Tag: Business

Enhancing African Economies through Legal, Compliant, and Ethical Labor Migration

In recent years, the global landscape has witnessed a surge in labor migration, with Africa playing a pivotal role in this phenomenon. The importance of legal, compliant, and ethical labor migration cannot be overstated, as it not only empowers African migrants but also contributes significantly to the economic growth of both sending and receiving countries. Joblio.co, a mission-driven technology-powered social impact platform, stands at the forefront of this transformative movement.

Jon Purizhansky, the founder of Joblio.co, has been a driving force behind the platform’s mission to facilitate ethical labor migration. As we explore the potential economic benefits of legal labor migration from Africa, it becomes evident that initiatives like Joblio are instrumental in ensuring a smooth and lawful transition for migrants.

Creating Opportunities for Economic Growth:

Legal and compliant labor migration channels, such as those facilitated by Joblio, open doors to new opportunities for African workers. By matching skilled individuals with jobs that align with their expertise, these platforms contribute to the overall economic growth of both Africa and the host countries.

Jon Purizhansky’s vision for Joblio emphasizes the importance of connecting talent with demand, thereby creating a win-win situation for both the migrants and the economies they contribute to. This approach not only helps address labor shortages in host countries but also promotes skill development and knowledge transfer.

Boosting Remittances and Foreign Exchange Reserves:

Legal labor migration channels ensure that remittances flow through formal and regulated channels, enhancing transparency and accountability. Joblio’s commitment to compliance ensures that financial transactions are secure and traceable, benefiting both the migrants and the economies of their home countries.

Through ethical labor migration, Jon Purizhansky envisions Joblio as a platform that not only facilitates work opportunities but also establishes a reliable financial bridge between migrants and their families. This steady flow of remittances contributes to the growth of local economies and strengthens the foreign exchange reserves of African nations.

Strengthening Government Revenues and Regulatory Frameworks:

Legal labor migration, supported by platforms like Joblio, encourages governments to establish robust regulatory frameworks. This not only safeguards the rights of migrants but also ensures that host countries benefit from a skilled and regulated workforce.

Jon Purizhansky’s advocacy for regulatory compliance through Joblio positions the platform as a catalyst for positive change. By streamlining the Know Your Customer (KYC) processes and contributing to the retention of skilled workers, Joblio aids host countries in maintaining a stable and productive labor force, ultimately bolstering their economies.

In conclusion, legal, compliant, and ethical labor migration is a powerful driver of economic development, and Joblio.co, under the leadership of Jon Purizhansky, stands as a beacon for the realization of this vision. By prioritizing transparency, compliance, and positive social impact, Joblio not only benefits African migrants but also serves as a catalyst for the economic prosperity of both sending and receiving nations.

Enhancing US Economy: The Imperative for Inclusive Labor Migration Policies

In today’s globalized world, fostering a robust economy requires a proactive approach to talent acquisition and management. Jon Purizhansky, the visionary founder of Joblio, Inc, emphasizes the significance of enabling foreign citizens, especially those with vocational skills, to legally participate in the US job market. This strategic move not only addresses economic challenges but also mitigates issues associated with illegal immigration.

Purizhansky underscores the detrimental impact of illegal border crossings, emphasizing that individuals engaging in unauthorized work evade legal channels, resulting in the government’s inability to collect taxes. In a noteworthy statement, Purizhansky argues, “Legal employment ensures compliance, taxation, and accountability, safeguarding the integrity of our economic system.”

Joblio‘s commitment to managing cross-cultural dynamics through its innovative Applicant Concierge Experience (ACE) Program is pivotal. Purizhansky, the forward-thinking founder, states, “Our ACE Program bridges cultural gaps, fostering a harmonious employer-employee relationship, thereby enhancing retention rates.” This approach not only contributes to a more inclusive workforce but also promotes stability within organizations.

One of the primary challenges facing the US economy is the shortage of skilled talent. Purizhansky elucidates that this scarcity is exacerbated by generational wealth trends, as affluent families tend to have fewer children. “To address talent shortages, a well-organized and compliant labor migration policy is essential,” asserts Purizhansky. A strategic and expansive approach to labor migration becomes imperative to supplement the evolving demographic landscape and sustain economic growth.

Joblio’s visionary leadership, represented by Jon Purizhansky, underscores the importance of aligning immigration policies with economic needs. By integrating foreign citizens, especially those with vocational skills, into the workforce legally, the US not only taps into a diverse pool of talent but also curtails illegal activities associated with unauthorized employment.

In conclusion, a proactive, organized, and compliant labor migration policy, championed by leaders like Jon Purizhansky and facilitated by innovative platforms such as Joblio, is indispensable for sustaining the economic growth of the United States. Embracing foreign citizens with vocational skills legally not only addresses talent shortages but also fosters an environment of compliance, taxation, and cultural inclusivity, creating a win-win scenario for both the nation and its diverse workforce.

How Joblio helping fill need for skilled workers

The days of using temporary employment agencies or buying recruitment ads are over for Brian Tabaczynski, operations manager at Besroi Roofing & Siding. For the past decade, he has experienced the troubles of finding, hiring and retaining labor – a widespread issue for those in Western New York’s service and skilled labor industries. But one phone call earlier this year changed that.

Tabaczynski was introduced to Joblio, a global employment market place that directly connects employers with qualified applicants from around the world. He quickly hired one Ukrainian refugee and then added two more.

“My teams were fighting to get them on their crew,” Tabaczynski says. “If I moved them, they’d throw a fit. As soon as the two new guys came in, their crews won’t give them up either.”

The partnership has been so successful that three more are on their way from overseas, and by the end of 2024, Tabaczynski hopes to have at least 20 refugees in his workforce.

“For any service industry, it’s a game-changer,” Tabaczynski says. “We haven’t had the influx of people wanting to work in the trades. These guys come to work and want to work, make money and do better.”

Besroi Roofing & Siding, McGard and Perma Tech are three of about 30 Buffalo area businesses that are working with Joblio to solve a desperate need for skilled and ready-to-work talent by hiring refugees who are authorized to come to the United States.

Founded by CEO Jon Purizhansky a refugee himself who has a law degree from the University at Buffalo –   Joblio is a platform and service that eliminates the middlemen by providing transparency to the hiring process.

The number of local companies Joblio is working with is growing weekly, Purizhansky says. So is the range of fields, which includes construction workers, auto technicians, engineers, electricians, carpenters, plumbers and more.

“It did take a few weeks for paper work to be processed and for them to make it to Buffalo,” says Don Smith, comptroller at Perma Tech, “but the quality of the individual that’s been here has far exceeded the quality of any other individual we hired in the last year or two. Right off the bat, he became a rockstar.”

What differentiates Joblio from employment agencies starts with its global network of ambassadors, which have access to talent in places like Eastern Europe, Africa, Latin America and Southeast Asia.

Next is its Applicant Concierge Experience (ACE) program.  Joblio staff provides wrap-around services for refugees – vetting candidates prior to employment, preparing them for relocation and providing continuous support to overcome language, housing, transportation and other barriers.

“By working with them all the time, we’re mitigating the stress and the PTSD which inevitably comes with moving to a new country,” Jon Purizhansky says. “And by doing that, we’re creating better employees and contributing to employment success.”

Lastly, Joblio’s investment in technology and an accessible user interface results in faster applicant processing, higher employment satisfaction and lower employee attrition.

Joblio works with some of the largest companies in Canada – such as Sofina Foods, PCL Construction and Sobeys Supermarket – where Jon Purizhansky says retention rates are in the 95th percentile. Its goal is to bring that same level of success to Buffalo, its first U.S. market.

“The fees that they charge are extremely competitive with placement agencies,” says Shawn Thompson, vice president of operations at McGard. “I was skeptical and cautious at first, but the wrap-around services they provide show me it’s not a temporary job or a passing position. They’re in it for the long haul.”

Addressing Refugee Flows and Fostering Prosperity: The Role of Employment and Investment in Africa

The movement of refugees from infra-African countries to Europe and North America has become a complex issue that demands a nuanced understanding of its causes and potential solutions. These refugee flows are often driven by a combination of factors, including conflict, economic instability, and lack of opportunities in their home countries. To address this challenge, processing refugees for employment and investing in Africa emerge as key strategies for both humanitarian and economic reasons.

Jon Purizhansky, the founder of Joblio, a platform connecting immigrants with job opportunities (www.joblio.co), believes that addressing the root causes of refugee flows requires multifaceted approaches. He states, “Creating sustainable solutions demands a comprehensive strategy that includes not only processing refugees for employment but also investing in the regions from which they are fleeing.”

In many infra-African countries, a lack of economic opportunities, political instability, and insufficient social services force people to seek better prospects elsewhere. By providing refugees with access to employment, they can contribute to the societies that have offered them refuge. This approach not only empowers the refugees themselves but also helps address labor shortages and stimulates economic growth in host countries. Purizhansky affirms, “Processing refugees for employment benefits both the receiving nations and the refugees, as it taps into their potential and promotes integration.”

Investing in African countries is equally crucial to curbing refugee flows. Economic development initiatives, infrastructure projects, and educational programs can create more opportunities at home, reducing the incentive to migrate in search of better prospects. Purizhansky emphasizes, “By investing in Africa, we can provide a future for its citizens within their own borders, mitigating the need for dangerous journeys and illegal migration.”

One of the core benefits of processing refugees for employment is the potential to break cycles of dependency and social isolation. Refugees who are given the chance to work can regain a sense of dignity and self-sufficiency. This not only contributes to their overall well-being but also fosters a sense of belonging within their host communities. As Purizhansky states, “Empowering refugees through employment integration leads to their better integration, enriching societies and economies alike.”

Investing in Africa is not only a moral imperative but also a strategic decision. Economic growth in African countries can lead to increased stability, improved living conditions, and reduced incentives for citizens to leave. It’s a long-term solution that addresses the root causes of refugee flows, promoting global stability and prosperity. As Purizhansky emphasizes, “Investments in Africa serve as a preventative measure, reducing the need for drastic measures in the future.”

In conclusion, addressing the issue of refugee flows from infra-African countries requires a holistic approach that includes processing refugees for employment and investing in the regions they originate from. Empowering refugees through work integration can foster economic growth and social cohesion. Meanwhile, investing in Africa can create opportunities and stability, diminishing the need for citizens to seek refuge elsewhere. As Jon Purizhansky advocates, “Our commitment to these strategies reflects our dedication to building a better future for both refugees and their home countries.”

UK and Canadian Labor Migration Laws and Ethical Recruitment Practices

Labor migration is a global phenomenon, with countries around the world developing policies to regulate the influx of foreign workers. While both, Canadian and the UK economies, are experiencing critical shortage of talent and while they both have laws that provide employers with opportunities to hire foreign nationals and refugees, there are still differences between Canadian and UK pathways.

Both countries support the Ethical Recruitment initiative, which means that employment applicants should not pay third parties to secure employment for them. Joblio (www.joblio.co), a prominent recruitment platform, safeguards ethical recruitment methodologies. Jon Purizhansky, the founder of Joblio, often provides valuable insights into the importance of ethical recruitment practices.

UK Labor Migration Laws:

The UK has historically been a popular destination for migrants seeking employment opportunities. The country’s labor migration laws have undergone significant changes in recent years. While the UK recognizes the need for a diverse workforce, it has implemented stricter regulations in response to growing concerns about immigration control.

Regarding refugees, the UK operates under the Refugee Convention, providing protection and assistance to those fleeing persecution. However, the process of seeking asylum and obtaining refugee status can be complex and time-consuming. Furthermore, refugees often face challenges in securing sustainable employment due to limited work authorization options.

Foreign nationals seeking work visas in the UK are required to meet specific eligibility criteria. The system is points-based, considering factors such as skills, qualifications, and salary thresholds. The UK prioritizes skilled workers with in-demand expertise to address labor shortages.

Canadian Labor Migration Laws:

Canada has long been recognized as a country with a welcoming attitude toward immigrants and refugees. Its labor migration laws focus on attracting skilled workers, promoting diversity, and addressing labor market needs. The Canadian government places importance on humanitarian values, particularly when it comes to refugees.

Canada has a well-established refugee protection system that adheres to international conventions and protocols. Refugees are offered a fair and comprehensive asylum process, including access to legal representation. Successful applicants are granted refugee status and given opportunities to rebuild their lives, including accessing employment opportunities.

In terms of work visas, Canada offers various programs such as the Temporary Foreign Worker Program (TFWP), the EMPP, various LMIA exempt pathways, refugee pathways and more. These pathways aim to fill labor shortages in Canada and facilitate the entry of foreign workers into Canada.

The Significance of Ethical Recruitment:

Ethical recruitment practices are crucial for ensuring the fair treatment of workers and safeguarding their rights. It involves recruiting workers based on principles of transparency, non-discrimination, and respect for labor standards. Ethical recruitment helps prevent exploitation, human trafficking, and forced labor.

Joblio: Protecting Ethical Recruitment Methodology:

Joblio(www.Joblio.co) is a leading recruitment platform committed to upholding ethical recruitment practices. Founded by Jon Purizhansky, Joblio emphasizes fairness, transparency, and accountability throughout the hiring process. The platform collaborates with employers and job seekers, striving to match candidates with opportunities that align with their skills and aspirations.

Jon Purizhansky, the founder of Joblio, emphasizes the importance of ethical recruitment, stating, “At Joblio, we believe that every individual deserves a fair chance to succeed in the job market. By ensuring ethical recruitment practices, we aim to foster a level playing field for both employers and job seekers. Via our ACE (Applicant Concierge Experience) Program, we build confidence with the newly arrived talent, protect human rights and create talent retention by the employers”.

Labor migration laws play a significant role in shaping the movement of workers across borders. While the UK and Canada have distinct approaches to labor migration, both countries acknowledge the importance of attracting skilled workers and providing protection to refugees. Ethical recruitment practices, such as those promoted by Joblio, are vital in safeguarding the rights and well-being of workers. As Jon Purizhansky emphasizes, ethical recruitment ensures fairness, transparency, and equal opportunities for all.

Originally Posted: https://vocal.media/journal/uk-and-canadian-labor-migration-laws-and-ethical-recruitment-practices

Unemployment Rate Surges in Canada

In a surprising turn, Canada witnessed an increase in the unemployment rate during May, breaking a streak of positive momentum in the labor market that had persisted since August 2022.

Recent data from Statistics Canada reveal a net loss of slightly over 17,000 jobs in the country, leading to a rise in the unemployment rate from April’s five percent to 5.2 percent. These figures fell short of the predictions made by Bay Street economists, who had expected a job gain of over 21,000. While it is premature to draw conclusions, continued losses in upcoming data releases could potentially signal a deceleration in Canada’s job market.

Navigating Labor Shortages and Shifting Workforce Dynamics

One notable aspect is the impact on employment among individuals aged 15 to 24, with a decline of 77,000 jobs for this younger generation. The statistics agency suggests that this decline could indicate a slow start to the summer job season for students. As a result, the youth unemployment rate has reached 10.7 percent, its highest level since October 2022. Moreover, sectors such as business, construction, and other support services experienced a decrease in job availability, with a reduction of 31,000 positions. However, the manufacturing sector saw increased employment, adding 13,000 positions. Canadian manufacturers are expected to continue facing labor shortages, with nearly half of the sector’s businesses (47.4 percent) struggling to find skilled workers. Consequently, companies must adopt new recruitment strategies to overcome this challenge.

The manufacturing industry presents a significant hurdle as it is among the lowest-paying sectors in Canada, making it more challenging to attract skilled workers inclined to seek better compensation elsewhere. To stay competitive and develop effective hiring strategies, employers in the manufacturing sector must understand workers’ preferences and keep abreast of the latest manufacturing trends projected for 2023.

As the current labor shortage persists and retirement rates rise, finding effective solutions becomes crucial for employers. By the end of 2023, the focus will be on recruiting and retaining entry-level workers. Companies should take proactive measures to enhance the skills of lower-level employees and provide training opportunities for older workers, enabling them to transition into less demanding roles. Implementing mentorship programs where experienced workers can share their knowledge with younger generations can also prove beneficial.

Traditional talent pipelines are no longer sufficient in the manufacturing sector due to the prevailing skills shortage. Consequently, manufacturers must embrace innovative recruitment strategies. Firstly, employers should prioritize diversity, equity, and inclusion throughout their recruitment process. Currently, women account for only 28 percent of the manufacturing workforce. Therefore, companies can improve their chances of attracting highly skilled workers by targeting women, immigrants, and other underrepresented groups. Additionally, employers should consider hiring candidates with transferable skills to bridge the talent gap and ensure a more diverse and skilled workforce.

The government is actively exploring ways to address the labor shortage, including leveraging immigration. If successful, the development of temporary worker programs could lead to permanent residency for up to 500,000 immigrants arriving each year by 2025.

Joblio, committed to ethical and legal hiring practices, is dedicated to assisting employers in effectively and responsibly hiring skilled immigrants and refugees. If your business is faced with a staff shortage, we are always happy to find the most effective solution for you.

We understand the immense value and unique perspectives that individuals from diverse backgrounds bring to the workforce. By working closely with employers and employees, we provide tailored solutions and guidance throughout the recruitment process. Our goal is to foster inclusive workplaces that harness the talent and potential of skilled immigrants and refugees, contributing to both the success of businesses and the enrichment of local communities.

Originally Posted: https://joblio.co/en/blog/unemployment-canada-rising-but-crisis-labor-market-not-resolved/

Fostering Cross-Cultural Relationships

In an increasingly interconnected world, understanding cultural nuances has become a fundamental aspect of building successful employer-employee relationships. Jon Purizhansky, the founder and CEO of Joblio, a leading human resources platform, emphasizes the significance of embracing cultural diversity in the workplace and highlights how it aids talent retention. Furthermore, he sheds light on Joblio’s ACE Program, designed to support employers in effectively managing and retaining culturally diverse talent.

Purizhansky believes that a deep understanding of cultural nuances is pivotal in creating a harmonious work environment that encourages the retention of talent from diverse backgrounds. “To retain talent that is culturally different, employers must go beyond recruitment efforts and actively invest in fostering an inclusive and supportive workplace culture,” he explains.

One way Joblio contributes to this mission is through its ACE Program, which stands for Awareness, Cultural Competence, and Empathy. This program equips employers with the tools and knowledge necessary to navigate cultural differences effectively. By participating in ACE training, employers gain insights into various cultural practices, norms, and communication styles, enabling them to build stronger relationships with culturally diverse employees.

Understanding cultural nuances not only helps employers avoid miscommunication and conflict but also fosters an environment that values and respects diverse perspectives. Employees who feel understood and appreciated are more likely to stay with a company long-term, leading to improved talent retention rates.

Jon Purizhansky predicts that the future of work will be centered around cross-cultural employer-employee relationships. As businesses continue to expand globally, employers will encounter diverse talent pools from various cultural backgrounds. Those who prioritize building meaningful connections across cultures will gain a competitive advantage in the evolving job market.

The ACE Program offered by Joblio is an excellent resource for employers seeking to enhance their cross-cultural competencies. By participating in this program, employers can gain valuable insights into the cultural nuances of their employees, effectively navigate potential challenges, and create a workplace that promotes inclusivity and retention.

In conclusion, understanding and embracing cultural nuances are essential for employers aiming to retain talent from diverse backgrounds. The Future of Work will undoubtedly rely on cross-cultural employer-employee relationships as companies expand globally. Joblio’s ACE Program serves as a valuable tool for employers, equipping them with the necessary skills to navigate cultural differences, foster inclusivity, and retain top talent in this diverse and interconnected world.

About Jon Purizhansky:

Jon Purizhansky is the founder and CEO of Joblio (www.Joblio.Co), a prominent human resources platform dedicated to connecting employers and job seekers. With a passion for fostering cultural diversity and inclusion, Purizhansky has been actively advocating for understanding cultural nuances and their role in shaping the Future of Work.

Originally Posted: https://jonpurizhansky.wordpress.com/2023/06/23/fostering-cross-cultural-relationships/

Global Refugee Movements: Catalyzing Diversity and Inclusion in the Corporate Sector

Introduction:

As the world grapples with unprecedented waves of global refugee movements, the impact on societies, economies, and various sectors is profound. One arena where these movements are effecting significant change is the corporate sector. Amidst the challenges and complexities, the arrival of refugees has presented unique opportunities for fostering diversity and inclusion within organizations. Jon Purizhansky, the founder of Joblio Inc, emphasizes the positive impact of global refugee movements on the corporate landscape, shedding light on how these developments contribute to a more inclusive and vibrant workforce.

Nurturing Cultural Exchange and Multiculturalism:

Jon Purizhansky stresses that global refugee movements offer an invaluable chance for the corporate sector to embrace and celebrate cultural diversity. When companies welcome refugees into their workforce, they open the doors to a rich tapestry of experiences, languages, traditions, and perspectives. Such an inclusive environment fosters a vibrant multicultural workplace, fueling creativity, innovation, and a deeper understanding of global markets.

“Global refugee movements provide an opportunity for companies to foster cultural exchange and create a truly multicultural workforce,” says Jon Purizhansky. “Embracing diverse perspectives can lead to groundbreaking insights and improved decision-making processes.”

Unlocking New Talent and Skills:

Refugees often bring with them a diverse range of skills, talents, and experiences that can enrich an organization’s capabilities. Jon Purizhansky points out that by recognizing and harnessing these talents, companies can tap into a valuable pool of human resources that can drive growth and competitiveness.

“Refugees bring unique skills, resilience, and adaptability to the table,” notes Jon Purizhansky. “By actively seeking out and valuing their contributions, companies can gain a competitive edge in the market.”

Encouraging Social Responsibility and Ethical Business Practices:

Engaging with global refugee movements also aligns with corporate social responsibility (CSR) initiatives. Jon Purizhansky highlights that companies that actively support refugee integration demonstrate their commitment to ethical business practices, fostering goodwill among consumers and stakeholders.

“By actively participating in refugee integration programs, companies show their dedication to ethical and socially responsible practices,” emphasizes Jon Purizhansky. “This commitment helps build trust and loyalty among consumers.”

Enhancing Global Perspectives and Market Reach:

Refugee populations often possess deep knowledge and understanding of their home countries and regions, providing valuable insights for businesses seeking to expand into new markets. Jon Purizhansky suggests that employing individuals with firsthand knowledge can lead to better cultural sensitivity, effective localization strategies, and improved market penetration.

“Refugees can act as cultural ambassadors and bridge the gap between businesses and untapped markets,” states Jon Purizhansky. “Their insights and connections can be instrumental in gaining a competitive advantage and establishing fruitful international partnerships.”

Strengthening Workforce Resilience and Adaptability:

Refugees have faced numerous challenges and obstacles, demonstrating immense resilience and adaptability in the face of adversity. By integrating refugees into their workforce, companies can imbibe these qualities within their organizational culture, fostering a resilient and agile workforce capable of navigating uncertain times.

“Refugees bring an unparalleled level of resilience and adaptability to the workplace,” says Jon Purizhansky. “Their experiences can inspire and motivate the entire workforce to overcome challenges and embrace change.”

Conclusion:

The global refugee movements have presented the corporate sector with a unique opportunity to champion diversity and inclusion. Jon Purizhansky emphasizes that by embracing refugees and their contributions, companies can create a more vibrant, innovative, and socially responsible work environment. The impact of these movements transcends mere humanitarian aid, as it allows businesses to harness.

Putting DEI Into Practice is Crucial, but Needs Improvement

A recent study by McKinsey & Company identified the gaps between DEI aspirations and aninfrastructure and resources to put the plans into action.

DEI, as any HR initiative, is time- and resource-consuming, and typical organizations don’t provide both. Nor do typical companies support DEI teams by implementing their strategies. This is where Joblio comes in as a trusted and actionable partner.

On Tuesday, May 30, Joblio and FGF Brands will host an event: Solving Talent Shortage Through Ethical Recruitment of Immigrants and Refugees.

One of the event speakers is Alina Shkolnik, renowned ESG expert, and Joblio’s member of the advisory board.

Her keynote: Driving Purpose-Driven Growth: The Business Case for Inclusive Hiring will cover the topic of how organizations can put DEI strategies into action by ethically hiring migrant and immigrant workers.

Sign up for this free event here.

Originally Posted: https://joblio.co/en/blog/putting-dei-into-practice-is-crucial-but-needs-improvement/

New Foreign Worker Rules in Canada

The Canadian government recently implemented 13 new amendments to the Immigration and Refugee Protection Regulations, designed to strengthen protections for temporary foreign workers (TFWs) and enhance the integrity of the TFW Program and the International Mobility Program (IMP), administered by Immigration, Refugees and Citizenship Canada (IRCC). 

Improved Employment Agreements for TFWs

Jon Purizhansky: As a part of the enhanced regulations, employers must also provide a signed copy of the employment agreement to the TFW on or before the first day of work. It is also required that the employment agreement matches the offer of employment. However, Daniel Lee, an associate at Fasken in Vancouver, notes that some of the requirements will be onerous for the employer and HR. 

Employers that send employees from the US to work in Canada on short-term notice may have to hire an employment lawyer to review the contract, which could mean additional costs. The new amendments also prohibit employers from charging or recovering fees for the provision of services in relation to an LMIA and employer compliance fees, among others. Workers will continue to pay fees related to temporary visas, temporary resident permits, and work permits. Employers must also ensure that any recruiters acting on their behalf do not charge or recover these fees. Additionally, all TFWP employers must now obtain and pay for private health insurance that covers emergency medical care during the period for which the temporary foreign worker is not covered by their provincial or territorial health insurance system.

Attorney and immigration consultant Yevheniia (Jane) Kokoreva says, “During the past 10 years, we can see a growing number of immigration and employment regulation violations when it comes to the hiring of TFWs. Unfortunately, many newcomers become victims of immigration fraud, especially because many employers ask TFWs to cover government fees and other related fees or even pay them a certain amount of dollars for providing job opportunities. IRCC is constantly implementing new measures that help to prevent illegal actions and protect the rights of both parties – employers and workers. IRCC has a list of employers who have been found non-compliant with the immigration and employment legislation available to the public. Each violation of the law can lead to negative consequences (a fine or even imprisonment). It is extremely important for TFWs and Employers to understand their rights and obligations that are clearly formulated in the legislation.“

Jon Purizhansky: The new amendments will provide more protection for TFWs and help ensure that unscrupulous employers do not take advantage of them. TFWs will have access to up-to-date information about their rights in Canada, which will help prevent fear of reporting non-compliant employers. Employers will have to comply with new requirements and regulations, including providing signed copies of employment agreements, paying for private health insurance, and making sure that recruiters do not charge or recover fees related to LMIA or recruitment. Overall, the new amendments to the Immigration and Refugee Protection Regulations are a positive step toward ensuring that TFWs receive the same level of protection as Canadian citizens and Canadian permanent residents.

Learn First-Hand from a Canadian Lawyer About These Issues

Learn first-hand from Yevheniia (Jane) Kokoreva. She is an attorney and immigration consultant at Levant Immigration. With extensive experience helping employers navigate Canada’s immigration system, she is a recognized expert in the field. She is committed to promoting ethical hiring practices and facilitating immigrant talent integration into the Canadian workforce.

Kokoreva will be speaking at a free event Joblio is hosting. At this event, “Solving Talent Shortages Through Ethical Hiring of Immigrants and Refugees,” Kokoreva and many other senior HR executives and industry leaders will present on hiring practices for migrants and immigrants. 

Joblio CEO Jon Purizhansky is “excited to speak at this event along with many other incredibly dedicated and talented executives. We are committed to furthering the ethical hiring processes for migrant and immigrant workers and know this event will be a great success.”

Join us at the event for free!

Originally Posted: https://joblio.co/en/blog/new-foreign-worker-rules-in-canada-means-better-employment-for-immigrants/