Atlantic Canada’s 25 Top Employers

Presented exclusively by Atlantic Business Magazine, in partnership with Mediacorp Canada Inc.
Whether you’re a midsize corporation or a 10,000 member strong public sector organization, much of your success depends on the knowledge and skills of your employees. The more motivated and skilled your staff, the better you will perform. But there’s a catch: knowledgeable and passionate people are in high demand. If you want to recruit and retain the best and brightest, you have to become an employer of choice – like the 25 organizations on this year’s list of Atlantic Canada’s Top Employers.
What does it take to get on “the list?” According to Richard Yerema, managing editor of Canada’s Top 100 Employers, it requires visionary leaders who recognize the intrinsic importance of their human resources and build appreciation for those contributions into the DNA of their organizations. You also have to apply.
You can apply for the Atlantic Canada list of Top Employers competition through Canada’s Top 100 Employers application. This single application covers the national and regional competitions. Note that the following information about the Top Employers comes directly from Mediacorp: they conduct the research and data verification. For more information about the selection process, visit: canadastop100.com
Annapolis Valley District Health Authority
Description: provides health and wellness services to Kings and Annapolis counties through five hospital and health center sites.
Location: Kentville, N.S.
Full-time employees in Canada: 1,011
Interest points:
  • defined benefit pension plan, retirement planning assistance and health benefits that extend to retirees.
  • maternity and parental leave top-up payments to new mothers, fathers or adoptive parents, with an option to extend leave into an unpaid leave of absence.
  • encourages work-life balance through a variety of alternative work arrangements including flexible hours, shortened and compressed work weeks, telecommuting and reduced summer hours.
  • earned days-off program and personal paid days off.
  • hosts some social events throughout the year including an employee soccer tournament and curling bonspiel.
Assumption Mutual Life Insurance Company
Description: provides individual and group insurance, investment, mortgage, and group savings and retirement planning services.
Location: Moncton, N.B.
Full-time employees in Canada: 213
Interest points:
  • profit-sharing plan available to all employees.
  • maternity and parental leave top-up payments for employees who are new mothers or adoptive parents (to 75 per cent of salary for 17 weeks).
  • tuition subsidies for employees; some course completions rewarded with financial bonuses.
  • academic scholarship program for children of employees who pursue post-secondary studies (up to $1,250 per child).
  • retirement planning assistance, phased in work options and contributions to a defined benefit pension plan.
Bell Aliant Inc.
Description: one of North America’s largest regional communications companies, providing information, communication, and technology services including voice, data, the Internet, video and value-added business solutions to customers in six provinces.
Location: Halifax, N.S.
Full-time employees in Canada: 7,000
Interest points:
  • three weeks paid vacation for new employees, increases to six weeks for long-serving employees.
  • retirement planning assistance, a defined contribution pension plan and health benefits that extend to retirees, with no age limit.
  • alternative work arrangements including flexible hours, telecommuting and shortened and compressed work weeks.
  • maternity leave top-up payments to employees who are new mothers (to 75 per cent of salary for 27 weeks) and parental top-up for new fathers or adoptive parents (to 75 per cent of salary for 25 weeks).
  • share purchase plan available to all employees; signing and year-end bonuses to some employees.
  • sponsors a pioneer volunteers network of over 7,100 members composed of current and former employees who volunteer in various communities across Atlantic Canada.
Finding the right balance
Bell Aliant appeals to employees by stressing the importance of working hard and also taking the time to pursue other interests. New staff start with three weeks annual leave and can work up to six weeks annual leave.
It also offers competitive maternity and paternal leave top-up payments to employees who are new mothers (to 75 per cent of salary for 27 weeks) and new fathers or adoptive parents (to 75 per cent of salary for 25 weeks).
Bell Aliant’s Isabelle Boulet says that work-life balance is important.
“Our employees work hard for our customers and our company. We believe time off contributes to the health and well-being of our employees and helps them to be even more productive and engaged at work,” she says.
Along with supporting some local charitable initiatives, the company sponsors a pioneer volunteers network with over 7,100 members composed of current and former employees who volunteer in various communities across Atlantic Canada.
Employees can plan securely for the future with retirement planning assistance, a defined contribution pension plan and health benefits that extend to retirees, with no age limit. It helped employees balance work and their personal lives through alternative work arrangements including flexible hours, telecommuting and shortened and compressed work weeks.
“We recognize the value of offering a competitive compensation and benefits program for employees, knowing how important it is for attracting and retaining top talent,” Boulet says.
That work-life balance is one of the common threads among top employers, says Michael Roberts, president of human resources consulting firm Optimum Talent Atlantic. “They need to promote the quality of life and the quality of work.”
By Jon Tattrie
Caisses Populaires acadiennes
Description: provides a complete range of personal and business financial services to approximately 200,000 members, and boasts a proud history of serving and helping to develop and shape today’s Acadian and Francophone communities in New Brunswick.
Location: Caraquet, N.B.
Full-time employees in Canada: 948
Interest points:
  • three weeks paid vacation for new employees, increases to six weeks for long-serving employees.
  • year-end bonuses for all employees.
  • tuition subsidies for job-related courses; rewards some course completions with financial bonuses (up to $1,000).
  • generous contributions to a defined benefit pension plan.
  • the credit union and its employees support numerous charitable and local community events every year, with employees playing an active role in the selection of the initiatives supported.
Cape Breton District Health Authority / CBDHA
Description: provides primary, secondary and tertiary care through eight hospital locations across Cape Breton Island.
Location: Sydney, N.S.
Full-time employees in Canada: 2,338
Interest points:
  • maternity leave top-up payments (to 93 per cent of salary for 15 weeks), as well as extended health benefits coverage during their leave and parental, leave top-ups to new fathers or adoptive parents, to 93 per cent of salary for 10 weeks.
  • generous contributions to a defined benefit pension plan.
  • encourages work-life balance through alternative work options including flexible hours, telecommuting and reduced summer hours.
  • tuition subsidies for job-related courses (up to $5,000) and a variety of in-house and online training programs.
  • paid internships, co-op programs, and summer student positions.
  • cultural competency training and pride focused employee resource group.
Living the life
The Cape Breton District Health Authority is one of the most important employers on the island. To recruit top level employees and retain them, its benefit ts encompass much of the employee’s life. Pension plans, work-life balance, ongoing education and giving young talent a chance are core values.
“Employees are our greatest asset, and as such we endeavor to offer programs and services to our employees to help support them in achieving their personal and professional health, safety and wellness goals,” says Janine Hussey, manager of organizational development for CBDHA.
That includes supporting employees who are new moms with maternity leave top-up payments (to 93 per cent of salary for 15 weeks) as well as extended health benefit ts coverage during their leave. New fathers get 93 per cent of salary for 10 weeks.
It also helps employees save for the future with generous contributions to a defi ned benefit pension plan and encourages employees to achieve work-life balance through alternative work options including fl exible hours, telecommuting and reduced summer hours.
“District employees take pride in their work, and in working in Cape Breton. All of our employees live in our communities, are part of our communities, and do their best to provide great care and support to our communities,” Hussey adds.
Young people gain on-the-job experience through paid internships, co-op programs, and summer student positions.
Richard Yerema, the managing editor of Canada’s Top 100 Employers at Mediacorp Canada, says it’s part of a growing trend. “You see this slow, steady evolution of the addition of benefits ts, improvement of vacation entitlement. We see greater adoption,” he says.
CBDHA has been named a top employer in Atlantic Canada and Nova Scotia every year since 2010, showing that a whole-life approach to your employees pays off.
By Jon Tattrie
CBCL Limited
Description: an employee-owned consulting engineering firm that operates in Atlantic Canada.
Location: Halifax, N.S.
Full-time employees in Canada: 265
Interest points:
  • supports some local, national and international charitable organizations and provides paid time off for employees to volunteer.
  • provides a variety of in-house and online training programs, and tuition subsidies for job-related courses.
  • signing bonuses for some employees, year-end bonuses for all and referral bonuses for employees who refer a candidate that is successfully hired by the organization.
  • contributes to a defined contribution pension plan.
  • compassionate leave top-up payments to employees who are called upon to care for a loved one (to 100 per cent of salary for one week).
  • hosts some social events throughout the year including an employee golf tournament, after work socials, and a lunchtime pizza event with prize draws.
Clearwater Seafoods Limited Partnership
Description: seafood company that harvests, processes, and distributes shellfish and groundfish.
Location: Bedford, N.S.
Full-time employees in Canada: 230
Interest points:
  • retirement planning assistance and contributions to a matching RSP plan.
  • tuition subsidies for job-related courses; rewards some course completions with financial bonuses.
  • in-house training programs, including apprenticeship opportunities and skilled trades programs.
  • company-subsidized social committee organizes a number of events throughout the year such as lunchtime barbecues, skating events, boat cruises, and golf and bowling tournaments.
Dalhousie University
Description: a leading post-secondary academic institution serving over 16,500 full- and part-time students.
Location: Halifax, N.S.
Full-time employees in Canada: 3,691
Interest points:
  • great work location in one of the country’s leading university campuses, situated on 79 acres of landscaped grounds located within walking distance to historic downtown Halifax and a wide selection of restaurants and shops.
  • helps new mothers and fathers, including adoptive parents, with maternity and parental leave top-up payments, with the amount dependent upon employee group and length of service.
  • free tuition for employees (up to two credits each year) and generous tuition subsidies for employees’ immediate family members.
  • subsidized memberships to the Dalplex fitness centre, which includes a fully equipped gymnasium, swimming, racquetball and squash and instructor led fitness classes.
  • phased-in retirement work options and a defined benefit pension plan, as well as health benefits, plan that extends into their retirement, with no age limit
  • Association of Dalhousie Retirees and Pensioners organizes social events and represents retiree interests on the University’s pension and benefits committees.
DeltaWare Systems Inc.
Description: a subsidiary of Maximus Inc., it provides information technology consulting and software development services, specializing in e-health and e-business applications.
Location: Charlottetown, P.E.I.
Full-time employees in Canada: 115
Interest points:
  • new employees start at three weeks of paid vacation and can schedule additional time off through an earned days off program
  • flexible work hours, telecommuting option and shortened work weeks.
  • formal mentoring and a variety of inhouse and online training programs, including apprenticeship opportunities.
  • encourages employees to stay physically fit through employee sports teams and also offers an annual health club subsidy.
  • supports a variety of local and national charitable initiatives and provides employees with paid time off to volunteer.
Efficiency Nova Scotia Corporation
Description: an independent non-profit organization that promotes energy conservation.
Location: Dartmouth, N.S.
Full-time employees in Canada: 77
Interest points:
  • contributes to a defined contribution pension plan (to three per cent of salary)
  • new employees start at three weeks of paid vacation allowance.
  • flexible work hours as well as a telecommuting option.
  • in-house and online training programs, and tuition subsidies for job-related courses (up to $2,500).
  • hosts social events throughout the year including an employee pool tournament, and a Summer Family Day.
Guysborough Antigonish
Description: provides healthcare services to residents in Antigonish, Guysborough, the Strait area, Richmond and southern Inverness County.
Location: Antigonish, N.S.
Full-time employees in Canada: 661
Interest points:
  • retirement planning assistance, defined benefit pension plan and health benefits that extend to retirees, with no age limit.
  • maternity leave top-up payments for employees who are new mothers (to 93 per cent of salary for 15 weeks) and flexible hours for when they are ready to return to work.
  • parental leave top-up for new fathers and adoptive parents, to 93 per cent of salary for 15 weeks.
  • new employees start at three weeks of paid vacation allowance, moving to six weeks for long-serving employees.
  • formal mentoring, in-house and online training programs, including apprenticeship opportunities.
  • social events hosted throughout the year include an employee golf tournament and an annual staff appreciation barbecue and pizza party.
Health Association Nova Scotia
Description: an association of health and community services organizations.
Location: Bedford, N.S.
Full-time employees in Canada: 86
Interest points:
  • maternity leave top-up payments to new mothers (to 93 per cent of salary for 15 weeks).
  • flexible work arrangements, including telecommuting, shortened work weeks, reduced summer hours and a formal earned days off program.
  • in-house and online training programs as well as subsidies for tuition and professional accreditation.
  • new employees start at three weeks of paid vacation and can schedule additional time off with paid personal days off.
IMP Group Limited
Description: a privately-owned group of companies operating in a range of industries, including: aerospace, aviation, airline, healthcare, industrial marine, information technology, hospitality and property development.
Location: Halifax, N.S.
Full-time employees in Canada: 3,790
Interest points:
  • defined contribution pension plan or matching RSP contributions, depending on employee group.
  • alternative work arrangements including flexible hours, telecommuting, shortened work weeks and reduced summer hours.
  • mentoring as well as in-house and online training programs, including apprenticeship opportunities.
  • academic scholarship program for children of employees who pursue postsecondary studies (up to $1,500 per child).
  • company-subsidized social committee organizes a number of events throughout the year.
  • hosts annual gala to recognize outstanding employee contributions, including an award that recognizes outstanding performance (to $1,000).
Jazz Aviation LP
Description: regional airline serving over 80 destinations across Canada and in the United States.
Location: Enfield, N.S.
Full-time employees in Canada: 4,708
Interest points:
  • share purchase plan that is available to all employees.
  • tuition subsidies for job-related courses (up to $3,000) and a variety of in-house and online training programs, including apprenticeship opportunities.
  • academic scholarship program for children of employees who pursue post-secondary studies (up to $1,000 per child).
  • contributes to a defined benefit or contribution pension plan (depends on employee position).
  • provides paid time off for employees to volunteer with charitable organizations.
Miller Tirecraft
Description: a wholesaler and retailer of tire products and automotive services.
Location: Dartmouth, N.S.
Full-time employees in Canada: 82
Interest points:
  • retirement planning assistance and contributions to a matching RSP plan.
  • financial benefits include signing and year-end bonuses for some employees, referral bonuses, and a profit-sharing plan.
  • sponsors employee sports teams and provides health club subsidy.
  • formal mentoring and leadership training program.
  • tuition subsidies for job-related courses as well as a variety of in-house and online training programs, including apprenticeship opportunities.
  • hosts social and employee appreciation events throughout the year.
Newfoundland and Labrador Credit Union Ltd.
Description: provides a complete range of financial products and services to customers throughout Atlantic Canada.
Location: St. John’s, N.L.
Full-time employees in Canada: 131
Interest points:
  • manages an in-house charitable foundation to raise funds for charitable initiatives across the province, directing support to a wide variety of local, national and international organizations.
  • Provides employees with paid time off to volunteer with their favourite charitable organization.
  • generous contributions to a matching RSP plan and health benefits that extend to retirees, with no age limit.
  • tuition subsidies for job-related courses, rewards employees with financial bonuses for some course completion and provides a generous academic scholarship program for children of employees who pursue post-secondary studies (up to $3,000).
Northwoodcare Group Incorporated
Description: a long-term care, independent living and community outreach organization.
Location: Halifax, N.S.
Full-time employees in Canada: 902
Interest points:
  • co-op programs, summer student roles and paid internship opportunities.
  • mentoring, in-house and online training programs and leadership training for high potential individuals.
  • phased-in work options and contributions to a defined benefit or defined contribution pension plan, depending on employee group.
  • supports a variety of local, national and international charitable initiatives each year.
NTT Data Canada, Inc.
Description: a leading information technology firm that provides application, infrastructure and business process outsourcing services.
Location: Halifax, N.S.
Full-time employees in Canada: 676
Interest points:
  • subsidizes in vitro fertilization and adoption costs, when needed.
  • referral bonuses for employees, up to $5,000 for candidates that are successfully hired by the organization.
  • retirement planning assistance and employer contributions to a matching RSP plan.
  • supports employee-led sports teams and subsidizes health club memberships.
  • in-house and online training programs, formal mentoring and tuition subsidies for courses taken at outside institutions (up to $5,250).
  • hosts social events throughout the year including private company movie viewings, summer barbecues, and an annual harbour cruise.
Polycello
Description: provides packaging services for brands in the frozen food, pet food, tissue, lawn and garden, and food service industries.
Location: Amherst, N.S.
Full-time employees in Canada: 348
Interest points:
  • profit-sharing plan available to all employees.
  • tuition subsidies for job-related courses, and subsidies for professional accreditation.
  • academic scholarship program for children of employees who pursue post-secondary studies, up to $2,500 per child.
  • contributes to a defined benefit or defined contribution pension plan, depending on employee group.
SportsDirect Inc.
Description: online media company that provides sports statistics, news, photography, sports fantasy promotional contests, as well as supporting software, online marketing and advertising services and products, serving over 250 sports subscription based customers that include newspapers, provincial lotteries, gaming sites and digital sign companies.
Location: Halifax, N.S.
Full-time employees in Canada: 50
Interest points:
  • head office has onsite fitness centre, with treadmills, stationary bikes, stairmasters, weights and shower facilities.
  • maternity leave top-up payments to employees who are new mothers (to 75 per cent of salary for 17 weeks) as well as flexible hours when they are ready to return to work.
  • variety of in-house and online training programs as well as subsidies for professional accreditation and job-related courses.
  • contributions to a defined contribution pension plan.
  • compassionate leave top-up payments for employees who are called upon to care for a loved one (up to 75 per cent of salary for 17 weeks).
Technip Canada Limited
Description: provides specialized management, engineering and construction services for the oil and gas industry, including subsea, offshore and onshore operations.
Location: St. John’s, N.L.
Full-time employees in Canada: 165
Interest points:
  • share purchase plan available to all employees and year-end bonuses.
  • wide range of career possibilities in Canada as well as being part of a company with operations in 49 countries and over 38,000 employees worldwide.
  • maternity and parental leave top-up payments for new mothers ( up to 100 per cent of salary for 24 weeks) and extended health benefits coverage during their leave.
  • range of alternative work arrangements including flexible hours, telecommuting, shortened and compressed work week options and a formal earned days-off program.
  • work environment is in one of Canada’s most beautiful historic cities only steps from the downtown and harbour.
  • tuition subsidies for job-related courses, subsidies for professional accreditation and a variety of in-house and online training options.
Who’s the boss? You are.
Technip Canada encourages an ownership culture with a share purchase plan that is available to all employees and lets everyone reap the benefits of the company’s success with year-end bonuses.
“The employees can take satisfaction in knowing that they assist with the success of the company. The employee may gain extra motivation knowing his or her efforts will have a direct impact on their own personal wealth,” explains human resources manager Dusty Mortenson.
It also offers one of the best things an employer can provide to an employee: extraordinary career opportunities.
Technip Canada provides specialized management, engineering, and construction services for the oil and gas industry, including subsea, offshore and onshore operations. It is a rapidly growing engineering service company that’s creating jobs in Canada’s eastern oil patches, including more than 40 new positions in 2012. That’s a 33 per cent jump year-overyear.
It also offers a world of career possibilities with operations touching 49 countries from a St. John’s, N.L., base. All told, it has 38,000 employees around the globe.
“The complexity of projects worldwide offers a wide range of career paths for all Technip employees. Employees have the ability to map their career … they also have the ability to change their career path. This benefit allows Technip to keep employees long term,” Mortenson adds.
Michael Roberts, president of human-resources consulting firm Optimum Talent Atlantic, says that’s what many elite employees seek. “Employees who are tuned in to their career don’t just look at the top line salary figure. They look at the cost of living, the skills they will acquire with that employer and how being associated to that employer helps them achieve their career goals,” he says.
Technip sweetens the pot with flexible hours, telecommuting, shortened and compressed work weeks and a formal earned days-off program.
By Jon Tattrie
University of New Brunswick
Description: one of Canada’s oldest Englishlanguage universities and one of the first public universities established in North America.
Location: Fredericton, N.B.
Full-time employees in Canada: 1,803
Interest points:
  • alternative work options include flexible hours, telecommuting, shortened work week option and reduced summer hours.
  • tuition subsidies for courses taken at outside institutions, financial bonuses for some course completion and subsidies for professional accreditation.
  • maternity and parental leave top-up payments for new mothers (up to 95 per cent of salary for 32 weeks) as well as the option to extend into an unpaid leave of absence.
  • parental leave top-up payments to new fathers or adoptive parents (up to 95 per cent of salary for 17 weeks).
  • onsite daycare services.
  • retirement planning assistance, phased-in work options and generous contributions to a defined benefit pension plan.
Verafin Inc.
Description: provides fraud detection and AML software for the financial industry. Location: St. John’s, N.L. Full-time employees in Canada: 141 Interest points:
  • open concept office that features small fitness stations including yoga mats, weights, exercise balls, chin-up bars and skipping ropes.
  • a rare smaller employer that offers new mothers and fathers, including adoptive parents, maternity or parental leave topup payments (up to 75 per cent of salary for 17 weeks) and subsidizes in vitro fertilization when needed.
  • share purchase plan and matching RSP contributions.
  • tuition subsidies for job-related courses, formal mentoring and a variety of inhouse and online training programs.
  • flexible “no limit” vacation policy that lets employees decide how much time they need in any given year.
Vacation without limits
Visting Verafin’s St. John’s, N.L., headquarters, you’ll notice a chin-up bar, skipping ropes and yoga mats. Hang around a while and you’ll also notice nobody is tracking how many days employees spend in the office versus working remotely or taking time off.
Verafin, a provider of fraud detection and AML software for the financial industry, has a “no limit” vacation and other leave policy.
It’s a startling idea that works because they’re a results-only work environment, says human resources manager Stephanie Burr. “A long time ago, we stopped even tracking vacation and sick time. We employ adults so we don’t need to watch them. We just trust them.”
While it’s a small company (it has 141 full-time employees), it offers “big company” benefits. New mothers and fathers are entitled to maternity or paternal leave top-up payments (to 75 per cent of salary for 17 weeks), and it provides a subsidy for in vitro fertilization.
It also offers employees a share purchase plan and matching RSP contributions, supports ongoing employee development with tuition subsidies for job-related courses, formal mentoring and a variety of in-house and online training programs. Burry says it’s worth the cost. “We want to attract and keep top talent. It’s more like, how can you afford not to?”
Burry says the exercise equipment scattered about the open-plan office encourages healthy living and gives staff a chance to think more deeply away from their computers. It also provides the tools for office competitions like “Biggest Loser” and team-building challenges.
Richard Yerema, the managing editor of Canada’s Top 100 Employers at Mediacorp Canada, says it shows you don’t have to be a corporate behemoth to be a top employer. “It shows an openness and trust and a non-patronizing approach to vacation: your work is done, and we have a window, so go ahead,” he says.
By Jon Tattrie
Workers’ Compensation Board of Nova Scotia
Description: promotes safe work practices and the provision of fair benefits to workers.
Location: Halifax, N.S.
Full-time employees in Canada: 379 Interest points:
  • in close proximity to shops, restaurants, trails and parkland as well as a farmer’s market and free outdoor concerts in summer months.
  • defined benefit pension plan and health benefits that extend to retirement, with no age limit.
  • three weeks of paid vacation allowance for new employees plus personal paid days off, which can be scheduled throughout the year.
  • maternity leave top-up payments to employees who are new mothers (up to 93 per cent of salary for 17 weeks) with option to extend parental leave into an unpaid leave of absence.
  • parental leave top-up to new fathers and adoptive parents, up to 93 per cent of salary for 10 weeks.
  • academic scholarship program for children of employees who pursue postsecondary studies.
Xplornet Communications Inc.
Description: a high-speed Internet service provider, using fixed wireless and satellite platforms to reach customers in suburban, rural and remote areas.
Location: Woodstock, N.B.
Full-time employees in Canada: 569
Interest points:
  • offers alternative work arrangements including flexible hours, shortened and compressed work weeks and a formal earned days off the program.
  • referral bonuses, year-end bonuses for all and employer contributions to a matching RSP plan.
  • head office amenities include a quiet room for meditation and religious observance, fitness facility, and a fully stocked employee lounge, complete with video games, television, foosball and board games.
  • employees offered paid time off to volunteer with charitable organizations.
  • subsidies for tuition and professional accreditation and a variety of in-house and online training programs.
  • By Dawn Chafe and John Tattrie
Source: http://www.atlanticbusinessmagazine.net/article/atlantic-canadas-25-top-employers/?utm_content=buffer90f72&utm_medium=social&utm_source=linkedin.com&utm_campaign=buffer
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Atlantic Immigration Pilot Program: Employer Designation

Map of the Atlantic provinces. See Image:Canad...Map of the Atlantic provinces. See Image: in order toCanada provinces blank vide.png for additional information. (Photo credit: Wikipedia)

Employers in Atlantic Canada who wish to hire foreign talent through the Atlantic Immigration Pilot Program (AIPP) must first receive employer designation.

The AIPP is an immigration pilot program, introduced in 2017 for a three-year period. It allows eligible skilled workers, intermediate level workers, and international graduates to become permanent residents of Canada and immigrate to one of the Atlantic provinces, namely Nova Scotia, New Brunswick, Prince Edward Island, and Newfoundland and Labrador.
All programs under the AIPP are employer-driven, meaning that applicants require atosatisfy the criteria. As such, local employers play a big role in the process.
There is no Labour Market Impact Assessment process under the AIPP. However, employers must still follow a few steps in order to hire through this program.
Under the AIPP, employers also work with settlement service provider organizations in their province. This will help newcomers settle and integrate in Canada.
The employer designation process and settlement service provider organizations are different for each province:
In all cases, the employer must send the job offer, the settlement plan for each adult family member, and an endorsement application to the province for review. If the province approves the application, they will send the applicant/candidate an endorsement letter. This letter must be included with the immigration application.

Nova Scotia AIPP employer requirements

Employers in Nova Scotia looking to fill persistent labour gaps through the AIPP must first be approved for eligibility by being designated and then endorsed by the province.
To become designated, an employer must:
  • Have a business operating in good standing;
  • Provide information on labour needs; and
  • Commit to working with a service provider organization on settlement and retention
To become endorsed, an employer must:
  • Demonstrate efforts to hire locally have not been successful;
  • Recruit a foreign worker;
  • Provide a valid, full-time, non-seasonal job offer co-signed with the foreign worker; and
  • Provide an individualized settlement plan co-signed with the foreign worker.
Employers must also work with a settlement service provider in the province. See below for a list of currently available providers.
Settlement service providers in Nova Scotia

New Brunswick AIPP employer requirements

Employers in New Brunswick interested in participating in the AIPP must meet the following designation criteria:
  • The employer wants to hire full-time, non-seasonal international candidates;
  • The employer and their business are well-established and in good standing; and
  • The employer is committed to meet the settlement needs of international candidate(s) and accompanying family members.
Settlement service providers in New Brunswick

Prince Edward Island AIPP employer requirements

Employers in PEI interested in participating in the AIPP must meet the following designation criteria.
The employer must:
  • Want to hire full-time, non-seasonal international candidates;
  • Be in good standing with provincial and federal standards and legislation;
  • Demonstrate preparedness to receive and meet the settlement needs of international candidate(s) and accompanying family members, and agree to do so; and
  • Understand and agree to the reporting requirements for the program.
The Employer Designation Application Form must be completed before you can apply for endorsement of a foreign national under the Atlantic Immigration Pilot. Designated employers are eligible to apply for endorsement of a foreign national they wish to hire.
Settlement service providers in PEI

Newfoundland and Labrador AIPP employer requirements

Designation is the first step for employers in Newfoundland and Labrador interested in participating in the AIPP. The designation process is designed to confirm that:
  • The AIPP is the immigration program best suited to address the employer’s needs;
  • The employer wants to hire full-time, non-seasonal international candidates;
  • The employer and their business is established and in good standing as per the program guidelines;
  • The employer has demonstrated their preparedness to receive and meet the settlement needs of international candidate(s) and accompanying family members, and has agreed to do so; and,
  • The employer understands and agrees to the reporting requirements for the program.
Settlement service providers in Newfoundland and Labrador
Source: http://www.canadavisa.com/atlantic-immigration-pilot-program-employer-designation.html

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Is N.L. immigration plan too ambitious? 3 migrants share their thoughts

St. John's, Newfoundland
St. John's, Newfoundland (Photo credit: Wikipedia)
By Geoff Bartlett, CBC New

The Newfoundland and Labrador government's new immigration strategy aims to boost the number of people coming to the province from other countries by 50 per cent in the next five years — but what do immigrants already living here think of that plan?
CBC's St. John's Morning Show put together a panel of three immigrants who all said that employment is the key to keeping new citizens.  

Sean Charters (South Africa)

Sean Charters moved to St. John's 18 years ago from Johannesburg, South Africa to escape the crime and violence there.
"When I came there was the absolute sense of relief that you could relax in your own home," he said.
South Africa Map
South Africa is the most southernmost country in Africa with a population of nearly 55,000,000 people. (Google Maps)
He likes the idea that Newfoundland and Labrador are open to accepting new immigrants, but wonders if setting a target of 50 per cent over five years is a sound plan.
Charters, who works in marketing and communications, would instead like to see a correlation between the number of jobs available in any given year, and a number of people allowed in.
"It's all very well saying you're going to have people coming and be a positive influence on society, but unless you have something for them to do it's difficult for them to stay," he said.

Bumble (Nigeria)

Memorial University business student Olubunmi Adetutu Ogunsakin, better known as Bunmibee, has been studying in St. John's for nearly two years, and feels much safer here than she did back home in Nigeria.
Nigeria Map
Nigeria is a country in West Africa with a population of roughly 188,465,000 people. (Google Maps)
Bunmibee would like to stay in the province to work when she finishes her degree, but said it all depends on job opportunities at the time.
"What I like most about St. John's is that the people are very nice," she said. "The environment here is kind of relaxed. I'm not really a big city person all of the time."

Romel Maligaya (Philippines)

More than seven years after being transferred to St. John's by his employer, Transocean, Romel Maligaya has lived previously in Trinidad and the Middle East, as well as his home in the Philippines.
Maligaya said his family still very much enjoys it here — and surprisingly even likes the weather.
Philippines Map
The Philippines is a country in Southeast Asia with a population of about 101,000,000 people. (Google Maps)
"It's the peace and quiet. It's a really good place for families and small kids," he said. "The weather in the Philippines is dangerous. The snow doesn't damage homes here."
He shares the sentiment that the government's plan to bring in 50 per cent more immigrants in the next five years may be a little ambitious, and thinks 10 years would be more reasonable.
"They need to create jobs first and then bring people," said Maligaya, a chartered professional accountant. "There is a danger of people being unemployed or underemployed."
Source: http://www.cbc.ca/news/canada/newfoundland-labrador/immigration-panel-newfoundland-1.4043649
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Students turn to Canada in Trump immigration era

Deutsch: Toronto: Hart House (Studentenzentrum...
Deutsch: Toronto: Hart House (Studentenzentrum der Universität Toronto am St. George Campus) (Photo credit: Wikipedia)
Source: By The Washington Post  on March 28, 2017, at 10:50 AM, updated March 28, 2017, at 10:54 AM
Khaled Almilaji has been stranded in Turkey since January. His wife, pregnant with their first child, is waiting at their home in Rhode Island. His classes at Brown University's School of Public Health are well into the second semester. Ever since his student visa was revoked, he has been trying to keep up, somehow, from across the ocean.
After a federal judge had frozen President Donald Trump's executive order on immigration this month, Almilaji had more hope of getting back to his wife. But he understands his new reality as a Syrian trying to study in the United States: "I have to accept being lost between orders and anti-orders."
Suddenly, Canada is looking like a really good option.
"Canada is having a moment," Ted Sargent, vice president-international at the University of Toronto, said last month. "It is a time of opportunity."
Applications from international students have increased at universities across the country, said Paul Davidson, president of Universities Canada.
The number of international students coming to Canada doubled in the past decade. But in the last year, some events globally have added to its appeal for some students. The Brexit vote for the United Kingdom to leave the European Union, and the U.S. election, seem to have been factors, Davidson said.
Traffic to the Universities Canada website, an entry point for many people looking for more information about schools in the country, has doubled since November. Many of the most elite Canadian universities had large increases in applications from the United States: Up 25 percent at McGill, 35 percent at McMaster.
At the University of Toronto, U.S. applications increased almost 80 percent this year.
Rebekah Robinson, a high school senior from Severn, Md., was drawn to Toronto for its academic reputation and climate, as well as the diversity in the city. As an African American at a predominantly white school who hopes to one day be a translator working in diplomacy, she found the ethnic mix particularly appealing.
And she's not a Donald Trump supporter, so his presidential win made Canada look even better. "After the election, when more and more things were happening - it just seemed like a really great idea," she said.
Andrew Hong, a 17-year-old from New Jersey, is going to the Toronto next fall as well, eager to study artificial intelligence at a top-ranked university. The tuition isn't high compared to many U.S. schools, and the exchange rate makes it particularly affordable, he said. He wasn't thinking much about Trump when he was considering which colleges to apply to, either, but given election results he doesn't agree with, he said, "Maybe going to another country would be nice for a change."
Read more at http://www.nola.com/education/index.ssf/2017/03/immigrant_student_canada.html


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Application for a Temporary Work Permit – Atlantic Immigration Pilot Program

Map highlighting Atlantic Canada
Map highlighting Atlantic Canada (Photo credit: Wikipedia)
If you are eligible to apply for the Atlantic Immigration Pilot Program, you may also be eligible to apply for a one year work permit. To qualify for a temporary work permit, you must:
  • have a job offer from a designated employer in an Atlantic Province;
  • have a job offer that is full-time and not seasonal;
  • have an offer of employment number (LMIA-exemption number) from your employer;
  • have a Referral Letter issued by one of the Atlantic Provinces asking us to issue a work permit;
  • commit to apply for permanent residence within 90 days of submitting your work permit application; and
  • meet all other requirements to apply for a work permit.


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