CANADA – PART TWO

(SOURCE: Romeo Young, former labor attaché for Canada; Currently Acting Executive Director, National Conciliation and Mediation Board, The Department of Labor and Employment)

CHALLENGES FACING THE OFW COMMUNITY IN CANADA

RP ranks high among the top 10 source countries of immigrants for the past 4 years --- Canada has been a destination of choice for many Filipino immigrants.

RP has been Canada’s top source of college-educated professionals and other highly marketable skills since 1990’s.

  • On the still limited number of contract workers allowed entry into Canada, data for the past three years show that OFWs have been growing in numbers (mostly live-in-caregivers, with a smaller number of high-tech (IT) workers, and others).
    1. Need to address some issues and concerns despite these favorable developments as they impinge on the market itself, and the POLO’s capability to improve its performance

      - Canada’s laid-back attitude and is not aggressive enough in attracting the best and brightest immigrants who could contribute greatly to its economic growth. In contrast, Filipino nurses and IT workers and even their Canadian counterparts, have been lured to the more aggressive and more lucrative American labor market.

      - Introduction by Canada’s Parliament of Bill C-31, which seeks to propose changes to its Citizenship and Immigration Law. Among the major changes being proposed to address so-called “systemic immigration problems” are that on modernizing the selection system for skilled workers, expanding the temporary worker program, and introducing new approaches to Citizenship and Immigration Canada’s overseas service delivery.
    1. Non-recognition/accreditation by the Canadian government of recruitment agencies in the hiring of foreign workers; direct hiring by employers is preferred. The facilitative role of legitimate recruitment agencies in serving the needs of Canadian employers may now have to be properly evaluated.
    2. Illegal recruitment activities of so-called Canadian-based “immigration consultants”, but operating in RP, have been a cause for concern for many Filipino-Canadians whose relatives had been victimized. Legitimate recruitment firms have also complained about their illegal operation. The POLO, POEA, BID, & other agencies, can coordinate closely to put a stop to these illegal activities.
    3. Existence of unregulated caregiver training schools in Manila and other provinces in RP and exorbitant training fees charged to applicants bound for Canada. POEA & TESDA can formulate policies to govern activities of said training schools.
    4. On marketing of new skills, it will be a great help if POLO is supplied with relevant materials on such high-end skills as IT and nurses. If they could be packaged well, in good video materials and brochures, they could be handy information for our prospective principals and employers.
    5. On welfare assistance to OFWS, it is suggested that OWWA already allocate annually, and according to the needs of each post, certain portions of their legal and welfare assistance funds, to answer for such emergencies as repatriation, and providing legal assistance. This could facilitate delivery of services and enhance our relationship with activist groups.
  • On Post’s operating funds, it is suggested that MOOE savings be treated as continuing operational funds, the same way as that being practiced by DFA posts abroad. Post could still be held accountable for those funds through regular submission of financial reports to ILAS and FMS