Immigration Canada

Federal Skilled Worker: Spotlight on Occupations (Part I)

DSC_5097 - Reflections of Canada (Photo credit: archer10 (Dennis))

The Federal Skilled Worker Program is one of Canada’s most popular avenues to permanent residency. Through the program, applicants with specific, proven skills can come to Canada to live and work. Applicants to the program must have one year full-time or equivalent part-time work experience in the past 10 years, and in one of 50 eligible occupations. A maximum of 25,000 applications will be accepted for review, with a cap of 1000 for each individual occupation. Click here to view the current number of applications received by the government for each of the 50 eligible occupations.

All chosen applicants are selected based upon the need for their skills in the Canadian labour market, and their likelihood of becoming economically established in Canada. Workers who come to Canada through the program have a high chance of finding well-paying jobs in their field, and integrating into Canada quickly.

Listed below are 25 of the most popular eligible occupations and their National Occupation Codes (NOC):

1. Senior Managers – financial, communications, and other business services. (NOC 0013)

Job Description: Senior managers in these sectors are responsible for developing and establishing company objectives and policies, as well as managing the senior or executive management team of their employer.

Average Salary: $200,000 – $220,000 per year

Example Titles:

Bank President
Chief Executive Officer (CEO), Telephone Company
President, Advertising Agency

2. Senior Managers – trade, broadcasting, and other services. (NOC 0015)

Job Description: Senior managers in these sectors are in charge of planning, organizing, directing and evaluating management teams in broadcasting and media services, wholesale trade, retail services, and other sectors.

Average Salary: $205,000 per year

Example Titles:

Chief Executive Officer (CEO), Travel Agency
Chief Financial Officer (CFO), Professional Sports Club
General Manager, Cleaning Service

3. Financial Managers (NOC 0111)

Job Description: Financial managers are responsible for organizing and controlling financial and accounting departments. They are also in charge of creating financial policies and systems for their employers.

Average Salary: $75,492 per year

Example Titles:

Controller, Financial Services
Finance Director
Director of Accounting

4. Human Resource Managers (NOC 0112)

Job Description: Human resource managers are responsible for organizing and controlling the operations of human resource and personnel departments. They are also responsible for developing policies and procedures, and maintaining relations between management and employees.

Average Salary: $65,964 per year

Example Titles:

Administrator, Human Resources
Manager, Industrial Relations
Manager, Staff Relations

5. Purchasing Managers (NOC 0113)

Job Description: Purchasing managers are responsible for organizing and controlling the activities of the purchasing department of their employing company.

Average Salary: $65,050 per year

Example Titles:

Contract Manager
Food Purchasing Manager
Material Manager

6. Insurance, Real Estate, and Financial Brokerage Managers (NOC 0121)

Job Description: Insurance, real estate, and financial brokerage managers are responsible for organizing and controlling the activities of departments or establishments that provide insurance, mortgage, real estate, and investment services.

Average Salary: $92,819 per year

Example Titles:

Bond Sales Manager
Mortgage Broker Manager
Commodities Trading Manager

7. Managers in Health Care (NOC 0311)

Job Description: Managers in health care are responsible for overseeing the delivery of health care services within institutions that provide health care.

Average Salary: $87,360

Example Titles:

Director of Surgery
Director of Dietetics
Director of Physiotherapy

8. Construction Managers (NOC 0711)

Job Description: Construction managers oversee all activities of a construction company or department, under the direction of a general or senior manager.

Average Salary: $83,761 per year

Example Titles:

Commercial Construction Manager
Construction Superintendent
General Contractor

9. Home Building and Renovation Managers (NOC 0712)

Job Description: Home building and renovation managers own, operate, and manage companies that build new residential homes. Residential home renovators own, operate, and manage companies that renovate existing residential homes.

Average Salary: $43,261 per year

Example Titles:

Contractor, Home Renovation
Home Builder
Home Renovator

10. Managers in Natural Resources Production and Fishing (NOC 0811)

Job Description: This occupation group includes managers who organize and control the operations of establishments in forestry and logging, mining and quarrying, oil and gas drilling, production and servicing operations, and commercial fishing.

Average Salary: $110,240 per year

Example Titles:

Director of Mining
Manager, Drilling Operations
Manager, Oil Well Servicing

11. Manufacturing Managers (NOC 0911)

Job Description: Manufacturing managers organize and control the operations of a manufacturing establishment or of a production department within a manufacturing establishment.

Average Salary: $66,738 per year

Example Titles:

Automobile Production Manager
Dairy Plant Manager
Printing Plant Manager

12. Financial Auditors and Accountants (NOC 1111)

Job Description: Financial auditors analyze and examine the financial and accounting records of their employers to ensure that they have complied with standard accounting procedures. Accountants plan, organize and control accounting systems for their employers.

Average Salary: $87,280 per year

Example Titles:

Accountant
Income Tax Expert
Internal Auditor

13. Financial and Investment Analysts (NOC 1112)

Job Description: Financial and investment analysts collect and analyze financial information to provide financial and investing advice for their employers.

Average Salary: $57,634 per year

Example Titles:

Chartered Financial Analyst
Money Market Analyst
Portfolio Manager

14. Securities Agents, Investment Dealers and Brokers (NOC 1113)

Job Description: Securities agents and investment dealers buy and sell stocks, bonds, and other securities for individual investors, and establishments such as banks and insurance firms. Brokers buy and sell stocks, bonds and other securities at stock exchanges on behalf of investment dealers.

Average Salary: $163,782 per year

Example Titles:

Bond Dealer
Discount Broker
Investment Dealer

15. Other Financial Officers (NOC 1114)

Job Description: This group includes occupations in finance that are not grouped elsewhere, such as financial planners, financial examiners and inspectors, and mortgage brokers.

Average Salary: $50,000 – $70,000 per year

Example Titles:

Account Manager
Financial Planner
Trust Officer

16. Professional Occupations in Advertising, Marketing and Public Relations (NOC 1123)

Job Description: This group includes occupations that organize and control the activities of establishments involved in different types of sales, marketing, advertising, and public relations.

Average Salary: $66,000 – $95,000

Example Titles:

Advertising Consultant
Communications Officer
Event Marketing Specialist

17. Supervisors, Finance and Insurance Clerks (NOC 1212)

Job Description: Supervisors in this field supervise and co-ordinate the activities of workers in accounting, payroll, customer service, financial services, banking and insurance.

Average Salary: $44,000 – $53,000 per year

Example Titles:

Accounts Payable Supervisor
Bank Clerks Supervisor
Credit Supervisor

18. Property Administrators (NOC 1224)

Job Description: Property administrators manage and rent property and real estate on behalf of property owners.

Average Salary: $39,587 per year

Example Titles:

Housing Project Manager
Apartment Rental Agent
Property Rentals Manager

19. Geologists, Geochemists and Geophysicists (NOC 2113)

Job Description: Geologists, geochemists and geophysicists conduct research and exploration programs to learn more about the earth’s composition, as well as to find and use the earth’s natural resources. Additionally, they implement programs to assess and reduce the effects of development and waste disposal projects on the environment.

Average Salary: $95,000 – $125,000 per year

Example Titles:

Development Geologist
Mineralologist
Petrologist

20. Civil Engineers (NOC 2131)

Job Description: Civil engineers are responsible for planning, designing and developing projects for the construction or repair of roads, bridges, tunnels, and other public infrastructure. They may also specialize in building and structural inspection and municipal planning.

Average Salary: $61,150 per year

Example Titles:

Bridge Engineer
Highway Engineer
Sanitation Engineer

21. Mechanical Engineers (NOC 2132)

Job Description: Mechanical Engineers research, design and develop different types of machinery. They also perform duties related to the installation, operation and maintenance of machinery.

Average Salary: $60,526 per year

Example Titles:

Acoustics Engineer
Automotive Engineer
Robotics Engineer

22. Electrical and Electronics Engineers (NOC 2133)

Job Description: Electrical and electronics engineers research, plan, design and test electronic equipment and systems.

Average Salary: $63,492 per year

Example Titles:

Avionics Engineer
Television Systems Engineer
Electrical Network Engineer

23. Petrolium Engineers (NOC 2145)

Job Description: Petroleum engineers perform studies for the exploration, development, and extraction of oil and gas deposits. They also oversee drilling projects for oil and gas wells.

Average Salary: $85,188 per year

Example Titles:

Drilling Engineer, Oil and Gas
Subsea Engineer
Reservoir Engineer, Petroleum

24. Information Systems Analysts and Consultants (NOC 2171)

Job Description: Information systems analysts and consultants conduct research, provide advice, and develop policies and plans on a wide range of information systems issues.

Average Salary: $78,626 per year

Example Titles:

Informatics Consultant
Systems Consultant
IT (Information Technology) Consultant

25. Database Analysts and Data Administrators (NOC 2172)

Job Description: Database analysts design, develop and administer data management solutions using data management software. Data administrators develop data administration policy and standards.

Average Salary: $58,000 – $65,000 per year

Example Titles:

Database Architect
Data Custodian
Data Warehouse Analyst

“The Federal Skilled Worker Program is a great option for skilled individuals seeking permanent residency in Canada,” said Attorney David Cohen. “Its open diverse nature is a reflection of Canadian values; many different types of people from across the globe have found their path to Canada through the program.”

Source: http://www.cicnews.com/2014/07/federal-skilled-worker-spotlight-occupations-073539.html

New Immigration Pathway Created for International Students

The flag of Nova Scotia, flying in Amherst, Nova Scotia (Photo credit: Wikipedia)

International graduates now have a route to immigrate to Nova Scotia after changes to the Provincial Nominee Program.

Beginning today, June 6, an international graduate from a Canadian college or university, with a job offer from a Nova Scotia employer, can apply for permanent residency through the nominee program’s Skilled Worker stream.

“This is great news for international students like me who will graduate soon and will be considering their options for what comes next,” said Durgesh Singh, NSCC construction management technology student.

“Now, because of these changes to the Nova Scotia Nominee Program, international graduates will have an avenue to immigrate to Nova Scotia that wasn’t open to them before.”

Immigration Minister Lena Metlege Diab said international graduates are ideal candidates to immigrate to Nova Scotia.

“International graduates are educated, they’ve made friends, they know the language, and they’re already familiar with all the great things Nova Scotia has to offer,” said Ms. Diab. “Over the past year, there hasn’t been a provincial door open to help them stay. Today, that changes.”

Universities, community colleges and businesses are key to help ensure international students and graduates have information, community contacts and jobs that will make them want to settle and stay in Nova Scotia.

“Government cannot boost immigration alone,” said Ms. Diab. “We are grateful for the support of the many employers, business organizations, connector programs, communities and people across Nova Scotia who work to recruit and retain international graduates who will help enhance our economy and our culture.”

The Halifax Chamber of Commerce welcomes government’s move.

“This policy change aligns well with the chamber’s work, and has the potential to help international students make better connections with employers that could lead to more international graduates choosing to stay in our region,” said Mark Fraser, the chamber’s lead for the skilled workforce task force.

“We believe that if you can help an international student feel like they’re a citizen by building roots in the community, the likelihood of them choosing to stay in our region increases.”

The change will also help colleges and universities attract international students.

“This will improve Nova Scotia’s position as an outstanding education destination in the international marketplace, and our ability to attract those students to institutions and communities across the province,” said George Cooper, University of King’s College president and member of the Council of Nova Scotia University Presidents.

“Our universities commend government for taking this decisive action, and we look forward to working with government and others across Nova Scotia to explore and act upon the enormous potential of universities to attract and retain top talent to our province.”

The Nova Scotia Office of Immigration negotiated the change with Citizenship and Immigration Canada. Through the Nova Scotia Nominee Program, the province can nominate potential immigrants, but Citizenship and Immigration Canada makes the final decision.

The Skilled Worker stream helps employers recruit and hire foreign workers for positions they have not been able to fill with permanent residents or Canadian citizens.

- See more at: http://novascotiaimmigration.com/new-immigration-pathway-created-for-international-students/#sthash.5qNxl0YQ.dpuf

Source: http://novascotiaimmigration.com/new-immigration-pathway-created-for-international-students/#sthash.5qNxl0YQ.dpuf

Food Services Moratorium

MP Jason Kenney of the Conservative Party fields a question from a community member at the All Candidates Forum at McKenzie Lake Community Centre in Calgary's Southeast on January 14th, 2006. (Photo credit: Wikipedia)

On April 24, 2014, the Minister of Employment and Social Development announced a moratorium on the Food Services Sector’s access to the Temporary Foreign Worker Program (TFWP) as a result of serious allegations of abuse of the TFWP. Accordingly, Employment and Social Development Canada stopped processing any new or pending LMO applications related to the Food Services Sector. In addition, any unfilled positions tied to a previously approved LMO were suspended.

Effective immediately, the moratorium on the Food Services Sector’s access to the TFWP has ended.

Ending the moratorium now allows an employer to fill previously suspended positions tied to an approved LMO, unless the LMO expired during the suspension. Employers wanting to apply for a new Labour Market Impact Assessment to hire temporary foreign workers in the Food Services Sector need to submit new applications that will be subject to the new program requirements, including the cap on temporary foreign workers in low-wage occupations.

Work permit applications that were suspended from processing due to the suspension of the associated LMO will go back into the queue for processing by Citizenship and Immigration Canada.
Questions and Answers
Impact on employers

LMOs suspended under the moratorium are now unsuspended. As long as the LMO is still valid and has not expired, the prospective temporary foreign worker(s) named on that LMO may submit work permit applications to CIC, or, if eligible to apply on entry into Canada, to a Canada Border Services Agency port of entry.

No, employers with expired LMOs need to submit new applications that would be subject to new stricter program requirements, including the cap on temporary foreign workers in lower-wage occupations. Please visit esdc.gc.ca for details on applying under the new program requirements.
Impact on temporary foreign workers

Your application will go back into the queue for processing by Citizenship and Immigration Canada now that the suspension has been lifted.

If the LMO is still valid and has not expired, and you are named on that LMO, you may submit a work permit application as per normal procedures.

If the LMO is no longer valid or has expired, you may not apply for a work permit based on that LMO. Before you can apply for a work permit, your employer will need a valid Labour Market Impact Assessment (formerly the Labour Market Opinion).
[3:25:48 PM] Dirk Propp: http://www.esdc.gc.ca/eng/jobs/foreign_workers/index.shtml

“Where the Jobs Are” in Canada

Tour CIBC (Photo credit: Wikipedia)

According to a recent CIBC report there is a growing divide between the number of high-vacancy job fields in Canada and the skills of the Canadian workforce. To combat labour shortages, Canadian employers and government officials are increasingly looking beyond their own borders to find the employees they need. In addition, the government is taking ambitious efforts to secure skilled foreign workers, on temporary or permanent bases, to close employment gaps across the country.

In its report, CIBC targeted 25 professions that are most in need of qualified employees. They are as follows:

Managers in Engineering, Architecture, Science and Info Systems
Managers in Health, Education, Social and Community Services
Managers in Construction and Transportation
Auditors, Accountants and Investment Professionals
Human Resources and Business Service Professionals
Professional Occupations in Natural and Applied Science
Physical Science Professionals
Life Science Professionals
Civil, Mechanical, Electrical and Chemical Engineers
Other Engineers
Professional Occupations in Health
Physicians, Dentists and Veterinarians
Optometrists, Chiropractors and Other Health Diagnosing and Treating Professionals
Pharmacists, Dietitians and Nutritionists
Therapy and Assessment Professionals
Nurse Supervisors and Registered Nurses
Technical and Related Occupations in Health
Medical Technologists and Technicians (Except Dental Health)
Technical Occupations in Dental Health Care
Other Technical Occupations in Health Care (Except Dental)
Psychologists, Social Workers, Counsellors, Clergy and Probation Officers
Supervisors, Mining, Oil and Gas
Underground Miners, Oil and Gas Drillers and Related Workers
Supervisors in Manufacturing
Supervisors, Processing Occupations

These occupations are all considered skilled work by the Government of Canada. In general, these professions fall in the fields of healthcare, mining, and manufacturing or business services. When added together, these fields account for 21%, or about one-fifth, of jobs in Canada.

Canada’s need for qualified workers varies greatly from province to province. As demonstrated by the chart below, the need is most defined in the country’s rapidly-developing interior. It is reflective of Canada’s booming natural resources economy. Source: CIBC

By contrast, those who pursue employment in one of the above targeted professions have a high likelihood of employment.

The Canadian government has made efforts to offset employee shortages through a forward-thinking immigration system. Individuals with the education and skills most needed in Canada will find that programs for both temporary and permanent residence have been tailored to suit their profiles. Some recent immigration changes intended to bring in the workers Canada include:

The popular Federal Skilled Worker Program has overhauled its selection criteria to better target those individuals who have a high likelihood of succeeding upon arrival in Canada. Citizenship and Immigration Canada hopes to accept over 50,000 new permanent residents through this program alone in 2013.
A new class of immigration, the Federal Skilled Trades Class, has been created to more efficiently bring tradespersons to Canada.

Discussions are currently in place regarding the introduction of a new immigration system, known as an Expression of Interest system, that will directly connect Canadian employers and government officials with skilled workers interested in immigrating to Canada

Source: http://pdles.org/?mc_cid=23cf163d32&mc_eid=3cb254aa54

Temporary Foreign Worker Program Moratorium To End In June

By hbhadmin

A moratorium on Canada’s Temporary Foreign Worker Program will be lifted at the beginning of June, Westlock-St. Paul MP Brian Storseth says.

He addressed a crowd of business owners and employees about that status of the program at a roundtable discussion at the St. Paul Legion Hall on May 20, listening to concerns and providing updated information to those gathered there about the moratorium that has been in place since April.

“We’re trying to give you guys a little bit of certainty when it comes to what’s being done with the program,” he said. “When the moratorium is lifted, I will go to each of our communities and go through all of the changes that are being made.”

Storseth described the moratorium as a chance for the federal government to look at better ways of enforcing laws, auditing and reviewing the way the program operates — with special attention paid to the service-sector jobs.

A focus of the discussion, and one of the most influencing factors leading to the moratorium was the Labour Market Opinion (LMO) portion of the Temporary Foreign Worker program. Storseth noted that the application process for LMOs coming under scrutiny was the reason the minister thought it important to put a moratorium in place.

“I wanted to push for certainty,” he said. “I said to the minister that these are businessmen and businesswomen, they can’t not know how long this moratorium is going to be in place for, how many of their employees it’s going to affect.”

Storseth added while he has heard 100 per cent support for the program from members of the business community, the support among residents-at-large is closer to 50 per cent.

He emphasized the need for business owners to advocate the program, with one of its biggest obstacles being public opinion outside of the business community.

“In polls, it’s consistently our friends and neighbours that don’t understand this program, and you have to let them know how important it is,” he said.

Storseth described changes that would improve the program, which included increased speed at which LMOs are processed and approved, and a regionalization of the program to fit the different needs of different municipalities and provinces with their own specific employment needs.

Westlock restaurant owner David Truckey — one of a half dozen from Westlock who went to St. Paul for the discussion — said he was happy with a lot of what he heard at the meeting. The coming end to the moratorium is good news, but he’s also happy with the idea of regionalizing the program.

“Obviously what people need in Alberta is not what people need in Ontario or the Maritimes,” he said.

“To put one system in place for the whole country makes it a little difficult to participate in the program.”

Truckey added one of his biggest concerns is the way the moratorium was enforced on an entire industry, rather than on a case-by-case basis for those employers who were abusing the program.

Not least of his concerns is what it means for workers who are affected by the moratorium.

“I think what has never been addressed is a lot of temporary foreign workers have been put in a very difficult situation,” he said.

One of the workers at his restaurant has been put in just such a situation, where the work permit has expired but that worker can’t get a new one — and therefore can’t work — because of the moratorium.

During the question period of the discussion, many in the audience raised concerns.

Brian Jones, a business owner from Smoky Lake, asked if about $8,000 in application fees from a declined application could be applied to future applications.

“It’s a different situation if someone applied and there’s been no decision rendered, compared to someone who already got rejected before the moratorium was in place,” Storseth replied.

Jones suggested the program was shut down before the official announcement was made, as he knows of many other businesses that were declined prior to the moratorium being announced — Storseth said he wouldn’t speculate on the topic.

Bonnyville mayor Gene Sobolewski asked whether there are specific concerns from the public about any aspect of the program, or whether public opposition is based on ignorance.

“A lot of it came about from …high-profile cases of abuse,” Storseth said. “It’s easier to show a seven-second clip on why it’s bad, and harder to take 10 minutes explaining the importance of the program.”

Another guest said, “We heard talk of an increased application fee for hiring workers, it was thrown out there, is there any information on that?”

Storseth also noted an application-free increase is being considered, but said he was concerned it could get expensive in this riding, where businesses are dependent on foreign workers. The application fee, however, has caused more businesses to be discerning in their use of the program.

“Employers around the country were aggressively pursuing the program when there was zero cost,” he said. “Since implementing a $275 fee, we’ve had 40 per cent fewer applications.”

Some in attendance expressed concern that temporary foreign workers are often described as unskilled, which isn’t necessarily the case — they’re skilled in whatever service they’re providing.

“They’re skilled in their own way, and if it wasn’t for them, the people from CNRL and all the oil companies wouldn’t be getting a cup of coffee and a Big Mac when they come through,” said Megan Land, the owner-operator of McDonald’s in Cold Lake.

“I have letters from people in our community, positive letters saying they contribute to our community,” she added. “Maybe you can help us get those stories out there too. We can’t attract negativity to us as businesspeople.”

Storseth reaffirmed it’s the business community that needs to advocate for the program.

“One thing I have noticed is the more temporary foreign workers there are in our communities, and the longer they’re here, the better the numbers are coming back from the poll,” he said. “One of the best things about this moratorium is that it scared people with what could happen and what the public perception is nationally.”

JOBS IN CANADA

Modern Autobody Paris Texas (Photo credit: In Paris Texas)

Position: AUTOBODY REPAIRERS (BODYMEN)

NOC 7322

Number of Positions 6

Years of Experience: 5+ years

Education: Trade school for Autobody Repairers

English Level: Active

Preferred Countries: No Preference

Needed by: ASAP

Length of Contract: 2 years

Location: Edmonton, AB

Starting Wage: 32/hour

Type of Immigration: LMO, AIT and Work Permit (Applicants will have to be approved for certification by an Alberta trade association before applying for a work permit)

Perm. Residence: Potentially

Employer pays for: Immigration Assistance with WP, Relocation & Settlement, and flight (reimbursed after 3 months of work)

Employee pays for: $450 AIT Certification Fee, $155 for Work Permit Fee, accommodation, day-to-day expenses

DESCRIPTION:

Autobody Technicians in the Autobody Repairer branch of the trade do frame and body structural repairs, body sheet metal work, plastic repairs, component replacement and alignment. Autobody Repairers are also responsible for restoring the structural integrity of the damaged vehicle during the repair process. This generally involves cutting away damaged components and welding in new or recycled replacements.

The successful candidate will enjoy working in a team environment and feel motivated to strive for continuous improvement. We offer a stable work environment and the opportunity to advance within the company; other perks include Health & Dental Benefits, Vision Care and Disability coverage. Compensation is based on skills, ability and performance – wages range from $32/h CAD (Starting Wage) - $40/h CAD. Standard work schedule is Monday to Friday, not including weekends.

Responsibility:

· Never repair a vehicle without a police sticker if the damage exceeds $2,000

· Read and verify the repair plan and perform all tasks listed for delivery date

· Inspect all parts for damage and correctness; report all missed, hidden or prior damages BEFORE REPAIRS ARE STARTED

· Ensure that a panel we are paid to do is PERFECT and rust proofed

· Close car windows and doors during repairs to reduce the amount of dust in the vehicle, cover the seat and do no place tools or parts in the interior

· Ensure proper use of frame measuring system and perform the repairs to the exact factory specifications

· If painting is required, inform the Quality Control Coordinator

· Repairs under mouldings, glass, bumpers, etc. are to be of the same quality as the rest of the vehicle

· Do not splice unless pre-authorised (rad supports, quarter, partial replace, aprons, door)

· Remove all combustible material from the welding area; cover glass, dash and wiring with welding blankets

· Apply the epoxy primer over rusting areas before applying the body filler or fiberglass

· Finish welds to ensure there are no pinholes or grinder marks; inspect for strength and appearance

· Final assembly to be done after painting to ensure concealed areas have the same quality of paint – NO SPRAY BOMBS

· Eliminate dents from the sheet metal as well as possible to ensure the least amount of filler is used; grind paint back a minimum of 2” from the filled area

· No metal bonding of truck box panels allowed; only partial bonding plus welding of roof skins, door skins and quarter panels

Requirements:

· Auto Body Technician Journeyman Certificate (Completion of Journeyman Certificate that includes Prepper, Refinisher and Repairer) or equivalent

· Complete working knowledge of the trade and related equipment along with the ability to apply the knowledge in diagnosis and repair work

· Able to understand, communicate, read and write English at a level needed to meet job related task and safety requirements

· MUST have your own tools (the company will assist with purchasing tools by providing finances and the worker will pay back)

· The ability to think logically and keep up with changes in technology

· Knowledge and understanding of Occupational Health and Safety and Environmental standards and procedures and a commitment to safe work habits

· Demonstrated excellent interpersonal and time management skills required

· Demonstrated ability to fulfill team objectives as an active positive employee and co-worker

· Strength and stamina required to handle heavy tools, manual dexterity, creativity, patience and a keen eye for detail. Please send your resume to nexuscanadavisa@gmail.com

Restaurants hope to get back to using foreign temp employees

Jason Kenney (Photo credit: mostlyconservative)

BARRIE MCKENNA AND JAMES BRADSHAW

OTTAWA and TORONTO — The Globe and Mail

Published Sunday, Apr. 27 2014, 8:18 PM EDT

Restaurants are bracing for significant new limits on their ability to hire temporary foreign workers, but are hoping to avoid a permanent ban.

Employment Minister Jason Kenney promised Sunday that the federal government would unveil more changes to the controversial program within weeks.

“We’ve been working on this for over a year,” Mr. Kenney said at the Sikh New Year parade in Toronto. “I don’t want to put a date for certain on it, but it’s more like weeks than months.”

Earlier, Mr. Kenney told CTV’s Question Periodhe’s reluctant to do anything that might impede the flow of higher skilled labour in a global economy.

“What we need is a balance,” Mr. Kenney said. “We need to mend this program, not end it.”

Last week, Ottawa imposed a moratorium on the use of the Temporary Foreign Worker program in the food service industry amid allegations of abuse by several McDonald’s outlets and a Saskatchewan pizza restaurant.

Among the options, the government could make better use of city-by-city unemployment rates to set different standards for employers across the country, said Dan Kelly, president of the Canadian Federation of Independent Business, whose members include many restaurant owners.

“We are really crossing our fingers that this is not going to be a long-term thing,” Mr. Kelly said.

Liberal Leader Justin Trudeau said the Conservatives have made an “absolute mash” of the program at a time when too many Canadians are looking for work. “Now they’re trying to dig themselves out of a hole of their own creation,” he said.

The moratorium for the service industry will remain in place until the government completes a probe of abuse allegations, Mr. Kenney told CTV. He acknowledged that reforms could force some restaurants to cut hours of operation or even to close.

“That’s unfortunate,” he said, “but we need to send a message to them and every other industry that they have to redouble their efforts to hire Canadians.”

Employers must work harder to hire Canadians first, even if that means paying higher wages, investing more in training and encouraging prospective employees to move to get a job, according to Mr. Kenney.

But the CFIB’s Mr. Kelly urged the government not to use the program to force changes in the labour market. “These are complicated businesses,” he said of restaurant chains, which he pointed out must often charge national prices while paying variable wages across the country.

Experts warn the program is ripe for cheating by employers because of inadequate information about local labour markets, said Dominique Gross, a professor of public policy at Simon Fraser University in Vancouver who wrote a recent report on the program for the C.D. Howe Institute. “Employers make a claim of a shortage, but if government doesn’t have the information to prove it, there is a problem,” she said.

The government could also raise the current $275 per-worker administrative fee, Prof. Gross said. That would force employers to work harder to find workers within Canada, including paying higher wages.

Prof. Gross pointed out that Canada is much more tolerant of companies who use foreign workers to fill low-skilled jobs than most other developed countries. Many European countries use foreign workers mainly to fill high-skilled positions, while allowing them for only a limited number of specific low-skilled jobs experiencing temporary shortages, she said.

University of Ottawa labour economist David Gray said auctioning temporary foreign worker permits would make the program respond better to real labour shortages. That way, employers with the greatest needs would get foreign workers.

The number of temporary foreign workers has grown rapidly since the early 2000s and has become very popular in the restaurant and hotel industry, particularly in Western Canada. The number of new foreign entrants more than tripled between 2002 and 2012 – to 338,000, up from 101,000. Add in foreign workers already in the country on longer contracts and the number reaches nearly half a million.