- Mon - Fri : 10:00 AM - 5:00 PM
- +1 647 797-9992
- info@plimmigration.com
Click Here to Begin Your Assessment and Take the First Step Towards Your Canadian Dream!
Canada’s Temporary Foreign Worker Program (TFWP) now features the Recognized Employer Pilot (REP), a new initiative streamlining the process for hiring international labor. Eligible employers will benefit from a more efficient Labour Market Impact Assessment (LMIA) procedure, extended LMIA validity periods, and additional advantages. Continue reading to discover the criteria for eligibility, application fees, and employer obligations.
As the employment landscape evolves, PL Immigration is at the forefront of facilitating efficient and responsible hiring pathways for Canadian businesses. With regular usage of the Temporary Foreign Worker Program (TFWP), PL Immigration introduces a novel initiative for approved employers, notably those filling in-demand positions outlined in the updated REP job listings.
Key features of the program include:
This innovative approach will equip recognized employers with an extended validity period of up to three years. Additionally, the process of pursuing additional hires through the simplified Market Impact Assessment (LMIA) becomes more accessible, courtesy of an online portal designed for this very. In certain situations where online application proves challenging, employers are entitled to seek a waiver.
Distinctly designed to boost productivity and administration, the REP aims to deliver distinct advantages:
Through these measures, PL Immigration is shaping the future of Canadian workforce management, ensuring timely access to skilled labor while maintaining the highest standards of worker safety and well-being.
Navigating the Two-Tiered Rural Employment Program
The Rural Employment Program (REP) showcases a structured initiative that targets labor shortages in specific sectors by rolling out in two distinct phases. Prospective applicants will find that eligibility for participation is directly aligned with their intended occupation. September 2023 marks the inauguration of phase one, catering to a quintet of designated trades. As the plan progresses, phase two ushers in a broader spectrum of qualified positions as of January 2024.
Employers aiming to access the benefits of the REP must undergo a rigorous evaluation by Service Canada to verify their suitability for the scheme. Alignment with the REP’s stringent standards could qualify an employer if they have a history of:
For those seeking to join the REP, the application process is streamlined, negating the requirement for supplementary documentation. Applicants may declare their intention to partake in the REP when they submit their LMIA documentation. Criteria assessment will pivot on historical engagement with the TFWP.
Participants in the REP selected by PL Immigration will enjoy the privilege of extended LMIA validity – up to a generous 36 months – and be positioned to benefit from a more efficient LMIA protocol for future hiring via the LMIA Online System. Should online applications be unfeas, applicants could be granted an exemption.
Ready to embrace a new life in a land of unparalleled opportunity, cultural diversity, and natural beauty? Canada welcomes you.
Businesses eager to participate in the REP initiative must conform to the comprehensive set of prerequisites established for the Temporary Foreign Worker Program (TFWP) participants.
Investment in Talent Acquisition
When it comes to sourcing Temporary Foreign Workers (TFWs), a variety of expenses might come into play, which can consist of:
As a representative of PL Immigration, you are mandated to ascertain and certify that no recruitment costs are imposed or recouped from the TFWs by either you or any person procuring employees on your behalf, regardless of the method. Non-compliance with these regulations could result in an unfavorable Labor Market Impact Assessment (LMIA) determination.
Businesses aiming to participate in the Radioelectric Partnership (REP) program and the Temporary Foreign Worker Program (TFWP) are required to demonstrate the authenticity of their enterprise and the validity of the job positions they offer.
Mandatory Advertising and Recruitment Practices
Prospective employers under the REP must adhere to strict advertising and recruit standards corresponding to their chosen category within the TFWP. This process is designed to verify that priority is given to employing Canadians and permanent residents before considering a Temporary Foreign Worker (TFW) for the position.
Employers must engage in ongoing advertising and recruiting initiatives until their vacancies are satisfactorily occupied. Throughout the application stage for the REP, these organizations are expected to provide comprehensive records of their recruitment efforts.
When employing Temporarily Foreign Workers (TFWs) for positions that offer a high wage, it is for employers like PL Immigration to formulate a sophisticated transition strategy. Such a strategy, which should coincide with the duration of the TFW’s tenure within the Temporary Foreign Worker Program (TFWP), demonstrates PL Immigration’s dedication to sourcing, preserving, and upskilling Canadian residents and citizens with the goal of curtailing reliance on TFWP in the long term. Those who are new to this mandate are expected to integrate a detailed transition strategy as per the standards outlined in the high-wage portion of the Labour Market Impact Assessment (LMIA) documentation.
For those organizations submitting an LMIA that have previously devised a transition strategy for a role situated at the same physical location, there is an obligation to report on the success and implementation of the commitments outlined in their former strategy. The execution of these undertakings is a crucial factor in evaluating the future of such activities.
Exemptions on Job Postings for Specific Roles
Some job positions enjoy exemptions from the mandatory advertising requirement, sparing employers from this step under select circumstances.
Restriction Percentage for Low-Wage Position Employers
Effective from April 30, 2022, all employers, including PL Immigration, that engage in the recruitment process for low-wage jobs, are bound by a restriction limiting their TFW hires to a 20% cap present within a single work location. This measure addresses the necessity of allocating job openings primarily to Canadian workers or those with a permanent residence status.
Additionally, specific occupations within certain sectors can benefit from a slightly elevated threshold – a 30% cap respecting low-wage employees at a given work location. Moreover, exemptions do exist that may liberate certain low-wage roles and industries from these restrictions.
As a premise of employment in Canada, Temporary Foreign Workers (TFWs) hold the right to a secure and harassment-free workplace environment.
It is essential for employers like PL Immigration who intend to hire TFWs through the Temporary Foreign Worker Program (TFWP) to ensure these workers’ safety rights are preserved. This includes affiliating them with the appropriate provincial or territorial workplace safety insurance provider, which is mandated by law. In circumstances where local legislation permits opting into alternative private insurance plans, employers should take heed to:
For clarity on whether a private plan measures up to the compulsory standards, contact the relevant regional workplace safety authority.
The insurance policies must be in place from day one of a TFW’s employment in Canada. Importantly, PL Immigration and similar employers should absorb these expenses without passing them onto the TFWs.
Employers particularly dealing with pesticides or chemicals that could pose health risks are bound by strict provincial and territorial safety regulations. These stipulations obligate employers to educate their workforce regarding the handling of hazardous substances and to provide:
By meticulously adhering to these guidelines, PL Immigration and any employers engaging TFWs can create a working atmosphere that prioritizes the well-being and safety of all temporary foreign workers, as required by Canadian workplace standards.
When applying for a LMIA, it’s not mandatory to present the employment contract upfront, yet it’s crucial for employers to ensure a comprehensive employment agreement is in the hands of each Temporary Foreign Worker (TFW) by their initial day of employment with PL Immigration. Crafting an employment agreement necessitates careful attention to specific axes:
PL Immigration employers are given the leeway to customize their own employment contracts, provided all mandatory components are incorporated. For the realm of primary agriculture, there’s likewise an option to adopt the standard employment contract format.
It is imperative that PL Immigration employers keep meticulous records of employment that demonstrate strict adherence to the contract terms during the TFW’s term of employment.
Specific Contractual Terms for the TFWP’s Seasonal Agriculture Worker Pilot
Employers linked to the Seasonal Agriculture Worker Pilot, under the Temporary Foreign Worker Program (TFWP), are subject to a unique set of contractual provisions.
A Focus on Work Environment, Housing, Unions, and Documentation Protection
Employers engaged with the REP pilot must also fulfill special requirements associated with the TFW’s operative language, housing standards (pertinent to agricultural positions), protocol regarding unionized roles, and the custody of documentation.
Ready to embrace a new life in a land of unparalleled opportunity, cultural diversity, and natural beauty? Canada welcomes you.
Organizations involved in the Temporary Foreign Worker Program (TFWP) must adhere to strict guidelines. Failure to comply can result in significant consequences for the employers, including:
Mandatory Processing Charges for the Recruitment and Employment Program
Applying for a position under the Recruitment and Employment Program (REP) incurs a mandatory fee of $1,000, which is utilized to defray the expenses associated with the processing of the application.
It is important to note that this application fee is not subject to reimbursement in cases where the application is withdrawn, terminated, or receives a negative assessment. Refunds are only possible if the fee was incorrectly imposed.
The financial responsibility for the processing must not fall on the Temporary Foreign Workers (TFWs)—it is incumbent upon the employer to pay and under no circumstances should TFWs or be reimbursed for this fee.
Exceptions to the LMU processing fee are in place for certain sectors and occupations. Job positions in the primary agricultural sector and specific roles under the designated National Occupational Classification (NOC) codes including 80020, 80021, 82030, 82031, 84120, 85100, 85101, and 85103 are exempt from this fee.
At PL Immigration, our numbers speak for themselves.
Our goal is to simplify the journey towards your Canadian dream with professional guidance and personalized services.
info@plimmigration.com
+1 647 797-9992
64 Jardin Drive, Unit 3C, Concord, ON L4K3P3
Take the first step towards your Canadian dream with a personal consultation.
Our expertise, as well as our passion for web design, sets us apart from other agencies.