On January 24, 2013, Citizenship, Immigration and Multiculturalism Minister Citizen Jason Kenney announced that Citizenship and Immigration Canada would launch a Start-Up Visa Program to recruit innovative immigrant entrepreneurs who will create new jobs and spur economic growth. This program differs from existing investor and entrepreneur options to the extent that the entrepreneur will not need to be the source of investment capital. Such a program will enable entrepreneurs who establish start-up businesses using capital contributed by third parties, such as venture capital firms or angel investors, to seek permanent residence in Canada. The Start-Up Visa Program begins on April 1, 2013.
The government recently released its 2012 federal budget, which sets out a comprehensive agenda to bolster Canada’s fundamental strengths and address the important challenges confronting the economy over the long term. How will this affect employment in Canada?
On March 14, 2012, Bill C-33, An Act to Provide for the Continuation and Resumption of Air Service Operations, received third reading in the House of Commons. The goal of the Bill is to require continued service, prohibit strikes and lockouts, extend the previous collective agreement and create a final offer selection scheme to force the parties (the employer and the two unions for the pilots and support staff) to settle their dispute.
Probably the most prevalent misconception in the area of employment law is the notion that all employees are entitled to “one month per year” as notice of termination without cause. This has, in the past, been referred to as the golden rule. In spite of repeated judicial pronouncements that the rule no longer applies, human resources professionals continue to apply it.
I read an interesting article that was quite discouraging. Unfortunately, it has been found that more Canadians are remaining jobless for longer periods of time. We are not just talking about workers in the manufacturing sector here; apparently, significant numbers of Canadians have lost their jobs and are experiencing long-term unemployment in areas such as accounting, executive work and education. Also, employment of factory workers is at a 30-year low.
It’s true that Ontario’s businesses will incur extra costs to comply with the Accessibility for Ontarians with Disabilities Act (AODA). It’s true that you will have to change the way you operate, expending more time, money and effort—at least initially. So maybe you’re afraid of that. But consider that most people have no idea what not accommodating disability already costs Ontarians through taxes, health care and social services. The province is betting that the systemic and institutional changes in the AODA will actually reduce the burden on government and business by allowing the many Ontarians with mild to severe disabilities to participate in the labour market and economy.
The federal government tabled its new budget yesterday, outlining how it plans to continue to improve Canada’s economic recovery after the recession. A large part of the budget revolves around the traditional growth strategies of creating jobs, building the economy and balancing the budget. Look here for commentaries from the Canadian Payroll Association and Ernst & Young LLP.