Job Market Trends and News

One of the most important hiring criteria for many companies is the ability to work as a team player—yet, so many of us have colleagues who don’t play well with others. “If you have one bad apple in the bunch, it can really hurt the morale and enthusiasm of an entire department,” says  Andy Teach , author of  From Graduation to Corporation , and host of the YouTube channel  FromGradToCorp . “A department, or company, that works well together, has the most success together. When you enjoy working with your colleagues and look forward to interacting with them, everyone benefits.” Working with other team members whom you have a great work relationship with can actually make work fun, he says. “Morale is high, which leads to better productivity, which leads to better results.” Skip Weisman, a  leadership and workplace communication expert , agrees. “A high-morale work environment will always produce more than a low-morale work environment.” When people care about the people they work with, things get done faster, he says. “People will go the extra mile; they will take ownership of a job, a decision or problem and work through it without feeling like they have to go up the chain to get things done.” Another benefit of colleagues working well together: Information flows more freely, says  David Parnell , a legal consultant, communication coach and author. “In addition, the group’s well being and success become more of a priority;  patience, generosity and a gravitation toward interaction grows; and good moods and dynamic information beget better moods and even more dynamic information,” he says. “All of this conspires to create a more balanced, functional, aggressive and successful company.” So, what happens when colleagues  don’t  work well together? Parnell says time and cognitive bandwidth is wasted “exercising restraint, measuring words and otherwise forcing hands to play nicely in the sandbox.” The outcome is shoddy workmanship, pushed or missed deadlines and severe lacerations to the company culture or your group’s sub-culture. “If you don’t look forward to working with a particular colleague or colleagues, guess what? Your enthusiasm suffers, your morale suffers, and ultimately, productivity suffers,” Teach adds. Deborah Shane , a career author, writer, speaker and professional branding and social media marketing strategist, adds that a bad workplace relationship creates negative energy, which can affect everyone on the team, as well as customers or clients. It can also cause employee turnover, which “interrupts building and creating a strong, unified team.” Finally, she says, “conflict fosters cliques and factions within a team that always works against it.”   If you want to get your colleagues to work with you better, here’s what you can do: Make teamwork a priority by making it part of the performance management system.  This begins with performance expectations when someone joins the organization, Weisman says.  “I was speaking with a prospective client last summer who was complaining about this very thing–that their people were not working well together–so I asked her, ‘Well, do you assess their contribution to teamwork as part of your annual performance review process?’ She looked at me like a deer in headlights and responded as if it was a master stroke of genius.” If you don’t measure it and give people the expectation at the very beginning of their role with the organization, it will not be seen as priority. Pinpoint the issue.  “Explore your feelings and behavior toward your colleagues,” says Parnell. “Social and professional relationships are inextricably symbiotic and interactive, and much of the communication that occurs is both subconscious and reactive.” If your colleagues seem to be difficult, they may actually be reacting to the signals  you  are giving off – whether consciously or unconsciously. While this might be a bitter pill to swallow, you may be the very root of the problem and the first step toward recovery is discovering this. Do not complain to management.  “Mommy, mommy! Jimmy isn’t being nice!” isn’t going to cut it here. In fact, it will just make things worse. “Going over someone’s head to leverage them with authority is the best way to gain faux cooperation that is backed by insidious, Machiavellian game play,” Parnell says. “Take whatever steps are necessary to remedy your situation first, and only turn to management as the last resort.” Ask for advice.  Again, you don’t want to go to your boss or upper management to complain about a co-worker, but you  can  ask your supervisor for advice on how to improve your work relationships. “They will certainly appreciate the fact that you came to them first because you want to improve the team dynamic,” Teach says. “This will help your supervisor see that you are truly a team player.” Communicate directly with them. “ I think that this is perhaps the most important factor when it comes to improving a work relationship,” Teach says. “It’s totally understandable why you and a co-worker don’t work well together but the onus is on you to improve the situation.”If you complain to your boss, he or she will most likely just ask you to speak directly with your co-worker to try to improve the situation. So instead, ask your co-worker if they have some time to speak with you, maybe at the end of the day once all of your projects are completed. Just state your feelings in a non-accusatory way, tell your co-worker that you’d really like it if you can help each other in the future and work better together, and ask them what you can do to make this happen. “It’s possible that they are not even aware of their shortcomings or perhaps they don’t realize that there is a problem between the two of you so hopefully they will appreciate the fact that you are bringing this to their attention,” Teach says. Parnell agrees. “I know this may be a cliché, but you should address the problem head on. If someone seems to be abrasive or even combative, relay your concerns to them and ask if there is something you can do to help.” It is uncomfortable, potentially embarrassing, and certainly not the easiest route; it is, however, the most effective, he says. Engage the law of reciprocity.  “If you happily help people first, others automatically will feel a sense of obligation to return the favor,” Weisman says. When you have an extra free minute or two ask your co-workers if they need help with anything, or engage in another act of kindness. Maybe your colleagues will reciprocate, and thus improve the way you work together. Give your co-worker an incentive.  You may present your case to a colleague as to why they need to work better with you–but without an incentive, they may not be accommodating, Teach says. Explain to them that by improving the work relationship between both of you, they will have more support from you, they will enjoy their work more, and they will get better results. Tell them that this can potentially lead to more appreciation and recognition from upper management, which hopefully will lead to a promotion and raise down the line—and that by not working well together, this scenario will be more difficult to achieve. Celebrate and reward great teamwork.  Unfortunately, most employees won’t go out of their way to work well with others, unless there’s something in it for them, Weisman says. If you’ve already explained to your co-worker how they can benefit from working with you better, and he or she  still  isn’t doing it, talk to your boss about implementing some type of rewards or recognition program. Shane believes employers should acknowledge workers regularly for their team efforts and loyalty, both in private and to the entire team. “Set up a ‘Team Player of the Month Award’ that the team votes on and reward that person with a dinner out, gift certificate or cash,” she suggests. This should help motivate your colleagues to be better team players. Go out to lunch or for a drink.  When colleagues don’t get along or don’t work well together, it simply might be that they don’t really know each other, Teach explains. The best way to get to know a co-worker better is to spend some time with them away from the office. “Offer to take them out to lunch and just chat with them as an equal,” he says. You can also ask to meet them after work for a drink, when he or she might be more relaxed and perhaps not as cautious when it comes to discussing your relationship. Use the time to find out what you have in common outside of work. “Of course, use your social barometer to monitor the depth of your plumb, but dig deeper and add some foundation to your relationship,” Parnell adds. Find out their challenges and obstacles.  Don’t always assume that the reason why a co-worker doesn’t work well with you is because it’s personal, Teach says. It may be that they don’t have the aptitude for the job or don’t have the training necessary to do a great job. “If this is the case, offer to train them or to help them in any way. They will see you in a new light; as an asset and not a liability.” Published by Forbes 
Summer jobs in Sault Ste. Marie and area through the federal government’s Canada Summer Jobs program met and exceeded its objective of doubling the number of jobs made available under the former Parliament. The Sault’s MP Terry Sheehan says in a media release his riding this year won approval for 402 summer jobs and more than $907,000 in funding. Combined with the numbers from 2016, Sheehan claims a two-year total of 713 summer jobs for youth and $1.735 million in funding for the Sault, Prince Township, Batchewana Bay, Goulais River and Garden River and Batchewana First Nations. The government is committed to doubling this year’s number next season, Sheehan says. He encourages employers and students to take part in the program. “Hiring a student is a win-win for everybody. On one hand, employers are benefitting from the new skills and perspectives that youth have to offer. On the other hand, students are earning money for school, gaining much-needed skills and experience, all while contributing to their community,” Sheehan says in his media release.  Posted by  Sault this week
A Fredericton student's idea of getting more youth into the job market has paid off. In June, Cameron Ritchie, who enters Grade 12 at Leo Hayes High School in the fall, started Homewurk , a service that connects other students with odd jobs. "We've been getting calls left and right and I can't be more happy to see that," Ritchie said. Fredericton student will pay if job recommendation leads to work Youth EI claims in New Brunswick up 31% over last year New Brunswick's youth jobless rate highest in Canada as jobs disappear The service works by having customers call in their jobs, which vary, then matching them with students who have signed on to work during the summer. Odd jobs Ritchie said his goal is to give each worker a few jobs a week. The jobs aren't full-time positions, just odd jobs. While this may not lend stability, it does mean workers are unlikely to get bored. "The great part about this is it's not the same desk job every day," he said. "One day you could be mowing a lawn, the next day you could be helping a lady set up her laptop. You could be scooping a pool, you could be throwing hay bales in the back of a truck. It's amazing." Ritchie spends all day and much of the night working on the service. He gets up at 6 a.m. and often doesn't sleep until 1 a.m. A lot of what he does is managerial in nature, connecting jobs with students and finding new clients, but he gets his hands dirty too. "If there's some job right next door to me, I'll jump on it," Ritchie said. "I'll take it myself because I just love to experience what my workers are experiencing too." Seeking college students With the new school year quickly approaching, most of Ritchie's employees will be back in the classroom and unable to work. He hopes to remedy this by recruiting university and college students to keep the service going through the winter. Ritchie said this could benefit the students by placing them in jobs related to their studies. "If you're taking construction in college ... you can take jobs building a deck or that sort of stuff," said Ritchie. Ritchie said this summer has left him with skills he didn't possess before and a greater knowledge of business . "I'm 17 now and this is a completely new experience, so I'm constantly learning," said Ritchie. Published by CBC NEWS
Health-care staffing changes have started as the Winnipeg Regional Health Authority prepares to replace two emergency departments with urgent care centres and completely close a third. More than 500 nurses will start receiving "position deletion letters," which doesn't mean they are being laid off but they will move to new jobs as the health region tackles major staffing changes. "These are the most significant changes to health care in Manitoba in a generation," said Karlee Blatz, regional director of labour relations for the Winnipeg Regional Health Authority. As part of the major health-care revamp announced in April, patients with similar needs will be grouped together in locations with specialized staff and equipment. "Our commitment to nurses remains that every nurse that wants to remain in the WRHA will have the opportunity to do that," Blatz said. The first phase of the changes will largely affect at least half the nurses working at Grace Hospital, which is keeping its ER, about half at Victoria General Hospital, where the emergency room will become an urgent care centre , and a dozen at Misercordia Health Centre, where an urgent care centre is closing. Letters will be sent to about 250 nurses at Grace and 250 nurses at Victoria. It will inform nurses that there will be a new rotation because the staffing levels at the facilities are changing. The nurses will then have a few options: Choose a position in the same unit. Apply for a position in another unit. Bump another nurse who has less seniority. Choose to be laid off. Manitoba Nurses Union president Sandi Mowat says her union worked with the region and suggested the plan.  "[For example] emergency nurses at Victoria Hospital will all be deleted," she said.  "New rotations for urgent care will be posted, and those nurses will be able to go, in order of seniority, look at what positions they want and go in and choose the position they want in order of seniority," she said. Those nurses won't need to formally apply or be interviewed, but if nurses choose to not move into urgent care, they follow other processes outlined in the collective agreement.  The remaining positions will be posted and all nurses will be allowed to apply. If a nurse still doesn't have a job, that nurse will have an opportunity to "bump" a less senior nurse. Blatz said there are about 400 permanent nursing vacancies in the system right now, not including 25 additional positions created at Grace Hospital. Many of the changes will have to be implemented by October, when consolidation of hospitals starts. Training for nurses moving to different hospitals and units is part of the transition plan, said Lori Lamont, vice-president and chief nursing officer for the WRHA. "We won't have staff that are waking up and going to a brand new environment expected to give the same level of care that they did yesterday in their previous environment," Lamont said. Notices at this time do not include Health Sciences Centre, St. Boniface Hospital, Seven Oaks Hospital and Concordia Hospital, where the region is still in negotiations with the union. Mowat said she is cautiously optimistic about the health-care system overhaul and how it will play out.  "I think that we have to wait and see what all the changes look like in the end," she said.  She was disappointed the Manitoba Nurses Union was not informed about Tuesday's major announcement and was unable to inform members before the news was made public.  "I think it was certainly was not meaningful consultation. I would argue it was a bit disrespectful," she said.    Layoffs for health-care aides, union says Manitoba Government and General Employees' Union president Michelle Gawronsky said while there may be jobs for nurses, that's not the case for other members of the health-care team. "The meetings that I have been in up till now, we know that there will be significant net loss jobs at the Victoria Hospital already," she said.  The layoffs will affect health-care aides and communication clerks. Gawronsky said it appears it will impact about 10 per cent of the more than 300 MGEU employees at Victoria Hospital.  "From what they are telling us it could be anywhere from 25 to 35 to 40. They aren't giving us any numbers and that's a concern," she said. Even for those who will have a job in the end, many health-care aides will be without work for a year or more while the Victoria Hospital is renovated, Gawronsky added. There will also be more part-time jobs and fewer full-time jobs, she said. The health authority announced Monday that Winnipeg's hospitals  will get $19.9 million in renovations  over the next 27 months as part of the massive restructuring in the health-care system. "We are also concerned about how this system chaos and the suspension of some services for a year will affect patient care and front-line staff," she said. MGEU has learned that deletion notices are expected to be sent to its employees at the end of next week, Gawronsky  said. The health region and the province need to be upfront with all health-care employees about the future of their jobs, not just nurses, she added.   Blatz said there may be fewer opportunities for health-care aides on site at Victoria Hospital, but there are positions throught the region "under the consolidation of health-care services." "We are working with MGEU to negotiate a labour adjustment strategy that will work to minimize impact on staff, and if opportunities do not exist for all MGEU staff at Victoria Hospital, we will work with staff to identify other options that may be of interest to them," she said.   Posted by CBC NEWS
Whether you’re a new parent, close to retirement, or just need a change of scenery from the same old office job but still need a pay cheque in the meantime, taking an online job is one solution many consider. But how lucrative are these types of jobs – is it possible to work from home or remotely elsewhere and still get paid a decent salary? READ MORE:  Unhappy at work? 7 signs you should quit your job According to Arturo Gallo, content manager at Monster Canada, it is possible. “Online jobs are steadily increasing in popularity as job seekers and employees are attracted to the perks of working remotely or from home,” he says. “Employers are also becoming more open and flexible about traditional work hours and spaces. This helps them remain competitive and attract the right talent.” But these jobs aren’t for everyone, Gallo says. “It does take a certain level of discipline to work remotely,” he says. “These type of jobs will likely appeal to those who are comfortable, confident and curious with technology and enjoy working more independently than with a team. You also need to be the type of person who can figure out innovative ways to keep yourself visible within the organization, without having a physical presence.” So tell help get you started in your search, Gallo provides a list of today’s top online jobs for those looking to make the switch.   1. Graphic designer Median salary:  $41,744 Description:  “The work of a graphic designer is already performed online, making it an easy fit for a job at home or remotely,” Gallo says. “If you’re comfortable with collaborating over the phone or email as opposed to in person, this may be the right fit for you.”   2. Recruiter Median salary:  $57,700 Description:  “An employment recruiter handles both sides of recruiting,” Gallo explains. “If you have a wide network of contacts, you could become a lead recruiter, acting as a professional matchmaker and helping jobs and workers find each other to live happily ever after.”   3. Technical Sales Representative (TSR) Median salary:  $71,500 Description:  “If you are comfortable with cold-calling, selling products and enjoying technology, you may find a career as a technical sales representative rewarding,” Gallo suggests. “TSRs spend most of their time on the phone, which makes it easier to work from your home office.”   4. Software developer Median salary:  $64,700 Description:  “Software developers can go for long periods without meeting end-user clients, a situation that makes their jobs ideally suited for work-from-home status,” Gallo says. “Their days are spent in the research, design, development, implementation and testing phases.”   5. Information Technology (IT) consultant Media salary:  $72,100 Description:  “IT consultants meet the needs of new, small or even large businesses,” Gallo says. “An IT consultant might set up a VPN or even implement a new database management system. Most of the work can be done remotely, making this career a potentially good fit for someone looking to work from home.”   6. Freelance writer Median salary:  $57,200 Description:  “For most writers, peace and quiet is needed for developing compelling stories and content,” he says. “From blog posts to technical manuals, you can find yourself writing days away in the comfort of your own home.”   Tips on where to start and what to do “No matter what kind of job, you should always start with brands, companies or organizations that you admire and relate to,” Gallo points out. “Set out a list of your expectations for what working online may look like too.” Also, pay attention to how you communicate when applying to these jobs, Gallo says. READ MORE:  These are the employee perks and benefits we’d all love to have “Ensure that your choice of language and tone is appropriate to whomever you are corresponding with,” he says. “Also make sure that there are no spelling or grammar issues in any emails you make with a potential employer.” Don’t forget to showcase the skills that would be beneficial for an employer who’s hiring someone who will work remotely. Be very responsive, easily accessible, willing to collaborate in unique ways and be dependable, Gallo adds. “Employers can be wary about remote workers,” he says. “Since they are not in an office, it can be harder to keep tabs on their accountability. You want to be able to show that you are highly accountable.” And lastly, make sure to clean up your social media accounts. “If the job you are applying for is primarily online, your personal brand on social media is an extension of who you are and what you represent as a potential employee.” Published by Global News
TORONTO — The Ontario government's plan for major labour reforms would have significant side effects that would put 185,000 jobs at risk, a coalition of business groups said Monday in releasing part of its analysis on the proposed legislation. The economic analysis commissioned by the Keep Ontario Working Coalition found that Ontario businesses stand to take a $23-billion hit within two years of the implementation of Bill 148, largely due to a minimum wage increase.   The coalition, which includes groups such as the Ontario Chamber of Commerce and the Retail Council of Canada, said the changes proposed in the bill would force employers to find creative ways to cut costs, such as hiring less and increasing automation. "The changes presented in Bill 148 will have dramatic unintended consequences that include putting close to 200,000 jobs at risk and seeing everyday consumer goods and services increase by thousands of dollars for each and every family in Ontario," said Karl Baldauf, a spokesman for the coalition.   He said the reforms are "too much, too soon," echoing concerns expressed by business groups since the minimum wage increase was announced. Key figures of the analysis were made public Monday and more findings are expected to be released in the weeks and months to come, the group said. The proposed legislation would, among other things, raise the minimum wage to $15 an hour, require equal pay for part-time workers and expand personal emergency leave. The bill would boost the minimum wage, which is currently set to rise with inflation from $11.40 an hour to $11.60 in October, up to $14 on Jan. 1, 2018, and $15 the following year. "Making $15 an hour is great but only if you have a job," Baldauf said. Ontario's Ministry of Labour said it was reviewing the findings, but noted the study is one among many. "Many businesses across the province have come out in support of our plan because it helps them attract employees, reduces their labour turnover and encourages employees to become more invested in the business," Labour Minister Kevin Flynn said in a statement. The government is committed to working with the business community and recognizes it has concerns, the minister said. "That being said, we will not back down from our plan to bring fairness to Ontarians," he said. "We will remain in the corner of those families who are counting on these supports." THE CANADIAN PRESS/FRANK GUNN Ontario Labour Minister Kevin Flynn in the legislature at Queen's Park in Toronto on May 25, 2015. Premier Kathleen Wynne has said she is working on ideas to support Ontario businesses through major labour reforms, but has yet to say exactly what form this relief would take. Economic Development Minister Brad Duguid has also suggested the province was looking at reducing other costs for businesses to help them cope with the labour changes. The Canadian Centre for Policy Alternatives, a national think tank, said the numbers released Monday represent a worst-case scenario that research suggests is unlikely to pan out. David Macdonald, the centre 's senior economist, said similar predictions have been made in other jurisdictions ahead of minimum-wage hikes but there has in fact been "little impact on employment." He also said the analysis doesn't reflect that employees earning more will also spend more, or that businesses will see gains in productivity and save on training costs by better retaining their staff. "Those pieces balance themselves out," he said. The Canadian Centre for Economic Analysis conducted the study, which examines the impact of six key areas of reform, namely changes to the minimum wage, equal pay provisions, vacation, scheduling, personal emergency leave and unionization. The centre said both current and potential new jobs would be at risk in the first two years of the plan. It projects the number of jobs will be 2.4 per cent lower under the proposed legislation. Small business owners will be more affected, as will women, who are more likely to hold lower-paying jobs, said Paul Smetanin, the organization's president. The coalition said labour reforms should be introduced more gradually but did not recommend a particular timeline. It also renewed its calls for the government to conduct an economic analysis of its own. Posted by HuffPost
Both Canada and the U.S. are in the top five oil and gas producing countries on the planet. However, the collapse of oil prices in 2014, along with the growth of renewable energy sources, has left many oil field workers out of a job.    Since oil prices collapsed in 2014, Canada has lost over 40,000 jobs in the oil, gas and related industries, according to data released last year by the Canadian Association of Petroleum Producers, an industry group, reports the  Thomas Reuters Foundation.   To bring home the importance of the oil and gas industry's impact on Canada's economy, a study released last month by the  Canadian Energy Research Institute  (CERI), an independent, not-for-profit research group, showed the extent to which Canada's economy was intertwined with the U.S. economy, particularly in relation to the oil and gas industry.   Mining operations in the Athabasca oil sands. Image shows the Athabasca River about 600m from the tailings pond. NASA Earth Observatory photo, 2009. Image is in the Public Domain. NASA   Data compiled by CERI showed that for every job created in Canadian upstream development, two indirect and three induced jobs were created in other sectors, and for every C$1.0 million invested and generated in the Canadian oil and gas sector, the Canadian GDP impact is C$1.2 million.   How do these figures impact the U.S. economy? Canada's oil and gas sector will contribute $45.6 billion in American gross state product, resulting in 406,000 jobs from goods and services supplied by United States firms to Canada. And although CERI says the number of people employed in the oil and gas industry in Canada is up, statistics show the labor force is shrinking overall.   According to  Statistics Canada , employment in the Forestry, fishing, mining, quarrying, oil, and gas sector dropped from a high of 372.6 thousand workers in 2014 to 326.8 thousand.   GETTING OUT: Cars back up on southbound Highway 63 in Fort McMurray, Alberta, on Wednesday as thousands of residents flee an out-of-control wildfire believed to have mostly destroyed the city in Canada's oil sands region. DarrenRD / Wikimedia Commons   To be more specific, according to Statistics Canada’s  most recent labor force survey , there were about 98,000 people employed in oil and gas extraction in July, This was up 5.9 percent from June 2017 and up 23.4 percent from July 2016. Most of the jobs in oil and gas were in Alberta, at 81,400,   And in Alberta, which produces almost 80 percent of Canada's oil, the unemployment rate is nearly 8.0 percent, mainly due to layoffs from the collapse in oil prices. But interestingly, the province's renewable energy capacity has been doubling every two years, even though renewables account for only 10 percent of Alberta's power.   Jim Sandercock, the chair of the alternative energy technology program at the Northern Alberta Institute of Technology, told the  Thomas Reuters Foundation , "Solar and other renewable energy used to be expensive, Now they are amongst the cheapest forms of new electricity generation... any new technology has to get past that initial hump."   Where has the shrinking oil and gas labor force gone ?   This is the good news - Ex-oil field workers, after finding no jobs in their field, are abandoning looking for work in the oil and gas sector, opting instead for joining the renewable energy sector. Of course, the oil and gas industry is concerned, saying that if oil prices ever pick back up, they may be in trouble.   "The number of people working in the renewables sector could reach 24 million by 2030, more than offsetting fossil-fuel job losses and becoming a major economic driver around the world.," says the IRENA report. EDF Report   “If we see a recovery in Q3 or Q4, then attracting the workers back when they are already settled in other industries or are no longer pursuing jobs in oil and gas would be a difficult task,” Claudine Vidallo, team lead for the division of Enform, told a recent webinar on employment opportunities.   The good thing about the two sectors, oil, and gas along with renewables, is that switching from one to the other in most cases requires minimal training. Jobs skills, like welding, machinery repair, and project management can be easily transferred from the oil industry to solar or other renewable enterprises.   And like so many cities and towns across North America, local governments are pushing the green initiative as concerns over climate change grow and the price of clean energy continues to fall. These factors should spur growth in the clean energy and clean-construction sectors, exactly when it is needed most.   Posted by  Digital Journal
Ontario is now accepting applications for the new Ontario Student Assistance Program, which is making tuition free for more than 210,000 students. Premier Kathleen Wynne met with high school students at Bishop Marrocco/Thomas Merton Catholic Secondary School in Toronto today to talk about how the  new OSAP  will help more students pursue higher education based on their ability to learn -- not on their ability to pay. In addition to providing free tuition to hundreds of thousands of students each year, the new OSAP will also provide more generous grants. By next year, it is estimated that some 230,000 students receiving OSAP will have less debt as a result of these changes. All students are encouraged to visit to start their applications today. Removing the financial barriers to higher learning and making postsecondary education more affordable is part of our plan to create jobs, grow our economy and help people in their everyday lives. Quick Facts Students and their families can use the new  online calculator  to quickly determine how much financial assistance they are eligible for — which may be more than they expect. The OSAP calculator shows that if, for example, you are a single parent, have three children and earn $60,000, you are eligible for grants totalling more than $16,000 — making tuition free if you decide to attend college. OSAP is available to adult students, married students, students with children, dependent students and single independent students. Students with children may also be eligible to receive funding for child care costs. Additional Resources Find out more about OSAP and apply now Posted by News Ontario 
It was sweltering and hazy at midday Thurday on a bustling apartment construction site in Vancouver, as a crane lowered cargo past exposed storeys to women and men wearing sticker-covered hardhats far below. One headware decal stands out, however: "Green jobs, great jobs," it reads. The helmet belongs to Lee Loftus, president of the B.C. Building Trades. A new Columbia Institute report estimates that Canada going carbon-neutral could generate nearly 20 million jobs by 2050, one-in-five of them in construction. Exceeding Ottawa's current goal — to reduce emissions 30 per cent below 2005 levels by 2030 — won't just benefit the Earth. There's a significant boost to gender equality too, the institute's Charley Beresford told Metro, because women are a rapidly-growing force in the sector, particularly as it retrains and transitions to greener skillsets . Last year, B.C. had nearly 4,000 women apprenticing in 72 trades, according to the province, a two per cent increase since 2009. "These are the jobs of the future," Beresford explained. "There is opportunity for women as well as men, and we wanted to highlight the equity piece of this because this is a job area that offers some equity pay. It's great to see so many women on this site." The calculations are in a report released Thursday, which argues the industry "has a vital role to play in meeting Canada’s climate goals by supporting production in other sectors, including electricity generation, efficient buildings, and new transportation infrastructure." Published By Metro News
Unilock is opening its third manufacturing plant in North Dumfries Township, creating Ayr, 16  new jobs in Ayr, supported by the Southwestern Ontario Development Fund. The company manufactures interlocking paving stones used in driveways and other landscaping features. The new plant will be dedicated to manufacturing one of Unilock's product lines. The province is investing $1.5 million into the project, the maximum amount a business can get from the province through this fund. The total price tag on the project is over $27 million and the completion date is expected to be next spring. Jeff Leal, the Minister Responsible for Small Business, said in a news release that the provincial investment helps Unilock become more competitive and create jobs in the community. "Supporting innovative manufacturers is a key focus of our government, and the southwestern Ontario Development Fund is just one of the ways we are helping businesses succeed and grow," said Leal. Ontario continues to accept applications from qualified businesses for the Southwestern Ontario Development Fund. The fund covers up to 15 per cent of project costs.  Posted by CBC News