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Ontario Government Introduces Reforms To Help Injured Workers
Measures Introduced in Ontario Budget Would Increase Benefits,
Assure Fairness, and Improve Access
TORONTO - The Ontario Government is committed to helping injured workers through benefit increases and other reforms to the Workplace Safety and Insurance Act (WSIA), introduced in the 2007 Ontario budget that will assure fairness, access, and flexibility, Labour Minister Steve Peters said March 29, 2007.
"We are taking a significant step in creating a brighter future for some
of Ontario's injured workers," said Peters, "Reforms to the compensation
system introduced in our budget will provide these workers with the dignity
and respect they so deserve."
Measures introduced in the budget, if passed, would:
- Provide a 2.5 per cent increase in compensation benefits in each of
three consecutive years starting July 1, 2007, for recipients
receiving partial benefits
- Help injured workers retain benefits when work they could perform
after rehabilitation is not available
- Allow a review of benefits for some workers who suffer a temporary or
permanent deterioration in their condition once their benefit level
is fixed 72 months after injury
- Give workers who reach the age of 65 greater financial control
through a lump sum payment in lieu of monthly payments in cases where
a recipient's loss of retirement income benefits would be less than
$3,000 a year
- Provide greater representation on the Workplace Safety and Insurance
Board (WSIB) Board of Directors by increasing the size of the board
and clarify that the positions of Chair and President are separate.
"Our government is doing more to help injured workers who have been
denied any real increase for 12 years," Peters added. "Since 1995, inflation
has risen by almost 29 per cent, while benefits have increased by only 2.9 per
cent. Our proposal for a 7.5 per cent increase would, in just a year and a
half, more than double the increase seen over 12 years."
A new section of the WSIA would authorize Ontario's Lieutenant Governor
in Council to make regulations providing a temporary cost of living adjustment
to workers' compensation benefits in any calendar year.
Further to these proposed legislative changes is the addition of $810,000
a year in ongoing funding to the Office of the Worker Adviser (OWA). The OWA
helps educate, advise, and represent non-union workers in complex workplace
safety and insurance matters. The additional funding would allow the OWA to
improve and expand services to injured workers and their survivors.
The proposed enhancements follow a series of reviews of the WSIB. In
February 2004 the Ontario government ordered a third party audit to assess and
recommend improvements to the WSIB. A follow-up audit found significant
progress has been made to ensure the stability and efficiency of the WSIB.
The proposed changes to the WSIA would be funded through the WSIB.
"Workplace injuries often have a devastating effect on both the economic
and social well-being of workers and their families," Peters said. "We are
acting to recognize these injured workers for their patience."
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Survey Shows Longer Resumes More Acceptable
TORONTO - The "keep your resume to one page" rule may be on its way out, a new survey suggests. Only 13 per cent of executives polled believe a single page is the ideal length for a staff-level resume while 73 per cent said they prefer two pages. Respondents were also more receptive to three-page resumes for executive roles with nearly half (49 per cent) citing this as the ideal length.
Both polls include responses from 100 senior Canadian executives
-including those from human resources, finance and marketing departments. They
were conducted by an independent research firm and developed by Accountemps,
the world's first and largest specialized staffing service for temporary
accounting, finance and bookkeeping professionals.
Executives were asked, "What is the preferable length of a resume for
staff-level employees?" Their responses:
One page ................................. 13%
Two pages ................................ 73%
Three pages or more ...................... 14%
100%
They were also asked, "What is the preferable length of a resume for
executives?" Their responses:
One page ................................. 1%
Two pages ................................ 50%
Three pages or more ...................... 49%
100%
"Many employers are willing to spend a little more time reviewing
application materials so they can more easily determine who is most qualified
and act quickly to secure interviews with these candidates," said Max Messmer,
chairman of Accountemps and author of Managing Your Career For Dummies(R)
(John Wiley & Sons, Inc.).
Although employers may be willing to review longer resumes, job seekers
shouldn't go overboard, Messmer noted. "Employers want to see that applicants
can prioritize information and concisely convey the depth of their
experience," he said.
Accountemps offers the following do's and don'ts for determining what
information to include in a resume:
Do
- Describe key contributions you
made at prior roles and how they
impacted the bottom line.
- Summarize software expertise and
other specialized skills.
- Devote extra space to describing
work experience that is most
relevant to the job description.
- Use terms referenced in the job
description if they apply. Firms
often scan resumes for key words
included in the job description.
- Reference your activities with
professional civic associations,
community involvement and
knowledge of a second language
- if they relate to the job opportunity.
Don't
- Use exact dates of employment. Months and years are sufficient.
- Include irrelevant details
about your personal life
or list your hobbies.
- Misrepresent your education
or career experience.
- Use professional jargon
and abbreviations.
- List references or include a
lengthy objective.
- Use complete sentences; short
bulleted statements are better.
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Toronto needs to become "magnet for talent" in financial services, or risk losing out to other centres
TORONTO - Toronto's financial services industry is not yet facing a "talent crisis," but there are clear warning signs that a lack of critical talent will continue to grow, according to a year-long study of the industry. If not addressed, the talent shortage could undermine revenue growth and productivity in Toronto's main industry.
In a landmark report entitled Talent Matters - A Study of the Toronto
Financial Service Industry Talent Market, released today by the Toronto
Financial Service Alliance (TFSA), the study's authors, Deloitte, report that
the industry expects there will be major gaps in "critical talent" - the
talent that drives a disproportionate share of a company's business
performance - for Toronto's banks, insurance companies, investment firms and
other companies in the sector.
"If there is no collective will to create a vibrant, compelling financial
services industry in Toronto that stands as a magnet for talent," TFSA
President Janet Ecker cautions, "other centres across the country and across
the globe will take the lead."
Demographic changes are a major contributing factor to the challenges
financial services companies face, but the report identified others, as well.
"The exodus of the Baby Boomers from the labour market will create
experience gaps," the report says. "Declining birth rates and increased labour
mobility will decrease the supply of local talent. The influx of new
immigrants to Canada, almost half of whom are destined for Toronto, will
provide a strong pool of talent, but will also pose unique challenges to
integrating these new entrants into the workforce."
A major contributor to the expected shortage is the "greying" of the
population as Baby Boomers move into retirement. "Organizations may be facing
the potential loss of one third of the existing workforce which will represent
a significant loss of experience, knowledge and organizational memory," the
report says.
"There is enough evidence to suggest that the future growth and
competitiveness of Toronto's financial services industry will depend on its
ability to address today's talent challenges - in order to avoid a talent
crisis in the next five to ten years," says Margot Thom, partner in Deloitte's
Human Capital practice.
Increasingly, financial sector employers will have to look outside our
borders for talent - either by attracting people to come here to work, or by
sourcing labour in other markets. The study reports, however, that there are
concerns among industry stakeholders that "the Toronto market's financial
rewards are not substantial enough to attract some international talent.
Compensation and taxation levels make it difficult to entice US talent across
the border. European talent frequently sees Canada as a stepping stone and
moves to the US at the first opportunity."
New immigrants will be an important source of talent in the future,
notwithstanding the barriers that exist to integrate immigrants effectively,
including cultural, language, context of experience and credential recognition
issues. The report predicts, however, that there will be fierce competition
for Toronto's diverse workforce. "For any business with a global footprint,
Toronto offices act as 'feeder pools' for national and global operations,
leaving gaps on the local front," the report notes.
The Talent Matters study drew on interviews and surveys with human
resources leaders in the financial services industry, as well as educators,
government officials and Deloitte's own international network of human
resources experts. The study recommends, and industry leaders agree, that
Toronto's financial services industry would benefit from increased
industry-wide collaboration on three fronts:
<<
- Eliminating barriers to hiring and integrating new immigrants
- Strengthening financial services education and its alignment to
industry needs
- Improving the Toronto financial services "brand" both as a business
location and as a career.
>>
Collectively, the report says, the financial services industry can be
better positioned to influence the federal government to amend regulations to
streamline the entry process for skilled immigrants. They can also push for
additional funding to support apprenticeship programs and formal mentoring
programs aimed at new immigrants.
Local educators note that while the business schools have been doing a
good job of preparing students for roles in corporate finance or portfolio
management, they need to focus more on education that prepares students for
roles in regulatory compliance, risk management, and global financial
operations, and to be innovators.
Finally, Toronto's financial services industry needs to reinforce the
importance of the industry to the region's economy; leverage the concentration
and calibre of the industry players located in Toronto; revitalize the appeal
of the industry as a career choice for next generation workers and new
immigrants; and emphasize the attractiveness of the city as a place to live,
work and prosper.
For a full copy of the report, visit TFSA's Website at www.tfsa.ca
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Columbia Forest Products Ltd. Fined $125,000 For Health And Safety Violation
HEARST - Columbia Forest Products Ltd., a Portland, Oregon-based manufacturer of hardwood plywood and hardwood veneer, with a lumber mill that produces plywood and particle board in Hearst, was fined $125,000 today for a violation of the Occupational Health and Safety Act that resulted in serious hand injuries to an employee.
On July 5, 2005, a worker was attempting to straighten a crooked board in
a plywood press when two other workers, including a shift foreman, initiated
the press cycle. The press closed on the first worker's hand resulting in two
of the fingers having to be amputated. The incident occurred at the company's
particle board mill at 220 Prince Street in Hearst.
A Ministry of Labour investigation found the outfeed end of the press,
where the first worker was working, did not have a guarding device to prevent
access to the moving press plates.
Columbia Forest Products Ltd. pleaded guilty, as an employer, to failing
to ensure the press was equipped with, and guarded by, a guard or other device
that prevents access to the moving parts, as required by Section 24 of the
Regulations for Industrial Establishments. This was contrary to Section
25(1)(c) of the act.
The fine was imposed by Justice of the Peace Jean-Marie Blier of the
Ontario Court of Justice in Hearst. In addition, the court imposed a
25-per-cent victim fine surcharge, as required by the Provincial Offences Act.
The surcharge is credited to a special provincial government fund to assist
victims of crime.
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Your Advantage Staffing Consultants Inc. is 10 years old on March 31!
In a small, rented office at the intersections of Highways 401 and 97, on March 31, 1997, Your Advantage Staffing Consultants Inc. was founded by Lori Van Opstal, a long time member of the local business community and supporter of the Transportation Industry.
“When I started the company, I had a dream that a Driver Agency could become the preferred place to work for a Top Quality, Professional Commercial Driver. To become this, we had to offer something different. The difference that we brought to the industry was similar to my experience in Executive and Administrative Search. First, we thoroughly evaluated the drivers, then professionally matched them to the carriers that best met their needs.” It sounds like a simple concept, and some companies advertised that they did this, but no one actually did it, until YAS.
Over the past 10 years, YAS has placed thousands of the highest calibre AZ drivers with some of the area’s best fleets. YAS has been recognized widely in the media for their novel approach to this business, their high level of integrity, and their ability to maintain their high standards, throughout their 10 year history. Their President has been named in Profit Magazine’s Top 100 Women Business Owners for the past 7 consecutive years.
All this success would not have been possible without the dedicated contributions of our office staff and drivers, including our first staff member, Jim Taglietti – Driver Coordinator, and Peter Foster, our first Professional Truck Driver. I am proud to say that both are still with YAS, 10 years later! As well, the development of YAS was greatly supported by our loyal clients, most of which have been with us for our entire 10 years.
In 2000, YAS bought a small office building at the corner of 24 and Queen Streets in Cambridge. “The move to Cambridge has been very positive for YAS. This location has given all of our Drivers and Clients more convenient access to our staff, and having a permanent location makes all of us feel more secure. Although, with all the food options available within 5 minutes of our office, we have now started a diet program in the office!”
The future looks very promising for YAS. With the shortage of qualified, professional truck drivers, throughout North America, the need for our service will continue to grow. Our goal for the next 10 years is to continue to develop our capacity to serve an ever growing number of Professional Drivers and the Carriers that need them.
Our 10th Anniversary Celebrations started in November when we held our 10th annual employee Christmas Party. Nearly 200 employees, former employees and YAS supporters attended for a wonderful night of memories, dancing and lots of fun. We will continue to celebrate throughout the year with special events, BBQ’s and a few surprises!
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What's Cooking?
It's the food sector, particularly the area of food service! And that means that the industry needs more chefs and qualified food handlers.
According to Stats Canada, the food services and drinking places industry have edged ahead of the rest of the sectors as operating revenues reached $38.9 billion. Buoyed by the impressive results, food service contractors and the special food services segment of the industry (comprised of contractors, social caterers and mobile food services) are showing the most growth and are hiring more qualified food industry staff.
The profile of Canadian and International students attending a culinary arts school in Canada varies - ranging from high school graduates, to adults with a professional designation. All are looking for a career or a career change; each with a love for cooking and/or baking.
Statistics also show that stress is attacking the workplace at a horrendous rate with over 3.5 million Canadians suffering from severe stress and more than six in 10 Canadians reporting that they want out of the jobs they are in.
Many professionals are looking for a new career where they can enjoy what they do and feel less stressed. Cooking and all of the careers associated with the industry are becoming more attractive to both Canadians and those new to the country.
If you are thinking about entering the workforce or changing careers, consider the foodservice industry! Statistics from Canada Employment Centres and the Canadian Restaurant and Foodservice Association agree with Stats Canada and show that the hospitality industry is growing rapidly - and employers can't find the staff to fill positions.
The following are a just a few of the types of jobs that are in high demand right now:
Kitchen Helper - An entry-level kitchen position which can be obtained with little or no experience. This person will do tasks such as dishwashing, stocking shelves, preparing vegetables and cleaning. A good kitchen helper could be promoted to prep cook.
Prep Cook - This position will require minimal training (usually at a college or government funded facility). The prep cook will be responsible for getting the kitchen stations ready for cooking. It is important for the prep cook to know about safe food handling and practices. With some training, a prep cook could be promoted to cook status.
Cook - The cook is the person who prepares the food. Cooking requires skill, knowledge and training. The best cooks have a "cook's license" or Red Seal. Cooks will know about sanitation, nutrition, safe food handling, cooking methods and ingredients. Cooks can work their way up to the position of Chef.
Chef - The Chef is the manager of the kitchen and oversees the other kitchen staff (the brigade). A Chef will have extensive training and experience. Tasks will include hiring and training staff, ordering food and kitchen supplies, creating menus, maintaining costs according to budget and overall kitchen management. The best chefs will have their "certified chef de cuisine" diploma and are in high demand (they also make a lot of money!)
The greatest feature about the foodservice industry is the ongoing demand for employees which makes the job market very good. Other perks include free meals, flexible schedules and growth potential. Some of the things to keep in mind are long hours, possible nights and weekend shifts and fast-paced environments.
For those with a more entrepreneurial spirit, the food related job market has never been better. As shows on the Food Network continue to educate the public on new trends in eating, the desire to get involved continues to grow and tempt people to try their hand at an exciting new venture. Often, the people seeking an entrepreneurial career such as catering, personal chef, food writer or food photography are career change students. In fact, career change represents 60% of students attending Culinary Arts schools. Students with previous careers such as teachers, lawyers, nurses, accountants and others from the arts such as painters, florists and dancers all commence the professional programs with a love for cooking and/or baking.
It is truly amazing how the catering industry has really taken off, and with it - the number of catering requests that schools receive. The catering business is booming.
Provided by the Canadian Federation of Chefs and Cooks (CFCC), your local Service Canada Centre or Liaison College.
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Talent Intelligence Continues Global Expansion With New Toronto Office
TORONTO - Talent Intelligence, Inc., the leading global provider of leadership risk management solutions, announces today the Spring opening of their Toronto office. The new office is Talent Intelligence's first Canadian location and represents the organization's commitment to the Canadian corporate marketplace.
The Toronto office also provides Talent Intelligence the opportunity to continue building a successful network in support of their clientele engaged in the Canadian marketplace and the organization's Canadian-headquartered prospects.
"The Canadian marketplace provides us a great opportunity to continue our global growth," explains Talent Intelligence President North America, Craig Speed, "We have enjoyed great interest in our unique solutions from many leading Canadian organizations. Our new office allows us to better deploy our account management resources in support of our client partnerships."
Talent Intelligence's Toronto office is located at BCE Place, in the heart of Toronto's business district. The organization will be further supporting their clients by adding regional offices in New York, Palo Alto, CA and Miami in the coming months. The North American Headquarters and Research Center for Talent Intelligence is located in the John Hancock Center in Chicago.
Steven Meredith, SVP Operations of Talent Intelligence North America, comments, "Current talent challenges, including an ageing workforce, dearth of high-value technical talent and the myriad of issues facing Board Directors have created a great interest in our capabilities from some of Canada's largest organizations. This interest is fueled by the knowledge that the traditional methods of reactive talent identification no longer support the needs of today's global organization."
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Business Education Tax reduction a major victory for OCC
TORONTO - The provincial government has removed a significant barrier to economic development with 2007 announcement of the reduction in the Business Education Tax (BET) Rates by 2014.
"The reduction in BET Rates is a major win for businesses in Ontario and
will lead to increased productivity, job creation and output," explains Len
Crispino, President & CEO of the Ontario Chamber of Commerce (OCC). "Over
three hundred communities across this province will benefit from reduced
industrial and commercial tax rates totalling $540 Million, including such
places as Sault Ste Marie, Windsor and Northumberland County. This is a big
win for the Ontario Chamber of Commerce."
A reduction in the BET was part of comprehensive tax policy reform
recommended by the OCC.
"BET is the number one taxation issue for business in Ontario and today's
announcement represents a major victory for our members," adds Crispino.
"We'll work with the government towards a comprehensive tax policy reform to
further enhance our competitiveness in relation to our peer jurisdictions in
the US and overseas."
"We're pleased to see a commitment to a balanced budget but our
enthusiasm is tempered by the absence of a strategy to ensure sustainable
healthcare funding and a comprehensive transportation and infrastructure plan
for Ontario's future," adds Crispino.
The full OCC pre-budget submission to the Provincial Finance Minister can
be found on our website at www.occ.on.ca.
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HRPAO comments on the Ontario Government's decision to raise minimum wage to $10.25 per hour over 3 years
TORONTO - Ontario Finance Minister Greg Sorbara announced today, as part of the provincial budget, that the minimum wage will rise from the current $8.00 per hour to $8.75 in 2008, $9.50 in 2009 and $10.25 in 2010. This is up from $6.85 per hour in 2003, when the Liberals formed the current government.
The Human Resources Professionals Association of Ontario (HRPAO),
representing 16,000 HR professionals in 28 chapters across Ontario, issued the
following statement in response to today's minimum wage announcement:
<<
- We are pleased that the Government has phased in changes to the
minimum wage gradually, instead of raising it instantly as some had
suggested.
- Phasing in the change will give employers time to prepare and do the
appropriate business planning.
- Employers will have to consider how the increase in minimum wage will
impact the compensation of their other employees.
>>
As the thought leader in HR, HRPAO issued an informative "HR Brief"
today, which provides greater insight to the history of minimum wage
legislation in Ontario and its effect on the economy. The document can be
downloaded free of charge at www.hrpao.org/minimumwage.
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Replacement worker bill defeated
MONTREAL - The House of Commons has defeated Bill C-257, a proposed amendment to the Canada Labour Code that would have prohibited the use of replacement workers in the event of a work stoppage under federal labour jurisdiction. FETCO (Federally Regulated Employers - Transportation and Communications) supports this decision of the House.
Traditionally, significant amendments to the Canada Labour Code have only
been made after an impartial inquiry - at which all aspects of the issues
under examination are reviewed - and recommendations made that truly attempt
to reflect the public interest. This was not the case with Bill C-257 - this
was an effort to amend the Code to the benefit of only one party.
If Bill C-257 had passed the result would have been more work stoppages
and a reversion to the days when Parliament was repeatedly called on to end
strikes and lockouts harming Canadians and the Canadian economy. The federal
jurisdiction provides an essential service. This was clear from the recent
strike at CN where, even though the company remained in partial operation,
there was a significant adverse effect on the Canadian economy. If Bill C-257
had been passed federal employers would have been even more restricted in
providing services to the public in the event of a work stoppage.
The Code was last amended in 1999 after a report issued by the
three-person task force set-up to review the law. Acting on its report a
provision was enacted dealing with replacement workers, along with numerous
other changes. Since that time not once has legislation been required to end a
work stoppage.
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Three year wait time too long for low-wage earners
TORONTO - Organizers of the $10 Minimum Wage campaign have responded decisively to the leaked news about government plans to raise the minimum wage over three years.
"This will leave over a million people in Ontario at poverty wages long
into the future." said John Cartwright, President of the Toronto & York Region
Labour Council. "A three year wait time is far too long. Compared with the
eight days it took them to give MPP's a massive increase, this is simply
unacceptable."
Most low-wage earners are women or from racialized communities. Carolyn
Egan of the International Women's Day organizing committee, noted that "This
year thousands of women spoke out about the need to raise the minimum wage to
$10 immediately. Too many women are trying to make ends meet working two and
three jobs. Asking them to hold off for years is irresponsible."
"When you listen to young people's real life experience, they are very
clear that incomes are not enough to get ahead. On $8 an hour, they can't
afford even the most basic necessities" says Cynthia Dumont of West
Scarborough Community Centre.
More information on facts and figures regarding minimum wage, including
the actual results of increases, can be found at
http://www.labourcouncil.ca/background.html
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Survey Shows Administrative Staff Play Major Role in Executive Effectiveness
TORONTO - While administrative professionals often work behind the scenes, the significance of their contributions is front and centre for the executives they support. In a new survey, a large majority (84 per cent) of executives polled said their administrative assistant is important to their success.
The survey was developed by OfficeTeam, a leading staffing service
specializing in the placement of highly skilled administrative professionals.
It was conducted by an independent research firm and includes responses from
100 senior Canadian executives.
Executives were asked, "How important is your administrative assistant's
role to your success?" Their responses:
Very important................. 52%
Somewhat important............. 32%
Somewhat unimportant........... 7%
Very unimportant............... 1%
Don't know/no answer........... 8%
100%
"Behind every successful business leader is an outstanding assistant,"
said Diane Domeyer, executive director of OfficeTeam. "Administrative support
roles are expanding, and managers now rely on their assistants more than ever
for project management, research and budgeting tasks, in addition to their
traditional responsibilities."
With Administrative Professionals Week (APW) approaching (April 22-28),
managers should start planning how they will acknowledge the contributions of
support staff. "The most effective forms of recognition - such as the chance
to attend a professional conference or seminar, or recognition in front of
managers and colleagues - have a lasting impact," Domeyer said.
OfficeTeam and the International Association of Administrative
Professionals recently conducted a separate survey of more than
300 administrative professionals to determine how they have been recognized
during past APW celebrations. Here are a few examples:
- "My boss acknowledged my contribution through a company announcement
and reimbursed me for a professional development seminar and dinner."
- "There was a huge banner and all kinds of presents in my office."
- "My manager nominated me for the administrative professional of the
year award."
- "My company provided financial support for my education."
- "My manager stood up at an APW event to tell everyone how important
administrative professionals are to the company."
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FEDERAL BUDGET 2007: A BUDGET FOR THE AGES
Phased retirement: the budget addresses the shortage of labour by introducing incentives for older workers to stay on the job longer. Improvements have also been proposed to the Temporary Foreign Worker Program to respond to regional labour and skills shortages.
Increased age limits for maturing RRSPs and registered pension plans: individuals are afforded more opportunity to manage their retirement savings.
Pension income splitting: these measures may reduce income tax for retired couples receiving pension income, as well as introduce new opportunities for tax planning.
Funding for cervical cancer vaccine: new funding could lead to the addition of the HPV vaccine under provincial drug formularies and coverage under the provinces' immunization programs. This proposal could reduce the claims experience of the 20% of Canadian employers that currently cover the vaccine under their employee drug plans.
Full Advisory
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Right Management Promotes Paul Straub To Senior Vice President, Global Finance
Philadelphia – Paul Straub has been promoted to Senior Vice President, Global Finance for Right Management, the world's leading provider of integrated consulting solutions across the employment lifecycle.
In his previous role as Senior Vice President of Finance and Operations for the Americas, Straub directed all financial affairs and supported the daily business operations of the 114 locations within the Americas Group. He was successful in implementing multi-million dollar cost savings plan from 2004 to 2006, and provided management oversight to Right Management’s home-based transition model.
Prior to the Americas role, Straub was Right Management’s Senior Vice President and Corporate Controller. Within this position, Straub was responsible for the execution and integration of numerous acquisitions, including the largest deal in the history of Right Management of a firm with revenues over $100 million and operations in 13 countries. Additionally, he directed the company’s adherence to accounting policies and procedures during a period of record revenue and profit growth.
Straub received his Bachelor of Science in Accounting from the University of Delaware.
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Monster Employment Index Canada Declines in February: Only cities to post gains for the month were Vancouver and Winnipeg in the West and Kitchener, Ont.
- Index dips six points in February and now sits at 141
- Online demand declines in 10 of 13 cities, six of 10 provinces tracked
by Index
- Weaker demand seen for workers in sales and service jobs,
manufacturing, financial occupations
MONTREAL - The Monster Employment Index Canada declined by six points in February to end the month at 141 points. Weaker demand for workers in occupations such as sales and service, manufacturing, finance and natural and applied sciences contributed to the online recruiting decrease as tracked by the Index.
Despite the monthly decline, the Monster Employment Index Canada remained
at 36 points, 34 percent higher than it was at the same time last year.
"After January's impressive results, online demand among Canadian
employers dipped in February, yet the level of activity overall remains
significantly higher than it was one year earlier," said Gabriel Bouchard,
vice president and general manager of Monster Canada. "Leading the downturn in
February were sectors such as sales, manufacturing and finance, while online
recruitment remained robust in other areas, including healthcare and trades
and transportation jobs."
Online Demand Declines in Six of 10 Occupational Categories
Online demand for workers decreased during February in six of the 10 job
classifications tracked by the Index, with the largest declines in online
recruiting reported in natural and applied sciences, sales and service, and
manufacturing jobs.
Demand in sales and service occupations declined by 16 points last month
amid weaker demand for workers in retail sales jobs as well as in the
hospitality/tourism, restaurant and food service sectors.
Online job demand in the manufacturing field declined by nine points in
February, while demand fell by seven points in the natural and applied
sciences sector, which includes IT, computer engineering and computer services
occupations. Demand was also weaker in management jobs last month, with the
index for that category dropping by three points.
The largest increase in online job demand during February was seen in
social science, education and government service jobs, with that category
gaining 28 points overall last month.
Online job demand also increased in the health care field, rising three
points, reflecting stronger demand for workers in nursing and personalized
services jobs. Demand also increased in the trades and transportation sector,
rising two points amid stronger demand for workers in construction,
transportation and warehousing jobs.
Six of 10 Provinces Post Declines During February
During February, online recruitment activity declined in six of the 10
provinces tracked by the Index. Tied for the largest drop, Alberta and Ontario
both registered twelve-point decreases in online job demand.
Ontario's 12-point loss and Quebec's 10-point loss can be attributed to
sharp decreases in demand for workers in sales and services; and natural and
applied science, which includes IT, computer services and engineering as well
as business, finance and administrative occupations.
In Western Canada, online recruitment increased two points in British
Columbia, while Manitoba held steady with no change, Saskatchewan lost 10
points, and Alberta fell by 12. The Index for Saskatchewan, at 96 points,
dipped below its February 2006 level amid decreased demand for workers in
business, finance and administrative occupations; healthcare; and sales and
services. Alberta saw dramatic decreases in online demand for workers in
trades and transportation, business and finance, natural and applied sciences,
and sales.
Turning to Atlantic Canada, Prince Edward Island and New Brunswick posted
strong increases. Nova Scotia, down 15 points, and Newfoundland and Labrador
lost ground amid decreased online job demand for workers in social sciences,
education and government services; healthcare services; and, natural and
applied sciences.
Ten Cities Tracked by Index Lose Ground - Just Three Post Increases
A total of 10 Census Metropolitan Areas tracked by the Monster Employment
Index Canada registered weaker online recruitment activity last month. The
only cities to post gains for the month were Vancouver and Winnipeg in the
West and Kitchener, Ont.
In Ontario, online demand in Toronto declined by nine points in February,
while Ottawa-Gatineau declined by six points and Hamilton lost six points.
Kitchener, meanwhile, climbed by nine points amid stronger demand for workers
in business, finance and administrative jobs.
In Quebec, online demand declined by nine points both in Montreal and in
Quebec City.
In Western Canada, Vancouver saw online job demand increase by three
points and Winnipeg was up by four points but demand dropped by 14 points in
Regina, 13 points in Edmonton, 12 points in Saskatoon and 10 points in
Calgary.
In Eastern Canada, online job demand sank by 14 points in Halifax.
|
Eagle Ranks 11th on Branham's Top 25 Canadian IT Services!
IT Staffing Company Also Ranks #46 on the Top 250 Canadian Technology Companies
OTTAWA - Eagle is pleased to announce this year's ranking of number 11 on the Branham 300 "Top 25 Canadian IT Services Companies", up from last year's 12th place ranking. The rankings were released in the March/April issue of Backbone Magazine and distributed through the Globe and Mail. Revenue from 2006 of $98 million secured this 11th place ranking. Eagle is also ranked 46th on the Top 250 Canadian Technology Companies, a list that was first introduced three years ago.
"We are very pleased to be once again recognized on the Branham list," said Kevin Dee, Eagle's CEO. "Up from 12th place, Eagle continues to prove its stability and success within the market which can be attributed to our ability to effectively and consistently deliver quality resources to our clients."
Now in its 14th year, the Branham Group's Branham300 highlights top Canadian IT companies. Companies are ranked by annual revenue. In addition, each company must meet three of the following four criteria: it must have its origin in Canada and continue to maintain its headquarters here; more than 50% of its employees must be situated in Canada; the company's corporate direction must be established in Canada; and, more than 50% of its research and development must take place in Canada.
|
UPBEAT HIRING CLIMATE EXPECTED FOR KITCHENER/CAMBRIDGE AREA
Kitchener – Kitchener and Cambridge area employers expect a steady hiring pace for the second quarter of 2007, according to the latest Manpower Employment Outlook Survey released March 13.
Survey data shows that 24 per cent of employers plan to hire for the upcoming quarter (April to June), while five per cent plan to reduce their workforce, stated Brooke Worthman of Manpower’s Kitchener office. Another 66 per cent of the city’s employers expect to maintain their current staffing levels and five per cent are unsure of their staffing intentions.
“The area’s second quarter Net Employment Outlook of 19 per cent is a decrease from the same time last year when the Outlook was 31 per cent,” said Worthman. “It is a considerable increase from the previous three months, when the Net Employment Outlook was -18 per cent, indicating a favorable second quarter to 2007.”
“Western Canada is again reporting the most robust Net Employment Outlook at 39 per cent,” said Lori Rogers, VP of Operations for Manpower Canada. “They are followed by Atlantic Canada with a Net Employment Outlook of 30 per cent and Ontario with a Net Employment Outlook of 23 per cent. Quebec is expecting a steady three months with a Net Employment Outlook of 12 per cent.”
“Employers are telling us that over the next three months they will continue to add to their payrolls at a high rate,” Rogers adds. “These are positive figures for Q2 and a good indication that the job market remains strong.”
|
Majority of Canadians support $10.00 an hour minimum wage
OTTAWA - A recent national poll found that three in four Canadians think the minimum wage should be increased to at least $10.00 an hour. "The average minimum wage in Canada is currently less than $7.60, which would put a single individual who works full time under the poverty line," said Canadian Union of Public Employees - CUPE, National President Paul Moist.
According to the Vector(TM) poll 74% of respondents favoured raising the
minimum wage to $10 an hour after hearing arguments for and against it. "This
certainly reflects what I am hearing from people across the country. Canadians
understand that there is something wrong when you work full time and still
find yourself living in poverty," Moist said.
"This is an issue of fairness for all of us - families, employers,
communities. Not surprisingly, low wages are one of the reasons behind
Canada's 18 per cent rate of child and family poverty. One- third of low
income children live in families in which at least one parent works full time
all year but still cannot climb out of poverty," said Laurel Rothman, National
Coordinator of Campaign 2000, a cross-Canada coalition advocating to end child
and family poverty.
A solid majority of Canadians polled in every region and from all walks
of life support the increase.
The recent report on federal labour standards addressed the issue of a
federal minimum wage and stated, 'this is an issue of fundamental decency that
no modern, prosperous country like Canada can ignore'.
"Prime Minister Harper must take the initiative and show leadership to
combat poverty and economic insecurity for Canadian families at home and
re-introduce a federal minimum wage at - $10.00 an hour. Provinces must also
move forward to increase their minimum wages to similar levels," concluded
Moist.
|
Increased financial hiring anticipated in second quarter
TORONTO - Chief financial officers (CFOs) expect increased hiring activity in the second quarter, according to the Robert Half Financial Hiring Index. Seventeen per cent of executives polled anticipate bringing in full-time employees and 3 per cent plan reductions in personnel. The net 14 per cent increase is up 12 points from the first-quarter forecast. Seventy-nine per cent of CFOs who will be hiring said business growth is the driver.
The poll includes responses from more than 270 CFOs from a stratified
random sample of Canadian companies with 20 or more employees. It was
conducted by an independent research firm and developed by Robert Half
International, the world's largest staffing services firm specializing in
accounting, finance and information technology.
"Business expansion and compliance initiatives continue to drive the
demand for accounting and finance professionals," said David King, executive
vice-president of Robert Half International.
King added, "The competition for top talent is intense. Candidates with
in demand specialities and industry related experience are highly sought after
and are often inundated with multiple offers."
Accounting and Financial Hiring - By Industry
Among industries, executives in the transportation sector are most
optimistic about hiring. Thirty-five per cent of CFOs in this industry
anticipate bringing in full-time accounting and finance employees in the
second quarter and none expect to reduce personnel levels.
Hiring activity in retail is expected to outpace other industry
projections as well; a net 30 per cent of respondents from this sector plan to
expand their teams. The business services sector is also forecast to see
above-average hiring activity, with a net 25 per cent of executives
anticipating staff additions during the second quarter.
|
Manpower Employment Outlook Survey Predicts a Steady Hiring Climate in Canada for the Second Quarter of 2007
Toronto – Canadian employers expect a steady hiring climate for the April to June period of 2007 according to the latest results of the Manpower Employment Outlook Survey released March 13, 2007, is the most extensive, forward-looking employment survey in the world.
The survey of more than 1,700 Canadian employers reveals that 30 per cent plan to increase their payrolls in the next three months while five per cent anticipate cutbacks for a Net Employment Outlook of 25 per cent. Of those polled, 63 per cent expect no changes and two per cent are unsure of their staffing intentions.
“Employers are telling us that over the next three months they will continue to add to their payrolls at a steady rate,” said Lori Rogers, VP of Operations for Manpower Canada. “The Q2 seasonally adjusted datais a good indication that the Canadian job market will remain favorable.”
“Western Canada employers are again reporting the most robust Net Employment Outlook at 39 per cent,” Rogers adds. “They are followed by those in Atlantic Canada with a Net Employment Outlook of 30 per cent and Ontario with a Net Employment Outlook of 23 per cent. Quebec is expecting a steady three months with a Net Employment Outlook of 12 per cent.”
Of the 10 surveyed sectors, employers in the Mining sector report the most brisk results with a Net Employment Outlook of 34 per cent. Employers in the Construction and Public Administration sectors anticipate a strong three-month period with respective Net Employment Outlooks of 28 per cent and 26 per cent once seasonal variations are removed.
Public Administration
Public Administration sector employers predict an active hiring climate with a Net Employment Outlook of 26 per cent. Hiring expectations remained consistent from the previous quarter and decreased by two per cent compared to this same time last year.
Services
Employers in the Services sector expect a strong hiring climate for the upcoming quarter with a seasonally adjusted Net Employment Outlook of 21 per cent. This is a decrease of five per cent from the previous quarter when the Net Employment Outlook was 26 per cent and a decrease of two per cent from this same time last year.
Transportation & Public Utilities
Employers in the Transportation & Public Utilities sector predict a healthy outlook with a seasonally adjusted Net Employment Outlook of 22 per cent. Hiring expectations increased by five per cent from the previous quarter and an increase of one per cent from last year at this time.
Wholesale & Retail Trades
Employers in the Wholesale & Retail Trade sector project an upbeat staffing picture for the second quarter of 2007 with a Net Employment Outlook of 15 per cent. Results for the sector decreased from last quarter by three per cent and also decreased 12 per cent compared to this time last year.
|
Global Pay Gap For Managers Closes
“The pay gap between professional staff and managers employed in emerging economies in Asia and Eastern and Central Europe and those working in the developed world is narrowing rapidly after taking into account inflation, according to a study to be released March 12, 2007.
Forecasts of wage in-creases in more than 50 countries, published by
consultants Hay Group, reveal that real pay is predicted to race ahead in
Asia and Eastern Europe this year compared with the ‘developed old
economies.’ Faster wage growth reflects ‘the wealth creation being
generated by rapid economic acceleration in China, India, the former
eastern bloc and the Baltic states,’ says Hay. …
Extremely high pay rises in India also look set to continue, with real
earnings of senior managers forecast to rise by 6.9 per cent, it says.
Real pay in Eastern Europe is rising ‘at a rate far above that in the
west.’ Scott Marlowe, General Manager for Hay in the Czech Republic, says:
‘The lower cost of living in the East means that as the management pay gap
closes, senior managers in Eastern Europe enjoy a significantly greater
purchasing power than those in the west - ultimately making them better
off.’ Salary increases in Western Europe are forecast to be ‘much more
moderate.’” [The Financial Times (UK, 03/12)/Factiva]
|
CIOs project active hiring in second quarter
TORONTO - Nineteen per cent of chief information officers (CIOs) interviewed for the Robert Half Technology IT Hiring Index and Skills Report plan to add full-time information technology (IT) staff in the second quarter, while 2 per cent anticipate personnel reductions. The net 17 per cent hiring increase is the second highest since the first quarter of 2005.
The poll includes responses from more than 270 CIOs from a stratified
random sample of Canadian companies with 100 or more employees. It was
conducted by an independent research firm and developed by Robert Half
Technology, a leading provider of IT professionals on a project and full-time
basis.
Key Findings
- CIOs cited business growth as the top factor driving IT hiring for
the fifth consecutive quarter.
- Network administration (Cisco, Nortel, Novell) and Windows
administration (Server 2000/2003) skills are in greatest demand.
- Technology executives at the largest firms (1,000 or more employees)
will be most active, with a net 45 per cent increase in hiring
activity forecast.
"Companies are investing more in information technology to meet the
demands of ongoing business expansion," said Sandra Lavoy, a vice-president
with Robert Half Technology.
"The shortage of skilled IT professionals has lead companies to
re-evaluate their hiring processes," Lavoy added. "To recruit top talent,
companies are offering more robust compensation packages and expediting their
time to hire to ensure candidates are not lost to competing offers."
Among CIOs who expect to hire, 40 per cent said business growth or
expansion was the primary reason, followed by 19 per cent who cited system
upgrades. The installation or development of new enterprisewide applications
was named by 11 per cent of respondents as the chief reason for IT hiring
increases.
Skills in Demand
Network administration (Cisco, Nortel, Novell) and Microsoft Windows
administration (Server 2000/2003) were tied as the skill sets most in demand,
according to CIOs surveyed. Each specialty was respectively indicated by
73 per cent of respondents. These specialties were followed by database
management (Oracle, SQL Server, DB2), which was mentioned by 60 per cent of
those surveyed. (Note: CIOs surveyed were allowed multiple responses.)
Industries Hiring
The finance industry led all business sectors with 42 per cent of CIOs
expecting to add personnel and none projecting staff reductions. IT executives
in the manufacturing sector also forecast solid hiring increases, with 24 per
cent planning personnel additions and 1 per cent expecting staff reductions,
for a net 23 per cent hiring increase.
|
Canadians Feel Pressure to Stay Young on the Job
Monster.ca poll finds most Canadians feel some workplace bias concerning
age, and almost half would consider cosmetic surgery to advance a career
TORONTO - The vast majority of Canadians say they believe that a bias related to age exists in their workplace, according to a new poll. And nearly half also believe that plastic surgery or cosmetic dental work would definitely help them advance their careers.
Nearly 80 per cent of Canadians who participated in a recent online poll
at Monster.ca said ageism - a bias based on age - exists in their workplace to
some degree.
The poll asked respondents whether they feel ageism exists in their
workplace. Sixty-three per cent agreed that "age was obviously a factor" when
candidates are considered for job openings. Another 17% said they believe that
their employer prefers workers "in a certain age bracket."
Only 19 per cent of the 2,133 Canadians polled - or just one in five -
said they believe that "people of all ages" are considered for job openings in
their workplace.
Meanwhile, in a separate Monster.ca poll of 4,397 Canadians on the topic
of improving their appearance to get ahead, 47% said that they definitely
believe plastic surgery or cosmetic dental work would help advance their
career. About 38% disagreed, while 14% said they were unsure.
"Today many Canadian employers are looking to help ease the labour
shortage," said Gabriel Bouchard, vice president and general manager, Monster
Canada. "And while employers are looking for new ways to keep baby boomers in
the workplace, it is interesting to note that many Canadians feel some kind of
age bias at work, with a person's age being viewed as a factor in their
employability."
"As our workforce continues to age, it will be interesting to see how
attitudes change to perhaps favor older workers for their skills and
experience," Bouchard added.
|
Labour productivity increases and growth slows - spinning wheels?
Fourth quarter 2006 and annual 2006
Productivity in Canadian businesses increased 0.3% between October and December, after a weak performance over the two preceding quarters. This reflected a slight slowdown in growth in gross domestic product (GDP) and a more noticeable slowdown in the growth in hours worked. Productivity improves when the GDP increases more than hours worked.
With the depreciation in the Canadian dollar, unit labour costs expressed in US dollars were down in the fourth quarter for the first time in six quarters. This allowed Canadian businesses to recover some of the competitiveness they had lost in relation to their US counterparts starting in the third quarter of 2005.
Annual productivity growth reached 1.2% for 2006 as a whole, lower than the 2.1% recorded in 2005. This moderate gain in productivity can largely be attributed to the slowdown in productivity growth in the goods sector, while the services sector (mainly wholesale and retail trade) made a more positive contribution.
In particular, shortages of skilled labour in the West contributed to the productivity slowdown; and developments associated with activity in Alberta's tar sands, which resulted in strong growth in the volume of hours worked without yet generating commensurate increases in production (see The Daily, February 23, 2007).
Fourth quarter 2006 - Canada and US productivity advances at the same pace
Productivity advanced a modest 0.3% in both Canada and the United States during the last quarter of 2006.
Canadian business sector real GDP grew 0.3% in the fourth quarter, a slightly slower pace of growth than in the previous two quarters. GDP had posted a strong increase of 1.0% in the first quarter and then slowed to 0.4% in the second quarter and 0.5% in the third quarter of 2006.
On the labour market front, hours worked in Canadian companies edged up 0.1% in the fourth quarter, while employment rose by 0.8%. Hours worked grew less than employment because of a decline in hours worked per job. A large part of this decline came from a relatively higher growth in the number of part-time jobs, a decline in overtime hours and the unusual storms in British Columbia.
Growth in US business sector real GDP accelerated slightly to 0.6% in the fourth quarter, reflecting the strong rise in consumer spending and the downturn in imports. Stronger exports also contributed to the growth in the US GDP in the last quarter of 2006. GDP growth in the fourth quarter followed gains of 0.5% in the third quarter and 0.7% in the second.
Hours worked in American businesses increased 0.3% in the fourth quarter, down from 0.6% in the previous quarter.
Unit labour cost continue to increase
Unit labour cost, salary costs and benefits of workers per unit of economic production, rose more quickly in the United States than in Canada in the fourth quarter, when measured in their respective national currencies.
Without taking the exchange rate into account, unit labour costs in Canadian businesses accelerated in the latter half of 2006, by 0.7% in the third and 1.1% in the fourth quarter. US businesses saw their unit labour costs jump to 1.6% in the fourth quarter, a large increase compared to the two previous quarters.
The competitive position was even more favourable for Canadian businesses in the fourth quarter when the unit cost of labour is adjusted for the exchange rate. In the fourth quarter, the Canadian dollar depreciated by 1.6% against the US dollar. This depreciation resulted in a 0.5% decline in Canadian unit labour costs, expressed in American dollars.
Year 2006 in review - Productivity slows on both sides of the border
Productivity in Canada was up 1.2% in 2006. This growth was considerably above the levels in 2003 (+0.0%) and 2004 (+0.3%), but below the level in 2005 (+2.1%). Canadian productivity growth rates over the last four years have fluctuated considerably.
In comparison, annual productivity growth in the United States was 1.7% in 2006, continuing the slowdown since the 4.1% peak recorded in 2002.
In 2005, Canada had closed the gap in productivity growth with the United States, bringing its annual growth to 2.1%. The gap re-emerged in 2006 because of differences in GDP growth. The growth in business sector real GDP decelerated to 2.7% in 2006 from 3.0% in 2005. Meanwhile, south of the border, business sector production climbed 3.8% in 2006 from 3.7% in 2005.
In contrast, growth in hours worked accelerated in both countries by the same amount. In Canada, hours worked growth increased to 1.5% from 1.0% in 2005 while, in the United States, hours worked growth increased to 2.1% from 1.6%.
From an employment standpoint, the growth in employment in Canada in 2006 was highly concentrated in full-time work. The volume of hours worked and the number of jobs in Canadian businesses rose at the same pace (+1.5%). In contrast, the volume of hours worked increased by 1.0% in 2005, much less than the 1.8% growth in the number of jobs.
In 2006, the volume of hours worked in American businesses increased by 2.1% from 1.6% in 2005. This is the second year in a row that hours worked in the United States grew more than in Canada. Prior to 2005, the growth in Canadian hours worked had been larger than in the United States every year since 1997.
In 2006, the tightening of the labour market in Canada, particularly in the western part of the country, led to an increase in the escalation of hourly compensation growth for a second consecutive year. The latter was up by 3.8% in 2006 compared with 4.4% in 2005, more than the 2.6% average observed between 2001 and 2004.
This stronger growth in hourly compensation, combined with productivity gains of 1.2%, led to a 2.6% increase in the unit labour costs of Canadian businesses in 2006. The increase in 2006 was the largest since 2001, when this indicator posted 3.0% growth. Unit labour cost has been increasing steadily since 2004.
In the United States, unit labour cost has also been increasing steadily since 2004. Prior to 2006, unit labour cost increases in the US were less than in Canada. From 2006, they exceeded the increases experienced in the Canadian economy, when each are measured in their respective currencies. However, when measured in US dollars, the annual growth of unit labour costs in Canada have been close to 10% since 2004, far exceeding the US experience.
| Business sector: Labour productivity and related variables for Canada and the United States |
| |
Fourth quarter 2004 |
First quarter 2005 |
Second quarter 2005 |
Third quarter 2005 |
Fourth quarter 2005 |
First quarter 2006 |
Second quarter 2006 |
Third quarter 2006 |
Fourth quarter 2006 |
| |
% change from previous quarter, seasonally adjusted |
| Canada |
|
|
|
|
|
|
|
|
|
| Labour productivity |
0.5 |
0.5 |
0.5 |
1.0 |
0.3 |
0.4 |
-0.3 |
0.0 |
0.3 |
| Real GDP |
0.5 |
0.7 |
0.8 |
0.9 |
0.6 |
1.0 |
0.4 |
0.5 |
0.3 |
| Hours worked |
-0.1 |
0.2 |
0.3 |
-0.1 |
0.3 |
0.5 |
0.7 |
0.5 |
0.1 |
| Hourly compensation |
0.8 |
0.9 |
1.2 |
2.2 |
0.9 |
0.8 |
0.2 |
0.7 |
1.4 |
| Unit labour cost |
0.3 |
0.4 |
0.7 |
1.2 |
0.5 |
0.3 |
0.5 |
0.7 |
1.1 |
| Exchange rate1 |
-6.6 |
0.5 |
1.4 |
-3.3 |
-2.4 |
-1.5 |
-2.8 |
-0.1 |
1.6 |
| Unit labour cost in US$ |
7.4 |
-0.1 |
-0.7 |
4.8 |
3.0 |
1.9 |
3.4 |
0.8 |
-0.5 |
| United States2 |
|
|
|
|
|
|
|
|
|
| Labour productivity |
0.4 |
0.8 |
0.1 |
1.0 |
-0.1 |
1.0 |
0.2 |
-0.1 |
0.3 |
| Real GDP |
0.6 |
1.0 |
1.0 |
1.2 |
0.5 |
1.6 |
0.7 |
0.5 |
0.6 |
| Hours worked |
0.3 |
0.2 |
0.9 |
0.2 |
0.5 |
0.7 |
0.4 |
0.6 |
0.3 |
| Hourly compensation |
1.6 |
1.1 |
0.1 |
1.8 |
0.6 |
3.1 |
-0.4 |
0.2 |
1.9 |
| Unit labour cost |
1.2 |
0.2 |
-0.1 |
0.8 |
0.7 |
2.1 |
-0.6 |
0.2 |
1.6 |
| |
2002 |
2003 |
2004 |
2005 |
2006 |
First quarter 2006 |
Second quarter 2006 |
Third quarter 2006 |
Fourth quarter 2006 |
| |
% change from the previous year |
% change from same quarter of previous year, seasonally adjusted |
| Canada |
|
|
|
|
|
|
|
|
|
| Labour productivity |
1.4 |
0.0 |
0.3 |
2.1 |
1.2 |
2.3 |
1.5 |
0.5 |
0.4 |
| Real GDP |
3.1 |
1.4 |
3.3 |
3.0 |
2.7 |
3.2 |
2.9 |
2.5 |
2.2 |
| Hours worked |
1.6 |
1.4 |
2.9 |
1.0 |
1.5 |
0.9 |
1.4 |
2.0 |
1.8 |
| Hourly compensation |
1.5 |
2.5 |
2.2 |
4.4 |
3.8 |
5.2 |
4.2 |
2.6 |
3.2 |
| Unit labour cost |
0.1 |
2.4 |
1.9 |
2.3 |
2.6 |
2.9 |
2.7 |
2.1 |
2.7 |
| Exchange rate |
1.3 |
-10.8 |
-7.1 |
-6.9 |
-6.4 |
-5.9 |
-9.7 |
-6.7 |
-2.8 |
| Unit labour cost in US dollars |
-1.4 |
15.1 |
9.6 |
9.6 |
9.6 |
9.2 |
13.8 |
9.5 |
5.8 |
| United States2 |
|
|
|
|
|
|
|
|
|
| Labour productivity |
4.1 |
3.8 |
3.1 |
2.1 |
1.7 |
2.1 |
2.2 |
1.1 |
1.4 |
| Real GDP |
1.5 |
3.1 |
4.4 |
3.7 |
3.8 |
4.4 |
4.0 |
3.3 |
3.4 |
| Hours worked |
-2.5 |
-0.7 |
1.3 |
1.6 |
2.1 |
2.3 |
1.8 |
2.2 |
2.1 |
| Hourly compensation |
3.5 |
4.1 |
3.8 |
4.2 |
4.8 |
5.7 |
5.2 |
3.6 |
4.8 |
| Unit labour cost |
-0.5 |
0.2 |
0.7 |
2.0 |
3.1 |
3.5 |
2.9 |
2.5 |
3.4 |
| 1. | The exchange rate corresponds to the US dollar value expressed in Canadian dollars. |
| 2. | US data are from Bureau of Labor Statistics, Productivity and costs: Fourth quarter 2006 published in NEWS, March 6. |
|
Note to readers
This release contains a brief analysis of detailed data on labour productivity growth and other related variables. A more thorough analysis, including additional charts and tables, is available in the Canadian Economic Accounts Quarterly Review. The analysis by industry will be published in The Daily on March 16.
The term "productivity" herein refers to labour productivity. Calculations of the productivity growth rate and its related variables are based on index numbers rounded to one decimal place.
For more information about the productivity program, see the new National economic accounts module accessible from the home page of our website. You can also order a copy of a technical note about the quarterly estimates of productivity by sending an email to (productivity.measures@statcan.ca).
Revisions
With this release, Canadian revisions have been made back to the first quarter of 2006. In the United States, the Bureau of Labor Statistics has revised its data back to 2002.
|
International Women day protestors demand $10 per hour minumum wage now
29th Annual Toronto International Women's Day March & Rally - March 10,
2007
TORONTO - On, Saturday, March 10, thousands of women, men and children poured into the streets of Toronto's downtown and marched and celebrated International Women's Day (IWD) to call attention to the plight of unfair minimum wages in Ontario and throughout Canada; to help stop violence against women; to demand all wars cease; and to insist that a national, subsidised child care program is reinstated.
"International Women's Day celebrates the victories we have won as the
women's movement - a diverse movement, loud and strong - however we are also
raising our voices on the streets of Toronto demanding this government raise
the minimum wage to $10 per hour now and begin to address women's poverty,"
says Judy Vashti Persad from Women Working with Immigrant Women and the
Toronto IWD Organizing Committee.
"Today, violence against women is still very much with us, at every level
of our lives; from domestic violence to the violence of poverty to the
international backdrop of war. And yet women continue to lead struggles
against all these forms of violence, in the women's movement, in trade unions,
and in the anti-war movement," states Chantal Sundaram, a Toronto-based
activist and member of the Toronto IWD Organizing Committee.
Sundaram adds, "We raise a vision of a better world, where resources are
not squandered on war but invested in things like a National Childcare Program
that could take the pressure off women and families trapped in a cycle of
poverty. International Women's Day gives expression to all of these struggles,
against the violence generated by inequality and for the positive alternatives
that lie within our grasp."
The largest IWD gathering in Canada is organized by Women Working with
Immigrant Women and the IWD Toronto March & Rally Committee. The 29th Annual
Toronto IWD March & Rally is supported by hundreds of women's groups,
community organizations, peace activists, labour unions - and thousands of
citizens from all walks of life calling for a society free of inequality,
injustice, violence and war.
|
Labour Force Edges up Slightly in February 2007
Estimates from Statistics Canada's Labour Force Survey show little overall change in the labour market in February as employment edged up slightly (+14,000). The unemployment rate dipped 0.1 percentage points to 6.1%. Employment has been on an upward trend since August 2006 with average monthly gains of 42,000.
There were an estimated 392,000 more people working in February compared to a year ago, an increase of 2.4%. Most of the gain over the past 12 months has been in full-time employment. However, since October 2006, part-time employment has also picked up strength.
Youths were the only group with a significant increase in February as employment among both adult men and women was little changed.
The service sector continued to generate employment in February, while fewer people worked in the goods sector, the result of employment losses mainly in manufacturing and agriculture.
Manufacturing employment fell in February following six months of little change. February's losses were primarily in Quebec.
While employment was little changed in February, a long term trend that continues to hold is robust employment growth in Canada's three westernmost provinces. Since February 2006, growth in Saskatchewan, Alberta, and British Columbia has exceeded the national growth rate of 2.4%. This is in contrast to Central Canada where employment gains in both Quebec and Ontario have been more restrained with growth below the national average.
Both British Columbia and New Brunswick hit new record-low unemployment rates in February.
More people working in services
In February, employment in the service sector rose by an estimated 49,000. This sector continued to drive employment growth in Central and Eastern Canada over the past 12 months, while growth in the goods sector spurred gains in the West.
Service-sector gains in February were in finance, insurance, real estate and leasing (+18,000) with the largest increases in Quebec and Ontario. Compared to February of last year, employment in this industry is up 4.8%.
The strong upward trend in health care and social assistance observed over the past 12 months continued in February (+16,000). This brings total gains from a year ago to 110,000 (+6.3%), with growth spread across most provinces.
The number of people working in transportation and warehousing also rose in February, up 17,000, mainly in Ontario and British Columbia.
Losses in the goods-producing sector
While there was added employment in services, the goods-producing sector stumbled in February, mainly due to declines in manufacturing and agriculture.
There were manufacturing declines in Quebec (-33,000) and Alberta (-6,000) in February. The recent strike by Canadian National Railway workers may have led some manufacturers and support industries to scale back production. Despite February's decline, factory employment increased by an estimated 25,000 in Alberta from a year ago. Over the same period, manufacturing employment also increased by 10,000 in Manitoba. More recently, British Columbia has also added employment in manufacturing, with gains since last September totalling 15,000.
Agriculture also lost ground in February with an estimated 16,000 fewer people reporting this industry as their main source of employment.
While overall employment growth in the goods sector has been dampened by declines in manufacturing, there has been added employment in both natural resources (+11.5%) and construction (+4.0%) over the past 12 months. This is mostly due to strength in Alberta and British Columbia.
Atlantic Canada gains while the West holds its ground
In February, employment in Newfoundland and Labrador rose by an estimated 2,500, pushing the unemployment rate down 1.1 percentage points to 14.3%. Gains earlier in 2006 more than offset declines later in the year, leaving employment 9,000 above the level observed at the start of 2006.
Employment also rose by 2,500 in New Brunswick, bringing gains since last September, when the current upward trend began in the province, to 10,000. The increase over this period has been predominantly in the goods-producing sector. There have also been increases in health care and social assistance. The combined effect of more employment in February along with fewer people in the labour force pushed the unemployment rate down 1.2 percentage points to 6.9%, setting a 31-year low. The proportion of the population aged 15 and over who were employed rose by 0.4 percentage points to 58.8% in February, matching the record high set last year.
Despite little employment change in February, the trend in Canada's three westernmost provinces has been strong. Since February 2006, employment growth in Saskatchewan, Alberta, and British Columbia has been well above the national growth rate of 2.4% and their respective unemployment rates remain the lowest in Canada. While most of the employment growth in the West has been in the goods sector, Saskatchewan's gains were predominantly in the service sector.
In Alberta, the continued abundance of employment opportunities has resulted in a new record high employment rate in February (71.6%). Similarly, British Columbia's employment rate maintained its record high (63.5%), while the unemployment rate hit a new record low of 4.0% in February.
Overall employment remained little changed in Quebec in February as gains in construction; finance, insurance, real estate and leasing; as well as business, building and other support services were offset by large losses in manufacturing. Over the past 12 months, there have been decreases in paper, primary metal and non-metallic mineral products, plastic and rubber products, as well as in clothing manufacturing. Compared to a year ago, overall employment in the province is up 1.3% (+50,000). The unemployment rate was little changed in February at 7.8%.
Similar to Quebec, the trend in Ontario over the past 12 months is also one of slower growth than the national average with employment in the province up only 1.9% (+125,000). Growth over the past year has been stronger in part-time than in full-time employment. Although the number of factory workers held steady in February, compared to 12 months ago, employment in manufacturing is down 5.1% with the largest losses in motor vehicles and parts, primary metal and fabricated metal products manufacturing.
More youths working in February
There were an estimated 21,000 more youths employed in February, bringing total gains over the past year to 48,000 (+1.9%). Although most of the increases over this 12-month period have been in full time, more recent gains have also occurred in part time. With more youths working in February, their unemployment rate continued to trend down, falling by 0.7 percentage points to 11.0%, the lowest since 1990.
Among adults, it is women who have experienced the most employment growth over the past 12 months, up 3.5% or 223,000, while employment among men has increased by only 1.6% (+122,000). The unemployment rate for adult women remained at its record-low 4.9% in February, lower than the rate among adult men (5.3%).
| Labour force characteristics by age and sex |
| |
January 2007 |
February 2007 |
January to February 2007 |
February 2006 to February 2007 |
January to February 2007 |
February 2006 to February 2007 |
| |
Seasonally adjusted |
| |
thousands |
change in thousands |
% change |
| Both sexes 15+ |
|
|
|
|
|
|
| Population |
26,392.3 |
26,415.0 |
22.7 |
370.6 |
0.1 |
1.4 |
| Labour force |
17,825.8 |
17,827.5 |
1.7 |
369.5 |
0.0 |
2.1 |
| Employment |
16,729.3 |
16,743.5 |
14.2 |
392.1 |
0.1 |
2.4 |
| Full-time |
13,683.1 |
13,693.6 |
10.5 |
342.9 |
0.1 |
2.6 |
| Part-time |
3,046.1 |
3,049.8 |
3.7 |
49.2 |
0.1 |
1.6 |
| Unemployment |
1,096.5 |
1,084.0 |
-12.5 |
-22.6 |
-1.1 |
-2.0 |
| Participation rate |
67.5 |
67.5 |
0.0 |
0.5 |
... |
... |
| Unemployment rate |
6.2 |
6.1 |
-0.1 |
-0.2 |
... |
... |
| Employment rate |
63.4 |
63.4 |
0.0 |
0.6 |
... |
... |
| Part-time rate |
18.2 |
18.2 |
0.0 |
-0.2 |
... |
... |
| Youths 15 to 24 |
|
|
|
|
|
|
| Population |
4,341.2 |
4,342.6 |
1.4 |
35.4 |
0.0 |
0.8 |
| Labour force |
2,892.3 |
2,894.4 |
2.1 |
40.5 |
0.1 |
1.4 |
| Employment |
2,554.9 |
2,575.4 |
20.5 |
48.0 |
0.8 |
1.9 |
| Full-time |
1,421.7 |
1,432.1 |
10.4 |
42.5 |
0.7 |
3.1 |
| Part-time |
1,133.2 |
1,143.3 |
10.1 |
5.5 |
0.9 |
0.5 |
| Unemployment |
337.4 |
319.1 |
-18.3 |
-7.4 |
-5.4 |
-2.3 |
| Participation rate |
66.6 |
66.7 |
0.1 |
0.4 |
... |
... |
| Unemployment rate |
11.7 |
11.0 |
-0.7 |
-0.4 |
... |
... |
| Employment rate |
58.9 |
59.3 |
0.4 |
0.6 |
... |
... |
| Part-time rate |
44.4 |
44.4 |
0.0 |
-0.6 |
... |
... |
| Men&nbs | | |
