New Canada-US border-crossing regulation to start tomorrow

As of February 1, 2008, Canadians and Americans crossing a land border from Canada to the US will need to show both an official document with photo ID, such as a driver’s license, and proof of citizenship, such as a birth certificate.

This decision to toughen requirements, announced by American Homeland Security Secretary Michael Chertoff, comes less than a month after US Congress decided to delay passport requirement. The requirement, that Canadians and Americans carry their passports across US land and sea ports, has been postponed until June 2009.

The rules will end the long-standing practice of allowing oral declarations of US citizenship at the border. In the last three months of 2007, customs officers reported 1,517 cases in which people falsely claimed to be US citizens when crossing the Canada-US border.

The new rules that require both proof of citizenship and a photo ID will apply to those 19 years and older when they seek to enter the United States through a land or sea port of entry. However, new rules will have no effect on those who cross the border on (a) Canadian or US passport; (b) US passport card (to be available in the spring); (c) pre-approved Trusted Traveler card, such as NEXUS, SENTRI or FAST card (used mostly by people who cross the border frequently); (d) Secure driver’s license (being tested in a handful of provinces); (e) US military ID with travel orders; (f) US merchant mariner document; and (g) One of several IDs issued to American Indians.

Canadians and Americans under 19 will need to show only a proof of citizenship.

Border crossing rules for Canadian landed immigrants, as well as people other than Canadian or American citizens, will be unchanged. This group will still need to show a valid passport and a visa, if applicable, to travel to the United States.

More than 800,000 people enter the US through land and sea ports each day. The biggest effect of the change will be at the Canadian border, since it applies to Canadians and Americans alike. Non-Americans coming in through Mexico already need extra documentation.

Canadian businesses and government capitalizing on business mentorship programs

Spearheaded by the Harvard Mentoring Project, MENTOR, and the Corporation for National and Community Services, this US-based initiative now gaining momentum in Canada as more companies celebrate National Mentoring Month (NMM) this January.

NMM was first held in January 2002 and after five years of raising awareness about the value of business mentoring, a growing number of Canadian companies are now setting up or expanding mentoring programs in the workplace to enhance career development opportunities, to offer another attraction and retention tool to employees and to build stronger ties between different generations and departments.

This type of mentoring relationship gives something back to a new generation of employees after learning by trial and error, while creating another mechanism to achieve business goals. These programs help reduce the possibility of repeating the same mistakes that past generations have made, which ultimately boosts productivity and reduces barriers to career advancement.

A month-long outreach campaign focuses national attention on the need for mentors, as well as how individuals, businesses, government agencies, schools, faith communities and nonprofits can work together to develop a national policy and/or framework which would provide a societal context for business mentoring programs for immigrants.

On the government side, Citizenship and Immigration Canada (CIC) has also identified business mentoring as one strategy to address the complex issue of finding a job by newcomer to Canada for which he/she is trained and capable. CIC is interested in developing a model for business mentoring program, which can be offered through the Host Programs by Host program service providers. The suggested objectives of this model are (a) to build immigrants’ social capital and understanding of the Canadian labor market; and (b) to reduce barriers to employment by reducing racial stereotypes through increased cross-cultural understanding.

To achieve these goals and objectives, business mentorship or partnership programs will connect skilled immigrants (mentees) with established professionals in both the public and private sectors who share the same occupation (mentors). Toronto Region Immigrant Employment Council (TRIEC), Career Edge, Career Bridge, Association for New Canadians Mentoring Links, CARE for Nurses, Skills for Change, SUCCESS Job Mentoring Program, and Youth in Motion New Horizons Mentorship program are few examples of such community organizations whose programs may be applicable to business mentoring program for immigrants delivered through the Host program.

In Canada almost all mentoring programs are funded through local donations or community organizations, while very little funding is provided by federal or provincial jurisdictions. The YMCA Cross Cultural and Community Services in Kitchener-Waterloo and Cambridge regions of Ontario, however, recently received a new funding of $1.4 million from CIC, which will be used to fund a business mentoring program for immigrants, developed and administered by YMCA.

In addition to the mentorship programs, Canadian government, in partnership with provinces, territories and settlement providers, delivers a number of other programs that help newcomers settle, adapt and integrate into Canadian society. Some of these programs include (a) the Immigrant Settlement and Adaptation Program (ISAP), which offers orientation and interpretation services as well as referrals to community resources, counselling, general information and employment-related services; (b) the Language Instruction for Newcomers to Canada (LINC), which provides basic language training; (c) the Host Program, which helps newcomers by connecting them to Canadian volunteers who help them learn about community services, practise English or French, participate in community activities, understand the Canadian labour market, and find job contacts in their field; (d) Foreign Credentials Referral Office (FCRO), which help internationally trained individuals find the information and access the path-finding and referral services they need to put their skills to work when they arrive in Canada; and (e) The Enhanced Language Training (ELT) Initiative, which help immigrants improve their language, pronunciation and workplace skills, as well as improve their self-confidence through a variety of bridge-to-work activities and services.

Research probes into growing and increasingly serious shortage of IT professionals in Canada

A shortage of skilled workers in Canadian IT market is expected to reach an all-time high, surpassing demand levels experienced during the build-up to Y2K. While at the other end, this shortage could lead to an increase in starting salaries of IT professionals. This has been examined in various recently published reports, which look into the current IT employment issues such as the strong hiring market and the ongoing results of the skills shortage.

In the Robert Half 2008 Salary Guide, the Ottawa Division of Robert Half International reported that corporate growth in Canada is continued to surge in a wide range of industries including oil and gas, IT development, healthcare and professionals services, and IT investment has come along with it, resulting in “the demand for skilled IT professionals to rise to a level not seen in several years”. Edmonton-based recruiting firm David Aplin Recruiting also concurred by this trend in its recent findings.

Canadian positions that are especially in demand, according to Robert Half, are in project management, applications and Web development. Networking and help desk/user support are the fastest-growing positions, with Windows administration, network administration, and database management the most sought-after skill-set.

The economic impact of an IT labor shortage has been outlined in a new Conference Board of Canada study commissioned by Bell Canada. The report, entitled "Securing our Future", projects the creation of 58,000 new jobs in the industry next year and more than 90,000 vacancies in the next three to five years. The economic impact of the shortage could potentially be as much as $10.6 billion.

Research conducted by the Conference Board identified several major factors that contribute to a growing IT talent gap, including declining enrolments in IT-related post-secondary programs; demographic shifts such as population aging and a low fertility rate; under-representation of key population groups, including women and immigrants; and mismatches between skills of available workers and the ever-changing requirements of employers.

Based on the results of the Conference Board study, a prominent group of Canadian organizations has joined in a national effort to address a growing and increasingly serious shortage of IT professionals. Initiated by Bell Canada, the Canadian Coalition for Tomorrow's IT Skills will work collaboratively to develop insights for securing the future of Canada's IT workforce. The goal is to ensure a healthy national economy built on ongoing growth, productivity and competitiveness in the global marketplace. The national coalition will be focusing its efforts on three major areas: (a) raising the profile of IT and IT career choices among young people, with a specific goal of increasing enrolments in IT-related programs; (b) generating public awareness of the importance of IT to Canada by emphasizing the contribution IT makes to Canada's economic prosperity and competitiveness; and (c) developing and sustaining Canadian IT know-how.

Members of the Coalition for Tomorrow's IT Skills include the following companies, associations and other organizations: Bell, Hydro-Québec, Mouvement des caisses Desjardins, CGI, Gaz Métro, Nortel Networks, Rogers Communications, Canadian National Railway Company (CN), TD Meloche Monnex, Avaya Canada, Pratt & Whitney Canada, BMO Financial Group, The Standard Life Assurance Company of Canada, Air Canada, Loto-Québec, Canadian Tire Corp. Limited, Ericsson Canada, Métro Inc., Société des alcohols du Québec, LGS / IBM Canada, Exfo, Sapphire Technologies, National Bank of Canada, Cisco Systems Canada, SNC Lavalin, Bombardier, Ultramar, Pfizer, SAP Canada, Conference Board of Canada, TechnoCompétences, TechnoMontréal, Information Technology Association of Canada (ITAC), Information and Communications Technology Council (ICTC), Manufacturiers et exportateurs du Québec (MEQ), Computing Technology Industry Association (Comptia), Canadian Information Processing Society (CIPS), and the Toronto Board of Trade.

The coalition is also working with Canadian universities and schools to change perceptions about IT professions to try and convince more Canadians to enroll in these programs. It is expected that the coalition, together with the corporate and public sectors, will help turn the tide of the professional IT shortage, and reverse the flow of outsourcing of these important, high-paying jobs beyond the borders.

Bell is also working on its own program, called First Jobs, which will attempt to fast-track qualified foreign workers into jobs in Canada.

City of Mississauga integrates new Canadians into the workforce

With well-established infrastructure and state-of-the-art facilities, Mississauga is considered to be an employer of choice for newcomers since last many years. The City is assisting new residents in seeking employment and integrating within the community through innovative training programs and community partnerships.

Mississauga participates in four programs to assist new immigrants with their search for employment in the workplace, and this participation is coordinated through City’s Human Resources Division. The largest of these programs is the Career Bridge Intern Program supported by Toronto Region Immigrant Employment Council (TRIEC), which costs the City to $50,000. This funding is provided to four, four-month, intern placements each year within departments that have opportunities available. In 2006, three out of five interns have secured more permanent work within HR Division.

Other programs the City participates in include (a) The Mentoring Partnership in Peel, which is an alliance of community agencies, and recruits experienced professionals to mentor internationally educated professionals. Mississauga has registered 10 employees as mentors; (b) The Accessible Community Counseling and Employment Services (ACCES) Program that connects employers with well-trained, highly skilled candidates. The City also participates in ACCES programs including Engineering Connections, Talk English Café, and Skills without Borders Conference; and (c) Volunteer Placement Program, which is a Dufferin-Peel Adult Learning Center program for skilled immigrants. The City has provided 11 volunteers with co-operative training for eight full weeks.

Mississauga is Canada’s sixth largest city with a population of more than 700,000. Mississauga is a progressive municipality delivering quality municipal programs and services to its residents. As a vibrant and diverse community, Mississauga is known for its economic strength and for being Canada’s safest city.

The Canadian government announces new funding to support and encourage seniors

The Canadian government has announced a new funding of $16,592,175 for 915 projects under the New Horizons for Seniors Program (NHSP) across the country, which will be used to ensure that seniors have the opportunity to participate and take an active leadership role in their communities.

Initially, a total funding of $1,117,021 is being provided to 56 communities in Alberta, $1,598,466 to 58 communities in British Columbia, $619,901 to 35 communities in Nova Scotia and $196,800 to 14 communities throughout Prince Edward Island under these projects.

In Budget 2007, the government of Canada announced an additional investment of $10 million per year for two new components of the New Horizons for Seniors Program: raising awareness of elder abuse and providing capital assistance for upgrades to facilities and equipment used for existing seniors' programs. Projects funded under these new components will be announced in the spring of 2008.

The federal government is also acting to address the needs of Canada's seniors through the introduction of a series of important measures that include: (a) establishing the National Seniors Council to advise the Government on issues of importance to older Canadians; (b) enabling 1.6 million low-income seniors to benefit from increased monthly benefits available under the Guaranteed Income Supplement (GIS) and to make a one-time application for the GIS. As long as these seniors file income tax returns every year, they will never have to reapply; (c) providing more than $1 billion in tax relief to Canadian seniors and pensioners in Budget 2007; (d) allowing seniors to build their retirement savings in Registered Pension Plans and Registered Retirement Savings Plans for an extra two years until age 71; and (e) raising the amount that seniors can claim under the age credit on their tax returns for 2007. With less income taxed, seniors save more.

Since its beginning, the NHSP has funded over 2,600 projects across Canada, inspiring seniors to bring their leadership, energy and skills to projects that benefit and strengthen communities.

Canada expands occupations in high demand list for Temporary Foreign Worker Program

Canadian government has announced to expand the occupations in high demand list for Canada’s Temporary Foreign Worker Program to make it faster and easier for employers in Alberta and British Columbia to meet their labor force needs. These occupations in high demand are classified in the pilot version of Expedited Labor Market Opinion (E-LMO) project, which has now been expanded up to 33 occupations after addition of 21 new occupations on January 14, 2008.

Started in September 2007, the E-LMO pilot project was implemented to facilitate the entry of foreign workers in Alberta and British Columbia by reducing foreign worker application process time from five months to three-to-five days for employers in twelve specific occupations in construction, hospitality and tourism sectors. However, to be eligible for expedite processing, Alberta and BC employers must meet certain conditions. These include making reasonable efforts to find qualified Canadians or permanent residents, not having any labor disputes in progress at the employer's workplace, and that working conditions, including pay, meet minimum standards.

In the recent expansion, 21 new occupations have been added to E-LMO pilot project, raising the total occupations in high demand to 33 and representing 50 per cent of the total volume of labor market opinion applications from employers in Alberta and BC. The expanded E-LMO list not only includes more occupations in the construction sector, but also covers occupations from manufacturing, engineering, maintenance, sales and services sectors.

The expanded E-LMO list now includes these occupations: Carpenters, Crane Operators, Construction Laborers, Steamfitters and Pipe fitters, Ironworkers, Heavy-Duty Equipment Mechanics, Machinists, Roofers, Industrial Electricians, Welders, Surveyor Helpers, Commercial Janitors and Caretakers, Specialized Cleaners, Mechanical Engineers, Civil Engineers, Electrical and Electronics Engineers, Petroleum Engineers, Mechanical Engineering Technologists, Hotel and Hospitality Room Attendants, Hotel Front Desk Clerks, Food and Beverage Servers, Food Counter Attendants, Food Service Supervisors, Industrial Meat Cutters, Courier Drivers, Residential Cleaning and Support Workers, Manufacturing and Processing Laborers, Tour and Travel Guides, Registered Nurses, Dental Technicians, Pharmacists, Snowboard and Ski Instructors, and Retail Sales Persons and Sales Clerks.

For the occupations in expanded E-LMO, it has been established that employers in Alberta and BC have not been able staff available positions with Canadian citizens or permanent residents. Therefore, extensive labor market assessment each time an employer wants to hire a foreign worker in one of the high demand occupations is no longer necessary. It will drastically reduce the overall recruitment time to hire a temporary foreign worker and for a greater number of occupations.

In Alberta and BC, this pilot project will run until September 2008.

The E-LMO pilot project is part of the $50.5 million that the 2007 federal budget set aside to improve the Temporary Foreign Worker Program over the next two years. The improvements include reducing processing delays and responding more effectively to regional labor and skill shortages, so employers could better meet their human resources needs.

In addition to this pilot project, the federal government and British Columbia have signed a Memorandum of Understanding that will strengthen protections for temporary foreign workers. A similar agreement with Alberta was announced in July 2007.

Canada announces new funding for a national research project on globalization, migration and diversity

The Canadian government has announced a new funding of $7.5 million over five years for a national research project, which will explore the effects of migration on the strength of economy, the security of nation, and the relationships between different cultures living side by side within the Canada.

The Metropolis Project for research on globalization, migration and diversity is being funded jointly by the Citizenship and Immigration Canada (CIC) and the Social Sciences and Humanities Research Council of Canada (SSHRC). The funding includes $3.1 million from SSHRC and $4.4 million from a consortium of federal departments and agencies led by CIC.

The funding will ensure the continued operation of five regional research centres based in Halifax/Moncton, Montreal, Toronto, Edmonton and Vancouver. These centres bring together universities, governments, NGOs and the private sector to form one of the largest networks of policy makers and scholars in the world in the field of migration and diversity research.

The Metropolis Project was established in 1995 as an SSHRC and CIC joint initiative and has grown into a unique partnership of policy makers, researchers and practitioners that is both national and international in scope. It supports research, public policy development and knowledge mobilization on migration, diversity and immigrant integration in Canadian cities as well as around the world. Metropolis also provides invaluable training for students who assist in this research.

Communities in Northern Ontario need immigrants to meet demands and sustain growth

Like many other Northern Ontario communities, Sault Ste. Marie and Algoma district may have a greater potential in the short-term for skilled worker shortages to meet demands in the construction and IT industry.

According to a latest study, massive construction investment in industrial and engineering projects, estimated at over $600 million, need immigrants to meet demands and sustain growth. The two largest communities in the district are the Sault and Elliot Lake will see the majority of construction growth over the next few years, the study found. These areas are experiencing a shortage of skilled trades people. Demand for construction workers looks likely to remain stable for the next three to five years as major projects include a hospital ($289 million), Borealis – a waterfront tourism development ($54 million), as well as multiple commercial buildings, a new young offender facility and a relocation of the Department of Fisheries and Oceans facility. New schools and major renovation to older facilities have also been included as part of the mix. On average, the annual value of building construction fluctuates between $40 and $75 million per year.

The study was commissioned by the district, which asked consultant Hawn & Associates Inc. to analyze human resources issues and challenges for the area's construction industry. Interviews with key stakeholders and focus groups were conducted and supply and demand information, construction project costs, business plans, building permits and employment vacancies and trend were analyzed.

Shortage of skilled IT professionals is another problem that is becoming more common for many of the district’s top employers. Local officials from Sault Ste. Marie say there are opportunities for both youth and experienced individuals. The unprecedented number of IT companies looking to hire in Sault Ste. Marie provides opportunity for students, recent graduates, and IT professionals. With labor-force participation at a fifteen year high and advertised job vacancies tripling over the past five years, employers in many sectors are faced with a shortage of workers for perhaps the first time in history.

Demand is high again for system administrators, operation managers and other IT professionals, while the ongoing boom in mobile technology has necessitated the creation of new types of specialists capable of managing the flow of information over wireless networks.

A quick search on ITSSM.com could show you a dozen local IT opportunities.

Many local graduates have already been able to secure entry-level positions in areas like application development. For more senior positions, initiatives like ITSSM.com’s “Sault Reconnect” program, implemented by the Sault Ste. Marie Innovation Center, can be used to keep professionals located outside SSM apprised of local IT employment openings and encourage them to move back to the community. There will be ample opportunity for experienced and skilled IT professionals to find work in Sault Ste. Marie over the coming years.

Canada ranked among top nations on successful integration of newcomers

An influential Europe-wide immigration index probes Canada is better than many European countries in integrating newcomers into the mainstream society.

The Migrant Integration Policy Index (MIPEX) for 2007 is jointly sponsored by European countries to highlight "best practice" policies, and promote reforms encouraging greater social harmony and economic benefits among nations with significant immigrant inflows. MIPEX grades nations based on their immigration policies and legislative frameworks for peaceful integration in 25 European Union member states and three non-EU countries. The MIPEX survey uses over 100 policy indicators to create a multi-dimensional picture of migrants' opportunities to participate in their new homes.

Canada has been included first time in MIPEX, and ranked fifth, tied with Finland, out of 28 countries for its immigration policies, with only Sweden, Portugal, Belgium and the Netherlands better at promoting peaceful integration.

Canada ranked first in several other categories, including its openness to dual citizenship. Canada's score was also boosted by its anti-discrimination policies and the nation's focus on family reunification through immigration. The promotion of equality and immigrant access to human rights protection in Canada was a contributing factor to the top-five result. Canada also received a very favorable rating (80 to 89 per cent) for best practice in labor market access.

The findings of MIPEX reaffirm that Canada is a nation that's open to diversity, and set a high standard in a world where it is increasingly important to be sensitive to immigrants.

Canadian employers project a modest hiring climate in early 2008

According to the latest Manpower Employment Outlook Survey, the hiring climate in Canada will be positive between January and March 2008.

The survey of more than 1,700 Canadian employers reveals that 16 per cent plan to increase their payrolls while 10 per cent anticipate cutbacks for a Net Employment Outlook of +6 per cent. 72 per cent of those polled expect no changes of their staffing intentions for the first quarter of 2008 while 2 per cent are unsure.

Atlantic Canada employers project a moderate hiring climate as 14 per cent plan to hire while 9 per cent expect cutbacks for a Net Employment Outlook of +5 per cent. Ontario employers predict a flat hiring climate for first quarter of 2008 as 11 per cent plan to add staff and 11 per cent anticipate cutbacks. Quebec employers report a moderate hiring climate for the first quarter of 2008 as 18 per cent of employers plan to hire and 10 per cent project cutbacks for a Net Employment Outlook of 8 per cent. Employers in Western Canada once again predict the most active regional Net Employment Outlook for the country as 29 per cent expect to hire and 7 per cent project cutbacks for a Net Employment Outlook of +22 per cent.

In Atlantic Canada, Halifax area employers report the most robust hiring prospects with a Net Employment Outlook of +27 per cent. Job seekers in Ottawa and Toronto expect a conservative three months as both areas report a Net Employment Outlook of +5 per cent. Fort Erie and Barrie area employers report the most upbeat hiring intentions in Ontario with a projected Net Employment Outlook of +13 per cent and +10 per cent respectively. In Quebec, job seekers in Granby expect a healthy hiring climate with a reported Net Employment Outlook of +23 per cent. Employers in Sherbrooke and Quebec City anticipate a steady-to-moderate three-month period with a Net Employment Outlook of +10 per cent and +8 per cent respectively. Edmonton and Red Deer employers project dynamic hiring expectations in Alberta for the first quarter of 2008, as both report a Net Employment Outlook of +40 per cent. Calgary employers anticipate a bright hiring climate with a Net Employment Outlook of +30 per cent. Job seekers in Vancouver (British Columbia) and Regina (Saskatchewan) may look forward to a strong hiring climate with reported Net Employment Outlooks of +25 per cent. Employers in Victoria, British Columbia anticipate an upbeat hiring forecast with a Net Employment Outlook of +13 per cent.

Of the 10 surveyed industry sectors, Construction employers report the most dynamic results for the January to March period of 2008 with a seasonally adjusted Net Employment Outlook of +40 per cent – the strongest among all of the industry sectors surveyed. Employers in the Mining sector anticipate another robust quarter with a Net Employment Outlook of +35 per cent.

Employers in the Wholesale and Retail trade sector expect a strong three months with a Net Employment Outlook of +29 per cent. Employers in the Services sector also predict an active hiring climate with a Net Employment Outlook of +22 per cent. The Public Administration sector anticipates a healthy first quarter, reporting a Net Employment Outlook of +20 per cent.

Employers in the Transportation and Public Utilities sector expect a steady hiring climate with a Net Employment Outlook of +17 per cent. Employers in the Education sector also expect a positive first quarter with a Net Employment Outlook of +16 per cent. Employers in Finance, Insurance and Real Estate industry anticipate a respectable quarter with a reported Net Employment Outlook of +14 per cent.

In the Manufacturing – Durable Goods sector employers project an upbeat climate with a Net Employment Outlook of +18 per cent – the sector’s strongest Outlook since the first quarter of 2001. Employers in the Manufacturing – Non-Durable Goods sector predict a hopeful hiring climate with a Net Employment Outlook of +10 per cent.

Canadians can travel to the U.S. by land and sea without passport until June 2009

The U.S. government has announced postponement of the implementation of final phase of new travel rule until June 1, 2009, which will affect travel to the United States by land and sea.

The Western Hemisphere Travel Initiative (WHTI) is a new American law, which requires all travelers, including Canadians and Americans who are entering the U.S., to have a valid passport or other secure identity document when traveling to the United States from within the western hemisphere.

After the release of final guidelines for travel to the United States on November 24, 2006, it has been decided to implement WHTI in two phases: travel by air, and travel by land and sea. The first phase, which affect travel to the United States by air only has been implemented from January 23, 2007, while the second or final phase, set to be implemented from June 1, 2008, has now been postponed till June 1, 2009.

This delay in WHTI implementation only applies to Canadians traveling by land and sea. Canadians can now continue to use documents such as a birth certificate and a government-issued photo identification (e.g. driver’s licence) to cross the Canada-U.S. border by land and sea for at least another one and a half year. Canadians flying to or through the U.S. must present a valid Canadian passport or a valid NEXUS Air Membership when used at a NEXUS kiosk at participating airports.

This permission to delay the implementation of the WHTI for travel by land and sea until June 1, 2009 was actually granted through an amendment in 2007 Homeland Security Appropriations Act, which was passed by the U.S. Congress on September 29, 2006 and signed by the President Bush on October 4, 2006. This means that the WHTI could be fully implemented before June 1, 2009, or until three months after the Secretaries of State and Homeland Security have jointly certified that specific security criteria for travel documents have been established.

However, the government of Canada is working closely with its U.S. counterparts to investigate other acceptable alternate documents, such as enhanced driver's licences, for Canadians across the land border instead of a passport. As a result of Canadian government’s efforts, the Bush administration has already agreed to exempt Canadian youths aged 18 and under from new rules to carry a passport when entering the United States at land and sea borders. The federal government of Canada has also taken limited flexibility by Americans, which allows travelers without passports to enter the United States in emergency situations as long as they can confirm each traveler’s identity “beyond a reasonable doubt.”

Businesses on both sides of the border have expressed concerns about the possible impacts on tourism. Canadians make over 3 million trips (including same-day crossings) per month to the United States, while the figure is just over 2 million for Americans headed to Canada.

Before January 23, 2007, Canadians were not requiring a passport or visa to visit the United States from Canada by all modes of travel, including air, and they could enter by providing proof of citizenship and identity. WHTI ended 140-years of passport-free travel across the borders.

Canadian home prices to rise by 3.5 per cent in 2008

According to 2008 Market Survey Forecast of Royal LePage, Canada's leading provider of franchise services to residential real estate brokerages, the Canadian real estate market is anticipated to show steady, yet moderate growth in 2008 after the industry’s busiest year ever in 2007 characterized by strong average house price appreciation and record breaking unit sales.

Nationally, average house prices are forecast to rise by 3.5 per cent to $317,288 in 2008, while transactions are projected to fall slightly from this year's record high unit sales to 500,927 (-4.0 %) unit sales in 2008. Despite the year-over-year reduction in unit sales, the number of homes trading hands in 2008 is expected to remain higher than in all years prior to 2007.

With the most affordable major market homes in Canada, residents of Regina and Winnipeg are forecast to drive the greatest increases in house prices in 2008, as job opportunities and in-migration continue to soar in each city.

While Calgary and Edmonton will continue to boast healthy economies and high levels of home sale activity, the excessively fast run-up of home values in 2006 and the first half of 2007 priced people out of the market, causing inventory levels to rise late in the year. Alberta home price increases will be much more moderate in 2008 as the regional market continues to adjust to the new house value reality.

With the country's highest home prices, Vancouver's steadfast market will continue to expand on the back of a strong provincial economy ahead of 2010 Olympic games. Ontario and Quebec markets are anticipated to maintain their relative strength and vibrancy throughout next year, weathering stormy financial markets and adjusting well to the high value of the Canadian dollar.

In Atlantic Canada, a slight depletion of inventory coupled with high immigration levels will see the housing market growing at a strong and steady pace - Halifax is expected to have higher than national average growth in 2008.

The frenzied pace of price inflation that has characterized the real estate market over the past two years in the resource rich west were unsustainable and should ease substantially in 2008. In Central Canada, price increases peaked in late 2005, and have been moderating since.

From coast-to-coast, the homebuyer demographic is anticipated to swell with first-time purchasers, as many flock to take advantage of recently reduced lending rates, longer amortization periods and the resultant manageable mortgage payments.

Coinciding with the Royal LePage report came data from the Canadian Real Estate Association showing Multiple Listing Service home re-sales broke all previous annual records by the end of November. MLS activity in major markets totaled 345,577 units in the first 11 months of this year, 2.7 per cent more than the previous full-year record of 336,646 in 2005.

Canada is currently enjoying one of the longest housing market expansions in history; however, in 2008 it is anticipated that slowly eroding affordability will cause demand to ease, allowing the market to move toward balanced conditions of strong economic fundamentals, including high levels of employment, resilient consumer confidence, modest levels of inflation and the relatively low cost of borrowing money.

Canada focusing on initiatives to alleviate labor force shortages in 2008

To meet the diverse skill requirements of an expanding and dynamic Canadian economy, Citizenship and Immigration Canada (CIC) is focusing on various initiatives in its strategy for 2008 to alleviate immediate and regional skills shortages and the longer-term needs of the labour market.

From this year, a new immigration category under Economic Class will be available to certain temporary foreign workers and international students with Canadian degrees and Canadian work experience, to apply for permanent residence from within Canada. First announced in 2007 budget, the Canadian Experience Class will help address the immediate shortage of workers with specific trade skills by adding up to 12,000 workers from the talent pool of international students in its first year of implementation. Canadian Experience Class is part of national strategy on international students and key element of government’s long-term immigration plan.

Other considerable initiatives to address the specific and generalized labor shortages for 2008 include improving the hiring process of temporary foreign workers, expanding the provincial nominee programs, increasing the services of Foreign Credential Referral Office (FCRO), increasing the admittance of new permanent residents, fostering family reunification and honoring the humanitarian principels of refugee protection.

In 2008, the government plans to admit between 240,000 and 265,000 new permanent residents. A breakdown of this target level shows that maximum of 70,000 federal skilled workers, 28,000 Quebec selected skilled workers, 13,000 business immigrants, 9,000 live-in caregivers, 22,000 provincial/territorial nominees and 12,000 Canadian Experience holders will be admitted in the Economic Class. Under Family Class, 52,000 spouses, partners and children while 19,000 parents and grandparents would be able to admit in Canada.

Each year, Canada protects many thousands of people through the in-Canada refugee protection system and the resettlement of refugees selected abroad. The 2008 plan also maintains strong refugee admissions by allowing maximum of 31,800 permanent residents in this category. Up to an additional 8,000 new permanent residents could also be accepted for humanitarian and compassionate reasons.

The federal government has also committed an additional $1.3 billion in settlement funding over five years, and $342 million per year ongoing, to help newcomers settle successfully upon arrival and integrate fully over the longer term. Settlement initiatives for 2008 include, but not limited to, improving the current range of settlement programs and services as well as those provided by provincial and community partners, and ensuring that the process of acquiring Canadian citizenship sets a solid foundation for newcomer integration into Canadian society over the long term.