As a newcomer to Canada, it essential to learn about the Canadian laws regarding wages and deductions. In Canada, employers are required to make deductions from employees' gross income for things like income tax, Canada Pension Plan (CPP) contributions, and Employment Insurance (EI) premiums. These deductions are mandatory and are based on the amount of income you earn. It's important to note that the number of deductions taken from your pay cheque may vary depending on your personal situation, such as your marital status, number of dependents, and other factors. Wages - In Canada, employers are required to pay their employees on the regular payday that has been established. As you mentioned, it is common to be paid twice a month, but this can vary depending on the employer and the type of work being performed.
If you are working in a federally regulated business or industry, you have certain protections related to the payment of wages. As you mentioned, you are entitled to receive at least the minimum wage. The minimum wage can vary depending on the province or territory you are employed in. Deductions -As mentioned earlier, employers in Canada are required to make certain deductions from their employees' gross income. These deductions are used to fund public systems such as income tax, Canada Pension Plan (CPP) contributions, and Employment Insurance (EI) premiums. Income tax is a mandatory deduction that is based on the amount of income you earn. It's important to note that there may be other deductions that your employer can take from your salary, such as contributions to a pension plan or union dues. Latest Express Entry Draw: Immigration, Refugees, and Citizenship Canada (IRCC) issued 4800 invitations to apply (ITAs) to candidates on May 24, 2023. The cut-off score for the Comprehensive Ranking System (CRS) was 488. Since April 26, this was the first all-program draw. Additionally, it's important to understand your rights as an employee in Canada. The Canadian government has laws in place to protect workers from unfair treatment, discrimination, and unsafe working conditions. You can learn more about your rights as an employee by visiting the Government of Canada's website. We hope this information helps you navigate the Canadian workplace and feel more confident about your earnings and deductions.
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Keep Your Workplace Efficient And Happy To Make Your Employee Stay Longer By Expert Experiments5/18/2023 There are certain distinctions between each company's retention strategy, but there are always possibilities for improvement. Experimentation is key in this time where a really transformative HR procedure must keep nimbleness and strength within the bleeding edge. We don't know if it's okay to play Taylor Swift's song at work, but we should try it to see. It's important to try new things at work to stay strong and adaptable in today's business world. If a company is doing well in how its employees feel, how engaged they are, and how much money it's making, there are still ways it can improve to keep its employees working there for longer. Many companies are changing how they suggest businesses to improve their reputation. Things to improve within a company to make your employees stay longer: Begin with survey Begin by asking a series of questions to gather information. If a company wants to keep its employees happy and committed to their work, they should measure how employees feel about different things, such as if they want to continue working there, if they feel connected to their colleagues, and if they trust their boss. Gartner studied how much people feel involved in their work. They found out that there are five important things that affect this feeling: understanding the job, getting along with your boss, thinking highly of the people in charge, having chances to grow in your career, and having good working conditions. Get the company’s culture detoxed In a recent study we have found that bad work environments and fear of losing their jobs were the main reasons why employees quit. Our study also found that companies with a good reputation for treating their employees well had less people quitting during the first six months of the great resignation. Making the culture better might depend on getting feedback and using accurate information to know how employees feel and fix any problems. With more accurate information and some extra team members to understand it and explain it, HR leaders can show that making employees happy will make the company do better. This can help them get more help and resources to keep employees happy and keep them working for the company. Make new employees feel more welcome and help them learn faster You have to make a good impression the first time you meet someone because you might not get another chance. Onboarding is the first experience you have when you start a new job. It's important to choose the right person for an important job. But, if that person doesn't succeed in the first 90 days, they may decide to quit. After studying hundreds of cases Maxic Arrow’s expert team has found that if new joiner stays and work at the company for three months, he will probably stay for at least a year. Due to the pandemic, more people are working from home or using a mix of in-person and remote work. As a result, the process of starting a new job has changed to become more online and flexible for employees. Mentorship programs can help new employees find good examples to follow and make connections with more people in the company. A company offers a funny class to welcome new workers. The CEO thinks it helps the company's culture and keeps people working there longer. Allow people to work from a distance Being flexible can help you have a better view of your surroundings and avoid getting too tired. People who can choose to work from home or go to the office are 57% more likely to say that their company's culture has gotten better in the past two years than those who don't have that choice. People who have the ability to be flexible at work are more productive by 39% and can concentrate better by 64%. Prepare yourself well to achieve your goals Getting better training for managers and employees can help a company do well and stay strong. Managers are important for keeping a good culture at work, and it's also important to teach workers new skills for the future. One way to see how much a company values their workers is by checking how many hours of training they give them each year. "Training can help employees move up within the company, which makes them more likely to stay." Why not try something new or different? If you want to make big changes at work, you could consider things like working five days a week, changing how your office looks, giving better benefits, or letting people work from home. It depends on what your company thinks. In 2022, Statistics Canada published a study that looked at the relation between pre-immigration education in Canada and post-immigration incomes. One of the study's primary outcomes was that economic principal applicants with Canadian study experience earned significantly more than those who did not pursue education in Canada within the first two years after immigration. The report goes on to say that the applicants' higher incomes were due to their improved official language skills and Canadian work experience. International students in Canada are authorised to work while studying and may be eligible for a Post-Graduation Work Permit (PGWP) after finishing their studies, allowing them to earn Canadian work experience. They may then be eligible for permanent residence through one of Canada's more than 100 economic immigration streams. Long-term advantages of a Canadian study experience The Statistics Canada study also discovered that, when compared to applicants with identical language profiles and pre-immigration Canadian work experience, those with Canadian study experience gained less in the first years than those without, owing to a higher proclivity to pursue additional education in the first years after immigrating to Canada.
In an all-program draw, Immigration, Refugees, and Citizenship Canada (IRCC) issued 3,500 invitations to apply (ITAs) to candidates on April 26, 2023. The cut-off score for the Comprehensive Ranking System (CRS) was 483. Candidates from the Canadian Experience Class (CEC), the Federal Skilled Worker Program (FSWP), and the Federal Skilled Trades Program (FSTP) are considered in an all-program draw. This draw subsequently followed an all-program draw on April 12 in which 3,500 candidates got invitations to apply (ITAs). Candidates have to have a CRS score of at least 486. Despite this, the long-term value of Canadian study experience was clear. Pre-arrival characteristics became less essential in accounting for the earning advantages of studying in Canada as economic immigrants worked more in the Canadian labour market. Economic immigrants who had studied in Canada earned more than those who had studied in Canada ten years later. Statistics Canada's job vacancy report for the quarter of reflects a year-long trend. Employers in Canada continue to experience labour shortages, with nearly a million (959,600) job openings. A position is considered vacant if and only if the following conditions are met: There is a particular position available; employment might begin within the next 30 days; and the employer is actively seeking people from outside the business to fill the role. Though the number of available positions is down 3.3% from the all-time high of 993,200 at the start of the last year, the demand for labour remains robust. In Canada, there were 1.1 people for every job opening. As organizations seek to attract more workers, average wages rise. In response to a competitive labor market and greater difficulties in hiring, several organizations have sought to boost the offered pay of open positions. In comparison to the same quarter last year, the average hourly salary offered grew by 7.5% to $24.20 per hour.
Some in-demand occupation categories saw wage gains that above the national average, including:
In Express Entry history, Canada holds the first Federal Skilled Workers-only draw. A total of 3,300 Express Entry applicants were invited to apply for permanent residency by Immigration, Refugees, and Citizenship Canada (IRCC). The cut-off score for the Comprehensive Ranking System (CRS) was 489. This was the second program-specific draw of 2023, after the results on February 1st, when only PNP applicants were invited. As Canada attempts to alleviate labour shortages, immigration becomes a top priority for the government. The Express Entry system of programs are expected to observe a trend of targeted draws for in-demand occupations in Canada by 2023. Posting for jobs that aren't truly employment can be found on job boards all over the internet, disguising as genuine chances for unsuspecting job searchers. Though they won't pour ectoplasm at candidates after they submit a résumé, ghost jobs—advertising for opportunities that aren't actually open—are becoming more noticeable and condemned by applicants. Ghost jobs have existed for as long as I've worked in the [talent acquisition] industry. "At least the last 15 years," she explained. According to a recent Clarify Capital poll, 50% of managers keep advertisements up permanently just to watch who applies, even if there isn't a real position. If the listings remain up for an extended period of time, job applicants will notice clear signs: "They look at how long they've been up, they start looking at how detailed the job description is," Bailey made clear, recognizing that ghost listings are typically less comprehensive than their very little contemporaries. A ghost job is a position that doesn’t actually exist but gets advertised anyway. Companies may use ghost jobs to gather contacts or to funnel applicants through a specific system to see how it works. Job-seekers, meanwhile, often encounter these positions when they look for opportunities on social media, recruitment websites, or company career pages. They get lured in by the promise of a new career opportunity only to learn that the job was never available in the first place.
The practice is relatively common, particularly among larger employers that use sophisticated Applicant Tracking Systems (ATS). These systems can cost thousands per month, and companies want to ensure that they work well before rolling them out across their organizations. Ghost jobs let employers test ATS without actually filling any positions—and without even alerting potential candidates about what’s really going on. Many organizations have also done away with dedicated HR departments. Outsourcing HR is much more affordable than hiring an entire team just for recruitment—but it means that HR providers must be extra vigilant in their recruitment practices. If an organization wants to find candidates for one role and has posted ghost jobs for other roles previously, there’s a risk the candidate will end up being considered for one of the ghost positions instead of the real one. Ghost offers are basically fake job offers. Ghost offers are designed by unscrupulous recruiters who use bogus websites to lure potential employees into believing that they have received a genuine offer letter, but this is not the case. In fact, these offers will usually be untraceable and void, leaving you with little recourse when you discover their true nature. The ghost job offer option is a listing that sits unchanged for months, except for the occasional moderation of an application. A ghost job listing is like an exercise dummy that you can pull a lever on. If someone suddenly leaves an important position, a ghost job listing provides a pool of readily available talent that can be called upon in a pinch, at least theoretically. Certain job interviews may conjure up baffled visions in the minds of certain applicants. An applicant may feel as if they're left stranded on a desolate island after weeks, if not months, of interviews with different managers and recruiters, clinging to the diminishing hope that a recruiter, will inform him, "You've got mail" regarding a job offer. According to two talent acquisition consultants who talked openly with our team, candidates who take third-, fourth-, and even fifth-round interviews (and beyond) may frequently be influenced by the desires of hiring managers who can't make up their decisions. Interviews might feel endless "because the hiring manager is not comfortable making a choice which means they're not very self-assured," says one of the expert. A hospitality services industry talent acquisition specialist stated "They're not that certain. They don't know enough about hiring, nurturing, and growing employees to choose the proper one."
It goes without saying that varying levels of vetting are necessary for various job interviews depending on the seniority of the vacant positions. According to talent acquisition specialist in technical engineering and government contractors.", the number of workers an applicant meets with and the overall number of interviews "should be proportionate to the level of the post." However, long interviews might have an impact on a company's bottom line. Positions that remain vacant for months "may have a detrimental influence on organization's capacity to maintain their revenue development, as well as a bad impact on the morale of the employees who are still being harmed" by shouldering the extra work of a vacant post, according to the study. Even though deliberations are expected to take some time, our senior recruiter believes it is important to assure applicants that their efforts would not be in vain. "I'll update my prospects and say, 'Hey, we're making progress.'" 'I'll have something for you in five days,' she said. "Opening that channel of contact and educate customers/candidates where they are in the process is part of the answer." There is no ideal number of interviews or persons to meet with applicants, but keeping certain criteria in mind will assist narrow the process. The NOC system monitors and organizes all employment in the Canadian labour market, and it is updated to reflect changes in the economy and the nature of work. As additional jobs become eligible for the Express Entry programs, the modifications to the NOC system complement the Minister's goal to expanding routes to permanent residency for temporary employees and foreign students. Sean Fraser, Canada's Minister of Immigration, Refugees, and Citizenship, introduced the National Occupational Classification (NOC) 2021 for immigration programs controlled through the Express Entry system. Using the new NOC categories, Canada will be able to attract global talent in high-demand industries Generally, industries tend to be in high demand across the country are:
Candidates may expect Express Entry draws to continue in late 2022 and early 2023, with CRS scores being the primary deciding factor in issuing ITAs. Canada held its most recent all-program Express Entry draw on November 23, 2022. Since they started on July 6, it was the eleventh all-program draw. IRCC invited 4750 Express Entry applicants to apply for permanent residency. The cut-off score for the Comprehensive Ranking System (CRS) was 491. This draw has the same amount of ITAs as the previous two on November 9 and October 26. With each round, the CRS score decreases by two or three points. The new system classifies jobs based on the amount of training, education, experience, and responsibility (TEER) required. The new TEER system has amended NOC 2016's competence levels 0-E and developed five TEERS in their place. With this modification, 16 previously ineligible occupations can now benefit from improved routes to permanent residency. Even though the most severe waves of the COVID-19 pandemic appear to have passed, healthcare professionals are in high demand in Canada. In a field where there were already severe labour shortages, nurses, doctors, and other employees are quitting their jobs. Institutions that represent health workers across the nation are warning that Canada's health sector is collapsing two years into the pandemic. "Without prompt attention, there is little hope for the future." While public health regulations are being relaxed and Canadians are beginning to see the light at the end of the tunnel, the same cannot be said for healthcare professionals. Due to the shortage of healthcare professionals, Canada announced in June that it would be spending $1.5 million to support foreign-trained healthcare professionals in getting their credentials recognized in Canada. This move was made in an effort to attract more foreign nationals. More immigrants will succeed thanks to these services, which will also contribute to a better future for all Canadians. Top Ten Best Healthcare Jobs in Canada are:
1. Hospital Administrator (NOC 0014) The positions range from supervisors overseeing a small staff to senior managers overseeing enormous hospitals and health authorities. The widest range of pay in the industry may be found among administrators in hospitals and other healthcare settings, including medical clinics, and managers in government agencies with responsibility for healthcare. Using a typical, 37.5-hour work week as a benchmark, data from Job Bank shows that the median annual salary for these healthcare managers in Canada ranges from a low of $38,961 to a high of $182,227. 2. Medical Administrative Assistant (NOC 1243) Medical administrative assistant positions are available across Canada, and Job Bank rates the employment outlook for these healthcare professionals as "good" for the following three years. Based on a typical work week, the median annual pay for medical administrative assistants ranges from $31,200 at the low end to $56,335 at the high end. 3. Medical Secretary (NOC 1243) According to Job Bank, there will be a shortage of about 4,000 medical secretaries in Canada by the end of the current decade in 2028. New employment opportunities for medical administrative assistants are projected to total 30,000 over the period 2019-2028, arising from expansion demand. According to data from Job Bank, the median annual salary for medical secretaries’ ranges from a low of $31,200 to a high of $56,335 for a standard work week. 4. Registered Nurse (NOC 3012) As of September 13, 2022, Indeed.ca job board showed 12,939 postings for registered nursing jobs across Canada, making it unlikely that there is a single hospital or clinic that isn't looking for a registered nurse. According to Job Bank data, for a 37.5-hour work week, registered nurses make a median salary of $51,246 per year at the low end and $94,321 per year at the high end. 5. Occupational Therapists (NOC 3143) The minimum qualification to begin a career in occupational therapy (OT) is a four-year undergraduate baccalaureate degree focused on occupational therapy academic programs, which also includes 1,000 hours of supervised on-the-job training. Between 2019 and 2028, there will be a national shortage of occupational therapists. The average salary is $41.63 per hour. 6. Medical Laboratory Technician (NOC 3212) The COVID-19 pandemic caused a huge increase in the demand for medical laboratory technicians as the number of coronavirus tests increased with each new wave of the crisis. However, there are other factors besides the pandemic that make lab tech positions in demand. Based on a standard work week, medical laboratory technicians in Canada earn median annual salaries that range from $36,172 at the low end to $78,000 at the high end. 7. Respiratory therapists (NOC 3214) They identify patients with heart or lung conditions and treat them, putting an emphasis on airway control. Respiratory therapists make an hourly median wage of $36, and there will be a labour shortage through 2028. 8. Dispensing Optician (NOC 3231) Dispensing opticians fit patients with prescription eyeglasses or contact lenses and coordinate the creation of the eyewear. The number of new job openings is predicted to be 14% greater than the number of job seekers between 2019 and 2028. The median hourly wage is $25.00. 9. Licensed Practical Nurses (NOC 3233) In the majority of Canada, licensed practical nurses have favorable employment prospects over the next three years. Based on a typical 37.5-hour work week, licensed practical nurses in Canada make median yearly salaries ranging from $42,900 at the low end to $64,798 at the high end. As of mid-September, Indeed.ca had 2,928 job listings for these healthcare professionals. 10. Home Support Worker (NOC 4412) As the Baby Boomer generation ages and the pandemic, sadly, has a devastating effect on a large number of people, there is a severe shortage of home support workers in Canada. According to Job Bank, in the ten years leading up to 2028, there will be 33,900 new jobs in Canada for home support workers. Based on a typical work week, the median annual salary for home support workers in Canada ranges from $26,247 at the low end to $45,006 at the high end. Since July, Canada has held six all-program Express Entry draws. As the number of ITAs rises, CRS scores continues to fall. IRCC invited 3250 Express Entry applicants to apply for permanent residency on September 14, 2022. The cut-off score for the Comprehensive Ranking System (CRS) was 511. The CRS requirement for the current draw is 5 points lower than the minimum cut-off score for the last all-program draw on August 31, which was 516. "Healthcare workers now face both massive system backlogs and a shortage of colleagues to meet demands," says the report. This is on top of severe exhaustion and burnout from working through two years of COVID-19. This is a fantastic opportunity for foreign nationals with healthcare experience, training, and education to immigrate to Canada. Expansion in immigration pathways should be the key priority to alleviate labour shortage in Canada.12/17/2021 The pandemic has aggravated Canada's long-standing labour shortages, and there is no easy remedy. In this context Trudeau unveils Canada's new immigration system priorities. According to the Canadian Federation of Independent Business (CFIB), labour shortages affect more than half of small Canadian organizations. These organizations may have been understaffed as a result of challenges in finding, retaining, or getting employees to work the required hours. As a result of these labour shortages, over one-third of firms reported cancelling or delaying projects, as well as rejecting down contracts and sales, in June. Additionally, the firms that report they have enough employees, but at a major additional expense owing to salary hikes, flexible hours, or recruiting bonuses, among other things. According to the CFIB, raising wages is not the solution because higher wages imply higher labour costs, which drive up prices and create inflationary pressure. Finally, in order to overcome its labour shortages, Canada must tap into as many talent sources as possible, both in the short and long term. Canada now has over 1 million job openings and will continue to have labour market shortages as the country's 9 million baby boomers reach retirement age during the next decade. Since the 1990s, Canada's working-age population has been dropping, and future predictions predict that trend will continue. If nothing changes, Canada will have lost a huge portion of its working-age population by 2050.
Addressing labour shortages will need a series of activities over a longer period of time. Improving in automation processes and enhancing the TFWP, may be done in the near run. The more focus must be on the long run labour shortages. This means that governments and businesses must do a better job of determining ways to link under-represented employment groups, newcomers in general, Indigenous peoples, people with disabilities, disenfranchised youth, and others, with relevant work opportunities. Governments have a role to play in alleviating labour shortages, solutions mostly lie with businesses improving salaries and training. But one solution is to expand immigration pathways for skilles workers either temporary or permanent – outside of Canada. Immigration programs can help businesses to overcome the labour shortages. Immigration programs aims to bring more employees into Canada more quickly while also ensuring a suitable fit between immigrants and the roles they fill. A better Immigration Program would be more accessible to a larger range of talents and industries, and would provide additional avenues to permanent residency. Canadian government should focus on increasing the number of pathways available to international worker, international students and temporary foreign workers via Express Entry. The COVID-19 epidemic has undoubtedly changed people's lives, causing governments, society, businesses, and individuals to rethink how they live and work. Even for adaptable and crisis-preparedness organizations, a crisis is not a novel scenario. However, the Covid-19 epidemic presented unforeseen problems of unprecedented proportions. Throughout the world, organizations that have been particularly badly struck by pandemics are facing risks to their existence and viability. During the year 2020-21, the COVID-19 epidemic affected worldwide labour markets. The immediate and frequently severe repercussions were that millions of people were furloughed or lost their jobs, while others quickly adjusted to working from home when workplaces closed. Many additional personnel were judged necessary and continued to work in hospitals and grocery shops, on trash trucks, and in warehouses, but with new measures in place to limit the spread of the novel coronavirus. The future of labour following COVID-19, demands to look into many elements of the post-pandemic economy. China, France, Germany, India, Japan, Spain, the United Kingdom, and the United States: the mix of industries and workforce skills necessary in eight nations with different economic and labour market patterns. These eight countries account for over half of the world's population and approximately 60% of GDP.
We discovered that employment in work domains with higher degrees of physical interaction are more likely to change after the epidemic, causing ripple effects in other work arenas as business models adapt in response. During the pandemic, the virus impacted negatively on the industries with the highest total physical interaction scores: medical care, personal care, on-site customer service, leisure and travel. Work environments with higher physical connection ratings are more likely to be unsettled in the long run, however interaction isn't the sole factor. Human resource management (HRM) is generally put at the core of this turmoil, due to the influence of COVID-19 on workers and the necessity for organizations to prioritize employee health and safety, as well as the requirement to adapt employees in a new context. Employee health and safety will lead to increased productivity, higher quality work, greater worker morale, and lower employee turnover rates, all of which will improve quality of life. As Human Resources continue to grapple with how to keep employees safe and informed, the following are some key considerations to help companies manage this pandemic situation: - Follow up the government advisories: Due to a large amount of inaccurate information based on fake news, rumors, individual assumptions, and perceptions, it is difficult for an employer to make good judgments. As a result, it is critical for an employer to keep up with current news and information in order to make better decisions. As a result, employers should keep an eye on official information platforms like government advisories from state and center. Local authorities’ official website to ensure that the information received is accurate and based on the facts. Employers must also keep their employees up to date on benefits, incentive kinds, salary, work environment, and other pertinent information. Communicate with your employees: Employers should communicate with their workers freely and regularly so that they have the information they need to stay informed and educated about the COVID-19 problems. It is unrealistic to expect that all employees will be well trained and given access to trustworthy information. Getting everyone on the same page will help to decrease the amount of ambiguity in messages or information coming from reputable sources. Employees also want information about their working conditions, compensation, benefits, and how the company will safeguard and support their well-being. Open and timely information can assist to develop trust and reduce the spread of false information, which might contribute to workplace anxiety. Allow the employees to be flexible. Employers must recognize that the epidemic has created a difficult environment for all parties involved, including workers. When a result, it's critical to recognize that employees' demands vary depending on their circumstances. For example, working parents with school-aged children may require additional time off as lessons are transferred to online platforms. This period of uncertain conditions will pass, but employees will recall how their bosses handled them after the virus threat had passed. A disgruntled employee may strive to disseminate negativity around the globe as a result of their employer's poor treatment of them. This might harm the company's reputation and make it more difficult to recruit and retain talent. Provide emotional support and secure environment for workers: Employers should offer a secure environment for workers to express their concerns regarding work-related issues such as emotional stress and mental health, as well as the risk of contracting Covid-19. This not only helps to build excellent employee relationships, but it also aids in early identification and identifying strategies to stop the spread of viruses, as well as overcoming mental health difficulties caused by emotional stress. Furthermore, when distant work and family life intersect, people struggle to cope with the stress that both responsibilities bring. This emphasizes the significance of employees' well-being, since they are struggling with anxiety as a result of the stress of balancing work and family life, as well as the Covid-19 epidemic. Employers put their faith in successful workers: Employees have succeeded for decades in environments where they are given autonomy over how they execute job and get regular constructive feedback. Employees are under a lot of strain when they move from regular office work to working from home, which leads to insecurity due to trust concerns. Employers must build confidence in their employees by showing that they care about their work and that they will perform to the best of their abilities even if no one is watching over their shoulder. As a result, companies should refrain from micromanaging their workers and instead begin to trust and assist them through successful collaborations. The underlying fact is that the Covid-19 pandemic is changing the nature of job as we know it, and these changes are likely to continue long after the virus is gone. As a result, HR professionals and businesses must educate their employees to embrace the organization's work-related possibilities in order to combat the Covid-19 pandemic. |
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