compliance and consequences presented by: stephen green ... · a note on express entry 6. questions...
TRANSCRIPT
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Labour Market Impact Assessments Co m p l i a n c e a n d Co n s e qu ence s
P re s e n te d by :
S t e p hen Gre e n | s t e p h eng@g a nds.co m
Eva n Gre e n | eva n g@g an ds.co m
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1. The Current Landscape – an Overview
i. Business Visitors
ii. Intra-Company Transfers
iii. NAFTA professionals
2. The New Temporary Foreign Worker Program
3. Labour Market Impact Assessments
4. Compliance and Consequences
5. A Note On Express Entry
6. Questions
R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
Agenda
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R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
T h e C u r r e n t L a n d s c a p e :
B u s i n e s s V i s i t o r s
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• Buy goods and services for a foreign business or government
• Attend meetings, conferences, conventions or trade fairs
• Provide after-sales service
• Train employees at a Canadian subsidiary of a foreign parent
• Be trained by a Canadian parent for employment at a foreign
subsidiary
• Attend Board of Directors meetings
R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
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• Engage in employment that will provide services or create
competition within, or remove opportunities from, the Canadian
labour market.
• Receive any form of remuneration from the Canadian company
R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
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• There must be no intent to enter Canadian labour market
• Business activity must be international in scope, a presumption of
underlying cross-border business activity
• Primary source of remuneration must be outside Canada
• Principal place of employer must be outside Canada
• Accrual of profits of the foreign employer must be outside Canada
R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
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• Business Visitors do not require a permit
• Foreign nationals from non-visa exempt countries will still require a
Temporary Resident Visa (TRV) to enter Canada
R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
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R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
I n t r a - C o m p a ny Tr a n s f e r s
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• Work Permits may be issued to qualified employees of a multi-national
to work for a parent, branch, subsidiary or affiliate
• No Labour Market Impact Assessment is required
R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
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• Transferee must be both:
• Currently employed by the multinational
• Continuously employed by multinational outside Canada in a
similar position for at least one year in the in the three-year
period preceding application
• And employment must fall in to one of three categories:
• Executive, Senior Managerial, Specialized Knowledge
R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
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Applicants in this category must now posses both:
• Knowledge at an advanced level
• Proprietary knowledge of the company’s product, service,
research, equipment, techniques or management
Applicants must be “key” personnel and not simply “highly skilled”
R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
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• Employment must be temporary
• Qualifying relationship between Canadian enterprise and multi-
national enterprise
• Must be otherwise admissible for temporary entry
R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
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R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
N A F TA P r o f e s s i o n a l s
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• For professions identified under treaty
• Work permits up to 3 years, renewable
• Exempt from Labour Market Impact Assessment requirement
• Job is meant to be “temporary” in nature
R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
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• Citizen of the United States or Mexico
• Profession identified in Appendix 1603.D.1
• e.g., Engineers, Technicians, Geologists
• Education must be aligned with professional, and certain designations
may be required
• Pre-arranged employment
• Otherwise admissible for temporary entry
R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
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R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
T h e N e w Te m p o r a r y F o r e i g n Wo r k e r P r o g r a m
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High Wage
At-or-above median wage (as determined by
ESDC)
LMIA required
Fee of $1000
Transition plan required
10 day processing available for some
occupation streams (highest demand, highest
paid or shortest duration)
R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
Low Wage
Below median wage (as determined by
ESDC)
LMIA required
Fee of $1000
Phased in cap on % of TFW at any
worksite
No LMIAs for Food Service,
Accommodation and Retail Sectors in
regions of unemployment at-or-above
6%
LMIA valid for 1 year
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R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
High-wage occupations:
Wage is at-or-above median
wage
Low-wage occupations: Wage
is below median wage
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R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
T h e L a b o u r M a r k e t I m p a c t A s s e s s m e n t
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• Procedural hurdle for the hiring of Temporary Foreign Workers
• Must provide information on:
R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
How many Canadians applied for the job?
How many were interviewed?
Why were they not hired?
• Employers hiring TFWs must also attest that:
They are aware Canadians cannot be laid off
They are aware Canadians cannot have their hours
reduced
• High Wage LMIAs must now include a transition plan
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• For High-Wage TFWs
• Transition plan is in addition to recruiting and advertising requirements in the LMIA that
ensure Canadians and Permanent Residents are hired first
• Employers must have a strategy to train, share skills with and/or transition to a Canadian
workforce through investment in training or hiring apprentices
or
• Commit to assisting the TFW transition to becoming a permanent resident
• Employers will be assessed on the implementation of their plan during audits and renewals
• Employers failing to implement their plan may be denied new LMIAs
R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
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R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
Activities may include:
• Offering increased wages, flex-
hours or other benefits
• Campus recruitment
• Job Fairs
• Recruiting from
underrepresented groups
• Apprenticeship, Co-Ops and
other training
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• Employers are fully liable for all third party recruiter activities,
including representations made to ESDC
• LMIAs in certain provinces may require licenses or registration
• Hiring from Visa Exempt countries may reduce processing times as
these individuals do not require a Temporary Resident Visa to enter
Canada
R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
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R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
L M I A C o m p l i a n c e a n d C o n s e q u e n c e s
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• All employers hiring foreign workers on LMIAs are subject to compliance
reviews
• There are no appeals, and rendered determinations are final
• Review standards is “substantially the same” (STS)
• Terms and conditions of the job should be STS as those laid out in the
LMIA
• ESDC will accept limited justifications for divergence from LMIA
R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
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• 25% of all employers of TFWs will be inspected each year
• Authority to conduct onsite and warrantless inspections
• 6 years starting on the first day of employment
• Interview foreign workers and Canadian employees
• May demand production of any document necessary to demonstrate compliance
• Banks and Payroll companies can be compelled to provide records to verify information
provided by employers
• Tip-line being set up for people to report suspected abuse of program
R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
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• Suspension of current LMIAs and new LMIA processing during investigations
• Revocation of LMIAs if rule-breaking is found
• Published on an ineligible employers list online
• List will include both employers who have been suspended and employers found to
be in violation of rules, and will include the consequences have been imposed
• Fines, and criminal charges (possible jail time), for misrepresentations to ESDC
• Information sharing by ESDC may trigger employment standards, occupational health and
safety, and other investigations
R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
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• Included in Budget Implementation Act (2014)
• Commonly used enforcement tool:
• Ontario Securities Act
• Environmental Protection Act
• “Non-Criminal” fines imposed without the benefit of a proceeding or hearing
• Imposed in cases of non-compliance with program, will involve publication of both the
nature of the non-compliance and the amount of penalty
• Range from $500 - $100,000 per violation
• Insurability is an open question
R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
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R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
A N o t e O n E x p r e s s E n t r y
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• Electronic Immigration Management System launches in January, 2015
• Replaces “first come, first served” process with a pool of applicants who will be ranked
against each other using a comprehensive point system
• 1200 points maximum: 500 for human capital factors/100 for skill transferability/600 for
an LMIA
• Mandatory for all applications for Permanent Residence under Canadian Experience Class,
Federal Skilled Worker, Federal Skilled Trades, and optional for Provincial Nominee Program
• Temporary Workers in Canada under LMIA-exempt streams (NAFTA, Intra-Company
Transferees) will be required to obtain a positive LMIA in order to be selected from the
pool by an employer
• Promises a processing time of 6-months for selected candidates
R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
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R e c r u i t i n g F o r e i g n P r o f e s s i o n a l s
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