USA: Trump’ Extreme Immigration Vetting ~ Longer Wait for Perm. Residency, Immigrant Workers

 

It’s now official! On August 25, 2017, the U.S. Citizenship and Immigration Services (USCIS) confirmed that, as a part of President Trump’s “extreme vetting” directives, potential legal immigrant workers will be required to bear in-person interviews with USCIS.

This new interview requirement can apply to anyone moving from an employment-based visa to lawful permanent residency. The new mandate will also require visa holders who are relations of refugees or persons who receive asylum, to undergo an in-person interview after they apply for provisional statusa stage that precedes permanent residency.

U.S. Citizenship and Immigration Services have expressed that these interviews are “phased-in” beginning October 1, 2017. There is no additional guidance as to how long the phase-in period will be. USCIS will also take time in determining the impact that these new procedures will place on processing times.

Interviews are already a part of the immigration process, and, in the past, USCIS conducted them for ALL cases, which was their standard protocol.

However, decades past, USCIS started habitually waiving in-person interviews for employment-based cases at its field offices to avoid duplicating the efforts of USCIS Service Centers, that vetted the cases. Under this new policy, USCIS will not grant such waivers.

The added interview workload and necessary field office training will surely lengthen wait times for permanent resident applicants. Employers and staff ought to plan accordingly for these delays.

 

Supporting Article Research Sources: Mondaq, Ogletree, Deakins, Nash, Smoak & Stewart

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ATTN: Techies and Marketing Professionals ~ Web ‘Search/Ads’ Judge?

Have Your Say in Improving the Internet – Become an ‘Evaluator’

Legitimate work-at-home opportunities exist for Advanced, Tech-Savvy Internet users globally. This growing field has high standards and an ever-increasing demand for talent. Some firms will offer ‘free training’ providing you meet their preliminary assessments.

Search Engine Evaluation is a rewarding way to earn money from home, however, it is difficult to get a foothold in this particular niche. Projects usually involve examining and analyzing advertising content, images and text, and preparing a written feedback report on the specific aspect of the ads.

What You Should Know Before Moving Forward

Search engine companies periodically need humans to check their search results. The job of search evaluators is typically a work-at-home role that goes by many names — search evaluator, internet assessor, ads quality rater, social media assessor, or internet judge, to name a few. (Keep this in mind when you are running your searches to find work).

Search Engine Evaluators give feedback to ensure that internet search results are comprehensive, accurate and timely, are spam-free, and relevant to the searcher’s intent. In essence, they are the human check on the complicated, ever-changing algorithms on which all search engines run.

To do this job effectively, the search engine evaluator must be familiar with the language and culture of the local search engine user.

Top Targets for Search Engine Evaluator Jobs

Leapforce

Leapforce specializes in hiring work-at-home Search Engine Evaluators, search quality judges, and map quality analysts, many of whom perform work for Google. They hire year-round for multiple languages such as Chinese, English, Hindi, Arabic, Russian, German, French, etc. If you are interested and believe you are qualified, I would strongly suggest you try Leapforce first.

Applicants must have excellent web research skills and analytical abilities, a university degree or equivalent experience, and have a broad range of interests with specific areas of expertise a plus. Candidates must study supplied materials and pass a three-part qualification exam.

Appen Butler Hill

The freelance search evaluators at Appen must be native speakers of the language in which they are working, be knowledgeable about the internet, and be familiar with a wide variety of online news sources.

Many positions require fluency in one of the more than 120 languages and dialects Appen offers its clients. Appen also hires independent contractors for a number of other projects like language validators, transcriptionists, etc. Applicants review qualification material and take a series of exams over a one to three-week period.

Lionbridge

Lionbridge is a global localization company that has internet assessor jobs as well as several other similar roles in its crowdsourcing division. The company uses thousands of work-at-home independent contractors for specific work. These positions include, but are certainly not limited to:

  • Internet assessors who evaluate results of a web search;
  • Internet judges, which are similar to internet assessors;
  • Online maps specialist who evaluate and enhance online mapping software; and
  • Social media search consultants who express opinions on the quality of content.

Openings are listed at the links above, and applicants are asked to take an online assessment to demonstrate their ability to perform the related functions.

iSoftstone

iSoftstone hire talented people around the globe who have skills in languages and technology to provide deep market insight for their services; from hardware testing to data entry, and localization to translation.

If you get on board with iSoftstone you will also be able to work with another firm in a similar role to multiply your income.

To perform this type of work properly, you cannot afford any kind of distractions, or you will not be working for very long. You can make a good part-time income if you are well-skilled and lots of work is available to you.

Please note that some companies ONLY want those that have a Smartphone (Android) to work from, and will require roughly 25 hours of your time per week. It is also important to stress here that some of these companies will not permit you to work ‘in the same type role’ with another company while under contract with them.

With the exception of iSoftstone, all of the companies listed above serve the same client base, and therefore cannot permit you to work in a similar role, as it would stimulate conflicts of interests.

Canada Labour Code Amendments

http://lancasterhouse.com/

You may be aware that just a couple of months ago, specifically on June 22, 2017, Bill C-44, the Budget Implementation Act, 2017, No.1 received Royal Assent.

This Act makes a number of changes to the Canada Labour Code (the “Code”) that will impact federally regulated employers, both unionized and non-unionized.

Please note that a date has not yet been set for when these changes will become law.

A ‘GENERAL GUIDELINE’ TO THE PROPOSED KEY AMENDMENTS:

Administrative Monetary Penalties (Added to the Code)

  • Employers can now be penalized for up to and including $250,000 under this section, and any officer, director, agent, or any other person with managerial or supervisory roles can be held liable for the penalty.
  • The specific Code provisions to which these penalties apply, and therefore the specific penalties will be identified in future Regulations.
  • The deadline for issuing a Notice of Violation is 2 years from the day on which the subject-matter of the violation arose.

Complaints Relating to Reprisals (Added to the Code)

  • Employees will be able to file a complaint with the Canada Industrial Relations Board (the “CIRB”) if they believe that the employer has taken reprisals against them for making a complaint pursuant to Part III of the Code, providing information to the Minister, the CIRB, or an inspector in exercising their duties under Part III of the Code, OR testifying in a proceeding or inquiry pursuant to Part III of the Code.
  • Such reprisals include, among other things: dismissing, suspending, laying off or demoting the employee, or imposing a monetary burden or penalty on the employee.
  • The time period for filing a complaint of retaliation is 90 days.

Inspector Orders

  • The authority of inspectors has been expanded. Inspectors will now issue compliance orders if they find an employer has not complied with Code provisions on standard hours, wages, vacations, and holidays.

Internal Audit

  • The Minister of Labour could order an employer to conduct an internal audit of its books, payrolls, and other records to determine whether the employer is in compliance with the Code provisions on standard hours, wages, vacations, and holidays.
  • The Minister may order the audit report to contain any data that the Minister deems appropriate.
  • Once the audit is complete, employers must submit the audit report to the Minister.

Unjust Dismissal

  • Unjust dismissal complaints that are not settled will now be referred to the CIRB, instead of an adjudicator for determination.

Unpaid Leaves of Absence:

Employees with a Newborn or Adopted Child

  • Female employees will be permitted to begin their maternity leave up to 13 weeks before their due date, a 2week increase from the current 11 weeks.
  • Employees will be entitled to take an unpaid leave of absence of up to 63 weeks to care for newborn or adopted children, a big jump from the current 37 weeks.
  • The combined total of maternity and parental leave that one or two employees can take for the same birth or adoption will increase to 78 weeks, a considerable increase from the current 52 weeks.
  • The combined total of parental leave that two employees can take for the same birth or adoption will increase to 63 weeks from the current 37 weeks.

Employees with a Critically Ill Child or Family Member

  • The definition of those eligible to take a leave of absence to care for a critically ill child will be expanded beyond a parent to a family member of a critically ill child. The eligibility period (6 months of continuous employment) and length of absence (37 weeks) will remain the same.
  • Employees who have completed 6 months of continuous employment will be eligible for an unpaid leave of absence of up to 17 weeks to care for or support a critically ill adult family member.

Unpaid Wages Recovery

  • The period for recovering unpaid wages will be extended from 12 to 24 months.

Again, please keep in mind that a date has not yet been set for when these changes will become law.

Supporting Article Research Sources: Mondaq.com, Lawson Lundell LLP

My View on Driving Site Traffic (Part 2 of 2)

As I said, what I want to share with you today is what I have learned about ‘traffic exchanges’ (TE) so far.

I have only been using a few TE sites over the past couple of months and would value feedback from the more advanced marketers regarding their use, please.

There are some awesome TE sites out there like Hungry for Hits, EasyHits4U, TrafficAdBar and far too many more to list for you here – I want you awake!

The fact that there are so very many of these sites tells me they are obviously in demand and spreading like wildfire, because they are also a way to ‘advertise for free’ and if you are an affiliate marketer, can be very valuable relationships to have while driving a steady flow of traffic to your site, hopefully earning you more free traffic and money from your product sales.

However, as with much found on the Net, there are significant glitches to these systems not only in terms of how they are designed and function during surfing, or the fact that they can be addictive, it seems to me that once you start, you can’t really stop because your site traffic/visitor count will suffer considerably – as will your online Rep.

To my way of thinking, it would not look good for any site to have hundreds of visitors for a day/week or so and then suddenly drop off to only a few. I do not believe that would look good in the eyes of ‘Google’ or any of the other search engines either. So, what to do? Please read on to find out.

I have blogged on and off now for a few years and was always told that ‘content was king’ and is what drives traffic to a site. Another driver is interesting ‘products’ that are ‘Evergreen’ preferably.

However, I do not recall any mention of traffic exchanges, free advertising sites, or any kind of free advertising for that matter, other than the ‘norm’ of posting my links on all of my social networking sites, and in my email close of course.

Nonetheless, I did not have a traffic problem with any of my sites (at least in my mind) but must admit I did not achieve the high response rate I am currently enjoying since working on a number of these TE sites.

That said, it seems clear to me that if I were to stop utilizing these exchanges, my numbers would, of course, decrease, which is a bummer for any site or blog owner. The likelihood that I would end up returning to recapture my solid audience is strong while continuing to work on my site, and build a few more.

I do not totally buy into the concept that ‘content is king’ as I have analyzed a good number of sites that I thought hosted excellent and useful content, and had great online Reps – only to learn that their visitor stats were not at all much higher than my own. So, if the content is, in fact, king, what is the problem? Not enough ‘buzz’, SEO (Search Engine Optimization) and on-site/image optimizations? Not enough content or consistent posting?

The funny thing is, while holding these sites that come to mind in high regard, right up there on the proverbial pedestal, they all could have used Traffic Exchanges to grow their online presence on the ‘global stage’ and had many more eyeballs looking at their work and product offerings. Maybe I’m different, but I find this fact interesting.

It should go without saying that ‘content’ is crucial to any site – you cannot market a bare site OR one that is just advertising for your affiliate programs. Creative, useful, and knowledgeable content is a MUST have of course. I am simply saying I do not believe it is the be all, end all for driving traffic to your sites.

That all said, I think that Traffic Exchanges offer bloggers and website owners a valuable tool for getting eyeballs on your sites, even if they are only used in the initial stages of your site development. All the millions of sites on the internet are competing with each other in every niche you can possibly think of. They MUST be using SEO strategies, and I suspect that part of that process involves using these traffic exchanges to gain recognition with more visitors to their sites, AND also getting FREE advertising for their products or services while earning some cash along the way. That’s pretty wicked awesome in my book. It certainly beats having to BUY traffic!

I would love to hear your thoughts on Traffic Exchanges, please!

  • What do you think of these exchanges?
  • Do you currently use any TE sites for your sites?
  • Would you consider using them after reading this post?
  • How many TE sites have you found that actually ‘pay you cash’ versus just getting more traffic, free ads, or your site higher up in their rankings?

P.S. There is another thing I have noticed using Traffic Exchanges that I think is very valuable. Reading all those ads induces some creativity for writing your own for one thing. What turns you off is likely to turn off others, but the good ones really stand out – I tend to remember those and add them to my ‘favourites’ for future reference. It really gets the juices flowing – HUGE advantage to keep in mind for your present and future sites!

Thanks so much for visiting today, much appreciated. Make it an awesome day!

My View on Driving Site Traffic (Part 1 of 2)

Image Source: Bing Images

Image Source: Bing Images

 

If you are reading this page I can only assume you either have your own blog or website(s) or are planning to create your first site very soon.

I am basically a returning novice to the internet/affiliate marketing game myself, and want to share with you what I have learned so far in terms of capturing the all-importanttraffic.’

I should mention here that I have been fortunate in having made a few good sales in the past, but let life get in the way of seriously pursuing internet/affiliate marketing, social media marketing, etc. I am now ready to give it a solid shot, knowing it will take much time and effort, and involves a high learning curve to achieve true success.

Fortunately, there are a myriad of resources on the Net to help those entering the internet marketing arena for affiliates specifically. A quick Google search will reward you with pages of excellent resources you can tap into.

FOR NEWBIES – BUILDING YOUR FIRST BLOG/WEBSITE

I would recommend a ‘free’ blog if you are very new to working and sharing on the Net. If you want to start with a ‘hosted’ site, I would highly recommend WordPress Engine. An excellent first-class platform, WP Engine offers lovely themes that cover A-Z for business and hobby sites, easy to use formats with numerous layout options, and to top that off, for August you can get 3 MONTHS FREE on any Annual WP Engine Plan. WordPress offers excellent training and support, and is quite simply an amazing platform! (Coupon Code: FunnelWPE ~ Valid for new customers purchasing any Personal, Professional, or Business plan. Offer expires 8/31/2017.)

If you have never attempted this type of challenge before, it can be quite daunting. When you are feeling totally stressed out and getting confused with all the conflicting information at your disposal on the Net (and trust me, this will happen to you) do yourself a favour and take a ‘short’ break, and walk away from what you’re doing for 20-30 minutes.

If you still don’t feel confident or comfortable enough to return to your project after your short break, let it go, and go out for a while. If your goal and commitment are both clear and strong enough, it won’t be long before you are back working away to get your site just the way you want, and launched. That is very exciting and feels awesome!

Having your own blog or website takes a great deal of work, but rewards you with the greatest sense of accomplishment, while simultaneously getting you on the road to ‘building your personal brand’ on the “Global Stage.” IF you incorporate affiliate marketing on your sites, you open the door to creating substantial, passive incomes.

TRAFFIC – Well, first of all, whether you have one site or several, they will mean nothing without traffic! Ideally, of course, you will endeavour to drive traffic to your site that have a predisposed interest in your product or service, or if a hobby site, draw others that share your passion.

Whatever you decide to create, or perhaps have already created, all your hard work will be for not if no one is visiting your site.

There are several avenues you can use to stimulate interest and drive traffic to your site(s). Here are just a few examples of what I mean:

  • Facebook Page;
  • Twitter;
  • You Tube Channel;
  • LinkedIn;
  • Pinterest;
  • Tumbler;
  • Digg;
  • Forums (Sites specifically for bloggers, niche forums, etc.);
  • Your Email provider (signatures include links to sites);
  • Free Classified Ad Sites; and
  • Traffic Exchanges (FREE!).

Your site names and links should always be in your email sign-off, and on ALL social networking sites that you join, or belong to now.

Please click here to read the juicy Part 2!

Canada: Candidate Background Check Guidelines by Province

As we know, background screenings of job candidates are standard operating procedures (‘SOP’) of any employer’s recruitment process, helping to identify the best-qualified candidates, while managing potential risks related to a poor hiring decision.

There are many background checks that are commonly permissible in Canada, and the type of checks an employer may consider running depend on the nature of the position for which the candidate is being considered. The most widely used are those that relate to the academic, employment, criminal, and credit history of candidates.

Employers are of course eager to learn as much about a candidate as is possible, however, they must tread most cautiously. An improperly conducted background check – or a properly conducted one where data obtained is improperly used or even disclosed – will expose an employer to liability. This liability may cost an employer an inordinate amount in terms of both cost and professional reputation for such carelessness.

It is therefore crucial, that any background check is conducted in accordance with applicable provincial laws. Federally regulated employers must guarantee compliance with federal law. Both privacy and human rights legislation, in relevance to provincial law, exists at the federal level as well.

Human rights legislation exists in each of the Canadian jurisdictions we are addressing, and to the extent that an employer obtaining information related to ‘protected grounds’, cannot consider this information to be a factor in the ultimate hiring decision.

What must be kept in mind here is that privacy statutes and obligations differ among Canadian provinces when it involves personal employee information. Both impose important and necessary limitations on background checking with respect to what checks are conducted, and how the information collected may be legally used.

Fortunately for us, Blake Cassels and Mondaq have kindly provided this handy interactive map revealing the notable features in each province regarding privacy and human rights as they relate to this article.

For your convenience, I have provided the notable features information for ‘British Columbia’ as follows:

An employer may, without a candidate’s consent, collect personal information, IF the collection is for the “purposes of establishing an employment relationship.” However, before doing so, the employer must notify the candidate. Human rights legislation prohibits an employer from refusing to hire a candidate on the grounds that he or she was convicted of a criminal or summary conviction offence if that offence is “unrelated” to the employment.

 

Supporting Article Research Sources: Mondaq, Blake, Cassels & Graydon LLP

Promoting an ‘L&G’ Culture ~ Influential Admin Team Leaders (Part 2 of 2)

Cont’d from Promoting an ‘L&G’ Culture  ~ Influential Admin Team Leaders (Part 1 of 2)

“We should all pick up new skills, ideas, viewpoints, and ways of working every day”, Sir Richard Branson

Other ideas that your Admin Team Leader(s) can explore requires strong negotiating skills in dealing with program vendors with regards to licensing matters. Ideally, this is where your IT department comes into play, as they will be able to offer a wealth of information on this subject, including sharing their direct contacts.

Speaking of your IT department, it is this group of specialists that will guarantee relevant services are provided on your firm portal, assuming your firm has one.

If your firm does not yet have a portal, I would suggest that your Team Leaders meet to work out the commonalities among the administrative body for this team’s specific training programs and coaching needs.

He or she can then speak to the IT team to establish what is plausible. Armed with this knowledge, they could then present their plan to their administrators and HR team for discussion and implementation approvals.

These ideas may well present a more attention-grabbing and engaging atmosphere for your employees to learn and grow, as opposed to the use of the conventional external training and coaching settings that are costly, and often take your employees off-site.

Another approach to ponder, used throughout our history, although considered a touch unorthodox, is the system of bartering firm services for the desired equipment, training, coaching, or another requirement.

For example, if you have a significant number of employees requiring a particular training or coaching, I would contemplate attempting an exchange of services where possible with the high-ticket external training and coaching companies.

Depending on your industry, this exchange could look like offering free advertising, notably reduced printing costs, accounting services, or a significant discount on a myriad of other professional services.

While this method requires clever negotiations skills, the results would surely prove worthy, while creating a win-win situation for each party.

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Promoting an ‘L&G’ Culture ~ Influential Admin Team Leaders (Part 1 of 2)

“We should all pick up new skills, ideas, viewpoints, and ways of working every day”, Sir Richard Branson

http://www.theclci.com/products_PMMS-BSC04.htm

 

If you have an influential Admin Team Leader in place for your department(s), you are most fortunate.

An effective Admin Team Leader will listen to all of your concerns about your role; perhaps as yet unattainable tools or equipment, and of course, learning and growth training that encourage your career advancement.

The Team Leader is your ‘go-to’ to express any job-related issues, whether that looks like an associate concern, workload issues, overtime, or what have you.

While a Team Leader shoulders many responsibilities, their chief role is to make sure their assigned teams are operating efficiently and effectively, and thus, have the right programs and tools at their disposal to work at peak performance levels consistently.

Naturally, discontented employees are not going to stick with their departments or any firm that does not offer a culture of opportunity. Firms not operating in this culture are sure to face real and expensive employee retention issues.

The Admin Team Leader, operating within the firm budget guidelines, must be resourceful in sourcing either internal or external coaching and training resources, and cost-effective tools for the firm, while still offering value for your administrative teams.

Depending on the scale of your firm, and the number of employees requesting (or requiring) coaching and training, your Admin Team Leader(s) may wish to consider:

  1. Sourcing experts inside the firm network to present talks to your team;
  2. Reaching out to firm mentors and coaches, to see if they would be willing to discuss the connected issues and programs together with your team; and
  3. Negotiating in-house contracts for knowledgeable, competent program trainers to keep costs down.

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Is your Firm ‘Connecting’ with You?

Engaged Employees

Connected employees will stay with their firms, become a dedicated advocate of the firm, as well as proactively seek out viable ways to create a positive difference by contributing in some way to the bottom line of the firm’ financial success.

Connected employees can typically achieve higher performance levels with results attributable to their natural dedication and motivation. Therefore, I suggest that there is a remarkable link between connected employees and corporate profit margins.

Employee ‘connectedness’, or engagement is crucial to organizations that seek to not only retain valued employees but truly engage with their staff at all levels, thus increasing its level of performance.

Major Factors of Connection

Many organizational factors influence connected employees & employee retention, such as:

  • A culture of value and respect where outstanding work is valued;
  • Easily accessible, consistent, and constructive feedback and mentoring;
  • Adequate office tools and equipment to complete work responsibilities;
  • Fair and proper reward, recognition and incentive programs;
  • Opportunity for advancement and professional growth;
  • Readily available, and effective leadership;
  • Clear and definitive job expectations, and
  • Generating a high level of motivation.

Do you know how Engaged & Connected your Employees are today?

The first step is to learn what the present level of employee engagement is. The simplest and most convenient tool to measure this component may well be a Comprehensive Employee Satisfaction Survey, which is widely used in our corporations today.

A well-crafted and administered satisfaction survey allows you to understand at which level of engagement your employees are operating. Customizable employee surveys can offer you with a place to begin in your efforts to optimize employee engagement.

The key to successful employee satisfaction surveys is to pay close attention to the feedback from your employees. Typically, this is the only way to identify their specific concerns and issues.

When divisional or firm leaders listen, employees respond by changing behaviour and consciously become perceptibly more engaged, resulting in increased productivity and employee retention.

Engaged employees are more likely to be content in their roles, stay with the company, and consistently strive for higher levels of performance, and ultimately, of course, a promotion.

I believe that listening to your employees’ concepts, and acting on their contributions, coupled with actively involving employees in the decision-making process, are all key factors in realizing the coveted reward of employee engagement.