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INSZoom Immigration Conference 2017 – O Canada! Impact of the new temporary foreign worker program

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The temporary foreign worker program in Canada went through some changes. What does this mean for temporary workers in Canada? The new changes make obtaining a permanent residency easy or difficult? Find out everything in this session!

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INSZoom Immigration Conference 2017 – O Canada! Impact of the new temporary foreign worker program

  1. 1. Day 2 : Global Immigration Conference O Canada! Impact of the new temporary foreign worker program
  2. 2. Canada Immigration Temporary ForeignWorker Compliance
  3. 3. • Lobbied for by high-tech companies • Announced June 12, 2017 by Immigration, Refugees, Citizenship Canada (IRCC) and went into effect immediately • Goal: To provide a fast- track process for Canadian employers to recruit highly skilled foreign talent. • The strategy focuses on a two-week processing standard for certain LMIA- exempt WP applications and 2 brand new work permit exemptions NEW CANADIAN GLOBAL SKILLS STRATEGY FIGHT FOR TECH TALENT: CANADA
  4. 4. TWO WEEK WP PROCESSING STANDARD PURPOSE  Provide two week work permit processing to high-skilled* workers under the International Mobility program ELIGIBILITY CRITERIA  E-application submitted on June 12, 2017 or later;  Application submitted outside of Canada;  Foreign national has an employer-specific job offer in a NOC 0 or A position; or,  Is applying from outside of Canada and has been identified within ESDC’s Global Talent Stream. EXPECTED OUTCOMES  Improved speed and responsiveness;  Greater predictability for both employer and prospective recruits;  Canadian employers gain an edge in recruitment;  Canadian workers benefit from knowledge transfer and new economic opportunities. FIGHT FOR TECH TALENT: CANADA
  5. 5. • The Global Talent Stream, a two year pilot project, creates two new categories of work permits for highly skilled foreign nationals and provides a simplified Labour Market Impact Assessment (LMIA) process. • Through the GTS, the government claims that eligible applications will be processed within 10 business days. • To be eligible, a company must fall within one of the following two categories: Category A and B. GLOBAL TALENT STREAM (GTS) FIGHT FOR TECH TALENT: CANADA
  6. 6. To qualify, employer must be referred to the GTS by one of ESDC’s 14 designated partners AND plan to hire unique and specialized talent. Advanced Knowledge Advanced Degree of Specialization At least 5 years of experience Annual Minimum Salary of $80,000 GLOBAL TALENT STREAM – CATEGORY A FIGHT FOR TECH TALENT: CANADA
  7. 7. Category A – List of ESDC Designated Partners as of June 12, 2017 * *Several partners have been identified for potential inclusion following the June 12, 2017 launch. Federal (including Crown corporations) Regional Development Agencies Provincial/ Territorial Private Sector National Research Council - Industrial Research Assistance Program (NRC-IRAP) Federal Economic Development Agency for Southern Ontario (FedDev) Ontario Ministry of Citizenship and Immigration Communitech Innovation, Science and Economic Development (ISED) – Accelerated Growth Service (AGS) Atlantic Canada Opportunities Agency (ACOA) Ontario Ministry of Economic Development and Growth Council of Canadian Innovators (CCI) Business Development Bank of Canada (BDC) BC Tech Global Affairs Canada (GAC) – Trade Commissioner Service MaRS Discovery District VENN Innovation ICT Manitoba (ICTAM) FIGHT FOR TECH TALENT: CANADA
  8. 8. Global Talent Stream – Category B Firms in Canada that need to hire highly-skilled foreign workers for occupations found on ESDC’s Global Talent Occupations List which have been determined to be in-demand and for which there is an insufficient domestic labour supply. The following ten high-skilled occupations in NOC skills levels O, A and B in the ICT field were identified: GLOBAL TALENT OCCUPATIONS LIST National Occupations Classification (NOC) code Occupation Minimum wage requirement (annual salary) Minimum wage requirement (hourly rate) 0213 Computer and information systems managers Prevailing wage (PV) 2147 Computer engineers (except software engineers and designers) PV 2171 Information systems analysts and consultants PV 2172 Database analysts and data administrators PV 2173 Software engineers and designers PV 2174 Computer programmers and interactive media developers PV 2175 Web designers and developers PV 2241 Electrical and electronics engineering technologists and technicians $81,000 or higher PV $38.94 or higher PV 2283 Information systems testing technicians $78,000 or higher PV $37.50 or higher PV Sub-set of 5241** Digital Media Designers **position requires a minimum of five years of industry experience, and skills requirements including: 3D modeling, virtual and augmented reality; animation, level editing, editor and pipeline software and tools in applicable industry; other specialized knowledge of software framework in applicable industry (for example, Unreal 3.0); and/or, Experience in planning and managing a project. $80,000 or higher PV $38.46 or higher PV FIGHT FOR TECH TALENT: CANADA
  9. 9. • The LMBP will enable employers to demonstrate their commitment to creating lasting positive benefits for the Canadian labor market. • Highlights of the LMBP development process include:  Employer-focused and not position or occupation specific: Employers will complete a full LMBP as part of their LMIA the first time they enter the GT Stream;  Measurable benefits developed with support from ESDC’s Global Talent LMBP Review Unit: Dedicated resources at ESDC assist employers to identify appropriate benefits and activities for their LMBPs during the application process. Employers will need to set targets and timelines for achieving their chosen LMBP benefits and activities. The selected activities could take more than two years to complete but some results will need to be demonstrated by employers during the 24-month period of the Pilot;  Monitored at regular intervals: ESDC’s Global Talent LMBP Review Unit will conduct an employer check-in at 6 month intervals, or as needed, after the LMIA is issued and seek aggregate data on employees, including by gender. In addition, periodic monitoring measures may be developed – to be applied across all employers at a particular time (e.g. year 1.5 of the Pilot); and,  A no “one-size fits all” approach: The LMBP will consider factors such as company size, revenue, sector, growth-stage and the number of foreign nationals per employer, including for global talent workers. LABOR MARKET BENEFITS PLAN (LMBP) DEFINED FIGHT FOR TECH TALENT: CANADA
  10. 10. Compliance: Requirements Continue to Grow Stricter
  11. 11. Compliance: Employer Obligations
  12. 12. PANELIST DISCUSSION
  13. 13. Thank You

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