Chris Bentley, Minister of Training, Colleges and
Universities, right met with Brampton Boards of
Trade members to seek feedback on the Ontario government’s
Employment Ontario initiative. From left, BBOT CEO
Sheldon Leiba, BBOT President Wayne Waters, Brampton
Centre MPP Linda Jeffrey and Dr. Rob Turner, President
and CEO, Sheridan Institute. |
Chris
Bentley, Ontario’s Minister of Training, Colleges and
Universities met with Brampton Board of Trade members
to seek feedback on Employment Ontario’s service to connect
workers with employers.
Employment Ontario is designed to help employees get the
training, education, skills and experience to achieve
their goals. It attempts to connect people looking for
work with employers looking for workers.
The website at www.ontario.ca/employmentontario
is a robust search engine that provides a range of services
linking the needs of individuals and employers. Services
are searchable for apprentices, employees, employers
and job seekers.
You can access Employment Ontario services in three
ways- online, by telephone at 1 800 387 5656 and in
person at offices located throughout the province.
“Employment Ontario offers streamlined, integrated services
that provide straightforward access to programs that
can help you,” Bentley said “Ontario needs a well-trained
highly skilled workforce. We are achieving these goals
through historic investments in our colleges, universities
and apprenticeship training systems and through landmark
agreements with the federal government.”
The minister said he is intent on forming even stronger
relationships between, business, labour and education.
He praised Sheridan Institute for being a leader in
post secondary education. “We want to be as responsive
as possible to meet the all needs.”
Bentley recognizes that Brampton is one of the fastest
growing communities in Ontario. “We need to get you
the trained people you need when you need them.”
Specifically he referred to Jobs Connect, a government
program that works with newcomers. He also praised the
BBOT’s initiative Skills Without Borders, a program
that works to raise awareness about skilled immigrants.
“You have the Olympic experience in Brampton every day.
You have the knowledge and experience here to access
every corner of the globe. We are a trading province
and we want a window on India, the Middle East, China
and South America. There are markets there and you have
an advantage.”
In January, the Ontario government will have access
to the federal training programs – some $550 million
and 600 employees. Combined with Ontario’s investment,
“we will have a $1 billion training system for a million
people, and the platform is Employment Ontario.”
To assess the value of Employment Ontario, the minister
would like feedback from employers. “We need your feedback
so we can make it better.”
Be prepared
for end of mandatory retirement
Mandatory retirement in Ontario has come to an end
with the implementation of Bill 211, leaving businesses
to wonder how it will affect their operations.
The Ending Mandatory Retirement Statute Law Amendment
Act, 2005 changes the definition of “age” in the Human
Rights Code. The Code formerly protected individuals
between ages 18 and 65. Essentially Bill 211 has removed
the upper age limit, now making it difficult for employers
to use any age over 18 years as a reason for an employment-related
decision.
It remains to be seen how many workers will choose
to exercise their right to work past the age of 65.
But while many employers may take a wait and see attitude,
they should be prepared for possible changes in their
workplace.
Some employers see the end of mandatory retirement
as a solution for their labour shortage. In fact, the
skills shortage facing communities like Brampton was
one reason why The Brampton Board of Trade along with
the Ontario Chamber of Commerce supported Bill 211,
with the caveat that it should provide flexibility to
employers.
A survey conducted in 2004 by the Ontario Chamber of
Commerce indicated that two-thirds of respondents felt
the end of mandatory retirement would help address the
province’s skills shortage.
However while older workers may offer some relief,
accommodating those beyond the age of 65 will require
changes in the workplace. For instance, flexibility
in job duties or working hours may be needed to convince
them to stay beyond 65. It’s also anticipated that employers
may need to consider accommodations for disabilities
and other possible effects of aging.
Business owners in Brampton should also be prepared
to make changes in policies and procedures as a result
of Bill 211.
First of all, employers have the ability to establish
a “normal retirement age” and in fact where a pension
plan exists, this is required. Although an employer
will not be able to force a worker to leave at this
age they will be able to use it as a reference point
for discussions with employees about their future plans.
This will facilitate succession planning.
Bill 211 is not intended to limit employers’ abilities
to make age-based distinctions in employee benefits.
However employers are encouraged to discuss the implications
with their insurance providers and examine all related
policies.
The Brampton Board of Trade and the Ontario Chamber
of Commerce will continue to monitor the results of
Bill 211 on behalf of the business community. In the
meantime, The Brampton Board of Trade urges employers
to be proactive by discussing the changes with their
staff. More information about Bill 211 can be found
on the Ontario government website.
Brampton
expects steady hiring climate
Brampton area employers expect a hopeful hiring pace
for the first quarter of 2007, according to the latest
Manpower Employment Outlook Survey. READ MORE
Survey data shows that 23 per cent of employers plan
to hire for the upcoming quarter (January to March),
while 10 per cent plan to reduce their workforce, says
Sandy Roberts of Manpower’s Mississauga office. Another
60 per cent of the city’s employers expect to maintain
their current staffing levels and seven per cent are
unsure of their hiring intentions.
“Brampton’s first quarter Net Employment Outlook of
13 per cent is an increase from the same time last year
when the Outlook was -6 per cent” said Roberts. “It
is a decrease from the previous three months when the
Net Employment Outlook was 20 per cent, however the
figures still indicate a respectable hiring period for
Brampton.”
“Nationally this quarter’s Net Employment Outlook indicates
a subdued hiring forecast for the start of the year,”
said Lori Rogers, Vice President and General Manager
for Manpower Canada. “However, the first quarter of
the year is normally characterized by a restrictive
hiring climate.”
Of the 10 surveyed industry sectors, Mining employers
report the most prosperous results for the January to
March period of 2007 with a Net Employment Outlook of
36 per cent, once seasonal variations are removed. Employers
in the Public Administration and Services sectors anticipate
a healthy quarter with both reporting a Net Employment
Outlook of 26 per cent. Employers in the Finance, Insurance,
& Real Estate sector also anticipate a positive
first quarter, reporting a Net Employment Outlook of
21 per cent.
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