in 2006 -- were spending 30 per cent or more of their average monthly total income on shelter costs, such as rent or mortgage payments, electricity, heat and property taxes or fees. Of those, the highest proportions were in Toronto (33.4 per cent) and Vancouver (32 per cent).
-- Vancouver homeowners reported an average dwelling value of $1,005,920, compared to $734,924 in Toronto and $366,974 in Montreal. Across the country, the average value was $443,058, compared to $345,182 in 2011, not accounting for inflation.1.3647842.
Source: http://www.ctvnews.ca/canada/2016-census-highlights-indigenous-peoples-immigration-and-housing-1.3647890
Source: http://www.ctvnews.ca/canada/2016-census-highlights-indigenous-peoples-immigration-and-housing-1.3647890
The Alberta Immigrant Nominee Program (AINP) is being simplified for applicants beginning Jan. 2,
The multiple AINP streams and subcategories will be consolidated into one stream with one set of standard eligibility criteria, making it easier for both employers and workers, she said.Applicants will need to show they have a job, one that an Albertan could not be found to fill, Gray said.
The AINP will also impose yearly caps on the overall number of applications accepted, as well as caps by sector and occupation based on application volumes, she said. This will help distribute workers across sectors and occupations at different skill levels, she said. There will not be an increase in the total number of nominations, which is currently at 5,500, she added.These changes will allow the government to better plan ahead for occupations where labor-market shortages are expected, she said.Alberta Labour, she said, is projecting labor shortages in several sectors including nurse supervisors and registered nurses, with a forecast shortage of 5,434 workers by 2025. Medical technologists and technicians occupations are expected to have a shortage of 2,322 workers by 2025. Computer and information systems professionals will see a shortage of 1,426 workers by 2025, managers in construction and transportation are expected to be short 1,386 workers by 2025, and sales and service supervisor occupations are expected to experience a shortage of 1,145 workers by 2025. “I want to be clear,” Gray said. “These changes do not increase the number of foreign workers in Alberta. The overall immigration system is run by the federal government. These changes mean that the skilled workers who are here, filling a job where no Canadian is available, will be able to stay in Alberta and help support our economic growth and recovery.”
Atlantic Canada’s 25 Top Employers
Presented exclusively by Atlantic Business Magazine, in partnership with Mediacorp Canada Inc.
Whether you’re a midsize corporation or a 10,000 member strong public sector organization, much of your success depends on the knowledge and skills of your employees. The more motivated and skilled your staff, the better you will perform. But there’s a catch: knowledgeable and passionate people are in high demand. If you want to recruit and retain the best and brightest, you have to become an employer of choice – like the 25 organizations on this year’s list of Atlantic Canada’s Top Employers.
What does it take to get on “the list?” According to Richard Yerema, managing editor of Canada’s Top 100 Employers, it requires visionary leaders who recognize the intrinsic importance of their human resources and build appreciation for those contributions into the DNA of their organizations. You also have to apply.
You can apply for the Atlantic Canada list of Top Employers competition through Canada’s Top 100 Employers application. This single application covers the national and regional competitions. Note that the following information about the Top Employers comes directly from Mediacorp: they conduct the research and data verification. For more information about the selection process, visit: canadastop100.com
Annapolis Valley District Health Authority
Description: provides health and wellness services to Kings and Annapolis counties through five hospital and health center sites.
Location: Kentville, N.S.
Full-time employees in Canada: 1,011
Interest points:
- defined benefit pension plan, retirement planning assistance and health benefits that extend to retirees.
- maternity and parental leave top-up payments to new mothers, fathers or adoptive parents, with an option to extend leave into an unpaid leave of absence.
- encourages work-life balance through a variety of alternative work arrangements including flexible hours, shortened and compressed work weeks, telecommuting and reduced summer hours.
- earned days-off program and personal paid days off.
- hosts some social events throughout the year including an employee soccer tournament and curling bonspiel.
Assumption Mutual Life Insurance Company
Description: provides individual and group insurance, investment, mortgage, and group savings and retirement planning services.
Location: Moncton, N.B.
Full-time employees in Canada: 213
Interest points:
- profit-sharing plan available to all employees.
- maternity and parental leave top-up payments for employees who are new mothers or adoptive parents (to 75 per cent of salary for 17 weeks).
- tuition subsidies for employees; some course completions rewarded with financial bonuses.
- academic scholarship program for children of employees who pursue post-secondary studies (up to $1,250 per child).
- retirement planning assistance, phased in work options and contributions to a defined benefit pension plan.
Bell Aliant Inc.
Description: one of North America’s largest regional communications companies, providing information, communication, and technology services including voice, data, the Internet, video and value-added business solutions to customers in six provinces.
Location: Halifax, N.S.
Full-time employees in Canada: 7,000
Interest points:
- three weeks paid vacation for new employees, increases to six weeks for long-serving employees.
- retirement planning assistance, a defined contribution pension plan and health benefits that extend to retirees, with no age limit.
- alternative work arrangements including flexible hours, telecommuting and shortened and compressed work weeks.
- maternity leave top-up payments to employees who are new mothers (to 75 per cent of salary for 27 weeks) and parental top-up for new fathers or adoptive parents (to 75 per cent of salary for 25 weeks).
- share purchase plan available to all employees; signing and year-end bonuses to some employees.
- sponsors a pioneer volunteers network of over 7,100 members composed of current and former employees who volunteer in various communities across Atlantic Canada.
Finding the right balance
Bell Aliant appeals to employees by stressing the importance of working hard and also taking the time to pursue other interests. New staff start with three weeks annual leave and can work up to six weeks annual leave.
It also offers competitive maternity and paternal leave top-up payments to employees who are new mothers (to 75 per cent of salary for 27 weeks) and new fathers or adoptive parents (to 75 per cent of salary for 25 weeks).
Bell Aliant’s Isabelle Boulet says that work-life balance is important.
“Our employees work hard for our customers and our company. We believe time off contributes to the health and well-being of our employees and helps them to be even more productive and engaged at work,” she says.
Along with supporting some local charitable initiatives, the company sponsors a pioneer volunteers network with over 7,100 members composed of current and former employees who volunteer in various communities across Atlantic Canada.
Employees can plan securely for the future with retirement planning assistance, a defined contribution pension plan and health benefits that extend to retirees, with no age limit. It helped employees balance work and their personal lives through alternative work arrangements including flexible hours, telecommuting and shortened and compressed work weeks.
“We recognize the value of offering a competitive compensation and benefits program for employees, knowing how important it is for attracting and retaining top talent,” Boulet says.
That work-life balance is one of the common threads among top employers, says Michael Roberts, president of human resources consulting firm Optimum Talent Atlantic. “They need to promote the quality of life and the quality of work.”
By Jon Tattrie
Caisses Populaires acadiennes
Description: provides a complete range of personal and business financial services to approximately 200,000 members, and boasts a proud history of serving and helping to develop and shape today’s Acadian and Francophone communities in New Brunswick.
Location: Caraquet, N.B.
Full-time employees in Canada: 948
Interest points:
- three weeks paid vacation for new employees, increases to six weeks for long-serving employees.
- year-end bonuses for all employees.
- tuition subsidies for job-related courses; rewards some course completions with financial bonuses (up to $1,000).
- generous contributions to a defined benefit pension plan.
- the credit union and its employees support numerous charitable and local community events every year, with employees playing an active role in the selection of the initiatives supported.
Cape Breton District Health Authority / CBDHA
Description: provides primary, secondary and tertiary care through eight hospital locations across Cape Breton Island.
Location: Sydney, N.S.
Full-time employees in Canada: 2,338
Interest points:
- maternity leave top-up payments (to 93 per cent of salary for 15 weeks), as well as extended health benefits coverage during their leave and parental, leave top-ups to new fathers or adoptive parents, to 93 per cent of salary for 10 weeks.
- generous contributions to a defined benefit pension plan.
- encourages work-life balance through alternative work options including flexible hours, telecommuting and reduced summer hours.
- tuition subsidies for job-related courses (up to $5,000) and a variety of in-house and online training programs.
- paid internships, co-op programs, and summer student positions.
- cultural competency training and pride focused employee resource group.
Living the life
The Cape Breton District Health Authority is one of the most important employers on the island. To recruit top level employees and retain them, its benefit ts encompass much of the employee’s life. Pension plans, work-life balance, ongoing education and giving young talent a chance are core values.
“Employees are our greatest asset, and as such we endeavor to offer programs and services to our employees to help support them in achieving their personal and professional health, safety and wellness goals,” says Janine Hussey, manager of organizational development for CBDHA.
That includes supporting employees who are new moms with maternity leave top-up payments (to 93 per cent of salary for 15 weeks) as well as extended health benefit ts coverage during their leave. New fathers get 93 per cent of salary for 10 weeks.
It also helps employees save for the future with generous contributions to a defi ned benefit pension plan and encourages employees to achieve work-life balance through alternative work options including fl exible hours, telecommuting and reduced summer hours.
“District employees take pride in their work, and in working in Cape Breton. All of our employees live in our communities, are part of our communities, and do their best to provide great care and support to our communities,” Hussey adds.
Young people gain on-the-job experience through paid internships, co-op programs, and summer student positions.
Richard Yerema, the managing editor of Canada’s Top 100 Employers at Mediacorp Canada, says it’s part of a growing trend. “You see this slow, steady evolution of the addition of benefits ts, improvement of vacation entitlement. We see greater adoption,” he says.
CBDHA has been named a top employer in Atlantic Canada and Nova Scotia every year since 2010, showing that a whole-life approach to your employees pays off.
By Jon Tattrie
CBCL Limited
Description: an employee-owned consulting engineering firm that operates in Atlantic Canada.
Location: Halifax, N.S.
Full-time employees in Canada: 265
Interest points:
- supports some local, national and international charitable organizations and provides paid time off for employees to volunteer.
- provides a variety of in-house and online training programs, and tuition subsidies for job-related courses.
- signing bonuses for some employees, year-end bonuses for all and referral bonuses for employees who refer a candidate that is successfully hired by the organization.
- contributes to a defined contribution pension plan.
- compassionate leave top-up payments to employees who are called upon to care for a loved one (to 100 per cent of salary for one week).
- hosts some social events throughout the year including an employee golf tournament, after work socials, and a lunchtime pizza event with prize draws.
Clearwater Seafoods Limited Partnership
Description: seafood company that harvests, processes, and distributes shellfish and groundfish.
Location: Bedford, N.S.
Full-time employees in Canada: 230
Interest points:
- retirement planning assistance and contributions to a matching RSP plan.
- tuition subsidies for job-related courses; rewards some course completions with financial bonuses.
- in-house training programs, including apprenticeship opportunities and skilled trades programs.
- company-subsidized social committee organizes a number of events throughout the year such as lunchtime barbecues, skating events, boat cruises, and golf and bowling tournaments.
Dalhousie University
Description: a leading post-secondary academic institution serving over 16,500 full- and part-time students.
Location: Halifax, N.S.
Full-time employees in Canada: 3,691
Interest points:
- great work location in one of the country’s leading university campuses, situated on 79 acres of landscaped grounds located within walking distance to historic downtown Halifax and a wide selection of restaurants and shops.
- helps new mothers and fathers, including adoptive parents, with maternity and parental leave top-up payments, with the amount dependent upon employee group and length of service.
- free tuition for employees (up to two credits each year) and generous tuition subsidies for employees’ immediate family members.
- subsidized memberships to the Dalplex fitness centre, which includes a fully equipped gymnasium, swimming, racquetball and squash and instructor led fitness classes.
- phased-in retirement work options and a defined benefit pension plan, as well as health benefits, plan that extends into their retirement, with no age limit
- Association of Dalhousie Retirees and Pensioners organizes social events and represents retiree interests on the University’s pension and benefits committees.
DeltaWare Systems Inc.
Description: a subsidiary of Maximus Inc., it provides information technology consulting and software development services, specializing in e-health and e-business applications.
Location: Charlottetown, P.E.I.
Full-time employees in Canada: 115
Interest points:
- new employees start at three weeks of paid vacation and can schedule additional time off through an earned days off program
- flexible work hours, telecommuting option and shortened work weeks.
- formal mentoring and a variety of inhouse and online training programs, including apprenticeship opportunities.
- encourages employees to stay physically fit through employee sports teams and also offers an annual health club subsidy.
- supports a variety of local and national charitable initiatives and provides employees with paid time off to volunteer.
Efficiency Nova Scotia Corporation
Description: an independent non-profit organization that promotes energy conservation.
Location: Dartmouth, N.S.
Full-time employees in Canada: 77
Interest points:
- contributes to a defined contribution pension plan (to three per cent of salary)
- new employees start at three weeks of paid vacation allowance.
- flexible work hours as well as a telecommuting option.
- in-house and online training programs, and tuition subsidies for job-related courses (up to $2,500).
- hosts social events throughout the year including an employee pool tournament, and a Summer Family Day.
Guysborough Antigonish
Description: provides healthcare services to residents in Antigonish, Guysborough, the Strait area, Richmond and southern Inverness County.
Location: Antigonish, N.S.
Full-time employees in Canada: 661
Interest points:
- retirement planning assistance, defined benefit pension plan and health benefits that extend to retirees, with no age limit.
- maternity leave top-up payments for employees who are new mothers (to 93 per cent of salary for 15 weeks) and flexible hours for when they are ready to return to work.
- parental leave top-up for new fathers and adoptive parents, to 93 per cent of salary for 15 weeks.
- new employees start at three weeks of paid vacation allowance, moving to six weeks for long-serving employees.
- formal mentoring, in-house and online training programs, including apprenticeship opportunities.
- social events hosted throughout the year include an employee golf tournament and an annual staff appreciation barbecue and pizza party.
Health Association Nova Scotia
Description: an association of health and community services organizations.
Location: Bedford, N.S.
Full-time employees in Canada: 86
Interest points:
- maternity leave top-up payments to new mothers (to 93 per cent of salary for 15 weeks).
- flexible work arrangements, including telecommuting, shortened work weeks, reduced summer hours and a formal earned days off program.
- in-house and online training programs as well as subsidies for tuition and professional accreditation.
- new employees start at three weeks of paid vacation and can schedule additional time off with paid personal days off.
IMP Group Limited
Description: a privately-owned group of companies operating in a range of industries, including: aerospace, aviation, airline, healthcare, industrial marine, information technology, hospitality and property development.
Location: Halifax, N.S.
Full-time employees in Canada: 3,790
Interest points:
- defined contribution pension plan or matching RSP contributions, depending on employee group.
- alternative work arrangements including flexible hours, telecommuting, shortened work weeks and reduced summer hours.
- mentoring as well as in-house and online training programs, including apprenticeship opportunities.
- academic scholarship program for children of employees who pursue postsecondary studies (up to $1,500 per child).
- company-subsidized social committee organizes a number of events throughout the year.
- hosts annual gala to recognize outstanding employee contributions, including an award that recognizes outstanding performance (to $1,000).
Jazz Aviation LP
Description: regional airline serving over 80 destinations across Canada and in the United States.
Location: Enfield, N.S.
Full-time employees in Canada: 4,708
Interest points:
- share purchase plan that is available to all employees.
- tuition subsidies for job-related courses (up to $3,000) and a variety of in-house and online training programs, including apprenticeship opportunities.
- academic scholarship program for children of employees who pursue post-secondary studies (up to $1,000 per child).
- contributes to a defined benefit or contribution pension plan (depends on employee position).
- provides paid time off for employees to volunteer with charitable organizations.
Miller Tirecraft
Description: a wholesaler and retailer of tire products and automotive services.
Location: Dartmouth, N.S.
Full-time employees in Canada: 82
Interest points:
- retirement planning assistance and contributions to a matching RSP plan.
- financial benefits include signing and year-end bonuses for some employees, referral bonuses, and a profit-sharing plan.
- sponsors employee sports teams and provides health club subsidy.
- formal mentoring and leadership training program.
- tuition subsidies for job-related courses as well as a variety of in-house and online training programs, including apprenticeship opportunities.
- hosts social and employee appreciation events throughout the year.
Newfoundland and Labrador Credit Union Ltd.
Description: provides a complete range of financial products and services to customers throughout Atlantic Canada.
Location: St. John’s, N.L.
Full-time employees in Canada: 131
Interest points:
- manages an in-house charitable foundation to raise funds for charitable initiatives across the province, directing support to a wide variety of local, national and international organizations.
- Provides employees with paid time off to volunteer with their favourite charitable organization.
- generous contributions to a matching RSP plan and health benefits that extend to retirees, with no age limit.
- tuition subsidies for job-related courses, rewards employees with financial bonuses for some course completion and provides a generous academic scholarship program for children of employees who pursue post-secondary studies (up to $3,000).
Northwoodcare Group Incorporated
Description: a long-term care, independent living and community outreach organization.
Location: Halifax, N.S.
Full-time employees in Canada: 902
Interest points:
- co-op programs, summer student roles and paid internship opportunities.
- mentoring, in-house and online training programs and leadership training for high potential individuals.
- phased-in work options and contributions to a defined benefit or defined contribution pension plan, depending on employee group.
- supports a variety of local, national and international charitable initiatives each year.
NTT Data Canada, Inc.
Description: a leading information technology firm that provides application, infrastructure and business process outsourcing services.
Location: Halifax, N.S.
Full-time employees in Canada: 676
Interest points:
- subsidizes in vitro fertilization and adoption costs, when needed.
- referral bonuses for employees, up to $5,000 for candidates that are successfully hired by the organization.
- retirement planning assistance and employer contributions to a matching RSP plan.
- supports employee-led sports teams and subsidizes health club memberships.
- in-house and online training programs, formal mentoring and tuition subsidies for courses taken at outside institutions (up to $5,250).
- hosts social events throughout the year including private company movie viewings, summer barbecues, and an annual harbour cruise.
Polycello
Description: provides packaging services for brands in the frozen food, pet food, tissue, lawn and garden, and food service industries.
Location: Amherst, N.S.
Full-time employees in Canada: 348
Interest points:
- profit-sharing plan available to all employees.
- tuition subsidies for job-related courses, and subsidies for professional accreditation.
- academic scholarship program for children of employees who pursue post-secondary studies, up to $2,500 per child.
- contributes to a defined benefit or defined contribution pension plan, depending on employee group.
SportsDirect Inc.
Description: online media company that provides sports statistics, news, photography, sports fantasy promotional contests, as well as supporting software, online marketing and advertising services and products, serving over 250 sports subscription based customers that include newspapers, provincial lotteries, gaming sites and digital sign companies.
Location: Halifax, N.S.
Full-time employees in Canada: 50
Interest points:
- head office has onsite fitness centre, with treadmills, stationary bikes, stairmasters, weights and shower facilities.
- maternity leave top-up payments to employees who are new mothers (to 75 per cent of salary for 17 weeks) as well as flexible hours when they are ready to return to work.
- variety of in-house and online training programs as well as subsidies for professional accreditation and job-related courses.
- contributions to a defined contribution pension plan.
- compassionate leave top-up payments for employees who are called upon to care for a loved one (up to 75 per cent of salary for 17 weeks).
Technip Canada Limited
Description: provides specialized management, engineering and construction services for the oil and gas industry, including subsea, offshore and onshore operations.
Location: St. John’s, N.L.
Full-time employees in Canada: 165
Interest points:
- share purchase plan available to all employees and year-end bonuses.
- wide range of career possibilities in Canada as well as being part of a company with operations in 49 countries and over 38,000 employees worldwide.
- maternity and parental leave top-up payments for new mothers ( up to 100 per cent of salary for 24 weeks) and extended health benefits coverage during their leave.
- range of alternative work arrangements including flexible hours, telecommuting, shortened and compressed work week options and a formal earned days-off program.
- work environment is in one of Canada’s most beautiful historic cities only steps from the downtown and harbour.
- tuition subsidies for job-related courses, subsidies for professional accreditation and a variety of in-house and online training options.
Who’s the boss? You are.
Technip Canada encourages an ownership culture with a share purchase plan that is available to all employees and lets everyone reap the benefits of the company’s success with year-end bonuses.
“The employees can take satisfaction in knowing that they assist with the success of the company. The employee may gain extra motivation knowing his or her efforts will have a direct impact on their own personal wealth,” explains human resources manager Dusty Mortenson.
It also offers one of the best things an employer can provide to an employee: extraordinary career opportunities.
Technip Canada provides specialized management, engineering, and construction services for the oil and gas industry, including subsea, offshore and onshore operations. It is a rapidly growing engineering service company that’s creating jobs in Canada’s eastern oil patches, including more than 40 new positions in 2012. That’s a 33 per cent jump year-overyear.
It also offers a world of career possibilities with operations touching 49 countries from a St. John’s, N.L., base. All told, it has 38,000 employees around the globe.
“The complexity of projects worldwide offers a wide range of career paths for all Technip employees. Employees have the ability to map their career … they also have the ability to change their career path. This benefit allows Technip to keep employees long term,” Mortenson adds.
Michael Roberts, president of human-resources consulting firm Optimum Talent Atlantic, says that’s what many elite employees seek. “Employees who are tuned in to their career don’t just look at the top line salary figure. They look at the cost of living, the skills they will acquire with that employer and how being associated to that employer helps them achieve their career goals,” he says.
Technip sweetens the pot with flexible hours, telecommuting, shortened and compressed work weeks and a formal earned days-off program.
By Jon Tattrie
University of New Brunswick
Description: one of Canada’s oldest Englishlanguage universities and one of the first public universities established in North America.
Location: Fredericton, N.B.
Full-time employees in Canada: 1,803
Interest points:
- alternative work options include flexible hours, telecommuting, shortened work week option and reduced summer hours.
- tuition subsidies for courses taken at outside institutions, financial bonuses for some course completion and subsidies for professional accreditation.
- maternity and parental leave top-up payments for new mothers (up to 95 per cent of salary for 32 weeks) as well as the option to extend into an unpaid leave of absence.
- parental leave top-up payments to new fathers or adoptive parents (up to 95 per cent of salary for 17 weeks).
- onsite daycare services.
- retirement planning assistance, phased-in work options and generous contributions to a defined benefit pension plan.
Verafin Inc.
Description: provides fraud detection and AML software for the financial industry. Location: St. John’s, N.L. Full-time employees in Canada: 141 Interest points:
- open concept office that features small fitness stations including yoga mats, weights, exercise balls, chin-up bars and skipping ropes.
- a rare smaller employer that offers new mothers and fathers, including adoptive parents, maternity or parental leave topup payments (up to 75 per cent of salary for 17 weeks) and subsidizes in vitro fertilization when needed.
- share purchase plan and matching RSP contributions.
- tuition subsidies for job-related courses, formal mentoring and a variety of inhouse and online training programs.
- flexible “no limit” vacation policy that lets employees decide how much time they need in any given year.
Vacation without limits
Visting Verafin’s St. John’s, N.L., headquarters, you’ll notice a chin-up bar, skipping ropes and yoga mats. Hang around a while and you’ll also notice nobody is tracking how many days employees spend in the office versus working remotely or taking time off.
Verafin, a provider of fraud detection and AML software for the financial industry, has a “no limit” vacation and other leave policy.
It’s a startling idea that works because they’re a results-only work environment, says human resources manager Stephanie Burr. “A long time ago, we stopped even tracking vacation and sick time. We employ adults so we don’t need to watch them. We just trust them.”
While it’s a small company (it has 141 full-time employees), it offers “big company” benefits. New mothers and fathers are entitled to maternity or paternal leave top-up payments (to 75 per cent of salary for 17 weeks), and it provides a subsidy for in vitro fertilization.
It also offers employees a share purchase plan and matching RSP contributions, supports ongoing employee development with tuition subsidies for job-related courses, formal mentoring and a variety of in-house and online training programs. Burry says it’s worth the cost. “We want to attract and keep top talent. It’s more like, how can you afford not to?”
Burry says the exercise equipment scattered about the open-plan office encourages healthy living and gives staff a chance to think more deeply away from their computers. It also provides the tools for office competitions like “Biggest Loser” and team-building challenges.
Richard Yerema, the managing editor of Canada’s Top 100 Employers at Mediacorp Canada, says it shows you don’t have to be a corporate behemoth to be a top employer. “It shows an openness and trust and a non-patronizing approach to vacation: your work is done, and we have a window, so go ahead,” he says.
By Jon Tattrie
Workers’ Compensation Board of Nova Scotia
Description: promotes safe work practices and the provision of fair benefits to workers.
Location: Halifax, N.S.
Full-time employees in Canada: 379 Interest points:
- in close proximity to shops, restaurants, trails and parkland as well as a farmer’s market and free outdoor concerts in summer months.
- defined benefit pension plan and health benefits that extend to retirement, with no age limit.
- three weeks of paid vacation allowance for new employees plus personal paid days off, which can be scheduled throughout the year.
- maternity leave top-up payments to employees who are new mothers (up to 93 per cent of salary for 17 weeks) with option to extend parental leave into an unpaid leave of absence.
- parental leave top-up to new fathers and adoptive parents, up to 93 per cent of salary for 10 weeks.
- academic scholarship program for children of employees who pursue postsecondary studies.
Xplornet Communications Inc.
Description: a high-speed Internet service provider, using fixed wireless and satellite platforms to reach customers in suburban, rural and remote areas.
Location: Woodstock, N.B.
Full-time employees in Canada: 569
Interest points:
- offers alternative work arrangements including flexible hours, shortened and compressed work weeks and a formal earned days off the program.
- referral bonuses, year-end bonuses for all and employer contributions to a matching RSP plan.
- head office amenities include a quiet room for meditation and religious observance, fitness facility, and a fully stocked employee lounge, complete with video games, television, foosball and board games.
- employees offered paid time off to volunteer with charitable organizations.
- subsidies for tuition and professional accreditation and a variety of in-house and online training programs.
- By Dawn Chafe and John Tattrie
Source: http://www.atlanticbusinessmagazine.net/article/atlantic-canadas-25-top-employers/?utm_content=buffer90f72&utm_medium=social&utm_source=linkedin.com&utm_campaign=buffer
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