Parents and grandparents of Canadian citizens and permanent residents can apply for two types of Temporary Resident Visas to visit their relatives in Canada. The first is a standard, multiple-entry visa. The second is what is known as a Super Visa.
A normal Temporary Resident Visa generally is a multiple entry-visa valid for the duration of an applicant’s passport, or 10 years, whichever is shorter. Unless the Canada Border Services Agency authorizes indicates, it allows applicants to stay in Canada for up to six months without having to apply to extend their temporary resident status.
A Super Visa is also valid for up to 10 years, or the duration of the applicant’s passport, whichever is shorter. It allows parents and grandparents to stay in Canada for up to two years without having to renew their status. Parents and grandparents who are from visa-exempt countries can also apply for Super Visas in order to receive Letters of Introduction that will allow them to stay in Canada for up to two years without having to renew their status.
A parents or grandparent is eligible for a Super Visa if the parent or grandparent has:
- provided proof of the parent or grandparent relationship to the Canadian citizen or permanent resident;
- undergone a medical examination and is admissible to Canada on health grounds;
- provided satisfactory evidence of private medical insurance from a Canadian insurance company, valid for a minimum period of one year from the date of entry which:
- covers the applicant for health care, hospitalization and repatriation;
- provides a minimum of $100,000 coverage; and
- is valid for each entry to Canada and available for review by the examining officer upon request; and
- provided a written and signed promise of financial support, e.g. a letter of invitation, from the host child or grandchild for the entire duration the parent or grandparent intends to stay in Canada. The letter must be accompanied by evidence of their means of providing such support.
The Super Visa is meant to be a facilitate program, and if an applicant meets the Super Visa eligibility criteria, and is not otherwise inadmissible to Canada, Citizenship and Immigration Canada will normally issue the visa.
Continue reading “The Super Visa”
On October 30, 2014, the Supreme Court of Canada (the “SCC“) rendered its decision in Febles v. Canada (Citizenship and Immigration Canada), 2014 SCC 68 (“Febles“). This was the first time to my knowledge that the SCC has addressed Canada’s interpretation of Article 1F(b) of the Convention Relating to the Status of Refugees, Can. T.S. 1969 No. 6 (the “1951 Refugee Convention“), incorporated into s. 98 of the Immigration and Refugee Protection Act (“IRPA“) (other than in obiter).
Febles provides an opportune time to both summarize the principles articulated in it, as well as other significant Federal Court and Federal Court of Appeal (the “FCA“) cases involving Article 1F(b) of the 1951 Refugee Protection.
Continue reading “Canada’s Interpretation of Article 1F(b) of the 1951 Refugee Convention”
The Government of Canada has published a list of the first Designated Countries of Origin (“DCO“).
The initial list of DCOs covers 27 countries, 25 of which are in the European Union (edit: see below for a list of additional countries that have been added):
- Czech Republic
- Slovak Republic
- United Kingdom
- United States of America
In September, 2010, I predicted ten countries that I thought would likely be designated. Nine of them are on the above list, I assume Hong Kong will be added in the near future.
Continue reading “Canada Lists Designated Countries of Origin (Updated October 24, 2014)”
On June 23, 2014, we wrote about how on June 20, 2014, Citizenship and Immigration Canada (“CIC”) and the Ministry of Economic and Social Development Canada (“ESDC”) announced significant reforms to the Temporary Foreign Worker Program (“TFWP”). One of the changes was:
Introduction of Transition Plans for High-Wage Positions
Employers seeking to hire High-Wage TFWs will now be required to submit Transition Plans to demonstrate how they will increase efforts to hire Canadians, including through higher wages, investments in training and more active recruitment efforts from within Canada. An employer will have to provide a Transition Plan for each position that it is seeking a LMIA for. The requirement that employers provide a Transition Plan has taken effect immediately.
Employers may be exempt from the Transition Plan requirement if they are hiring TFWs for positions which:
- require unique skills (ESDC has stated that two examples include nuclear physicist and senior executives such as Chief Executive Officer);
- have a limited duration of between:
- 1 and 120 days (ESDC has stated that two examples include emergency or warranty work repair technicians / mechanics); or
- more than 120 days to a maximum of 2 year (ESDC has stated that two examples include project-based business consultant, specialized construction engineer).
As part of the Transition Plan, employers are required to conduct the all of the following:
- General Requirements – Employers must conduct at least 3 distinct activities that are designed to recruit, retain, and train Canadian citizens and permanent residents;
- Underrepresented Groups requirement – Employers must conduct at least 1 distinct activity to work with an organization serving underrepresented groups (Aboriginal peoples, youth, immigrants and persons with disabilities) to identify potential candidates for recruitment or training. This activity is additional to that conducted for the minimum recruitment and advertisement requirement. If the underrepresented group is the same, the activities must be different. If the activities are for the same group, they must be substantially different.
- Permanent Resident Requirement – Employers must conduct at least 1 distinct activity that supports a TFW’s permanent transition to Canada. This activity could include assisting with language training.
Employers will be required to report on the results of the commitments they have made in their Transition Plan if they are selected for an inspection, or choose to re-apply for a subsequent LMIA for the same occupation and work location.
In today’s post, I wish to elaborate on the above.
Continue reading “Service Canada Transition Plans”
On June 23, we wrote about how on June 20, 2014, Citizenship and Immigration Canada (“CIC”) and the Ministry of Economic and Social Development Canada (“ESDC”) announced significant reforms to the Temporary Foreign Worker Program (“TFWP”). One of the changes was:
Refusing Low-Skilled Applications in Areas of High Unemployment in Some Occupations
ESDC will refuse to process certain LMIA applications in the Accommodation, Food Services and Retail Trade sectors. Specifically, ESDC will not process LMIA applications for employers if they meet all of the following criteria:
- the employer is applying for an LMIA in a Statistics Canada economic region with an annual unemployment rate over 6%;
- the employer is seeking an LMIA in a specific occupation identified under North American Industry Classification System as Accommodations & Food Service or Retail Sales; and
- the employer is seeking an LMIA in an occupation in one of the following occupations:
- Food Counter Attendants, Kitchen Helpers and Related Occupations ;
- Light Duty Cleaners ;
- Grocery Clerks and Store Shelf Stockers;
- Construction Trades Helpers and Labourers;
- Landscaping and Grounds Maintenance Labourers;
- Other Attendants in Accommodation and Travel;
- Janitors, Caretakers and Building Superintendents;
- Specialized Cleaners; and
- Security Guards and Related Occupations.
In today’s post, I wish to elaborate on the above.
Continue reading “Service Canada “Refusal to Process” in Certain Economic Regions”
Much of Canada’s immigration system is based on Human Resources and Skills Development Canada (“Service Canada’s“) National Occupational Classification (“NOC“) system. Economic class applicants generally need to understand the NOC system because the success of their applications will depend on them demonstrating that they have qualifying experience or pre-arranged employment in certain NOCs. Employers submitting Labour Market Impact Assessment applications to the Ministry of Economic and Social Development Canada (“ESDC“) need to know which NOCs their vacant positions fall under because this will determine the respective prevailing wage and recruitment requirements. Indeed, it is arguable that international graduates should pay attention to the NOC of their first jobs out of post-secondary school because only experience in certain NOCs will count towards immigration.
Continue reading “The National Occupational Classification System”
On September 26, 2014, Canada and the European Uniona agreed to adopt the The Canada-European Union: Comprehensive Economic and Trade Agreement (“CETA“), with the goal being that the agreement will take effect in 2016.
Chapter 12 of CETA provides for the facilitation of the temporary entry of business persons. The CETA Techinical Summary of the Final Negotiated Outcomes notes that the European Union’s commitments are the most ambitious that the region has ever negotiated in a free trade agreement. For Canada, the CETA’s temporary contain similar ideas to those contained in the North American Free Trade Agreement (“NAFTA“), although there are very significant differences.
CETA is significant from a Canadian immigration perspective because prospective foreign workers who are eligible for work permits under CETA do not require Labour Market Impact Assessments (“LMIAs”).
Any Canadian businesses seeking to hire United States or Mexican nationals will typically begin by determining whether their prospective employees are eligible for work permits under NAFTA. When CETA takes affect, the same will be true for Canadian employers hiring citizens from the European Union.
Continue reading “The Canada-European Union: Comprehensive Economic and Trade Agreement”
[Update – October 2, 2014 – Please note that CIC has terminated the LMIA exemption for Francophones]
On June 1, 2012, Citizenship and Immigration Canada (“CIC“) released Operational Bulletin 429 (“OB 429“). OB 429 provides that francophones destined to a province other than Quebec who will be working in a high skilled occupation can receive two year significant benefit work permits. The benefit of a significant benefit work permit is that no Labour Market Opinion (as of June 20, 2014, referred to as a Labour Market Impact Assessment (“LMIA“)) is required.
To qualify for the LMIA exemption, applicants must:
- apply at a visa office outside Canada;
- have been recruited through Destination Canada or other events coordinated with the federal government and francophone minority communities;
- be going to work in an occupation which falls under National Occupation Classification 0, A or B;
- have French as his/her habitual language; and
- be destined to a province other than Quebec.
Importantly, the job itself does not have to require French.
Continue reading “LMO Exemption for Francophones (Discontinued September 30, 2014)”