Today’s article deals  with some of the problems resulting from recent changes to the Live-in Caregiver program examined in our previous  article, with excerpts  from a public letter written by Manuela Gruber Hersch, president of the Association of Caregiver & Nanny Agencies Canada.
        Changes in April 2010 designed to protect Live-in caregivers and a decreased quota of permanent residence applications for 2012 have many in advocates and community people concerned about the program’s future.
        The live-in caregiver program allows Canadian families to hire a caregiver from abroad to look after, for instance, young children, aging parents or disabled people in the home. The Canadian government has carved out a pathway to permanent residency that caregivers may choose to apply for after completing a certain number of hours of work within four years of entering Canada through the live-in caregiver program.
         The government has targeted allowing 8,000 to 9,300 live-in caregivers to become permanent residents in 2012. That’s down from 12,000 to 16,000 in 2011.
         Immigration Minister Jason Kenney says that the permanent residency quota is being cut due to a reduction in demand. Yet according to many employment agencies, demand for caregivers is still high.
        The perception of reduced demand has been created by changes to the program and longer processing times. Last year’s changes put much of the onus on the families hiring caregivers to pay the upfront costs of bringing them to Canada.
        Many families, for example some single parents or mothers on maternity leave, have become reluctant to pay recruitment fees, airfare, temporary health insurance, and immigration consultant fees for a caregiver from across the globe whom they have never met and with whom they have no guarantee if the relationship will work out. In some situations, caregivers accept jobs in rural areas then, upon arrival in Canada, leave to find a more appealing location.
        Some question whether asking employers to bear the large financial burden is a hidden tactic to slowly and quietly eliminate the program. To make it more fair to employer families, some nanny agencies suggest that the government should consider spreading fees out after the caregiver has arrived and it has been established that the family does in fact have care in place.
        There are 29,000 live-in caregiver program permanent residence applications in the pipeline and frustrated caregivers are waiting longer to receive their permanent residence status while they are apart from their own families. It’s a different scenario from the one Mr. Kenney promised in December 2009, when he said caregivers would now have a faster and easier path to permanent residency.
        Caregivers are also still waiting for the much advertised “blacklist of employers,” unpublished since April 2010. Missing too is the new
information packages for live-in caregivers announced in December 2009.
        To truly protect caregivers, the program needs a monitoring body to ensure that caregivers are protected and employers follow the rules. The government needs to monitor the program a lot better to guarantee that this very unique and highly complex program works for both parties.
        Caregivers are also frustrated by the increased wait for their first stage approval in principle (open work permit) from six months to at least 18 months. Citizenship and Immigration Canada call centre agents tell some caregivers that the reason it is taking so long, is that once they get their open work permit, they stop working as a caregiver, which coincides with the feeling that the government is trying to deter employer families from hiring overseas.
Cumbersome and complicated
        At the end of the day, the program provides some Canadian families a care solution for their children, elderly, or disabled loved ones. Employer families use the program due to the shortage of Canadians interested in this type of work. Yet, statistics show that 11,231 caregiver work permits applications were approved in 2008 and only 2,702 in the first half of 2011.
        Further decline in the program is anticipated as employer families are refusing to risk their money and become fed up with the very cumbersome and complicated process including the extremely long processing times. However, Canadians haven’t stopped having children. The regulations of late have put the caregiver industry into a state of flux and possible hiring employer families have simply put off the decision until more certainty as to the fairness of the program can be redefined.
        CIC has reduced targets for the program in order to focus on other immigration programs. But while the live-in caregiver program is a small part of overall immigration targets, it is disproportionately important to working Canadians and Canada’s aging population and should be exempted from target reductions. It is too vital of a program to Canadian families!
         Don’t we want both parents to contribute to Canada’s economy or does this government want moms to stay home? Dual-income families put more money into the economy and raise our national tax revenue base. Today you need two income earners just to have an average standard of living. We also know that seniors stop spending money once they move into a care facility; shouldn’t we support our seniors to remain at home as long as possible with the help of a private caregiver?
         If Mr. Kenney intends to keep the live-in caregiver program alive, he must make immediate remedies, but, most importantly, bring all parties to the table and come up with a just and equitable reform this time.
                                                                                                        News Release –
                                                   Minister Kenney announces important change for live-in caregivers
         Ottawa, December 15, 2011 — Live-in caregivers will be able to get open work permits about 18 months sooner, thanks to a processing change announced today by Citizenship, Immigration and Multiculturalism Minister Jason Kenney.
         “Too many live-in caregivers have completed their work obligations but must continue living in the home of their employer, waiting for their application for permanent residence to be reviewed,” said the Minister. “This is understandably frustrating. That’s why we have started issuing open work permits to live-in caregivers as soon as they have completed their obligations and submitted an application for permanent residence.”
          The Live-in Caregiver Program ( LCP ) allows Canadian families to hire workers from abroad to provide care to a child, an elderly person or an adult with disabilities when there is a demonstrated shortage of Canadians and permanent residents to fill available positions. Caregivers are obliged to work for two years, or 3,900 hours, and then become eligible to apply for permanent residence in Canada.
          Until now, live-in caregivers waited for an initial approval on their application for permanent residence before being eligible for an open work permit. An open work permit allows the caregiver to move out of their employer’s home and seek jobs in other fields, if that is their wish. As of December 11, 2011, all live-in caregivers who had met their obligations and submitted an application for permanent residence have had their files reviewed. Those who submitted an open work permit application with no missing information are being issued open work permits.

            Recently the Canadian government has implemented major changes to the rules governing temporary immigrant workers, including those in the Live-in Caregiver program.

Effective April 1st 2011
Highlights of the changes include:
1)     A more rigorous assessment of the genuineness of the job offer;
2)     A two-year prohibition from hiring temporary foreign workers for employers who have failed to meet their commitments to
         workers with respect to wages, working conditions and occupation [online list of ineligible employers]; and
3)     A limit on the length of time a temporary foreign worker may work in Canada before returning home [4 years, see exceptions].
Source: http://www.cic.gc.ca/english/work/changes.asp#tphp%20idtphp

 1) Genuineness of the job offer
The genuineness of a job offer to a foreign worker, including a review of four factors for all work permit applications processed:
• The employer is actively engaged in the business;
• The job offer is consistent with needs of the employer;
• The employer is reasonably able to fulfill the terms of the job offer; and
• The employer has complied with federal/provincial/territorial laws regulating employment in the province/territory
   where the worker will be employed.

Additional genuineness criteria assessed by Human Resources and Skills Development Canada for the Live-In Caregiver Program:
• The caregiver will be residing in a private household in Canada and providing child care, senior home support care or care of a
   disabled person in that household;
• The employer will provide adequate accommodations in the household that are adequately furnished and private; and
• The employer has sufficient resources to pay the caregiver the wages offered
Source: http://www.cic.gc.ca/english/work/employers.asp

2             If applicable, the employer’s history surrounding temporary foreign workers they have hired in the two years preceding the date a current work permit application was received will be assessed to determine whether the employer has reasonably respected the terms of past job offers, particularly with regard to wages, working conditions and occupation.
            If information is available about an employer’s past failure to provide substantially the same wages, working conditions and occupation as set out in previous job offers, employers will be given an opportunity to justify any discrepancies. Reasonable justifications include:
• A change in federal/provincial/territorial law or a change to a collective agreement;
• Changes the employer had to make in the workplace in response to a dramatic change in economic conditions that were not
   directed disproportionately at foreign workers;
• An error made in good faith by the employer in interpreting obligations regarding wages, working conditions or occupation, and
   the employer has provided or made sufficient efforts to provide compensation to any foreign nationals that have suffered a
   disadvantage;
• An administrative accounting error by the employer, and the employer has provided or made sufficient efforts to provide
   compensation to any foreign nationals that have suffered a disadvantage; or
• Circumstances similar to those set out above.
             Employers who have failed to meet their commitments as promised in past job offers, and who have failed to provide reasonable justification or to rectify the situation by providing appropriate compensation to the former employee may face:
• The refusal of work permit applications for any foreign national offered a job by that employer;
• Ineligibility to hire a temporary foreign worker for 2 years; and
• The employer’s name displayed on CIC’s Temporary Foreign Worker Program’s Ineligible Employers website.
           Temporary foreign workers will lose their temporary resident status if they accept a job offer from an employer who has been deemed ineligible to employ temporary foreign workers. Temporary foreign workers should consult CIC’s employer ineligibility website before entering into an agreement or extending an existing agreement with an employer who has been deemed ineligible to use the Temporary Foreign Worker Program.
Source: http://www.cic.gc.ca/english/work/employers.asp) Two-year prohibition if employer fails to meet commitments

 3) Limit to the cumulative duration of services
           The cumulative duration regulation establishes a maximum allowable cumulative duration that a temporary foreign worker can work in Canada, followed by a period of four years in which the worker would not be eligible to work in Canada.
            The objective of this provision is primarily to prevent situations in which temporary foreign workers remain in Canada for such a prolonged period that they begin to lose ties with their country of origin without gaining permanent residence in Canada.
           Employers should be aware of the total time that a foreign worker has accumulated working in Canada before hiring him or her. A job offer for a TFW who has reached, or is close to reaching, the maximum 4-year duration could result in a refusal to issue a work permit, or in the work permit not being issued for the full duration of the job offer.
           This new regulation takes effect April 1st, 2011; therefore, the earliest date a TFW could reach the maximum duration would be April 1st, 2015.  
          Work permit applications that indicate a job end-date beyond April 1, 2015 will be assessed to verify if the foreign worker is eligible to work the full period of time.

Exceptions
The four-year cumulative duration will not apply to TFWs entering under one of the following occupations:
• TFWs seeking to work in managerial (NOC 0) or professional occupational (NOC A);
• TFWs who have applied for permanent residence and have received: 
       • a Certificat de sélection du Québec (CSQ) if applying as a Quebec Skilled Worker;
       • a Provincial Nominee Program (PNP) certificate if applying as a provincial nominee;
       • an approval in principle letter if applying under the Live-in Caregiver Class;
       • a positive selection decision if applying under the Federal Skilled Worker Class;
       • a positive selection decision if applying under the Canadian Experience Class;
       • TFWs who are employed in Canada under an international agreement, such as NAFTA, the Seasonal Agricultural Worker
          Program, or another agreement;
• TFWs who are exempt from the Labour Market Opinion process, including
       • Spouses and common-law partners of international graduates participating in the Post-Graduation Work Permit Program and
          highly skilled TFWS;
       • Charitable or religious workers;
       • Entrepreneurs, intra-company transferees, researchers and academics;
       • Others for purposes of self-support (refugee claimants) or humanitarian reasons (destitute students, holders of Temporary 
          Resident Permits valid for at least six months).
All other groups (i.e. workers in NOC B, C, and D level occupations) would be subject to the cumulative duration limit of four years.

Consistency with the terms of the federal-provincial/territorial agreement
             The consistency of the job offer with the terms of any federal-provincial/territorial agreement and whether the foreign worker, their spouse or common-law partner or dependents are eligible to participate in particular pilot projects.
            Some provincial and territorial governments have entered into bilateral agreements with CIC respecting foreign workers, and some of those agreements include pilot projects aimed at improving the program’s effectiveness in that jurisdiction. Employers should review the terms of these agreements to see if there are provisions that may apply to workers that they intend to hire.
Source: http://www.cic.gc.ca/english/work/employers.asp

PRIORITIES OCCUPATIONS LIST
On June 26, 2010, the Minister of Immigration released a new Priorities Occupation List (POL), which limited list of professions intended to be fast-tracked or “put in the front of the line” due to a high demand for these occupations in Canada. Candidates, who fall under this list, are eligible to receive their permanent residence visas for Canada within a time frame of 6 to 12 months.

 The goal of this action plan was to serves three purposes:
1. To meet the high demand of certain skilled professions in Canada;
2. To reduce the current immigration backlog; and
3. To process immigrant applications within six months to twelve months, whereas, processing times for           
     immigrant applications under the old system takes several years.

 Only 1000 slots are open annually starting June 26, 2010 and some professions have already reached the quota of 1000 slots.

 Remaining Slots Open Under Priorities Occupation List
Restaurant Managers                                              600
Insurance Adjusters / Claims Examiners       850
Architects                                                                    650
Physicians                                                                    600
Dentists                                                                         500
Pharmacists                                                                400
Physiotherapists                                                       800
Radiologists                                                                900
Dental Hygienists                                                     940
Licensed Practical Nurses                                    920
Psychologists                                                            890
Social Workers                                                         700
Chefs                                                                             920
Cooks                                                                           850
Carpentry Supervisors                                        900
Mechanic Trade Supervisors                            800
Electricians                                                              900
Plumbers                                                                  930
Welders                                                                     940

These figures are approximate.

 QUALIFICATIONS
The qualifications to be a skilled worker applicant to Canada are:
1. Minimal completion of a Bachelor’s Degree;
2. Successful completion of the IELTS (English) exam; and
3. At least one year of full-time professional work experience in any of these high demand professions.

APPLY TODAY!
Limited space is available for each profession, and once a profession reaches 1000 applications, no further application will be accepted under that profession until another 1000 slots open on June 27, 2011. Some professions might be added, others will remain, and some professions are expected to be removed from the Priorities Occupations List on June 27, 2011, so the best time to apply is now.

NEED MORE INFO?
For information on any immigration matter, please call the writer, Mr. Don Collantes, in Toronto, Ontario, Canada at (416) 733-3605. You may also email your resume for immediate assessment to chitoc@cwss-canada.com .

The above article is only general information and is unintended to act as a legal document. The writer is a Certificate Canadian Immigration Consultant (CCIC) by the Canadian Society of Immigration Consultants (CSIC), which is a professional regulatory board immigration consultants as recognized by Citizenship and Immigration Canada (CIC), a Department of Government Canada. The writer is also the Chief Operating Officer of CWSS Canada USA Immigration Services Inc., which is a multinational corporation that provides immigration services to Canada, with the Head Office located at 66E Finch Avenue West, Toronto, Ontario, M2N 2H4, Canada. Toll Free No: 1 877-882-6888 Email Address: chitoc@cwss-canada.com

           Canada’s live-in caregiver program (LCP) aims at bringing qualified temporary workers to Canada to provide in-home childcare, senior home support care or care for the disabled. Pending certain conditions, the LCP then allows these workers to apply for permanent residence from within the country.

           On April 1^st 2010, several minor and substantive changes have been made to the program. These not only make it easier to obtain a permanent residence through the program but also aim at improving the caregivers work conditions.

           The present article aims at underlining the changes that have touched the issue of permanent residence. Two major improvements have been made.

           The first major change to the program removes the requirement for a second medical examination when the applicant applies for permanent residence in Canada. The program used to make two medical examinations necessary: one at the time the live-in caregiver applied for a temporary work permit and another when he or she applies for permanent residence. Currently, only the first examination is mandatory.

           The second substantial change to the program focuses on the actual requirements for obtaining permanent residence in Canada through the LCP. Applicants were once required to work for two years within the first three years in the program in order to apply for permanent residence. With the latest amendments to the program, applicants now have two ways of fulfilling the work requirement, thus facilitating their eligibility. The applicant must either complete:

• Within 48 months of their arrival in Canada, 24 months of authorized full-time employment as a live-in caregiver; OR

• Within 48 months of their arrival in Canada, 3,900 hours (within a minimum of 22 months which may include a maximum of 390 
    hours of overtime) of authorized full-time employment.
             This second option is new to the program. For the first time ever, overtime hours may now be factored into the employment requirement.
            The present improvements to the LCP are effective as of April 1^st 2010. Although these changes are an improvement over the previous requirements, there are still significant problems and obstacles facing live-in caregiver trying to obtain their permanent residence, which have not been dealt with, and which will be discussed in a future article.

1. Canada, Citizenship and Immigration Canada, http://www.cic.gc.ca/english/work/caregiver/index.asp
2. Human Resources and Skills Development Canada, “Live-in Caregiver Program” (November 2010)
     http://www.hrsdc.gc.ca/eng/workplaceskills/foreign_workers/lcpdir/lcpone.shtml
3. The present article was written with the assistance of law student Eric Stachecki

           Thousands of nurses and doctors from the Philippines have chosen to work in Saudi Arabia, Kuwait, United Arab Emirates and Qatar primarily since they receive a substantially higher salary than practicing in the Philippines, and secondarily since they do not encounter too many living expenses as their accommodations and often meals are provided by their employers, their airfare is covered by their employer and they usually receive an annual vacation leave, and they can potentially bring their spouses and young children to live with them in the Middle East.

           Although these benefits seems very appealing, Filipino nurses and doctors are often seen and treated as workers and not as professionals, and need to adapt to the Muslim culture. Also, once Filipino children turn the age of 18, they are required to return permanently to the Philippines, thereby, forcing families to separate. On the other hand, Canada offers immigrant status upon arrival to nurses, doctors and their spouses and children. After three years of residency in Canada, these nurses, doctors and their immediate family members have the privilege of acquiring Canadian citizenship status. And, also importantly, nurses and doctors in Canada earn substantially higher than contract workers in the Middle East.
CANADA VS. USA

            Most Filipinos have always seen USA as the top destination choice. Nurses are open to apply for working visas and permanent residence visas to USA. Although doctors may be restricted from applying for USA, hundreds of doctors in the Philippines with many years of resident and independent experience have even went back to university to complete a Bachelor’s degree in nursing in order to be eligible to apply for work in USA. With the US economy in somewhat of a turmoil, thousands of nurses with pending applications for USA have had their applications pending for several years now without any news on exactly how long their applications may still take to process.

            Canada, on the other hand, is in need of more nurses and doctors and is now fast-tracking their permanent residence applications within a six to twelve month period. Canada is now seen as the top destination choice for nurses and doctors.

                                                                   Other Professions in High Demand in Canada

- Financial Managers                                                                          – Information Systems Managers
– Health Care Managers                                                                     - Restaurant Managers
– Accommodation Service Managers                                          – Construction Managers
– Accountants                                                                                        - Geologists
– Specialist Physicians                                                                        – General Practitioners and Physicians
– Occupational Therapists                                                                 – Physiotherapists
– Head Nurses                                                                                         – Registered Nurses
– Medical Radiation Technologists                                                - Licensed Practical Nurses
– University Professors                                                                      - College Instructors
– Chefs                                                                                                        - Cooks
– Supervisors, Pipefitting Trades                                                    – Supervisors, Carpentry Trades
– Supervisors, Construction Equipment Crews                        – Electricians
– Industrial Electricians                                                                     – Plumbers
– Pipefitters                                                                                              - Welders

APPLY TODAY!

            To take advantage of this opportunity and start your fast-tracked immigrant application for Canada, or for any other immigration matter, please call the writer, Mr. Don Collantes, in Toronto, Ontario, Canada at toll free 1-877-882-6888. You may also email your resume for immediate assessment to chitoc@cwss-canada.com .

           The above article is only general information and is unintended to act as a legal document. The writer is a Certificate Canadian Immigration Consultant (CCIC) by the Canadian Society of Immigration Consultants (CSIC), which is a professional regulatory board of immigration consultants as recognized by Citizenship and Immigration Canada (CIC), a Department of Government Canada. The writer is also the Chief Operating Officer of CWSS Canada USA Immigration Services Inc., which is a multinational corporation that provides immigration services to Canada, with the Head Office located at 66E Finch Avenue West, Toronto, Ontario, M2N 2H4, Canada. Telephone (416) 733-3605 Email Address: chitoc@cwss-canada.com

          Federal Skilled Worker Class is a type of application eligible for permanent residence status in Canada. Candidates are assessed on a point system, which specifically targets educational attainment, proficiency in English and work experience.

PRIORITIES OCCUPATIONS LIST

            On June 26, 2010, the Minister of Immigration released a new Priorities Occupation List (POL), which lists 29 specific professions intended to be fast-tracked or “put in the front of the line” due to a high demand for these occupations in Canada. Candidates, who fall under this list, are eligible to receive their permanent residence visas for Canada within a time frame of 6 to 12 months.

The goal of this action plan was to serves three purposes:
1) To meet the high demand of certain skilled professions in Canada;

2) To reduce the current immigration backlog; and

3) To process immigrant applications within six months to twelve months, whereas, processing times for immigrant applications  
      under the old system takes several years.
Current Priorities Occupation List
– Restaurant Managers                                                                    – Psychologists
– Primary Production Managers                                                -  Social Workers
– Occupations in Business Services to Mgmt                         – Chefs
– Insurance Adjusters and Claims Examiners                       – Cook
– Biologists                                                                                           – Supervisors, Carpentry Trades
– Architects                                                                                         - Supervisors, Mechanic Trades
– Specialist Physicians                                                                    – Electricians
– Practitioners and Physicians                                                     – Industrial Electricians
– Dentists                                                                                              - Plumbers
– Pharmacists                                                                                      – Welders
– Physiotherapists                                                                            - Heavy-Duty Equipment Mechanics
– Registered Nurses                                                                          – Pipefitters
– Medical Radiation Technologists                                            – Crane Operators
– Dental Hygienists                                                                           - Drillers and Blasters
– Licensed Practical Nurses                                                          – Supervisors, Oil and Gas
– Drilling

QUALIFICATIONS

The qualifications to be a skilled worker applicant to Canada are:

1. Minimal completion of a Bachelor’s Degree;

2. Successful completion of the IELTS (English) exam; and

3. At least one year of full-time professional work experience in any of these 38 high demand professions.

QUOTA

          There is an annual quota of 1000 candidates per profession starting on June 26, 2010. All prospective candidates, who fall under this list and who have completed the IELTS exam are strongly encouraged to apply immediately.
NEED MORE INFO?
           For information on any immigration matter, please call the writer, Mr. Don Collantes, in Toronto, Ontario, Canada at (416) 733-3605. You may also email your resume for immediate assessment to chitoc@cwss-canada.com .
           The above article is only general information and is unintended to act as a legal document. The writer is a Certificate Canadian Immigration Consultant (CCIC) by the Canadian Society of Immigration Consultants (CSIC), which is a professional regulatory board immigration consultants as recognized by Citizenship and Immigration Canada (CIC), a Department of Government Canada. The writer is also the Chief Operating Officer of CWSS Canada USA Immigration Services Inc., which is a multinational corporation that provides immigration services to Canada, with the Head Office located at 66E Finch Avenue West, Toronto, Ontario, M2N 2H4, Canada. Toll Free No: 1 877-882-6888 Email Address: chitoc@cwss-canada.com

1. A declining birthrate; and
2. An aging population
The characteristics that will blend into the increased quota of accepting 320,000 immigrants per year as follows:
1. Encouraging new immigrants to settle outside big cities like Toronto, Montreal and Vancouver to spread the economic    
benefit of immigration across Canada (currently, the Greater Toronto Area is receiving around 100, 000 new immigrants  
every year and this has led to an increased pace of development as compared to all other Canadian cities)
2. Matching new immigrants with jobs that meet their level of skill and trade (currently, a majority of new immigrants are
accepting their first Canadian jobs which usually underachieve their higher level of skill and trade)
3. Making it easier for temporary workers and foreign students to remain in Canada and become new immigrants (temporary
workers and foreign students have a strong knowledge of Canada and are already adapted to the Canadian lifestyle) Characteristics that need to be more addressed by the Liberal government party concerning this increased quota of accepting 320,000 per year or even the current immigration quota are:
1. Recognizing foreign educational credentials for a quicker transition and job placement for professional who require a
license or registration to practice, such as, pharmacists, medical laboratory technologists, registered nurses, engineers,
physiotherapists, architects, social workers, teachers, etc. (currently, new immigrants who wish to continue to practice
their profession where licensure or registration are required may have to accept jobs that are lower than their level of skill
while they undergoing their licensure examination process which can take two years to complete depending on the
license.)
2. An increased budget from the federal government for the city of Toronto to assist the settlement of 100,000 to 140,000
new immigrants every year (currently, the city of Toronto is receiving a share of the federal government budget for the
settlement of new immigrants, however, this share is not proportional to the share of new immigrants settling in the 
Greater Toronto Area on a yearly basis)
3. Quicker processing by Canadian immigration offices abroad for potential new immigrants applying under the skilled   
worker category, which can take two to five years to process.

For more information on any immigration matter including how to bring your relatives to Canada as immigrants, please call the writer, Mr. Don Collantes, in Toronto, Ontario, Canada at (416) 733-3605 or toll free at 1-877-882-6888.

The above article is only general information and is unintended to act as a legal document. The writer is a member of the Canadian Society of Immigration Consultants (CSIC), which is a professional regulatory board immigration consultants as recognized by Citizenship and Immigration Canada (CIC), a Department of Government Canada. The writer is also the Chief Operating Officer of CWSS Canada USA Immigration Services Inc., which is a multinational corporation that provides immigration services to Canada, with the Head Office located at 5754 Yonge Street, Suite 103, Toronto, Ontario, M2M 3T6, Canada. Toll Free No: 1 877-882-6888 Email Address: chitoc@cwss-canada.com

Presently, the most suitable way to immigrate to Canada is to apply as a Skilled Worker. Skilled Workers in Canada are given permanent residence status in Canada, are able to accompany their spouse and children to Canada, are able to apply for any employment in Canada, are able to access all of the same social government programs as Canadian citizens, are given the same rights and freedoms as Canadian citizens (except for the right to vote), are able to acquire Canadian citizenship after three years of residence in Canada, and the list goes on…

The Federal Government of Canada has devised a reasonable point system for the acceptance of quality Skilled Workers to Canada. The point system focuses on characteristics of a skilled worker that will assist the skilled worker to become successfully established as a permanent resident of Canada. The three main characteristics of a skilled worker that this point system focuses on include education, work experience and knowledge of English and/or French.

EDUCATION

The minimal educational requirement of a skilled worker who is applying to migrate to Canada is the attainment of a Bachelor’s Degree at the post-secondary level. Skilled workers who have attained a Master’s Degree or Doctorate Degree will obviously awarded a higher score on the point system. Individuals who have not attainted a Bachelor’s Degree must not apply as a skilled worker to Canada.

WORK EXPERIENCE

The minimal requirement regarding work experience for a skilled worker who is applying to migrate to Canada is the completion of at least one year of full-time work experience. The more work experience a skilled worker possesses, the higher score the skilled worker will achieve on the point system. This work experience does not necessarily have to be directly related to the educational background of the skilled worker but has to be considered skilled work. Occupations that are considered skilled work include, but are not limited to, teachers, professors, lawyers, accountants, bookkeepers, administrative officers, human resource officers, secretaries, principals, teachers, professors, librarians, journalists, computer programmers, engineers, technicians, technologists, contractors, electricians, plumbers, welders, painters, mechanics, managers, supervisors, nurses, pharmacists, doctors, dentists, dental hygienists, physiotherapists, veterinarians, paramedics, police officers, firefighters, social workers, real estate agents, barbers, chefs, cooks, etc…

KNOWLEDGE OF ENGLISH AND / OR FRENCH

A skilled worker who is applying to migrate to Canada must possess a moderate to high proficiency level in either the English or French language. Skilled workers will be required to take an English or French examination from an approved organization to determine their exact proficiency level in either of the official languages of Canada. Skilled workers who have worked for at least two consecutive years in a country where English or French is the official language may be exempted from taking the English or French language. These countries include Canada, USA, Great Britain, Australia, New Zealand and France.

The minimal requirements for acceptance under the point system as a skilled worker for permanent residence status to Canada vary on a case-to-case basis. For more information on the point system and how to apply as a skilled worker for Canada, or for information on any other immigration matter, please call the writer, Mr. Don Collantes, in Toronto, Ontario, Canada at toll free 1-877-882-6888.

The writer is a Certificate Canadian Immigration Consultant (CCIC) by the Canadian Society of Immigration Consultants (CSIC), which is a professional regulatory board immigration consultants as recognized by Citizenship and Immigration Canada (CIC), a Department of Government Canada. The writer is also the Chief Operating Officer of CWSS Canada USA Immigration Services Inc., which is a multinational corporation that provides immigration services to Canada, with the Head Office located at Unit E – 66 Finch Avenue West, Toronto, Ontario, M2N 2H4, Canada. Toll Free No: 1 877-882-6888 Email Address: chitoc@cwss-canada.com

PAMANA ng LuzViMinda Folkoric Dance Company of Montreal participated in the multicultural festival “Heritage Days” on July 29^th until August the 4^th, 2009, in the City of Edmonton.  They were hosted in Edmonton by KARILAGAN DANCE SOCIETY.

The two groups have been twinned under a project funded by the SEVEC Youth Exchanges Canada Program. The program is aimed at youth groups between the ages of 12-17 from various provinces and territories across Canada.

Over 5,000 young Canadians traveled in Canada last year thanks to the SEVEC Youth Exchanges Canada Program, which is partially funded by the Government of Canada through Exchanges Canada, and the Department of Canadian Heritage.  In addition, Le Societé Parc Jean Drapeau and Folklore Canada International volunteers made a significant contribution to this project to bring the two groups together in Montreal and share their combined talents on stage.

We are thankful for this community’s generous input and sponsorship.  This is a clear example of a successful community partnership where families, businesses, leaders, organizations and the government have joined forces to encourage personal growth, community pride and a greater understanding of our Canadian heritage, concluded Miss Veraida-Lyn Bermejo, President of PAMANA ng LuzViMinda and Memen Dimailig, President and Artistic Director/Choreographer of Karilagan Dance Society of Edomonton, Alberta.

This is one of a regular series of articles on immigration issues, which hopefully will be of interest and help the community better understand how Canadian immigration law and policy works.

Today’s article will present a general overview for persons wanting to permanently immigrate to Quebec, Canada as a skilled worker. Upcoming changes to this category will be dealt with in a future article.

Applicants immigrating to Quebec as a permanent worker must first obtain the Certificat de selection du Québec (the “CSQ”), in the skilled worker category. Based on the background of the applicant, he or she will amass “points” going toward his or her CSQ. An applicant must attain 59 points, while an individual who is accompanied by a spouse must attain 68. This article will explain the characteristics considered, and the weight given to each of those characteristics.

Educational Background and Training:

Applicants must possess at least a secondary level education to apply for the CSQ. Applicants can obtain between 2 and 13 points depending on the level of education they have attained. Moreover, an applicant can garner an additional 6 points if he or she has received a diploma from a Quebec institution. Depending on the nature of the degree(s) or certificate(s), the applicant can qualify for up to an additional 14 points.

Work Experience:

Applicants with work experience in a recognized profession exceeding 6 months in the 5 years preceding their application can obtain points toward their CSQ. Applicants can obtain between 2 and 9 points, depending on the length of time they have spent in the recognized profession. Unlike the federal skilled worker class, the lack of any work experience will not automatically eliminate the applicant.

Age:

An applicant will obtain between 2 and 18 points depending on their age at the time application is made. Applicants who are between 18 and 35 will automatically obtain the 18 point maximum available.

Language:

Applicants can obtain points if they have competency in French and/or English. Applicants can obtain between 0 and 16 points for their competency in French, and between 0 and 6 for their competency in English.

Temporary Stay and Family in Canada:

Applicants can obtain 6 points if they, or their spouse, have stayed in Canada as a foreign worker or student for more than 3 months in the 10 years preceding the application. Applicants can obtain up to 3 points if they, or their spouse, have spent more than 2 weeks in the 10 years preceding their CSQ application in Canada, but not as a foreign worker or student.
Moreover, an applicant can obtain 3 points if they, or their spouse, have a son, daughter, father, mother, sister, brother, grandfather or grandmother that is a citizen of Canada or is a permanent resident of Canada domiciled in Quebec.

Spousal Characteristics and Children:

An applicant can obtain additional points if their spouse possesses any of the characteristics described above (i.e. educational background, work experience, etc…). Moreover, applicants can receive either 2 or 4 points per child accompanying them to Quebec, depending on the child’s age.

Valid Offer of Employment:

An applicant or an applicant’s spouse who has received a valid offer of employment can obtain up to an additional 10 points.

Adaptability Interview:

An applicant can be subject to an interview where a representative will evaluate the applicant’s knowledge of Quebec; the steps they have taken to facilitate their integration; and other personal qualities. The applicant can obtain up to 8 points depending on the representative’s evaluation.

PLEASE FEEL FREE TO SEND ME YOUR QUESTIONS! 
Tom & Associates   Tel.: 514-341-3929 
E-mail: walter@tomlex.ca

La ville où je suis née s’appelle Cali. Elle est située au sud-ouest de la Colombie et à une altitude de 996 mètres au-dessus du niveau de la mer. C’est une ville que je trouve très chaleureuse non seulement par son climat (25 °C à moyen, toute l’année), mais aussi par ses gens. Cali est une ville heureuse, qui a l’air d’être au bord de la mer, car elle jouit d’un vent frais le soir et semble être tout le temps en fête.

C’est une des raisons que les caleños ont eues pour inventer la feria de Cali. C’est une célébration qui a lieu à la fin de décembre et grâce à laquelle cette ville est bien connue. C’est une époque où on peut se promener dans la ville en regardant les décorations de Noël et en même temps assister à différents spectacles. Parmi toutes les activités sur lesquelles les gens de Cali travaillent fort figurent : l’élection des meilleurs danseurs et la meilleure école de salsa, le festival d’orchestres, l’exposition gastronomique, entre autres.

Les femmes de Cali sont reconnues pour leur beauté et pour leur façon ouverte et spéciale de s’habiller et de parler. Il y a une chanson très populaire qui s’appelle « las caleñas sont comme les fleurs » et dans laquelle on décrit comment la femme est vue à Cali. Quelques-unes de ces femmes sont très préoccupées par leur apparence physique, cela leur donne un air superficiel, mais la plupart sont des femmes intelligentes, travailleuses et qui aiment faire la fête et danser la salsa.

À Cali, on peut trouver des collations différentes dont on a besoin pour satisfaire la faim et pour continuer à s’amuser.  Ainsi, on peut manger la mangue verte (viche) avec du sel, des pandebonos avec du chocolat chaud, des empanadas avec de la lime et accompagnés de bière ou de jus de lulo, mais si aucun de ces repas ne satisfait votre palais, je vous invite à déguster un verre de champus, ou une lulada, ou peut-être des fruits exotiques comme le chontaduro avec du sel et miel, le borojó, la guama, entre autres.

Étant donné que les gens de Cali sont aussi hédonistes que les Québécois, ils adorent faire des activités à l’extérieur pour avoir le plaisir, par exemple ils aiment prendre un bain dans la rivière et après manger un sancocho qui a été fait in situ avec du bois.

Toutes ces choses dont j’ai parlé ici font partie des coutumes d’un peuple, d’une ville qui essaye de fuir ses problèmes et un contexte social difficile. C’est ce bonheur à l’aide duquel les caleños réussissaient à bien vivre.

El Québec… la primera vez que yo conocí esta provincia fue durante el verano 2003. Yo llegué a Montréal al final de la tarde, pero aún todavía había mucha luz, lo cual me permitió tener una muy bella imagen de esta ciudad. Desde el avión pude ver las construcciones que se levantaban orgullosas sobre la isla y pude ver el fin de un lindo día soleado, aún se podían ver los rayos del sol reflejados sobre el río San Lorenzo. Yo estaba verdaderamente encantada de tener ante mis ojos una imagen tan especial de esta tierra, la cual ha quedado en mi memoria como un bello recuerdo. Tuve la oportunidad de regresar de visita a esta provincia en 2004 y finalmente en 2006 tomé la más grande decisión de mi vida que fue inmigrar a Canadá.

Debo confesar que si hace siete años alguien me hubiera preguntado si yo pensaba vivir en Canadá, yo hubiera respondido un rotundo “no”, pues la posibilidad de vivir en un país frío como éste no estaba entre mis planes. Después del año 2001 esta percepción cambió, pues conocí al que hoy es mi esposo y el amor que nació en Acapulco, México creció y se hizo fuerte; entonces empecé a pensar en la posibilidad de vivir en Québec.

Mi esposo, un Quebecois de souche, me ha enseñado a querer esta provincia y su amor ha sido mi gran apoyo en el proceso de integración a éste que es mi nuevo hogar. No ha sido una tarea fácil vivir aquí, pues tuve que aprender el francés y mejorar mucho el inglés para poder comunicarme con las personas. Además, existen grandes diferencias entre mi país de origen y el Québec, pero soy consciente que si yo quiero ser feliz en esta tierra debo adaptarme e integrarme a esta nueva cultura que me ha abierto las puertas. Yo creo que la mejor manera de hacer raíces en el país donde una inmigra es conocerlo, aprender a vivirlo e integrarse con su cultura, respetando las constumbres y tradiciones del nuevo país, pero sin olvidar nuestros orígenes y nuestro pasado.

Pienso que mi adaptación a esta nueva vida aquí en Québec ha sido de altibajos, lenta pero agradable, ahora solo me falta encontrar un trabajo para poder hablar de una integración total en Canadá. Ahora estoy contenta de estar aquí, a pesar que ha sido difícil vivir lejos de mi familia colombiana, y confío en que muy pronto pueda encontrar un trabajo interesante que me premita hacer parte activa del sector productivo de esta Provincia.

A mi me gusta el Québec, su cultura, su idioma, su historia, su gente y sus orígenes. Me gustan sus colores que cambian durante el año en cada una de las estaciones. Disfruto mucho los días con sol, cielo azul y una temperatura agradable, pues las personas parecen más felices, se visten con ropa ligera, de colores vivos y una puede encontrar el calor en su sonrisa. Hay muchas experiencias que una puede disfrutar en esta tierra, lo importante es tener la actitud positiva y siempre abierta para aprender. No importa el lugar donde una esté el objetivo es encontrar la felicidad dentro de uno mismo pues para mi “la felicidad es un camino no un destino”.  

From May 1^st to June 6, 2009 the city of Montreal was wrapped around the colors of spring and the energy of the Festival Acces Asie‘s  celebration of Asian Heritage month. The Festival was a response to a need for a visibility of Asian presence in the Quebec cultural milieu.  The Asian Heritage Month was officially declared by the City of Montreal in May 2004.

Janet Lumb a dynamic and effervescent personality is the director and the driving force behind Acces Asie.

 The roots of the organization goes way back to 14 years ago when Beranrd Nguyen started a festival promoting artist of Asian decent. He met Janet and a shared vision was conceived. The journey continued with Janet’s leadership and her total admirable loyalty to its goals.  That in   2002 she was awarded the Queen’s Golden Jubilee Award for her dedication to the community through the festival.

 The vision of Acces Asie are to provide an environment conducive to the promotion of the history, culture and art of Canadians of Asian origin and to facilitate the expression of the diversity and exchange of   culture richness towards the mainstream of Canadian society.

This year’s May festival pays tribute to the Tibetan community with events that showcased the rich culture in exile. The program and presentations through photographs, songs, music, dance, culinary arts, documentary films and lectures became a gateway to this nation’s diverse culture.

The festival VIVA CONFUSION , a unique stage presentation and a documentary film featuring world renowned Indian actor and psychiatrist Dr. Mohan Agashe, sought out remedies to a certain affliction called’ cultural confusion ‘.  Cecil Cristobal a Filipina Canadian actress shared the stage with Dr. Mohan Agashe with her laudable acting abilities.

Festival Acces Asie office staff members: Khosro Barahmandi a genial  visual artist is the general manager, Emile Hudon , coordinator and Malorie Hubert assistant media relations will welcome you all in their cozy office were the spirit of cultural diversity warms the place for everyone.

As a Canadian permanent resident or citizen who is at least 18 years and residing in Canada, you can sponsor your family members to immigrate to Canada as permanent residents.

Canadian citizens not presently residing in Canada may sponsor their spouse, common-law partner, conjugal partner and/or dependent children who have no dependent children of their own.  However, these sponsors who are not residing in Canada must provide evidence that they reside exclusively outside Canada on the date of giving the undertaking and will reside in Canada at the time their sponsored spouse, common-law partner, conjugal partner and/or children become permanent residents of Canada.

To sponsor, you must have an income that is at least equal to the minimum necessary income, the amount of which is published yearly by the Canadian government.

You will to provide Immigration Canada with documents that show your financial resources for the past 12 months and prove you are financially able to sponsor members of the family class.  You may solicit the help of a co-signer (must be your or common-law partner).

What does it mean to “sponsor”?
When you sponsor persons who are members of the family class, you must sign an undertaking with the Minister of Citizenship and Immigration (or with the Ministère de l’Immigration et des Communautéss culturelles (MICC) if you live in Quebec) promising to provide financial support for their basic requirements and those of their family members immigrating to Canada with them.  Basic requirements are food, clothing, shelter and other basic requirements for everyday living.  Dental care, eye care and other health needs not covered by public health services are also included.  The undertaking ensures these persons and their family members do not have to apply for social assistance.  Its length varies according to their age and/or their relationships to you.

Who cannot sponsor?
You are not eligible to sponsor if you are in default of a previous sponsorship undertaking, of an immigration loan, of court ordered support payment obligations or of a performance bond (an amount you agreed to pay as a guarantee of performance of an obligation under the immigration legislation).

Legal requirements for sponsored applicants
All family members of a would-be immigrant, whether accompanying or not, must be examined.  If you were previously made an application for permanent residence and became a permanent resident of Canada, your family members who were not examined in accordance with Canadian Immigration Regulations at the time you made your application, are excluded from the family class and you may not sponsor them.

An immigrant who comes to Canada to live permanently does not become a permanent resident before having satisfied immigration officials that he or she meets all applicable requirements.

The Alliance of South Asian Communities (ASAC) promotes the development of the South Asian Community. It mobilizes and integrates the community with the mainstream society. Its mission is to provide a means for resolution of issues common to the members of the South Asian community thus  share information, expertise and other resources that would address  the collective welfare of the South Asian community.

ASAC targeted the youth group of the South Asian origin and conducted a survey to find the problems of the South Asian youth.  ASAC conducted a survey in five different schools of Montreal where the majority of the students are of South Asian origin.  The 1100 questionnaires were distributed and 704 were returned back.  ASAC analyzed the answers and found out the problem in the youth of the South Asian origin:

1. School Dropouts
2. Drug and Alcoholism
3. Lack of leadership
4. Less communication between teachers, parents and students
5. Language barriers
6. Racism (Jobs, Schools, etc)

ASAC has arranged (18) seminars for the benefit of the youth emphasizing the importance of education, good behaviour and staying away from criminal activities.  The parents are completely unaware of the activities of their children. They are very busy in meeting the household requirements and have no time to discuss all the matters with the teachers. Another reason is the language barrier.

The majority of the South Asian youth are unaware of the possibility of participating in the entrepreneurial ventures.  Their parents migrated to Canada from their countries and came for economic and political reasons. Most of them were employed in companies, provincial, federal and municipal governments. They did not focus on entrepreneurship. In order to motivate the youth towards business the following items are to be considered :

1. Desire
2. Confidence
3. Willingness
4. Skill and Knowledge
5. Goals (short and long term)
6. Decision making skill
7. Organizational skill – Marketing ,etc

 ASAC is convinced that once the youth is on the right path then they can go in the right direction.  The organizations cannot change the youth without the help of the parents and the teachers and the community workers and there should be a direct and continuous communication among them which will then reduce the possibility of indulging them in the criminal activities.

                Gasgas  na raw. Gasgas na nag marahil. Ang hindi magmahal sa sariling wika ay higit pa sa hayop at malansang isda. Gasgas na nga ba?

                Sa galing daw sa pag-akma sa kaniyang ginagalawan, walang hihigpit pa sa Pilipino. Mapapansin ang katotohanang iyan sa kanyang kilos, pananamit, at maging sa kanyang pagsasalita. Ang katangian niyang iyan ay isang dahilan kung kaya siya ay hindi nahihirapang magkaroon ng sariling lugar, saan man siya mapadpad. Ngunit ang katotohanan, ang katangian din niyang iyan ay siya ring kaniyang ikinasisira. Hindi man siya tahasang matatawag na hunyango, siya naman ay may pagkahunyango.

                Hindi ilang beses na nag Pilipino ay napapansin ng ibang mga kultura, hindi lamang sa kaniyang mga gawi, kundi pati na rin sa kaniyang pakikisalamuha sa iba. Mangyari’y parang sa dayuhan ang kaniyang mga pamamaraan. Sa kaniyang  pagnanais na maging akma sa bago niyang mundo siya ay tuluyang yumayakap sa kaniynag bagong kultura at tila nakalilimutan na siya ay may sariling kulturang pinanggalingan. Siyaay parang ahas na naghuhunos sa kaniyang pagbababgong kultura, bagama’t ang paghuhunos niya ay panloob. Banyaga siya sa gawi, samantalang ang kaniyang balat ay nananatiling kayumanggi-kayumangging hindi maipagkakailang sa Pilipino. Para siyang saging na puti man sa loob, ay nananatili naming dilaw sa labas.

                Hindi mapahihindian na nag ka-Pilipinuhan, lalo na sa ibang bansa, ay kulang sa pagmamalaki sa kanilang pinagmulan. Kung maaari nga raw nilang baguhin ang kanilang kulay, ito ay walang pag-aatubili nilang gagawin. Hindi kakunti ang mga magulang na ni ayaw matuto ng wika ng Pilipinas ang kanilang mga anak. May nagsasabing baduy daw.

                May nagsasabi ring wala na raw dahilan at hindi na rin namna sila nakatira sa Pilipinas. Ilan pa ba ang mga nagtuturo ng pagmamano sa kanilang mga anak? At mayroon pa bang nagbabahagi sa kanilang mga anak ng kahalagahan ng delikadesa at pagtanaw ng utang na loob? Binabawalan pa ba ang mga bata na sumali sa usapan ng mga nakatatanda? At sila ba ay tinuturuan pa ring sumagot ng PO at OPO kapag ang kausap ay mas may edad? Iisa lang ang tiyak, gasino lang kung mayroon pa nga!

                Ang katotohanan, walang sukat ikahiya sa pagiging Pilipino. Mayaman ang lahing Pilipino sa mga tradisyon at mga kinagawian na siya nating ikinatatangi, kasama na nag mga naunang nabanggit.

                Walang dahilan upang hindi natin sukat naisin na mapangalagaan an gating kultura na siyang tanging may-katiyakang ating maipamana sa mga  susunod nating salin-lahi. Anong inam kung ating mapahahalagahan at mapangangalagaan ang yaman-kalinangang pinagyaman ng mga naunang henerasyon, matiyak lamang na ito ay patuloy na mabubuhay at maipapasa sa mga susunod pang henerasyon. Atin bang pawawalan ng saysay ang kasaysayang nililok ng lahi ng mga bayani? Hindi mahirap na masigurong ang ating kalinangan ay patuloy pa ring pagyayamanin ng mga susunod pang mga Pilipino. Kailangan lang maisakatuparan ang pagpasa nito sa ating mga anak. Kailangan lang magsimula.

                O baka naman tayo nga ay mga BANYAGANG HINDI BANYAGA.