Showing posts with label Employment. Show all posts
Showing posts with label Employment. Show all posts

Private sector fuels surge in jobs in Canada

It Starts Here - Ottawa 02 08Image by Mikey G Ottawa via Flickr
Jeremy Torobin
Ottawa From Saturday's Globe and Mail
After weathering a brutal downturn that knocked hundreds of thousands of Canadians out of the work force, Central Canada’s job machine is back and revving into high gear.
The country’s remarkable rebound from recession gained momentum in June, as surging job growth in Ontario and Quebec underpinned an increase of 93,000 jobs and unemployment fell below 8 per cent for the first time since early 2009, Statistics Canada reported.
Ontario produced 60,000 jobs in June, and Quebec added 30,000, as employment soared in the services sector, including gains in retail, health care, trade and building services.
Importantly, the June jobs report showed the private sector continues to pick up the baton from the public sector, which has long supported the economy with a massive stimulus spending package on the order of $62-billion.
The private sector has accounted for more than 246,000 new jobs over four months, a welcome trend for Canadian policy makers who have long urged companies to take the lead on economic growth as government stimulus spending tapers off in the second half of this year.
The stunning employment gain was close to the highest on record, second only to an increase of about 109,000 jobs two months earlier. The June hiring brought the combined total of new positions created since last July to 403,000, restoring most of the jobs lost during the recession. The jobless rate dropped to 7.9 per cent from 8.1 per cent.


“The jobs picture clearly shows that the Canadian recovery hasn’t stalled yet,” said Benjamin Reitzes, an economist with BMO Capital Markets. “The handoff from public to private spending looks to be going smoothly.”
The jobs report, far stronger than expected, also lays the groundwork for another interest-rate hike later this month, following a quarter-point increase by the Bank of Canada in early June, economists said. The quickly improving jobs picture, along with rising interest rates, stands in sharp contrast with the still-sluggish economy south of the border. Only a fraction of the more than eight million jobs lost in the United States between late 2007 and late 2009 have been restored, while the U.S. Federal Reserve shows no sign of raising its near-zero interest rates any time soon.
The Canadian dollar soared by nearly a full cent against the U.S. dollar Friday, as investors bet that Bank of Canada Governor Mark Carney will raise the benchmark interest rate by another 25 basis points on July 20 to 0.75 per cent.
But economists caution that Canada’s economy and job creation are not guaranteed to continue at the current clip.
Since June 1, when Mr. Carney became the first central banker in the Group of Seven to lift borrowing costs, the European debt crisis has produced a march toward austerity in the world’s rich economies, a cure which some analysts warn could prove painful. Also, the recovery in the United States, Canada’s top export market, looks increasingly fragile, as housing and the labour market sputter. And there are fears that measures to keep emerging-market economies such as China’s from overheating could cool a vital source of global demand.
For export-heavy Canada, where the housing market is already slowing down, that means it’s highly unlikely that the current pace of job creation, let alone the first quarter’s 6.1-per-cent economic growth rate, are sustainable.
“Any realistic look at what’s happening in the U.S., Europe, China, suggests that the second half of this year will be much, much weaker than the first half,” Benjamin Tal, deputy chief economist at CIBC World Markets, said. “This recovery is going to be the most nonlinear recovery in ages. The story will not be as pretty three months from now.”
Mr. Carney later this month will release his latest forecasts for Canada and for key countries and regions around the world. Most economists, including Mr. Tal, say things are good enough in Canada for now that the central bank will probably keep raising interest rates in 25-basis-point increments until the benchmark rate is at 1 or 1.25 per cent, but then policy makers will pause to assess how much global headwinds are affecting the domestic economy.
Michael Gregory, a senior economist at BMO Capital Markets in Toronto, on Friday predicted “a pattern of oscillating rate hikes and pauses” as Mr. Carney takes a cautious approach.
Another concern is the type of jobs being created. Retail and other service-sector jobs tend to be more temporary, based on flexible hours, and are often lower-paying, economists said. The goods-producing industries that make many of Canada’s exported products saw a net job loss in June.
Still, Canada’s job gains are far brighter than in the United States, where the jobless rate is still 9.5 per cent and in recent months has dropped only because discouraged job-seekers have stopped looking and thus aren’t counted as part of the labour force.
Mr. Carney started warning in April that Canada's rebound from the crisis would slow considerably starting in the second quarter because of a slowdown in housing, the impact of the loonie near parity with the U.S. dollar and the inevitable end of government support.
Pointing to those factors, plus “uneven” global growth and sovereign-debt worries, Mr. Carney has said several times that a return to more normal interest rates is not “preordained.’’
On Monday, he will release a closely watched survey of executives from across the country, which will give a sense of how worried businesses are about Canada becoming a victim of economic problems from outside its borders.
“I have doubts about whether the economy is going to be able to keep up the head of steam that it has right now,’’ said Carl Weinberg, chief economist with High Frequency Economics in Valhalla, N.Y. “The U.S. economy is questionable, Europe is in trouble, Japan is in trouble, all the major trading partners are hurting and the loonie is quite strong,” he said. “So it’s hard to look at the months ahead and draw a strong line on the chart for where GDP is headed.”
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Canada's economy added 93,000 jobs in June

Bank Of Canada Building - Ottawa 11 08Image by Mikey G Ottawa via Flickr
Statistics Canada reports the Canadian economy added 93,200 jobs in June. Almost all of the jobs added are in Ontario (+60,000) and Quebec (+30,000). The large number of jobs added dropped Canada's unemployment rate to 7.9%. The current unemployment rate in the US is 9.5%. The statistic indicates the strength of the domestic economy in Canada.

The addition of 93,200 jobs is five times more what many economists were predicting for the month of June. About half the jobs added are part-time, the other half are full-time positions. Since July 2009, most of the employment gains have been in full-time work, up 355,000 or 2.6, while part-time work rose by 1.5%.

The private sector was responsible for 51,900 of the new positions. Notable employment increases in June were in service industries including business, building and other support services; retail and wholesale trade; health care and social assistance; and other services such as personal care services and automotive repair. Employment in construction increased by 11,000 jobs. The construction industry has had the fastest growth rate of all major industry groups since July 2009 (+8.3% or +94,000).

In less than one year, Canada has almost made up all the jobs lost during the recession that began towards the end of 2008. The economy has added 246,200 jobs in the last four months alone.

Canadian employers are actively seeking foreign skilled workers to join their workforce. Skilled workers that settle in Canada on a permanent basis are especially valuable to the Canadian workforce. Those with a job offer from a Canadian employer may qualify for fast-track Canadian immigration application processing under the Federal Skilled Worker (Professional) category of immigration.

Source: Canadavisa.com
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Working temporarily in Canada: Special categories—Information technology workers

Le château Frontenac –Vieux-Québec / Old Quebe...Image via Wikipedia
IMPORTANT
The simplified entry process for information technology (IT) specialists will come to an end on September 30, 2010.
Effective October 1, 2010, employers who wish to hire foreign workers previously eligible for IT facilitated processing will be required to apply for a Labour Market Opinion.
Note: for employers wanting to hire foreign workers for positions in Quebec, the facilitated process will remain in place for a limited time after September 30, 2010.


To fill critical shortages in Canada’s software industry, Canada has a simplified entry process for workers whose skills are in high demand in that industry.
Under this process, no confirmation letter from Human Resources and Social Development Canada (HRSDC) is necessary for specific jobs when hiring a foreign worker, since it will not have a negative impact on Canadian or permanent-resident job seekers and workers.
This means that if you are coming to Canada to work in one of the jobs listed below, you do not need a letter from HRSDC, and your work permit application may be processed more quickly.

Note: It is up to your employer to make sure the job you are being offered falls under one of these descriptions.
  1. Senior Animation Effects Editor (NOC 9990.1)
  2. Embedded Systems Software Designer (NOC 9990.2)
  3. MIS Software Designer (NOC 9990.3)
  4. Multimedia Software Developer (NOC 9990.4)
  5. Software Developer—Services (NOC 9990.5)
  6. Software Products Developer (NOC 9990.6)
  7. Telecommunications Software Designer (NOC 9990.7)
 Temporary foreign workers wishing to take a position in Quebec must obtain a certificat d’acceptation du Québec (CAQ) in order to participate in this facilitated processing. Information for employers is available on the website of the Ministère de l’immigration et des Communautés culturelles (MICC).


Effective October 1, 2010, employers who wish to hire Temporary Foreign Workers previously eligible for IT facilitated processing will be required to apply for a labour market opinion and demonstrate that:
  • the wage rate meets (or exceeds) the prevailing wage rate for the occupation and region;
  • the working conditions are consistent with Canadian standards;
  • efforts to hire Canadians or permanent residents have been made and the TFWP advertising guidelines have been followed;
  • the employment of the foreign worker will directly create new job opportunities or help retain jobs for Canadians;
  • the foreign worker will transfer new skills and knowledge to Canadians;
  • the hiring of the foreign worker will not affect a labour dispute or the employment of any Canadian worker involved in such a dispute.
Please note that employers are required to conduct advertising and recruitment efforts as per TFWP guidelines before submitting a labour market opinion application and should plan sufficient time to conduct these activities.  Upon receipt of a complete labour market opinion application, the processing time, on average, takes two to three weeks.
Effective October 1, 2010, work permit applications received by Citizenship and Immigration Canada or by the Canada Border Services Agency at a port of entry, will require a copy of the labour market opinion for the seven specific IT occupations that were previously under the facilitated process.

 Source:  http://www.cic.gc.ca/english/work/special-tech.asp
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Canada: Challenges and Oportunities for Immigrants.

Immigrant visaImage by qousqous via Flickr
Most new immigrants are pleased to be living here and have positive views of Canada's social and political environment. However, after four years in the country, their biggest difficulties are still finding an adequate job, and dealing with the language barrier, according to two new reports from the third wave of the Longitudinal Survey of Immigrants to Canada (LSIC).
The first report, "Immigrants' perspectives on their first four years in Canada", examines immigrants' assessments of life in Canada and the difficulties they face here.
Four years after arriving in Canada, the majority of new immigrants (84%) were positive about their decision to come here.
When asked about the single-most important reason for settling permanently in Canada, the most prevalent responses were the quality of life here (32%), the desire to be close to family and friends (20%), the future prospects for their family in Canada (18%) and the peaceful nature of the country (9%).
The report found that two-thirds of new immigrants said that life in Canada has lived up to their expectations.
These new immigrants were also asked what had been their biggest difficulties since arrival. The difficulty mentioned by the most immigrants was finding an adequate job (46%), followed by learning English or French (26%).
The second report, Knowledge of Official Languages among New Immigrants: How Important is it in the Labour Market? examines these two difficulties in detail. It analyzes the relationship between new immigrants' knowledge of the two official languages and their chances of finding an "appropriate" job.
It shows that the employment rate of immigrants increased with their ability to speak English.
Moreover, the ability to speak English is linked with the kind of job that new immigrants find, as those who reported speaking English well or very well were more likely to have an "appropriate" job than those who reported speaking it less well. However, the relationship between the self-reported ability to speak French and the chances of having an "appropriate" job was not as clear.

Two-thirds said Canada lived up to their expectations

The first report, "Immigrants' perspectives on their first four years in Canada", examines immigrants' subjective assessments and perceptions of life in Canada and the challenges they face here.

Note to readers

This release summarizes the findings of two reports based on data from the third and final wave of the Longitudinal Survey of Immigrants to Canada (LSIC). This survey was designed to study how newly arrived immigrants adjust over time to living in Canada.
During the first LSIC interview, some 12,000 immigrants aged 15 and over were interviewed between April 2001 and May 2002, about six months after their arrival. During the second LSIC interview, about 9,300 of the same immigrants were interviewed again in 2003, about two years after their arrival. In 2005, about 7,700 of the same immigrants were interviewed a third time, around four years after their arrival.

Immigrants come to Canada with expectations, whether realistic or not, about what life will be like. LSIC respondents were asked whether life in Canada is better than they had expected, about what they had expected, or worse than they had expected.
About two-thirds of new immigrants reported a fairly positive congruence between their expectations and their experiences, while about one-third reported a low or declining degree of congruence between their expectations and experiences. Immigrants in different admission categories differed in this regard. While 15% of economic immigrants reported that their expectations of life in Canada had consistently been exceeded, this was the case for about one-third of family class immigrants and refugees.
Four years after arriving in Canada, the majority of new immigrants (84%) were positive about their decision to come here. However, those who felt their expectations about life in Canada had not been met were less likely than others to feel this way.
When asked about the single-most important reason for settling permanently in Canada, the most prevalent responses were the quality of life here (32%), the desire to be close to family and friends (20%), the future prospects for their family in Canada (18%) and the peaceful nature of the country (9%). Less than 5% cited employment-related reasons.

Immigrants themselves underscore difficulties in the job market

During the past 15 years, numerous studies have documented the difficult labour market faced by new immigrants. The findings of these studies have been underscored by immigrants themselves in the LSIC data.
The study found that between 7 and 24 months after arrival 62% of all new immigrants aged 25 to 44 had looked for a job, and that during the period between 25 to 48 months after arrival 53% had done so. The majority of job seekers reported that they experienced a problem or difficulty when searching for employment.
Considering all difficulties cited when seeking employment, lack of Canadian work experience was mentioned most often (50%), followed by lack of contacts in the job market (37%), lack of recognition of foreign experience (37%), lack of recognition of foreign qualifications (35%) and language barriers (32%).
New immigrants often experienced multiple problems when looking for work. For example, almost two-third of job seekers who reported a language problem also reported that lack of work experience was a difficulty.

Greatest challenges encountered since arrival

Four years after their arrival in Canada, new immigrants were asked what had been the greatest difficulties they had encountered. Two difficulties came out more than any other: 46% said it was finding an adequate job while 26% said it was learning English or French.
Among all new immigrants admitted in the economic category, almost half (45%) said finding employment was the greatest difficulty they faced while 15% said it was learning English or French. Among refugees, 26% said finding employment was their greatest difficulty and 30% said it was learning English or French.
The report "Immigrants' perspectives on their first four years in Canada", published today in a special edition of Canadian Social Trends (11-008-XWE, free), is now available from the Publications module of our website. For more information about the report, or to enquire about the concepts, methods or data quality of this release, contact Grant Schellenberg (613-951-9580 begin_of_the_skype_highlighting              613-951-9580      end_of_the_skype_highlighting), Social and Aboriginal Statistics Division.

Language: Self-reported ability to speak English and French

The second report, Knowledge of Official Languages among New Immigrants: How Important is it in the Labour Market? examines in detail the two greatest difficulties encountered by new immigrants since their arrival — finding an adequate job and learning English or French. It looks at immigrants' self assessment of their ability to speak each official language and analyzes the relationship between new immigrants' knowledge of the two languages and their chances of finding an "appropriate" job.
In the survey, immigrants were asked to assess how well they could speak each official language at three points in time — six months, two years and four years after their arrival.
Six months after their arrival, 58% of immigrants reported that they were able to speak English well or very well, while the corresponding figure for French was 11%. Four years after arrival, 69% were able to speak English well or very well, and 14% could speak French so.
In Quebec, 55% of immigrants reported speaking French well or very well six months after their arrival. This proportion had climbed to 73% four years after their arrival. The corresponding proportions for English went from 40% to 54%.
For immigrants in Quebec, learning or improving the language of the minority, English, appeared to be just as important as learning or improving the language of the majority, French.
Overall, 45% of immigrants said they had taken language training in English since coming to Canada; 10% had done so in French. In Quebec specifically, 42% of immigrants had taken language training in French since their arrival, while 37% had done so in English. About 16% of Quebec immigrants had taken language training in both official languages.

Knowledge of English increases the chances of having an "appropriate" job

The percentage of immigrants employed grew substantially over time, according to LSIC data. The employment rate of immigrants aged 25 to 44, the prime working-age group, went from 51% six months after arrival to 65% two years after arrival. Four years after arrival, it had reached 75%.
The employment rate of immigrants in the survey's third wave thus approaches the national rate for Canadians in the same age group calculated for the equivalent period, specifically 81.8%.
Knowledge of the two official languages can be expected to be an asset in looking for a job. LSIC data showed that the employment rate of immigrants aged 25 to 44 increased with higher levels of self-reported proficiency in spoken English, for each of the survey's three waves.
Across the country in general, the chances for immigrants of having an "appropriate" job increased with their ability to speak English.
More specifically, immigrant's whose self-reported level of spoken English was good or very good were more likely to have a high-skill job, a job in the intended field, a job similar to the one held before immigrating and a job related to training or education. They also had higher wages, compared to immigrants whose spoken English level was not as good. This was true six months, two years and four years after immigrants' arrival in Canada.
However, the relationship between the self-reported ability to speak French and the chances of having an "appropriate" job was not as strong, nor as persistent.
In Quebec specifically, the impact of language was mainly on earnings. The hourly earnings of immigrants who spoke English very well were generally higher, regardless of the level of French, than those of immigrants who did not speak either official language well.
In Quebec, the level of French spoken by immigrants was not found to be related to their chances of having an "appropriate" job.
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The HR Space: Obtaining a Work Permit in Canada: The Simplified Process

A North American Free Trade Agreement (NAFTA) ...Image via Wikipedia
The HR Space is edited by: Dominique Launay, Karen M. Sargeant, and Brian P. Smeenk.
In our January 5, 2010 article, we discussed the usual process for getting a work permit for a foreign employee entering Canada: obtaining a Labour Market Opinion (or LMO). The LMO process can be complex, lengthy, and very demanding for employers. Fortunately, several exemptions exist that can provide you with a much faster, simpler process. Let's have a look at the most common of these LMO exemptions.

Intra-company transfers

This exemption is for workers who are being transferred to a Canadian parent, subsidiary, branch or affiliate of their American or other foreign employer.  Two types of workers are covered by this exemption: executives/senior managers, and employees who possess specialized knowledge.
Immigration Canada's guidelines define an executive or senior manager as someone who manages the company or an important part of it, usually through middle managers. When there are no employees under their direct supervision, it must be proved that they manage an important function of the company, at a senior level. Middle managers or first-line supervisors do not qualify for this exemption. In order to determine how senior a position is, Immigration Canada will not rely only on the position title.  They will rely mostly on the description of the role in the company's organization chart as well as the detailed job description.
An employee-applicant who possesses specialized knowledge must be very familiar with the company's products, services, processes or procedures. The knowledge must be unusual and different from what is usually found in the industry. It can be proprietary or unique to the company, but it is enough for it to be rare. Specialized knowledge does not include knowledge that could be gained by another employee in the short term.  An advanced level of knowledge of a particular industry that is not easily gained without extensive experience also qualifies under this category.
In addition, the employee must:
  • have worked for the foreign company in a similar position for at least one year in the three-year period right before his or her application, and
  • be transferred for a temporary period only.
Permits for executives and senior managers allow a maximum period of stay in Canada of 7 years. The maximum stay is limited to 5 years for specialized knowledge employees. The initial work permit may not exceed 3 years.

Young Worker Programs

Canada has signed bilateral agreements with a number of countries, including the U.S.A., in order to facilitate the work permit process for young workers between the ages of 18 and 35. Each agreement has its own specific requirements, but in general, it includes one or more categories that are LMO exempt:
  • Working Holiday: for young workers who want to work part-time while travelling to another country as a tourist;
  • International Co-op: for students who would like to gain international work experience in their current field of study; and
  • Young Professionals: for young workers who want to gain international work experience related to their career.
Each category comes with a yearly quota, so it is best to apply early in the calendar year. Work permit periods vary between 6 and 18 months, and are generally non-renewable. However, a worker may apply in another category (including an LMO-based permit) once he  or she has completed the authorized period.

The North American Free Trade Agreement (NAFTA)

The NAFTA offers simplified work permit criteria and processing for American and Mexican citizens. The most commonly used NAFTA LMO exemptions are for professionals and intra-company transferees.
Professionals
This exemption covers approximately 60 specified occupations, such as management consultants, engineers, architects, teachers, nurses or computer analysts. In addition to being a citizen of Mexico or the U.S., candidates must meet the educational and experience requirements for one of these occupations. They must enter Canada to provide pre-arranged professional services, either as an employee of the Canadian company, or as an independent contractor.
Intra-company transferees
The requirements under this category are similar to the general requirements mentioned above for regular intra-company transferees. The key difference is that managerial positions are not restricted to executive or senior managers.  The NAFTA exemption also applies to middle management roles.

Processing times and locations:

The Canadian Government office that will process a work permit application based on a LMO exemption will vary,  depending on the worker's nationality and whether they need an entry visa.
For American citizens or others who do not require a visa, the application can be presented to immigration officers at any Canadian port of entry.  A pre-approval process is also available.  That process will speed up the issuance of the work permit upon arrival in Canada. A written response is usually received within 10 working days from the date an application is submitted.
When a visa is required, on the other hand, the application must be presented to a Canadian Consulate or Embassy in the worker's country of residence. Processing times can vary from 2 weeks to 3 months (or more when an immigration medical examination is required).

Summary

One of these or several other LMO exemptions may apply to a specific case. A careful analysis of the context and circumstances of the employee being relocated is recommended. The review should be done at an early stage of preparation. It will help determine if an LMO exemption may apply and is usually very worthwhile. 
Remember that LMO exemptions can save you, as a work permit applicant or employer, lots of time, effort and money.  Make sure to take advantage of these rules.


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Advertising requirements before hiring a foreign worker

Canada
June 2 2010
By:Fasken Martineau DuMoulin LLP

In our January 2010 article entitled Obtaining a Work Permit in Canada: The Labour Market Opinion Process, we explained that in order to get a work permit for a foreign worker, an employer in Canada generally must first obtain a Labour Market Opinion (LMO) from the Department of Human Resources and Skills Development Canada ("Service Canada"). In order to obtain a positive LMO, Canadian employers must prove that they have made reasonable efforts to fill the position with a Canadian citizen or permanent resident. This article discusses Service Canada's advertising requirements relating to this obligation.

Service Canada's minimum advertising requirements were recently modified. And note that the requirements are slightly different for the Province of Québec. If you are hiring an employee who will work in Québec, make sure you follow the Québec rules.

The advertising requirements depend on the level of skills required for the position. In Canada, there is a National Occupational Classification (NOC) system that classifies all jobs. Before starting a recruitment process, it is necessary to identify the code that corresponds to the position to be filled. Occupations are classified in five levels: 0 (management), A (university education usually required), B (either a college education or apprenticeship training usually required), C (secondary school and/or occupation-specific training usually required) or D (on–the-job training usually provided).

Placing an ad at Service Canada's National Job Bank is mandatory before hiring a non-Canadian in any position at skill level B and lower, except when an explicit exemption applies. Positions at levels 0 and A are the only ones for which an advertisement on the Job Bank is not mandatory.

In order to meet the advertising requirements for occupations at levels 0 or A, employers must conduct recruitment activities consistent with the practice within the occupation. For instance, if the normal practice for a certain occupation is to hire a headhunter, or to advertise on well-known internet job sites, journals or national newspapers, either recruitment method will be considered satisfactory. Alternatively, the prospective employer may advertise on the Job Bank for a minimum of 14 calendar days during the three months prior to applying for the LMO.

For occupations at skill level B and lower, both advertisement on the Job Bank and recruitment activities consistent with the practice within the occupation are necessary.

The contents of the advertisement are important. Ads placed on the Job Bank must include certain mandatory information, including the company's name, the wage range and the prevailing wage for the position. Prospective employers are advised to follow very carefully Service Canada's directives. Omission of any information or requirement (for instance, advertising for thirteen days instead of fourteen days) is cause for refusal of the LMO.

The ads have to be carefully drafted since they should provide a fair opportunity to potentially qualified Canadian citizens or permanent residents to be a candidate. At the same time they have to be specific enough to discourage applications from those who are clearly unqualified. Particular attention should be given to the education and experience requirements. These should be appropriate for the type of position and consistent with the requirements for this position according to the NOC.

Afterwards, the employer has to provide proof of these recruitment efforts and provide a report. The report should include the number of applicants for the position and the reasons for rejecting them. The reasons for rejecting applicants should be appropriate and based on objective and clear criteria. Employers should retain proof of recruitment efforts for a minimum of two years, since Service Canada may later contact the employer for verification of the report.

Note that there are certain variations to the minimum advertising requirements for some categories of employees or positions including: academics (university professors), camp counselors who will be working in Ontario, positions covered by collective bargaining agreements that stipulate internal recruitment, positions for which recruitment is done through employer associations, positions in the entertainment sector, positions with a foreign government's representative in Canada, information technology specialists (until September 30, 2010), holders of a post graduation work permit issued after graduating from a Canadian university, company owners who are involved in the day-to-day operation of the company, specialized service technicians and service providers under a warranty, amongst others.

Advertising properly is not the only requirement for obtaining a positive LMO, but is one that deserves considerable attention. Be sure that you meet them all. Also, before starting a recruitment process when contemplating applying for an LMO, do not forget that there are exemptions to the obligation to obtain an LMO (see our March 2010 article Obtaining a Work Permit in Canada: The Simplified Process). Using these exemptions can save prospective employers considerable amount of time, effort and money.
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