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!

1. Day 2 : Global Immigration Conference
O Canada! Impact of the new temporary foreign worker program

2. Canada Immigration
Temporary ForeignWorker Compliance

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. 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. • 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. 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. 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. 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. • 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. Compliance: Requirements Continue to Grow Stricter

11. Compliance: Employer Obligations

12. PANELIST DISCUSSION

13. Thank You