The UBC Canadian District is pleased to be an intermediary for the Apprenticeship Service Program. For over a year now, we have been providing financial incentives to small and medium-sized employers (SMEs) to help offset the cost of hiring new first-year apprentices.
The UBC Canadian District is pleased to be an intermediary for the Apprenticeship Service Program. For over a year now, we have been providing financial incentives to small and medium-sized employers (SMEs) to help offset the cost of hiring new first-year apprentices.
The UBC Canadian District is pleased to be an intermediary for the Apprenticeship Service Program. For over a year now, we have been providing financial incentives to small and medium-sized employers (SMEs) to help offset the cost of hiring new first-year apprentices.
About Program
About Program
About Program
Why Participate
This funding will enable the SMEs to hire new first year apprentices (maximum of two per fiscal year). SMEs can receive up to $5000 for every new first year (Red Seal) apprentice they hire and an additional $5000 if that apprentice identifies as a person from an Equity Deserving Group:
- Women
- Indigenous people
- Newcomers
- Persons with disabilities
- Visible minorities
- LGBTQ2+
In addition to financial supports, this program will provide other supports to help employers participate in the apprenticeship system, for example:
- Help navigating the apprenticeship system
- How to onboard apprentices
- Welcoming workplace training
This program will help reduce barriers to employment for new, first year apprentices, especially those who may identify as being from an equity deserving group
Why Participate
This funding will enable the SMEs to hire new first year apprentices (maximum of two per fiscal year). SMEs can receive up to $5000 for every new first year (Red Seal) apprentice they hire and an additional $5000 if that apprentice identifies as a person from an Equity Deserving Group:
- Women
- Indigenous people
- Newcomers
- Persons with disabilities
- Visible minorities
- LGBTQ2+
In addition to financial supports, this program will provide other supports to help employers participate in the apprenticeship system, for example:
- Help navigating the apprenticeship system
- How to onboard apprentices
- Welcoming workplace training
This program will help reduce barriers to employment for new, first year apprentices, especially those who may identify as being from an equity deserving group
Why Participate
This funding will enable the SMEs to hire new first year apprentices (maximum of two per fiscal year). SMEs can receive up to $5000 for every new first year (Red Seal) apprentice they hire and an additional $5000 if that apprentice identifies as a person from an Equity Deserving Group:
- Women
- Indigenous people
- Newcomers
- Persons with disabilities
- Visible minorities
- LGBTQ2+
- Help navigating the apprenticeship system
- How to onboard apprentices
- Welcoming workplace training
Financial Incentives
Financial Incentives
Financial Incentives
$5k
Financial incentives for every new first year (Red Seal) apprentice hired and an additional $5000* if that apprentice identifies themselves as from an equity-deserving group. This money is for Employers who hire…
$10k
Incentive to employers who hire from equity-deserving groups, specifically women, persons with disabilities, Indigenous people, members of the LGBTQ2+ communities, newcomers and visible minorities.*
$20k
SMEs can receive a maximum financial incentive of $20k* per fiscal year (max of two per fiscal year). In addition, this program will provide other supports to help employers participate in the apprenticeship system.
Conditions to receiving these incentives apply…SMEs (Small and Medium Enterprise) need to have 499 paid employees or less, duration of hire, training requirements
$5k
Financial incentives for every new first year (Red Seal) apprentice hired and an additional $5000* if that apprentice identifies themselves as from an equity-deserving group. This money is for Employers who hire…
$10k
Incentive to employers who hire from equity-deserving groups, specifically women, persons with disabilities, Indigenous people, members of the LGBTQ2+ communities, newcomers and visible minorities.*
$20k
SMEs can receive a maximum financial incentive of $20k* per fiscal year (max of two per fiscal year). In addition, this program will provide other supports to help employers participate in the apprenticeship system.
Conditions to receiving these incentives apply…SMEs (Small and Medium Enterprise) need to have 499 paid employees or less, duration of hire, training requirements
$5k
Financial incentives for every new first year (Red Seal) apprentice hired and an additional $5000* if that apprentice identifies themselves as from an equity-deserving group. This money is for Employers who hire…
$10k
Incentive to employers who hire from equity-deserving groups, specifically women, persons with disabilities, Indigenous people, members of the LGBTQ2+ communities, newcomers and visible minorities.*
$15k
SMEs can receive a maximum financial incentive of $20k* per fiscal year (max of two per fiscal year). In addition, this program will provide other supports to help employers participate in the apprenticeship system.
Conditions to receiving these incentives apply…SMEs (Small and Medium Enterprise) need to have 499 paid employees or less, duration of hire, training requirements
Diversity & Inclusion Recognition
Diversity & Inclusion Recognition
Diversity & Inclusion Recognition
Able Infrastructure Inc
Able Infrastructure Inc. is a concrete formwork and construction company based in Dartmouth, Nova Scotia. The company works at building bridges, hospitals, concrete buildings, and high rises.
Read Story
They have a work force of 115 employees with 70 core employees according to Jamal Ashour, the General Manager of the company. Able Infrastructure is a union contractor and has a very good relationship with UBCJA Local 83. The Union has always dispatched well trained and work ready Carpenters to his sites, and they happily work with the Carpenters Millwright College to keep their workers and supervisors trained for the changes in today’s industry.
Able Infrastructure was pleased to be able to participate in the UBC Canadian District Apprenticeship Service Program (ASP) and has recently hired two new first year apprentices from Equity Deserving Groups.
Jamal stated that his company always try to maintain a good workplace culture, and he has told his senior workforce that they need to take the time to mentor and teach the younger workers the skills they need to succeed.
Able Infrastructure Inc. shares their values on diversity, equity, and inclusion right on their website by stating that they promote equal employment opportunities for all job applicants including those who identify as persons who are Indigenous people, New Canadians, Visible Minorities Youth and Women. Able Infrastructure has found that having a diverse workforce helps bring different ideas to the jobsite and all the worksites run smoothly.
Jamal is very pleased that the Federal government is giving an incentive to small and medium enterprises to assist with hiring from the diverse groups but would like to see the program allow incentives to hire more than just two apprentices per fiscal year.
Jamal looks forward to sending some of his key workers for the JEDI and Be More Than a Bystander Training being offered through the ASP. This training will help his employees learn some extra skills that will assist them in creating inclusive and safe spaces for everyone. He also looks forward to participating in the UBC Canadian District Apprenticeship Service Program again in 2023-2024, when it becomes available in April.
Ali Fine Carpentry (AFC)
Ali Fine Carpentry (AFC) is a family-owned and operated business by a husband-and-wife duo Ali and Amber. The company currently employs 12 employees. They are always looking to hire from a diverse population and the Apprenticeship Service Program is a perfect fit for their long-standing beliefs based on social justice.
Read Story
When asked to speak about some of the things that were important to running their company, they stated that maintaining a good workplace culture and safety are their two main priorities. They believe that a sense of belonging, and pride are fundamental for facilitating a good work culture. Their crew members are valued as skilled tradespeople and employees but are also valued and respected as members of larger communities outside of work.
They believe that sharing knowledge and having mutual respect allows for great learning opportunities and a safer workplace. Being a union contractor has allowed AFC to engage in work on large projects in the ICI sector. They are proud to hire unionized staff that is supported with health benefits and pensions, and a good rate of pay. They feel that organized labour is the safest way to work.
When it comes to championing diversity & inclusion, AFC’s hiring practices ensure that their workforce is representative of the diverse population of the city in which they live and work.
When asked to describe the way they think about diversity and inclusion now, and how has it changed over time? The resounding response was that social justice has always been central to their family values and they are grateful to be able to extend that into our workplace.
We sat down with AFC to ask them a few questions about their views and below are the answers.
What type of company do you run?
AFC is a family-owned, unionized general carpentry company.
How many personnel do you employ?
Our team is currently made up of 12 employees.
Why was it important for you to hire an apprentice from an equity deserving group?
We are always looking to hire from diverse populations, and this program fit well with our long-standing company beliefs based in social justice.
What things are important to you when it comes to running your company and maintaining good workplace culture?
Safety always comes first. We believe that a sense of belonging, and pride are fundamental to a good work culture. Our crew members are valued as skilled tradespeople and employees and are also valued and respected as members of larger communities outside of work.
Has having a diverse workforce impacted how employees interact with their work and your organization?
Our workforce has always represented the diverse population that makes up much of Toronto. Sharing knowledge and having mutual respect allows for great learning opportunities and a safer workplace.
Are you a union contractor? If so, how has that benefited your company?
Being a union contractor has allowed AFC to engage in work on large projects in the ICI sector. We are proud to hire unionized staff that is supported with health benefits and pensions, and a good rate of pay. Organized labour is the safest way to work.
What initiatives or steps have you taken to champion diversity & inclusion in your workplace?
AFC’s hiring practices ensure that our workforce is representative of the diverse population of the city in which we live and work.
How would you describe the way you think about diversity and inclusion now? How has it changed over time?
Social justice has always been central to our family values, and we are grateful to be able to extend that into our workplace.
MP & Co Inc
MP & Co Inc is a retail construction company in Woodbridge, Ontario with a workforce of 20 employees. Recently we had the opportunity to talk with them and ask questions about how they view Diversity and inclusion at their company.
Read Story
MP & Co Inc is a union shop affiliated with Local 27 in the GTA. MP & Co Inc. that stated that they have benefited from being a union company because they know that when they source labour from the union, they are getting qualified and highly trained carpenters to work on their sites.
When asked why it was important for them to hire from an equity deserving group, they stated that they wanted to provide opportunities to individuals from those groups and to get more women and minorities into the construction industry.
MP & Co Inc stated that having a team that comprises individuals from all walks of life and different backgrounds and life experiences is important when it comes to running their company and creating a good workplace culture.
MP Co Inc shared that as an organization, they believe different backgrounds bring different approaches to help solve problems, whether it is in the field or back office.
One initiative MP & Co Inc has implemented is that their Project Manager will ask for someone from an equity deserving group first. This way they can connect with those employees quicker.
Finally, when asked to describe the way they think about diversity and inclusion now and how has it changed over time, they stated that since first starting the company a diverse workforce was a priority and will continue to be moving forward.
Workforce diversity means similarities and differences among employees in terms of age, cultural background, physical abilities and disabilities, race, religion, gender, and sexual orientation. MP & Co Inc knows that having a diverse workforce creates a more inclusive and productive team.
Newpark Contracting
Newpark Contracting is a family-owned general contractor, with a workforce of 13 employees. They are located in the City of Toronto and have been operating in the GTA since 1999.
Newpark Contracting is a union shop affiliated with Local 27 in the GTA. Newpark stated that being a union contractor has given them the opportunity to bid in a variety of sectors.
Read Story
It has also provided them with a stable, well-trained workforce that enables them to accurately predict future operation costs for a fixed time period.
When asked why it was important for them to hire from an equity deserving group, they stated that it was important to hire from an equity deserving group to remove and reduce biases and barriers in the construction industry that may disadvantage or discriminate against qualified candidates.
One of the key priorities for Newpark Contracting is onsite safety. They stated that maintaining a positive work culture reduces stress for everyone and improves teamwork, increases productivity and efficiency, and enhances the retention of employees, ultimately giving the employee job satisfaction.
Newpark also feels that by having a team with different skills, life experiences and cultural backgrounds, you are more likely to get new ideas and approaches to a task. As an employer you can leverage each individual’s strengths and bring them together to work toward a common goal.
To ensure they are promoting a culture of inclusivity, they make sure to value individual differences in the workplace and have provided a prayer room on site, they promote inclusive language, they have expanded the company holiday calendar (to include holidays that represent different religious beliefs), and they are always open to feedback from employees on how they can improve and support their needs.
Finally, when asked to describe the way they think about diversity and inclusion now and how has it changed over time, they stated that as an employer, diversity means employing people that reflect the true demographics of the society in which they operate. Initially, it was defined simply as non-discrimination in race, religion, sex, or in hiring and employment practices.
Over time, they’ve expanded their understanding of this concept and learned that it actually has a much broader scope, and certainly includes more invisible elements that distinguish individuals from one another including sexual orientation, disability, age, marital status, or other non-merit factors.
Inclusion in the workplace, defined separately, means striving for a working environment where all employees are treated fairly and respectfully, have equal opportunities to resources and feel fully involved in the decision-making processes relevant to and appropriate for their particular roles
Diversity & Inclusion SME Champions
- 11004352 Canada Incorporated
- A1 Carpentry
- Able Infrastructure Inc.
- Acadian Constriction
- ADC Aluminum Contracting
- Adler's Main Tile & Carpet
- Ali Fine Carpentry
- Aligned Floor Covering
- AllumaSafway
- AML Painting
- Armour Equipment
- Arsenault Bros. Construction Ltd.
- Ashbri Ind Inc
- Atwork Construction Inc.
- Ball Construction
- BCN Flooring
- C&L Construction
- Campbell Construction
- Capital Drywall
- Carvel Electric
- CJ Duguid
- Chevron Construction
- Commercial Masonry Ltd.
- Complete Drywall Systems
- Cupido Construction
- Das Carpentry Ltd.
- Davis & Flannigan Electrical
- Diamond Bros Carpentry
- Downing Construction
- Dewar Industrial Services Inc.
- Dwight Emberly Builder Inc.
- Elite Scaffolding
- Hi-Rise Carpentry
- Humaco Acoustique Inc.
- Integra Technologies
- J&I Gaweda Construction
- Jessco Structural Ltd.
- Kings Drywall systems
- Labor INC
- Lafford Formwork
- Lancor Concrete Contractors Ltd.
- Legacy Heating and Cooling
- Lida Homes
- Lindsay Construction Ltd.
- Lloyd Burns Constriction Ltd.
- Lopes Electrical
- LMN Holdings Ltd.
- Maritime Drywall Ltd.
- Pro Design Construction Ltée
- Provincial Electrical Services
- Prosperi Co. Ltd.
- Reagon Construction Ltd.
- Rencon Industries
- Remley Constriction
- Rob Case Homes
- Ross & Anglin Ontario Ltd.
- Ross Contracting
- Seka Construction
- Shipiskan Construction Ltd.
- SkyFire Energy Inc.
- Skyway Canada Ltd.
- Southeast Drywall Ltd.
- Sutreen Hardwood Ltd.
- Springhill Construction Ltd.
- Belmont Concrete Finishing Co. Limited
- Bestway Siding
- Bode’s Custom Cabinets
- Bon-A-Builders Construction
- Bousada Inc.
- Brilun Construction Ltd.
- Breack Construction
- Breack Campbell Construction
- Brenton & Overbury
- Breck
- BMI Construction
- Ethelfox Construct Group
- Farmer Construction
- Finn Way G.C
- Carvel Electric
- Finn way General Contracting
- Four City tile
- Giancola
- G.I.G Electric Inc.
- Gibraltar
- GM Exterior
- Grassing Drywall
- Griffy’s Ventures Inc.
- MP & CO Inc.
- Mountain View B&B
- Nelnor Construction
- Newpark Contracting Inc.
- Northfleet
- Northstar Access
- Northwood Carpet and Tile
- Omega Formwork Inc.
- Peosperi
- Perlicade Construction Ltd.
- Phil Co Heating
- Pic Industrial
- Steel City Millwork
- Structform International
- T-Tech Construction
- Reagon Construction Ltd.
- Transylvania Interiors
- Tuzi Construction
- Ty-Wire Electric Ltd.
- Utshimas Construction Ltd.
- Van Forming Inc
- WesJer Construction Ltd.
- ZGG Ltd.
Diversity & Inclusion SME Champions
- 11004352 Canada Incorporated
- A1 Carpentry
- Able Infrastructure Inc.
- Acadian Constriction
- ADC Aluminum Contracting
- Adler's Main Tile & Carpet
- Ali Fine Carpentry
- Aligned Floor Covering
- AllumaSafway
- AML Painting
- Armour Equipment
- Arsenault Bros. Construction Ltd.
- Ashbri Ind Inc
- Atwork Construction Inc.
- Ball Construction
- BCN Flooring
- Belmont Concrete Finishing Co. Limited
- Bestway Siding
- Bode’s Custom Cabinets
- Bon-A-Builders Construction
- Bousada Inc.
- Brilun Construction Ltd.
- Breack Construction
- Breack Campbell Construction
- Brenton & Overbury
- Breck
- C&L Construction
- Campbell Construction
- Capital Drywall
- Carvel Electric
- CJ Duguid
- Chevron Construction
- Commercial Masonry Ltd.
- Complete Drywall Systems
- Cupido Construction
- Das Carpentry Ltd.
- Davis & Flannigan Electrical
- Diamond Bros Carpentry
- Donald Floor Contract Sales Ltd.
- Downing Construction
- Dewar Industrial Services Inc.
- Dwight Emberly Builder Inc.
- Elite Scaffolding
- Ethelfox Construct Group
- Farmer Construction
- Finn Way G.C
- Finn way General Contracting
- Four City tile
- Giancola
- G.I.G Electric Inc.
- Gibraltar
- GM Exterior
- Grassing Drywall
- Griffy’s Ventures Inc.
- Hi-Rise Carpentry
- Humaco Acoustique Inc.
- Integra Technologies
- J&I Gaweda Construction
- Jessco Structural Ltd.
- Kings Drywall systems
- Labor INC
- Lafford Formwork
- Lancor Concrete Contractors Ltd.
- Legacy Heating and Cooling
- Lida Homes
- Lindsay Construction Ltd.
- Lloyd Burns Constriction Ltd.
- Lopes Electrical
- LMN Holdings Ltd.
- Maritime Drywall Ltd.
- MP & CO Inc.
- Mountain View B&B
- Nelnor Construction
- Newpark Contracting Inc.
- Northfleet
- Northstar Access
- Northwood Carpet and Tile
- Omega Formwork Inc.
- Peosperi
- Perlicade Construction Ltd.
- Phil Co Heating
- Pic Industrial
- Pro Design Construction Ltée
- Provincial Electrical Services
- Prosperi Co. Ltd.
- Reagon Construction Ltd.
- Rencon Industries
- Remley Constriction
- Rob Case Homes
- Ross & Anglin Ontario Ltd.
- SkyFire Energy Inc.
- Skyway Canada Ltd.
- Southeast Drywall Ltd.
- Sutreen Hardwood Ltd.
- Springhill Construction Ltd.
- Steel City Millwork
- Structform International
- T-Tech Construction
- Transylvania Interiors
- Tuzi Construction
- Ty-Wire Electric Ltd.
- Utshimas Construction Ltd.
- Van Forming Inc
- WesJer Construction Ltd.
- ZGG Ltd.
Diversity & Inclusion SME Champions
- 11004352 Canada Incorporated
- A1 Carpentry
- Able Infrastructure Inc.
- Acadian Constriction
- ADC Aluminum Contracting
- Adler's Main Tile & Carpet
- Ali Fine Carpentry
- Aligned Floor Covering
- AllumaSafway
- AML Painting
- Armour Equipment
- Arsenault Bros. Construction Ltd.
- Ashbri Ind Inc
- Atwork Construction Inc.
- Ball Construction
- BCN Flooring
- Belmont Concrete Finishing Co. Limited
- Bestway Siding
- Bode’s Custom Cabinets
- Bon-A-Builders Construction
- Bousada Inc.
- Brilun Construction Ltd.
- Breack Construction
- Breack Campbell Construction
- Brenton & Overbury
- Breck
- C&L Construction
- Campbell Construction
- Capital Drywall
- Carvel Electric
- CJ Duguid
- Chevron Construction
- Commercial Masonry Ltd.
- Complete Drywall Systems
- Cupido Construction
- Das Carpentry Ltd.
- Davis & Flannigan Electrical
- Diamond Bros Carpentry
- Donald Floor Contract Sales Ltd.
- Downing Construction
- Dewar Industrial Services Inc.
- Dwight Emberly Builder Inc.
- Elite Scaffolding
- Ethelfox Construct Group
- Farmer Construction
- Finn Way G.C
- Finn way General Contracting
- Four City tile
- Giancola
- G.I.G Electric Inc.
- Gibraltar
- GM Exterior
- Grassing Drywall
- Griffy’s Ventures Inc.
- Hi-Rise Carpentry
- Humaco Acoustique Inc.
- Integra Technologies
- J&I Gaweda Construction
- Jessco Structural Ltd.
- Kings Drywall systems
- Labor INC
- Lafford Formwork
- Lancor Concrete Contractors Ltd.
- Legacy Heating and Cooling
- Lida Homes
- Lindsay Construction Ltd.
- Lloyd Burns Constriction Ltd.
- Lopes Electrical
- LMN Holdings Ltd.
- Maritime Drywall Ltd.
- MP & CO Inc.
- Mountain View B&B
- Nelnor Construction
- Newpark Contracting Inc.
- Northfleet
- Northstar Access
- Northwood Carpet and Tile
- Omega Formwork Inc.
- Peosperi
- Perlicade Construction Ltd.
- Phil Co Heating
- Pic Industrial
- Pro Design Construction Ltée
- Provincial Electrical Services
- Prosperi Co. Ltd.
- Reagon Construction Ltd.
- Rencon Industries
- Remley Constriction
- Rob Case Homes
- Ross & Anglin Ontario Ltd.
- SkyFire Energy Inc.
- Skyway Canada Ltd.
- Southeast Drywall Ltd.
- Sutreen Hardwood Ltd.
- Springhill Construction Ltd.
- Steel City Millwork
- Structform International
- T-Tech Construction
- Transylvania Interiors
- Tuzi Construction
- Ty-Wire Electric Ltd.
- Utshimas Construction Ltd.
- Van Forming Inc
- WesJer Construction Ltd.
- ZGG Ltd.
Support & Training
Support & Training
Support & Training
Support
The Canadian District mission is to stand strong with our members and business partners to help them achieve success. UBC education and training advances leadership, skill, quality, productivity, safety, and attitude with the goal of creating a constructive culture within the construction industry and providing a competitive workforce for our contractors and owners.
Training
We lead the way in training, education, and representing the next generation of skilled construction professionals. The United Brotherhood of Carpenters (UBC) places a top priority on developing the total professional: tradespeople who are not only technical experts in their craft, but who also demonstrate effective communication and leadership qualities.
The United Brotherhood of Carpenters (UBC) Apprenticeship Service project will provide financial incentives and support to Small and Medium-sized Enterprises (SMEs) in construction and manufacturing Red Seal trades to hire new, first-year apprentices, including from equity-deserving groups, such as women, Indigenous people, newcomers, persons with disabilities, racialized communities including Black Canadians, and LGBTQ2.
Small and Medium Enterprises (SME’s) can receive up to $5000 for every new first year (Red Seal) apprentice they hire (2 total) and an additional $5000 if that apprentice identifies as a person from an Equity Deserving Group.
This project will help reduce barriers to employment for new, first year apprentices, especially those who may identify as being in a marginalized community and foster a workplace culture that supports new, first-year apprentices with lasting positive effects on their work experience and retention.
- Work Ready
- Leadership
- Mentorship Program
- Hands-on Experience
- Respect
- Diversity & Inclusion
- Retention
- Professionalism
- Unmatched Safety
Support
The Canadian District mission is to stand strong with our members and business partners to help them achieve success. UBC education and training advances leadership, skill, quality, productivity, safety, and attitude with the goal of creating a constructive culture within the construction industry and providing a competitive workforce for our contractors and owners.
Training
We lead the way in training, education, and representing the next generation of skilled construction professionals. The United Brotherhood of Carpenters (UBC) places a top priority on developing the total professional: tradespeople who are not only technical experts in their craft, but who also demonstrate effective communication and leadership qualities.
The United Brotherhood of Carpenters (UBC) Apprenticeship Service project will provide financial incentives and support to Small and Medium-sized Enterprises (SMEs) in construction and manufacturing Red Seal trades to hire new, first-year apprentices, including from equity-deserving groups, such as women, Indigenous people, newcomers, persons with disabilities, racialized communities including Black Canadians, and LGBTQ2.
Small and Medium Enterprises (SME’s) can receive up to $5000 for every new first year (Red Seal) apprentice they hire (2 total) and an additional $5000 if that apprentice identifies as a person from an Equity Deserving Group.
This project will help reduce barriers to employment for new, first year apprentices, especially those who may identify as being in a marginalized community and foster a workplace culture that supports new, first-year apprentices with lasting positive effects on their work experience and retention.
- Work Ready
- Leadership
- Mentorship Program
- Hands-on Experience
- Respect
- Diversity & Inclusion
- Retention
- Professionalism
- Unmatched Safety
Support
The Canadian District mission is to stand strong with our members and business partners to help them achieve success. UBC education and training advances leadership, skill, quality, productivity, safety, and attitude with the goal of creating a constructive culture within the construction industry and providing a competitive workforce for our contractors and owners.
Training
We lead the way in training, education, and representing the next generation of skilled construction professionals. The United Brotherhood of Carpenters (UBC) places a top priority on developing the total professional: tradespeople who are not only technical experts in their craft, but who also demonstrate effective communication and leadership qualities.
The United Brotherhood of Carpenters (UBC) Apprenticeship Service project will provide financial incentives and support to Small and Medium-sized Enterprises (SMEs) in construction and manufacturing Red Seal trades to hire new, first-year apprentices, including from equity-deserving groups, such as women, Indigenous people, newcomers, persons with disabilities, racialized communities including Black Canadians, and LGBTQ2.
Small and Medium Enterprises (SME’s) can receive up to $5000 for every new first year (Red Seal) apprentice they hire (2 total) and an additional $5000 if that apprentice identifies as a person from an Equity Deserving Group.
This project will help reduce barriers to employment for new, first year apprentices, especially those who may identify as being in a marginalized community and foster a workplace culture that supports new, first-year apprentices with lasting positive effects on their work experience and retention.
- Work Ready
- Leadership
- Mentorship Program
- Hands-on Experience
- Respect
- Diversity & Inclusion
- Retention
- Professionalism
- Unmatched Safety
How to Apply
Are you an employer that would like to participate in the apprenticeship service program? If so, please select the button below to fill out an application. A coordinator in your area will be in touch with you to assist you with the process.
FAQ
An RAP/OYAP student is defined as a student who is receiving cooperative education credits for work experience in an apprenticeship occupation. The student may or may not formally register as an apprentice while in secondary school.
Yes, they are still eligible, whether they had an RTA or not, given the AS allows for individuals who have previously apprenticed before (as long as they are still in their first level of apprenticeship, and are entering a different trade from a previous apprenticeship).
16 years is the general minimum age limit (as per labour laws of the given provincial-territorial jurisdictions
The apprentice is eligible regardless of what the employer specializes in as long as they are receiving training in one of the 39 red seal trades.
Currently, we register apprentices with the ministry after approx. 450 hours. My understanding of the requirements set out in this program, would require us to register apprentices, at initiation. Can you let me know if that is the case?
This is not the case. They can be registered once they are matched. They just can’t be hired until an agreement is signed.
Can you confirm what is meant by new apprentice. Is it zero hours worked as a registered apprentice?
i.e., could I have a first-year apprentice who received a layoff, go on the list, and then dispatch them to a new employer under this program?
As per the agreement, “New first-year apprentice” refers to any person registered as an apprentice by the apprenticeship authority in their Province or Territory and in their first year of their apprenticeship training. For the purpose of the Apprenticeship Service program, the apprentice must be registered in one of the 39 Red Seal Trades. As far as I understand it, yes, as long as the apprentice is not currently employed by another employer at the time they hired them, and they are still a first-year Red Seal apprentice (have not progressed to the next level).
Virtual Toolkit
The Digital Toolkit is for first year apprentices, shop stewards, mentors, supervisors, and foremen. This toolkit is a resource guide that will assist SMEs in supporting apprentices in the workplace. The toolkit will include valuable resources including essential information on Effective Leadership, Mentorship, Managing Worksite Behavior, Workplace Culture and more.
This resource explains the value of some of the most critical aspects that make up the culture of the construction industry, and most notably when it comes to job sites.
Please contact your local SME Coordinator for more information
This program is designed to give foremen level employees and higher the tools necessary to improve the overall jobsite, taking it from good to great. The Collaborative Leadership: Building Jobsite Leaders program is open to foremen level employees and higher who interact with the field/jobsite.
Please contact your local SME Coordinator for more information
In addition to ‘on-the-job’ training for your apprentices, the apprentice’s success can be greatly improved by offering additional supports. By supporting apprentices in the workplace, skills are acquired more efficiently, workplace productivity is enhanced, and turnover is reduced. This information will help employers create a workplace environment that will help apprentices succeed.
Please contact your local SME Coordinator for more information
Many small and medium employers (SME) have identified barriers as well as difficulty navigating the apprenticeship process. In an effort to ensure an easier understanding and navigation of the process, this content is designed to be provide all the necessary tools for SMEs to navigate the apprenticeship system in one place.
Please contact your local SME Coordinator for more information
This course is designed to provide you with the foundation for success and arm you with the confidence to grow professionally as you support the membership and the union. The Job Steward is one of the most important positions in the union. As a Job Steward, you represent your fellow unionized workers – drawing on your expertise, knowledge, and skills.
Please contact your local SME Coordinator for more information
This resource covers topics such as transformational leadership, communication, influencing and motivation, coaching, mentoring, and conflict management. It provides practical tips on building an effective leadership structure and on developing leadership skills in your workers.
Please contact your local SME Coordinator for more information
Other Training
We will provide the following training as wrap-around supports for both the SME and apprentices participating in this program.
How to Apply
Are you an employer that would like to participate in the apprenticeship service program? If so, please select the button below to fill out an application. A coordinator in your area will be in touch with you to assist you with the process.
FAQ
An RAP/OYAP student is defined as a student who is receiving cooperative education credits for work experience in an apprenticeship occupation. The student may or may not formally register as an apprentice while in secondary school.
Yes, they are still eligible, whether they had an RTA or not, given the AS allows for individuals who have previously apprenticed before (as long as they are still in their first level of apprenticeship, and are entering a different trade from a previous apprenticeship).
16 years is the general minimum age limit (as per labour laws of the given provincial-territorial jurisdictions
The apprentice is eligible regardless of what the employer specializes in as long as they are receiving training in one of the 39 red seal trades.
Currently, we register apprentices with the ministry after approx. 450 hours. My understanding of the requirements set out in this program, would require us to register apprentices, at initiation. Can you let me know if that is the case?
This is not the case. They can be registered once they are matched. They just can’t be hired until an agreement is signed.
Can you confirm what is meant by new apprentice. Is it zero hours worked as a registered apprentice?
i.e., could I have a first-year apprentice who received a layoff, go on the list, and then dispatch them to a new employer under this program?
As per the agreement, “New first-year apprentice” refers to any person registered as an apprentice by the apprenticeship authority in their Province or Territory and in their first year of their apprenticeship training. For the purpose of the Apprenticeship Service program, the apprentice must be registered in one of the 39 Red Seal Trades. As far as I understand it, yes, as long as the apprentice is not currently employed by another employer at the time they hired them, and they are still a first-year Red Seal apprentice (have not progressed to the next level).
Virtual Toolkit
The Digital Toolkit is for first year apprentices, shop stewards, mentors, supervisors, and foremen. This toolkit is a resource guide that will assist SMEs in supporting apprentices in the workplace. The toolkit will include valuable resources including essential information on Effective Leadership, Mentorship, Managing Worksite Behavior, Workplace Culture and more.
This resource explains the value of some of the most critical aspects that make up the culture of the construction industry, and most notably when it comes to job sites.
Please contact your local SME Coordinator for more information
This program is designed to give foremen level employees and higher the tools necessary to improve the overall jobsite, taking it from good to great. The Collaborative Leadership: Building Jobsite Leaders program is open to foremen level employees and higher who interact with the field/jobsite.
Contact your Local SME coordinators for details.
In addition to ‘on-the-job’ training for your apprentices, the apprentice’s success can be greatly improved by offering additional supports. By supporting apprentices in the workplace, skills are acquired more efficiently, workplace productivity is enhanced, and turnover is reduced. This information will help employers create a workplace environment that will help apprentices succeed.
Please contact your local SME Coordinator for more information
Many small and medium employers (SME) have identified barriers as well as difficulty navigating the apprenticeship process. In an effort to ensure an easier understanding and navigation of the process, this content is designed to be provide all the necessary tools for SMEs to navigate the apprenticeship system in one place.
Please contact your local SME Coordinator for more information
This course is designed to provide you with the foundation for success and arm you with the confidence to grow professionally as you support the membership and the union. The Job Steward is one of the most important positions in the union. As a Job Steward, you represent your fellow unionized workers – drawing on your expertise, knowledge, and skills.
Please contact your local SME Coordinator for more information
This resource covers topics such as transformational leadership, communication, influencing and motivation, coaching, mentoring, and conflict management. It provides practical tips on building an effective leadership structure and on developing leadership skills in your workers.
Please contact your local SME Coordinator for more information
Other Training
We will provide the following training as wrap-around supports for both the SME and apprentices participating in this program.
How to Apply
Are you an employer that would like to participate in the apprenticeship service program? If so, please select the button below to fill out an application. A coordinator in your area will be in touch with you to assist you with the process.
FAQ
An RAP/OYAP student is defined as a student who is receiving cooperative education credits for work experience in an apprenticeship occupation. The student may or may not formally register as an apprentice while in secondary school.
Yes, they are still eligible, whether they had an RTA or not, given the AS allows for individuals who have previously apprenticed before (as long as they are still in their first level of apprenticeship, and are entering a different trade from a previous apprenticeship).
16 years is the general minimum age limit (as per labour laws of the given provincial-territorial jurisdictions
The apprentice is eligible regardless of what the employer specializes in as long as they are receiving training in one of the 39 red seal trades.
Currently, we register apprentices with the ministry after approx. 450 hours. My understanding of the requirements set out in this program, would require us to register apprentices, at initiation. Can you let me know if that is the case?
This is not the case. They can be registered once they are matched. They just can’t be hired until an agreement is signed.
Can you confirm what is meant by new apprentice. Is it zero hours worked as a registered apprentice?
i.e., could I have a first-year apprentice who received a layoff, go on the list, and then dispatch them to a new employer under this program?
As per the agreement, “New first-year apprentice” refers to any person registered as an apprentice by the apprenticeship authority in their Province or Territory and in their first year of their apprenticeship training. For the purpose of the Apprenticeship Service program, the apprentice must be registered in one of the 39 Red Seal Trades. As far as I understand it, yes, as long as the apprentice is not currently employed by another employer at the time they hired them, and they are still a first-year Red Seal apprentice (have not progressed to the next level).
Virtual Toolkit
The Digital Toolkit is for first year apprentices, shop stewards, mentors, supervisors, and foremen. This toolkit is a resource guide that will assist SMEs in supporting apprentices in the workplace. The toolkit will include valuable resources including essential information on Effective Leadership, Mentorship, Managing Worksite Behavior, Workplace Culture and more.
This resource explains the value of some of the most critical aspects that make up the culture of the construction industry, and most notably when it comes to job sites.
Please contact your local SME Coordinator for more information
This program is designed to give foremen level employees and higher the tools necessary to improve the overall jobsite, taking it from good to great. The Collaborative Leadership: Building Jobsite Leaders program is open to foremen level employees and higher who interact with the field/jobsite.
Please contact your local SME Coordinator for more information
In addition to ‘on-the-job’ training for your apprentices, the apprentice’s success can be greatly improved by offering additional supports. By supporting apprentices in the workplace, skills are acquired more efficiently, workplace productivity is enhanced, and turnover is reduced. This information will help employers create a workplace environment that will help apprentices succeed.
Please contact your local SME Coordinator for more information
Many small and medium employers (SME) have identified barriers as well as difficulty navigating the apprenticeship process. In an effort to ensure an easier understanding and navigation of the process, this content is designed to be provide all the necessary tools for SMEs to navigate the apprenticeship system in one place.
Please contact your local SME Coordinator for more information
This course is designed to provide you with the foundation for success and arm you with the confidence to grow professionally as you support the membership and the union. The Job Steward is one of the most important positions in the union. As a Job Steward, you represent your fellow unionized workers – drawing on your expertise, knowledge, and skills.
Please contact your local SME Coordinator for more information
This resource covers topics such as transformational leadership, communication, influencing and motivation, coaching, mentoring, and conflict management. It provides practical tips on building an effective leadership structure and on developing leadership skills in your workers.
Please contact your local SME Coordinator for more informationOther Training
We will provide the following training as wrap-around supports for both the SME and apprentices participating in this program.
The additional training supports are comprised of the following:
The JEDI training (Justice, Equity, Diversity and Inclusion) helps establish respectful, inclusive, healthy and safe workplaces in the skilled trades industry for everyone. Participants will gain knowledge on how to:
- Identify and understand the importance of a diverse workforce to their under represented industry
- Identify and understand the importance of their industry to diverse populations
- Identify and understand the historical and social roots of underrepresentation of women and minorities in underrepresented industries
- Conduct a scan/survey of current policy, practices and cultural competency in their company, organization or institution;
- Prevent and address discrimination;
- Explain the barriers and challenges to building a diverse workforce and equitable worksite;
- Be an advocate for diversity, inclusion and equity in the skilled trades industry.
Through our partner Ending Violence Association of British Columbia (EVA BC), we will provide Be More than a Bystander training. This program will be a 2-hour workshop about intervention strategies for gender-based bullying, harassment, and violence.
The additional training supports are comprised of the following:
The JEDI training (Justice, Equity, Diversity and Inclusion) helps establish respectful, inclusive, healthy and safe workplaces in the skilled trades industry for everyone. Participants will gain knowledge on how to:
- Identify and understand the importance of a diverse workforce to their under represented industry
- Identify and understand the importance of their industry to diverse populations
- Identify and understand the historical and social roots of underrepresentation of women and minorities in underrepresented industries
- Conduct a scan/survey of current policy, practices and cultural competency in their company, organization or institution;
- Prevent and address discrimination;
- Explain the barriers and challenges to building a diverse workforce and equitable worksite;
- Be an advocate for diversity, inclusion and equity in the skilled trades industry.
Through our partner Ending Violence Association of British Columbia (EVA BC), we will provide Be More than a Bystander training. This program will be a 2-hour workshop about intervention strategies for gender-based bullying, harassment, and violence.
The additional training supports are comprised of the following:
The JEDI training (Justice, Equity, Diversity and Inclusion) helps establish respectful, inclusive, healthy and safe workplaces in the skilled trades industry for everyone. Participants will gain knowledge on how to:
- Identify and understand the importance of a diverse workforce to their under represented industry
- Identify and understand the importance of their industry to diverse populations
- Identify and understand the historical and social roots of underrepresentation of women and minorities in underrepresented industries
- Conduct a scan/survey of current policy, practices and cultural competency in their company, organization or institution;
- Prevent and address discrimination;
- Explain the barriers and challenges to building a diverse workforce and equitable worksite;
- Be an advocate for diversity, inclusion and equity in the skilled trades industry.
Through our partner Ending Violence Association of British Columbia (EVA BC), we will provide Be More than a Bystander training. This program will be a 2-hour workshop about intervention strategies for gender-based bullying, harassment, and violence.
Diversity and Inclusion in Apprenticeship Program
The UBC Canadian District Diversity and Inclusion in Apprenticeship Program will work to address challenges limiting diversity and inclusion for persons that identify as Indigenous, persons with a disability, women, black Canadians, newcomers, visible minorities, youth, temporary foreign workers and the LGBTQ+ community in apprenticeship within the Red Seal Trades.
If you would like more information on this program, please contact the project director, Kelly Power at kpower@ubcja.ca
Diversity and Inclusion in Apprenticeship Program
The UBC Canadian District Diversity and Inclusion in Apprenticeship Program will work to address challenges limiting diversity and inclusion for persons that identify as Indigenous, persons with a disability, women, black Canadians, newcomers, visible minorities, youth, temporary foreign workers and the LGBTQ+ community in apprenticeship within the Red Seal Trades.
If you would like more information on this program, please contact the project director, Kelly Power at kpower@ubcja.ca
Contact
Jodie Lucas
Executive Director Apprenticeship Service Program
Canadian District
United Brotherhood of Carpenters and Joiners of America
Phone: 204-954-7646
SME Coordinators
Emily Eggleton at eeggleton@acrc.ca (New Brunswick and PEI)
Neil Mulrooney at nmulrooney@acrc.ca (Newfoundland, Labrador, and Nova Scotia)
Mulisius Joe (MJ) at mjoe@ubcja.ca (Greater Toronto Area)
Kathryn Trickett at ktrickett@ubcja.ca (Ontario outside of the GTA)
Emma Ash at eash@albertacarpenters.com (Alberta, BC, and SK)
Megan Poynton at mpoynton@ubcja.ca (BC)
Courtney Lucas at courtneyl@ubcja.ca (MB and Northern Ontario)
Courtney Lucas at courtneyl@ubcja.ca
Allyssa Focht at afocht@ubcmillwrights.ca for all Millwrights across Canada
Apply to Apprenticeship Service Program
Apply
Organizations funded under the Apprenticeship Service will distribute financial incentives to SMEs who hire apprentices, and provide additional supports, such as help navigating the apprenticeship system, onboarding apprentices, and creating welcoming workplaces. SMEs with 499 or fewer paid employees are eligible for the funding.
For Employers
For Apprentices
For Employers
For Apprentices
Contact
Jodie Lucas
Executive Director Apprenticeship Service Program
Canadian District
United Brotherhood of Carpenters and Joiners of America
Phone: 204-954-7646
SME Coordinators
Emily Eggleton at eeggleton@acrc.ca (New Brunswick and PEI)
Neil Mulrooney at nmulrooney@acrc.ca (Newfoundland, Labrador, and Nova Scotia)
Mulisius Joe (MJ) at Mjoe@thecarpentersunion.ca (Greater Toronto Area)
Kathryn Trickett at ktrickett@thecarpentersunion.ca (Ontario outside of the GTA)
Emma Ash at eash@albertacarpenters.com (Alberta, BC, and SK)
Peter Smith at psmith@bcrcc.ca (BC, Alberta, and SK)
Courtney Lucas at courtneyl@ubcja.ca (MB and Northern Ontario)
Courtney Lucas at courtneyl@ubcja.ca
Allyssa Focht at afocht@ubcmillwrights.ca for all Millwrights across Canada
Apply to Apprenticeship
Service Program
Apply
Organizations funded under the Apprenticeship Service will distribute financial incentives to SMEs who hire apprentices, and provide additional supports, such as help navigating the apprenticeship system, onboarding apprentices, and creating welcoming workplaces. SMEs with 499 or fewer paid employees are eligible for the funding.
For Employers
For Apprentices
For Employers
For Apprentices
Contact
Jodie Lucas
Executive Director Apprenticeship Service Program
Canadian District
United Brotherhood of Carpenters and Joiners of America
Phone: 204-954-7646
SME Coordinators
Emily Eggleton at eeggleton@acrc.ca (New Brunswick and PEI)
Neil Mulrooney at nmulrooney@acrc.ca (Newfoundland, Labrador, and Nova Scotia)
Mulisius Joe (MJ) at Mjoe@thecarpentersunion.ca (Greater Toronto Area)
Kathryn Trickett at ktrickett@thecarpentersunion.ca (Ontario outside of the GTA)
Emma Ash at eash@albertacarpenters.com (Alberta, BC, and SK)
Megan Poynton at mpoynton@ubcja.ca (BC)
Courtney Lucas at courtneyl@ubcja.ca (MB and Northern Ontario)
Courtney Lucas at courtneyl@ubcja.ca
Allyssa Focht at afocht@ubcmillwrights.ca for all Millwrights across Canada
Apply to
Apprenticeship
Service Program
Apply
Organizations funded under the Apprenticeship Service will distribute financial incentives to SMEs who hire apprentices, and provide additional supports, such as help navigating the apprenticeship system, onboarding apprentices, and creating welcoming workplaces. SMEs with 499 or fewer paid employees are eligible for the funding.
For Employers
For Apprentices
For Employers
For Apprentices
