Tackling Canada's Labour Mobility Challenge
Moderator(s):
Page 1 of 1
Forum Actions

Topics   Replies Score Author Latest Post
Group 3: What incentives could be offered to encourage Canadians 2 Catherine O'Neill Group 3: What incentives could be offered to encourage Canadians
by S. Cryne
December 16, 2014
Group 1: What are the biggest reasons Canadians don't move for work? 1 Catherine O'Neill Yes this is a difficult issue that needs more discussion.
by S. Cryne
December 16, 2014
Group 4: How do interprovincial trade barriers... 0 Catherine O'Neill Group 4: How do interprovincial trade barriers and varying provincial regulations affect labour mobility? The issue: -          Some provinces don’t have nor recognize the “Red Seal” Program, which is a Canadian standard of excellence for skilled trades, it sets common standards to assess the skills of tradespersons across Canada. -          Employment Insurance program benefits will vary between province and region.  Solutions: -          Expand trade investment, labour mobility and management. -          Encourage national standards only for new career jobs. -          Expand open skies to reduce inter-provincial airline fees
by Catherine O'Neill
December 16, 2014
Group 2: Is this a problem given evidence of skills shortages... 0 Catherine O'Neill Is this a problem given evidence of skills shortages in certain regions and particular industries? It is a problem and the issues that Industries face include: -          Industries must adapt to the changing needs of society, along with sustaining it for future generations, issues include aging population, youth workers, multi-generation workers and skill gaps/shortages. -          Not one size fits all; infrastructure is needed to improve mobility. -          Due diligence must be in place if something goes wrong, accountability issues. Key issues -          We need to have better access to differences across industries, rather than just regional differences.  Example would be how each industry works in the various regions throughout Canada.  -          Understand the different needs for each industry- Examples include:·         High skilled vs Low skilled labour·         Aboriginal affairs·         Tax incentives ·         Male vs female – Pay equity, employment standards, health and safety. ·         Thin vs thick industries (elaboration needed)·         Access to information, internet, financial support assistance, skills training and mobility. ·         Quality of life can be an issue·         More than just wages, benefits, cost of living, compensation, employee reward incentives. ·         Environmental concerns- Weather, health and safety, access to transportation.  Solutions:-          Need to dispel the myths about concerns listed above, give facts and figures of those who are moving away for work and how it is beneficial for them and the company.  -          Need to bring awareness of each region that need workers and show the benefits of the regions that have employment gaps/shortages and need to fill skilled labour jobs. -          Employment Insurance requirements may need to be adjusted. -          EI has time limits- EI grants may be offered to those who are willing to relocate to a remote community for work. -          Employer Incentives- Taxable incentive for employers-          Expanding the definition of remote locations under Income Tax Act -          Include the social aspect for underemployed youth or recent graduates.  
by Catherine O'Neill
December 16, 2014

Welcome to the Canadian Employee Relocation Council (CERC) , the leading provider of information, research and expertise on workforce mobility and employee relocation. CERC is Canada's only organization devoted to advancing the interests and issues for workforce mobility.

© 2018 CERC   |   Privacy Policy   |   Contact Us

Contact Us
Phone: 416.593.9812 
866.357.2372
Email: info@cerc.ca