Emergis Inc. to Discuss Regionalization: Opportunity for Healthcare to invest in Information Security at the 2008 Government and Health Technologies Conference and Expo.

2008- Toronto, Canada – Yogen Appalraju, Vice President, Security Services, Emergis Inc., a TELUS Company will be delivering an insightful presentation on Regionalization: Opportunity for Healthcare to invest in Information Security at the 2008 Government and Health Technologies Conference and Expo.

The business of Healthcare is transitioning from providing isolated pockets of services based on individual hospitals to a regional model of providing healthcare services that are linked within a larger region. These services require interconnecting information and systems between hospitals, clinics, labs, physicians and the patient. During this track, you will hear how Healthcare providers can take advantage of the synergies generated through regionalization to build a sustainable information security program.

Some of the challenges that will be discussed will include specific examples where this transformation is taking place in the Healthcare industry. Some of these challenges include issues of network security, access control, and security concerns in the deployment of complex Electronic Patient Record and Patient Imaging Systems. The issues to be solved in a regional model not only involve technology deployments, but also the need to integrate people and processes.

Telus Security Solutions has built an information security program and framework that is customized to the Healthcare Industry. Yogen will outline the security program and framework, discuss the process to sustain this framework in your organization, and will also explore some of the pre-requisites that need to take place before this transformation can take place.

To register for Early-Bird Passes please visit http://gov.wowgao.com/registration OR call (416) 292-0038 Ext. 812.

About Emergis

Emergis, a TELUS company, is a North American IT leader that focuses on the health and financial services sectors. It develops and manages solutions that automate transactions and the secure exchange of information to increase the process efficiency and quality of service of its customers. Emergis has expertise in electronic health-related claims processing, health record systems, pharmacy management solutions, cash management, loan document processing and registration and information security. Emergis delivers solutions to major insurance companies, top financial institutions, government agencies, hospitals, large corporations, real estate lawyers and notaries and 3,100 pharmacies. For more information on Emergis Oacis EMR solution, please visit http://www.emergis.com

About the 2008 Government and Health Technologies Conference & Expo:

The 2008 Government and Health Technologies Conference and Expo will focus on the latest IT products and solutions being developed and sought after in the healthcare and public service sector, including Web 2.0, Patient Monitoring Systems, Document Management, Business Intelligence, Mobile Data Systems, RFID Solutions, Biometrics and much more.

As one of Canada’s leading annual IT conference and exposition, the event features ground breaking IT applications that aim to educate key IT professionals, Government officials, developers, architects, engineers and medical professionals with the necessary tools and techniques for the reliable, effective management of all public information services across Canada. For more information about the event, please visit http://gov.wowgao.com

About WowGao Inc.

WowGao Inc. is an award winning leading event management company that produces, since 2003, internationally renowned conferences and expositions that address the latest innovations and developments in the information technology industry. Our featured events include:

Government & Health Technologies Conference and Expo, April 15 & 16, 2008

Wireless & Mobile Expo and Conference, July 15 & 16, 2008

RFID Forum, July 15 & 16, 2008

Financial Services Technology Forum, October 2008

For more information about the events, please visit http://www.wowgao.com/

For conference inquiries:

Conference Producer

(416) 292 – 0038 ext. 840 | conference@wowgao.com

WowGao Inc. | www.wowgao.com

The first Member Company, GAO Research Inc., was founded on June 2, 1992 and it quickly established its reputation as an R & D power house in the embedded industry. GAO Group has continually grown and has become a conglomerate of fast growing companies with an enormous international customer base and an extensive network of VARs, distributors, resellers, and strategic partners in diversified industries worldwide.

When a company hires an individual to fill a certain role in the organization, it is expected that employee will gain experience and expertise using the skills he or she has at hiring. Often, businesses will promote and even subsidize training to enhance the skills of employees in their respective positions. This can be through stress management courses, classes in software, and anything from “skills of a great secretary” to “skills of the business professional.” It is relatively common for organizations to spend time and resources, or otherwise expect their employees to spend time and resources, to enhance their skills and improve in efficiency in their current positions. The more employees know about their jobs and new technologies that enable them to do their jobs, the more it benefits the businesses they work for. This practice, however, rarely affords employees an opportunity to acquire new job skills outside of their current position. Ultimately, while employees are training to get better at their current positions, someone else is training for the positions to which they might want to promote.

Regardless of the stipulations companies may decide to place on the “perk,” opportunities to receive training above current positions should be offered to employees as well. Businesses may opt to require an employee receive a superior performance rating for two consecutive years before committing company resources to fund such training. It is imperative, however, that businesses realize the only way employees will gain the qualifications necessary to promote is by offering opportunities to learn those skills. Organizations may select to identify specific training media or certain positions for which they want to enhance their pool of candidates. Other factors to consider when offering training toward promotions may be the quantity of positions available, overall competition for the positions when open, and technical training required. Additionally, companies should consider initiating mentoring or in-house training programs. Also, the assignment of collateral positions, such as backup or standby, to encourage employees to seek out positions of interest, learn the job and even perform the job duties in the absence of incumbents, is an excellent way for employees to gain needed skills. Some positions may need to offer several backup opportunities, depending on interest in the position. In an effort to avoid “grooming” specific employees, rotating these opportunities among employees, even to employees with no current interest in promoting, is an option. Ultimately, company training should not restrict employees to only enhance their current positions. In a business that wants to promote from within, training employees for the positions they hope to achieve in the future is a great way to give them an advantage. Some options that are great starts are like those offered by Odyssey Seminars (odyssey.eventbrite.com) and include the basics. These focus on getting hired and promoted, examine resume writing, and enhance interview skills. Better options are more “job specific” and might include basics of preparing a balance sheet, balancing a budget, how to prepare schedules and rotate employees to cover positions, space planning for offices or buildings, marketing methods, research and development techniques utilized in the company, and customer/target analysis. Essentially, almost any course designed for in-position employees that can be simplified to entry-level is a fantastic option for employees that desire to promote into those positions.

In taking courses which are designed for higher level employees, promotion candidates may not only acquire new skills, but may also be fulfilling specific job prerequisites. For example, an individual interesting in a job working on computers may have an opportunity to become certified in C++ programming. Ultimately, being C++ certified may be more than just a preferred skill, but a requirement for anyone to be hired into a technology based position. An employee would definitely benefit to achieve this certification, which leads me to my next recommendation. Businesses that desire to promote from within should provide to all employees, the job descriptions and core skills necessary to be qualified for higher positions. For instance, core skills and training to be a GIS Analyst are provided at the Geo Community website (located at geocomm.com.) The information provided in the list advises prospective employees of the training and skills, both technical and with people, which will help get them hired into the GIS Analyst positions they desire. This is a prime example of the type of information businesses need to provide to their employees regarding higher ranking and higher paying positions. Across the board, employers need to advise employees of the skills they should be acquiring to qualify for desired positions. The standards and skills should be the same regarding qualifications of on-board employees and new outside hires (meaning everyone is held to the same standard). This is already in practice in Canada with the National Occupational Standards and the Canadian Food Industry Council (CFIC). As reported in the Canada NewsWire, according to Cheryl Paradowski, Executive Director of the CFIC, “National occupational standards define the skills, knowledge, and attitudes that an individual needs to perform competently in a given occupation. It is a tool that can help employers to set their employees up for success by clearly defining responsibilities and expectations.” (Anonymous, 2008). While the guidelines established by this council clearly benefit employees in their current positions, it also makes the information available regarding positions they hope to attain in the future. Although this article is dealing specifically with food retailers, an application to any business in any market would be extremely beneficial to employees. By keeping the information as privileged within each company, current employees would automatically gain an advantage. Outsiders may not be informed of a need to know specific programming before a job opening is announced. On-board employees not only have the opportunity to know which specific programming skills are required to fill certain jobs, but have the time to acquire those skills before any openings exist.

Within a company, the skills necessary to fill specific jobs should be made readily available. There should be guidelines established for all positions regarding promoting, including substitutions. If loyalty to the company is a factor and will be considered, it should be outlined exactly in what way. For example, an employee with ten years on-board may qualify out as having a bachelor’s degree for certain positions. Obviously if the minimum requirement for a position is a master’s degree, that individual would need to actually have an undergraduate degree and continue their education to acquire the advanced education, unless another substitution for a master’s degree is observed.

It needs to be addressed that not all employees want to promote. Additionally, not all employees that want to promote have the personality to work in certain positions. This leads to an issue that organizations definitely need to address. I recommend businesses that want to encourage promotions over new hires also provide training or professional counseling to manage the aspirations of employees. As written in Businessline, employees need to be encouraged to achieve their “career best,” and this does not always mean promotions into management or elsewhere. Some employees may need guidance in matching their aspirations with their abilities, even when given opportunities to enhance their education and training. Each employee will not have leadership skills, therefore promoting them into management simply because they have acquired a specific skill set and shown loyalty is not advisable. Unfortunately, this does not mean that these employees do not consider themselves highly qualified to work in management and have made that their goal. (Anonymous, 2008). Even in businesses that desire to promote and have supported their employees as recommended here, there are times that personality, work ethic, leadership qualities, organizational skills, and fairly evaluating the work of others simply cannot be taught or improved upon. In these cases, a new hire may be in the best interest of the business. When this happens, there are sure to be upset employees who have worked towards the denied promotion. That is why it is important to help employees set goals that they can achieve based on their values, personalities and skills at present. Personality qualifiers, ability to work on a team, providing constructive criticism, and other traits of qualified managers need to be fairly assessed. Some employees might need to be directed toward more attainable career goals before resources are expended.

When the time comes and on-board employees must be bypassed for promotions and a new individual is hired instead, the resulting backlash can be disruptive. Morale can suffer, as could productivity, interest in working toward professional improvement, customer service, and feelings of loyalty to the company. Businesses need to prepare for the impact that bypassing promotions for new hires can cause. One of the most important things decision-makers must do is communicate directly with the bypassed employees and clearly explain why they were not chosen. Provide specific information about what they can do to better qualify next time, whether it be higher education, working on leadership skills, building better working relationships on team assignments, or meeting deadlines. Care should be taken to not “stir up negative emotions.” (Saunderson, 2009). Avoid using accusatory language, speaking on behalf of others, and putting the employee on the defensive. Statements such as, “You were not selected because most of us think you are hard to get along with” will only result in bad attitudes and hurt feelings. Instead, offer a recommendation to courses that can improve communication skills, teamwork, and professional demeanor.

One of the best ways to mitigate the backlash is to have an established system to award loyalty to the company. A great example of this is the grade and step scale of compensation utilized by the federal government. (opm.gov). Each year awards employees with a step increase, grade increase, or accumulative time towards higher steps or grades, depending on their current levels. (Steps 1-3: annual; Steps 4-6: every 2 years; Steps 7-10: every 3 years). Each of these increases means higher wages. Additionally, while employees may be bypassed for promotions, other incentives can keep them loyal and in good spirits regardless. For instance, once they are employed for 5 years, the company can compensate them for half or all of their parking expenses. One common incentive to encourage longevity with companies is to offer more vacation time to long-timers. Employees that have been with the business for 5 years may be able to earn one and a half times the vacation time as newcomers. At 10 years, maybe they earn vacation time at twice the rate as newcomers. Other options that can be incentives and awards for company loyalty include increasing company contribution to health insurance costs, annual bonuses, catered lunches, dress-down days, flexible scheduling, and options to telecommute once or twice a week. (Anonymous, 2009). Each perk is one more reason employees who are otherwise unhappy with not receiving a promotion will still consider their current employer worthy of their loyalty and professionalism. The more generous or substantial a perk is, the less likely it can be found in employment elsewhere. This will continue to foster loyalty to the company even when outside hires are selected to fill management and other desired positions.

When an internal candidate is not selected to fill a position, managers should attempt to learn whether the reason for attempting promotion involves more than professional aspirations. While it may be reasonable to assume that everyone wants to promote for the power, money, or prestige, there are other reasons that exist. These other reasons may need to be addressed and in so doing, may alleviate the disappointment of that particular employee. For instance, an employee may apply for a different position or promotion because they have a need to remove themselves from their current work environment. Perhaps a co-worker, or even their supervisor, has created a negative work place for them and the promotion was their way-out. In cases such as this, when the promotion is not an option, perhaps reassignment should be considered. (Anonymous, 2009). The creation of an Employee Assistant Group or Program could also help individuals deal with a difficult work place without forcing them to leave a position they may otherwise be well-suited for. Such a program might offer counseling for personal or professional issues. Management should be open to recommendations from counselors of the program to move employees or otherwise adjust working situations so they can continue to be productive, but also happy in their current positions.

The dilemma businesses face when it comes to deciding to promote or hire someone new is common. It is a subject of interest to employees as well, who know their competition is training for the higher paying jobs, while they continue to improve their skills for the jobs they already have. Supporting promotions for internal applicants is a must for organizations that desire to foster a productive work environment and keep morale high. Additionally, rewarding loyalty and longevity with promotions, as well as other benefits and perks, can keep qualified employees in positions for which they are well-suited. Numerous options are available for businesses to help enhance the skills of their employees and enable them to compete at higher levels. The potential for a positive impact on professional development in numerous specialties is paramount. Even in businesses where new hires are selected, there are methods of showing appreciation to employees that have been loyal to the organization that can mitigate the negative backlash. The assessment of employee aspirations and appropriate training to acquire new skills will surely benefit the individuals and the business as a whole. In the end, the right person for any position should compliment the internal culture of the organization. (Cassano, 2009). When someone is already part of that culture and is qualified to fill the role, businesses should not hesitate to promote them. There is no better way to support your employees, encourage them to improve professionally, and develop a diversely-talented staff.

REFERENCES

Anonymous. (April 2008). Now Food Retailers can Train to a National Standard for Free! Canada NewsWire. Retrieved 11/8/09 from ProQuest Direct Database.

Anonymous (September 2008). 66:Managing Employee Aspirations. Businessline. Retrieved 11/8/09 from the ProQuest Direct Database.

Anonymous (December 2009). How to Hang on to Your Staff. CanWest News. Retrieved 11/8/09 from ProQuest Direct Database.

Anonymous (March 2009). Consumers is Good but Strange Place to Work. Consumers Energy Reviews. Retrieved 11/8/09 from www.glassdoor.com/Reviews/Consumers-Energy-Reviews-E14959.htm

Cassano, E (November 2009). The Right Hires. Smart Business Los Angeles 5 (5) 7. Retrieved 11/8/09 from ProQuest Direct Database.

GeoCommunity Staff (1995-2009). What Skills Does a GIS Analyst Require? Retrieved 11/08/09 from http://careers.geocomm.com/resources/gisanlystskills.html

Saunderson, R (October 2009). 10 Ways to Keep Morale Up. Incentive Online Column 183 (10) p.90. Retrieved 11/8/09 from ProQuest Direct Database.

Odyssey Seminars (2009). Odyssey Seminars Presents: Get Hired, Get Promoted, and Accelerate Your Career. Event Details, 11/14/09. Retrieved 11/8/09 from www.odyssey.eventbrite.com/

www.opm.gov

ARTICLE by: Cheryl H. Rivera, author and webmaster, Restaurant Referral

Whether your retirement is fast approaching or just something you find yourself often dreaming about, you’ve probably imagined spending it in some far-flung tropical haven. But moving to a country that you know little about is a lot of hassle, right? It’s probably not worth the time and effort, you think. Besides, all your family and friends are here.

Take it from us: it’s worth it. If you look beyond your own shores you’ll find that many countries around the world offer far greater benefits and advantages for retirees than those offered at home.

One of the simplest ways to improve your retirement lifestyle is to choose the retirement destination offering you more of what you want at the best price. It’s a question of priorities. What’s important to you? Is cost of living Number One on your priority list?

Maybe for you weather is the key consideration.

Are your must-haves telecommunications and infrastructure? Proximity to the States and Canada may also be a factor.

Maybe you aren’t anywhere close to retirement. Nevertheless, it’s important to think about and plan for your future. Like every phase in your life, you’ll be surprised how fast retirement creeps up on you.

That’s why, once a year, in our Global Retirement Index, we look closely, specifically, at the best opportunities worldwide for retirement living. Where will the pensioner’s dollars go furthest? Which country is the safest? Where is the health care best? We give top priority to those things that matter most to anyone planning for retirement, including programs of special benefits for retirees (tax breaks, discounts, and freebies, for example, that various governments proffer to residents, sometimes specifically to foreign residents in an effort to attract investment and retirement dollars).

We can show you the opportunities and possibilities, the winners of our top retirement countries, but it’s up to you to decide what your main priorities are before you find your ideal retirement haven. The aim of our Index is to give you a good starting guide.Mexico-our new winner

Moving up four places to take our top spot as the world’s top retirement haven this year is Mexico. Mexico offers the perfect mix of centuries-old traditions and contemporary lifestyles. Moving to Mexico means you can still have all of the amenities you grew accustomed to north of the border: cable TV, high-speed Internet, and modern home appliances. And if you prefer, when you move to Mexico you can even bring all of your favorite things with you without paying import taxes.

Goods and services cost less, so you can afford the kinds of luxuries only the very wealthy enjoy up north: a maid, a cook, and a gardener for example. In your retirement here, you’ll have time to volunteer at the local school, time to golf in the mornings, time to relax on the beach…time to savor life.

Whether your vision of the ideal retirement involves shopping, fishing, sunbathing, diving, biking, mountain climbing, parasailing, collecting crafts, visiting archeological sites, partying, going to concerts, attending the theater, or fine dining, in Mexico you can engage in all of these activities, and many more.How our Global Retirement Index is scored

* Real estate. Countries where real estate prices are low and the purchase of real estate is relatively easy receive the highest scores. We use our own experiences plus reports from our contributing editors and real estate contacts around the world to rate each country. Weight: 15%

* Entertainment, Recreation, and Culture. This category considers the number of newspapers per 1,000 citizens, the number of museums and cinemas per capita, the number of university students, the literacy rate, and the variety of cultural and recreational offerings. Weight: 10%

* Cost of living. This score is based on statistics from the Indexes of Living Costs Abroad, Quarter Allowances, and Hardship Differentials, published by the United States Department of State, and on data published by Business International. We also use our firsthand experiences living and traveling in these countries. The lower the score, the higher the cost of living. Weight: 20%

* Safety and stability. This measure of unrest in each country is based primarily on Interpol data and State Department statistics. It also takes into account the civil liberties and political rights granted by each government. Our own experiences and reports from expatriates living in these countries also influence the safety scores. Weight: 5%

* Health care. Considered in this category are the cost of a typical visit to a general practitioner and the cost and coverage particulars of health insurance. Weight: 20%

* Climate. Countries with temperate weather throughout the year, moderate rain fall, and little risk of natural disaster come out on top in this category. We use data representing each country as a whole instead of favoring one region over another. Weight: 5%

* Special benefits. This category considers government provisions that make moving to and living in each country easier and more affordable for foreigners. Taken into account are property rights for foreign residents, property tax rates, duty-free imports on personal belongings, currency controls, employment restrictions, voting rights, and transportation discounts for seniors. Weight: 20%

* Infrastructure. This section considers the number of cars and telephones per 1,000 residents, the length of railroad track in usable condition, the number of airports, the quality of the country’s road and highway network, and the availability of telecommunications. Weight: 5%

If health care is a concern, you should know that in much of Mexico the health care is first rate. Private clinics and hospitals are staffed by expert physicians (many of whom trained in the U.S., Europe, or in Mexico’s own world-renowned teaching hospitals), and medical care and prescription drugs will cost you only a fraction of what you would pay in the States. In our Index, Mexico scores 79 out of a possible 100 points in this category.

Mexico is such a diverse nation that everybody can find exactly what they want. You don’t have to choose between water or mountains; here you can have both. And because of geographic diversity, you can also choose the climate to enjoy during your Mexican retirement: from hot and dry in the north, to hot and humid in the south, to spring-like temperatures all year round in the Colonial Highlands.

You can also own the home of your dreams in Mexico-for much less than it would cost you most anywhere in the U.S. or Canada. The real estate market offers endless possibilities for your retirement. Mexico receives a high score of 84 in our Real Estate category. Despite what you may have heard, it’s not too late to buy real estate here.

You can own beachfront-not just ocean view property-in Mexico for less than $100,000.

Once you decide to move to Mexico, it’s difficult to know where to go-it’s a big country. Below are the 10 places we think make the most sense for expatriate living in this country, based on criteria such as health care, climate, infrastructure, and housing costs. These are places our husband-and-wife team in Mexico, Dan Prescher and Suzan Haskins, have personally scouted and personally recommend above other options in this great big country. They are: Rosarito Beach, Puerto Vallarta, Quer?ro, Mazatlan, M?da, La Paz, Campeche, Playa del Carmen/Riviera Maya, Ajijic/Chapala, and Sayulita/San Pancho (San Francisco). Of course, we’re not forgetting San Miguel de Allende, one of Dan and Suzan’s favorite places in Mexico. Suzan recently reported of this town: “San Miguel is one of the prettiest towns in all of Mexico. Stepping into San Miguel’s Centro is like stepping back in time…but with all of today’s modern conveniences.”In second place…Ecuador

Ecuador always does well in our Retirement Index, but this year it moves from 10th position last year to take second place this year. If you retire in Ecuador, every clich?ou’ve heard about living large on little money-about settling into the lap of luxury on even a pensioner’s budget-is true. Ecuador gets 85 points in our Cost of Living category, making it one of the world’s cheapest places to live. Take $250 out of the ATM Monday morning and your expenses are covered for the week. In fact, we ranked Ecuador as the world’s best retirement haven in 1999, after it weathered the earlier economic, political, and natural problems of the previous two years, and went on to prosper.

Of course, low prices alone do not make for an ideal retirement or investment destination. There are plenty of places the world over where you can buy cheap land, but where you wouldn’t want to live; not so in Ecuador.

It’s hard to pinpoint the best reason for retiring to Ecuador, but one thing’s for sure: this is an affordable-and beautiful-retirement destination. Ecuador also offers a high quality of life. This is no isolated backwater. It’s a land of opportunity, where a middle class is forming. After waking from a long economic slumber, Ecuador is preparing to join the global economy.

Retirees aged 65 or older have an extra incentive to consider Ecuador: airfares to North America and Europe are half-price on several airlines; all in-country transportation costs are 50% lower, and big discounts apply to a variety of other expenses such as taxes, utilities, and entertainment.

And remember: Ecuador is one place where the U.S. dollar is not losing value, which makes an Ecuadorian retirement especially appealing. Following the late-1990s’ debt default, Ecuador decided to adopt the U.S. dollar as its official currency, which eliminates currency risk. Inflation is less than 3% and most economic indicators are positive.Top for Europe

Italy comes third in our Index this year with high scores across the board. It’s difficult to figure out whereabouts in Italy you picture yourself living-there is probably more beauty per square mile here than in any other corner of Europe. It’s no simple matter to hit on the ideal location, even if you know for sure that you prefer big city life to the tranquility of the countryside. Right now, International Living recommends two places: Umbria in central Italy, and Calabria-situated in the toe of Italy.

“The green heart of Italy,” Umbria is just as alluring as its more famous next-door neighbor, Tuscany. With expats seeking farmhouses and other rural properties, prices are catching up fast. Although Umbria doesn’t possess a coastline, everywhere you look you’ll see rumpled hills crowned with fortified towns and higgledly-piggledly villages. From certain vantage points, you can see several hill towns at a time.

Many parts of the province are within an hour’s drive of Florence or Siena. Towns like Assisi, Todi, Spoleto, Orvieto, and Norcia are every bit as beautiful and as historic as any small town in Tuscany.

To give you an idea of property prices in the region, in Monteleone d’Orvieto, there’s a 968-square-foot apartment in need of restoration. Selling for $85,000, it has two bedrooms and one bathroom, plus a ready-made vegetable garden. There’s another apartment in the same town that’s habitable: 807 square feet, two bedrooms, and one bathroom. Price: $100,000.

Calabria’s shores are lapped by the Tyrrhenian Sea on the west, and the Ionian Sea on the east. What about property prices here? In the Calabrian seaside town of Scalea, an attractive second-floor apartment of 430 square feet is selling for $50,000.Why Panama fell from glory?Panama won our Retirement Index for six years in a row. But, it’s fallen from the top spot in 2007 and is now in fourth place. Why? Panama still has the same great retiree benefits…this hasn’t changed since last year (see the sidebar on retiree benefits on page XX). Still, unless you have a verifiable pension or pockets deep enough to afford a $40,000 investment in a forestry project or a $200,000 investment in real estate or a government bank CD, it can be difficult to get a resident visa in Panama. Since the government of Panama recently put a 30-day limit on its tourist visa, it has become more difficult for anyone seeking to rent a home or apartment and stay in the country for any length of time.

And it’s true that this country’s popularity has driven up real estate prices. Once plentiful real estate bargains-from $100,000 apartments in Panama City to $40,000 lots in Boquete-are getting harder to find.

Panama still has much to offer, though. Whether you’re enticed by the friendly people or the tropical climate, Panama is a great retirement destination (remember, it’s still in our top 5).

We don’t have print space here to talk about every country in our Index, but you can access information on all countries featured here at our website. In the search engine, type in the name of the country of interest to you to find out more.NEED TO KNOWCountries with special retiree benefitsMexico

If you’ve considered retiring to Mexico, you now have another good reason-foreigners who hold a valid residence visa for Mexico can now take part in Mexico’s senior citizens’ benefits program.

The program, for adults aged 60 and over, offers discounts on a wide range of services. These include discounts on health-related services (hospitals, doctors’ visits, lab tests, medical devices, pharmacies, and dental work); cultural activities like theater tickets and entrance fees to museums and archaeological sites; travel-related costs, including airline tickets, buses, car rentals and purchase, and hotel accommodation. Discounts can range up to 50% off the full price of the good or service. Non-Mexicans who wish to take part in the program must go to a local office of INAPAM (Instituto Nacional de las Personas Adultas Mayores) to request a membership card. See: http://www.inapam.gob.mx/DirecINAPAM07.pdf for more information (in Spanish).Malaysia

Three years ago, the government of Malaysia launched “Malaysia-My Second Home” (MM2H), replacing the former “Silver Hair” program introduced in 1987. MM2H provides incentives for foreigners, particularly retirees, to live permanently in this country. Successful applicants initially receive what is, in effect, a five-year visa with unlimited entry/exit privileges. There is no minimum annual residence requirement. After the first five years, you can apply for permanent residency. While you’re not guaranteed it will be granted, you can expect automatic renewal of your original visa if you continue to meet its conditions. Within six months of approval, MM2H residents may bring in household effects duty-free, and import or purchase one vehicle locally, tax free. Savings on auto taxes can amount to thousands of dollars on expensive models. Other benefits include exemption from Malaysian income tax on pension and other income remitted into the country, plus that on the interest from any fixed deposit made under the MM2H program (a savings of about 29%).

In addition, residents may purchase up to two properties with a value of not less than $40,000 each. Banks may advance up to 60%. For information on cost of living and many other useful topics, including domestic help, see www.mm2h.com. Registration at that website will also bring you updates on MM2H.Panama

If you can document a minimum monthly pension of $500 (plus another $100 per dependent), you are eligible for a long list of perks in Panama, including: Import duty exemption for household goods; tax exemption to import a new car every two years; 50% off entertainment anywhere in the country (movies, theaters, concerts, sporting events); 30% off in-country bus, boat, and train fares; 25% off in-country airline tickets; 50% off hotel stays Monday through Thursday; 15% off hospital bills (if no insurance applies); 10% off prescription medicines; 20% off medical consultations; 50% reduction in closing costs for home loans; 25% discounts on utility bills…and many more.Ireland

If Ireland is your choice as a retirement haven, you can take advantage of the many retirement incentives this country has to offer, including free health care, free public transportation, a fuel allowance, and significant discounts on hotel and electricity bills. You’re even allowed to vote in local elections.Belize

Expats can apply for status as a Qualified Retired Person (QRP), and, with that status, you can avoid Belizean income tax and also import your household goods tax-free up to a total exemption amount of $15,000. You can also bring in a vehicle (a car, light aircraft, or boat) tax-free. In fact, every five years you can import a new vehicle, tax-free.

â??I believe for every drop of rain that falls a flower grows

I believe that somewhere in the darkest night a candle glows

I believe for everyone who goes astray, someone will come to show the way

I believe above a storm the smallest prayer can still be heard

I believe that someone in the great somewhere hears every word

I believe, I believe.�

Yet beliefs, as yours are, are far more often erroneous than right.

You write,

â??I believe our top priority should be to lower the cost of health care, without reducing quality or access to care.â?

No, John, the top priority should be to lower the cost of health care and improve quality and increase access. Maintaining what weâ??ve already got wonâ??t help.

You write,

â??I believe we can lower the cost of health care without giving Washington more control over the decisions of doctors and patients.â?

But, John, what control has Washington had over the decisions of doctors and patients? Private insurers are notorious for exercising that kind of control, not the government. All the government has had control of is reimbursement to providers, and reimbursement is not a medical decision.

You criticize Kennedyâ??s bill, perhaps rightly so, but your points donâ??t make the case.

You write,

â??First, Senator Kennedy’s bill will cost at least $1 trillion over the next ten years â?? and that’s just the beginning. . . . The taxpayers’ $1 trillion does not include the cost of increasing eligibility for Medicaid for people up to 50 percent above the poverty line.â?

But, John, what are the CBOâ??s assumptions? We know that currently, Americans pay more than twice as much per capita for healthcare than the populations of other developed counties and not only are fewer people covered but the quality of care is lower. If other countries can provide universal coverage for half as much as we spend, why canâ??t we simply divert what is currently being spent into one fund and cover everybody? It wouldnâ??t cost an additional cent. Certainly we ought to be able to provide universal care for twice as much money as other nations spend to provide it. If they can do it, why canâ??t we?

You write,

â??Second, Senator Kennedy’s bill includes a government-run health care plan that will force at least 15 million people to lose their current private health insurance. The Congressional Budget Office recognizes that no current provider can long compete against a government that calls the balls and strikes even as it takes the field. According to the independent Lewin Group, a government plan could eventually take away current health benefits from 119 million Americans, and force 130 million Americans into a Washington-run health care plan.â?

So what, John, they would still have coverage, wouldnâ??t they?

You write,

â??Third, a new Washington-run plan will increase the cost of private insurance. “Cost-shifting” occurs when a health care provider accepts low government reimbursement rates, but only if it can charge extra to those with private insurance. This cost-shifting acts like a hidden tax on millions of American families and small businesses. One respected actuary estimates that cost-shifting increases the average American family’s health care premium by more than 10 percent, or more than $1,500. Adding another new government health care plan on top of Medicare and Medicaid will only increase this cost.â?

But, John, taking private insurance out of the picture makes â??cost shiftingâ? impossible.

You write,

â??Fourth, a new Washington-run plan would lead to government rationing of health care. Just look at the results in Canada. Thousands of our friends to the north come to the United States every year for life-saving surgeries, after their government has told them they’ll just have to wait. Various studies suggest that Canadians, especially the poor, are less healthy under socialized medicine than those in our own country. More and more Canadians want to reduce the role of government and expand private options for health care, even as elites in Washington want to move America in the opposite direction.â?

Oh, John, this is pure propaganda! First, you are misusing the word â??ration.â? Look it up! When things are rationed, everyone who needs them gets a share; nobody goes without. Second, â??thousands . . . come to the United States . . . for life-saving surgeries, after their government has told them theyâ??ll just have to wait.â? That, John,, is a bald faced lie. Canadians do often have to wait for elective surgeries, but not life-threatening ones. But you fail to mention the thousands of Americans who are going to Latin America and even Asia for procedures that are unaffordable in America. And third, your use of â??various studiesâ? is nothing but a dodge or perhaps an Edsel. People who donâ??t cite studies are scoundrels. Studies are not created equal. Some are good; some are bad, and one can select just the ones that support his/her beliefs while ignoring the others.

You write,

â??Fifth, a new government plan would replicate the model of Medicare and Medicaid, which illustrate everything that can go wrong with Washington-run health care. Costs for both plans have exploded. Low reimbursement rates force many providers out of the system, and many patients to long waiting lines. Taxpayers pay up to $90 billion a year in fraudulent and wasteful medical bills, about two-thirds of that in the Medicare program alone.â?

Well, John, maybe true, maybe not. But the Congress wrote the Medicare and Medicaid plans. If they donâ??t work well, itâ??s your fault. Yes, the costs â??have exploded.â? So have the costs of private plans. And if those private plans were abolished, the providers would be unable to leave the system unless they stopped practicing altogether. And if there is fraud and waste in the system, it can only be because the Congress created programs with many loopholes and enforcement failures. Again, John, it is not the programs that are at fault, it is the Congress who created them without adequate safeguards. Thatâ??s you, John!

You write,

â??The Kennedy Bill has other provisions that would increase Washington’s control of our health care system â?? including new punitive tax increases. If a family doesn’t have a Washington-regulated health care plan, they would pay a new tax. If a small business owner doesn’t offer a Washington-regulated plan for every employee, then she would pay a new tax. These tax increases are designed not to raise revenue to pay for health care, but to punish families and businesses that step out of line.â?

Oh, John! Your claim that the increases are designed to punish is pure presumption. What evidence can you cite? Anyhow, John, someone needs to be punished for the creation of this abominable system.

You write,

â??There are alternatives to a Washington takeover of the health care system, and the best of them will give patients more control over their care. Innovators in both government and the private sector have learned that empowering patients as consumers can lower costs. They’ve learned that the right incentives can encourage patients to make healthier choices, and providers to compete for their business. These are the ideas that can drive successful reform of our health care system.â?

Pure bull, John. What patient has ever had control over his/her own healthcare? The physician he/she goes to has the control. When a physician diagnoses a patientâ??s problem, the patient is not given a menu of options. The physician doesnâ??t say, â??I can sell you this treatment for x dollars, or this treatment for y dollars, or this treatment for z dollars.â? A physicianâ??s office is not a retail store. And what empowering practices have been learned that can lower costs? If they have been learned and can lower costs, why havenâ??t they? And how can medical providers compete for the business of patients? How can the model used by cosmetic surgeons be adapted to real medical problems? A patient suffering a heart attack doesnâ??t have the luxury of being able to shop around.

You write,

â??Health care reform can be successful if we take the time to get it right. . . . when Congress acts too quickly, it often delivers bad policy. . . . Washington elites want to dictate to the American people the future of health care, but I believe the best solutions will come when Washington begins to listen.â?

Well, John, finally youâ??ve gotten something right. The Congress, of which you are a part, is made up of a bunch of Keystone Kops legislators who havenâ??t gotten anything right for decades. And although you believe (here we go again) that Washington (deceased) needs to listen, the question is to whom? And those â??Washington elites,â? who are they? Are you one of them?

Senator Kennedyâ??s bill is not a solution to the problem, because the problem with the American healthcare system is private insurance. It sucks an enormous amount of money out of the system without providing a worthless centâ??s amount of healthcare. What medical procedure does an insurance company provide for the money it takes in? Not even an aspirin tablet! All private insurance does is collect money, skim a portion off the top, and pay the providers from what is left. The insurance industry is a worthless middle man, getting paid for nothing. And that, John, is the industry whose services you seek to preserve.

If private insurance companies had any interest or desire to provide Americans with a high-quality healthcare system, they have had half a century to do it and havenâ??t.  Private industry has no interest in solving social problems. Never has, never will have. Itâ??s only interest is profit. And profit buys no medicine, John, none whatsoever. So, John, if you truly want health care reform to be successful, stand up, and for once in your life, do the right thing. Your only job is to provide the American people with high-quality healthcare, not to preserve an industryâ??s profits. You are a representative of people, John, not of business, that is, unless youâ??re just a scoundrel.

©2009 John Kozy

Courier companies need couriers like you to carry out the work, so it’s the obvious place to start. Once you have learned the ropes working for a single courier company as an owner driver, you can, if you want, go out and get courier work for more than one courier company.

In the meantime, to get yourself started, you can find the contact details of courier companies throughout the UK, and especially your local ones, using the internet, or if you still have one, a copy of the Yellow Pages. Arrange to pop in to the local ones for a quick chat, and to show them your van and your documents, and above all, to let them get to know you.

Don’t emphasise the fact that you’re “new”, rather that you’re “available”. “New” is good for washing powder, but disastrous for couriers.

Then phone up all the courier companies within 20 miles of you, and introduce yourself.

Ask them if they need any couriers at the moment, either overflow or regular. Some of them will ask you to turn up to see them. Others will ask you to write in. Others will say “I’ll keep your number on file”. They’re the ones who may need several friendly phone calls to encourage them to remember you’re there. Write down as you go along who you spoke to and what they said, and make a note in a diary to call again the following week. Don’t be shy about calling several times. In fact that’s quite normal. And feel free to pop in to their control room, especially on a Friday morning, when they may well need more couriers, to give yourself a better chance of a result. You just have to wait till they are short of couriers. When they are, suddenly their attitude will change, and they’ll invite you in. Get the email address of those who sound interested, and email them your Goods in Transit insurance certificate, and a covering letter including a photograph of you and your smart clean van. It’s a bit of effort, but it will help your chances. When you have sent the email, give them another call the next day to check that they got it, and to ask if you can go and see them.

I strongly advise against sending letters or emails out without phoning first. All you’ll do is waste paper and postage, and worse still, you risk annoying people with your pointless junk mail.

As an owner-driver courier (independent contractor), you will be a self-employed subcontractor when working for the courier company. The relationship is similar to that between a householder and a plumber. The courier company (your customer) makes no tax deductions from your money; you are paid to get the job done, using your equipment, in the way that you see fit, and at your risk. This kind of relationship with the courier company means you are responsible for your own income tax and national insurance contributions, as this is not a contract of employment.

As an owner-driver courier you are at liberty to work for more than one courier company. In fact, many courier companies positively encourage this, as if you only have one customer (the one courier company) it may be argued by the tax authorities that you are an employee. This would be bad for both you and especially for the courier company.

Once you’ve got the hang of working for one courier company, it’s possible that working for several courier companies will help you make more money. You make yourself available on one of the courier work exchanges, such as www.mtvan.com, and bid for work from other courier members. Obviously, you have to avoid any risk of messing up work for one courier company because of work you’re doing for another.

You need also to be very careful to look after the commercial secrets of all the courier companies you deliver for. This obviously means not talking about customers and prices. You should take very seriously your own reputation for reliability, availability, discretion, and value. It’ll take a long time to build it, and possibly seconds to destroy it.

Only ever promise what you can deliver, and once you’ve promised it, deliver it, make sure the courier company knows you’ve delivered it, and make sure that you can prove that you have delivered it.

As an owner-driver courier, you won’t receive any payment to cover holidays or sickness. You are only paid for the delivery work you carry out, and you can choose your hours of availability yourself. Obviously, the more you’re available, and the more helpful you are, the more work you’ll be offered.

Courier owner drivers are typically paid an agreed percentage of whatever the courier company is charging the customer per job. Each company will advise you what the percentage is in your area and for your vehicle type. You should therefore enquire about their prices (to their customers), so you know what you’re being paid a percentage of.

Rates to the customer vary by area and by van size, but generally a small van (in the UK) is charged out at between 75p and £1.10p per mile, and you’ll be offered between 50% and 70% of that. Remember it’s not only the rate per mile that affects how much you earn, it’s also the amount of work that you can do at one time, and the success you have in not running around with an empty van.

Of course, if you don’t fancy the rate per mile being offered, or if there’s not enough work to keep you busy, you’re free to turn the work down or find work elsewhere. Generally, though, courier companies pay a reasonable rate (or they’d have no couriers) in return for reasonably quick payment (ideally 7 days, but sometimes up to a month).

To arrive at the price to the customer, mileage is calculated either from the pickup point to the delivery point, or base to collection to deliver and back to base. Each courier company will advise which is applicable in each case.

Obviously the rate per mile will be lower if you are being paid base to base, than if you are being paid from collection to delivery.

You may well want to check the mileages being used.

You shouldn’t become obsessed by the mileages, as they can vary according to how you calculate them, but you should keep a check on them to ensure that any differences with your calculations are small, and that they’re not always to your disadvantage.

If a job is a “wait and return”, ie a two way trip picking up, delivering, waiting, pickup up again and returning to the original point, the return journey is usually charged and paid at a percentage of the one-way rate (which is typically 50% of the one-way rate). It’s well worth asking about.

If you are kept waiting on a job, waiting time is paid. The rate usually varies depending on vehicle type. Each courier company will tell you the rates they charge and pay. Typically, for a wait of 15 minutes or less waiting time is usually not chargeable or payable, but if you wait for more than 15 minutes the wait is fully chargeable from when you started waiting.

Many courier companies pay weekly, a week in hand, by credit transfer, straight from their account to yours, or by cheque. You should of course receive a HM Revenue & Customs approved “self-billing invoice” (In the UK, or equivalent in the USA/Canada), which also acts as a pay advice detailing the work that you have done. Reputable companies will always give proper documents like this to explain the payments made to you. If you’re not getting some kind of list of what you’re being paid for, and/or if you’re not being asked to invoice the courier company, it’s probably worth finding work elsewhere.

You may be expected to wear an ID Badge supplied by the courier company while on their business. We recommend that you also put together one of your own, with a photo. You could use a business card as an ID badge, with your photo on it. You can buy DIY business cards from stationers, you use in your printer at home. Or you can buy them cheaply online.

Dress code for a courier is typically smart black trousers (try to get the washable ones from somewhere like your local Walmart that come out of the washing machine with the creases still smart and straight) and a white shirt or polo shirt.

This allows you to really look the part while out delivering. Some courier companies may ask you to wear an item of their clothing such as a sweatshirt or polo shirt while on their business.

This clothing bearing the courier company logo may even be sold to you. We recommend that you use your common sense here; if it seems like a sensible amount of money for the garment, and the company looks busy, it’s probably worth it. If your instinct says it’s an over priced rip-off, with no promise of work, you may want to go elsewhere.

Your van should preferably be white in colour, and no more than 5 years old, and very clean inside and out. Many couriers find it actually pays them to rent (contract hire) a new van, rather than buy one outright and maintain it. Watch out for surcharges on excess mileages, though, as if you’re successful, you’ll be a high mileage user. The size of van you choose is up to you. You need to think of whether you are comfortable driving, loading, and parking (outside your house) in a big van, and find out whether there is enough work locally to make the extra expense worthwhile. There is slightly more money per mile to be earned in a big van. If you prefer a small van, make sure it’s one that can be loaded with a forklift truck, ie it must have rear doors that open outwards, well out of the way of the loading area.

If you are hoping to start as a courier using your car, it is possible, though it will slightly restrict the loads you can carry. You will need to work a bit harder at getting the right kind of insurance. You might also find that the very high mileage involved in being a courier may wreck your car more quickly than you had anticipated. Of course, you can start in your car, and move on to a van once you are established.

Many courier companies offer their customers a 24-hour service, 365 days of the year, though most of the work comes in between 0800hrs and 2200hrs Monday to Friday. This will vary depending on the courier company and on the nature of its contracts. Making yourself available out of office hours is often well worthwhile, as it makes you popular with the controllers (always a good thing, as they are the people who choose who gets which job) and the traffic is lighter (saves time and wear and tear) and the money is sometimes better per mile.

Work booked outside office hours may be charged, and therefore paid, at higher rates. You should ask about this.

How much money you will make subcontracting as an owner-driver courier to courier companies is impossible to predict, as there are so many factors involved. You can make anything from £250 in a week to over £1500. The former figure is very low, probably less than 5 days’ work, and the latter very high, almost certainly involving long hours and weekend work too. Since you get paid per job, the more you do, the more you get! If you do no work, you will get no money.

Some of the things which affect how much you can earn are shown below:

How quickly you get the hang of the work, how quickly and safely you can get from one place to another, how well you can navigate and read maps/GPS etc.

How many hours you are prepared to be available for work and how hard you are prepared to work during them. If you are unavailable to do early pick-ups in the morning and want to finish early, you are obviously limiting you’re the amount you can earn. It’s all about being available.

Vehicle maintenance, reliability, and equipment. As soon as you arenot available due to a breakdown, or for maintenance, your earnings will stop. Equipping yourself with the basics (eg check you have a legal spare tyre, a jack and brace, and a readycan etc) can make a huge difference, as can installing a GPS unit and some kind of internet access in your van.

Bad weather, illness and holidays. Think about making and investment in tough and effective wet-weather and cold-weather clothing. A waterproof high-visibility jacket with a quilted lining, available from builders’ merchants, may be a good idea.

Luck. It is impossible to overstate the effect which being in the right place at the right time can have on your income. If you get a really nice long job, and then another one comes in collecting nearby and going in the same direction, it’s you’re lucky day as you’ll be being paid twice for at least some of the miles you’re driving. Check with the courier company what their policy is on this, as some try to pay a lower rate for the second job.

How well you play the system. When you are empty away from your home city you can increase your income by calling for a return trip from another courier company office, and by calling other courier members to say that you are in their area. If you have internet access in your van, you can even bid for nearby pick-ups on freight exchanges like www.mtvan.com when you’re empty miles from home.

How busy your courier company is at anyone time. Every courier company has quiet days, weeks and even months, most noticeably in the summer. Getting to know as many courier companies as possible will help when it’s quiet.

With all this in mind, you need to give yourself time. Four weeks is the absolute minimum that you should allow before you judge your initial success with any given courier company. Every day is different and you will find that some days go your way and on others you may wish that you had never got out of bed.

So it is better to look upon courier work by the week, month or year rather than by the day, as things average out over time and you will get a more accurate picture.

Above all, don’t be tempted to earn more by cramming in more deliveries than can realistically be done to their deadlines. If someone is paying you to deliver to a tight deadline, that deadline is all-important. Taking on and fitting in extra work that will make you miss an important deadline is bad for your reputation, which will cost you more in the long run.

Of course, you’ll often be handling valuable goods, and if you are careless, or even just unlucky, and a package is lost, damaged or stolen whilst in your care, you will not be paid for the job, and you may be charged for its replacement. So you should arrange your own Goods in Transit Insurance. Also essential is Public Liability insurance, in case you injure someone or damage something while delivering. You should also ensure that you have “courier” insurance, which specifically covers you for driving while earning money as a courier. Check out www.tonysguide.com for suggested insurance companies.

As well as being valuable, the goods will usually be urgent, so if you break down, and cannot complete the delivery, and the courier company has to get another courier to complete the job, you may well not be paid your full agreed percentage. You may well even end up owing the courier company money, as you had agreed to undertake the delivery for an agreed price, and at your own risk. It’s worth asking about the courier company’s policy on this kind of thing at the start.

It is a business that rewards hard work, self-discipline and the right approach. If you’re this kind of person, there’s a good living to be made.

© 2009 Tim Gilbert – All rights reserved.

Type HS PRVs reliably extract large volumes of hot gases and smoke regardless of building configuration, location and weather conditions. They withstand high temperatures for long periods of time.

A reliable ventilation system that can operate during a fire is both vital and essential. It prevents smoke logging, allows people to escape quickly, minimizes damages to property and contents and enables firemen to attack the fire without hindrance. These power roof ventilators have the added advantage of providing normal day to day ventilation and in many cases can also be fitted with duct work for use in multi storey buildings.

The concept of venting smoke and heat was first outlined by Industrial Risk Insurers (IRI). Use of powered ventilation could eliminate the problems experienced with gravity vents. Specially designed roof mounted exhaust fans would mechanically vent heat and smoke under emergency fire conditions.

In addition to the reliability and effectiveness of this powered ventilation concept, the use of HS PRVs to vent heat and smokes has these specific advantages:

* It is not dependent on air temperature differential or wind direction and velocity to create air movement.* It does not rely on heat itself to activate the system. Smoke detectros and water-flow devices also may be utilized.* It provides for normal ventilation needs of the building as well as for emergency use as a vital component of the fire protection system.* There is ususally a substantial cost saving in the purchase and installation of the dual purpose system.* Maintenance cost for building and equipment is frequently reduced.* The system can be effectively used in multi storied and below grade building areas.* Reliability of operations is assured because powered ventilators are in daily use and receive regular inspection and maintenance.

The unique Type HS power roof ventilators provide a solution for emergency heat and smoke venting that is dependable under the most extreme circumstances.

All critical components of HS PTV that exposed to the airstream are ferrous construction to withstand high temperature conditions. These heavy gauge materials prevent warping of fan parts and malfunction at high temperatures. This also insures years of trouble-free service in normal daily operation of the PRV.

The wind shroud is made of galvanized steel; an exterior finish coat of epoxy can be specified. Painted parts are coated with epoxy to provide a protective coating rated excellent for hardness, impact resistance,  adhesion and chemical resistance.

Belt and bearings are protected from the air stream by enclosing them in a ventilated tube. Design of HS fan incorporates a heat slinger/impeller. It isolates the fan bearings from damaging heat and draws cooler outside air through the motor compartment and over the belt and bearings. A spring loade, fusible link activated device automatically opens dampers when temperature at the fan reaches 165 F. Thei enables the fan to function as a gravity ventilator prior to powered operation.

A safety disconnect switch is mounted to the PRV housing. This feature protects maintenance personnel from an accidental fan start when the unit is being serviced.

Type HC Power Roof Ventilators have been tested to operate:

- conituously at 650 F;- 3 Hours at 800 F;- 1.5 Hours at 1000 F;- 1/2 Hour at 1,200 F.

Additional information can be found at the Canada Blower company web site http://www.canadablower.com/fans/index.html.

Susan TerlitskiCanadian Ventilating EngineerCanada Blowerhttp://www.canadablower.com/blowers/index.htmlhttp://www.canadablower.com/inquiry/index.html

Before the recession began, Canada was experiencing a worrying dearth of labour in the skilled trades. because our whole culture encourages people to go to university, there has been a resulting shortage of people in the vocational sector.

The skilled trades that depend on construction are experiencing a slowdown, says Andrew Cardozo, the executive director of the Ottawa-based Alliance of Sector Councils, a network of councils that addresses skills issues in key sectors of the economy.

But while the current recession has people focusing on economic survival, he added, one thing is certain:  once the economic crisis has passed, the labour shortage in the skilled trades will once again loom large.

As a result, employers who are faced with the necessity of downsizing now are reluctant to let go of their hard-won apprentices who have vocational skills. According to Cardozo, one way many employers are hanging on to those employees is by creating job-sharing opportunities that see workers working half-time and claiming employment insurance benefits for the other half.

He states, â??there are 111,000 workers in Canada doing this in sectors across the board.  Employers want to hang onto everyone they can find because they know itâ??s hard to find people.â? Not all sectors are shrinking.  There are some areas that are doing very well; once government stimulus money works its way through the system, areas such as construction will pick up very rapidly.  Labour shortage will become more apparent once the economy improves.

Solid Fields

In a report published last year, the stateâ??s Economic and Labor Market Information Bureau projected that openings for plumbers, pipefitters and their â??helpersâ? â?? as well as for roofers, cement masons, and diesel mechanics â?? will be â??very favorableâ? through 2016. Industries that depend on skilled trade workers are key drivers of the Canadian economy and contribute over 50% of Canadaâ??s GDP â?? or over $550 billion. (Statistics Canada)

Almost 3.8 million Canadians work in five skilled-trades based industries.  (Statistic Canada)

â?¢ Manufacturing sector employs over 2.3 million Canadians, or 15% of the working population (Canadian Manufacturers and Exporters, 20/20 Report)

â?¢ Automotive repair and service sector employs over 250,000 people (Canadian Automotive Repair Service Council, 2005)

By 2017, Canadaâ??s mining industry will have a projected shortage of 80,000 workers. (Human Resources and Social Development Canada, 2007) Canadaâ??s construction sector will likely have to replace 152,000 skilled workers by 2017. (Construction Sector Council, 2007) An estimated 400,000 workers in the manufacturing sector will be required by 2019 to replace retirees. (Canadian Labour and Business, 2004)

Future Outlook in the Skilled Trade Industry

At the end of the day, employers know that their employees are a companyâ??s best asset.Having trained, qualified, dedicated staff working for you puts your company in a favourable position with potential client.  Skilled trade workers and the industries that employ them will be in high demand within the next few years

By: Sharon Singh

Maizis & Miller Consultant – www.maizisandmiller.com

Heavy Equipment & Diesel Machinery Staffing Agency