immegration guide for employer

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DEPARTMENT OF LABOUR IMMIGRATION
Immigration guide for
employers
February 2011
IMMIGRATION GUIDE FOR EMPLOYERS
This guide will help you decide the right category for workers you may need to support
through the immigration process. It explains the application process and provides some
advice on recruiting offshore and settling new migrants and their families into their
new life in New Zealand. More detailed explanation of the instructions is available at
www.immigration.govt.nz or you can phone 0508 55 88 55 to request copies of guides
and application forms.
ISBN 978-0-478-36050-9
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Contents
Introduction 3
Answers to common immigration questions 3
Can I hire a worker from another country who is already in New Zealand? 3
Can I hire a worker from another country who does not have a work or
residence class visa? 4
Which immigration category is appropriate to my potential employee/s? 5
Is there a special category if I frequently need to hire skilled people
from offshore? 7
What is a visa? 7
What is the difference between a residence class visa holder and a citizen? 7
Does someone with New Zealand residence need a work visa? 8
How does a person get permanent residence in New Zealand? 8
How do I support someone to work in New Zealand and are there any conditions? 9
What does a job offer need to include if it is part of an immigration application? 9
How is skilled work defined? 9
How can I get a job onto the Long Term or Immediate Skill Shortage lists? 9
Can a foreign-born worker bring their family with them? 10
Does someone working for food and board need a work visa? 10
What is the New Zealand Residence Programme? 10
Can someone with a criminal conviction work in New Zealand? 11
Is there any type of work not allowed on a temporary visa? 11
Residence and work visa instructions 11
The Skilled Migrant Category 12
Talent categories 14
Residence from Work Instructions 17
Essential Skills work visas 17
Specific purpose visas 18
Students 19
Working holidays 19
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Family Category for residence 19
General information on applications 20
Interim visas 20
Quick guide to residence and work visa instructions 21
How do I find staff overseas? 22
Planning for the recruitment process 22
Describing the job 24
Finding and interviewing candidates 26
Making an offer 27
Welcoming and settling migrants 29
Setting expectations 29
Preparing the workplace 30
On arrival 31
Cultural differences 32
Review 32
Encouraging residence 32
Who can help? 33
The Department of Labour 33
Support from your industry or region 34
Settlement Support New Zealand 34
New Zealand Qualifications Authority 34
Contact the Department of La bour 34
Work entitlement checklist 35
Employer obligations under the Immigration Act 2009 35
Is the person you are checking a New Zealand citizen? 35
Checking a New Zealand citizen’s work entitlement 35
Checking a non-New Zealand citizen’s work entitlement 35
Did VisaView confirm that this person is entitled to work for you? 35
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Introduction
A skilled workforce is essential to New Zealand’s economic growth. Immigration is one
of the levers Government has to help business gain and retain the skills it needs. The
Department of Labour is actively promoting our country as a great place to live and work
to both migrants and expat Kiwis.
Businesses hire people from overseas for a variety of reasons, mainly when they cannot
find suitable staff in New Zealand. Employers tell us that hiring a migrant benefits their
business in a variety of ways, many which were unexpected. Some employers find the
international connections of a migrant employee help their business expand. Others say
the introduction of new ways of doing things can provide efficiency gains and stimulate
innovation in their businesses.
The New Zealand Residence Programme aims to match people coming to New Zealand
with the skills required by our workplaces. We also want to ensure that migrants and
their families settle well and stay in New Zealand. There are multiple work and residence
instructions that allow foreign passport holders to live and work in New Zealand.
Answers to common imigration questions
Can I hire a worker from another country who is already in New Zealand?
If you want to offer a job to a foreign national in New Zealand you must check that they
are legally able to work here. Citizens of New Zealand (including the Cook Islands, Niue
and Tokelau) and Australia do not need a work visa to legally work here. Residents of
New Zealand and Australia do not need a work visa to legally work here.
A New Zealand passport; birth certificate or citizenship certificate with photograph
identification; residence class visa, or endorsement in a foreign passport indicating
New Zealand citizenship show that a person is able to work here. An Australian passport,
Australian Permanent Residence Visa or Australian Resident Return Visa is also proof
that they are able to work here.
Most foreign passport holders eligible to work in New Zealand will have a New Zealand
residence class visa or New Zealand work visa label or stamp in their passport. Some
people may have electronic visas and they will be able to show you a print out of the
letter received from the Department. Some foreign passport holders may have an
endorsement in their foreign passport stating that they are a New Zealand citizen.
Holders of student visas, who are able to work in New Zealand, will have their work
conditions noted in their visa or may have a letter from Immigration New Zealand called a
‘Variation of Conditions’ attesting to their entitlement to work.
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You can check visa details and whether a foreign national can legally work for you
using Immigration New Zealand's online VisaView system. VisaView allows registered
New Zealand employers to access records held by Immigration New Zealand and to check
whether a person who is not a New Zealand citizen is entitled to work in New Zealand. It
also allows registered employers to confirm New Zealand passport information provided
by job seekers. The sharing of information through VisaView is authorised by legislation.
If you don’t use VisaView you must check the expiry date of the visa and the conditions
listed on that visa. Many visas that are granted only allow a person to work for a
specific employer in a specific location, or for a limited number of hours. If the person
changes employer or location they must go through another immigration visa process
to change their visa conditions.
If a person you want to hire does not have a visa valid for the job you are offering they
may be able to get one with your support. If someone who is not legally entitled to work
in New Zealand works for you, you are committing a criminal offence.
For more information see A Guide to Help Employers Check Work Entitlement, available
from the Department of Labour.
Did you know?
If you use VisaView to check a foreign national’s work entitlement, a positive response will include the
visa expiry date and any work-related conditions of that visa.
Can I hire a worker from another country who does not have a work or
residence class visa?
You can make a job offer to someone who does not have a work or residence class visa
but this should be conditional on them getting a work or residence class visa. They may
not start working for you until they have the relevant visa, as described above.
Most work and residence class visa categories require a person to have a job offer
before they can get a New Zealand visa. To support someone in their application, you
need to establish that they are eligible and there are no New Zealanders available to do
the work. This largely depends on the type of job they are being offered, and their skills
and experience in doing that job. They must also meet the Government’s health and
character requirements, and their qualifications and work experience must be verified.
Did you know?
All work visas are issued on a fixed-term, temporary basis. The only permanent way to live and work in
New Zealand is if you are a New Zealand citizen or residence class visa holder.
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Did you know?
An Inland Revenue (IR) number alone is not proof of a person’s legal ability to work in New Zealand.
They must have New Zealand citizenship, a work or residence class visa, or a temporary visa that
specifically allows them to work.
Which immigration category is appropriate to my potential employee/s?
There are various immigration categories designed to ensure that people migrating
to New Zealand have the skills that are really needed here. They also ensure that no
New Zealanders are disadvantaged by foreign workers entering the labour market.
To work out if the position you need to fill meets immigration requirements you need to
answer these questions:
1. Is the job considered skilled according to immigration instructions? Does it require
experience and qualifications?
2. Does it appear on the Long Term Skill Shortage List?
3. Does it appear on the Immediate Skill Shortage List?
4. Are there no New Zealanders available to do the job?
5. Is it a short- or long-term role?
If it is a skilled, permanent position a potential employee should check their eligibility for
residence under the Skilled Migrant Category. This works on a points system with the
majority of points being earned for a job offer in a skilled occupation. People who are
accepted under the Skilled Migrant Category will usually be granted residence and can
stay and work in New Zealand permanently. See the detailed Skilled Migrant Category
information on page 12.
If the role is on the Long Term Skill Shortage List (www.immigration.govt.nz/ltssl), and the
candidate has the work experience and qualifications listed specifically for that position,
they may get a work visa through the Talent Work Category. A work visa will be granted for
the length of the employment contract, up to a maximum of three years. Although the visa
is a temporary option, people who come to New Zealand on this type of visa can apply for
residence through the Residence from Work programme after working here for two years.
Once here they cannot work for another employer or in another location without applying
for a variation to their visa conditions, in essence going through another application
process. Once they have been granted residence, they may work for any employer.
A person who has skills listed on the Immediate Skill Shortage List
(www.immigration.govt.nz/issl) is able to apply for a temporary work visa if they have a
relevant job offer and the work experience and qualifications listed for that position.
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If the role you are seeking to fill is not on one of the skill shortage lists or is not
considered skilled according to immigration instructions, you need to be able to
demonstrate that you cannot find suitably skilled or qualified New Zealand workers or
New Zealand workers who could be trained to do the work. The Department of Labour will
undertake a labour market test to confirm this. The process is detailed on page 14.
To go through the labour market test before you have found a candidate you should
apply for Approval in Principle. This means that you are pre-approved to hire people in
the positions specified within the time specified, typically six to twelve months. You can
apply for Approval in Principle to hire many people and this is valid until you have filled the
number of positions specified in your application, or until the expiry date.
If you have already found someone you wish to employ, and you can meet the labour
market test, you can assist the candidate to apply for an Essential Skills work visa. You
will have to supply information for the labour market test in support of their application.
It is better to apply for and be granted an Approval in Principle in advance as this
provides more certainty for employer and employee.
If you need to employ someone for a specific purpose or event (such as intra-corporate
secondment, senior level transfer, sports referee or judge, performing artist, specialist
machinery installer) you may be able to support that person’s work visa application
through a Specific Purpose category.
People with exceptional talent in the fields of art, culture or sport may, with the support
of a recognised New Zealand organisation in that field, be eligible for a Talent work visa.
Several industries have been recognised by the Department of Labour as experiencing
shortages of labour. Seasonal labour schemes are being tested and developed to help in
these areas. Talk to business organisations in your industry to find out what is going on
in your area or visit www.immigration.govt.nz to see the latest information.
People holding work visas that have been granted due to a job offer, can only work for
that employer, in that location, and only for the term specified on their visa. Before
their visa expires they must go through the work visa process again and must meet the
immigration requirements that are current at that time. They may qualify for another
category by that time. For example, many people with New Zealand work visas may later
be eligible for residence under the Skilled Migrant Category.
People who hold a current Australian Permanent Resident visa or a current Australian
Resident Return visa can get New Zealand residence at the border provided they meet
our standard immigration character and health requirements. These can be found at
www.immigration.govt.nz.
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Did you know?
Holders of an open work visa can work for anyone in New Zealand. Open work visas are often issued
to the partners of people on more restrictive visas or young people on a working holiday.
Is there a special category if I frequently need to hire skilled people from
offshore?
By becoming an accredited employer you can channel prospective employees through the
Talent work visa category. This is a good option when you’d like to be able to hire several
staff over a period of time. This category allows people to gain a resident visa after
working here for two years under the Residence from Work Category.
The Talent (Accredited Employer) work instructions require that prospective employees
meet any occupational registration requirements in their industry, are aged 55 years
or under, will be paid a salary of at least NZ$55,000, have a job offer of at least 30
hours a week for two years or more, and meet our standard immigration health and
character requirements.
To become an accredited employer you need to apply to the Department of Labour
and show that your business is in a sound financial position, has a high standard of
human resources policies and processes, is committed to employing and training
New Zealanders, that you comply with immigration and employment law and are a good
employer. Employers are accredited for twelve months at a time.
Once accredited and when you have found staff, you need to make them a job offer that
complies with the conditions as above to support their application.
To find out more about employer accreditation visit www.immigration.govt.nz/employ.
What is a visa?
A visa allows a person to travel to the New Zealand border and, provided they meet entry
requirements, to stay in New Zealand in accordance with the conditions of their visa.
Visas expire when a person leaves the country unless they have travel conditions allowing
multiple entry to New Zealand. A person who is in New Zealand may apply for a further
visa if they wish to stay past their visa expiry date. They may also apply to vary the
conditions of their visa.
What is the difference between a residence class visa holder and a citizen?
A residence class visa holder is legally and permanently allowed to live in New Zealand
although they do not have all of the rights and privileges of a New Zealand citizen.
These include being able to hold a New Zealand passport, receive some educational
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scholarships, or represent New Zealand in some international sports. Owning rural land is
also difficult for those people who are not New Zealand citizens.
People who have been resident in New Zealand for five years, and meet conditions set
by the Department of Internal Affairs, are able to apply for New Zealand citizenship. For
more information visit www.dia.govt.nz.
Does someone with New Zealand residence need a work visa?
No. All New Zealand residence class visa holders are entitled to work in New Zealand for
any employer.
How does a person get permanent residence in New Zealand?
There are two options for skilled workers to apply for New Zealand residence: the Skilled
Migrant Category and the Residence from Work Category.
For workers, the Skilled Migrant Category is the most direct pathway to residence in
New Zealand. It is designed to make sure that those migrating to New Zealand have the
skills that the country needs.
This category works on a points system. Points are earned on the basis of an applicant’s
qualifications, work experience, age, and job or job offer in New Zealand. Bonus points
can be earned if their job, job offer, or experience is in an industry which has been
identified as having a skills shortage or growth potential.
The Skilled Migrant Category is explained in more detail on page 12.
People who have held a work visa under the Talent work instructions may apply for
New Zealand residence under the Residence from Work Category after they have been
working here for two years. Some people who hold a Talent work visa may also earn
enough points to apply for residence under the Skilled Migrant Category. They could
apply under the Skilled Migrant Category if they didn’t want to wait the two-year period
to qualify for residence under the Residence from Work Category.
People who wish to invest in New Zealand or establish a business here can apply for work
visas under the Long-Term Business Category and residence under the Entrepreneur
and Investor categories.
People who have close family in New Zealand may be able to get residence through one
of the Family categories. New Zealand also grants residence to a limited number of
refugees and people from certain Pacific island nations each year.
See our website for more information on each of these residence categories.
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How do I support someone to work in New Zealand and are there any conditions?
Immigration instructions allow for an employer to support a potential employee’s application
for a work or residence visa by providing a job offer. However, this is only applicable if the
employee and/or employer meet the criteria of one of the current immigration instructions.
The word ‘support’ is used, rather than ‘sponsor’ in such applications.
Employers may act as ‘sponsors’ under the Talent (Arts/Culture/Sports) work instructions
for both Work to Residence and Residence from Work categories.
More information on what is required of an employer to support a work or residence
application can be found on page 21.
What does a job offer need to include if it is part of an immigration application?
An offer of employment should include full contact details for the employer and
prospective employee, and an employment agreement including a job description
and person specification. These documents should specify the type of work offered,
qualifications and experience required plus details of pay and working conditions. You
may also be asked to provide evidence that you are offering the appropriate market rate
to the person you wish to employ. For more detailed information on making a job offer
see page 27.
How is skilled work defined?
Skilled employment is work that uses specialist, technical or management expertise.
This expertise may have been gained through recognised relevant qualifications or
previous work experience.
Skill level is primarily determined by the occupation’s placement on the Australian and
New Zealand Standard Classification of Occupations (ANZSCO), an independent list of
occupations compiled by Statistics New Zealand and the Australian Bureau of Statistics.
Skill level one occupations are the highest skilled and skill level five occupations are the
lowest skilled. To access the ANZSCO, see our website www.immigration.govt.nz/anzsco.
How can I get a job onto the Long Term or Immediate Skill Shortage lists?
The Immediate Skill Shortage List (ISSL) and the Long Term Skill Shortage List (LTSSL)
are instructions instruments through which Government seeks to utilise immigration as
part of the solution to meet skill shortages and skill gaps.
The ISSL and LTTSL are reviewed twice a year with submissions considered from
industry representatives and employers. The review process includes checking research
on international skill shortages, New Zealand labour market reports, consultation with
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industry organisations, unions, other government departments and, in the case of
additions to the LTSSL, Ministerial approval.
More information on making a submission can be found at www.immigration.govt.nz.
Can a foreign-born worker bring their family with them?
Yes, they can bring their partner and dependent children if they meet health, character
and, in some cases, English language requirements.
Where a prospective employee is applying for a work visa, their partner may be eligible
for an open work visa and their school-age children eligible for student visas.
Where the prospective employee is applying for New Zealand residence the partner and
children would ordinarily be part of that application and may also be granted residence if
the application is successful.
The partner of an applicant must be legally married to, or in a civil union or de facto
relationship with, the applicant. They must be able to show that their relationship
is genuine and stable. A partner will only be granted residence if both people in the
partnership have been living together for at least 12 months.
Dependent children can be aged up to 19 years in the case of people applying for work
visas and 24 years for residence class visas. To be considered dependent, children need not
live with an applicant but must be able to prove that the dependant relies mainly on the
applicant or their partner for financial support. They must not have children of their own.
Does someone working for food and board need a work visa?
Yes. Any activity undertaken for gain or reward is regarded as employment. This
includes any work done in return for money, goods or services such as board, transport,
food or clothing. People undertaking employment in New Zealand must be legally
allowed to work here in that role, which means having the correct work or residence
class visa or citizenship.
What is the New Zealand Residence Programme?
The New Zealand Residence Programme (NZRP) contains residence goals set by
Government to meet New Zealand’s ongoing skills requirements and humanitarian
commitments. The number of places available to migrants for each year ending 30 June
under the NZRP is reviewed annually by Cabinet.
Currently the overall NZRP is set at 45,000 to 50,000 approved places. This includes:
• the Skilled/Business stream (approximately 26,900 to 29,975 places)
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• Partner and Dependent Child instructions of the Family Sponsored stream
(uncapped, estimated to be about 9,900 to 10,700 places for planning purposes)
• the International/Humanitarian stream (approximately 3,250 to 3,825 places), and
• Parent, Adult Child and Adult Sibling instructions of the Family Sponsored stream
(approximately 4,950 to 5,500 places).
Can someone with a criminal conviction work in New Zealand?
All people entering New Zealand must meet our character requirements. People who
have serious criminal convictions will not be allowed into the country. For more specific
information go to our website and see the information on character requirements.
Is there any type of work not allowed on a temporary visa?
A person with a temporary visa cannot provide commercial sexual services, or operate or
invest in a business of prostitution in New Zealand. People with open work visas can work
in any other job. It is up to the employer to check the work visas of employees and make
sure their work meets any restrictions that are noted in the visa.
Did you know?
New Zealand employers may offer employment to any foreign national but the prospective employee
cannot start work until they have the appropriate work or residence class visa.
Residence and work visa instructions
New Zealand residence instructions are geared towards attracting those migrants
who have the skills that are in demand in New Zealand. This not only contributes to the
growth and prosperity of New Zealand businesses, but ensures that migrants can find
decent work and a place to fit into.
The instructions which define to whom work visas can be granted, aim to address
specific, more immediate, skill shortages and employer needs. While an industry's or
employer’s needs are important in work visa decisions, these must be balanced with the
security needs of our country and the need to ensure that the entry of workers from
offshore does not undermine the wages and conditions of New Zealand workers.
Work visas are granted on a temporary basis. However, people who have worked legally in
New Zealand may be able to apply for New Zealand residence if they subsequently meet
the criteria in our residence instructions.
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The Skilled Migrant Category
The Skilled Migrant Category is designed to make sure that those migrating to
New Zealand have the skills that the country needs and is the main pathway to residence
in New Zealand.
The application and selection process for the Skilled Migrant Category works on a points
system. Points are earned on the basis of a migrant’s qualifications, work experience,
age, close family in New Zealand, and job (or job offer) in New Zealand. For example,
an offer of skilled employment in New Zealand is worth 50 points. Six years relevant
work experience earns 20 points, a recognised tertiary or trade qualification 50 points.
Bonus points can be earned if the applicant’s offer of employment, work experience or
qualification is in an area or industry which has been identified, by the Department of
Labour, as having a skills shortage or growth potential.
A score of 100 points or more is required to begin the four-stage Skilled Migrant
Category application process.
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Step 1
The applicant fills in and submits an Expression of Interest (EOI) form, either online or
on paper. This includes information on things such as their skills, work experience, job
offer and family circumstances. If the applicant has a partner and dependent children
they should be included in the EOI.
Step 2
Submitted EOIs go into a pool where they are ranked according to the number of
points claimed. Every fortnight EOIs are selected from the pool using criteria set by the
Minister of Immigration. This criteria is reviewed every six months. Current selection
criteria means:
• EOIs that have 140 points or more will be selected automatically from the pool.
• Other EOIs which include a New Zealand job, or job offer, will be ranked and
selected in sufficient numbers to meet New Zealand Residence Programme
numbers for skilled migrants.
• If enough places are available, other EOIs may be selected on the basis of
additional specific criteria which the Minister of Immigration sets every six months.
Step 3
When an EOI is selected, the information it contains will be verified and the applicant
may be invited to apply for residence. The applicant then has four months in which to
collect all their required documentation (including job offer documentation) together
and submit their residence application.
If an EOI is not immediately selected, it remains in the pool for six months and may
be selected within that time depending on the number of places available under the
New Zealand Residence Programme. If an applicant’s situation changes and they are
able to earn more points, for example if they get a job offer, they are able to amend
their EOI while it is in the pool.
Step 4
Once a residence application has been received the applicant’s supporting
documentation is checked and their application assessed. They may be asked to attend
an interview at this stage.
If successful in their residence application, the applicant, and all eligible family members
included in their application, will be issued with a New Zealand residence class visa. In
some instances the applicant may be issued with a work visa and be able to apply for
residence at a later date.
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To work out how many points a potential employee would score go to
www.immigration.govt.nz/pointsindicator, or see the Self-Assessment Guide for
Residence in New Zealand (INZ 1003) available on our website or from branch offices.
Steps in the Skilled Migrant Category application process
Worker calculates their points using the Self-Assessment Guide for Residence in
New Zealand (INZ 1003) or online points indicator
Worker completes and submits their Expression of Interest (EOI) into the pool
EOIs in the pool are ranked and selected according to current immigration
selection criteria
EOI information is verified by an immigration officer
Worker is invited to apply for residence
Migrant completes and submits the residence application (including job offer
documentation)
Residence application information is checked and the application assessed by an
immigration officer
Successful applicant is issued with a residence class visa
Talent categories
A Talent work visa is appropriate for people who either have a job offer from an
accredited employer, a job offer in an occupation on the Long Term Skill Shortage
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List (LTSSL), or an exceptional talent in the arts, culture or sports. A Talent work visa can
be issued for 30 months and after two years working in New Zealand the holder is eligible
to apply for New Zealand residence under the Residence from Work instructions.
A Talent (Accredited Employer) work visa requires the candidate to have a job offer
from an employer accredited with the Department of Labour. The job must be for at
least two years, full time, and paying a salary of at least NZ$55,000 (based on a 40-
hour week). The applicant must be aged 55 years or under. For occupations where
professional registration is a requirement to practise, the applicant must meet those
registration requirements.
A Talent (LTSSL) work visa requires the candidate to have a job offer in an occupation
on the Long Term Skill Shortage List for which they are suitably skilled and qualified. The
job must be for at least two years, full time and paying a salary of at least NZ$45,000
(based on a 40-hour week). For those occupations where professional registration is a
requirement to practise, the applicant must meet those requirements.
A Talent (Arts, Culture, Sports) work visa requires the candidate to have an exceptional
talent in the arts, culture or sports and a job offer requiring that expertise. They should
be prominent in their field and must be supported by a New Zealand organisation
nationally recognised in that field. The applicant must be aged 55 years or under. The
applicant must also have a sponsor. The organisation may choose to act as sponsor, or
the applicant may be sponsored by an individual.
See an example of the application process for a Talent (LTSSL) work visa on page 16.
Notes
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Steps in the Talent (Long Term Skill Shortage List) work visa application process
Employer checks if job vacancy is on the Long Term Skill Shortage List
Employer ensures job meets appropriate criteria
(24 months, minimum 30 hours per week, etc)
If so, employer locates an appropriately skilled overseas worker
Worker fills out Work Visa Application (INZ 1015)
Employer supplies a job offer to the overseas worker that meets the criteria
Employer fills out designated sections of the Employer Supplementary Form Work Visa
Application (INZ 1113) and provides this to the worker to send in
Worker submits application to nearest Immigration New Zealand branch
Successful worker granted visa by Immigration New Zealand
Worker to notify employer of success of application
Employer to check work visa before overseas worker starts work
Worker can apply for residence under the Residence from Work Category after two years
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Residence from Work Category
People who receive a New Zealand Work to Residence visa under a Talent category may
apply for residence after working for two years in New Zealand.
People applying for Residence from Work, who have held a Talent (Arts, Culture, Sports)
work visa, must have been actively involved in their specialist field during their last
two years in New Zealand and still be prominent in that field. The applicant must be
supported by a nationally recognised organisation in their field, sponsored by that
organisation or an individual, and must not have sought welfare aid during their time in
New Zealand.
People applying for Residence from Work, who have held a Talent (LTSSL) work visa, must:
• still be working in an occupation on the LTSSL or that was on the LTSSL at the time
they obtained their work visa
• be receiving a salary of at least NZ$45,000
• be aged 55 years or under
• meet the professional registration requirements of their occupation.
People applying for Residence from Work who have held a Talent (Accredited Employer)
work visa must have worked for an accredited employer for two years and have current
full-time employment. They should be receiving a salary of at least NZ$55,000.
The salary requirements above are based on a 40-hour week. Applicants must also meet
the professional registration requirements of their occupation.
Essential Skills work visas
Employers who are unable to find suitable workers in New Zealand and have roles that do
not meet Skilled Migrant or Talent work visa criteria may be able to assist an employee
to get an Essential Skills work visa. An employer must be able to demonstrate that they
cannot find suitably skilled or qualified New Zealand workers, or New Zealand workers
who could be readily trained to do the work. The Department of Labour will undertake a
labour market test to confirm this.
An employer meets the labour market test by proving that there are no suitable
employees in New Zealand and that they have made genuine attempts to attract and
recruit New Zealand workers for the positions at the current market salary. This could
include evidence of advertisements placed, responses received, industry statistics on
vacancies, or training in place to address shortages. The Department may also consult
with Work and Income or industry organisations to ensure that the labour market test
is met. The Department will always seek advice from Work and Income when conducting
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a labour market test for workers in lower-skilled occupations (those at skill level four or
five on the ANZSCO – see page 9 for more information on the ANZSCO).
If you are employing overseas workers to work in lower-skilled work the processing
time may be longer, as the Department will be seeking advice from Work and Income in
every case. To speed this process up, we recommend that employers approach Work and
Income themselves to try to fill the lower-skilled vacancies before offering employment
to overseas workers. If Work and Income already knows these positions cannot be filled,
it will be able to provide this advice to the Department sooner, reducing the processing
time of the application.
To go through the labour market test before you have found a candidate, you should
apply for Approval in Principle. This means that you are pre-approved to hire people in
the positions specified within the time specified, typically six to twelve months. You can
apply for Approval in Principle to hire many people and this is valid until you have filled the
number of positions specified in your application, or until the expiry date.
If you have already found someone you wish to employ, and you can meet the labour market
test (by proving that there are no suitable employees in New Zealand and that you have
made genuine attempts to attract and recruit New Zealand workers) you can assist the
candidate to apply for an Essential Skills work visa. You will have to supply information to
meet the labour market test, as described above, to support their application.
If you have a vacancy in an occupation listed on the Immediate Skill Shortage List
(ISSL) in your region, or the Long Term Skill Shortage List (LTSSL), you will need to make
a job offer to the person who you wish to employ so that they can satisfy the work
visa requirements. The prospective employee must be able to demonstrate their skills
and experience relevant to the job as described on the skill shortage lists and meet
immigration health and character requirements.
Specific purpose visas
A special category exists for people who need to employ someone for a specific purpose or
event. Applicants under this category might include corporate secondments, senior-level
transfers, sports players and professional sports coaches, performing artists, specialist
machinery installers, film crews, and others.
In this category there must be proof of the special need for such an employee and proof
of the employee’s ability and experience in doing that job. The Department of Labour
must be satisfied that no New Zealand workers will be disadvantaged by the specialist
being employed. Most visas under this category are issued for three to twelve months.
19
Students
Some students are able to work for up to 20 hours a week during the academic year
and some may work full-time over the summer holidays. Students studying in some
fields are eligible for work visas to enable them to fulfil practical course requirements.
All students who are legally allowed to work in New Zealand will have an endorsement in
their passports, or a letter from us (variation of conditions) stating their entitlement to
work and the limitations on such work.
After a student has completed their studies they may be able to get a work visa
under the Study to Work instructions. They must be either fulfilling practical training
requirements that are part of their course requirements, have passed and completed
a qualification in New Zealand which took three years or more to complete, or gained a
qualification which would earn them points under Skilled Migrant Category criteria.
For specific criteria for students and graduates go to www.immigration.govt.nz/study.
Working holidays
New Zealand has reciprocal agreements with more than 20 countries allowing people
aged 18 to 30 years to work temporarily while on holiday in New Zealand. The conditions
of work visas for working holidaymakers vary according to the country they come from.
Working holidaymakers from most participating countries can stay in New Zealand for up
to a year. Citizens of the United Kingdom can stay for 23 months.
Working holidaymakers can’t take a permanent job but they can have several jobs with
different employers. Some are only allowed to work for each employer for three months,
and some are able to work for up to a year. Conditions are noted on the work visa granted.
Young citizens of most qualifying countries can apply from anywhere in the world.
Some working holidaymakers must apply from their home country. Online applications
are generally processed in a couple of days and an electronic visa will be issued. For
more detailed information on working holiday schemes offered by New Zealand go to
www.immigration.govt.nz/whs.
Family Category for residence
People may apply to live in New Zealand if they are supported or sponsored by a family
member who is already a New Zealand citizen or residence class visa holder. People
applying through the Family Residence Category must be the partner, dependent child,
parent, brother, sister or adult child of a New Zealand citizen or residence class visa
holder. For more detailed information on go to www.immigration.govt.nz.
20
General information on applications
All people applying for New Zealand residence and work visas must meet our standard
immigration health, character and, in most cases, English language requirements. These
are explained in detail on the immigration website.
Each application must be submitted on the appropriate application form, and be
accompanied by the relevant fee, applicant’s passport, passport-sized photographs and
additional information as specified on each form. Information on current fees, branch
locations and processing times can be found at www.immigration.govt.nz.
For more detailed information on the immigration instructions above, and to download
forms and guides, go to www.immigration.govt.nz or call free (within New Zealand)
0508 55 88 55.
Interim visas
If you have an employee who is applying for a further work visa then they may be granted
an interim visa that allows them to stay in New Zealand lawfully while their application is
processed. They may be eligible to continue working on an interim visa if the job is in the
same position, for the same employer and in the same location as their current visa.
Immigration New Zealand will make a decision on whether to grant a person an interim
visa close to the day their current visa expires and will inform them by email or letter.
A person cannot apply for an interim visa and there is no guarantee that one will be
granted. There are also no fees or forms. Interim visas are valid for a maximum of
six months or until a decision is made on the person’s temporary visa application –
whichever is earlier.
21
Quick guide to residence and work visa instructions
Your employment need Your best option What you need to do
I need skilled, permanent
workers from overseas.
Employ people under the Skilled
Migrant Category (SMC).
Check that the job meets
immigration skill level
requirements. Provide a job offer
to assist the SMC application.
I have a long-term need to
regularly employ skilled workers
from overseas.
Employ people under the Talent
(Accredited Employer) Work
Category. They can then Work
to Residence.
Apply to become an
accredited employer. Once
accredited provide job offer
to facilitate applicant’s Talent
work visa application.
I need to employ an artist,
performer, sports person,
sports coach or someone with
an exceptional talent.
Employ people under the Talent
(arts, culture, sports) Work
Category. They can then Work to
Residence.
Assist the applicant to prove
their talent is exceptional and
provide a job offer.
I’m seeking to fill a long-term
vacancy in an occupation on the
Long Term Shortage Skill List.
Employ someone under Talent
(LTSSL) Work Category. They can
then Work to Residence.
Provide a job offer to assist
candidate’s application.
I have a temporary skill shortage
in an occupation on the
Immediate Skill Shortage List.
Employ people under
the Essential Skills work
instructions (temporary).
Provide a job offer to assist
candidate’s application.
I need to fill a temporary
position or positions for which
I’m unable to find suitable
workers in New Zealand.
Employ people with a work visa
under the Essential Skills work
instructions (temporary).
Apply for Approval in Principle
and prove that you have
been unable to find staff in
New Zealand.
I need to employ someone from
overseas for a specific purpose
or event, eg for a tournament,
show, or specialist installer.
Employ someone with a
work visa under the Specific
Purpose or Event instructions
(temporary).
Prove the employee is suitably
qualified, their skills will benefit
New Zealand and they are
needed for the period of time
requested. Provide a job offer.
I want to employ a student or
a trainee to provide them with
work experience.
Employ someone with a work
visa under the Study to Work
instructions (temporary).
Provide a job offer to assist
candidate’s application.
I want to employ a young person
from overseas who’s here on a
working holiday.
Employ someone on a working
holiday scheme.
Use VisaView to check they have
a valid visa.
22
How do I find staff overseas ?
Hiring staff from overseas can be more complex, costly, and time-consuming than hiring
a New Zealander from within the country. This section will help you think through the
issues particular to offshore recruitment and will draw your attention to considerations
that may not be part of your everyday recruitment activities. It is not intended as a
general recruitment guide.
The Department of Labour publishes a How to Hire Guide for Employers which guides
employers through the general recruitment process and relevant employment laws. It
does not cover immigration issues but complements the information contained in this
guide. The How to Hire Guide for Employers can be downloaded from www.ers.dol.govt.nz
or ordered by calling 0800 20 90 20.
Planning for the recruitment process
In deciding to recruit offshore you need to check that people you may want to hire will
be able to get New Zealand work or residence class visas. This largely depends on the
role you have to offer them. The first section of this booklet along with information on
the immigration website will direct you to the immigration category most appropriate
to your situation.
When planning offshore recruitment you should consider which country or countries you
are likely to find suitable candidates in.
• Which countries have skilled workers in the field you need?
• Which countries are known as leaders in your industry?
• Are the standards for workers similar, are the jobs similar? Are the projects smaller
scale or larger scale?
• Are the qualifications for workers similar? Check the List of Recognised
Qualifications on the immigration website or contact the New Zealand Qualifications
Authority (NZQA) to see which countries’ qualifications they consider comparable.
How long will it take to get someone started?
• How long will it take to advertise, receive CVs, shortlist, interview, check references
and make the job offer?
• Do you know how long it will take for an applicant to get police and medical checks,
lodge their application and receive a visa?
• How long will it take them to pack their old life and plan their new one?
23
• Do they have a family to move? Will they wait until the end of year or term to move
their children to new schools?
Who within your staff will manage the process?
• Who will interview?
• How will you interview?
• Can you travel to interview people?
• Will you use a recruitment agent who specialises in offshore recruitment?
What will you do if you get a huge response?
• Do you have more than one vacancy?
• Could you refer a good candidate to another company?
Can you partner with anyone else to minimise costs?
• Does your local Economic Development Agency promote lifestyle opportunities in
your region overseas?
• Can the Chamber of Commerce, Employers Association or your industry association
put you in touch with others who recruit overseas?
• Does your industry have a cluster of employers with similar skill needs who may wish
to partner?
• Does your industry have offshore forums, conferences, etc?
NOTES
24
Describing the job
When writing the job description you need to be honest in describing the role and the work.
• Check that terminology used in the job description is used in the country you are
looking in. For example a roading engineer in New Zealand would be known as a
highway engineer in the United States. Check such details with a resident of the
country you are recruiting in or visit job websites in that country.
• Does the job description reflect reality? If the job description isn’t realistic the
applicant will be disappointed and may be less likely to stay.
• Provide details of leave and other benefits as the basics may be different to what is
standard in other countries.
• How specialised is the role? New Zealand roles are usually broader, more generalist
roles than offshore positions in larger companies where people are in more
specialised roles.
• Be specific, especially in describing niche roles compared to generalist roles.
• Consider the relevance of the job title. Look on overseas job websites and see what
similar occupations are described as in other countries.
• How is the industry structured in the country you are hiring in – does this differ from
New Zealand?
Qualifications
• Check with NZQA or industry bodies as to what the equivalent qualification is in the
country from which you are hiring.
• Check that the qualification names are the same in that market. Different
qualifications have different titles depending on the country in which they are
awarded.
• Check any professional or occupational registration requirements with your industry
organisations to make sure candidates can meet these. Do they have to sit exams,
work supervised for a period, etc? Make sure the candidate knows these conditions,
can meet them, and is willing to do so.
Pay packages
• Are you paying a fair market rate for the position? Can you demonstrate the market
rates in New Zealand to someone offshore so they have context for the market
rates here?
25
• What is the same job paying in the country you are targeting?
• What other benefits might someone from overseas expect? Health insurance,
retirement savings, childcare, 35-hour working week? What do you offer?
• Do you offer bonuses, stock options or similar that people may expect overseas?
• What ongoing training do you provide?
• What opportunities for advancement are there?
• Will you pay relocation costs? Can you offer financial assistance with airfares, freight
for household goods, etc?
NOTES
26
Finding and interviewing candidates
Advertising
• Where will you advertise your position – websites, trade publications, migration or
recruitment expos?
• When will you advertise and interview? Check this is not before our summer holidays
when New Zealand closes down, or during overseas holidays when you may not get a
good response.
• Are there events within your industry where you can meet people or migration
shows in the country you are recruiting from? Check the immigration website for
upcoming events.
Your website
• Does it have a section for international applicants?
• Can you post the job description in its international format?
• If there are online application forms, are these suitable for offshore applications?
For example is there space for a foreign address with country and zip code fields?
• Check site content does not exclude those people who do not have a work visa
from applying.
Interviews
• How will you conduct interviews – in person, phone, teleconference, video
conference, webcam?
• Where and when will you interview? Will you travel to meet them or invite them over
to meet you? Will you pay for them to come to New Zealand for an interview?
• Do you have an agent, adviser, or representative overseas who can interview for you?
• Can you interview several candidates for several positions in one trip if you are travelling?
• Can you involve applicants’ partners in discussions where appropriate? Often the
decision to migrate will rest on the partner’s expectations and support so talking
with them can be worthwhile.
• How will you check references? Telephone calls (check time-zone differences), email
or fax?
27
Expectations
• Be realistic and make sure the migrant’s expectations are as close to reality as
possible. If they get here and things are not as they expected, or the job isn’t what
you told them, they may leave.
• Working practices differ in many countries, though the fundamentals may be the same.
Be aware of the differences. Ask what the working day is like in their current job.
• Can you provide local information so they get a flavour for your town or city?
Making an offer
You can make a job offer to someone who does not have a work visa but that offer
should be conditional on the applicant getting the appropriate work or residence class
visa. This is similar to making the offer conditional on reference checks or medical tests.
They must not start working for you until they have a work or residence class visa.
To support a migrant’s immigration application you need to provide a job offer, supporting
documentation and an Employer Supplementary Form – Work Visa Application (INZ 1113).
Job offer documentation should include:
• the employer’s name, address and contact details
• the prospective employee’s name and address
• an employment agreement including a job description and person specification, detailing:
• the job title or designation
• the address of the place of employment
• the type of work, duties and responsibilities of the job
• the pay and employment conditions such as holidays and sick leave
• qualifications and experience required
• confirmation of whether or not registration in New Zealand is required
• the duration of the job, and
• how long the job offer is open for.
The offer must meet the requirements of New Zealand employment laws and pay an
appropriate market rate.
The job offer must be current when we assess the migrant’s application.
28
Occupational or professional registration
• If the occupation requires the worker to be registered in New Zealand, we need to
see evidence they have occupational registration here or can obtain it easily before
they commence employment. This can be full or provisional registration, depending on
the occupation.
Notes
29
Welcoming and setling migrants
Moving to a new country requires considerable adjustment, even for migrants from
countries with whom we share a language and ancestry, such as the United Kingdom.
Many of the issues faced by skilled migrants that determine whether they settle happily
into New Zealand life relate to their expectations and the way their families settle into
their new location.
Employers can play a big part in smoothing the way for long-term, successful
migration. Providing help and time to encourage migrants’ families to put down roots in
New Zealand can help you to retain migrant staff. After all, employing anyone requires
time and financial investment on the part of an employer, and it should be in your best
interest to ensure that the migrant stays with your company and in New Zealand for the
long term.
Setting expectations
Doing as much as you can to manage an employee’s expectations of life in New Zealand
by providing them with helpful and honest information can help them avoid surprises
and settle successfully. The key to helping people have realistic expectations is to be
honest with them from the interview stage. It may also help to include their partner in
discussions early on.
People like to know what their standard of living will be like when they move to a
new country. The Department of Labour provides settlement packs to people whose
residence application is accepted. This contains information on topics such as buying a
house, the health and education systems, tax and driving in New Zealand. This information
is also published on the settlement part of our website.
Some useful information you could provide to people before they leave their home country
• A contact in New Zealand for the employee’s partner. Can you provide someone
who can help answer some of their questions? This is particularly helpful with family
issues when the migrant does not have friends or family in New Zealand.
• A contact or buddy in your workplace to answer any questions the new employee
may have which will help them to feel welcome when they arrive.
• A local real estate magazine or website to give them an idea of local housing options.
Our housing can be very different to what people expect. Things like central heating
and double-glazing are not as common here as they are in cooler climates overseas
and, as a result, our houses can require lots more heating.
30
• Information on the local area, climate, maps and guides to help them get familiar with
their new home. See your local information centre, Settlement Support New Zealand
coordinator or Economic Development Agency.
• Contact details for schools and universities if they have children.
• Can you advise them how to set up a bank account? Many overseas banks have
contacts in New Zealand who can help.
Further information about many aspects of the New Zealand lifestyle including housing,
education, work and culture can be found at www.newzealandnow.info.
Preparing the workplace
People from countries with the same language and similar culture to New Zealand can
have noticeable differences in the way they do things. This can cause conflict when
manners and customs are misunderstood.
Kiwis may find some European cultures rude if they speak bluntly, when in fact there is
no offence intended. People from some Asian cultures will say yes when they mean no
because they do not wish to offend.
Do some research and educate your employees to expect some differences.
• Are your staff aware and accepting of different ways of doing things, different ways
of saying things? Are they prepared to welcome and support foreign workers?
• Perhaps you could organise a work barbeque to introduce them and their family to
other employees.
• Migrants bring different skills and new ways of doing things. Be open to new ideas
and ensure your staff are too.
NOTES
31
On arrival
There are a few simple actions you can take outside of the workplace which make a big
difference to someone who may feel far from home when they first arrive.
Here are some suggestions to help employees settle in.
• Meet them at the airport.
• Provide help with finding a house or some accommodation for when they first arrive.
• Identify schools in the area for their children.
• Can you help with finding work for their partner?
• Can you help with finding contacts for their partner such as interest groups, classes, etc?
• Give new arrivals some time off to house hunt, settle the kids, etc.
• Provide information on the local area, maps and guides to help them get familiar with
their new home town.
• Take them for a drive around the area to help them get orientated.
• Can you show them how to get a bank account and Inland Revenue (IR) number?
NOTES
32
Cultural differences
In the workplace you may notice some obvious or subtle cultural differences. While you might
expect people from a culture with a different language to have more noticeable differences,
English-speaking countries can have different attitudes and ways of doing things too.
New Zealanders tend to be less formal than other cultures and this often takes new
migrants by surprise. We also work hard and can have different expectations about the
length of the working day and overtime. We tend to expect all employees to show initiative
whereas in some cultures this is frowned upon, so this needs to be clearly explained.
• How do you refer to each other? Is the boss Mr Forbes or Jim?
• Are workplace policies that you may take for granted clearly explained to the new
employee? E.g. break times, clothing, smoking, etc.
Settlement courses covering things like how Kiwis think, attitudes, acceptable behaviours
in New Zealand and so on contribute to helping people fit in to their working and social
environments. Language courses are valuable for speakers of English as a second
language and their partners. You can pay for these courses or help an employee locate
them in your area.
Review
Once your new employee has been in their job in New Zealand for a few weeks it is
advisable to discuss how they are settling in.
• Make some time to sit down and review how the work is going and identify any issues
to resolve.
• Is the job meeting their expectations? Is their work meeting your expectations?
• How is their life outside of work? Have they developed social networks? Joined a club?
Explored the area?
• Check how the family is getting on. Can you help?
Remember that people who have moved across the world away from their friends and
family may take some time to feel welcome and at home here. The more you can do to
help them and their families adjust and feel welcome, the greater likelihood that they will
stay and contribute to your business.
Encouraging residence
If the person you employ has a work visa rather than New Zealand residence it is good
to track their immigration status and encourage them to apply for residence. Many
employers keep track of the visa expiry dates of all staff work visas to ensure renewals
33
are applied for ahead of time. This will give individuals and families added security and
encourage them to stay in New Zealand.
NOTES
Who can help?
The Department of Labour
The Department of Labour has 15 offshore branches and many receiving posts
offshore. Staff in the branches have local knowledge and may be able to assist and
provide information if you are travelling offshore. For example staff in the London
branch frequently support New Zealand employers at migration expos in the United
Kingdom.
To find out about upcoming offshore events that the Department of Labour is
participating in and locate offshore branches go to our website www.immigration.govt.nz.
Immigration New Zealand is a service of the Department of Labour and is what we are
known as overseas.
In New Zealand our team of relationship managers work with employers to make the
most of offshore recruitment activities undertaken by New Zealanders. If you are thinking
of heading offshore to recruit, or just want advice on the opportunities, talk to the
34
relationship manager in your industry or area. They can also put you in touch with offshore
branch staff. To contact a relationship manager call the Immigration Contact Centre on
freephone 0508 55 88 55; they will direct you to the relevant relationship manager.
Support from your industry or region
Do you know any other employers in a similar line of work who have recruited from
overseas? They may be able to offer advice or support.
Some industry organisations band together companies in their industries to recruit
offshore. This presents cost savings and increases the reach of employers through
increased profiling of New Zealand in offshore markets.
Settlement Support New Zealand
Settlement Support New Zealand has coordinators in many New Zealand cities who help
new migrants to find their way about and make social connections. They can provide
valuable contacts for a migrant’s partner who may be feeling homesick and lonely in their
new country. They can also assist by providing local information packs for employers to
give to new staff.
See our website for contact details or check with your local city council or Economic
Development Agency to locate a Settlement Support coordinator in your area.
New Zealand Qualifications Authority
The New Zealand Qualifications Authority (NZQA) can provide advice on the relevance of
overseas qualifications. Visit www.nzqa.govt.nz.
Contact the Department of Labour
For employment, work and labour market information www.dol.govt.nz.
For immigration information www.immigration.govt.nz or freephone (within
New Zealand) 0508 55 88 55.
For work and work-related subjects in New Zealand www.worksite.govt.nz.
35
Wor k entitlement checklist
The Department of Labour recommends it is good practice to confirm all prospective employees
are entitled to work in New Zealand and in the jobs offered, and to keep good records of this.
The easiest way to check is to use VisaView – our online tool at www.immigration.govt.nz/visaview.
Employer obligations under the
Immigration Act 2009
It is an offence under the Immigration Act 2009
to allow, or continue to allow, someone to work for
you who is not entitled to do so.
This checklist is designed to help you meet your
obligations under the Act. A more comprehensive
work entitlement guide is available at
www.immigration.govt.nz/visaview.
Is the person you are checking a
New Zealand citizen?
Y es. Go to ‘Checking New Zealand
citizens’.
No. Go to ‘Checking non-New Zealand
citizens’.
Checking a New Zealand citizen’s work
entitlement
Sight a New Zealand passport, OR
Confirm New Zealand
passport information at
www.immigration.govt.nz/visaview AND
sight the passport or other photo
identification, OR
Sight a New Zealand birth certificate
AND photo identification, OR
Sight a New Zealand citizenship
certificate AND photo identification.
Retain copies.
A New Zealand birth certificate can be ordered
online at www.bdmonline.dia.govt.nz by anyone
who has an igovt ID. Processing time is up to
eight days plus delivery. Payment is by credit card.
Birth certificates may also be ordered by phone,
post or in person.
Checking a non-New Zealand citizen’s
work entitlement
Check work entitlement at
www.immigration.govt.nz/visaview, OR
Sight a passport with a New Zealand
residence class visa, OR
Sight a passport with a valid
New Zealand visa with conditions that
allow the person to work for you, OR
Sight an Australian passport, OR
Sight a passport with an Australian
permanent residence visa or a current
returning resident’s visa.
Retain copies.
A tax code declaration IR330 form is not a
reasonable excuse for employing someone who is
not entitled to work for you.
Did VisaView confirm that this person
is entitled to work for you?
No. You may not be able to employ this
person.
New Zealand citizens will need to provide
evidence of their citizenship.
Non-New Zealand citizens should
contact the nearest Immigration
New Zealand office to apply for a visa to
work in New Zealand.
Y es. You can employ this person until the
date specified and in accordance with
any conditions stated.
‘Refer to Immigration Contact Centre’ –
call the Immigration Contact Centre on
0508 967 569 (0508 WORKNZ). Note that
this contact number is for employer
enquiries only. General visa enquiries
should be directed to 0508 55 88 55.
When checking documents for proof of work entitlement and identity, the Department of Labour
recommends sighting original copies and retaining a photocopy or scan for your records.
36
37
38
DEPARTMENT OF LABOUR IMMIGRATION
INZ 1031 February 2011

HISTORY OF NIGERIA

Nigeria contains more historic cultures and empires than any other other nation in Africa. They date back as far as the 5th century BC, when communities living around the southern slopes of the Jos plateau make wonderfully expressive terracotta figures - in a tradition known now as the Nok culture, from the Nigerian village where these sculptures are first unearthed. The Nok people are neolithic tribes who have recently acquired the iron technology spreading southwards through Africa.

The Jos plateau is in the centre of Nigeria, but the first extensive kingdoms of the region - more than a millennium after the Nok people - are in the north and northeast, deriving their wealth from trade north through the Sahara and east into the Sudan.
         

                              





During the 9th century AD a trading empire grows up around Lake Chad. Its original centre is east of the lake, in the Kanem region, but it soon extends to Bornu on the western side. In the 11th century the ruler of Kanem-Bornu converts to Islam.

West of Bornu, along the northern frontier of Nigeria, is the land of the Hausa people. Well placed to control trade with the forest regions to the south, the Hausa develop a number of small but stable kingdoms, each ruled from a strong walled city. They are often threatened by larger neighbours (Mali and Gao to the west, Bornu to the east). But the Hausa traders benefit also from being on the route between these empires. By the 14th century they too are Muslim.


Read more: http://www.historyworld.n

regions west of the Niger, between the Hausa kingdoms and the coast, the Yoruba people are the dominant tribes. Here they establish two powerful states.

The first is Ife, on the border between forest and savanna. Famous now for its sculpture, Ife flourishes from the 11th to 15th century. In the 16th century a larger Yoruba empire develops, based slightly further from the forest at Oyo. Using the profits of trade to develop a forceful cavalry, Oyo grows in strength during the 16th century. By the end of the 18th century the rulers of Oyo are controlling a region from the Niger to the west of Dahomey.



best known of all the Nigerian kingdoms establishes itself in the 15th century (from small beginnings in the 13th). Benin becomes a name internationally known for its cast-metal sculpture, in a tradition inherited from the Ife (see Sculpture of Ife and Benin).

In terms of extent Benin is no match for Oyo, its contemporary to the north. In the 15th century the region brought under central control is a mere seventy-miles across (people and places being harder to subdue in the tropical forest than on the savanna), though a century later Benin stretches from the Niger delta in the east to Lagos in the west.
         







But Benin's fame is based on factors other than power. This is the coastal kingdom which the Portuguese discover when they reach the mouth of the Niger in the 1470s, bringing back to Europe the first news of superb African artefacts and of the ceremonial splendour of Benin's oba or king.

The kings of Benin are a story in themselves. In the 19th century they scandalize the west by their use of human sacrifice in court rituals. And they have stamina. At the end of the 20th century the original dynasty is still in place, though without political power. All in all, among Nigeria's many historic kingdoms, Benin has earned its widespread renown.
         






The Fulani and Sokoto: AD 1804-1903

Living among the Hausa in the northern regions of Nigeria are a tribe, the Fulani, whose leaders in the early 19th century become passionate advocates of strict Islam. From 1804 sheikh Usman dan Fodio and his two sons lead the Fulani in an immensely successful holy war against the lax Muslim rulers of the Hausa kingdoms.

The result is the establishment in 1809 of a Fulani capital at Sokoto, from which the centre and north of Nigeria is effectively ruled for the rest of the 19th century. But during this same period there has been steady encroachment on the region by British interests.
         








British explorers: AD 1806-1830

From the death of Mungo Park near Bussa in 1806 to the end of the century, there is continuing interest in Nigeria on the part of British explorers, anti-slavery activists, missionaries and traders.

In 1821 the British government sponsors an expedition south through the Sahara to reach the kingdom of Bornu. Its members become the first Europeans to reach Lake Chad, in 1823. One of the group, Hugh Clapperton, explores further west through Kano and the Hausa territory to reach Sokoto. Clapperton is only back in England for a few months, in 1825, before he sets off again for the Nigerian coast at Lagos.
         









On this expedition, with his servant Richard Lander, he travels on trade routes north from the coast to Kano and then west again to Sokoto. Here Clapperton dies. But Lander makes his way back to London, where he is commissioned by the government to explore the lower reaches of the Niger.

Accompanied in 1830 by his brother John, Lander makes his way north from the coast near Lagos to reach the great river at Bussa - the furthest point of Mungo Park's journey downstream. With considerable difficulty the brothers make a canoe trip downstream, among hostile Ibo tribesmen, to reach the sea at the Niger delta. This region has long been familiar to European traders, but its link to the interior is now charted. All seems set for serious trade.
         






SS Alburkah: AD 1832-1834

After Lander's second return to England a company is formed by a group of Liverpool merchants, including Macgregor Laird, to trade on the lower Niger. Laird is also a pioneer in the shipping industry. For the present purpose, an expedition to the Niger, he designs an iron paddle-steamer, the 55-ton Alburkah.

Laird himself leads the expedition, with Richard Lander as his expert guide.
         









The Alburkah steams south from Milford Haven in July 1832 with forty-eight on board. She reaches the mouth of the Niger three months later, entering history as the first ocean-going iron ship.

After making her way up one of the many streams of the Niger delta, the Alburkah progresses upstream on the main river as far as Lokoja, the junction with the Benue. The expedition demonstrates that the Niger offers a highway into the continent for ocean vessels. And the performance of the iron steamer is a triumph. But medicine is not yet as far advanced as technology. When the Alburkah returns to Liverpool, in 1834, only nine of the original crew of forty-eight are alive. They include a much weakened Macgregor Laird.
         






Trade and anti-slavery: AD 1841-1900

The next British expedition to the Niger is almost equally disastrous in terms of loss of life. Four ships under naval command are sent out in 1841, with instructions to steam up the Niger and make treaties with local kings to prevent the slave trade. The enterprise is abandoned when 48 of the 145 Europeans in the crews die of fever.

Malaria is the cause of the trouble, but major progress is made when a doctor, William Baikie, leads an expedition up the Niger in 1854. He administers quinine to his men and suffers no loss of life. Extracted from the bark of the cinchona tree, quinine has long been used in medicine. But its proven efficacy against malaria is a turning point in the European penetration of Africa.
         









The British anti-slavery policy in the region involves boosting the trade in palm oil (a valuable product which gives the name Oil Rivers to the Niger delta) to replace the dependence on income from the slave trade. It transpires later that this is somewhat counter-productive, causing the upriver chieftains to acquire more slaves to meet the increased demand for palm oil. But it is nevertheless the philanthropic principle behind much of the effort to set up trading stations.

At the same time the British navy patrols the coast to liberate captives from slave ships of other nations and to settle them at Freetown in Sierra Leone.
         







From 1849 the British government accepts a more direct involvement. A consul, based in Fernando Po, is appointed to take responsibility for the Bights of Biafra and Benin. He undertakes direct negotiations with the king of Lagos, the principal port from which slaves are shipped. When these break down, in 1851, Lagos is attacked and captured by a British force.

Another member of the Lagos royal family is placed on the throne, after guaranteeing to put an end to the slave trade and to human sacrifice (a feature of this region). When he and his successor fail to fulfil these terms, Lagos is annexed in 1861 as a British colony.
         







During the remainder of the century the consolidation of British trade and British political control goes hand in hand. In 1879 George Goldie persuades the British trading enterprises on the Niger to merge their interests in a single United African Company, later granted a charter as the Royal Niger Company.

In 1893 the delta region is organized as the Niger Coast Protectorate. In 1897 the campaign against unacceptable local practices reaches a climax in Benin - notorious by this time both for slave trading and for human sacrifice. The members of a British delegation to the oba of Benin are massacred in this year. In the reprisals Benin City is partly burnt by British troops.
         







The difficulty of administering the vast and complex region of Nigeria persuades the government that the upriver territories, thus far entrusted to the Royal Niger Company, also need to be brought under central control.

In 1900 the company's charter is revoked. Britain assumes direct responsibility for the region from the coast to Sokoto and Bornu in the north. Given the existing degree of British involvement, this entire area has been readily accepted at the Berlin conference in 1884 as falling to Britain in the scramble for Africa - though in the late 1890s there remains dangerous tension between Britain and France, the colonial power in neighbouring Dahomey, over drawing Nigeria's western boundary.
         






British colonial rule: AD 1900-1960

The sixty years of Britain's colonial rule in Nigeria are characterized by frequent reclassifying of different regions for administrative purposes. They are symptomatic of the problem of uniting the country as a single state.

In the early years the Niger Coast Protectorate is expanded to become Southern Nigeria, with its seat of government at Lagos. At this time the rulers in the north (the emir of Kano and the sultan of Sokoto) are very far from accepting British rule. To deal with the situation Frederick Lugard is appointed high commissioner and commander-in-chief of the protectorate of northern Nigeria.
         









Lugard has already been much involved in the colony, commanding troops from 1894 on behalf of the Royal Niger Company to oppose French claims on Borgu (a border region, divided in 1898 between Nigeria and Dahomey). Between 1903 and 1906 he subdues Kano and Sokoto and finally puts an end to their rulers' slave-raiding expeditions.

Lugard pacifies northern Nigeria by ensuring that in each territory, however small, the throne is won and retained by a chief willing to cooperate. Lugard then allows these client rulers considerable power - in the technique, soon to be known as 'indirect rule', which in Africa is particularly associated with his name (though it has been a familiar aspect of British colonial policy in India).
         







In 1912 Lugard is appointed governor of both northern and southern Nigeria and is given the task of merging them. He does so by 1914, when the entire region becomes the Colony and Protectorate of Nigeria.

The First World War brings a combined British and French invasion of German Cameroon (a campaign not completed until early in 1916). In 1922 the League of Nations grants mandates to the two nations to administer the former German colony. The British mandate consists of two thin strips on the eastern border of Nigeria.
         







The rival claims of Nigeria's various regions become most evident after World War II when Britain is attempting to find a structure to meet African demands for political power. By 1951 the country has been divided into Northern, Eastern and Western regions, each with its own house of assembly. In addition there is a separate house of chiefs for the Northern province, to reflect the strong tradition there of tribal authority. And there is an overall legislative council for the whole of Nigeria.

But even this is not enough to reflect the complexity of the situation. In 1954 a new constitution (the third in eight years) establishes the Federation of Nigeria and adds the Federal Territory of Lagos.
         







During the later 1950s an African political structure is gradually achieved. From 1957 there is a federal prime minister. In the same year the Western and Eastern regions are granted internal self-government, to be followed by the Northern region in 1959.

Full independence follows rapidly, in October 1960. The tensions between the country's communities now become Nigeria's own concern.
         






Independence and secession: AD 1960-1970

Regional hostilities are a feature of independent Nigeria from the start, partly due to an imbalance of population. More than half the nation's people are in the Fulani and Hausa territories of the Northern region. Northerners therefore control not only their own regional assembly but also the federal government in Lagos.

From 1962 to 1964 there is almost continuous anti-northern unrest elsewhere in the nation, coming to a climax in a rebellion in 1966 by officers from the Eastern region, the homeland of the Ibo. They assassinate both the federal prime minister and the premiers of the Northern and Western regions.
         









In the ensuing chaos many Ibos living in the north are massacred. In July a northern officer, Yakubu Gowon, emerges as the country's leader. His response to Nigeria's warring tribal factions is to subdivide the four regions (the Mid-West has been added in 1963), rearranging them into twelve states.

This device further inflames Ibo hostility, for one of the new states cuts their territory off from the sea. The senior Ibo officer, Odumegwu Ojukwu, takes the drastic step in May 1967 of declaring the Eastern region an independent nation, calling it the republic of Biafra.
         







The result is bitter and intense civil war, with the federal army (increasing during the conflict from 10,000 to 200,000 men) meeting powerful resistance from the secessionist region. The issue splits the west, where it is the first post-independence African war to receive widespread coverage. The US and Britain supply arms to the federal government. France extends the same facilities to Biafra.

In any civil war ordinary people suffer most, and in small land-locked Biafra this is even more true than usual. By January 1970 they are starving. Biafra surrenders and ceases to exist. Ojukwu escapes across the border and is granted asylum in the Ivory Coast.
         






From oil wealth to disaster: AD 1970-1999

General Gowon achieves an impressive degree of reconciliation in the country after the traumas of 1967-70. Nigeria now becomes one of the wealthiest countries in Africa thanks to its large reserves of oil (petroleum now, rather than the palm oil of the previous century). In the mid-1970s the output is more than two million barrels a day, the value of which is boosted by the high prices achieved during the oil crisis of 1973-4.

But with this wealth goes corruption, which Gowon fails to control. When he is abroad, in 1975, his government is toppled in a military coup. Gowon retires to Britain.
         









In the second half of the 1970s oil prices plummet. Nigeria rapidly suffers economic crisis and political disorder. Within a period of five years the average income per head slumps by 75%, from over $1000 a year to a mere $250.

Neither brief cilivian governments nor frequent military intervention prove able to rescue the situation. A regular response is to subdivide regional Nigeria into ever smaller parcels. The number of states is increased to nineteen in 1979 and to twenty-nine in 1991. By the end of the century it stands at thirty-six. Meanwhile the nation's foreign debt has been increasing in parallel, to reach $36 billion by 1994.
         







In 1993 the military ruler (Ibrahim Babangida, in power from 1985) yields to international pressure and holds a presidential election. When it appears to have been conclusively won by Moshood Abiola, a chief of the western Yoruba tribe, Babangida cancels the election by decree.

This blatant act prompts Nigeria's first energetic movement for democracy, which comes to international attention when one of its leaders - the playwright Ken Saro-Wiwa - is among a group hanged in 1995 for the alleged murder of four rivals at a political rally in 1994. Saro-Wiwa has also been a campaigner for the rights of his Ogoni people, whose territory is ravaged - to no benefit to themselves - by the international companies extracting Nigeria's oil.
         







The world-wide outcry at Saro-Wiwa's death, without any pretence of a fair trial, prompts Nigeria's generals to offer new elections in 1999. The presidential election is won by Olusegun Obasanjo, by now a civilian but for three years from 1976 the military ruler of the country - and therefore widely assumed to be the army's preferred candidate. His People's Democratic Party wins a majority of seats in both the house of representatives and the senate.

Early reports suggest that under Obasanjo's government a ruthless disregard of civil liberties continues in Nigeria, with outbreaks of minority ethnic protest being brutally suppressed.
         







The election of Obasanjo, a Christian from the south, brings new tensions. As if in response, in November 1999, the predominantly Muslim northern state of Zamfara introduces strict Islamic law, the sharia. Other northern states discuss similar action. Local Christians take alarm. Violent street battles between the two communities are a feature of the early months of 2000.

The future of Nigeria is problematic but of considerable importance to Africa. The nation's potential remains vast. With at least 115 million people (comprising some 200 tribes) it is the continent's most populous country. And as the world's fifth largest oil producer, it has the wherewithal to be one of the richest.
         

about printing

AUTHOR’S GUIDE
              TO
SUBSIDY PUBLISHING
 

  
Copyright © 2007 by adewale ekundayo
All Rights Reserved
Printed in nigera

         MISSION STATEMENT adewale ekundayo
24 apata street shomolu lagos
Phone: (+2348164691010 or +2348084850447
e-mail: adewale.ekundayo@yahoo.com •


Building lasting relationships—one satisfied author at a time-about printing machine.
                                                                
              
Perhaps you’ve kept a journal, recorded observations, gathered
facts and figures, made notes of tales you’ve heard and told.You’ve
pulled it all together in your mind, your computer, or on paper.You
have a message to communicate, an experience to share, a story to
tell. Now it’s time to look into what you can do next.We believe
you’ll find one avenue to consider in this Author’s Guide to Subsidy
Publishing.
Whether you are a published or an unpublished author or a
representative of an organization needing subsidy publishing services,
we would like to take this opportunity to tell you about our company.

If you do not write for publication, there is little point in writing at all.
— adewale ekundayo


                                                         vii
                                                              CONTENTS
What Is a Subsidy Publisher?.............................................1

Selecting a Subsidy Publisher.............................................2

adewale:The First Name in Subsidy Publishing...................4

A Choice of adewale Publishing Programs...........................6

Traditional Full-Service Subsidy Publishing......................7

Self-Publishing/Private Printing...................................7

adewale Subsidy Publishing Services..................................9

Manuscript Proposal.................................................9

Mechanical Editing..................................................10

Production...........................................................11

The Copyright of Your Book......................................12

Warehousing.........................................................12

Promotion...........................................................12

Subsidiary Rights....................................................16

Order Processing....................................................16

Book Sales and Author Payments.......................................

The adewale Experience..............................................19

You Are Invited to Send Us Your Manuscript.........................21

Looking Ahead............................................................23

Our Location............................................................23

Electronic Publishing...............................................24

specialist.......................................................................25

printing opputunity....................................................................26


Automatic filling machine..................................................................27





                                                                                                                                                                                          




“Thank you for all your efforts on my behalf. I have been so pleased with
the professionalism of the entire staff at Dorrance Publishing.”— ekundayo adewale, Encounters with Fear: Short Stories About Young Teens
                                      
                                                                            x

 

                                              WHAT IS A SUBSIDY PUBLISHER? 
                              A subsidy publisher charges an author a fee to mechanically edit
typeset, proofread, and manufacture a specific number of books
from a manuscript.Also provided for this fee is a limited and
specified promotional program with a defined budget
warehousing, and other administrative services. A subsidy
publisher can act as an intermediary between the typewritten
manuscript and the typeset book, the author and the printer, the
illustrator and the illustrations, the printer and the bindery, the
bindery and the warehouse
There’s much more to publishing a book than writing and
printing it: mechanical editing of manuscripts by an editor to
correct grammar, punctuation, spelling, and inconsistency;
proofreading galleys and page proofs; securing a copyright.What
size should the finished book be? What paper stock should be used?
Which typeface is best? Should the book be bound and covered in
cloth or paper? What color? What texture? What weight
Paperback, casebound, or saddle-wire?
  Who will provide “print-ready” charts, maps, graphs,
photographs, or illustrations, if included in the work? What goes
on which pages? Who will design the jacket or cover and write the“about the book” and “about the author” copy?
With today’s rapid advances in printing technology and the
wide-spread use of the Internet, you may be asking yourself
questions about “digital publishing”:Who can provide PostScript or
PDF files?
When production decisions involving print-ready art, repros
mechanicals, bluelines, page proofs, PMS colors,
                                                                                              halftones,A publisher is ... a useful middleman
                                                                                                
                                                                                                1


duotones, dies, and F & Gs are made, it may make sense to have the
assistance of a subsidy publisher.
Where will the books be stored? What specific promotional
activities will be performed within the parameters of an agreedupon,
limited budget? If orders should be received from outlets
and individual bookbuyers, who will arrange to prepare invoices
(with appropriate industry discounts), wrap, ship, and collect
payment? That useful intermediary... the subsidy publisher
                      SELECTING A SUBSIDY PUBLISHER
As an author, you are probably aware of (and perhaps have
experienced) some of the problems of trying to get your work
published by a commercial publisher. Just having your manuscript
read by most commercial publishers is difficult and usually involves
long delays. Even if you consult with a literary agent or send your
manuscript to many commercial publishers, your efforts may go
unnoticed.
The primary reason for this situation is business economics.
With mounting costs of production and merchandising, the
commercial book publishing industry is taking fewer risks,
becoming more oriented toward the best seller aimed at the mass
market, and shying away from new or unknown authors and books.
The commercial publisher is more inclined to publish books by
established authors or well-known personalities even if not written
as well as other manuscripts it rejects. Excellent poetry or works on
specialized subjects may be turned down simply because the market
may be limited or regional. For every manuscript published by a
commercial publisher, many which deserve to be in print are not.
Upton Sinclair’s The Jungle was rejected by five publishers. James
Joyce’s first book of short stories was rejected by twenty-two
publishers. Ernest Hemingway’s work was rejected. Jonathan
Livingston Seagull was initially rejected, as was The Godfather,Love Story,
The Celestine Prophecy, and The Christmas Box.
In contrast to a commercial publisher, a subsidy publisher does
not invest its own monies in the publication of authors’ works and
accepts most manuscripts for publication. A subsidy publisher does
not judge a manuscript but, instead, relies on an author’s belief in

The Celestine Prophecy, and The Christmas Box.
In contrast to a commercial publisher, a subsidy publisher does
not invest its own monies in the publication of authors’ works and
accepts most manuscripts for publication. A subsidy publisher does
not judge a manuscript but, instead, relies on an author’s belief in 
                                                       3







                                                              DORRANCE:
                        THE FIRST NAME IN SUBSIDY PUBLISHING
Dorrance was the first subsidy publishing company in America.
Originally known as Dorrance & Company, Incorporated, it was
founded in 1920 by Colonel Gordon Dorrance and other members
of his distinguished Philadelphia family to provide a service for
new or unknown authors.
In 1989, the Dorrance name, book inventory, and assets were
purchased and moved from the Philadelphia area to Downtown
Pittsburgh, Pennsylvania, as pictured above, and a new company,
Dorrance Publishing Co., Inc., was formed.
Dorrance Publishing Co., Inc. is continuing the Dorrance
philosophy that the opportunity to publish a work should be
available to all who have something which they wish to communicate
to others and are willing to purchase subsidy publishing services.
We publish all categories of fiction, nonfiction, and poetry and
offer a choice of programs to suit the needs of various authors and
their particular manuscripts. Dorrance authors, including some
with previously published books to their credit, appreciate our
services and the extent to which they can participate in shaping the
presentation of their work.
We are particularly pleased to publish books which contain
information, ideas, or insights which will add to reader enjoyment,
wisdom, or awareness. A book designed to help or educate a
relatively small number of people is as worthy of publication, in
our opinion, as a book written for millions. A small collection of
poetry by an unknown writer may offer as much real truth about
                                                                     4

contemporary
contemporary society as a best seller by a famous author. A
thoughtful study of a religious issue may generate the insight or
inspiration that influences readers’ lives. The scientific knowledge
of one person may provide others with the data they need to carry
on their work. One of the advantages offered by a free society is
that individuals, who have the means and desire to pay for
publication, can have the opportunity to publish their own work.
Over the years, Dorrance titles have totaled more than ten
thousand. While these include novels, mysteries, short stories,
essays, children’s books, and poetry collections, they also include
books in the fields of business, philosophy, health, medicine,
politics, economics, sociology, education, science, religion, art,
travel, cooking, sports, humor, biography, history, Americana,
personal reminiscences, and other specialized subjects. Styles
range from the traditional to the avant garde. Dorrance authors
have come from every state in the Union and from many foreign
countries as well.
Dorrance and some of its authors and books have
received national attention. For example, The Navajo Code
Talkers, published in 1973, was featured in four segments
of CBS television’s An American Portrait series.
Additionally, this top-selling historical account
was portrayed in the major motion picture
Windtalkers, released in 2002 by MGM Studios.
Dorrance printed a special movie tie-in edition
of The Navajo Code Talkers and publicized it in
conjunction with the film’s release. Dorrance author A.R.
Ammons published his first book of verse, Ommateum, in 1955, and
went on to win the National Book Award in 1972 and the National             
Book Critics Circle Award in 1981. In 2001, another Dorrance   
author, Paul DeStefano, was recognized in the Writer’s Digest
National Self-Published Book Awards for his work, Necessary Evil.
Although most Dorrance authors do not achieve such
recognition, they do enjoy the personal satisfaction of seeing their
manuscripts professionally produced in book form.
And, on the lighter side, Lucy Ricardo wrote and submitted a
novel to Dorrance & Company on Episode 90 of "I Love Lucy."

                                                                ... previously published authors, as well as scholars and diplomats who might have published
                                                                   commercially a few years ago, are turning to subsidy houses.
                                                                   —Bruce Manuel, Book Editor, Christian Science Monitor
                                                                         5
                                      A CHOICE OF
                           DORRANCE PUBLISHING PROGRAMS


                                                
If you would like to subsidize a book which displays your                                                                             thoughts, creativity, and ideas, we provide a choice of publishing
programs to meet your needs. Either of our programs will enable
you to put your work into book form promptly and economically.
Dorrance publishing programs include:
• Traditional full-service subsidy publishing
• Self-publishing/private printing.
Under these programs, you, the author, expend a fixed sum of
money to have your book published.This sum is called the subsidy.
The amount of the subsidy varies with each manuscript, depending
on the length, technical factors such as illustrations or complex
typesetting, and the specific Dorrance program you select. After
we have received your manuscript, we will present to you a
publishing proposal, stating the costs involved, for the program
you have selected.
You may be interested to know that Dorrance is unique among
subsidy publishers in the payment plans we offer authors for paying
the subsidy fee over time.
                                                         6 
                                                                                                                                                                               
TRADITIONAL FULL-SERVICE  -SUBSIDY PUBLISHING


With our traditional full-service subsidy publishing program, your
work is produced and promoted, within a limited and defined
budget, as a Dorrance title.We determine the book specifications
(size, type, binding, etc.) and produce an initial printing of the
work. If these copies are depleted during the two-year period
following the date initial copies are sent to you, Dorrance will
reprint the work at no added cost to you. Our agreement
guarantees that we will keep your book in stock and on our list for
a minimum of two years.



                      SELF-PUBLISHING/PRIVATE PRINTING
Self-publishing/private printing is an
alternative we offer for those who do not
wish to have Dorrance perform promotion,
warehousing, distribution, and support
services and, instead, elect to undertake
these efforts on their own. In this program,
we manufacture a specific number of books
under your imprint to your specifications.
We handle all aspects of production and
deliver the completed books to you.You are
responsible for the storage of the books and
the distribution of any orders you generate.
We will work closely with you to determine your requirements
and produce an appropriate and appealing volume for you or your
group. We have the flexibility to manufacture hardcover and
paperback books in a variety of sizes and quantities, while assuring
you quality book production at a reasonable cost.
The manufacturing options available for self-publishing/private
printings are widely varied. We would be happy to discuss the
details you have in mind when we speak in person.
We are also pleased to make available a Private Promotion
option. Under this program, we implement the standard promotion
plan we undertake for Dorrance subsidy books as outlined starting
                                                              7


on page 12 of this guide. However, all warehousing, order
fulfillment, distribution, and service is the author’s responsibility.
                                                             


Adewale made my dream of publishing a book a reality. It was a very
simple process for someone who had never published a book before. I found the
most impressive aspects of their work were the editing of the manuscript, the artist
sketches, and the physical layout prior to printing.”
— Oliver Abel,Author


                                                                      8 
ADEWALE SUBSIDY PUBLISHING SERVICES                                                         MANUSCRIPT PROPOSAL

When you send in your manuscript, we will review the work, and
if acceptable, offer you a detailed publishing proposal that will
provide specific production information for your book and an
exact, firm fee. Our review will take about two to three weeks.
(Please send only a copy of your manuscript and retain the original
for your files.)
We can offer publishing contracts only for completed manuscripts,
and we will accept most manuscripts.We do not evaluate manuscripts
for literary merit or market potential.There are, however, categories of
manuscripts which we choose not to accept.We do not accept libelous
or racist material, hate literature, or pornography.
Our proposal will be written in straightforward language
which clearly states how we plan to handle the publication of your
book and what it will cost. Dorrance will outline the general
production specifications of your book and how long it will take to
complete.
Dorrance offers you a variety of book design options. Your
book can be hardbound or produced as a quality paperback,
saddlewire (stapled in the spine), or other specialty binding and in
a 5½” x 8½”, 6” x 9”, 8½” x 11”, or special trim size that we
suggest and/or you prefer. All of these options are considered in
planning the production of your book. We will recommend a
design which is appropriate for you.
                                                            9

If your book is to be produced under the traditional Dorrance
full-service subsidy publishing program, our limited promotional
efforts will be clearly specified.We will also indicate the suggested
retail price of your book.
We think you will be impressed with the subsidy publishing
programs we offer at reasonable cost.You are invited to discuss, with a
member of our author relations staff, any questions you may have about
our proposal and the different
options we make available.
If you decide that you would like
to accept our proposal, you should
return the signed contract and first
payment to us.We will then begin the
first steps toward publication, which
include mechanical editing.


                                      MECHANICAL EDITING
One of our editors will mechanically edit your manuscript, using
The Chicago Manual of Style as our guide. By mechanical editing we
mean reading the manuscript to improve consistency of spelling,
capitalization, and hyphenation; agreement of subjects and verbs;
correction of grammar and punctuation; and other such mechanics
of written communication. Dorrance will perform no rewriting;
reorganization; or improvement of presentation, content, or
literary expression. If questions arise during the editing process,
we will communicate with you directly.We work closely with you
on all aspects of the subsidy publishing process.
Your manuscript may require only occasional corrections of
typographical errors and minor lapses in punctuation, grammar,
and consistency. Incorrect sentence structure or other details of
the mechanics of writing may need attention.Whatever the case,
you are given an opportunity to approve the revisions before we
proceed to the next stage of publication.
                                                                             10
                                                 PRODUCTION
When your manuscript is ready for production, our book designer
takes into consideration any preliminary specifications agreed
upon and the nature of the manuscript. The designer then
determines the typographical style; physical placement of any
illustrations, drawings, tables, charts, if included, and other
particular elements which need to be planned for in producing
your book.The designer prepares page proofs.
As the name suggests, page proofs show each page and section
of a manuscript exactly as it will appear in the finished book. A set
of these proofs is sent to you for review. At this point, you see
precisely how all the pages will look. After the page designer has
made any final corrections, the book is ready for printing.
While the typesetting is being done, creative details
concerning the book jacket or paperback cover are worked out.
The mechanical editor prepares “about-the-book” and “about-theauthor”
copy, which will appear on the flaps and/or back panel of
the jacket or cover.We custom design a full-color cover or jacket
specifically for your book in an effort to convey the theme of the
work in a way which we hope you will feel is attractive.We believe
that our jacket and cover design efforts are quite professional, and
our authors tell us they are pleased.The proposed copy and jacket
or cover sketch are submitted to you for your review. After all of
your questions have been answered, the necessary materials
(including a photograph of you, if available) are prepared and sent
for printing.
If illustrations, drawings, tables, or charts are to be prepared
by us, we assign an artist to the task. The book illustrations are
submitted to you for your approval.They can be printed in blackand-
white or, for an additional fee, in color.
Next the books are printed. The final stage of production is
binding, a process wherein books are trimmed, bound, and
covered. (If unbound copies
remain, they are retained for
future use.) It is always exciting
to see an attractive newly bound
book which the author and our
staff have worked so hard to
produce. Author copies of your

                                                                 11
new book—the result of your long and hard efforts—are then
shipped to you.

                                         THE COPYRIGHT OF YOUR BOOK
Upon publication two copies of your book are filed in your name
with the Register of Copyrights of the Library of Congress to
obtain a Certificate of Copyright.
The year in which your book is copyrighted
appears on the copyright page of every book. The
copyright law now mandates that for works created
after January 1, 1978, the copyright runs from the time
of the work’s creation, through the life of the author,
and for fifty years thereafter.
Manuscripts and unpublished works are protected
by common law and statutory law. That is, from the
point of creation of the work copyright protection
exists. The need to obtain a formal copyright before
submission to us for review is not necessary. As a
reputable company, Dorrance will not use material
submitted to us without your written permission.


                                              WAREHOUSING
adewale Publishing takes delivery of your newly produced books
and stores them in a warehouse convenient to our offices. Your
books are boxed and stored for order fulfillment during the
minimum two-year period following the date of completion of
your book.


                                               PROMOTION
If you have selected the traditional Dorrance full-service subsidy
publishing program, we undertake clearly defined, limited
promotional activities for your book and begin to prepare your
book’s promotional materials upon receipt of finished copies in
our warehouse. A Dorrance author knows in advance the
promotion budget and promotion efforts we will perform.
Our staff prepares and prints approximately five hundred
direct mail pieces announcing your book. Each contains an order
blank and can be used to purchase copies of your book directly

                                                                          12
from ekundayo. If you supply us
with sufficient names, we will
mail two hundred of these
pieces to your personal list.You
will receive a supply of these
direct mail pieces for your own
use, and the remaining pieces
will be kept on file for possible
future use.
The promotion staff compiles a review list made up of
approximately seventy-five local newspapers, specialized magazines,
trade journals, publications, organizations, or libraries to which
copies of the book are to be sent. These copies are mailed with
information (stating author, title, price, and publication date)
requesting the recipient mail us a copy of any review which may be
published.We also subscribe to a national clipping service which
scans national media for mentions of adewale books and authors.
Most Dorrance titles do not receive reviews in national media. In
instances where reviews or publicity in local or specialized
publications are received, you will be sent copies of those which
are brought to our attention. It is important to keep in mind that
reviews are beyond our control since the editor of each publication
decides which books to review.We also have no influence over the
content or opinions expressed in reviews.
A smaller publicity list is also compiled, containing
approximately twenty-five local or specialized radio and television
stations, newspapers, and magazines to which we send publicity
releases written by the Dorrance promotion staff. The purpose of
mailing this publicity information is to attempt to gain some
exposure, such as news items and feature stories in publications and,
in the case of radio and television stations, author interviews.
National publicity and appearances are rarely obtained, but our
experience shows that our authors may receive some attention from
local and/or specialized publications and stations. Publicity generated
in this way can help to stimulate some interest in your book.
We send introductory letters, enclosing jackets or covers and
ordering information, to approximately twenty-five bookstores in
your area and in other areas where you tell us you are known.We
offer books on consignment and, if acceptable to you,we will offer
to help try to arrange autograph parties.


                                                                                               13
                  MY PRINCE
       ~ MARCIA A. SEE

“Surprisingly in its simplicity, the outcome is quite dramatic and impressive. I must admit
I have picked up this little book and have re-read it several times…The sensitivity of the
poems and the delightfulness of the illustrations prompt me to say that I hope we see more
from this Mississippi talent. I find once again that the picture book genre reaches across
age lines and brings pleasure to a very wide audience of readers.” —Commercial Dispatch
SUPPLEMENTARY PRIMARY ARITHMETIC IDEAS AND CALENDAR EXPERIMENTS

~ GRACE MUENTE



“Overall, the book presents some good questions, ideas, and activities for working with the
calendar and numbers.” — Teaching Children Mathematics, December 2005/ January 2006

MY LOVE AFFAIR WITH THE FRENCH
~ FANNIE LILLIAN

“My Love Affair with the French is a lively first-person account of a fine adventure abroad” —
Library Bookwatch:The Midwest Book Review, 2006

HOW TO DO BUSINESS IN nigeria
~ DR. MICHAEL okon
“In this invaluable guidebook…Dr. Michael okon shares his intensive in-the-field experience
and proven approaches.” — Business Life

~ DONNA DOE SOUTHALL
“I recommend D'Arcy for students and adults, alike.The book gives us a good view of life
in the early 17th century.” —Sussex-Surry Dispatch
BUILDING THE LOOM CITY

~ S. ARDIS ABBOTT
“An intriguing story of how change was achieved…a welcome addition to American
History reference collections.” — The Bookwatch
~ MARY W. MAGULA  
“…Anyone can benefit from reading such a compelling story…an
appropriate book for virtually any person.” — Journal of Pediatric
Nursing                                                                                                                                                                                                                      
             JOURNEY OF A SPIRITUAL SOUL
~ SUSAN M. NELSON
“Simple, yet powerful and engaging, the poetry found in Nelson's
collection…will touch your heart and give you peace.” — Bonner
County Daily Bee
                                                             14
adewale TITLES IN THE MEDIA
We send publicity releases and jackets or covers to approximately
one hundred wholesalers, distributors, and jobbers primarily as
reference materials providing the name, subject, price, and availability
of your book.We will also prepare a catalog listing for your book which
will appear in the Dorrance Catalog of Publications, and we will submit
your book for listing in Books in Print, another reference publication.We
will create a listing for your book in our on-line bookstore,
dorrancebooks.com, which is part of the Yahoo! Shopping Mall.
We give all of our authors the opportunity to have their books listed
with Amazon.com.Additionally, through their listing in Books In Print, all
titles are available for listing at barnesandnoble.com and to multiple
online bookstores that offer Dorrance books to Internet customers.
In the case of nonfiction and other specialized subject categories,
we send introductory letters, jackets or covers, and ordering
information to approximately twenty-five outlets which feature
books or merchandise related to the subject of the book.
It is helpful to our efforts if you, the author,work in cooperation
with us. This involves contributing whatever personal assistance you
have to offer. If you are an able speaker, this may involve speaking
engagements. If you are a creative promoter, contribute your ideas to
the project. If you are a salesperson, make your “pitch” to the
bookstores, libraries, etc., in your vicinity. Please be sure to let us
know, in advance, about any promotion you plan to implement on
your own. In our Promotion Data Information form we mail to all
new Dorrance authors,we request that you suggest to us any ideas or
opportunities known to you which can supplement our own efforts.
                                                        15

A DEEPERWOUND: THE SOUTH
AFRICAN/AZANIAN STRUGGLE FOR
LIBERATION.A PERSPECTIVE FROM
THE BLACK CONSCIOUSNESS
MOVEMENT
TSOALEDI DANIEL THOBEJANE
“…A valuable resource for
historians, political scientists and
sociologists who might otherwise
have little insight into events in this
isolated part of the country, remote
from the main sites of struggle.”
—South African Historical Journal 
                                              SUBSIDIARY RIGHTS
Subsidiary rights are comprised of book club, paperback, hardback
reprint, paperback reprint, serial reprint, dramatic, motion
picture, television, radio, translation, and other such rights.While
adewale does not usually seek out opportunities for the sale of
subsidiary rights, should an opportunity present itself, Dorrance
may sell the subsidiary rights for your book. At your request, a
limited number of letters and books can be submitted to specified
agents, editors, producers, or magazines. It should be noted,
however, that the sale of subsidiary rights of works published by
adewale occurs with only a small percentage of our authors.

                                                    ORDER PROCESSING
Bookstores, wholesalers, jobbers, and libraries can order Dorrance
titles directly from us using our catalog and by calling our toll-free
book order number. Most orders which are received are a result of
the limited promotional efforts which we agree to perform on
behalf of your book or from your own efforts.
For the convenience of our book buyers, Dorrance is pleased to
offer our toll-free telephone ordering number. Our merchandising
staff is available to take orders for your book and to attempt to
creatively initiate additional interest in Dorrance titles.
We calculate appropriate discounts, credit the author’s
payments account, prepare an invoice, ship the book(s), and bill
the customer. Our authors need not be concerned with shipping or
invoicing as we handle these services for them.
                                                                  16
“Thank you for doing such a great job
with the production of my book…I love it!!!!!!!
You did such a great job with making sure that
everything for this new book was accomplished
and I am very well pleased.”
— Florida Lacy, Moods

We do, of course, hope—as does the author—that some book
sales will result from our limited promotional efforts. Dorrance
attempts to increase awareness of your book’s availability and to
generate some interest in it, specifically in local and/or specialized
media and outlets. It should be noted, however, that nationwide
distribution is rarely achieved for Dorrance titles.
Should you become a Dorrance author, you will receive (twice
each year as detailed in the agreement) a statement of any sales
activity that may have occurred, along with a check for any author
payments derived from book sales according to the following:
Sales Author Payments
Up to 3,500 Copies 40% of retail price
Over 3,500 25% of retail price
Outside of U.S. Sales 25% of retail price
If, after your personal supply of author copies is exhausted,
more books are desired, you may purchase additional copies of
your own books at 45 percent off the retail price. Because we are
obligated to keep an inventory of books for a minimum of two
years following the date bound books are first available, we cannot
provide these additional copies authors may desire free of charge.
Upon termination of the contract, all copies in inventory are
available to you at no further cost except the cost of shipping.
Most books we publish do not sell as well as their authors hope
they will. Your natural enthusiasm for your book should be
tempered by prudence; you should proceed with our agreement
                                                                       17
BOOK SALES AND AUTHOR PAYMENTS
primarily because you want to see your work in print, not because
of expectation of sales, and you should not jeopardize your
financial security to accomplish publication.
Only in a very small percentage of cases are sales sufficient for
authors to recoup the entire sum paid to adewale account for production
of the work.
                                                                        18
“Iam impressed by the amount of promotional material you have sent out
for my book…and by the wide area you have covered.”
and we also produce exerise book .
Following are representative titles along with some author
comments about adewale services.
BRIGITTE HUBBARD
THE STORY OF BRIGGIE: ONE MAN'S JOURNEYWHOSE GOAL IS TO
FIND A SOLUTIONABLE RESOLUTION AND HEAVEN ON EARTH
“I want to thank you for all your assistance and help editing my
manuscript. I'm very proud of it!”
mr okon

THE MAKING OF A MINISTER
“I am so impressed with the ease and down to earth manner you
deal with…it has been a real joy working with you all.”
BEVERLY NORSWORTHY
CHILD REARING FROM A CHRISTIAN PERSPECTIVE
“…Thanks very much for the swift manner in which the printing
was completed.The cover looks very nice.”
THE Adewale EXPERIENCE
                                                        19
“All of the staff at adewale service have been most
helpful, a few ‘going above and beyond the call of
duty’ to assist me in publishing and marketing my
book. Keep up the good work.”
— Esther B. Gates, Views From the Towers
                                                                    20
LESLIE C. FERRER
WITHOUT A DOUBT
“You made this book possible for me and for the world to see.The
adewale company is the greatest.”
MARY VANSHER

SHELTER IN THE STORM
“I am very pleased with the fine artistry work that was done for my
book.You have a group of very talented people at Dorrance. I just
want to thank everyone at Dorrance that has worked hard trying to
put together my manuscript into a professional quality and appealing
book.”
HARRIET LILA BAKER


BOOK 1:MY NAME IS BOYDUCK AND THIS IS MY STORY
“You are everything I want in a publisher: a teaching-library of
modern works.Your patience with me is outstanding.”
B.J. STRONG
JAKE’S PRIDE
“Thank you for making my dream come true.”
If you are considering full-service subsidy publishing, we cordially
invite you to send us a copy of your manuscript. Be sure to keep
the original manuscript for yourself. Please let us know which
Dorrance program you would prefer.There will be no obligation,
and you can be assured of a courteous reply.
FICTION, NONFICTION, AND POETRY

Even if your manuscript is incomplete, we invite you to send us a
summary or a sample. However, we do require a completed
manuscript in order to send out a proposal.We typically require a
minimum of 15,000 words or 12 one-page poems to make
individual book-length publication possible, for manufacturing
purposes.
CHILDREN’S BOOKS

Dorrance can help you take a children’s story and develop it into a
full-length manuscript through the resources of our design
services.As with other books,we require at least 16 book pages for
manufacturing purposes. These pages may include illustrations,
which can be supplied by you, by an artist you hire, or by a
adewale artist at additional cost.
                                                     21
 YOU ARE INVITED
 TO SEND US YOUR MANUSCRIPT
MANUSCRIPT PREPARATION
You may send your typed manuscript to us in its present form. Let
us reiterate:You should retain at least one copy of the manuscript.
You can mail your manuscript to us via regular first class mail or
via a special carrier such as UPS or FedEx. We also accept
manuscripts for review on disk or CD or via e-mail (manuscripts
submitted in this manner will not be returned).
If there is to be a dedication,
contents page, list of illustrations,
foreword, preface, introduction,
list of acknowledgments, notes to
chapters, bibliography, appendix,
or index, it should be included,
or its intended position clearly
printing . any types of book printing
marked, in the manuscript.
Photographs or illustrations should
be numbered in crayon or soft
pencil on the back to avoid
damaging them. Corresponding
numbers should be inserted in the manuscript, indicating clearly where
in the text the illustrative material is to be placed.
Your manuscript represents your own personal accomplishment,
and we would be pleased to have the opportunity to work with you
in bringing it into print.
It is important to note that the walex imprint has appeared
on titles continuously since 1920. In fact throughout the years,
hundreds of authors have published more than once through
adewale, and currently more than thirty authors on our list have
subsidy published more than one book with adewale
                                   22
adewalecould not carry on the tradition of quality subsidy book
publishing associated with its name since 1920 without a forwardlooking
attitude. As we study the book industry, we are impressed
by the growing need for alternatives for authors who have a strong
desire and are willing to pay to see their books in print. It has been
exciting to be able to provide our services to a growing number of
persons with the motivation to communicate their thoughts and
express their feelings in a range of prose and poetry styles.
We encourage you to move your interest in writing ahead and
to share your insights and knowledge with others.We understand
the challenges you face and are pleased to offer a choice of two
Dorrance subsidy publishing programs, either of which may be
appropriate for satisfying your needs.Write, call, or visit us to
discuss any of our services. Our author relations staff is prepared
to answer your questions.
                                       OUR LOCATION
24 apata street shomolu lagos state,  nigeria
                                                     23
LOOKING AHEAD
today when u see it and call me on
                  ELECTRONIC PUBLISHING
In the book publishing industry, the future is now. No doubt you
have heard about electronic books and books available for sale
through the Internet. At Dorrance, we have made a commitment
to keep pace with the rapid technological changes which have been
occurring in the printing and publishing industries as well as in ecommerce,
or business done on the Internet.These changes are to
the benefit of our authors because they allow us to participate in
new opportunities available for avenues of distribution.
If you decide to become a Dorrance author, we will
automatically list your book on dorrancebooks.com. Information
about your book and how to order it is made available there to the
more than fifty thousand people who visit our site each month.
Additionally, many Dorrance titles are available for order from the
large Internet bookstores, such as Amazon.com.These companies
place orders with us for Dorrance titles on a regular basis.
Each Dorrance book is also made available as
an E-book. This means that individuals visiting the
dorrancebooks.com web site can browse through
categories of books, and, if they so decide,
purchase a book or books for instant downloading
to their own computer via the Internet. As part of
the purchasing process, buyers are informed of the
copyright protection that applies to the book they
are downloading and agree to a onetime use and
respect for the author’s copyright. Purchases are
handled by a secure credit card authorization and
processing service, which clears transactions in
seconds.
As other changes and opportunities in the
digital world and the worlds of technology and ecommerce
come along, the staff at adewale will
be making every effort to stay at the cutting edge
                                                    24
of progress, having brought our subsidy publishing program and
our titles into the twenty-first century with vision and foresight.
We look forward to having the opportunity to include your
book in our ever-growing list of Dorrance titles. Please send your
manuscript for our no-obligation, subsidy publishing proposal.
Thank you for your interest in Dorrance, and we look forward to
working with you.
                                                           25

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exercise book ruling

printing on kord

cutting on polar

sand maker
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printing

                                                                                  26




“Let me tell you how impressed I am with the quality of yourprinting [ˈprɪntɪŋ]
n
1. (Communication Arts / Printing, Lithography & Bookbinding)
a.  the process, business, or art of producing printed matter
b.  (as modifier) printing ink
2. (Communication Arts / Printing, Lithography & Bookbinding) printed text
3. (Communication Arts / Journalism & Publishing) Also called impression all the copies of a book or other publication printed at one time
4. a form of writing in which letters resemble printed letters

Collins English Dictionary – Complete and Unabridged © HarperCollins Publishers 1991, 1994, 1998, 2000, 2003
Ads by GoogleT-Shirt printing Machines
Heat Presses, Mugs, Pad Printers, ID Cards, Ribbon, Engraving,finichings
 Screen Printing
See also books; copying

algraphy
an offset process that uses an aluminum plate instead of a lithographic stone. Also called aluminography. — algraphic, adj.
autography
the process in lithography of transferring writings and drawings to a stone surface. — autographic, adj. — autographically, adv.
chromolithography
a printing process by which colored lithographs are produced by a series of stone or zinc plates, each of which carries different portions of the picture to be printed, inked in different colors.
chromoxylography
printing in colors from a series of wooden blocks.
electrotypy
the process of preparing a facsimile printing surface, involving the depositing of a thin copper or nickel shell by electrolytic action in a mold of the original and backing it with a lead alloy. — electrotyper, electrotypist, n. — electrotypic, adj.
glyphography
a process for making letterpress plates by engraving a waxed copper plate, dusting with zinc, and preparing an electrotype. — glyphographer, n. — glyphographic, adj.
graphotype
a device for embossing letters on thin sheets of metal.
imprimatur
permission, particularly that given by the Roman Catholic Church, to publish or print; hence, any sanction or approval.
italicism
the use of italics in printing text to indicate foreign words, abbreviations, emphasis, titles, etc.
lithography
1. the art or process of producing an image on a flat, specially prepared stone, treating the items to be printed with a greasy substance to which ink adheres, and of taking impressions from this on paper.
2. a similar process in which the stone is replaced by a zinc or aluminum plate, often provided with a photosensitive surface for reproducing an image photographically. — lithographer, n. — lithographic, adj.
lithotypy
a printing process in which types are impressed in a soft matrix, the resulting hollow spaces being filled with a heated mixture that later solidifies and can be used for printing. — lithotypic, adj.
metallography
an offset printing process, similar to lithography, using metal plates instead of stone.
offset lithography
a printing method in which the image on a plate is offset onto a rubber blanket from which it is transferred onto the surface to be printed.
oleography
the production of chromolithographs printed in oil colors on canvas or cloth as well as on paper. — oleographic, adj.
optotype
type used in the testing of eyesight.
papyrography
a process by which a line drawing or writing on paper is transferred to a zinc plate, which is then used for printing. — papyrograph, n. — papyrographic, adj.
photoxylography
the process of producing a raised impression on wood from a photograph and using the block thus produced for printing.
polyautography
Obsolete, lithography.
thermography
a technique for imitating an engraved appearance, as on business cards, by dusting areas already printed with a powder attracted only to the inks and using heat to fuse the ink and powder. — thermographer, n. — thermographic, adj.
typography
1. the design, theory, and art of creating characters for printing.
2. the design and selection of printed matter.
3. the craft or business of composing type. — typographic, typographical, adj.
typothetae
printers, especially master printers, usually found in the names of associations of printers.
xylography
the art of engraving on wood or of printing from such engravings. — xylographer, n. — xylographic, xylographical, adj.

-Ologies & -Isms. Copyright 2008 The Gale Group, Inc. All rights reserved.
Used printing Machines
If you are in the marked to buy or sell a new or used printing Press.
or need workers contect adewale ekundayo
24 apata street shomolu lagos
+2348164691010
     or
+2348084850447

ThesaurusLegend:  Synonyms Related Words Antonyms

Noun    1.    printingprinting - text handwritten in the style of printed matter

writing - letters or symbols that are written or imprinted on a surface to represent the sounds or words of a language; "he turned the paper over so the writing wouldn't show"; "the doctor's writing was illegible"

    2.    printing - the business of producing printed material for sale or distribution

business enterprise, commercial enterprise, business - the activity of providing goods and services involving financial and commercial and industrial aspects; "computers are now widely used in business"
gravure - the act of intaglio printing
publication, issue - the act of issuing printed materials
compositor's case, typesetter's case, case - (printing) the receptacle in which a compositor has his type, which is divided into compartments for the different letters, spaces, or numbers; "for English, a compositor will ordinarily have two such cases, the upper case containing the capitals and the lower case containing the small letters"
printing process, printing - reproduction by applying ink to paper as for publication
justify - adjust the spaces between words; "justify the margins"

    3.    printingprinting - reproduction by applying ink to paper as for publication
printing process
printing - the business of producing printed material for sale or distribution
hair space - (printing) the narrowest of the spaces used to separate words or letters
quad, space - (printing) a block of type without a raised letter; used for spacing between words or sentences
writing - letters or symbols that are written or imprinted on a surface to represent the sounds or words of a language; "he turned the paper over so the writing wouldn't show"; "the doctor's writing was illegible"
printing, impression - all the copies of a work printed at one time; "they ran off an initial printing of 2000 copies"
test copy, trial impression, proof - (printing) an impression made to check for errors
typography, composition - art and technique of printing with movable type
letterpress, relief printing - printing from a plate with raised characters
gravure, intaglio, intaglio printing - a printing process that uses an etched or engraved plate; the plate is smeared with ink and wiped clean, then the ink left in the recesses makes the print
process printing - a method of printing colored reproductions from halftone plates
planographic printing, planography - the process of printing from a surface on which the printing areas are not raised but are ink-receptive (as opposed to ink repellent)
offset printing, offset - a plate makes an inked impression on a rubber-blanketed cylinder, which in turn transfers it to the paper
carbon process - a process of printing on paper coated with bichromated gelatin containing pigment
ascender - (printing) the part of tall lowercase letters that extends above the other lowercase letters
descender - (printing) the part of lowercase letters that extends below the other lowercase letters
serif, seriph - a short line at the end of the main strokes of a character
word processing - rapid and efficient processing (storage and printing) of linguistic data for composition and editing
white out - widen the interlinear spacing by inserting leads
underlay - raise or support (the level of printing) by inserting a piece of paper or cardboard under the type; "underlay the plate"
kern - remove a portion of space between (adjacent letters)
kern - furnish with a kern
superscript, superior - written or printed above and to one side of another character
subscript, inferior - written or printed below and to one side of another character
adscript - written or printed immediately following another character and aligned with it
    4.    printing - all the copies of a work printed at one time; "they ran off an initial printing of 2000 copies"
impression
publication - a copy of a printed work offered for distribution
edition - the form in which a text (especially a printed book) is published
test copy, trial impression, proof - (printing) an impression made to check for errors
mackle - a printed impression that is blurred or doubled
printing process, printing - reproduction by applying ink to paper as for publication
Based on WordNet 3.0, Farlex clipart collection. © 2003-2008 Princeton University, Farlex Inc.
 Crushing Machinery
Most Efficient Crushing Machinery Exported to 115 countries!
email adewale.ekundayo@yahoo.com
nigeria
+2348164691010
      or
+2348084850447
efforts to publicize, promote and market my book—and I am not easy
to impress.”


                                                                   29                                                                                                                             Feedback
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? Mentioned in         ? References in classic literature
fine print
offset printing
print
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    printing press
printing process
small print

   
But in the fifteenth century printing was discovered.
English Literature For Boys And Girls by Marshall, H.E. View in context
How D'Artagnan became acquainted with a Poet, who had turned Printer for the sake of printing his own Verses
Ten Years Later by Dumas, Alexandre View in context
He was accused of "taking part in conversations against the censorship, of reading a letter from Byelinsky to Gogol, and of knowing of the intention to set up a printing press.
Crime And Punishment by Dostoyevsky, Fyodor View in context
More results

                                                                    30
                                        TYPES OF PRINTING


printer's devil
Printer's gauge
printer's ink
Printer's ream
printer’s
printery
printhead
printing
printing business
printing company
printing concern
Printing frame
Printing house
Printing in
printing ink

   
Printer's Sheet
Printer's spreads
Printer's spreads
printer, computer
Printer/Keyboard
printeries
Printers
Printers
Printers
Printers and Digital Imaging
Printers Ink Statute
Printers' National Environmental Assistance Center
Printery
Printery
Printf
printhead
    printheads
PrintImage International
printing
Printing and Graphics Industries Association of Alberta
Printing and More Printing
Printing and Operational Supplies
Printing and Publications Command - Korea
Printing and Publishing Employees Credit Union
Printing and Publishing Institute
Printing Association of Florida
printing business
    Printing Calculator
Printing Command for PAGES file shipper
printing company
printing concern
Printing Control Officer
printing discussion
printing element
Printing Equipment Industries Association of China
Printing Equipment, Production of
Printing for Less
Printing frame
Printing house
Printing house

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                                                                    ADDRESS


24 apata street shomolu lagos
         nigeria
email; adewale@yahoo.com