Of course, some locals participate even more intensively. For example, the Carpenters Union Local 27 in Toronto takes in 10 to 15 a year and UA (Plumbers) local 488 in Al- berta was taking in 20 to 50 vets a year until the recent slump. In the program, veterans are as- sessed and the apprenticeship require- ments are reduced depending on their military career qualifications. This speeds up the transition. However, even if the veteran had a military occu- pation that doesn’t translate to a civilian counterpart, or the veteran wishes to take on a different trade from one for which he has trained, there is no prob- lem linking the new construction tradesperson to relevant apprentice- ships and career opportunities. This is because the military work ethic and culture has proven to be highly compatible with the construc- tion trades. Construction workers start their days early, often outdoors in de- manding environments, and require a combination of work ethic, skill and teamwork/direction that parallel the military environment. Matte said in a few cases, perhaps five per cent, things don’t work out per- fectly. This is primarily because one of the biggest differences between the military and civilian life is that work and pay aren’t as steady and easy to predict in the non-military environment. “The majority of our veterans are 25 to 45 years old, and they have families, they have homes and mortgages and other commitments financially,” he said. Frustratingly, recently discharged Canadian Forces members aren’t eligi- ble for unemployment insurance. This can result in challenging financial stress if the new veteran must attend classroom apprenticeship courses, without a regular paycheck during the training. Solutions to this challenge include pre-apprenticeship work placement schemes that allow the new potential apprentice to gain enough experience and hours worked to qualify for em- ployment insurance payments during the apprenticeship training. In other situations, the former mili- tary member simply needs some coun- seling about financial management and budgeting. This is because while the overall average income will be as good or better than the person earned in the military, it won’t be as stable – there will be months with much im- 20 – January 2016 — The Canadian Design and Construction Report proved income, and others that aren’t so good. Clearly, if the former vet spends all his paychecks when times are good, there won’t be any reserves for the slower months. “Many servicemen and women leave the military before they are eligi- ble for a pension,” Matte said. “Be- cause the federal government allowed members of the military to cash out their severance pay a couple of years ago – likely to reduce mortgages and pay for other needs – most will no longer have this important funding when they leave the military. That’s the sort of challenge we have.” However, no one should overrate these challenges, as most veterans en- tering the program are able to work through their apprenticeship and build successful new careers. When they complete the process, they often can obtain Red Seals, which provide inter- provincial mobility – and with union seniority, build successful and reward- ing careers, Matte said. For more information about the Helmets to Hardhats program, see www.helmetstohardhats.ca.