When and what to talk about, including: pre-arrival, within a sponsorship group; and with the newcomer soon after arrival; when formulating a plan; when preparation for a job search begins; and after a first hire.
Talking through unrealistic work expectations, including with regard to the search and application processes, licensing/accreditation requirements, compensation levels, climate factors, transportation issues, English proficiency requirements, vacation, employee and employer rights, and workplace culture.
The need for two strategies – one for the private sponsorship group, if any, and one for the newcomer. Look for collaboration and evolution. Topics to consider, from the assignment of responsibilities to the need to learn English, types of work to be considered, mentorship, training, when to start looking, use of an employment service, preparation for a search, and the search itself.
The importance of defining employment success, both short- and long-term. A discussion of the need to reconcile the expectations of private sponsors or volunteers with those of a newcomer and to revisit plans over time, as circumstances and expectations change. Some suggested criteria for success to consider.
A discussion of cultural sensitivities and expectations regarding customs such as body language, touching, personal space, customer service, working for women and with women, religious practices, eating at work, asking questions, punctuality, accountability, work product and quality, and performance evaluation.
A discussion of daily and Friday Muslim prayer rituals, the observance of Ramadan, Eid-al-Fitr, and Eid-al-Adha holidays, and workplace clothing/attire options.
Why newcomers should apply for a licence as soon as possible, an explanation of G2, G1, and G level drivers licensing in Ontario, and some ways to speed up the process. Also included are links to stories in the media about newcomer frustration about how the wait rules currently apply to them, including for driving a truck.
What newcomers should understand about the disadvantages of working “under the table” in terms of employee rights, taxation, employment insurance, health and other benefits, private sponsorship eligibility, and moral responsibility.
Links to a range of volunteer positions available in the GTA, as well as a discussion of unpaid and paid internships, including strict limitations on what is considered to be a legal, unpaid internship.
A discussion of when and how to prepare for Month 13, in terms of employment following the end of a formal private sponsorship agreement. Also included is a discussion of Ontario Works financial support and clawbacks and of Child Benefit payments.