Americans looking for job in Canada.

Next month, consultations regarding Canada’s Temporary Foreign Worker Program will be taking place in Calgary. Citizenship, Immigration and Multiculturalism Minister Jason Kenney has noted that one of the primary goals of these consultations is to make the process more efficient so that Temporary Foreign Workers can be brought to Canada quicker.
This announcement comes amidst reports that Alberta will soon be facing a labour shortage of more than 100,000 workers over the next ten years and will need to rely upon Temporary Foreign Workers to fill gaps in the labour supply. Minister Kenney has suggested that Alberta and Canada should focus on hiring more Americans as unemployment rates in the U.S. continue to rise and more American workers become available. Certain Americans may qualify to work temporarily in Canada through the NAFTA program, however the number of work visas issued in that program are currently about 5,000 a year, a problem which Minister Kenney has acknowledged.
It is not only Americans that the Canadian government would like to recruit. Due to the weakening U.S. economy, many Temporary Foreign Workers in the U.S. on temporary work visas (H-1B visas for example) may find that their visas will not be renewed as U.S. companies lay off more workers. This can be good news for Canadian employers and potential immigrants as Canadian employers have long favoured immigrants with North American work experience and training because they are able to easily integrate into the Canadian workforce.
The typical occupations held by H-1B workers include engineers, I.T. personnel, accountants, doctors, nurses, and business managers, which are all occupations that are in high demand in Canada. Foreign workers with experience in these fields have more opportunities available to them, for both temporary work in Canada or for Canadian Permanent Residency.
These occupations are also highly sought after by Canadian immigration programs such as theFederal Skilled Worker Program and Quebec Skilled Worker Program. Applicants may qualify for either program without having a job offer from a Canadian employer and can apply for Canadian Permanent Residency while they are still living in the U.S.
Canada has also made it easier for Temporary Foreign Workers who have gained Canadian work experience to apply for Canadian Permanent Residency. Immigration programs such as theCanadian Experience Class and Provincial Nominee Programs offer applicants with as little as one to two years of Canadian work experience a chance for Permanent Residency. This is one reason why many choose to work temporarily in Canada rather than the U.S. as it is very hard to convert an H-1B visa to a U.S. green card (U.S. permanent resident card).
Whether you’re looking for temporary work in Canada or you want to move to Canada permanently, your American work experience can be the key to getting you into Canada.

Are you currently working in the United States on an H-1B visa? Are you an American citizen or Permanent resident looking for jobs abroad? Complete a free Canadian immigration assessment form to find out if you qualify for Canadian permanent residency.

Helping immigrant workers fit in

From Friday's Globe and Mail
Aileen Raquel knows all too well how tough it can be for an immigrant worker to adjust in Canada and why employers need to take their struggles seriously, especially as the country prepares for a projected influx of immigrant talent over the next 20 years.
Ms. Raquel, a social worker in her homeland of the Philippines, moved to Canada in 2003 because she was told it had the best jobs and benefits. Instead, she found herself working at a factory and in the fast-food business. “I had seven years of social work experience and I sent out countless résumés but did not receive a single response,” recalled Ms. Raquel, 37.
Ms. Raquel, whose success story is highlighted in a travelling photo exhibit by the Toronto Region Immigrant Employment Council (TRIEC), and other foreign-born workers have benefited from many groundbreaking programs to help newcomers overcome barriers in the Canadian workplace, such as language and cultural issues.

After three years of living below the poverty line, she turned to a bridging program at Toronto’s Ryerson University for guidance. With the help of a mentor and mock interviews with real employers, her self-confidence grew. In 2006, she landed a permanent job with her current employer, the Catholic Children’s Aid Society of Toronto.
Such initiatives will be even more important in the years to come. A recent Statistics Canada report suggests that, by 2031, one in three workers could be foreign-born, up from about one in five in 2006. Such a dramatic change in the labour force will make it even more important for employers to help immigrant workers adapt.
Government efforts such as the Canadian Immigration Integration Program help workers get jobs that recognize their experience and education. But helping them adjust on the job remains a “huge issue,” said Joan Atlin of TRIEC, which works with companies, governments and other organizations to help employers address diversity issues.
“While one challenge is to make the right connections between talent and companies, the other is to integrate them into the workplace quickly, and a lot of employers don’t think about how those differences play into the workplace,” said Ms. Atlin, the not-for-profit group’s director of programs.
One common myth is that immigrants must have Canadian work experience to be effective employees, experts say.
“It’s a misconception that Canadian experience is absolutely required, and we’ve done a good job to show the way we hire people has evolved,” said Matt Petersen, director of diversity strategies at Canadian Imperial Bank of Commerce (CM-T73.550.941.29%) in Toronto. That involved changing the thought processes of company hiring managers, he said.
Navigating the interview process can trip up newcomers, as Ms. Raquel discovered. That’s why companies such as CIBC and discount brokerage Questrade Inc. conduct “behavioural-based” job interviews, so that cultural differences and the applicants’ lack of Canadian work experience don’t undercut their changes of being hired.
Zuleika Sgro, human resources recruiter at Questrade in Toronto, said the brokerage develops its own programs and also turns to other organizations to help meet foreign-born workers’ needs.
“There is so much paperwork – all these policies and procedures, payroll, all these government offices – the challenges can be as simple as getting a SIN [social insurance number] card,” noted Ms. Sgro, whose company also has offices in Montreal, Vancouver and Armenia.
She said Questrade has used several TRIEC programs, including workshops on the “unwritten rules of Canadian workplace culture,” such as how to behave in a business meeting, as well as a mentoring partnership that links skilled immigrants with established Canadian professionals.
Questrade’s own programs include team-building activities for new employees and managers to learn from each other; a buddy system where managers are linked with workers to provide guidance on a range of issues in their work and personal lives; and language skills development.
At CIBC, recruiting and retaining skilled foreign-born workers has been a priority because “the landscape of our country is changing rapidly,” Mr. Petersen said, noting that growth at CIBC branches in cities such as Vancouver, Calgary and Toronto is often fuelled by immigrants. “We need to ensure we have employees who understand the experience of our customers.”
As well as being involved in immigrant mentoring or sponsorship programs, CIBC has developed a “diversity toolkit” that educates managers on how to meet the needs of a diverse workplace. The toolkit covers everything from the hiring process, to meeting special dietary restrictions and requirements at work, and holiday observances.
“The focus is on creating an environment where people feel they can bring their whole self to work,” Mr. Petersen said.
As for Ms. Raquel, her advice to employers is simple: “Open your doors to internationally trained professionals. We know your clients’ culture and speak their language. That's our advantage.”
Professor Jeffrey Reitz, director of ethnic and immigration studies at the University of Toronto’s Munk School of Global Affairs, says concerns surrounding foreign-born workers are slowly moving from whether they are underemployed – what he calls “the taxi driver syndrome” – to how they can adapt in the workplace.
It’s an issue that affects, or will affect, nearly every Canadian employer, he says, given that immigrants from areas such as Asia, the Caribbean and Mexico are in demand in a wide range of industries.
“Canada is kind of an exceptional country when it comes to immigrants – it is taking more immigrants in than other industrial countries per capita,” Prof. Reitz notes. Canada admits about 250,000 immigrants a year, in large part to offset the falling birth rate and the retirement of baby boomers.
Special to The Globe and Mail


A recent poll indicated that Canada is second only to the USA as the country most people in the world would like to live in, if they could. Opportunity was listed as the main reason for the draw.  Interestingly more and more Americans are now looking to come to Canada as the American economy worsens and unemployment continues to rise south of the border. In fact, after Filipinos, Americans are the second largest group of temporary workers in Canada.
As Immigration Canada has tightened up many of their residency programs, the option of coming to Canada on a skilled work permit is the option that many would-be immigrants are considering.
In order to get a temporary skilled work permit the applicant usually must have a job offer first. This job offer needs to go through the process of being issued with a Labour Market Opinion (LMO), whereby the employer needs to demonstrate to Human Resources and Skills Development Canada (HRSDC) that they have attempted to recruit a Canadian for the position but have been unable to do so. After all, Canadians looking for work need to be given priority over foreigners. Americans may also have the possibility of coming in under NAFTA, but must still have a job offer and meet eligibility requirements.
Rather than just filling in a form, the employer needs to explain and prove what recruitment efforts have been done to justify bringing in a foreign worker. If it is a union position then the union must also provide approval. If licensing is required then the foreign worker may need to get their Canadian licence before being able to proceed, which can hinder and delay the process. The employer also needs to demonstrate that the foreign worker will be paid according to current labour market requirements for the area in question. On top of all of this, new regulationsstipulate that if an employer is paying someone to help with the preparation and submission of LMO then that person must be an authorised lawyer, paralegal or regulated immigration consultant.
If HRSDC are satisfied that an employer has truly been unable to find a Canadian for the position then a positive LMO is issued and the foreign worker can apply for an employer-specific work permit at the relevant Canadian visa office, or even at the Port of Entry, depending on their circumstances.
The good news is that “Canada’s labour market has more than fully recovered from the loss experienced in the downturn,” said Ian Wright, chief economist at the Royal Bank of Canada. “As of August, Canada had 164,000 more people employed than during the pre-recession peak and so far this year, employment gains have been concentrated in full-time jobs.”
There is talk now of relaxing the LMO requirements as the demand for foreign workers in Canada starts to grow again. The current maximum of a one year LMO will hopefully also be extended, making it less stressful for both the employer and the employee. The employee will usually aim to submit a permanent residency application after their arrival and will usually need about 18 months for this to be finalised. Applications for permanent residency will usually be submitted in the Federal Skilled Worker category, or upon nomination from the province. Canadian Experience Class is also an option when the worker has been working in Canada in a skilled occupation for two years.
So where should the foreign worker focus their job search?
Every particular occupation has a different set of supply and demand factors. However,to look at the overall labour market, Saskatchewan leads the way in terms of economic growth, with Alberta and Newfoundland and Labrador following closely behind. Manitoba is projected to improve its economic standing, while Ontario, British Columbia, and Prince Edward Island fall slightly below the national average. Quebec continues to show mixed results and is positioned with the remaining Atlantic provinces at the back of the pack.

Trade PEI spuds for Cuban MDs, candidate says

Richard FootSpecial to the Star
How many Cuban doctors would a shipload of potatoes buy?
That’s a question Prince Edward Island voters are being asked to consider in the final week of their provincial election campaign.
Jason MacGregor, a candidate for the fledgling Island Party of P.E.I., says the province could solve its chronic doctor shortage by trading its famous potatoes for Cuban physicians.
P.E.I. has long been plagued by doctor shortages, particularly in rural areas such as Souris-Elmira, where MacGregor lives.
“We used to have an emergency room, but that’s closed,” MacGregor said in an interview Wednesday. “We now have a clinic only open two to three days a week.”
In his district of 3,200 people, there are only two doctors, he said.
Cuba’s communist government has for years dispatched thousands of doctors and medics abroad in return for hard currency, or oil. MacGregor, a recent university graduate who majored in international development, says a similar deal could be negotiated with P.E.I. spuds.
“Potatoes offer a nutrient they don’t grow in their own country, and on P.E.I. a lot of our farmers have excess potatoes each year, and a lot of these are plowed back into the fields.
“So instead of all those potatoes going to waste, we could export them in return for doctors.”
A call to the Cuban embassy in Ottawa wasn’t answered Wednesday, but MacGregor says if a trade deal like this could be worked out with P.E.I., there’s no reason other provinces couldn’t trade their own goods for Cuban medical expertise.
The doctor shortage has been a hot political potato on the island for years, and helped vault Liberal Premier Robert Ghiz into power in 2007.
Four years ago the province had the lowest ratio of doctors in the country — 150 for every 100,000 people. Ghiz vowed at the time to bring in enough doctors to provide a family physician for every Islander.
“Write that one down, because I expect to be held accountable for that commitment,” he said, before winning the 2007 election.
Four years later the shortage remains, with more than 6,000 Islanders on a provincial waiting list for a family physician. In 2009, the most recent year for which data are available, P.E.I. had 165 doctors for every 100,000 people, still the lowest number in Canada.
Despite his unfilled promise, Ghiz — the son of former Trudeau-era premier Joe Ghiz — is widely expected to be re-elected on Monday. His government held 24 of 27 seats in the legislature before the campaign.
An opinion poll on Sept. 6 showed the Ghiz Liberals with 59 per cent support among decided voters, compared to 31 per cent for the Progressive Conservatives, led by Olive Crane.
The Ghiz government, however, has been buffeted during the campaign by accusations of corruption surrounding a federal-provincial immigration scheme, in which provinces sponsored wealthy immigrants to Canada in return for the immigrants investing money in local businesses.
The program has long been accused of mismanagement, and the Charlottetown government has never explained where roughly $400 million — paid by thousands of mostly Hong Kong immigrants — ended up between 2008 and 2009.
Last week the campaign was rocked by allegations made by three former provincial civil servants, that Canadian public officials had received cash bribes under the program.
An earlier investigation by P.E.I.’s auditor general found that companies with Liberal government connections had received some of the investor money. The RCMP is now reviewing whether to formally investigate the bribery allegations.
Ghiz, accused by Crane of having his family members benefit from the program, has denied any wrongdoing and dismissed the accusations as “dirty politics.”

The future of manufacturing in Canada

Some Canadian firms are showing how the sector could drive the economy of the future
by Erica Alini on Wednesday, September 21, 2011 6:20am - 1 Comment
Up off the factory floor
Photography by Andrew Tolson
When the assembly line at Ford’s plant in St. Thomas, Ont., came to a halt on Sept. 15, it wasn’t just one factory that shut down. The closure could bring the death of an entire industrial ecosystem, experts warned. More than 300 suppliers feed into the St. Thomas plant—35 of them in Canada. Job losses are likely to extend far beyond the 1,100 workers directly employed at the southern Ontario plant that had been churning out Ford Crown Victorias, Mercury Grand Marquises and Lincoln Town Cars for the past 44 years.
The story of St. Thomas and its displaced workers follows a script well-known to this and most other rich countries. Between 2004 and 2008, Canada shed nearly 322,000 manufacturing jobs, according to Statistics Canada, and this was before the economic downturn took hold. In the U.S., the hemorrhage, driven, as elsewhere, by cheaper foreign competition and a general shift toward the service sector, amounts to eight million jobs lost since 1979. And workers transitioning to a job outside the factory often have to accept a painful pay cut—in Canada it averages around $10,000 less a year, according to a 2008 report by Toronto-Dominion Bank—driving up the divide between rich and poor. Yet the loss of industrial jobs has simply been assumed to be the price of advanced development.
There are signs, though, that the factory era may not be over in Canada just yet. Some manufacturers in niche markets are flourishing. Others are showing how the production plant, with a high-tech spin on it, could even be the future of the Canadian economy—or at least an integral part of it.
Of course it’s not going to be a return to the old-school resource mill that turns raw commodities into finished goods. Homegrown manufacturing these days is a little more complex: focused on bringing together various components from different supply chains “in a way where they work, and where all of those parts can be choreographed to arrive at a certain time, in order for you to build some sort of finished product,” says Mike Andrade, senior vice-president for diversified markets at Celestica, a provider of electronics manufacturing services headquartered in Toronto.
Celestica, which provides manufacturing and other services for Waterloo, Ont.-based Research in Motion, among other firms, is one of this newer breed of Canadian manufacturer. With industrial plants and design and engineering teams everywhere from Ottawa to Laem Chabang, Thailand, Celestica handles all aspects of production for other companies. Its plants in Asia build phones, but its Toronto facilities can prototype new products such as smartphones to ensure a smooth scale-up of production, and repair them too if they break after sale. Another of the company’s specialties is designing and overseeing supply chains its clients rely on to produce anything from guidance systems for airplanes to medical devices.
Delegating supply chain management to contract manufacturers like Celestica is a long-standing practice in the electronics industry, where competition tends to be fiercest and business models are faster-changing than in virtually every other sector. Today, though, that model has spread everywhere, from the defence industry through to automakers and the green-tech sector. Almost unnoticed by consumers, the world’s leading contract manufacturers—which besides Celestica include China’s Foxconn, the U.S.’s Sanmina-SCI and hundreds of smaller competitors—now account for a significant slice of the global manufacturing market. These companies manufacture anywhere in the world, but they often keep a chunk of the process, and control over it, close to home.
At the same time, some firms—including in the electronics sector—are dusting off their machinery and shifting much of their manufacturing back to their own plants. That’s the case, for example, at Miranda Technologies, a Montreal-based maker of infrastructure and monitoring systems for the broadcast industry. After contracting out the manufacturing process between 2001 and 2007 in order to meet rapidly growing demand, the company decided to turn the switch of its own assembly lines back on in 2008. “It turned out that outsourcing wasn’t giving us a great advantage,” says chief operating officer Luc St-Georges. So Miranda opted for doubling its manufacturing shop from 30,000 to 60,000 sq. feet, and went on to assemble almost everything in-house.
Offshoring isn’t for everyone, says Brian Piccioni, an analyst at Bank of Montreal. Generally, it benefits the bottom line of companies that are in the business of fabricating millions of identical units. Apple, for instance, isn’t about to shift the production of iPods from Asia to California. But that was not the case with Miranda, whose product list encompasses over 900 different hardware devices, but whose yearly sales hover around 160,000 units. For this kind of high-mix, low-volume business, says Piccioni, Canada is a good place to run a factory.
And whatever manufacturing will come to look like, keeping that capability alive is essential, argues Celestica’s Andrade. Without it, he told Maclean’s, “you’re not able to turn ideas into products, and you’re not able to make sure that the products that you have keep working.” Expanding that capability, he maintains, may be just what Canada needs to translate generous public funding of research and development into homegrown multi-million-dollar global corporations, and not just start-ups that are regularly swallowed up by foreign multinationals.
Making some things at home and helping to design and prototype devices also ensures the country continues to have a good understanding of the technology its citizens have come to rely on, which ultimately is, Andrade insists, in our best interest.
Without that understanding, “you’re relying upon the goodwill of someone that you’ve never met and who may or may not ultimately have the same point of view as you do, and you’re relying on them now for something you’ve based your standard of living on. It’s a heck of a bargain to make.”
There’s more than circuit boards to the future of “made in Canada,” too. Though some of the modest growth in manufacturing that’s helped propel Canada’s post-recession rebound may be short-lived, in some sectors there’s potential for long-term expansion, says Michael Burt, an associate director in the industrial economic trends group at the Conference Board of Canada. Take aerospace, he says, where governments in Asia and the Middle East are turning to the likes of aircraft maker Bombardier to build up their transportation infrastructure.
Canada has also quietly become a world leader in a sector few associate with factories and conveyor belts: food manufacturing. With a rich agricultural endowment and a strong domestic demand, food processing grew right through the economic downturn to eclipse even the auto industry as Canada’s largest employer in manufacturing, says Burt. There are now around 230,000 Canadians whose job is, for example, to turn grains into packaged whole grain bread. And while global markets are rife with agricultural trade barriers, in a world where China and India are net food importers, there are plenty of opportunities for growth abroad, adds Burt.
Even sectors once deemed extinct in the age of globalization are proving there’s room for a made-in-Canada option. Dayton Boots, the Vancouver, B.C.-based maker of leather footwear for loggers, motorcyclists and construction workers, continues to make all of its goods at one manufacturing plant in East Vancouver. The company went into receivership in 2004, before its current CEO Stephen Encarnacao took over in 2005 and turned it around by playing up precisely the manufacturer’s Canadianness. One of the survivors in the Canadian textile and apparel industry, whose overall production has shrunk by 60 per cent in the last decade, the company calls itself “stubbornly Canadian.” The marketing strategy works particularly well with today’s quality-conscious consumers, says Encarnacao. A focus on quality and durability has kept others afloat in the textile industry, such as manufacturers of seat belts and firefighter uniforms, says Burt. After years of shrinkage due to competition from abroad, there are signs that things have stabilized. In 2010, the textile sector saw its first year of growth in more than a decade.
Some experts suggest there may be signs here of a broader change in the global supply system. Research tied to an upcoming survey of domestic manufacturers by accounting and advisory firm KPMG found that Canadian companies are planning to source more of their product components from home and the U.S. in the next couple of years. It’s a U-turn from last year, when most said they would buy more from China. Logistical headaches are leading managers around the world to revise global supply chains looking for ways to save, says Jonathan Kallner, KPMG’s national industry leader, industrial markets. It’s not just because higher oil prices are bumping up transportation costs and eroding the price advantage of sourcing components in faraway, low-cost jurisdictions. Another problem, notes Kallner, is that there are few trains and cargo planes left linking parts suppliers to the companies that own the end products. In part, explains Kallner, it’s because “we see significant amounts of natural resources being moved out of North America into developing countries, and so a good amount of our capacity is being used to move those resources.”
The rebirth of manufacturing is not without big challenges. It’s not clear, for instance, whether the factory of the future is going to be the reliable supplier of steady, middle-salaried jobs it used to be. Some in the U.S., like Susan Hockfield, the president of the Massachusetts Institute of Technology, believe that assembly lines can still provide work for millions. Several scholars at MIT are calling for industrial policies to spur the birth of new manufacturing industries around advanced technologies such as lithium batteries and biotech. But others are skeptical. Columbia University economist Jagdish Bhagwati, for example, calls North America’s recent fascination with manufacturing a “fetish.” High-tech manufacturing, he argues, will create few and relatively high-skilled jobs—just like the service sector. Small-scale cottage industries appealing to niche markets also have little room to become sources of jobs for the masses.
Some question whether Canada really shares America’s new-found enthusiasm for the factory. Canadians appeared exceedingly comfortable with the demise, only two years ago, of the nation’s telecommunications behemoth, Nortel, says Celestica’s Andrade. When the company filed for bankruptcy protection in 2009, there was hardly any talk of a government bailout. “I would challenge you to think that people even care [about the future of manufacturing in this country],” he says. In part, he speculates this lack of interest may be due to that fact that because Canada, unlike the U.S., has never been one of the world’s manufacturing powerhouses, seeing jobs and factories move to low-cost jurisdictions in the past three decades was somewhat less traumatic. Canadians may be too busy selling natural resources and patting themselves on the back for faring so well through the downturn to wonder about the fate of “made in Canada,” he says.
A second dip into recession, of course, could wipe out that attitude, and help focus minds back on the future of manufacturing.

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