تحياتي وتقديري للجهد المبذول في باب كتالوج الهجره
اردت عمل اضافات لمقاطعات في كندا فوجدت الباب مغلق على الاضافات
ترى كيف يمكنني ان اضع اضافات طالما لا يوجد ابواب او تجارب مفتوحه لهذه المقاطعات
هناك اعلان من حكومه ساسكاتشوان حول تنظيم لقانون مستشاري الهجره
كيف يمكننا عرض مثل هذه الامور المهمه على صفحات المنتدى
هل يمكن فتح باب مثبت يتم وضع مشاركاتنا فيه لتقوم الاداره مشكوره بفحصها وان وجدتها مناسبه تقوم بلصقها في الباب المغلق ويبقى مغلق على الناس!
أرجوا المشوره والنصح ومعذره ان كنت قد ضللت الطريق
SASKATCHEWAN - Foreign Worker Recruitment and Immigration Services Act
Regulated Canadian Immigration Consultant
The Government of Saskatchewan implemented this Act on October 11, 2013 to protect foreign workers and immigrants from exploitation and mistreatment during the recruitment and immigration process.
Recruiters and immigration consultants must be licensed by the Government of Saskatchewan before providing services to employers or potential immigrants/foreign workers.
Employers must be registered by the Government of Saskatchewan before recruiting a foreign worker whether through the Saskatchewan Immigrant Nominee Program (SINP) or a federal government immigration stream.
Employers must pay all costs associated with recruiting. Employers, recruiters and immigration consultants cannot charge foreign workers for these costs.
How to Become Licenced:
Immigration consultants can call (306) 787-0006 or email [email protected] for more information about becoming licensed. You will soon be able to apply online for a licence at www.saskimmigrationcanada.ca.
Consultants who have previously provided services to foreign workers or immigrants coming to Saskatchewan within the last two years have until December 13, 2013, to apply for a licence. All others must apply for a licence in advance of providing services.
Consultants based outside Saskatchewan who bring foreign nationals to the province also need to be licensed.
You must renew your licence in advance of the two-year expiration date. If the information you provide in your application changes, you must promptly notify the Program Integrity Unit, Immigration Branch, Government of Saskatchewan.
Immigration consultants doing business with immigrants and foreign workers coming to Saskatchewan must be members of the Immigration Consultants of Canada Regulatory Council (ICCRC) and comply with its Code of Professional Ethics.
Saskatchewan has adopted the ICCRC Code of Professional Ethics in regulation. This makes breaches of the Code subject to penalties under the Act.
Posting Financial Security:
The new Act will allow compensation to be paid to individuals for violations of the Act or regulations. To help fund this compensation, consultants will be required to post a $20,000 financial security prior to being issued a licence.
Acceptable forms of security include a surety bond or an irrevocable letter of credit from a Canadian financial institution or cash.
Providing Services to an Immigrant:
Before providing services to an employer, consultants must obtain their client’s signature on the Government of Saskatchewan’s new Ethical Conduct Disclosure and Consent form (available at www.saskimmigration.ca). The form identifies the responsibilities of the consultant to their client.
Providing Services to an Employer and a Foreign Worker:
Often consultants take on a dual role, acting as a recruiter to the employer and as an immigration consultant to the foreign worker. In this case, you are required to be licensed as both a recruiter and an immigration consultant. You must disclose to each client that you intend to provide services to both of them and obtain their written permission for this arrangement. Both clients must understand they are not obligated to use your services. In addition, you must have separate contracts with each client.
Consultants must take reasonable measure to ensure foreign workers understand the content of both the Ethical Conduct Disclosure and Consent form and the written contract before signing. This could include allowing the foreign worker time to get the documents translated into his/her first language, translating the contract verbally into the worker’s first language, or referring the worker to a third-party translator.