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Understanding minimum wage increases in Ontario

Graphic showing current and proposed minimum wages in Ontario

In October 2017, Ontario government passed the Fair Workplaces and Better Jobs Act, raising the general minimum wage in the province to $14 per hour on January 1st 2018, and to $15 per hour, a year later on January 1st 2019. After that, the general wage will be increased annually at the rate of inflation. Other provisions of the act include:

  • mandating equal pay for workers who are doing the same job, regardless of whether they are working on a full time, part time, temporary, casual or seasonal basis
  • job protection for up to 17 weeks of time off, if a worker or their child has experienced domestic or sexual violence
  • requiring employers to provide at least three weeks of vacation for employees after five years with the company
  • requiring employers to make employee scheduling fairer, including paying for three hours of work, if a shift is cancelled within 48 hours of its scheduled start time

The public discussion about the Fair Workplaces and Better Jobs Act has focused on the $15 minimum wage raise, invoking both a sense of optimism, as well as some concern from both employers and workers. On one hand, minimum wage earners (there are an estimated 1.5 million workers in Ontario who earn below $15 an hour) have expressed enthusiasm at the possibility of earning more per hour and coming closer to affording the cost of living in an expensive city such as Toronto. On the other hand, many fear this may result in job losses if employers are not able to afford the increase.

While employers worry that they will have to lay off staff to survive, it’s hard to predict the impact of minimum wage increases. Research findings are mixed; many describe job loss, while some analysts report that even though jobs might be lost in the short term, there might be a net job gain later (12 months or so after the increase). Other reviews into this issue concluded that “The employment effect of minimum wage is one of the most studied topics in all of economics… The weight of evidence points to little or no employment response to modest increases in the minimum wage.”

The impact it will have on minimum wage earners is harder to figure out. Employees who survive the potential layoffs will most likely be better off, earning almost $600 more per month or $7,500 annually for full time employees. Considering that a full time minimum wage earner presently earns barely enough to cover the cost of the average monthly rent in Toronto (which is estimated at approximately $2,000), this could make a major difference to the quality of life for low income earners and their families.

It is possible that some employees might lose their jobs, or have their hours reduced. The provincial government is hoping that the stronger economy in Ontario will ensure that workers will be able to find other jobs, and is relying on social support networks such as social assistance, retraining support through OSAP and Second Career, and employment services such as JVS Toronto will help them transition to new, better careers.

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What are employers’ attitudes toward tattoos and piercings?

A barista with visible tattoos serving coffee to a customerIn 2011, an Ipsos Reid poll conducted for Global Television, found that over 20% of Canadians have at least one tattoo on their body. And more recent evidence has shown that this number is increasing as more young people are choosing to get inked. Body piercings also seem more prevalent these days. Despite the rise in popularity, should job seekers still worry about negative attitudes toward tattoos from employers?

Just like many other job search concerns, there is no single answer. Employers’ expectations about tattoos and piercings are as varied as they are; it depends on the type of company, its employees, and the nature of the specific job the candidate is applying for.

A recent Salary.com survey assessed peoples’ perceptions of the impact of tattoos and piercings on employment. It revealed that the vast majority (76 percent) felt that tattoos and piercings hurt applicants’ chances of being hired, with many (39 percent) believing that employees with tattoos and piercings reflect badly on their employers. Many (42 percent) also believed that visible tattoos are not appropriate at work. Despite the high numbers of people with negative attitudes, there still is a large proportion (60 percent or so) of people who are open to to the possibility of tattoos not necessarily being inappropriate or reflecting negatively on employers.

As with everything, there is no hard and fast rule about employers’ preferences, except to consider that employers like to hire candidates that seem like a ‘good fit’ with the company and its customers. For example, it’s a safe assumption that the more corporate the employer, the more likely tattoos and piercings will be frowned upon. It is also likely that older employers are more likely to hold old fashioned judgments about them. Conservative industries such as banking and law might be more critical of candidates with visible tattoos or piercings, whereas more creative or alternative sectors might be more open. It also may depend on whether the job to which you are applying involves facing customers, and who those customers may be – if the customers you might be serving are more likely to have tattoos, then perhaps the company would not mind if you have visible tattoos, as well.

So, what is the best advice for job seekers about tattoos?

Think carefully about who you are expecting to be interviewed by and what their attitudes might be. If possible, check out the workplace before going for the interview and assess what the staff, and customers, look like. If you are unsure, it may be a safer bet to cover up visible tattoos or piercings for the interview until you know more; you don’t want your appearance to be a distraction from the real assets you bring to the interview and the job.

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CanPrep Webinar: Employment Law in Canada – Know Your Rights And Duties

CanPrep Confident Business WomanAntonio Urdaneta, LL.M, Barrister, an Ontario Employment Lawyer, provides information and answers your questions on Canadian employment law.

Have you been wondering what your rights are as a worker under a Canadian employer? CanPrep’s webinar on “Employment Law in Canada – Know your Rights & Duties” is just for you. In this webinar we cover important topics like:

  • Basic Employment rights
  • Interview Questions: Legal Vs Illegal
  • What is discrimination?
  • Employment contracts
  • Difference between Federal / Provincial laws
  • Room for dismissals
  • And more!

[Read more…]

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Identify the key person in a company to help you get hired

African American woman using laptop

When I ask my clients who they would like to connect with to help them get a job in their target companies, the standard answer is almost always “Human Resources.” Job seekers tend to believe that the Human Resources (HR) staff make the final hiring decisions or are, at least, in the best position to influence hiring final decisions. This results in cover letters often being addressed to HR staff and LinkedIn connection requests being sent to them.

HR managers receive a huge number of calls, emails and LinkedIn requests daily from people trying to get employment opportunities in their companies. Job seekers might be surprised to learn that it is exceedingly rare for HR staff to be able or willing to influence hiring decisions. In most medium to large-sized companies, the final decision regarding who to hire is not made by HR managers. Most decisions such as these are made by heads of departments or team leads.

What does this mean for the average job seeker? If you are going to address your cover letter to a particular person, you might want to figure out exactly who they are. If that isn’t possible, then use the title mentioned in the job posting. If that is not available, then address the letter to “the hiring manager.”

For networking purposes, the most useful contacts are not necessarily those who make the final hiring decision, because those people are often particularly cautious about not being seen as applying any personal influence on hiring choices. Of course, if you personally know a hiring person well, and you know that they know and respect your work, of course you should approach them. For the rest of us, if you do not know the hiring manager, you may have greater success if you are referred to that person by someone who does know them. Very often, that is the person who does the same kind of job for which you are applying, such as a potential team member. For example, if you are applying for a social worker position, you might have much greater success at getting referred to the hiring manager if you connect with other social workers on the team.

Use LinkedIn to seek out people in your field who do the work that you want to do in your target companies. Connect with them and join LinkedIn groups in which they participate. Initiate conversations with them online, or even better, arrange to meet with them in person for a short information interview. Make a point of connecting with as many potential team members as possible. These contacts are, by far, the most useful sources of employment opportunities.

A referral from a potential colleague can be a very effective way to influence a hiring decision. If you are able to establish strong ties to them, you will find that when job opportunities do finally come up in their companies, you will have the most influential people on your side. They might think of you when employment opportunities come up, and even be willing to reach out to the hiring manager on your behalf.

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Of Greetings and Gratitude: A CanPrep Success Story

Man typing on a laptop

Each year our CanPrep program helps hundreds of newcomers start preparing for employment before arriving in Canada. Our Employment Specialists guide each participant through how to conduct a job search in Canada, participate in online mentoring, learn about their specific industry, connect with employers and apply for jobs.

Internationally trained professionals who enroll in the CanPrep program arrive in Canada well-prepared to find positions that fully utilize their skills and education.

Tasneem, a Marketing Specialist from Bangladesh, participated in the CanPrep program. Here is what he has to say about his experience.

Isn’t it remarkable how time flies? I have now spent four seasons in Canada. [I wanted to] thank you for the greatest gift of all in my first year here. You listened to my story and shared your views on the industry and job market here. I feel indebted to you for sharing knowledge with me; each [step of the CanPrep program] has contributed to making me the person that I am today.

The last year brought with it the challenges expected with moving to a new country. After 11 years of [short term] marketing roles in different countries, I was “between jobs” for about 5 months. But I came across the term “up-skilling”, and then made the most of it during summer. I got Google AdWords certified, completed an online diploma in digital marketing, earned an email marketing certification, learned basics of UX design, HTML & CSS, and built a portfolio. My short term contract was replaced with a permanent account management role.

Tasneem accessed the following resources through our program:

  • One on one sessions with CanPrep Employment Specialist through Skype and Email
  • Canadian job search advice and support based on individual needs
  • Resume building tool
  • Employer Connections – job board connecting to job postings that match candidates’ profiles
  • Self-directed e-learning courses

What was the lasting result of Tasneem’s participation? He says “I have started to find my feet in Canada. Thanks to you.”

For more information about CanPrep or to see if you’re eligible, please contact Iliana Tzekova at [email protected]

JVS Toronto

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