HELP WANTED! Presenting a Great Opportunity

I have an exciting business opportunity to present to you today that I am really jazzed about! The best part about the opportunity I am about to pass along to you is it’s 100% FREE to JOIN the team and start working immediately – from the comfort of your home! I mean it – you can be working TODAY people! No fuss, no muss, no hassles, and no strings attached!

This company is ethical and operates from a sincere credo of H.O.P.E. ~ ‘Helping Other People Everyday’ and man, is it ever on target and growing rapidly on a global scale.

I’m dead serious about this chance for you to finally find YOUR FREEDOM, fire the boss, and move on with a happy and prosperous life!

Best Easy Work (BEW) is a company that was created to help people make money from the comfort of their home. BEW provides its members with a platform (lovely FREE Money-Making $ite) to earn daily commissions via check or direct deposit. Paid members in the U.S. also enjoy a generously discounted ‘Dental and Vision Plan!’

BEW’ attractive compensation plan will help to change the way you do business both on and offline. BEW offers many levels of participation; FREE (earn $25/paid sign up), $88, $188, $288, $500, $1000, $1500, and so on. Commission payouts range from $25 to $4000.

So please go ahead and click the link below to see for yourself what I’m so excited about! You can sign up to be a part of the fastest growing Best Easy Work Team ever for FREE right now!

The Owner of the company CLOSES ALL SALES FOR YOU! Simply market your site, and give away to others to help them find financial freedom too!

Just click on (or copy) this link and you’re good to go in seconds:

GO FOR IT! – don’t let fear or self-doubt stand in your way! This is too easy AND fun. You really have NOTHING to lose and EVERYTHING to gain! The part I love so much about BEW is the awesome gift of being able to help so many others achieve their financial goals and dreams.

To Your Online Success!


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 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 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 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.

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.

Do You Need a Talented Temp On-Site or a Virtual Assistant?

Please review the following questions to determine if my services would help you in achieving your business and project goals, and meeting or beating your client deadlines.









  • Are you finding yourself staying late to complete projects? Eating ‘fast food’ at your desk, and working weekends?
  • Do you keep a ‘to do’ list that just keeps growing, because you find you have to add to it daily?
  • Is your website or blog consistently ‘up-to-date’ with accurate and ‘on brand’ data?
  • Are you actively engaged with all your social networking accounts; attracting your contacts with daily posts, comments, and news or important announcements?
  • Do you have ‘assigned staff’ on hand to take care of all of your social media marketing and networking needs?
  • Could you benefit from having an extra set of eyes, and pair of hands to help you get back on top of things?
  • Are your current staffing levels sufficient to help you with all that you have to do?
  • Do you have proactive and skilled support staff available to you, willing and able to help you?
  • Are you working with complex documents that need advanced formatting edits before client delivery, but don’t quite have the skills required, or know the fastest way to go about it?
  • Are you feeling overwhelmed with your day-to-day tasks – not enough hours in the day?
  • Do you have a professional and reliable contact to call upon when you need a little extra help on your projects?
  • Do you have a tight staffing budget that does not support hiring a Temp through Personnel Agencies, due to the associated high fees?
  • Are you, or is your firm interested in ‘cost-effective’ administrative assistance, with no employee benefit costs attached?

If you answered YES to ANY of the questions above, you would most definitely benefit from having the services of A Talented Temp at your disposal.

If you would like to explore areas that I can clearly help you with, please contact me directly via phone or email, and feel free to connect with me through your preferred social networking service as well.

Thank You!

Canada and U.S. Enjoy Competitive Workforce






Innovation Minister celebrates free flow of knowledge and skills on both sides of the border

As we know, Canada and the U.S. have designed one of the most enduring, integrated, peaceful, and mutually beneficial economic relationships in the world—one that results in shared prosperity and better living standards for the middle class in each country.

Behind each North American innovation are the talents and creativity of persons from each side of the border. That includes the highly skilled Americans and Canadians who grow our food, build our cars, and turn new technologies into products and services that are sold worldwide. Each country enjoys the advantage of having a highly competent workforce that can compete globally based on advanced and specialized skills.

That was the message delivered by the Honourable Navdeep Bains, Minister of Innovation, Science and Economic Development, at the Western Pathways Conference earlier this week in Denver. This conference, which ends May 13th, is a gathering of U.S. business, government, and education leaders. The conference targeted ways to prepare young adults for jobs of the future.

As part of the Innovation and Skills Plan set out in Budget 2017, the Government of Canada is moving forward with targeted investments to make sure that skills training begins early and continues throughout the careers of Canadians. These investments include:

  • $50 million over 2 years to support learning opportunities in computer coding and digital skills for school-aged children;
  • $221 million over 5 years to create 10,000 work-integrated learning placements that enable university and college students to enter the workforce; and
  • support enabling mid-career workers who wish to pursue post-secondary education to make qualifying for student loans and grants a smoother process.


  • Trade between the U.S. and Canada reached nearly $700 billion in 2015, representing $2 billion of goods and services crossing the border daily.
  • Since the Canada-U.S. Free Trade Agreement came into force in 1989, Canada’s two-way trade in goods and services with the United States has more than tripled.
  • Nearly 9 million American jobs depend on trade and investment with Canada.
  • Many U.S. states count Canada as their top trading partner.


Supporting Article Research Source: Government of Canada

Canada: Dealing with a Global Workforce across Multiple Jurisdictions

Progressively, our BC employers are looking abroad to attract international talent into their workforces. Whether those employees are newly hired or are transferred from global affiliates or parent companies, commonplace problems arise when an employer’s workforce becomes global in scope.

Gowling WLG employment and labour law attorneys delved into jurisdictional issues that arise in managing personnel from distinctive countries, and across multiple provinces.

On November 17, 2016, the Gowling WLG employment and labour legal team presented a number of the most common and pressing issues you are likely to be challenged with, including:

  • Hiring Temporary Foreign Workers (TFWs): Who is eligible, and how long can you employ them?
  • Drafting Employment Agreements for Temporary Foreign Workers (TFWs) and workers who function in multiple jurisdictions.
  • What happens when a dispute arises with either a TFW or operating in a multi-jurisdictional setting?
  • Best practices for handling terminations.

The video below highlights these key points, as well as other issues that can arise splendidly, and I wish to share it with you now. Please click on the image below, which directly links you to this presentation.

Specifically, the following topics are addressed from a legal perspective:

  • Medical Marijuana in the Workplace
  • Changing language in your Bonus Plans
  • Hiring a Foreign Worker
  • Managing your Global Workforce

For further information or clarification on this subject, please contact the Employment Law experts at Gowling WLG directly. Thank You.










Supporting Article Research Sources: Gowling WLG,  Mondaq.








ALERT: Canada’s Express Entry Permanent Residency Eligibility Requirements Overhauled (Part 1 of 2)

This alert will be relevant to organizations with a presence in Canada, or who anticipate placing talent in a Canadian workplace.

The Express Entry program is Canada’s comprehensive Permanent Residency Program launched back in January 2015.

Effective November 19, 2016, Canada has meaningfully overhauled eligibility requirements for the Express Entry Permanent Residency Program. The new requirements will increase access to the Permanent Residency program for several highly-skilled workers, and those with Canadian educational credentials.

Express Entry makes it considerably faster to become a permanent resident of Canada, although more challenging due to complex eligibility requirements, including a points-based system that ranks all eligible applicants according to factors such as skills, work experience, language ability and education.

With the introduction of November 19, 2016, Ministerial Instructions, the process remains relatively consistent, however, the calculation of points will change significantly.

A major criticism of the Express Entry program when it launched in 2015 was that it disproportionately favored certain applicants who were able to obtain Labour Market Impact Assessments or Provincial Nominee Program-based job offers.

The system does not provide additional points to applicants who studied in Canada, or who have a permanent job offer in a high-skilled position that is exempt from the Labour Market Impact Assessment, including, but not limited to, NAFTA Professionals and Intra-Company Transferees already working in Canada.

The changes follow the Canadian government’s announcement that it will increase the number of permanent resident visas it will issue in the 2017 calendar year.

The increase will positively impact skilled workers, immigrant families, and international students obtaining a Canadian educational credential.

Under the economic skilled worker categories, Canada seeks to increase the number of Permanent Residents under the economic category from 160,600 to 172,500.

Please see Part 2 for the NEW Application Process and Significant Changes here


Supporting Article Research Sources: Mondaq, Seyfarth Shaw LLP













Canada: B.C.’s New Franchise Regulation

Nearly a year after the introduction of Bill 38 in the British Columbia legislature, the B.C. government released the regulation to its Franchises Act (the B.C. Act) on October 3, 2016.

The bill was pushed through the legislature in less than a month last October, and, contrary to expectations, the regulation (the B.C. Regulation) was released in its final form without a public consultation process.

The Act and the B.C. Regulation will come into effect on February 1, 2017. B.C. is the 6th province in Canada to pass franchise legislation, together with Alberta, Manitoba, Ontario, New Brunswick, and P.E.I. (together with B.C., the ‘Regulated Provinces’).

Generally, the B.C. Act and the B.C. Regulation mirror the legislation and regulations of the other five Regulated Provinces. For instance, the B.C.’s disclosure obligations and related exemptions, financial statement disclosure obligations and related exemptions, and the certification standards are similar to those of the other Regulated Provinces.

For your information and consideration, outlined below is a list of the key areas that share similarities, as well as those with differences, which will be of interest to franchisors. Please see the source article at this link for a comprehensive outline of each of the following important topics.

  • Wrap-around disclosure documents;
  • Deposits;
  • Risk warnings;
  • Methods of delivery;
  • Financial statements;
  • Advertising funds;
  • Training and manuals;
  • Territory and proximity;
  • Alternative dispute resolution;
  • Certificates;
  • Current and former franchisees;
  • Negative statements;
  • Guarantees and security interests;
  • Trademarks;
  • Licenses, registrations, and authorizations;
  • Unilateral amendments;
  • Alternative dispute resolution; and
  • Large franchisor exemption.


Supporting Article Research Sources: Mondaq, Osler, Hoskin & Harcourt LLP, Legislative Assembly of BC