SARC’s Human Resources and Labour Relations Newsletter
In this issue, consultants from SARC and MLT Aikins discuss topics of Recruitment and Retention.
Recruitment and Retention
Strategies for Saskatchewan Foreign Worker Employers
Scott Bell & Anna Sigurdson
Building a Meaningful Workforce: Start With Hello
Bobbi Janzen
Job Postings and Vacancy
Complexities in a Unionized Environment
Scott Mostoway
Bobbi identifies and fosters strategic partnerships with education, labour, other workforce organizations, and community partners to address Disability Service sector workforce needs and assists with talent supply and demand. She also leads workforce promotion strategies to connect job seekers to the Disability Service sector. Bobbi applies her background in talent acquisition, recruiting, and disability sector advocacy to this role and connects with our Members to learn more about the sector’s workforce needs. Bobbi is available to consult with SARC’s Regular and Associate Members on their workforce development inquiries, including recruitment and retention strategies, job descriptions, HR policies and procedures, compensation/total rewards, and succession planning.
Scott Mostoway SARC Senior Labour Relations Consultant
Scott can assist SARC’s Regular and Associate Members with a variety of LR/HR issues, including progressive discipline, performance management, and duty to accommodate for unionized and non-unionized organizations. He can also provide specific support in collective bargaining for unionized organizations. Accessing this service is free of charge and can minimize organizational risk. Having a quick check-in or a review done before decisions are made can save you time and money in the end.
Scott has advised various employers and individuals with regard to federal immigration applications, including work permits, Labour Market Impact Assessments, Free Trade Agreement exemptions and permanent residency. He also has experience with applications made through the Saskatchewan Immigrant Nominee Program (SINP) and other Provincial Nomination Programs. A primary focus of his practice is in relation to advising employers on the management of temporary foreign workers and immigration legislation compliance. In addition to employment-based immigration, Scott provides services relating to family-based immigration applications, including spousal sponsorship and inter-country adoption.
Anna was called to the Saskatchewan Bar in 2024 and obtained her Juris Doctor from the University of Saskatchewan in 2023. During law school, Anna worked as a Teaching Assistant in legal research and writing where she led tutorials and mentored first-year students.
Anna is an avid cross-country skier, winning a bronze medal in the 2023 Canadian Birkebeiner Ski Festival. She also enjoys travelling, with experience exploring Eastern Europe.
With both federal and provincial immigration programs facing significant constraints, Saskatchewan employers who rely on foreign workers to support their labour needs may be wondering how best to retain their foreign employees. With immigration restrictions not expected to lessen any time soon, employers may need to get creative in their hiring and retention efforts. Below are some potential options for employers to consider.
The Saskatchewan Immigrant Nominee Program (“SINP”) is Saskatchewan’s provincial option for support of federal permanent residency by way of a nomination. The program provides a pathway to permanent residency for foreign workers planning to live and work in Saskatchewan. With the support of their employer, foreign workers in certain occupations can apply to be “nominated” by the province for permanent residency. They can then use this nomination to make a permanent residency application, as well as an application for further temporary working status while their permanent residency application is processed. As a result, SINP plays a key role in attracting and retaining skilled foreign workers in Saskatchewan.
Like most immigration programs across the country, SINP is currently facing significant capacity reductions. In February 2025, the Job Approval Letter (“JAL”) process closed for approximately six weeks. As a JAL is the required initial step for employers looking to support a foreign worker’s permanent residency, its closure significantly curtailed SINP application intake. Fortunately, JAL intake reopened on March 27, 2025, and the provincial government has indicated that it does not plan to institute further pauses this year. That said, SINP is currently operating
at reduced capacity due to a 50% reduction of nominations by the federal government to provincial nominee programs across Canada. Therefore, spaces in SINP are presently significantly limited and more restricted than before.
Despite ongoing changes to the program’s capacity, SINP nevertheless remains a possibility for employers seeking a more permanent solution to labour shortages. As SINP provides a relatively efficient pathway to permanent residency and interim working status extensions for Saskatchewan-based workers and their families, it may be an attractive option for both employers and employees.
On the federal side, the Express Entry System (“EES”) provides a pathway to permanent residency for skilled workers and those with Canadian work experience. EES uses a pointsbased system called the Comprehensive Ranking System (“CRS”) to assess, score, and rank applicants in the Express Entry pool. Applicants receive “points” based on factors like education, language ability, work experience and, until very recently, holding a valid job offer with a Canadian employer. Using these criteria, applicants receive a CRS score based on the number of points they have. They are then ranked within the pool based on CRS score and are invited to apply for permanent residence based on their rank relative to any recent draw score.
Like SINP, EES provides a compelling option for employers looking to fill labour shortages on a more permanent basis. Getting a foreign worker to permanent residency takes out some of the hassle of maintaining temporary working status and builds a more stable workforce. Further, as certain skilled workers can apply for permanent
residency through EES from outside of Canada, skilled workers can arrive in Canada as permanent residents, which may aid in recruiting skilled workers by adding some certainty to the process. Moreover, EES candidates already living and working in Canada are eligible to apply for a Bridging Open Work Permit while their EES based permanent residency processes, allowing the applicant to continue working while waiting on a decision.
Although the EES used to be a great option for securing foreign workers on a more permanent basis, the program is currently experiencing a very high number of applications, making it more and more difficult for candidates to qualify. Applicants need an almost perfect CRS score to pass recent draw scores and receive an Invitation to Apply. Although the EES is still a good option to consider when trying to retain foreign worker talent, the difficulties in receiving a CRS score high enough to receive an Invitation to Apply is making it almost impossible to use. This places increased focus on SINP options, notwithstanding the program’s reduced nomination capacity and increased restrictions.
When an employer is seeking to retain a foreign worker but is unable to access SINP or EES, a Labour Market Impact Assessment (“LMIA”) may be the only option to support temporary working status. An LMIA is an approval process intended to demonstrate that hiring international talent will not negatively impact the Canadian labour market but rather fill a gap. Essentially, it is intended to “prove” that there is a need for a foreign worker to occupy a certain position, as no qualified Canadian citizens nor permanent residents could be recruited for it.
Generally, in order to make an LMIA application, employers are required to advertise the position across a wide range of advertising sources for a minimum of thirty days. If a qualified applicant cannot be located after the mandatory advertising period has ended, the employer can submit an LMIA application to support work permits for the empty positions. If the LMIA application is approved, the employer will be authorized to recruit a foreign worker for the position. The foreign worker may then obtain a closed, employer-specific work permit. Although this only provides for temporary working status, the temporary status a foreign worker gains through an LMIA-based work permit may allow them to
gain the necessary Saskatchewan or Canadian work experience to apply for permanent residence through SINP or EES in the future.
Although there are multiple different LMIA streams, including ones specifically tailored to agricultural workers or other highly specialized workers, the most commonly utilized LMIA streams are the High-Wage and Low-Wage position streams. In order to apply under the High-Wage Stream, the wage offered for the position must be at or above the provincial or territorial wage threshold, which was recently increased by 20% in 2024. If the wage is below this threshold, the employer must apply for the LowWage Stream.
LMIA applications under the Low-Wage Stream bring about additional complexities. In September 2024, the federal government announced that it would refuse to process LMIA applications for low-wage temporary foreign workers in certain economic regions with an unemployment rate of 6% or higher. Further, employers are now limited to having 10% of their staff as foreign workers when seeking a Low-Wage LMIA. Until the federal government repeals current restrictions on the Temporary Foreign Worker Program, businesses that are heavily reliant on Low-Wage foreign workers may face difficulties in meeting their labour needs and may need to reconsider their recruitment and hiring strategies.
Notwithstanding the increased difficulties in the Low-Wage LMIA stream, the High-Wage and other specialty streams are still a viable option for temporary support and retention of foreign workers. The application process can be complex and uncertain, but it can successfully support additional working status.
Recent immigration policy decisions made by the provincial and federal governments towards the SINP, EES, and LMIAs have led to reductions in program capacities and increasingly stringent eligibility requirements. Given such changes, businesses that utilize such programs and processes to meet their workforce needs should expect decreases in application approvals and be prepared to participate in increasingly rigorous processes. Employers will also need to assess how recent changes to SINP, EES, and LMIAs will affect their businesses and may need to get creative in accomplishing their workforce objectives.
Bobbi Janzen SARC Workforce Development Coordinator
As Saskatchewan’s workforce continues to evolve, recruitment and retention are more than just HR priorities – they’re the foundation of a resilient, inclusive, and sustainable sector. In the Disability Service sector especially, building strong teams isn't just about filling roles; it's about connecting people to purpose.
Over the past year, the Start With Hello Job Board has been a key part of this effort. Launched in May 2024 as a central feature of the Start With Hello campaign, the job board is more than a listing site – it’s a platform for awareness, outreach, and impact.
We launched the job board with a clear mission: to raise awareness about the sector and its career opportunities, expand our reach to diverse talent pools, and connect job seekers with meaningful work. This initiative is a step towards building and strengthening the workforce of today and tomorrow.
The platform also serves as a valuable resource for Workforce Development partners across the province, providing their clients, students, and job seekers with insights into the sector and
direct access to job opportunities within Member organizations. It’s rooted in a simple truth: we can’t work in a career we don’t know exists. This is why visibility matters and why this campaign is about more than jobs – it’s about creating awareness, which also enhances the connection to community.
We’re working to change the narrative. This sector offers deeply meaningful work, yet many people, especially youth, newcomers, and career changers, have never considered it as an option. The job board is helping bridge that gap.
The job board is designed to reach far and wide. With regional filters, job seekers from Ile-a-laCrosse to Estevan and beyond can easily find relevant postings in their chosen geographic area. Every week, we share postings with over 55 Workforce Development partners, including:
• SIIT Job Connections (province-wide)
• CNIB Come to Work (national reach)
• Quint Development and YWCA (urban and newcomer supports)
• Regional colleges
• Saskatchewan Polytechnic
• U of R Career Services
• U of S Career Services
• Saskatoon and Regina Open Door Society
• Indigenous and newcomer-focused programs
These organizations are using the job board at job fairs and career events to promote the sector and
its careers in promotional material and advertising both before, during, and after events to reach more job seekers, in one-on-one employment counselling, and even in innovative ways such as SIIT’s Predictive Index tool that matches their job seeker profiles to the values and needs of the Disability Service sector.
This growing network allows the job board to reach diverse talent pools from students and recent graduates to newcomers, second-career seekers, and underrepresented communities. By sharing the board with the organizations and spaces these communities already trust, we're connecting the sector to a broader audience than ever before.
Since launching, the results have been promising:
• 208 job postings
• 490 applications submitted
• 82% of SARC Members have logged in
• 14,897 page views
• 4 confirmed hires (with more expected as tracking improves)
On average, the platform sees between 23–32 postings per week, with some weeks reaching as high as 63 postings. Some jobs have received dozens of applications (the highest number of applications to a single posting is 107), proving that once people see the sector, they’re interested.
This tells us that the awareness gap is real, but so is the opportunity. With visibility, interest grows.
In 2024 alone, SARC Members reported a 32% turnover rate in the sector. With rising retirements, a changing population, and changes to immigration, attracting and retaining qualified staff is a growing challenge.
To meet this challenge, recruitment tools must be more than functional – they must be visible, trusted, and aligned with values. In the same way that job seekers turn to platforms like Nutrien and BHP job boards in the mining sector or the SHA career site when looking for healthcare roles, we want the Start With Hello Job Board to become the go-to space for people interested in meaningful careers in the Disability Service Sector. This is not
meant to be the only recruitment tool but one to boost both visibility and awareness.
Members have praised the job board’s ease of use, integration with SaskJobs, and clean interface. Some challenges remain, especially around applicant qualifications, but this mirrors trends across the job market, not just our sector.
Partners value the ability to share localized jobs and the opportunity to promote employment that is deeply meaningful. For many, it fits seamlessly into their existing workflow, especially when working with clients seeking stability, connection, and purpose.
As we move into Year Two, we’re not standing still. Upcoming improvements include:
• More detailed performance tracking
• Enhanced resume and communication tools
• A more intuitive hiring dashboard
• Features to foster better connection between employers and job seekers
But perhaps most importantly, we’re deepening our commitment to connection and awareness, ensuring that more people see themselves in this work by connecting to sector values and understanding that the Disability Service Sector is a career choice.
At its heart, Start With Hello is a call to awareness. It’s a campaign about connecting people to purpose, seeing the work in the sector, the value and meaning it brings, and the careers that help make it possible.
The job board is a natural extension of this mission. Every post is an invitation. Every application is a connection. Every hire is a step toward a sector—and a society—that values inclusion, purpose, and community.
Recruitment is changing, and so is the workforce. It’s not just about what’s available – it’s about what’s visible. And when we increase visibility, we expand opportunity.
As we celebrate one year of progress, we invite you to help keep the momentum going:
• Keep posting
• Keep sharing
• Keep hiring
• Keep starting with hello
Every job listing helps tell the story of the sector. Every partner who shares the board expands our reach. Every person who discovers this career path brings new energy and perspective to the work.
Together, we’re not just recruiting – we’re redefining what’s possible in the workforce today. Let’s keep connecting people to purpose one hello at a time.
Scott Mostoway
SARC Senior Labour
Relations
Consultant
At first glance, posting for a vacancy within an organization may seem straightforward: a position becomes available, and the employer seeks to fill it. However, in a unionized environment, this seemingly simple process can be subject to various procedural requirements outlined in the collective agreement. These requirements can introduce complexities and, if not followed properly, may become costly. So, what should employers be aware of when navigating job postings and vacancies in a unionized workplace?
One of the fundamental questions employers must ask when assessing a vacancy is: Do we truly need to fill this position? If the answer is yes, then the employer is generally obligated to follow the terms of the collective agreement and initiate the posting process.
The complexity arises when the answer is no. In these situations, the union may challenge the employer’s decision, advocating that the vacancy be posted according to the collective agreement. This can occur even in cases of resignation or retirement, where the employer determines that the duties previously performed no longer warrant a position. In such instances, the employer might opt to leave the position vacant, reassign duties among current staff, or restructure the work entirely.
Regardless of the decision, employers must exercise sound judgment and remain mindful of their obligations under the collective agreement. Any perceived attempt to bypass posting requirements may lead to disputes.
Once the decision is made to post the position, the employer is bound by a principle of administrative fairness. This obligation exists even if it is not explicitly stated in the collective agreement. The job posting and selection process must be conducted in a fair, appropriate, and unbiased manner.
Employers must ensure that their decisions are not influenced by bias or factors unrelated to the job or the agreement. If an employer is found to have compromised the fairness of the process, particularly by disadvantaging certain candidates without just cause, this can constitute a violation of the implied duty of fairness.
A common issue in unionized environments involves employers relying on selection criteria that were not specified in the original posting. Arbitrators have consistently ruled that using unposted qualifications, skills, or characteristics in the selection process is both unfair and unreasonable.
This principle ensures that applicants are given clear and sufficient information about the qualifications required for the position. If important criteria are omitted from the posting and later used to assess candidates, it can undermine the integrity of the process.
That said, this does not mean that every obvious or standard job requirement needs to be explicitly stated. For example, attendance is often considered a legitimate factor. Arbitrators have
found that an employee’s poor attendance record, especially without signs of improvement, can disqualify them from a position, even if they are otherwise qualified.
Navigating job postings in a unionized setting involves more than simply filling a vacancy. Employers must be aware of the procedural and fairness-related obligations imposed by their collective agreements. Failing to properly assess the need for a posting, to administer the process fairly, or to clearly outline selection criteria can lead to unnecessary grievances.