Writing attention grabbing job ads and posting them in all the right places can mean the difference between attracting few applicants, and having a selection of candidates from which to choose . Learn how to optimize your job ads for maximum effect.
The Employer’s Roadmap can be a helpful tool and video for employers who wish to learn more about recruiting, hiring and retaining internationally educated workers.
Regardless of the size of your business or the number of employees you have, it is important to have a written code of conduct to set expectations for your employees and define acceptable behaviours on the job.
Recruiting model employees can be a challenge. We have tips and resources to help you find the right person. You can also personalize our template employment letters to reduce potential financial consequences of terminating an employee.
Sometimes, despite your best efforts to provide ongoing coaching and opportunities for personal development, it is simply not feasible to retain an employee. Perhaps a worker is not a ‘good fit’ in the company. If you need to dismiss an employee, our tips will help ensure you meet your obligations.
If you are a tradesperson in Canada there is a resource available to help you in many areas of your career including job search, financial resources, educational needs and more. Tradeslinks.ca is a one stop shop for tradespersons.
If you or any of your employees are between the ages of 60 and 70 and are collecting CPP benefits while continuing to work, you may have to start contributing to CPP again. On January 1
st, 2012, new rules came into effect for those collecting their benefits while continuing to work.
Failure to understand these government rulings on independent contractors can, in some instances, result in cost increases and penalties that may be greater than the cost of hiring the contract labour in the first place. Here you will find the factors that the Canada Revenue Agency (CRA) considers when determining the status of a worker.
CFIB's handout "Reducing Employment Termination Exposures" outlines legal considerations when terminating an employee and gives you tips on how to plan ahead before you find yourself in a costly situation. This handout includes a Basic Employment Contract that will help you protect your business if you find yourself in the situation where you need to let an employee go.
Small and medium-sized business owners from across Canada are reporting that the shortage of qualified labour is one of their fastest growing concerns. Here you will find information on the different programs available to help you hire temporary or permanent immigrant workers.
Early in the hiring process you should see if financial incentives can offset the costs of the new hire. Check out wage subsidies and other financial supports available to businesses.
B.C.'s new $3-million Targeted Skills Shortage Pilot Program (TSSP) will help local businesses and non-profit organizations train current staff to better meet the demands of a changing labour market.
Hiring apprentices is good business. The government offers financial incentives to companies that hire apprentices and to the apprentices themselves. Check out the opportunities.
We have long advocated balanced labour laws throughout Canada, including in the area of employment standards and labour relations. Whether it’s the right of employees to a secret ballot vote, or defending the right of employers to communicate with their employees during a certification drive we are committed to advancing these and other democratic principles everywhere.
As you know, it can cost thousands of dollars to replace a worker. The Hire a Worker Program provided by WorkSafeBC can give you access to skilled workers without incurring the usual costs associated with advertising, recruiting, and training potential employees. Employers who use the hiring program can qualify for cost-incentive programs designed to help offset the costs of training a new employee.
In response to the call from small business to provide more funding for skills training the BC Government recently announced the Youth Skills BC Workplace Pilot Program. The program is designed to provide participants (eligible youth between 15 and 29 years of age) with the skills that are required to be successful in the labour market.
CFIB member surveys show the shortage of qualified labour has become one of the top issues affecting small- and medium-sized businesses in Canada. While there is no single solution, CFIB has lobbied the federal and provincial governments to help our members address this important challenge.
