#Employment-based immigration success

[usadvlottery]

Embark on a professional odyssey through Employment-Based Immigration in the USA, a gateway for skilled individuals and professionals seeking career opportunities on American soil. This immigration pathway encompasses various visa categories, from the widely recognized H1B to employment-based green cards, providing a diverse spectrum of professionals the chance to contribute to the vibrant tapestry of the U.S. job market. Explore stories of achievement, resilience, and innovation as individuals navigate the complexities of employment-based immigration, fostering economic growth and enriching industries across the nation. Join us in celebrating the success stories of those who have turned their ambitions into reality, leaving an indelible mark on the ever-evolving landscape of the American workforce.

[mariacallous]

American Jewish food is most typically defined as pastrami sandwiches, chocolate babka, or bagels and lox. But I am here to argue that the greatest American Jewish food may actually be the humble hot dog. No dish better embodies the totality of the American Jewish experience.

What’s that you say? You didn’t know that hot dogs were a Jewish food? Well, that’s part of the story, too.

Sausages of many varieties have existed since antiquity. The closest relatives of the hot dog are the frankfurter and the wiener, both American terms based on their cities of origin (Frankfurt and Vienna respectively). So what differentiates a hot dog from other sausages? The story begins in 19th century New York, with two German-Jewish immigrants.

In 1870, Charles Feltman sold Frankfurt-style pork-and-beef sausages out of a pushcart in Coney Island, Brooklyn. Sausages not being the neatest street food, Feltman inserted them into soft buns. This innovative sausage/bun combo grew to be known as a hot dog (though Feltman called them Coney Island Red Hots).

Two years later, Isaac Gellis opened a kosher butcher shop on Manhattan’s Lower East Side. He soon began selling all-beef versions of German-style sausages. Beef hot dogs grew into an all-purpose replacement for pork products in kosher homes, leading to such classic dishes as Franks & Beans or split pea soup with hot dogs. Though unknown whether Gellis was the originator of this important shift, he certainly became one of the most successful purveyors.

Like American Jews, the hot dog was an immigrant itself that quickly changed and adapted to life in the U.S. As American Jewry further integrated into society, the hot dog followed.

In 1916, Polish-Jewish immigrant Nathan Handwerker opened a hotdog stand to compete with Charles Feltman, his former employer. Feltman’s had grown into a large sit-down restaurant, and Handwerker charged half the price by making his eatery a “grab joint.” (The term fast food hadn’t yet been invented, but it was arguably Handwerker who created that ultra-American culinary institution.)

Nathan’s Famous conquered the hot dog world. Like so many of his American Jewish contemporaries, Handwerker succeeded via entrepreneurship and hard work. His innovative marketing stunts included hiring people to eat his hot dogs while dressed as doctors, overcoming public fears about low-quality ingredients. While his all-beef dogs were not made with kosher meat, he called them “kosher-style,” thus underscoring that they contained no horse meat. Gross.

The “kosher-style” moniker was another American invention. American Jewish history, in part, is the story of a secular populace that embraced Jewish culture while rejecting traditional religious practices. All-beef hotdogs with Ashkenazi-style spicing, yet made from meat that was not traditionally slaughtered or “kosher”, sum up the new Judaism of Handwerker and his contemporaries.

Furthermore, American Jewry came of age alongside the industrial food industry. The hot dog also highlights the explosive growth of the kosher supervision industry (“industrial kashrut”).

Hebrew National began producing hot dogs in 1905. Their production methods met higher standards than were required by law, leading to their famous advertising slogan, “We Answer to a Higher Authority.”

While the majority of Americans may be surprised to hear this, Hebrew National’s self-supervised kosher-ness was not actually accepted by more stringent Orthodox and even Conservative Jews at the time. But non-Jews, believing kosher dogs were inherently better, became the company’s primary market. Eventually, Hebrew National received the more established Triangle-K kashrut supervision, convincing the Conservative Movement to accept their products. Most Orthodox Jews, however, still don’t accept these hot dogs as kosher.

But over the last quarter of the 20th century in America, the Orthodox community has gained prominence and their opinions, and food preferences, hold more weight in the food industry.

The community’s stricter kashrut demands and sizable purchasing power created a viable market, and glatt kosher hot dogs hit the scene. Abeles & Heymann, in business since 1954, was purchased in 1997 by current owner Seth Leavitt. Meeting the demands of the Orthodox community’s increasingly sophisticated palate, their hot dogs are gluten-free with no filler. Recently, they’ve begun producing a line of uncured sausages, and the first glatt hot dogs using collagen casing.

Glatt kosher dogs can now be purchased in nearly thirty different sports arenas and stadiums. American Jews have successfully integrated into their society more than any other in history. So too, the hot dog has transcended its humble New York Jewish immigrant roots to enter the pantheon of true American icons. So when you bite into your hot dog this summer, you are really getting a bite of American Jewish history, and the great American Jewish food.

[palmtreepalmtree]

It is so frustrating that the LA Times does not have a gift article option, because this article is an incredible snapshot of the U.S. immigration system from the immigrants' perspective. Everyone should read this.

We live in a country where so many people are living half-lives, lives of deep uncertainty, instability, and fear. Their lives are paralyzed. Every story told in this article is a story I have encountered time and time again.

In the (too) many years I have been working in immigration law, it always stuns me how little American citizens understand about the process and what it takes to become a legal resident here. A friend once said to me, totally sincerely, that before he had met me he thought that the only thing keeping undocumented immigrants from becoming legal was that they didn't want to fill out the paperwork and pay a fee.

In reality, the U.S. immigration system is a sprawling network of laws that have been built one on top of the other to create a labyrinthine process that takes years to navigate and is impossible without expensive legal assistance.

Here is a snapshot of the process from the article:

The U.S. caps the number of permanent employment-based immigrants at 140,000 annually, with no more than 7% allowed from any one country. As a result, people in countries with large numbers of applicants could wait a lifetime. The wait for an employment-based green card for residents of India is 134 years, according to Cato’s estimate, based on government data. A U.S. citizen who wants legal permission for their married adult child to immigrate to the U.S. from Mexico would have to wait 160 years at the current rate of approval.

One of the more recent developments I have observed since the Trump administration is a growing fear among people who have already successfully navigated the process that their status--even among naturalized citizens--continues to be perilous and liable to be snatched away at any given moment.

And this has a real impact on our communities - on our ability to enforce the laws that are supposed to make all of us safe and successful.

About 4 in 10 poll respondents said they had avoided things like talking to the police, applying for a job or traveling out of fear of drawing attention to their status or the status of someone in their family.

I could go on and on about this. I don't have all the solutions, but I would say a good start would be to at least double the number of immigrant visas available annually in all categories. The very least we can do is to stop artificially throttling the process.

The immigrants are already here. They are contributing to our society in enormous ways. They are our colleagues and classmates. They are our neighbors. There is no reason not to give them the true freedom that we all enjoy and take for granted.

[robfinancialtip]

Join Paul Tally in a captivating conversation with Luz Castro, a passionate policy advocate based in Bell Gardens, California, dedicated to championing the rights of undocumented and newly arrived immigrants. Luz's journey is deeply inspired by her mother, an undocumented domestic helper who tirelessly supported her family.

Luz takes us through her educational path, from high school to college, where her interests in labor organizing and environmental justice blossomed. She delves into the disparities in resource access across different socioeconomic groups, with a particular focus on education and employment.

Furthermore, Luz shares her experiences working in Washington, D.C., where she tirelessly represents the voices of immigrants in federal policymaking. The interviewer underscores the vital role she plays in bridging resource gaps and highlighting the concerns of immigrant communities. Luz highlights a critical issue: the unequal access to instructors and resources for test preparation, a factor that can significantly impact success in various trades and careers. The conversation shifts to Luz's role as a field deputy for a member of Congress. She discusses her responsibilities, including staying abreast of local politics and events and representing the Congresswoman at meetings when needed. Community outreach efforts are also part of her mandate.

Next, the discussion centers on Luz's policy efforts, particularly in immigration. She elaborates on her involvement in crafting legislation to provide a pathway to citizenship for undocumented immigrants in the United States. Luz underscores the importance of research, collaboration, and consultation with those directly affected by immigration regulations. She emphasizes the urgent need for updated immigration policies, citing the lack of meaningful reform since 1986.

Luz addresses the challenges undocumented immigrants face in the U.S. and advocates for comprehensive immigration reform, especially for those who have lived there for many years without a clear path to citizenship.

Expressing concern about the large number of unauthorized immigrants and asylum seekers, Luz points out the outdated nature of the immigration system, making it cumbersome to navigate. She recommends leveraging existing rules, such as the immigration registry, to provide relief to long-term immigrants.

Luz also highlights the legality of street vending in Los Angeles County, where there are no specific prohibited vending zones. She discusses the potential conflicts between street vendors and brick-and-mortar businesses, emphasizing the importance of understanding the legal rights and complexities involved in balancing their interests.

In this engaging conversation, Luz emphasizes the value of internships for aspiring advocates, lawyers, and public servants. She encourages students to seek internships aligned with their passions, as these experiences offer valuable insights into professionals' daily work in their fields. Moreover, she notes the positive trend of paid internships, which can be invaluable when transitioning into full-time employment after college.

Luz advises students to tap into the resources provided by their college's career centers, cultural centers, and relevant departments. Seeking guidance from mentors is equally important, as they can offer support and insights into the interview process and professional growth. In summary, this conversation is a powerful reminder to actively pursue opportunities, seek assistance when needed, and gain real-world experience through internships and mentorship to prepare for a fulfilling career in advocacy and related disciplines.

DISCLAIMER: The following program contains material, situations, and/or themes that may disturb some viewers. Viewer discretion is advised.

A National CORE Production supporting the Hope Through Housing Foundation. Join us to uncover the art of turning dreams into reality.

[visas-connect]

Title: Navigating a US Student Visa After a Previous Australian Visa Refusal

Introduction: Obtaining a student visa is an important step for international students pursuing education abroad. However, if you have previously experienced a refusal of an Australian student visa, you might be concerned about how it will impact your chances of obtaining a US student visa. While there are no guarantees, this blog aims to provide guidance on improving your prospects and addressing any concerns when applying for a US student visa.

Understanding the Complexities: When assessing your US student visa application, immigration officials consider various factors, such as the reason for your previous visa refusal, your immigration history, and your current circumstances. It's crucial to recognize that a prior refusal does not automatically preclude your chances of obtaining a US student visa. Instead, it is an opportunity to learn from the experience, address any underlying issues, and present a compelling case for approval.

Steps to Enhance Your Chances:

Explain the Previous Refusal: Transparency is key. In your US student visa application, provide a clear and honest account of the reasons for your previous visa refusal. Take the opportunity to explain what you have done to rectify any issues or misunderstandings and emphasize your commitment to complying with immigration regulations.

Showcase Strong Ties to Your Home Country: Demonstrating strong ties to your home country assures US immigration officials that you have compelling reasons to return after completing your studies. Provide evidence of employment, family ties, or property ownership to establish your rootedness in your home country and reinforce your intention to return.

Update Documentation: Ensure that all your documentation is up-to-date and accurately reflects your current circumstances. This includes your passport, academic transcripts, financial records, and any other relevant documents required for your US student visa application. Presenting updated and well-organized documentation helps build credibility and supports your case.

Prepare for the Interview: If selected for an interview, be prepared to answer questions regarding your previous visa refusal. Stay calm, confident, and honest in your responses. Use this opportunity to address any concerns raised and demonstrate how you have learned from the experience, improved your circumstances, and are committed to complying with immigration regulations.

Partner with Visas Connect Consultant: For personalized guidance and expert assistance throughout your visa application process, consider partnering with Visas Connect Consultant. With their extensive knowledge and experience, they can provide valuable insights, help you navigate the complexities of the application, and increase your chances of success.

To learn more about Visas Connect Consultant and their services, visit their website at www.visasconnect.com. Their team of dedicated professionals is ready to assist you at every step of the way.

Conclusion: While a previous refusal of an Australian student visa can understandably raise concerns about your prospects for obtaining a US student visa, it is important to approach the process with optimism and a well-prepared application. By addressing the previous refusal, showcasing strong ties to your home country, providing updated documentation, and being prepared for the interview, you can present a compelling case to US immigration officials. Partnering with Visas Connect Consultant can further enhance your chances of success. Remember, each visa application is unique, and a refusal does not automatically disqualify you from obtaining a US student visa. With careful preparation and the right support, you can navigate the process successfully and embark on your educational journey in the United States.

Disclaimer: The information provided in this blog is based on general knowledge and understanding as of September 2021. Immigration policies and procedures are subject to change, so it is important to consult with official government sources or seek professional advice for the most up-to-date and accurate information.

[mdlearning]

Working in the UK

Working in the United Kingdom (UK) as a foreign national involves understanding the country's immigration and employment regulations. Here are some key steps and considerations if you're interested in working in the UK:

1. **Determine Eligibility:** Before pursuing employment in the UK, determine if you are eligible to work there. Common pathways include:

  - Skilled Worker Visa (formerly Tier 2): For individuals with job offers from UK employers.

  - Intra-Company Transfer Visa: For employees of multinational companies being transferred to a UK branch.

  - Global Talent Visa: For individuals with exceptional talent or promise in fields such as science, arts, digital technology, or academia.

2. **Job Search and Networking:** Research companies and industries in the UK that align with your skills and qualifications. Networking can help you find job opportunities and establish contacts.

3. **Job Offer:** You generally need a job offer from a UK employer to apply for a work visa. The employer may need to be a licensed sponsor.

4. **Sponsorship:** If required, your prospective employer must become a licensed sponsor to hire foreign workers. They will provide you with a Certificate of Sponsorship (COS) for your visa application.

5. **Visa Application:** Once you have a job offer and a COS, you can apply for the relevant work visa through the UK government's official immigration website.

6. **Points-Based System:** The UK operates a points-based immigration system. You'll need to meet certain criteria related to job offer, skill level, English language proficiency, and maintenance funds.

7. **Biometric Appointment:** You may need to attend a biometric appointment to provide fingerprints and photographs as part of the application process.

8. **Healthcare Surcharge:** Some visa categories require payment of a healthcare surcharge to access the National Health Service (NHS) in the UK.

9. **Documentation:** Prepare all required documentation, including application forms, supporting documents, and fees.

10. **Interview:** Attend an interview at a UK visa application center or embassy/consulate in your home country if required.

11. **Arrival in the UK:** Once your visa is approved, you can travel to the UK and start working.

12. **Quality of Life:** Consider factors such as cost of living, cultural adjustments, and overall quality of life in the UK.

It's important to stay updated on UK immigration laws and procedures, as they can change over time. Consulting with an immigration advisor or seeking guidance from official UK government sources is highly recommended to ensure accurate and up-to-date information.

Keep in mind that working in the UK might also require you to have a valid work permit or visa, and you should familiarize yourself with tax, employment, and other relevant regulations to ensure a smooth transition and successful experience.

[gehisimmigrationservice]

What is the Key Difference between L1A Visa and Other Work Visas for Professionals?

Work visas play a crucial role for professionals seeking employment opportunities abroad. They provide the legal authorization to work in a foreign country and are often a requirement for securing employment in another country. Understanding the key differences between work visas is essential for professionals to make informed decisions and choose the most suitable visa based on their specific circumstances and career goals. Work visas come in various types, each with unique characteristics, requirements, and benefits. Professionals need to understand these differences to ensure they meet the eligibility criteria and fully leverage the advantages offered by each visa category. By comprehending the nuances of various work visas, professionals can make informed decisions that align with their career objectives and increase their chances of success in securing employment abroad. One notable work visa option for professionals is the L1A visa. The L1A visa is designed for intracompany transferees, allowing multinational companies to transfer executives or managers from a foreign branch to a branch or subsidiary in the United States. It offers several distinctive features that set it apart from other work visas.

One key characteristic of the L1A visa is that it does not require the sponsoring employer to undergo the lengthy labor certification process typically required for other work visas like the H-1B. This exemption streamlines the application process, making it more efficient and less time-consuming for professionals and employers.

The L1A visa is nonimmigrant for intracompany transferees with managerial or executive positions. Its primary purpose is to facilitate the transfer of key personnel within multinational companies.

By allowing executives and managers to work in the United States, the L1A visa promotes the efficient operation and growth of multinational businesses by leveraging their existing talent and expertise.

To be eligible for an L1A visa, an applicant must meet specific criteria:

Qualification as an Executive or Manager: The applicant must demonstrate that they hold a managerial or executive position within their current employment. These roles typically involve making significant decisions, supervising a team or department, and having a high level of authority and responsibility within the organization.

Required Experience and Skills: The applicant should have relevant experience and skills that make them well-suited for the managerial or executive position. This can include prior work experience, leadership abilities, specialized knowledge, and advanced professional qualifications.

Employment by a Multinational Company: The applicant must be employed by a multinational company with a qualifying relationship between the foreign entity (where the applicant is currently employed) and the U.S. entity (where the applicant will be transferred).

Initial Period of Stay: L1A visa holders are initially granted a period of authorized stay in the United States. Typically, this period is up to three years for new L1A visa applicants and up to one year for L1A visa applicants establishing a new office in the United States.

Advantages of the L1A Visa:

Dual Intent: L1A visa holders are allowed to have dual intent, which means they can pursue a permanent residency (a green card) while on a temporary work visa. This provides flexibility for professionals who wish to explore long-term career opportunities in the United States.

No Prevailing Wage Requirement: Unlike other work visas, such as the H-1B visa, the L1A visa does not require employers to demonstrate that they are paying the prevailing wage. This can simplify the application process for both the employer and the employee.

Potential Pathway to Permanent Residency (EB-1C): The L1A visa can serve as a pathway to permanent residency through the employment-based immigrant visa category EB-1C. This category is specifically designed for multinational managers and executives who have been employed abroad and are being transferred to a managerial or executive position in the United States.

[info-copa]

Trauma-Informed Programming

Trauma is described by the CAMH as “the lasting emotional response that often results from living through a distressing event” such as sexual assault, violence, an accident, or a long term, repeated pattern such as childhood abuse (sexual, physical, emotional), sex trafficking, war and displacement, discrimination, and incarceration.

When we consider rates of interpersonal violence as well as discrimination and inequity in our society, it may not be surprising that some estimates suggest that over 75% of Canadian adults have experienced significant trauma in their lifetimes, including adverse childhood experiences, or ACEs. ACEs include traumas sexual and physical abuse, neglect, or family instability due to divorce, suicide, incarceration, or parents or caregivers with substance abuse or mental health issues. Research shows that between half and two thirds of Canadians have experienced one or more ACEs before the age of 18.

A traumatized individual (survivor) can suffer for a lifetime from repercussions of the loss of personal power, control and agency, and their ability to trust or feel safe. They are also more vulnerable to chronic disease, anxiety and mental health issues, loss of cognitive function, and behavioural problems. ACEs can affect brain development and future educational and employment opportunities, cause lifelong depression and relationship issues, and increase vulnerability to ongoing trauma such as sex trafficking.

Considering the toll of trauma on individuals, families, the workplace, and communities, it is no wonder that we hear the term “trauma-informed” more and more often to describe health care practices, therapies, even leadership models that recognize and seek to accommodate survivors of trauma.

But for the COPA National team, being trauma-informed is not a new approach at all, as our organization was founded almost 30 years ago on the principles of trauma-informed practice. To this day, all our programming and resources are still developed and delivered with a trauma-informed approach.

The origins of our approach were a disturbing event in the late 1970’s in Columbus, Ohio. When a 7-year-old girl was raped, the local school and community were thrown into turmoil. Shocked, disturbed, and frightened, the community was desperate to prevent this from ever happening again. Community members approached the local sexual assault centre (Women Against Rape) and asked them for help. Workers from the centre rallied to help the community find answers and created a school-based program called the Child Assault Prevention (CAP) Project. The CAP Project was so innovative and successful that it spread quickly across the United States, throughout the world, and into Canada.

Today, COPA National is one of 4 CAP projects in Canada, and is also a regional CAP training centre. We have been using this unique and effective prevention curriculum since COPA was founded in 1995, in schools, community organizations, and the wider communities. Using CAP as inspiration we have developed a range of resources and programs for different groups - including immigrants and refugees. The CAP Project is the cornerstone of all of COPA National’s programs. Its unique vision, principles, and approach are at the core of our resource development.

Fundamental to CAP’s vision of violence prevention is the recognition of assault as a violation of human rights, expressed through the assertion that all people and all children have the right to be “safe, strong and free”. This basic premise underpins the foundational principles that form the basis of the CAP Project:

Prevention starts with breaking the silence and secrecy and debunking the myths surrounding violence against children, women, and all marginalized groups.

Effective prevention strategies address the social roots of violence: inequity and hatred.

People and communities have the right to information, skills and resources that will enable them to take back their power through capacity building.

These principles and approaches dovetail with the 6 guiding principles of a trauma-informed approach offered by SAMHSA's National Center for Trauma-Informed Care in the United States:

Safety

Trustworthiness and transparency

Peer support

Collaboration and mutuality

Empowerment, voice, and choice

Acknowledgement of cultural, historical, and gender issues

How is COPA National’s programming trauma-informed?

COPA National’s approach to the development of programming and resources reflects our care for the individual and their experiences and at the same time addresses social, institutional, and systemic issues. Designed to mitigate harm to the survivors of trauma, they are, in fact, welcoming and inclusive practices that work for all humans. We are creating spaces where marginalized people and ALL people are seen and heard and have a voice – or in other words, where all children, and all people, have the right to be safe, strong and free.

Below is a brief discussion of how we continue to incorporate trauma-informed principles into our prevention programming. COPA National also strives to espouse these principles internally within the organization to ensure coherence between what we practice and what we preach.

Our programming is rooted in awareness of the factors that increase vulnerability to assault, aggression, discrimination, child abuse, and other traumatizing events

The strong theoretical framework that underlies and informs COPA National’s programming is what makes it so unique and powerful.

We believe that lack of power—social or personal—underlies all situations involving assault, which is by definition an abuse of power. Inequities and exclusion increase vulnerability to assault, triggering and perpetuating a cycle of violence against children, women, and all other marginalized social groups. Strategies for assault prevention are only effective when they promote equity and inclusion by facilitating the individual and collective empowerment of socially marginalized groups and individuals.

We recognize and make linkages in our programming between the different types of violence and harassment that members of marginalized social groups (children, women, LGBTQ2+, IBPOC, etc.) experience every day, and that are normalized.

Our understanding is that trauma is widespread and that those affected by it are everywhere, including in our workshops and trainings. Thus, every time we work with a group of people, we ensure that we actively recognize the presence of survivors and take their experiences into account.

Psychological and Physical Safety

Safety is key to a trauma-informed approach.

In COPA National programs, we begin to create psychological safety at the start of every workshop by generating a set of agreements with participants - children, youth, and adults. Participants identify their needs for a safe environment and commit to:

fostering a positive and inclusive space for LGBTQ2S+

respecting what others say

practising non-judgment,

listening when others speak

holding in confidentiality what others share

We continue by recognizing that survivors may be present, and naming their courage. We acknowledge that some topics we will discuss may be difficult and may elicit painful emotions, while emphasizing that we will also focus on positive strategies for prevention. We encourage those who feel the need to seek support, either from COPA National facilitators or from services in the community.

We ensure the physical safety and well-being of survivors by:

arranging in advance with schools that kids who are triggered by the content in the workshops have permission to leave in order to protect themselves.

ensuring there are at least 2 facilitators in every workshop or training: one to facilitate, and one to observe and offer support to those who are visibly triggered by the content of the workshop.

inviting participants to speak with us at the end of workshops, providing an opportunity for them to access support and resources. COPA National facilitators have all received empowerment-based crisis intervention training offered in-house and are up to date with what resources exist so that they can link those who need them with the appropriate resources.

Collaboration

Active listening is foundational to everything we do. Whether we are facilitating discussions or providing support to individuals during program implementation, we listen deeply to the stories of those who have experienced assault and trauma. New programming and resources are created in consultation with them and adapted according to their feedback. We know that listening, consulting, and integrating them within our programs is part of the healing process for survivors of trauma.

For example, A Circle of Caring and Joining the Circle, toolkits intended to foster the well-being of First Nations, Métis and Inuit students at home and at school, were developed by COPA National in grassroots collaboration with Indigenous communities all over Ontario. We sought the wisdom and guidance of people and groups from different communities, and met with hundreds of family and community members, and leaders. It was important to us to ensure that the content in the toolkits was what was needed by the communities and that it was also responsive to the context of historical and cultural trauma.

Another example of this type of collaboration is Virtu-elles, COPA National’s cyber-violence prevention program, an online workshop developed in consultation with witnesses and survivors of online violence against women and with front-line workers from women’s organizations.

Our Whole School Prevention program Change Our World is part of a repertoire of educational resources to promote equity and inclusion. It was developed through a consultation process with a wide range of equity-seeking individuals and organizations. Change our World also includes a consultation process with each school we work with. A committee of allies is created within the school to assist the change process. In this way, we not only recognize and elicit the experience and knowledge of those within the community, but we deepen the potential for ongoing and transformational change by leveraging allies of this change.

Yet another example of this is in our role as provincial coordinators of Ontario’s Francophone network of Settlement Workers in Schools (TÉÉ). When creating the conditions of success in schools for new arrivals, we form committees of student allies within the schools we work with that include those who have already gone through the experience of being a new arrival.

COPA National approaches program delivery as an ongoing and never-ending consultation. Our contact with students, parents and guardians, teachers and other schools staff represents a precious opportunity to listen and learn about their experiences and to identify emerging issues.

And fundamental to how we work and how we view things at COPA National, is our belief that kids have much to contribute, and wisdom to share with us. We share power with kids, and we recognize their knowledge and elicit their wisdom. We also model this way of being to the adults we work with.

Capacity Building

We believe that certain social factors such as a lack of information, dependence, and isolation, make children and women (and all marginalized social groups) particularly vulnerable to assault.

Therefore, all resources and activities created, developed, adapted, and disseminated by COPA National strive to reduce the vulnerability of children (and women, and members of all marginalized social groups) to assault. We do this in the following ways:

1) We facilitate people’s empowerment with TOOLS NOT RULES, sharing problem-solving tools and strategies that build their capacity to prevent violence and take care of themselves and others. We always frame it as tools not rules – in other words, as choices and not imposed. Trauma comes from loss of power and choice, so we aim to provide those who experienced trauma with opportunities to take back their power and build their confidence by making choices and taking action.

2) We aim to break the silence and secrecy surrounding violence against children, women, and other marginalized groups by providing accurate information and resources, addressing stereotypes and myths/false information around all forms of violence and its root causes, such as sexism, racism, etc.

3) We encourage children to seek and develop peer and adult support, and we educate adults on how they can provide empowering and respectful support to children. Problem-Solving Together is an excellent example of a tool that builds this capacity. It is a practical guide to supporting children who are struggling with a problem and also to helping them develop the ongoing ability to solve problems. This approach can be used with adults as well as children, modifying it as needed.

We suggest that adults who support safe, strong, and free children model positive action, respect the rights of children while seeking opportunities to share power with them, and recognize the capacity of a person to change. In our blogs, you will find many tools to support this approach. Here are 3 blogs about bullying that explain how to do this, step-by-step.

Intervene with the child who is being bullied

Intervene with the child who witnesses bullying

Intervene with the child who is bullying

The importance of community

The Child Assault Prevention curriculum (CAP) was originally developed in response to the need of a community to know how to prevent the tragedy of child sexual assault. Thus, the whole idea of CAP is community-based. We believe that trauma-informed work needs to consider a more holistic approach through community mobilization and capacity-building. We know it can be a powerful force for positive change when we create spaces in our communities and schools where marginalized people are seen and heard and have a voice – and where they can explore together how to take care of themselves and others.

Our belief is that anyone can learn our approach, and we pick and choose our own facilitators from the community, based on their perspectives and their communication skills, and not only their professional standing. We provide them with training in respectful and empowering approaches to facilitating discussions, and to supporting and listening to children and adults. We do not set ourselves up as the experts, rather we recognize the wisdom of children, trauma survivors, and community members.

One of the ways in which COPA National is unique is that we offer programming to kids, their parents and caregivers, and to educators – the whole circle of care surrounding a child. When everyone is equipped with tools and strategies, kids reap the benefits, as the adults in their lives are collaborating to enhance their well-being. When everyone shares a collective understanding, it is more likely that each child will be safe, strong, and free.

Another innovative aspect of how we approach trauma-informed programming, is through whole school interventions such as Change Our World and Our Power in Adversity. These programs align not only with trauma-informed principles of consultation, collaboration, and capacity building, but also with the current understanding of successful approaches to change management (Peter Block, 2011 & Edgar Schein, 1999). This systemic approach to individual and collective transformation through empowerment can have a profoundly healing and transformative effect when embedded in a system like a school or a community.

COPA National has been operating according to trauma-informed principles for almost 30 years now – since our inception. What has impelled us more than anything over the years is our wholehearted commitment to the PREVENTION of violence and child abuse. Our trauma-informed approach, and the underlying theory of who is vulnerable and why, is what makes our prevention programming effective. Recognizing the social roots of all forms of violence including child abuse, we seek to bring about the social change needed to ensure that all children, from whatever social group, are safe, strong and free. By eliciting the wisdom and participation of survivors, we have been able to develop programming, interventions, and resources that are powerful, engaging, and that really work.

[magazinenewsbusiness]

Hasan & Associates Aims to Become a Leader in Employment-Based - Information Global Internet https://www.merchant-business.com/hasan-associates-aims-to-become-a-leader-in-employment-based/?feed_id=52709&_unique_id=667a088bc8718 #GLOBAL - BLOGGER BLOGGER Image: https://www.getnews.info/uploads/f5176c6fd40e9a7866062337e92f95ec.jpgHasan & Associates, a premier immigration law firm based in the United States, has emerged as the go-to firm for employment-based immigration, boasting a near 100 percent success rate in EB-1A and EB-2 NIW cases. With a nearly 100 percent success rate, the firm stands as an ideal choice for those seeking to obtain a Green Card.Under the expert leadership of managing attorney Mahmudul Hasan, Esq., every case is personally overseen, ensuring that clients receive tailored solutions and meticulous attention to detail. The committed team at Hasan & Associates serves clients both domestically and internationally, offering comprehensive immigration-related services. Their in-depth understanding allows them to craft personalized petitions and recommendation letters, providing robust support throughout the immigration process.Being immigrants themselves or having immigrant backgrounds, the team at Hasan & Associates understands the challenges of adjusting to and creating a new life in a foreign country. They leverage this perspective to address clients’ unique difficulties, offering an empathetic approach combined with expert legal guidance.Defined by their expertise and unwavering commitment, Hasan & Associates collaborates closely with each client to achieve optimal outcomes. They maintain transparency regarding available choices and potential consequences, equipping clients with the knowledge necessary to make well-informed decisions. Recognizing the urgency in immigration matters, the firm ensures clients have access to their attorney 24/7, providing immediate assistance when needed.Hasan & Associates operates as a technology-driven platform, enabling clients to complete many tasks online. Utilizing state-of-the-art software, the firm ensures top-notch service quality while saving valuable time. They prioritize maximum attorney-client communication and use the fastest, safest methods to ensure client satisfaction.Focusing on nurturing long-term client relationships, Hasan & Associates offers financial plans and pricing significantly more affordable than most law firms nationwide. This client-centric approach stems from their extensive experience and understanding of the financial challenges faced by immigrants and students. Having experienced similar situations, the team is fully aware of the difficulties immigrants encounter in their pursuit of a better life in America.Hasan & Associates provides expert legal guidance with direct advice from the managing attorney, ensuring the best possible outcome. The firm conducts rigorous legal research, connecting every case with valid and solid legal references. By using classified data, they strengthen the connection between clients’ research and U.S. national interest. Moreover, incorporating clients’ social and cultural backgrounds makes their approach unique compared to corporate law firms.Hasan & Associates [https://hasan-legal.com/] is dedicated to helping clients achieve their immigration goals with personalized, empathetic, and expert legal support. The team is always ready to help you reach your dream destination.Media ContactCompany Name: Hasan & AssociatesContact Person: Mahmudul HasanEmail: Send Email [http://www.universalpressrelease.com/?pr=hasan-associates-aims-to-become-a-leader-in-employmentbased-immigration-with-unparalleled-success]Phone: +1 (862)-236-4042Country: United StatesWebsite: https://hasan-legal.com/This release was published on openPR.Hasan & Associates Aims to Become a Leader in Employment-Based #Hasan #Associates #Aims #Leader #EmploymentBasedSource Link: https://www.openpr.com/news/3551812/hasan-associates-aims-to-become-a-leader-in-employment-based

Image: https://www.getnews.info/uploads/f5176c6fd40e9a7866062337e92f95ec.jpg Hasan & Associates, a premier immigration law firm based in the United States, has emerged as the go-to firm for employment-based immigration, boasting a near 100 percent success rate in EB-1A and EB-2 NIW cases. With a nearly 100 percent success rate, the firm stands as an ideal choice for those seeking to … Read More

[fireblogwebsiteonline]

Hasan & Associates Aims to Become a Leader in Employment-Based - Information Global Internet - #GLOBAL https://www.merchant-business.com/hasan-associates-aims-to-become-a-leader-in-employment-based/?feed_id=52708&_unique_id=667a0889ce54b Image: https://www.getnews.info/uploads/f5176c6fd40e9a7866062337e92f95ec.jpgHasan & Associates, a premier immigration law firm based in the United States, has emerged as the go-to firm for employment-based immigration, boasting a near 100 percent success rate in EB-1A and EB-2 NIW cases. With a nearly 100 percent success rate, the firm stands as an ideal choice for those seeking to obtain a Green Card.Under the expert leadership of managing attorney Mahmudul Hasan, Esq., every case is personally overseen, ensuring that clients receive tailored solutions and meticulous attention to detail. The committed team at Hasan & Associates serves clients both domestically and internationally, offering comprehensive immigration-related services. Their in-depth understanding allows them to craft personalized petitions and recommendation letters, providing robust support throughout the immigration process.Being immigrants themselves or having immigrant backgrounds, the team at Hasan & Associates understands the challenges of adjusting to and creating a new life in a foreign country. They leverage this perspective to address clients’ unique difficulties, offering an empathetic approach combined with expert legal guidance.Defined by their expertise and unwavering commitment, Hasan & Associates collaborates closely with each client to achieve optimal outcomes. They maintain transparency regarding available choices and potential consequences, equipping clients with the knowledge necessary to make well-informed decisions. Recognizing the urgency in immigration matters, the firm ensures clients have access to their attorney 24/7, providing immediate assistance when needed.Hasan & Associates operates as a technology-driven platform, enabling clients to complete many tasks online. Utilizing state-of-the-art software, the firm ensures top-notch service quality while saving valuable time. They prioritize maximum attorney-client communication and use the fastest, safest methods to ensure client satisfaction.Focusing on nurturing long-term client relationships, Hasan & Associates offers financial plans and pricing significantly more affordable than most law firms nationwide. This client-centric approach stems from their extensive experience and understanding of the financial challenges faced by immigrants and students. Having experienced similar situations, the team is fully aware of the difficulties immigrants encounter in their pursuit of a better life in America.Hasan & Associates provides expert legal guidance with direct advice from the managing attorney, ensuring the best possible outcome. The firm conducts rigorous legal research, connecting every case with valid and solid legal references. By using classified data, they strengthen the connection between clients’ research and U.S. national interest. Moreover, incorporating clients’ social and cultural backgrounds makes their approach unique compared to corporate law firms.Hasan & Associates [https://hasan-legal.com/] is dedicated to helping clients achieve their immigration goals with personalized, empathetic, and expert legal support. The team is always ready to help you reach your dream destination.Media ContactCompany Name: Hasan & AssociatesContact Person: Mahmudul HasanEmail: Send Email [http://www.universalpressrelease.com/?pr=hasan-associates-aims-to-become-a-leader-in-employmentbased-immigration-with-unparalleled-success]Phone: +1 (862)-236-4042Country: United StatesWebsite: https://hasan-legal.com/This release was published on openPR.Hasan & Associates Aims to Become a Leader in Employment-Based #Hasan #Associates #Aims #Leader #EmploymentBasedSource Link: https://www.openpr.com/news/3551812/hasan-associates-aims-to-become-a-leader-in-employment-based

[usadvlottery]

Embark on your journey to permanent residency in the United States! Our detailed guide demystifies the USA Green Card application process, providing essential insights on eligibility, documentation, and key steps. Maximize your chances of success with expert tips and ensure a smooth path toward obtaining your USA Green Card. Your American dream awaits – start your application with confidence!

[mariacallous]

As big cities across the country recover from the COVID-19 pandemic, they are staring down some formidable challenges in their downtown commercial and office districts, as well as in their labor markets. Today, most U.S. downtowns have lower levels of activity compared to before the pandemic, especially in larger cities—and the federal relief that has compensated for lost sales taxes, transit fares, and other revenue is running out. 

At the same time, what many initially called a “great resignation” in the labor market turned out to be more of a “great reshuffle”—a rapid shift of workers from one job, industry, or career into another as people re-evaluated their living and work arrangements during the pandemic. Both job openings and job quits reached record highs in 2021.   

With last week being National Apprenticeship Week, this piece asks: What role can apprenticeships play in solving these challenges and bringing about more inclusive downtown economic development?  

The pandemic’s workforce impacts are still challenging downtowns 

Downtowns are confronting two challenges that will take collective effort to address. 

First, even as the share of workers (and their share of days) working remotely has gradually declined since the onset of the pandemic, office vacancy rates in large downtowns have continued to rise, and at a faster rate than across the overall region. Even if this divergence eventually reaches a new equilibrium, it is opening up a gap in the relationship between downtowns and work.  

The second challenge relates to dysfunctional labor markets. The pandemic’s initial economic shock was concentrated in Black and Latino or Hispanic neighborhoods, which saw severe job losses. These jobs have been slow to return and workers have been slow to return to them, as the protracted pandemic led to accelerated retirements and low immigration, while surging consumer demand, lack of child care, and other factors contributed to tight labor markets and high employee turnover. Employers are now finding that the old ways of hiring and retaining workers aren’t working anymore. Even in sectors of the economy that did not experience sharp job losses, these old ways of recruitment and selection are reproducing an opportunity gap, with degree-centric candidate screening leaving many workers and neighborhoods on the sidelines. 

By embracing apprenticeships, downtowns are uniquely positioned to create a new competitive advantage and value proposition for themselves as talent engines for the future. And the wave of federal funding earmarked for workforce development, infrastructure, innovation, and climate adaptation will create additional opportunities to strategically engage local talent in the reinvention of downtown neighborhoods. 

Apprenticeships are not only for the trades 

It is time to rethink how we connect local talent to careers and provide more options for people to access high-quality jobs. In the U.S., apprenticeships have a long history of being limited to skilled trade occupations such as electricians, plumbers, and construction workers. These are relatively high-paying jobs, and they remain important for the success of downtowns, particularly as federal infrastructure funding hits the streets.  

What is an apprenticeship? Apprenticeships combine long-term, paid, work-based learning opportunities with structured educational curricula to ensure that the learner gains both education and hands-on experience in a profession or occupation. Apprenticeships are most suitable for jobs that require a mix of hands-on experience and conceptual foundations learned in the classroom. They can be an attractive option for learners who prefer learning by doing, who are seeking paid routes into a profession and/or college degree.

Yet there are many other industries and occupations concentrated in downtowns that are struggling to fill openings and retain workers (see Figure 1). Finance and insurance, professional and business services, and many government administration jobs could benefit greatly from offering apprenticeship pathways from high schools and community colleges into roles that are currently hard to fill, such as project managers, account managers, cybersecurity technicians, and graphic designers.  

In Switzerland, apprenticeships are offered across a wider range of industries and professions, and 70% of high school youth participate in them. The most popular choice among apprentices there is the commercial sector, which includes banking, retail, public administration, and some information technology occupations. 

Businesses typically benefit from training apprentices as well, although the costs and benefits can vary. Apprenticeships show promise in helping companies become more innovative, build a more diverse workforce, save on hiring and turnover costs, reduce overtime, and recruit and retain workers in jobs that are hard to fill. Researchers Samuel Muehlemann and Stefan C. Wolter found that businesses in Switzerland and Germany were more willing to train apprentices when they could recoup their costs, which was more likely to occur with longer apprenticeship durations, competitive labor markets (apprentices helped reduce hiring and recruitment costs), and/or conversion of apprentices into full-time employees for at least a year.  

Barriers to scaling apprenticeships in the US 

Overcoming the long-standing pattern of restricting apprenticeships to a handful of skilled trades will require some transformative shifts in our K-12 institutions, postsecondary education, and hiring/career pathways. Although there is bipartisan support for expanding apprenticeships and other earn-and-learn opportunities, most of the efforts to date have come in the form of grant-funded initiatives and pilot programs rather than systems-level changes such as formula funding for apprenticeship intermediaries, redesigning registration processes to suit 21st-century jobs and professions, and creating incentives for states and educational institutions to develop degree apprenticeships or give academic credit for work-based learning.  

The top barriers to scaling apprenticeships outside the trades include: 

Low awareness of apprenticeship options among businesses, students, parents, and society has led to a poor understanding of what it is or what its value proposition is outside of a narrow set of industries and occupations where it is normalized. 

State and federal apprenticeship registration processes can be onerous for businesses and may include rules and terms that seem irrelevant for roles outside of the trades (e.g., “journeyman” is gendered and is not commonly used in an office environment). 

Siloed governance structures and funding streams between educational institutions, employer organizations, and learners has made coordination onerous and reduced alignment between available curricula, skills that employers need, and career awareness. 

Misperceptions rooted in the history of apprenticeships and vocational education in the U.S. have contributed to the stigmatization of apprenticeships as a lower-status alternative to a college degree (rather than a paid pathway to a degree). Another common misperception is that apprenticeships require the presence of a labor union.  

Despite these barriers, there is growing momentum to expand apprenticeships beyond traditional industries and integrate them into educational systems and degree pathways. These “new collar” apprenticeships (a phrase coined by IBM) focus on professional occupations in industries such as insurance, finance, business, and technology. In Chicago, an employer-led network started by Accenture, Aon, and Zurich North America—the Chicago Apprenticeship Network—brings together employers, education partners, and apprentices to shift hiring practices away from an overreliance on college degrees and supports apprenticeship expansion to cultivate talent from a more diverse range of backgrounds. And in September, New York City Mayor Eric Adams announced a historic investment in a new public-private partnership to connect 500 youth to paid apprenticeship roles in finance, technology, and business operations. Technology apprenticeships are also expanding in response to unfilled openings and a need for more racial and gender diversity in technology; San Francisco’s TechSF program was one of the first to expand registered apprenticeships into several information technology occupations. 

Watch the recent event | Racial equity and inclusion in tech: Can apprenticeships help change hiring practices? 

Such apprenticeship pilots can provide a proof of concept, but real change requires investment in new institutions, pathways, and systems over time. Place-based governance organizations in our downtowns are well positioned to engage local talent that has been kept on the sidelines of economic prosperity, strengthen linkages between education and employment, and expand youth apprenticeships as an opportunity multiplier. What is required for the downtowns of the future is not a new program or pilot, but a realignment of existing institutions that makes it easy for both individual employers and workers to participate.  

The pandemic accelerated trends in America’s downtowns, workplaces, and labor markets, so in many respects the future is already here. Expanding apprenticeships to strengthen pathways for local talent into hard-to-fill professional jobs will help cities leverage the workforce they already have to foster inclusive innovation and regional growth. 

[visas-connect]

Title: Understanding Income Proof Requirements for a Student Visa in Canada

Introduction: When applying for a student visa in Canada, providing the necessary income proof is a crucial step. The specific type of income proof required may vary based on individual circumstances. In this blog post, we will explore the common types of income proof accepted and shed light on the financial requirements set by the Canadian government for international students.

Types of Income Proof:

Bank Statements: Submitting bank statements for the past 4 months showing a minimum balance of CAD 10,000 (or the equivalent in your home currency) is often accepted.

Guaranteed Investment Certificate (GIC): A letter from a financial institution confirming a GIC with a minimum value of CAD 10,000 can serve as proof of financial resources.

Scholarship or Financial Aid: A letter from your school stating that you have been awarded a scholarship or financial aid covering your tuition and living expenses is another form of income proof.

Employment Letter: If you plan to continue working while studying, a letter from your employer stating your intent and income can be considered.

Alternative Evidence of Financial Resources: In cases where the above documents are not available, you may provide alternative evidence, such as property ownership documents, investment statements, tax returns, or letters of financial support from family members or friends.

Considerations: The amount of income proof required may depend on the duration of your study program. Shorter programs may require less documentation than longer-term programs. It is important to note that each province or territory in Canada may have specific financial requirements for international students.

Submission and Application Process: Once you have gathered the necessary income proof, you can submit it with your study permit application either online or by mail. The Immigration, Refugees and Citizenship Canada (IRCC) will review your application and determine whether to grant you a study permit.

Conclusion: Understanding the income proof requirements for a student visa in Canada is essential for a successful application. By providing the requested income proof and meeting the financial requirements, you increase your chances of obtaining a study permit and pursuing your educational journey in Canada.

Remember to refer to the official website of IRCC for the most up-to-date information regarding financial requirements for student visas.

#StudentVisa #StudyInCanada #IncomeProof #FinancialRequirements #InternationalStudents #VisaApplication #IRCC #StudyPermit #EducationAbroad #CanadaVisa #FinancialResources #Scholarships #EmploymentProof #BankStatements #GIC #VisaProcess #VisaAssistance #VisasConnect

[weblogwebnews]

Hasan & Associates Aims to Become a Leader in Employment-Based - Information Global Internet - BLOGGER https://www.merchant-business.com/hasan-associates-aims-to-become-a-leader-in-employment-based/?feed_id=52688&_unique_id=667a03e60d7f4 Image: https://www.getnews.info/uploads/f5176c6fd40e9a7866062337e92f95ec.jpgHasan & Associates, a premier immigration law firm based in the United States, has emerged as the go-to firm for employment-based immigration, boasting a near 100 percent success rate in EB-1A and EB-2 NIW cases. With a nearly 100 percent success rate, the firm stands as an ideal choice for those seeking to obtain a Green Card.Under the expert leadership of managing attorney Mahmudul Hasan, Esq., every case is personally overseen, ensuring that clients receive tailored solutions and meticulous attention to detail. The committed team at Hasan & Associates serves clients both domestically and internationally, offering comprehensive immigration-related services. Their in-depth understanding allows them to craft personalized petitions and recommendation letters, providing robust support throughout the immigration process.Being immigrants themselves or having immigrant backgrounds, the team at Hasan & Associates understands the challenges of adjusting to and creating a new life in a foreign country. They leverage this perspective to address clients’ unique difficulties, offering an empathetic approach combined with expert legal guidance.Defined by their expertise and unwavering commitment, Hasan & Associates collaborates closely with each client to achieve optimal outcomes. They maintain transparency regarding available choices and potential consequences, equipping clients with the knowledge necessary to make well-informed decisions. Recognizing the urgency in immigration matters, the firm ensures clients have access to their attorney 24/7, providing immediate assistance when needed.Hasan & Associates operates as a technology-driven platform, enabling clients to complete many tasks online. Utilizing state-of-the-art software, the firm ensures top-notch service quality while saving valuable time. They prioritize maximum attorney-client communication and use the fastest, safest methods to ensure client satisfaction.Focusing on nurturing long-term client relationships, Hasan & Associates offers financial plans and pricing significantly more affordable than most law firms nationwide. This client-centric approach stems from their extensive experience and understanding of the financial challenges faced by immigrants and students. Having experienced similar situations, the team is fully aware of the difficulties immigrants encounter in their pursuit of a better life in America.Hasan & Associates provides expert legal guidance with direct advice from the managing attorney, ensuring the best possible outcome. The firm conducts rigorous legal research, connecting every case with valid and solid legal references. By using classified data, they strengthen the connection between clients’ research and U.S. national interest. Moreover, incorporating clients’ social and cultural backgrounds makes their approach unique compared to corporate law firms.Hasan & Associates [https://hasan-legal.com/] is dedicated to helping clients achieve their immigration goals with personalized, empathetic, and expert legal support. The team is always ready to help you reach your dream destination.Media ContactCompany Name: Hasan & AssociatesContact Person: Mahmudul HasanEmail: Send Email [http://www.universalpressrelease.com/?pr=hasan-associates-aims-to-become-a-leader-in-employmentbased-immigration-with-unparalleled-success]Phone: +1 (862)-236-4042Country: United StatesWebsite: https://hasan-legal.com/This release was published on openPR.Hasan & Associates Aims to Become a Leader in Employment-Based #Hasan #Associates #Aims #Leader #EmploymentBasedSource Link: https://www.openpr.com/news/3551812/hasan-associates-aims-to-become-a-leader-in-employment-based