current employment situation Канада
International Mobility Program: Unique work situations
This section contains policy, procedures and guidance used by Immigration, Refugees and Citizenship Canada staff. It is posted on the Department’s website as a courtesy to stakeholders.
To determine whether a temporary resident requires a work permit or a Labour Market Impact Assessment (LMIA), the officer should first determine whether the activity the person seeks to engage in constitutes “work” as defined by the Immigration and Refugee Protection Regulations (IRPR). For a better understanding of the term “work”, refer to What is work.
Canada Arranged Employment Opinion
What is Arranged Employment (AE)?
The purpose of an Arranged Employment (AE), is to have the Canadian government verify a job offer for the purpose of qualifying for the Federal Skilled Worker Program (FSWP) or the Federal Skilled Trades Program (FSTP), or circumventing its cap.
Canadian Immigration undertakes an evaluation of the permanent job offer to ensure that it is genuine and meets Canadian labor market standards under the National Occupational Classification. Most cases require for the employer to apply for a Labour Market Opinion (LMO) from Employment and Social Development Canada (ESDC). If an employer wants to hire someone who is already in Canada, then an additional LMO is not usually required.
Once a candidate qualifies for an arranged employment opinion, Canadian immigration is assured that the individual will arrive in Canada ready to work and contribute to, rather than detract from Canadian social services.
Process of Arranged Employment:
A valid job offer is made through a letter from the employer, stating that upon being granted with permanent resident status, the applicant will be employed on a full-time, non-seasonal basis.
- In the FSWP, the offer must be for a permanent postion with a single employer. The offer must be for a position that is classified as Skill Type 0, A or B in the NOC classifications.
- In the FSTP, the offer can be constructed by two employers, so long as it is for at least 1 year of constant full-time employment in a qualified skilled trade. The offer must be for a job classified as Skill Level B in the NOC classifications.
In the case of recruiting an applicant who does not have a work permit or is not certified to work in Canada:
- Employers must first submit an LMO application to Employment and Social Development Canada (ESDC). ESDC then reviews the application and, if qualified, the employer is given a neutral or positive LMO document. The employer would then provide this, along with a job offer (letter), to the foreign worker included in their immigration application. For more information on the LMO application process, please contact ESDC.
In the case of recruiting an applicant already working in Canada:
- Existing or acceptable LMO exclusions: Most temporary foreign worker who are already working in Canada under their employer listed on their work permit, can submit their Federal Skilled Workers application directly to Citienship and Immigration Canada (CIC). Should this case apply, there is no need for a new LMO; simply for the inclusion of the official job offer with their application. Someone who is working in Canada on a work permit that LMO-exempt under an international or federal-provincial agreement can also apply directly to CIC.
A new LMO is required if: an employer offers a job to a temporary foreing worker which is not listed on their current work permit (who did not obtain an LMO to be hired), OR if the worker is on LMO-exempt work permit which is not under an international or federal-provincial agreement. In those cases, a new LMO is required to hold up the application to CIC.
Who needs Arranged Employment?
If you are applying for Canadian permanent residence through the Federal Skilled Worker program and the following criteria apply you to, you require arranged employment:
- Are outside of Canada and have received a full-time permanent job offer contingent upon obtaining Canadian permanent residence; OR
- Are working in Canada on a work permit that it set to expire before your application for Canadian permanent residence has been approved and you are concerned you will not be able to obtain an extension of your current work permit; OR
- Are working in Canada on a work permit but have been offered a full-time permanent job offer in a position or company different from the one you currently hold/indicated on your work permit.
NOTE: An arranged employment is not authorization to work in Canada. If you are in one of the situations listed above and are interested in working in Canada, you still require a work permit. Click here for more information on obtaining a Canadian work permit.
What factors does Canadian immigration consider when assessing an arranged employment application?
- Occupation: Is the position being offered to the foreign worker at a skilled or managerial level and is it in demand?
- Wages and working conditions: Are the salary and conditions of work offered consistent with Canadian and regional labor market standards?
- Authenticity of the job offer & the employer’s record: Employment and Social Development Canada (ESDC) or Service Canada will verify that the Canadian employer has had workers on the payroll for at least one year, has the financial capacity to hire the employee in question and that the employer has no ESDC violations on their record. ESDC also reserves the right to contact the employer to verify that the offer is genuine.
- Full-time & permanent employment: Arranged Employment can only be issued for full-time permanent positions that are not seasonal in nature. For these purposes, full-time is considered to be 30 hours per week.
Job offers which are supported by the LMO varifies aspects including:
- that the employer has tried to hire a Canadian or permanent resident prior to this application.
- the genuineness of the job offer;
- that the type of worker at hand is in demand for in the Canadian labour market.
If the LMO is positive, the employer receives the advantage of being used as a support for the foreign national’s application for a permanent resident visa and/or temporary work permit. This would allow for:
- Employers to get their immediate labour needs met by making a job offer to a foreign national if there are no Canadian citizens available to fill the job position; and
- Foreign nationals to take up immediate temporary employment in Canada while their application sent to CIC is being evaluation. They can use the same LMO from ESDC to support their work permit and permanent residence applications if they stay with the same employer.
For more information about Arranged Employment and to learn how FWCanada can help you immigrate to Canada, fill out our assessment form.
FWCanada is a Montreal-based immigration law firm that provides professional legal services on Canadian immigration. For more tips and updates on Canadian immigration follow FWCanada on Facebook, Twitter, and Linkedin.
Отказ в канадской визе
Я получил отказ в учебной канадской визе. Причины указали, насколько я понимаю,стандартные – у меня нет поводов возвращаться в Россию после обучения и имею иммиграционные цели. Это прямо цитата из письма. Ниже стоят галочки уже более конкретного обоснования. Фото письма привожу ниже.
Отказ в канадской визе
Если простым языком, то они считают, что мне нет смысла ехать в Канаду получать это образование. Я все проанализировал, поговорил с парой агентств и вот что выяснилось: на программы graduate certificate и diploma в Канаду можно ехать только людям, кто недавно окончил университеты и еще не успел нигде поработать. Должны сойтись звезды, чтобы человеку с 2-3 годами поле университета дали учебную визу под эти программы. Шансы есть, но необходимо предоставить какие-то супер причины посольству. Какие именно, я не знаю. И даже если посмотреть статистику одобренных учебных виз в Канаду, то она совсем не радует: больше половины людей получают отказы. Какой выход? Выбирать более дорогой вариант и поступать в магистратуру. Я думаю, что Канада закрыла лазейку с сертификатами и дипломами. Это самые дешевые и быстрые программы – слишком много людей стало этим пользоваться и иммигрировать через них.
Отказ пришел неделю назад- 22 декабря. Но письмо об отказе датировано 14 декабря. Получается, что процесс рассмотрения моей визы выглядел так : 18 октября подача-> 24 октября приглашение на медицину-> 1 ноября прохождение медицины -> 7 ноября пришло предупреждение о моем “мошенничестве” и 30 дней на новые документы -> 7 декабря началось повторное рассмотрение -> через неделю 14 декабря решение. Большой плюс, что мне все-таки отменили мошенничество и прислали просто отказ, без запрета на въезд на 5 лет. И еще, все-таки пришлось самим идти в посольство и спрашивать про визу, так как у них “повисла база”. Мой конверт лежал уже неделю у них. Это доказывает, что если есть какие-то задержки, то надо к ним ходить или звонить! Возврат денег я уже запросил в колледже Seneca, куда поступил. Пришел автоматический ответ, что они уже на праздниках и ответят в январе. Надеюсь, что хотя бы с этим не возникнет проблем.
Что теперь делать я не знаю. В Зеландии уже праздники, никто не отвечает. После 9-го января только и выйдут и можно будет делать зачисление. Но если честно, я еще пока думаю насчет этой страны… стоит ли туда ехать. Тут появился призрачный план на США, а ведь это как раз та страна, куда я и хочу в итоге попасть. Проблема в том, что я до конца не изучил все варианты с Америкой и думал, что мне сейчас туда никак не уехать. Но мне посоветовали рассмотреть вариант с поступлением в магистратуру в США. Главные минусы- это деньги(которых мне туда может не хватить ), время (придется зависнуть еще в России на 6 месяцев) и виза (всякое бывает). Еще придется сдавать новый экзамен GRE для магистратуры, а он не прост.
Если уехать сразу в США, то я убью всех зайцев сразу, я окажусь в конечно пункте. Если уехать в Новую Зеландию – то придется опять потом пытаться перебраться оттуда, поскольку жить я там не собираюсь. А это будет значить, что придется опять начинать все с начала и заводить знакомства и связи в новом месте. В общем, за новогодние праздники я должен принять решение. По этому поводу открываю голосование в контакте в группе, хочу послушать чужое мнение.
Всех с наступающим!
Больше интересного в telegram-канале: za-bugrom-com
Block 16: The Reason for Issuing this Record of Employment (ROE)
The authorities have assigned codes to the most common reasons for issuing a Record of Employment (ROE). In Block 16, employers would need to enter the code that best corresponds to the reason for which they are issuing the Record of Employment (ROE). Details about what each code signifies and when employers would need to consider using it follows.
The authorities need to know why the employee is no longer working – this is regardless of whether the employee is casual or part-time
For this reason, employers will need to enter a code in Block 16, regardless of whether an employee is working on a casual, full-time or part-time basis
Situations could arise where employers need to issue the Record of Employment (ROE) for two or more reasons
In this scenario, employers would need to enter the code that applies first in Block 16
Employers would need to be mindful of the fact that it is a serious offence to misrepresent the reason for issuing the Record of Employment (ROE)
Employers could be subject to fines or prosecution in case they enter a false or misleading reason for issuing the Record of Employment (ROE)
Over the last few years, the authorities have automated the manner in which the officers process Records of Employment (ROEs)
As such, when employers enter a comment in Block 18 in this technological environment, the system removes the Record of Employment (ROE) from the automated processing system and a Service Canada agent has to review it manually
This review will result in slowing the process down, with the agent occasionally needing to call the employer for various clarifications
For this reason, employers should now only enter comments in Block 18 in exceptional circumstances
It is worth highlighting that employers should not include comments that only confirm information that they have already entered on the form
Employers would need to use the following codes in this block.
Code A – Shortage of Work (Layoff)
This is the most commonly used code
Employers would need to use this code when they lay off employees as a shortage of work only occurs when an employer has to lay off staff
For instance, if employers are issuing the Record of Employment (ROE) because a contract is ending, a season is ending or because they are shutting down operations temporarily, they would need to use Code A
Examples of situations where employers would need to use Code A include:
End of contract or season
End of casual or part-time work
End of school year
Temporary shutdown of operations
Permanent shutdown of operations
Position eliminated or redundant
Company restructuring or,
Employer bankruptcy or receivership
Code B – Strike or Lockout
Employers would need to use this code in situations when an employee is on strike or has been locked out of the workplace
Code C – Return to School
Service Canada is planning to phase out the use of this code
As such, employers should consider using one of the following codes instead of Code C:
If the employee is leaving to return to school, employers would need to use Code E – Quit
Employers would need to ensure that they enter ‘Return to School’ in Block 18 if they are using a paper Record of Employment (ROE)
In case employers are using Record of Employment (ROE) Web online, they would need to select the “Return to School” option from the dropdown menu
If the employee is leaving to participate in a government-approved apprenticeship training program, they would need to use Code J – Apprentice Training
In some cases, employers might hire students on either a summer term, co-op term or on any other basis where the term is fixed
In this scenario, the employer would need to use Code A – Shortage of Work once the employees fulfill their terms
Code D – Illness or Injury
Employers would need to use Code D when the employee is leaving work temporarily on account of an illness or an injury
Employers would need to use this code when the employee initiates the separation from employment
For instance, an employee might quit:
To take another job
To accompany a spouse who needs to move for work-related reasons to another location
To return to school
To retire voluntarily or,
For health reasons
Employers using a paper Record of Employment (ROE) would need to include a comment in Block 18, Comments
These comments could comprise:
Take another job
Return to school
Voluntary retirement or,
Employers using the Record of Employment (ROE) Web online, would need to select the appropriate option from the dropdown menu
Employers would need to use Code G – Retirement in case the employee is leaving the workplace because of mandatory retirement
Code F – Maternity
Employers would need to use Code F only when a birth mother is leaving the workplace for taking maternity leave
It is worth mentioning that this code does not apply to birth fathers or adoptive parents
Situations could arise where the birth mother is experiencing an interruption of earnings initially because of an illness and thereafter, on account of maternity leave
In this scenario, the employer would need to use Code D – Illness or Injury as the authorities require employers to use the code that applies first in case more than one code applies to the situation
In addition, the employers would not need to amend the Record of Employment (ROE) once the employee commences her maternity leave in this case
If the employee is a birth father or an adoptive parent, employers would need to consider using Code P – Parent
Code G – Retirement (mandatory / approved under the Work Force Reduction program)
Employers would need to use Code G when the employee is leaving the workplace because of mandatory retirement or through a Work Force Reduction approved by Service Canada
Employers would need to enter ‘Approved workforce reduction’ in Block 18 if they are using a paper Record of Employment (ROE) and the employee is retiring under an approved Work Force Reduction
Employers using the Record of Employment (ROE) Web online, would need to select the option ‘Approved workforce reduction’ from the dropdown menu
Employers would need to go through the Work Force Reduction Program for more details
Employers would need to consider using Code E – Quit if the employee is retiring voluntarily
Code H – Work Sharing
Employers would need to use this code when the employee is participating in the Service Canada Work Sharing Program
Code J – Apprentice Training
Employers would need to use this code if the employee is leaving the workplace temporarily for participating in a government-approved apprenticeship training program
Code M – Dismissal
Employers would need to use Code M when they initiate the separation from employment for any reason other than layoff or mandatory retirement – the employee is leaving the workplace because the employer has dismissed the employee
Employers would also need to use this code when they terminate the employment within a probationary period because the employee was not well suited for the position i.e. the employee was not able to perform the duties the position involved satisfactorily
Employers would need to enter ‘Terminated within Probationary Period’ in Block 18, Comments if they are using a paper Record of Employment (ROE) and the employment was terminated within the probationary period
Employers using the Record of Employment (ROE) Web online, would need to select the option ‘Terminated within probationary period’ from the dropdown menu
Code N – Leave of Absence
Employers would need to use Code N when the employee is leaving the workplace temporarily to take a leave of absence
This code would apply in situations where the employee is taking any period of unpaid leave
It is worth highlighting that a leave of absence does not include:
Illness or injury (Code D – Illness or Injury)
Maternity leave (Code F – Maternity)
Parental leave (Code P – Parental)
Compassionate care leave (Code Z – Compassionate Care or Parents of Critically Ill Children) or,
Leave for parents to care for a critically ill child (Code Z – Compassionate Care or Parents of Critically Ill Children)
Code P – Parental
Employers would need to use Code P if the employee is leaving the workplace temporarily to take parental or adoption leave
If the employee is a birth mother, employers would need to use Code F – Maternity
Code Z – Compassionate Care / Parents of Critically Ill Children
Employers would need to use Code Z if the employee is leaving the workplace temporarily to claim compassionate care benefits or benefits for parents of critically ill children
The vast majority of reasons for which employers need to issue a Record of Employment (ROE) have been specified above
In case none of the reasons given above apply to the current situation, employers would need to use Code K
It is worth mentioning that employers should only use this code in exceptional circumstances such as:
Change in payroll / ownership or company name
Change in pay period type
Death of an employee or,
Service Canada has requested the Record of Employment (ROE)
In these situations, employers would need to use Code K and provide the appropriate explanation in Block 18, Comments
In Block 16, employers would need to enter the full name and the telephone number of the person in their organisation who is readily available for providing more information or clarification about the reasons for issuing the Record of Employment (ROE). This would be useful in case Service Canada needs it.
A Complete Guide to Finding Housing & Employment in Canada
One of the biggest questions we receive is “do we arrange employment and/or housing in Canada for our clients?” The short answer to this question is: no we do not and here is why:
Why We Don’t Provide Housing or Employment
Securing suitable housing and employment in Canada might seem like a daunting task for someone living abroad with little experience in Canada. But the reality is there are numerous resources and services at the disposal of newcomers that provide free housing and employment assistance when you first arrive in Canada. We feel that charging a fee to our clients for this type of service would be unnecessary and costly to our clients.
That being said, I don’t want you to think you are alone in this. Canada has some of the best newcomer services in the world, many of which are free to access. As your legal representative on your immigration application, we will be happy to help you take full advantage of these services when you are ready to make the move to Canada.
What We Do
We are a full-service Canadian Immigration law firm. We are not a job placement agency, although we do offer personalized employment advising to help you connect with employers in Canada. We are also not in a position to select suitable accommodation for our clients because we believe this is a personal decision best made by the applicant’s own preferences and desired location. We specialize in obtaining the right to live and work in Canada for you and your family.
Finding Housing in Canada
In a major city, things can be a bit easier but the general process of securing housing in Canada is the same in a big city as it is in more rural and suburban areas.
More often than not, applicants find temporary accommodations first, and then transition to a more permanent solution when they have secured employment or found their preferred place to live in Canada. These temporary accommodations can be hotels, hostels or month-to-month rental apartments but keep in mind that many rental agreements are for 12 months leases. So before you commit to such a long time, it is best to evaluate your options once you arrive in Canada.
The main factors you want to take into consideration when it comes to selecting the right type of housing for you are:
- Your budget
- Desired location
- Transit time to employment, whether by car, walking or public transportation
A landlord in Canada can ask for several things you might have difficulty obtaining as a newcomer to Canada like:
- Previous references from old landlords
- Where you work and what your income is
- A review of your credit history
In the event that you are asked for any type of documentation you cannot obtain, we strongly advise you to consult newcomer resources in your area to help find a solution. Click here for more information.
Cost of living in Canada largely depends on where you choose to live. Urban centers like Vancouver, for example, can be expensive while cities like Montreal can be more economical. This link provides a great breakdown of costs per Canadian provinces.
Resources for Finding Housing In Canada
This is a great website to help select apartments in a specific area. It has a map of your chosen area in Canada with all the available housing in that location. This is a great tool if you know the neighbourhood you would like to live in.
Kijiji.ca & Craigslist.ca
These two links are a mix of many different types of listings including jobs, services, items for purchase and housing.
Canada’s Mortgage and Housing Corporation
The following links are from Canada’s Mortgage and Housing Corporation and include great resources for newcomers specifically about buying and renting properties in Canada that are a must read for anyone moving to Canada in the near future.
Employment in Canada
With great programs like Express Entry, many applicants coming to Canada already have formal job offers from Canadian employers. But the vast majorities of newcomers to Canada do not have arranged employment and must secure a suitable job once they are permanent residents of Canada.
Securing employment in Canada can be a bit more difficult than housing, but the principals are largely the same. Prior research and dedication will pay off whether you are looking for a new job or a place to live.
Newcomer services are essential to your success in Canada and as a new resident of Canada; you should take full advantage of these great programs to help you adjust to life in Canada. For the link to the list of newcomer services by Canadian province, please click here.
Essential Tips for Securing Canadian Employment
Improve Your Language Proficiency
Improve your language proficiency, either English, French, or both. You might not need to be bilingual (most Canadians are not) to get a great job in Canada but being bilingual is a great opportunity and will always be an asset to your employability in your new country. There are many different services available to newcomers, paid for by the Government of Canada, to help you enhance your English and/or French proficiency.
Ideally, you should start working on your language proficiency before you come to Canada so you will be ahead of the curve and in a better position to correspond with potential employers when you finally arrive.
Don’t be Afra >
Don’t be afraid to take risks. Consider becoming an entrepreneur or starting a new career path. Another great option is learning a new skill/trade in one of the many great Canadian educational institutions available.
Improve & Westernize Your CV/Resume
Improve & Westernize your CV/Resume. In North America we tend to have a different style for our CV/Resume than in certain parts of the world. For example, pictures of yourself, your religion or your parents’ names are inconsequential to a Canadian employer. So regardless of where you are coming from, it is highly advisable to consult an employment counsellor or an online service to ensure your CV/Resume showcases your skills and credentials in the best possible light, while also adhering to North American standards of how such a document should be prepared.
Make Connections Outs >
Make connections outside your ethnic community. Canada is a multicultural country, representing many different nationalities. Often when newcomers arrive in Canada they are drawn to communities with the same ethnic background as themselves which can be comforting and help ease your transition to Canada. That being said, don’t forget to expand your horizons beyond your ethnic enclave to experience all that Canada has to offer and allow you to explore new opportunities for networking employment options.
Have a Plan B for your Employment Plans
Have a Plan B for your employment plans. Things don’t always go as planned and you might find that your certifications or experience are not sufficient to practice your exact profession in Canada without additional training. Don’t despair! Consider other employment options, similar to your career path, that can allow you to either; get the experience you need or the financial resources necessary to obtain your Canadian certifications.
For example, if you are working as a nurse in your home country, it is likely you will need to be certified as a nurse in Canada if you wish to practice that profession here. Sometimes additional schooling is required or sometimes you just need to write the Canadian nursing examination. One option that I suggest to many nurses is that working as a healthcare assistant will still pay significantly higher than most nursing occupations in your home country. You can work on your certifications part time while still earning a sizable salary and making connections that will help you in your future employment.
Job Search Resources
Most available employment in Canada is listed online. There are many websites, some are official and run by government agencies while others are private companies who list the types of occupations available in your area.
Canadim Job Search Toolbar
Our website can be an excellent resource to finding Canadian employment. Our online toolbar collects job listings available in Canada from other resources online. You just simply enter the type of job and your ideal location in Canada and our job search toolbar then conveniently displays all available listings in an easy to review list.
This is a great website that sources jobs from all over Canada. It is highly recommended that anyone considering immigrating to Canada complete a profile on this site to familiarize themselves with what Canadian employers are looking for. This is also where Express Entry candidates create a profile for them to be selected by a Canadian employer.
Emploi-Québec is great resource run by the Quebec government to help match employers with employees. If you are intending on residing in Quebec, Emploi-Québec should be your first stop on your journey to securing employment in your new home.
This is a private company that has very much pioneered the digital recruitment industry and has excellent job matching algorithms so it makes suggestions based on your online profile that you create.
We hope you found this information helpful and remember, the best way to discover your Canadian Immigration options is to complete our free online assessment form and we will get back to you.
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Q & A: “Temporary Foreign Workers” De-Mystifying the Canadian Employment Authorization Process
Q. Did you know that skilled foreign professionals can obtain legal status to work in Canada in as little as one to ten days?
Answer: Relocating temporary foreign workers to Canada is a truly viable — though under-utilized — solution to the ongoing shortage of qualified Canadian employees.
To remain competitive in today’s global market, Canadian employers must take greater advantage of the ever-growing pool of qualified foreign workers. Yet some Canadian businesses are still of the opinion that it is too complicated and time-consuming to fill local openings with skilled professionals from abroad. Perhaps recruiting policies would change if Canadian employers knew that legal status to work in Canada can, in many cases, be obtained in a matter of days.
Under the North American Free Trade Agreement (NAFTA), for example, citizens of the United States and Mexico can apply for work permits (called Employment Authorizations in Canada) directly at a Canadian border crossing. The most common NAFTA application relates to skilled professionals, such as computer systems analysts, management consultants, engineers, scientists/technicians, health workers and accountants. In addition, companies with offices on both sides of the border can transfer many of their employees to and from Canada under NAFTA. There is generally no delay whatsoever for these types of applications.
Qualified software developers from anywhere in the world also benefit from expedited Employment Authorization processing. Candidates must generally apply at a Canadian Visa Office abroad, and will usually receive their permission to work in as soon as one day or up to six weeks, depending on the Visa Office involved and whether medical examinations are required.
Employment situations for which Employment Authorizations can be easily obtained are many. Suffice it to say that Canadian employers who enquire into the attractive programs offered under Canada’s immigration rules may be in for a pleasant surprise.
Please consult the Temporary Employment Visa Calculator to obtain a preliminary indication of a foreign individual’s eligibility to work in Canada on a temporary basis. You may also wish to complete our Temporary Employment Questionnaire for a free in-depth evaluation of the particular circumstances of your proposed Canadian work/employment arrangement.
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What is a Record of Employment (ROE)?
What is a Record of Employment (ROE)?
The Record of Employment (ROE) refers to a form that employers need to complete for employees. These employees will typically be receiving insurable earnings. When these employees stop working and experience an interruption of earnings, they will require their employees to provide a Record of Employment (ROE). This Record of Employment (ROE) could be paper-based or in electronic form.
It is worth mentioning that the Record of Employment (ROE) is the single most important document in the Employment Insurance (EI) program. Every year, over one million Canadian employers fill out more than nine million Record of Employment (ROE) forms for their employees.
Employers would need to complete the Record of Employment (ROE) even if the employee does not intend to apply for Employment Insurance (EI) benefits. On the Record of Employment (ROE), the employer would need to enter details about the employee’s work history with the employer’s organisation. This would also include specifying the insurable earnings and the insurable hours.
There are two Record of Employment (ROE) formats available at present. Therefore, employers can transmit the Record of Employment (ROE) to the authorities electronically. Alternatively, employers can complete paper Record of Employment (ROE) forms as well.
What is an Electronic Record of Employment (ROE)?
Employers typically submit an electronic Record of Employment (ROE) to Service Canada electronically. For this, the employers would need to:
Submit the Record of Employment (ROE) through the Record of Employment on the Web (ROE Web) by using compatible payroll software for uploading the Record of Employment (ROE) from their payroll systems
Submit the Record of Employment (ROE) through the Record of Employment on the Web (ROE Web) by manually entering the data online through the website of Service Canada or,
Submit the Record of Employment (ROE) through Secure Automated Transfer (SAT), which a payroll service provider will typically perform on the employer’s behalf via bulk transfer technology
There are two different kinds of electronic Records of Employment (ROEs). Employers can typically identify them based on their serial numbers. Their serial numbers will usually start with the following letters:
W – Record of Employment on the Web (ROE Web)
S – Record of Employment Secure Automated Transfer (ROE SAT)
The Record of Employment on the Web (ROE Web) is an efficient, reliable, secure, simple and easy-to-use way for issuing a Record of Employment (ROE) electronically. When they use the Record of Employment on the Web (ROE Web), employers will be able to create, submit, print and edit Records of Employment (ROEs) with the help of the internet. It is worth mentioning that the Record of Employment on the Web (ROE Web) gives employers the flexibility of issuing Records of Employment (ROEs) based on their pay cycles.
For more details on the Record of Employment on the Web (ROE Web), employers would need to visit the website of Service Canada. Or, they would need to call the Employer Contact Centre at 1-800-367-5693 (TTY: 1-855-881-9874).
What is a Paper Record of Employment (ROE)?
The paper Record of Employment (ROE) is a one-page form in triplicate. This means that there are three copies of the Record of Employment (ROE). As such, the first one is the original, with the second and third being carbon copies.
On completing the paper Record of Employment (ROE), employers would need to distribute the three copies of the paper Record of Employment (ROE) by:
Giving the first copy (i.e. the original) to the employee as proof of insurable earnings for claiming Employment Insurance (EI) benefits
Sending the second copy (i.e. the blue copy) to Service Canada as specified on the form and,
Retaining the third copy (i.e. the white copy) in their files for six years
It is worth mentioning that there are different kinds of paper Records of Employment (ROEs). Therefore, people would need to identify each kind based on its serial numbers. The serial numbers of these Records of Employment (ROEs) will usually start with the following letters:
A – English or French
It is worth highlighting that the authorities have distributed all Records of Employment (ROEs) in this series
Therefore, employers can no longer order these series
However, Records of Employment (ROEs) with these series are still valid
It is worth highlighting that people no longer use this format
This is because the authorities have replaced this format with the Record of Employment on the Web (ROE Web) and,
Z – The Record of Employment (ROE) for fishers
The instructions for completing this version of the Record of Employment (ROE) are different from other Records of Employment (ROEs)
Англо-русский экономический словарь .
Смотреть что такое «employment situation» в других словарях:
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OECD employment rate stable at 68.7% in the second quarter of 2020
15/10/2020 — The OECD area employment rate – the share of the working-age population with jobs – remained at 68.7% in the second quarter of 2020.
In the euro area, the employment rate continued to increase in the second quarter of 2020 (by 0.1 percentage point, to 67.9%), with gains of more than 0.5 percentage point in Belgium, Greece and Luxembourg, and declines of 0.3 percentage point or more in Ireland and the Slovak Republic.
Outside the euro area, the employment rate rose by 0.2 percentage point or more in Canada (to 74.5%), Mexico (to 62.2%), Poland (to 68.0%) and Switzerland (to 80.5%). It increased by 0.1 percentage point in Japan (to 77.6%) and the United States (to 71.2%) and was stable in the United Kingdom (at 75.1%). By contrast, the employment rate fell by 0.3 percentage point or more in Israel (to 69.0%), Sweden (to 77.4%) and Turkey (to 50.0%).
While the employment level in services continued to increase in the OECD area in the second quarter of 2020, it was stable in industry and declined in agriculture. As a result, the share in total employment continued to increase for services (to 73.7% in the second quarter of 2020, compared to 73.5% in first quarter of 2020) but declined for industry (to 22.0% from 22.1%) and agriculture (to 4.3% from 4.4%). Services employment accounted for more than 80% in Israel, the Netherlands, Sweden, the United Kingdom and the United States.
Link to underlying data — Source: Quarterly Labour Market Statistics, OECD