Employer(s) and Immigration Inspections/Reviews 雇主和移民检查/复查

Preventing Immigration Abuses 防止移民滥用

Overall Summary 总体总结

Recent headlines suggest that ER abuses are wide spread in Canada. An ER should be prepared that the government is willing to crackdown hard. ERs that fail to fulfill Canada laws, lest they be listed on public blacklist. These ER cannot use the TFWP for up to 2 years and have been fined monetarily. In general, government will do the following: 最近的头条新闻表明，ER滥用在加拿大很普遍。 ER应该准备好政府愿意严厉镇压。 未能满足加拿大法律的ER，以免将其列入公共黑名单。 这些ER不能使用TFWP长达2年，并已被罚款。 通常，政府将执行以下操作：

1. Ensure the ER's integrity during the app‘n phase 在app'n序阶段确保ER的廉正
2. Follow up to ensure ER kept promises 跟踪以确保ER守承诺
3. Mete sanctions as deterrents.  采取制裁措施可以起到威慑作用。

For this discussion we will focus on IMP, e.g. ICT, etc., BC PNP SI, BC PNP EI, and TFWP, i.e. LMIA programs. ERs need to keep records for 6 years. 对于此讨论，我们将重点关注IMP。 ICT等，BC PNP SI，BC PNP EI和TFWP，即LMIA程序。 急诊人员需要保留6年的记录。

BC PNP-EI

Final Report 总结报告

• Final reports must be supported after 12 months for BC PNP-EIRP or 18-20 months for BC PNP-EIBP 对于BC PNP-EIRP，必须在12个月后递交最终报告；对于BC PNP-EIBP，则必须在18-20个月后递交最终报告
• If BC PNP office refuses PA's app'n, the PA can appeal and pay $200 If BC PNP office refuses PA's app'n, the PA can appeal and pay $200 如果BC PNP办公室拒绝了PA的app'n，则PA可以上诉并支付$ 200

• can only appeal/request for review for registration disqualifications, application refusals, nomination refusals 只能针对注册资格不合格，申请被拒绝，提名被拒绝提出上诉/要求复审

• <= 30 days in Canada/<= 60 days overseas <= 30天在加拿大/ <= 60天在国外

• Arrange the submitted documents in the order per below  按照以下顺序排列提交的文件
• submit double-sided photocopies 提交双面影印本
• Do not staple documents, or put them in a binder or folder  请勿装订文档，或将它们放在活页夹或文件夹中
• Do not submit original documents 不提交原始文件
• PA must continue not to be PA必须继续保持不被

• prohibited from entering Canada 禁止进入加拿大

• under a removal order in or outside of Canada 根据加拿大境内或境外的遣返令

• working in Canada without authorization 未经授权在加拿大工作

PA must continue to be PA必须继续保持

•  to meet the conditions outlined in the signed performance agreement, including PA继续满足已签署的绩效协议中概述的条件，包括
• the agreed upon nature of business operations, business location, ownership percentage, 商业运作的商定性质，营业地点，所有权百分比，

• job creation and/or job maintenance, location of residence, as well as your ongoing and 创造就业机会和/或维持工作，居住地点以及您正在进行的工作

• active management of the business 积极管理业务

• operate the business in a manner consistent with any required permit, licence, approval or 以与任何所需的许可证，执照，批准或

• other legal or regulatory requirements 其他法律或法规要求

• maintain legal authorization to work in Canada, or if status has expired, be able to 拥有在加拿大工作的合法授权，或者如果身份已过期，则能够

• demonstrate that an application for restoration of status within the 90-day eligibility period has been submitted  证明在90天内符合资格的身份恢复申请期限已提交

• comply with the requirements of IRPR 符合IRPR的要求

• PA must notify BC PNP if PA必须通知BC PNP

• change in business operations 业务运营变化

• change in business location 营业地点变更

• change in residential address 居住地址变更

• change in marital status or number of dependants 婚姻状况或受抚养人数的变化

• change in immigration status 移民身份变更

• refusal of a Work Permit and/or refusal of a Temporary Resident Visa 拒绝工作许可和/或拒绝临时居民签证

Docs Checklist 文件清单

• 1) Applicant Personal Information  申请人个人信息

• Final Report Form 最终报告表

• Copy of your current work permit 当前工作签证证副本

• 2) General Terms for the Applicant  申请人的一般条款

• Completed copy of IRCC form, Supplementary Information – Your travels IRCC表格的完整副本，补充信息-阁下旅行

• Copy of title deed if owned or rental agreement of personal residence in B.C. 所有权契据的副本（如果是在卑诗省拥有或拥有个人居住协议）

• Evidence of active management* 积极管理的证据*

• must submit evidence of your active management and participation in the operations of your business. 必须提交有关您积极管理和参与业务运营的证据。

• Copy of all the pages of your current passport 当前护照所有页面的副本

• You must submit a recent photocopy of all the pages of your current passport. If your passport was issued after you arrived in B.C. with your valid work permit (within the last 20 months), please also provide a photocopy of all the pages of your previous passport.  您必须提交当前护照所有页面的近期复印件。如果您抵达卑诗省后签发了护照持有效工作签证（最近20个月内）的同时，还请提供以前护照所有页的复印件。

• 3) General Business Information  一般业务信息

• Copy of incorporation documents 公司注册文件副本

• Copy of business licences 营业执照副本

• Copy of trade licences and other business-specific licences (if applicable) 商业许可证和其他特定于业务的许可证的副本（如果适用）

• Copy of title deed or lease agreement for business premises 营业场所的业权契据或租赁协议复印件

• Copy of shareholders' agreement (if applicable) 股东协议书复印件（如适用）

• Copy of shareholder registry (if applicable) 股东登记簿副本（如果有）

• Copy of signed purchase agreement and share transfers (if applicable) 签署的购买协议和股份转让的副本（如果适用）

• Copy of signed franchise agreement (if applicable) 签署的特许经营协议的副本（如果适用）

• Detailed list of products and/or services 产品和/或服务的详细列表

• Financial statements that have undergone review engagement 经过审阅的财务报表

• Submit the most recent fiscal year-end as well as up-to-date interim financial statements that have undergone review engagement and prepared by an accountant with a professional designation. Financial statements must include balance sheets and profit & loss statements. 提交经过审核并由具有专业资格的会计师编写的最新会计年度末以及最新的中期财务报表。财务报表必须包括资产负债表和损益表。

• 4) Eligible Personal Investment 合格的个人投资

• Evidence of your eligible personal investment made from your personal net worth 根据您的个人净资产进行的合格个人投资的证据

Provide evidence that your eligible personal investment was made from your personal net worth. This may include bank statements demonstrating the transfer of funds from your personal account to the business account. 提供证明您符合条件的个人投资是根据您的个人净资产进行的。这可能包括银行对帐单，以证明资金从您的个人帐户转移到企业帐户。

• Detailed breakdown of your investments with accompanying invoices and receipts 详细的投资明细以及随附的发票和收据

• Please include a subsection for each and every investment item you are claiming in your Final Report that corresponds with the investment items listed in you your Performance Agreement such as the purchase price of the existing business, new equipment, leasehold improvements, furniture, wages, advertising, etc.* 请在您的最终报告中针对您主张的每个投资项目，包括与您的绩效协议中列出的投资项目相对应的小节，例如现有业务的购买价格，新设备，租赁资产改良，家具，工资，广告等*

• Each subsection must include a covering summary page that lists the individual expenses and costs for each expense item. The amounts for each expense item must add up to the investment amount for each category claimed in your Final Report. The summary page must be followed by receipts and invoices for the major expense items listed in the summary page as documentary evidence.*  每个小节必须包括一个覆盖摘要页面，该页面列出了每个费用项目的单独费用和费用。每个费用项目的金额必须加总到最终报告中声明的每个类别的投资金额。摘要页面后必须是摘要页面中列出的主要费用项目的收据和发票，作为书面证据。*

• 5) Job Creation 创造就业机会

DO 做

Ensure your business is complying with BC Employment Standards regulation  确保您的业务符合BC就业标准法规

Provide only required documentation unless requested by the BC PNP 除非BC PNP要求，否则仅提供所需的文件

DO NOT 不要

provide personal information of your employees without their consent 未经员工同意下提供他们的个人信息

The Personal Information Protection Act requires employers to obtain the consent of their employees when disclosing personal information. It is your responsibility as the ER to advise employees and obtain their consent. 《个人信息保护法》要求雇主在披露个人信息时必须征得其雇员的同意。 作为ER，您有责任向员工提供建议并征得他们的同意。

• Summary of all of your current employees 您目前所有员工的摘要

• Provide a summary listing all of your current employees along with their job titles, hourly wage rates, average number of hours worked per week, the start date of the employee, the length of time worked by the employee, NOC codes, and their status in Canada. 提供摘要，列出您当前的所有雇员及其职称，时薪，每周平均工作小时数，雇员的开始日期，雇员的工作时间长度，NOC代码以及他们在 加拿大。

• Copy of resumes for all employees 所有员工的简历副本

• Copy of employment offer letters accepted by employees 员工接受的录取通知书副本

• T4 Summary and copies employee pay stubs for the most recent 3 months* T4摘要并复制最近3个月的员工薪资存根*

• The pay stubs or pay statements must comply with BC Employment Standards regulations.   工资单或工资单必须符合卑诗省就业标准规定。

• Most recent 6 months of CRA payroll remittances and your company’s payroll records 最近6个月的CRA工资汇款和您公司的工资记录

• You must provide a copy of payroll remittances from from the Canada Revenue Agency for the most recent 6 months.   您必须提供加拿大税务局最近6个月的工资汇款副本。

• Record of Employment document for each employee that has quit or was terminated 每个已辞职或被解雇的雇员的就业文件记录

• 6) Reference Documentation 参考文件

• Copy of lists and photos of major equipment and machineries purchased 购买的主要设备和机械的清单和照片的副本

• Photos of business premise (exterior and interior) 营业场所照片（外部和内部）

• Copy lists, amounts and photos of inventory (final products, in process and raw materials) 清单，清单的数量和照片副本（最终产品，在制品和原材料）

• Company brochure (if available) 公司宣传册（如果有）

• Any other supporting documents that are relevant to your business performance evaluation 与您的业务绩效评估相关的任何其他支持文件

• CBSA statements for import of equipment and inventory  CBSA设备和库存进口声明

BC PNP-SI

Preamble 前言

BC PNP Office is looking to ensure the ER is legitimate to avoid issues of potential employee and program abuse. The key here is to first match ER statements to documents provided and then ensuring the rationale behind documents are congruent with the BC PNP requirements and federal labour laws. BC PNP办公室正在努力确保该ER是合法的，以避免潜在的员工和计划滥用问题。 这里的关键是首先将ER声明与所提供的文档进行匹配，然后确保文档背后的原理与BC PNP要求和联邦劳工法保持一致。

Company/ER Questions 公司/雇主问题

Be established as an ER in good standing in BC 在卑诗省建立良好信誉的ER

1. What is the legal name and structure of the company, e.g. incorporation number? 公司的法定名称和结构是什么，例如 公司编号？
2. Who is the ER and what is his or her title? 谁是ER及他/她的职位是什么？
3. Is your company a franchise, e.g. profile of parent franchise, etc.? 您的公司是一家专营店吗？ 母公司专营权的简介等？
4. What is the ER’s contact information, e.g. phone number, email, etc.? ER联系信息是什么，例如 电话号码，电子邮件等？
5. In what year was the company established? 公司成立于哪一年？
6. In what date was the company in operation? 该公司在什么日期营业？
7. When does the business operate? 公司几时候营业？
8. Does the business operate on holidays? to what extent? 公司是否在假日营业？ 到什么程度？
9. Where is the business located? 公司在哪里？
10. What is the mailing address? 公司在哪里？
11. How many branches does the business have? 该公司有几个分支机构？
12. What is the business’ annual revenue? 公司的年收入是多少？
13. What are the business’ assets and liabilities? 公司的资产和负债是什么？
14. What is the business’ cash flow 公司的现金流量是多少

Have indeterminate, full-time employees 拥有不确定的全职员工

1. How many full-time equivalent employees are there? 那里有多少个全职同等员工？
2. What are the other roles of the employees? 员工的其他角色是什么？
3. What are the salaries of the other employees? 其他员工的工资是多少？

Have a history of good workplace and business practices 有良好的工作场所和商业惯例的历史

1. How is the ER actively engaged in the business? ER如何积极开展业务？
2. Was there any lay-offs or labor disputes during the past 5 years? 过去5年有裁员或劳资纠纷吗？
3. Are there any on-going labor disputes or lay-offs? 是否有正在进行的劳资纠纷或裁员?
4. Are you currently involved in a lawsuit? 您目前正在诉讼吗？
5. What kinds of training and development programs does your company offer? 贵公司提供什么样的培训和发展计划？
6. Are you listed as an ineligible ER? 您是否被列为不合格的ER？
7. Have you had revoked Labour Market Impact Assessment or work permit denied, if so why? 您是否已经撤销了LMIA或拒绝了工作许可，如果可以，为什么？
8. Have you charged the employee and/or Principal Applicant any fees, e.g. recruitment, housing, etc.? 您是否向员工和/或主要申请人收取了任何费用，例如 招聘，住房等？

Signed ER declaration 签署的ER声明

1. Did you sign the ER declaration? 您是否签署了ER声明？

Meet domestic labour market recruitment requirements 满足加拿大劳动力市场招聘要求

1. What recruitment method did you employ to find candidates, if required? 如果需要，您采用了什么招聘方法来寻找候选人？
2. Full-time, indeterminate 全职，永久
3. Who is being sponsored? 谁被赞助？
4. Why have you recommended the Principal Applicant for permanent residence? 您为什么推荐主要申请人永久居留？
5. How is the Principal Applicant suitable for the offered position? 主申请人如何适合所提供的职位？
6. What are the specific benefits associated with the position, e.g. discretionary benefits, health care plans, etc.? 与该职位相关的具体好处是什么？酌定福利，医疗保健计划等？
7. What position is offered, e.g. job title, etc.? 提供什么职位，例如职位等？
8. What is the legal status of the Principal Applicant?  主申请人的法律地位是什么？
9. What is the job end date and start date? 什么是工作结束日期和开始日期？
10. What is the nature of the work, e.g. job duties, responsibilities of the position? 工作的性质是什么，例如工作职责，岗位职责？
11. What is the wage for this position, i.e. annual wage, hourly rate, monthly wage, etc.? 该职位的工资是多少，即年薪，时薪，月薪等？
12. What are the qualifications for this position, e.g. experience, education, certification, licensing, language proficiency, etc.? 此职位的资格是什么，例如经验，教育，认证，许可，语言能力等？
13. What is the work schedule for this position, e.g. hours, days, etc.? 这个职位的工作时间表是什么？小时，天等？
14. What is the work location for this position? 该职位的工作地点在哪里？
15. Are there other employees currently working in the same position? 当前是否还有其他员工在同一职位上工作？
16. Are there any possible progressions/transition plans for this position? 这个职位有任何可能的进度/过渡计划吗？

Market wage rate that meets industry standards 符合行业标准的市场工资率

1. What is the nature of the business? 业务性质是什么？
2. What is the company’s economic sector? 公司的经济部门是什么？
3. What is the industry wage? 什么是行业工资？
4. How did you determine that there was a labour shortage for the position? 您如何确定该职位存在劳动力短缺？
5. Why did you pay above/below industry wage? 为什么您支付高于/低于行业工资？
6. What activities have you done to attract and develop local talent from Canadian citizens or permanent residents? 您做了什么活动来吸引和培养加拿大公民或永久居民的本地人才？
7. What activities will you and/or have done to transfer skills and knowledge to Canadian citizens or permanent residents? 您和/或将做哪些活动来向加拿大公民或永久居民转让技能和知识？

Integrity Inspections 廉正性检查

The BC PNP Office may perform one or more the following investigations without warrants or prior notice. Cooperation is required at all times. BCPNP办公室可进行以下一项或多项调查，而无需发出手令或事先通知。 任何时候都需要合作。

1. email 电子邮件
2. telephone 电话
3. personnel interviews 人员面试
4. office inspections 办公室检查

ECR (TFWP/LMIA)

General Information 基本信息

SC may inspect ER because of tips, past non-compliance, randomness & w/out warning &/ warrants SC可能会因提示，过去的不合规，随机性和无警告和//搜查令而检查ER

• Thus, make sure docs are well kept 因此，请确保文档妥善保存
• Docs to prove promises kept: e.g. receipts, letters, photographs, etc. 证明诺言的文档：例如 收据，信件，照片等
• SC wants to see that ER fulfills promises and does not break any laws SC希望看到ER兑现承诺并且不违反任何法律
• Do transition programs 执行转变方案
• Paid wages properly to PA & TFW 正确支付给PA和TFW的工资
• Compliant workplace: e.g. safe workplace, etc. 合规的工作场所：例如 安全的工作场所等

Outcomes 结果

• Satisfied: SC takes no action 满意：SC不采取任何行动
• non-compliant: fines, proof of compliance action, etc. 不合规：罚款，合规行动证明等。
• Sanctions: fines, LMIA revoked→e.g. WP invalidated, ban from TFW program for a few years, suspend LMIA, etc. 制裁：罚款，撤销LMIA→例如 WP无效，禁止TFW计划数年，暂停LMIA等。

SC Inspections SC检查

SC can SC可以

• conduct on site visits without a warrant (private dwellings are excluded), prior notice may/may not be given to ER 在没有授权的情况下进行现场访问（不包括私人住宅），可能/可能不会事先通知急诊室
• interview the ER and ask any relevant questions based on the conditions set out in the LMIA application, decision letter and annex 采访急诊室并根据LMIA申请，决定信和附件中规定的条件提出任何相关问题
• interview of ER’s staff (with consent and without the presence of the employer), and ask any relevant questions based on the conditions set out in the LMIA application, letter and annex as well as questions concerning general treatment of worker by ER 面试ER员工（经同意并在没有雇主在场的情况下），并根据LMIA申请书，信函和附件中规定的条件以及有关ER对工人的一般待遇的问题提出任何相关问题

ER requirements ER要求

• answer questions and provide requested documents or information 回答问题并提供所需的文件或信息
• attend the inspection 参加检查
• provide assistance to the investigators 为调查人员提供帮助
• retain all records that relate to the ECR w/ the conditions set out in the LMIA, letter and annexes for 6 years from the first day of the period of employment for which the work permit was issued 从签发工作许可证的第一天起，保留与LMIA，信函和附件中规定的与ECR有关的所有记录，为期6年
• provide any docs that are requested to verify compliance with specific LMIA 提供要求验证符合特定LMIA的所有文档

If SC on-site can 如果SC现场可以

• use copying equipment on the premises, by requesting that the employer make copies of documents, and remove copies for examination, or if not possible, make copies on the premises, remove the documents to make copies 在场所使用复印设备，要求用人单位复印文件，并取出复印件进行检查，或者在不可能的情况下，在场所进行复印，取出文件进行复印
• take photographs and make video or audio recordings to support the findings of the inspection 拍摄照片并进行视频或音频记录以支持检查结果
• examine anything on the premises that relates to the conditions set out in the inspection 在处所内检查与检查所载条件有关的任何物品
• access the employer’s computer or other electronic device in order to examine any relevant information/document contained in it 使用雇主的计算机或其他电子设备，以检查其中包含的任何相关信息/文件
• be accompanied or assisted on the premises during the inspection 在检查过程中在现场陪同或协助
• enter a private household (the location of employment for an in-home caregiver) with a warrant or consent 凭手令或同意进入私人家庭（家庭护理人员的工作地点）
• interview ER and worker 采访ER和员工

ER Questions List ER问题清单

1. ER must remain actively engaged, during the validity of the WP of the foreign worker, in the business for which the offer of employment was made, unless the offer was made for employment as a live-in-caregiver ER必须在外籍劳工的WP有效期间一直积极参与为其提供工作的企业，除非该提议是作为住家保姆提供的。
2. ER must comply with federal and provincial/territorial laws that regulate employment and recruitment in the province/territory in which the foreign worker is employed ER必须遵守联邦和省/地区法律，该法律规定了雇用外籍劳工的省/地区的就业和招聘
3. ER must provide each foreign worker with employment in the same occupation as stated in the offer of employment ER必须为每个外籍工人提供与雇用要约中所述的相同职业的工作
4. ER must provide each foreign worker with wages that are substantially the same but not less favourable than those in the offer of employment ER必须向每名外籍工人提供基本相同的工资，但不得低于提供工作所提供的工资
5. ER must provide each foreign worker with working conditions that are substantially the same but not less favourable than those in the offer of employment ER必须为每个外国工人提供基本相同的工作条件，但要比提供工作条件要好
6. ER must make reasonable efforts to provide a workplace that is free of abuse ER必须做出合理的努力以提供一个不受虐待的工作场所
7. ER must meet any specific agreed-to commitments, made at the time the LMIA was issued in relation to direct job creation for Canadians and permanent residents ER必须履行LMIA发布时就加拿大人和永久居民直接创造就业机会所做的任何特定的商定承诺
8. ER must meet any specific agreed-to commitments, made at the time the LMIA was issued in relation to job retention for Canadians and PR ER必须履行在发布LMIA时就加拿大人和PR的职位保留做出的任何特定的商定承诺
9. ER must meet any specific agreed-to commitments, made at the time the LMIA was issued in relation to hiring or training Canadians and permanent residents ER必须履行在发布LMIA时就雇用或培训加拿大人和永久居民而做出的任何特定的商定承诺
10. ER must meet any specific agreed-to commitments, made at the time the LMIA was issued in relation to development of skills and knowledge for the benefit of CC/PR ER必须履行在LMIA发布时针对CC / PR的技能和知识发展而做出的任何特定的商定承诺
11. ER must meet any specific agreed-to commitments, made at the time the LMIA was issued in relation to transfer of skills and knowledge for the benefit of CC/PR ER必须履行在LMIA发布时就CC / PR的利益而进行的有关技能和知识的转让的任何特定的商定承诺
12. ER must demonstrate reasonable efforts to hire CC/PR if that was one of the factors that led to the issuance of a WP 如果这是导致发布工作许可的因素之一，则ER必须表现出合理的努力来雇用CC / PR
13. ER must demonstrate reasonable efforts to train CC/PR if that was one of the factors that led to the issuance of a WP 如果这是导致发布WP的因素之一，则ER必须展示出合理的努力来培训CC / PR
14. ERs must be able to demonstrate that any information they provided in the context of LMIA application was accurate ER必须能够证明他们在LMIA应用程序上下文中提供的任何信息都是准确的
15. ER must retain any document that relates to compliance with these conditions for a period of six years, beginning on the first day of employment of the foreign national ER必须保留与符合这些条件有关的任何文件，从外国国民受雇的第一天开始，为期六年
16. ER must report at any specified time and place to answer questions and provide documents to verify compliance with conditions ER必须在任何指定时间和地点举报以回答问题并提供文件以验证是否符合条件
17. ER must provide any documents that are required as part of an inspection ER必须提供检查所需的任何文件
18. ER must attend any inspection (unless the ER was not notified of it) that is on premises or place, in which a foreign national performs work and/or any premises or place provided as accommodation to the foreign national, give all reasonable assistance to the person conducting that inspection and provide that person with any document or information that the person requires ER必须参加在外国人从事工作的场所或场所和/或为外国人提供住宿的任何场所或场所的任何检查（除非未通知ER）。进行检查的人员，并向该人员提供所需的任何文件或信息
19. TFW employed in the "same" occupation (previously “substantially the same” occupation) that was set out in the offer of employment (and confirmed in the positive LMIA letter and annexes) TFW受雇于提供的“相同”职业（以前是“基本上相同”的职业）（并在LMIA积极信和附件中予以确认）
20. TFW provided with wages and working conditions that are substantially the same-but not less favourable than-those set out in the offer of employment (previously “substantially the same wages and working conditions”) TFW所提供的工资和工作条件基本相同，但不低于提供就业机会中规定的工资（以前“基本上相同的工资和工作条件”）

ECR (ICT, etc. 等)

ER Expectations ER 要求

1. The ER must remain actively engaged in the business in respect of which the offer of employment was made  ER必须继续积极从事提供工作的业务

• ER docs/proof:  ER docs/证明

• biz licence  商业牌照
• an attestation by a lawyer, notary public or chartered accountant who is a member in good standing of their respective professional body, confirming that the ER is actively engaged 律师，公证人或注册会计师（其各自专业机构的信誉良好）的证明，确认ER已积极参与
• an up-to-date commercial lease agreement最新的商业租赁协议
• a formal letter from a legal business other than the ER’s, confirming the existence of a contract for goods or services being provided ER以外的合法企业发出的正式信函，确认存在所提供的商品或服务合同
• start-ups have flexibility: e.g.  business or investment plans, supply contracts, etc.
• public proof: Internet searches (for instance, Google, Better Business Bureau, Industry Canada and Canada 411), provincial websites, ER websites, Job Bank advertisements 初创企业具有灵活性：例如 商业或投资计划，供应合同等。公开证明：互联网搜索（例如Google，Better Business Bureau，加拿大工业部和加拿大411），省级网站，ER网站，求职银行广告

1. The ER must comply with the federal and provincial laws that regulate employment and the recruiting of employees in the province in which the foreign national works. ER必须遵守联邦和省法律，该法律规定了外国人在该省工作的省份的就业和雇员招募。

• ER docs/proof: ER docs/证明

• proof of registration, where required by provincial or territorial employment or recruitment legislation for ERs and recruiters 根据省或地区就业或招聘立法对急诊室和招募人员的要求提供的注册证明
• a workers’ compensation clearance letter, declaring that the ER is registered with the workers’ compensation board and has an account in good standing 一份工人赔偿批准书，说明该ER已在工人赔偿委员会中注册，并且拥有良好的帐户
• other relevant official provincial or territorial documentation, including any documentation available directly from provinces by way of information-sharing agreements or information available online to the general public 其他相关的官方省级或地区性官方文档，包括通过信息共享协议直接从各省获得的任何文档或在线提供给公众的信息

1. The ER must provide the foreign worker with employment in the same occupation as that set out in the JO and with wages and working conditions that are substantially the same as, but not less favourable than, those in the same offer ER必须为外国工人提供与JO中规定的相同职业，并且其工资和工作条件应与相同提议中的雇佣工人基本相同，但不少于该提议。

• factors assessed, note certain changes may need a new LMIA or IMP JO: 评估因素，请注意某些更改可能需要新的LMIA或IMP JO：

• Job: actual performance versus listed NOC and main duties  工作：实际表现与列出的NOC和主要职责

• changes in job duties: reasonable changes, same NOC, % of time spent on variance vs. original JO, compensation match NOC, etc. 工作职责的变化：合理的变化，相同的NOC，在差异上花费的时间与原始JO的百分比，补偿匹配的NOC等。

• promotions: was new LMIA required, new JO submitted, 升职：是否需要新的LMIA，提交了新的JO，

• wages: paid similar to JO, wage increase and decrease along with change with job title/NOC? 工资：与JO相似的工资，工资的增加和减少以及职位/ NOC的变化？

• work conditions: are same as original JO 工作条件：与原装JO相同

• location of employment 工作地点

• statutory holidays, sick leave and vacation days 法定假日，病假和休假日

• hours of work (including overtime) 工作时间（包括加班）

• transportation costs (where applicable) 运输费用（如适用）

• accommodations, conditions and costs (where applicable) 住宿，条件和费用（如适用）

• extended health or medical insurance 扩展健康或医疗保险

• other non-taxable benefits 其他非应税福利

1. The ER must make reasonable efforts to provide temporary foreign workers with a workplace that is free of abuse and, more specifically, free of the following: ER必须做出合理的努力，为临时的外国工人提供一个不受虐待的工作场所，更具体地说，该工作场所应无下列行为：

• physical abuse, including assault and forcible confinement 身体虐待，包括袭击和强行拘禁
• sexual abuse, including sexual contact without consent 性虐待，包括未经同意的性接触
• psychological abuse, including threats and intimidation 心理虐待，包括威胁和恐吓
• financial abuse, including fraud and extortion 财务滥用，包括欺诈和勒索
• factors assessed 评估因素

• Efforts to prevent workplace abuse in general （+ve factors) 总体上防止工作场所滥用的努力（+ ve因素）

• development and distribution of policies and procedures that address situations of abuse in the workplace (for example, what to do if an employee or supervisor is aware of or experiencing abuse) 制定和分发解决工作场所虐待情况的政策和程序（例如，如果员工或主管知道或遭受虐待时该怎么办）
• ways to address and resolve workplace abuse, which could include complaints policies and protocols, dispute resolution mechanisms, an employee representative or contact person, employee counselling and anonymous hotlines 解决和解决工作场所虐待的方法，其中可能包括投诉政策和协议，争议解决机制，员工代表或联系人，员工咨询和匿名热线最近为雇员和主管提供的培训（过去两年内），以识别和识别滥用行为并加以解决
• recent training (within the last 2 years) provided to employees and supervisors to identify and recognize abuse and to address it 最近为雇员和主管提供的培训（过去两年内），以识别和识别滥用行为并加以解决
• indication that the ER was aware or should have been aware of the risk of abuse relating to particular staff members or particular situations where workers are or were at risk 表明ER已意识到或应该已经意识到与特定工作人员或工人处于或处于危险中的特定情况有关的滥用风险
• indication that the ER took reasonable steps to ensure that employees with known abusive or violent tendencies do not have direct contact with foreign workers 表明ER采取了合理的措施以确保具有已知虐待或暴力倾向的员工与外国工人没有直接接触

• Information suggesting that abuse in the workplace has occurred (-ve factors) 信息表明在工作场所发生过虐待（-ve因素）

• The ER a supervisor or a third party acting on the ER’s behalf has personally abused a foreign worker. ER的主管或代表ER的第三方亲自虐待了外国工人。

• There is information to suggest that it is more likely than not that the ER, a supervisor or a third party has directed, encouraged or supported abuse (including failing to act when they have knowledge of abuse) committed by another individual. 有信息表明，ER，主管或第三方很可能指示，鼓励或支持另一人进行的虐待（包括在知道滥用情况时不采取行动）。

• There is information to suggest that the ER, a supervisor or a third party has taken action to protect the abuser by discouraging or preventing a report of abuse to authorities, suppressing information pertaining to abuse or providing false or misleading information to authorities (including ESDC). 有信息表明，ER，主管或第三方已采取措施，通过阻止或阻止向当局举报虐待行为，压制与虐待有关的信息或向当局（包括ESDC）提供虚假或误导性信息，来保护滥用者。

• There is information to suggest that the ER or a supervisor has knowingly placed another employee, who has been convicted of a violent crime or abuse against an employee and has not undergone a rehabilitation process, in a position that directly interacts with foreign workers. 有信息表明，ER或主管已经在知情的情况下将另一名已被判犯有暴力罪行或虐待该雇员但未经过康复的雇员安置在与外国工人直接互动的位置。

• Efforts to respond to or prevent the reoccurrence of abuse (-ve factors) 应对或防止再次发生滥用行为的努力（-ve因素）

• indication of relevant disciplinary action, such as the dismissal of a staff member considered to be a risk to cause future abuse 指示相关的纪律处分，例如解雇被认为有可能导致未来虐待的工作人员

• modifications made to any of the policies, protocols, training or mechanisms listed in section A, or the creation of policies, protocols, training or mechanisms, etc. 对A节中列出的任何策略，协议，培训或机制进行的修改，或创建策略，协议，培训或机制等。

• other organizational changes to improve the awareness, safety or protection of individuals, such as additional security measures (locks, lights, individuals on call, etc.) 其他组织更改，以提高个人的意识，安全性或保护性，例如附加的安全措施（锁，灯，待命人员等）

• new reporting factors (for example, managers’ performance reviews that are based on the implementation of new abuse awareness policies) 新的报告因素（例如，基于实施新的滥用意识政策的管理人员的绩效评估

• full cooperation with the relevant authorities investigating allegations or instances of abuse 与有关当局充分合作，调查指控或虐待事件

1. The ER must be able to show that any information they provided in relation to an JO or on request of an officer during the associated work permit application ER必须能够证明他们在相关工作许可申请期间提供的有关JO或应官员要求提供的任何信息

• Factors to considered include 要考虑的因素包括

• ERs are responsible for ensuring that all the information submitted in their JO and all documents submitted during work permit processing were accurate at the time of submission. ER负责确保在其JO中提交的所有信息以及在工作许可处理期间提交的所有文件在提交时都是准确的。

• It must be recognized that honest errors and misunderstandings sometimes occur in completing JO fields and in responding to questions. 必须认识到，诚实的错误和误解有时会在填写JO字段和回答问题时发生。

• Inaccurate facts are not restricted to facts directly applicable to ER conditions (for example, wages and benefits), but apply to any field in the JO (for example, an explanation of the LMIA exemption, the size of the business, declarations). 不准确的事实不仅限于直接适用于ER条件的事实（例如工资和福利），还适用于JO中的任何字段（例如，对LMIA豁免的说明，业务规模，声明）

• -ve factors -ve因素

• The ER indicates in the JO that the duration of employment will be 24 months but signs a contract with the temporary worker before the work permit is issued for only 12 months. ER在JO中指出，工作期限为24个月，但在签发工作许可证前仅与临时工人签定12个月的合同。

• The ER enters a higher wage on the JO submitted to IRCC than that actually paid to the worker. ER在提交给IRCC的JO上输入的工资比实际付给工人的工资高.

• The ER states “not applicable” in the benefits field, when the benefits are actually being provided by a foreign ER 当利益由外国ER实际提供时，ER在利益领域中声明“不适用”

• The ER signed the declaration that they are compliant with the provincial or territorial laws but knows that it has been charged with, or received a citation for, a provincial or territorial labour infraction. ER签署了一份声明，表明它们符合省或地区法律，但知道它已被指控或被引用省级或地区劳工违法行为。

• defences for not complying with JO 不遵守JO的辩护

• In the JO, the ER submitted an alternative compensation scheme because the wages were to be paid by a foreign entity or a third party, but the wage information proved to be incorrect; therefore, the ER tried to obtain and verify the wage information from the foreign entity or third party. 在JO中，ER提出了另一种补偿方案，因为工资是由外国实体或第三方支付的，但是工资信息被证明是不正确的；因此，急诊人员试图从外国实体或第三方获得并验证工资信息。

• The ER is paying a foreign company to service equipment, which the foreign worker is fulfilling. In the JO, the ER indicates that the foreign worker’s salary is the contract amount that is being paid to the foreign company. During the inspection, the ER states that they were unaware of the actual amount the foreign company is paying the worker, so they just indicated the contract amount in the salary section of the JO ER正在向一家外国公司付款，以维修该外国工人正在履行的设备。在JO中，ER表示外劳的薪水是支付给该外国公司的合同金额。在检查期间，ER表示他们不知道外国公司向工人支付的实际金额，因此他们只是在JO的薪水部分中指出了合同金额。

• The foreign worker is not performing standard work hours (for example, 8 hours per day), but the ER indicates standard work hours in the JO. During the inspection, the ER provides a contract indicating the actual non-standard work hours, which are also reflected in the timesheets and payroll statements. The ER mentions they thought they needed to put standard hours in the JO. 外籍工人没有执行标准工作时间（例如每天8小时），但是ER在JO中指示标准工作时间。在检查过程中，急诊室会提供一份合同，指明实际的非标准工作时间，这些时间也反映在时间表和工资单中。 ER提到他们认为他们需要在JO中加入标准时间。

• The foreign national is being paid an annual salary, and the ER incorrectly calculates a higher hourly rate than the actual amount in the JO. The contract indicates the correct annual salary, and the payroll reflects the same. The ER mentions they made an error in calculating the salary and indicates what the actual hourly rate should have been in the JO. 外国国民正在获得年薪，而ER错误地计算出比JO中的实际金额更高的小时费率。 合同显示正确的年薪，而工资表反映的是正确的年薪。 急诊人员提到他们在计算薪水时出错，并指出实际的小时费率应该在JO中。

• change in a federal, provincial or territorial law (for example, an increase in the minimum wage) 联邦，省或地区法律的变更（例如，最低工资的提高）

• change to a collective agreement (for example, an increase or decrease in salary) 更改为集体协议（例如，薪水的增加或减少）

• changes in economic conditions impacting all employees equally (for example, an economic downturn causing layoffs) 经济状况的变化对所有员工均产生同等影响（例如，经济衰退导致裁员）

• error in interpretation made in good faith if the ER subsequently provided compensation (for example, missed vacation pay) 如果ER随后提供了赔偿（例如，遗漏的假期工资），则出于善意而造成的解释错误

• unintentional accounting or administrative error if the ER subsequently provided compensation (for example, wrong compensation value entered into the payroll system) 如果ER随后提供了补偿，则是无意的会计或管理错误（例如，错误的补偿值输入到工资系统中）

• circumstances similar to points a) to e), which may require compensation if they are similar to point d) or e) 与a）到e）相似的情况，如果与d）或e）相似，可能需要赔偿

• force majeure (for example, a fire or flood destroys a place of business) 不可抗力（例如，火灾或洪水摧毁营业场所）

• reasonable efforts to compensate 合理补偿

1. The ER must retain any document that relates to compliance with the imposed conditions ER必须保留与遵守所施加条件有关的任何文件

• Proactive notification to IRCC of changes to TFW/PA's employment is not required under the IMP. 在IMP下，ER不用进取地主动申报TFW/PA的更变聊的就业情况
• ER is still responsible for ensuring that the wages and benefits with JO ER仍然负责确保JO的工资和福利
• ER must keep all documents related to any changes in the original offer of employment submitted to IRCC for >=6 years. ER必须将提交给IRCC的原始工作机会的任何变更相关的所有文件保留超过6年。

Inspections Trigger(s) 检查触发

• Known past non-compliance: ER has beennon-compliant with IMP/TFWP  过去的不合规情况：ER不符合IMP / TFWP
• Random selection: Verification of ER compliance based on a random selection model. 随机选择：基于随机选择模型的ER依从性验证。
• Reason to suspect: Receipt of information that ER using the IMP and giving an officer reason to suspect non-compliance 
• 怀疑的理由：接收ER使用IMP的信息，并给出官员怀疑不遵守的理由
• 信息来源

Information sources 信息来源

• an allegation or complaint (a call, letter or email received from a member of the public, stakeholder, the foreign national, etc.) 指控或投诉（收到公众，利益相关者，外国人等的电话，信件或电子邮件）
• ESDC, CBSA, or another IMP partner ESDC，CBSA或其他IMP合作伙伴
• diplomatic channels or parliamentarians 外交渠道或议员
• a non-governmental organization, union or similar organization 非政府组织，工会或类似组织
• a province or territory 省或地区
• the media (for example, print, radio, television and social media) 媒体（例如印刷，广播，电视和社交媒体）
• voluntary disclosure by the ER ER自愿披露

Referrals that strengthen chance for Inspection 该加强的机会，检验推荐

Certain factors increase chances of a inspection. 某些因素会增加检查的机会。

• the IRCC/ESDC has concerns or evidence of past non-compliance that ER did not meet any of the following commitments made in a past JO: IRCC / ESDC担心或有证据表明过去未遵守ER未履行在过去JO中做出的以下任何承诺：

• employment in the same occupation as that set out in the foreign national’s JO 与外国人JO所规定的职业相同的工作

• similar but not lower wages and benefits than offered 类似但不低于提供的工资和福利

• working conditions that were substantially the same but not less favourable than those set out in their JO 工作条件基本相同，但不低于其JO中规定的条件

• information is available (such as a media article according to which an ER is being investigated for labour violations against their workers) show that there could be grounds to make a negative determination 可获得的信息（例如，根据一篇媒体文章正在调查一个针对其工人的劳工违规行为的ER）表明，可能有理由做出负面决定

• complaints received that the ER might not have complied with elements listed on the JO, such as underpaying the foreign worker or forcing extra hours or duties 收到关于ER可能未遵守JO所列要素的投诉，例如给外籍工人支付的工资不足或强迫加班或加班

• concerns that an ER might have provided misleading information on an JO, such as offering a job that did not exist to facilitate a PR application for the foreign worker  担心ER可能在JO上提供了误导性信息，例如提供了不存在的便利外国工人申请PR的工作

• on-site inspection trigger(s) 现场检查触发

• when there has been no communication from the ER and the investigator is aware that the business does exist and is operational 当ER没有进行任何沟通并且调查人员知道该业务确实存在并且可以运营时
• when there is a lack of communication during the investigation, and the actions of the ER show avoidance 在调查过程中缺乏沟通时，ER的行动可以避免
• when the investigator has reason to believe that information provided by the ER is inaccurate, as in the following examples: 当研究者有理由相信ER提供的信息不准确时，例如以下示例：如果ER在拒绝拥有工资单记录后给出了完美的工资单记录
• if an ER gives perfect payroll records after denying having payroll records 如果ER在拒绝拥有工资单记录后给出了完美的工资单记录

• if evidence suggests that the TFW may be working in a different occupation than what is stated on the JO 如果有证据表明TFW可能从事的工作与JO上规定的不同

• if evidence suggests that the ER may have hired the TFW prior to the issuance of the work permit; there is inconsistent information relating to the employment start date 如果证据表明急诊室可能在签发工作许可证之前已经雇用了临时工作人员； 有关就业开始日期的信息不一致

• if there are safety- or security-related concerns 如果存在与安全有关的问题

• when an allegation of abuse has been received 收到虐待指控时
• when the investigator deems it necessary during the course of the inspection to include an on-site component 当调查人员认为在检查过程中需要包括现场组件时

• Charges or convictions for certain criminal offences could lead to an inspection trigger(s) 对某些刑事罪行的指控或定罪可能会导致检查触发

• physical or sexual assault in the workplace 工作场所的人身或性侵犯

• an offence causing death or bodily harm to an employee 对雇员造成死亡或人身伤害的犯罪

• trafficking in persons (or a related offence) 人口贩运（或相关犯罪）

• uttering threats to cause death or bodily harm to an employee 威胁要造成雇员死亡或人身伤害的威胁

• harassment in the workplace (including bullying) 工作场所的骚扰（包括欺凌）

• physical or sexual assault in the workplace 工作场所的人身或性侵犯

• an offence causing death or bodily harm to an employee 对雇员造成死亡或人身伤害的犯罪

• fraud or extortion against an employee (including withholding pay without reason and paying the employee significantly below what was agreed to in the JO) 针对员工的欺诈或勒索（包括无故扣留工资，并支付给员工的工资大大低于《联合体》所同意的水平）

 IRCC Inspections IRCC检查

• IRCC may first send a letter to ER or refer to ESDC: IRCC可能首先向ER发送一封信，或参考ESDC：

• inspection trigger and program condition where there is a concern;  存在问题的检查触发条件和程序条件；

• request proof of compliance; 要求遵守证明；

• request for the ER to show bona fide reasons for  LMIA non-compliance 要求ER说明LMIA违规的真实原因

• a deadline for submission of the docs 提交文档的截止日期

These inspections, unless an criminal investigation, do not allow the ER to refuse participation. ER needs to 除非进行刑事调查，否则这些检查不允许急诊室拒绝参加。 ER需要

• report at any specified time and place to answer questions and provide docs or ensure that a representative is available to help 在任何指定的时间和地点进行报告，以回答问题并提供文档或确保有代表可提供帮助
• provide any docs that are requested to verify compliance with specific conditions - redact all personal information that IRCC is not authorized to collect: e.g. Social Insurance Numbers 提供要求验证符合特定条件的所有文档-删除所有未经IRCC许可收集的个人信息：例如 社会保险号码
• attend any inspection or ensure that a qualified or delegated employee attends any inspection (unless the ER was not notified of it) 参加任何检查或确保合格或委派的员工参加任何检查（除非未通知ER）
• give reasonable assistance to the person conducting that inspection  给进行检查的人合理的帮助
• give that person with any docs or information that the person requires 向该人提供该人所需的任何文档或信息
• allow the officer to use copying equipment or providing copies to the officer 允许该人员使用复印设备或向其提供副本
• allow the officer to take photographs or make video or audio recordings (with written consent) 允许军官拍照或录制视频或音频（经书面同意）
• allow the officer to examine anything on the premises that is relevant to the inspection 允许人员在该处所内检查与检查有关的任何物品

Inspection Results 检验结果

Before ER receives sanctions, ESDC or IRCC will give the ER a chance to respond. Then ESDC or IRCC will issue a decision. 在ER接受制裁之前，ESDC或IRCC将给ER一个回应的机会。 然后，ESDC或IRCC将发布决定。

• Compliant or compliant w/ justifications: no action taken 符合要求或符合要求的：没有采取任何措施
• non-complaint: various sanctions 不投诉：各种制裁

• warning letters 警告信
• monetary penalties from $500 to $100,000 per violation 每次违规罚款500至100,000美元
• up to a maximum of $1MM over 1 year 一年内最高$ 1MM
• a ban from hiring TFW/PA through the TFWP or the IMP for 1, 2, 5, or 10 years 禁止通过TFWP或IMP租用TFW / PA 1、2、5或10年
• a permanent ban from hiring temporary workers through the TFWP or the IMP 永久禁止通过TFWP或IMP雇用临时工人
• refuse any pending work permit applications  拒绝任何待处理的工作许可证申请
• revoke active work permits that are tied to your business 撤销与您的业务相关的有效工作许可证
• added to the public list of employers  加入雇主的公开名单

ER will be notified in writing of a -ve/+ve result and the recourse would be to file a JR. ER将以书面形式通知-ve / + ve结果，而求助将是提交JR。

Documents Checklist 文件清单

ER needs to have these Docs up-to-date and valid. ER需要使这些文档保持最新且有效。

• Business licence or permit, T2 Schedule 125 Income Statement Information, T2 Schedule 100 Balance Sheet Information, commercial lease agreement, a T4 Summary of Remuneration Paid , etc. 营业执照或许可证，T2附表125损益表信息，T2附表100资产负债表信息，商业租赁协议，T4支付报酬摘要等。
• Provincial or territorial ER and recruiter registration certificate or licence (where applicable) 省或地区的ER和招聘人员注册证书或许可证（如果适用）
• Anti-abuse policies, codes of employee conduct, guidelines provided to staff, protection or support protocols to staff, training, steps taken to resolve complaints of abuse, anti-harassment policies, protocols, etc. 反滥用政策，员工行为守则，向员工提供的准则，对员工的保护或支持协议，培训，解决滥用投诉的步骤，反骚扰政策，协议等。
• Payroll records 工资记录

• show prevailing wage and overtime are being paid and deductions are e.g. Canada Pension Plan,  显示正在支付的主要工资和加班费以及扣除额，例如加拿大退休金计划，

• employment insurance, 就业保险

• income tax, to explain any non-standard deductions, 所得税，以解释任何非标准扣除额，

• working hour coherence: e.g. Proof of all vacation and sick days taken by foreign worker  工作时间连贯性：例如外籍工人休假和病假的证明

• Work history,  工作经历

• pay stubs, 工资单

• Confirmation of first date and last date worked in Canada; 确认在加拿大工作的首次约会和最后约会；

• work schedules/employee logs for wages paid on hourly basis);  工作计划/员工日志中每小时支付的工资）；

• Record of Employment for any foreign worker who has left the employer;  任何离开雇主的外国工人的就业记录；

• Proof of any severance payments; 任何遣散费的证明；

• Currency conversions for foreign wage rates at the date of filing LMIA application 提交LMIA申请之日外国工资率的货币换算

• Can use the Bank of Canada 10 year currency converter 可以使用加拿大银行10年货币转换器

• Cancelled cheques paid to the worker, money orders or bank statements 已取消支付给工人的支票，汇票或银行对帐单
• Time sheets 时间表

• proof of overtime hours and when overtime payments are invoked and at which rates and proof of any banked overtime and time off granted in lieu of overtime. 加班小时数的证明以及何时调用加班费以及以什么费率以及任何银行加班和加班证明代替加班。

• Copies of any employment agreements made at or after LMIA issuance regarding time off in lieu of overtime; Note: Rates may be different for weekends or statutory holidays 在LMIA签发之时或之后签发的有关用假代替加班的任何雇佣协议的副本；注意：周末或法定假日的价格可能有所不同

• A job description: should match with JO; all NOC codes applicable to the position; 职位描述：应与JO匹配；适用于该职位的所有NOC代码；
• Resumes/CV: 简历

• Copies of resumes and recruitment summaries for all applicants (Canadian and foreign) who applied for the position and were deemed not suitable or not qualified (must be redacted); 所有申请该职位且被认为不适合或不合格（必须编辑）的申请人（加拿大和外国）的简历和招聘摘要的副本；

• new job descriptions including dates when promotions  新的职位描述，包括晋升日期

• new job description(s) or lesser duties took effect; 新的职位描述或更少的职责生效；

• Registration with provincial or territorial workplace safety insurance or workers' compensation clearance letter (if applicable) 注册省或地区的工作场所安全保险或工人赔偿批准书（如果适用）
• Travel/transportation itinerary or invoices (if applicable) 旅行/运输路线或发票（如果适用）

• reimbursement to foreign worker, if applicable. 报销给外劳（如果适用）

• Proof of who paid transportation expenses (foreign employer or Canadian customer depending on terms of the service agreement).  谁支付了运输费用的证明（外国雇主或加拿大客户，取决于服务协议的条款）

• Copies of flight itineraries and credit card receipts indicating payor, taxi chits and proof of reimbursement to foreign worker; 飞机票和信用卡收据的复印件，注明付款人，出租车单据以及向外国工人的报销证明

• relocation expenses, per diems 搬家费，每日津贴

• out of pocket travel expenses (including proof of payment to the foreign worker by way of cheque(s) as cleared from employer’s bank account or payroll provider);  差旅费（包括从雇主的银行帐户或工资提供者处结清的通过支票支付给外籍工人的证明）；

• Accommodation information (if applicable)住宿信息（如果有）

• proof of accommodations 住宿证明

• health care provided or proof that affordable accommodations exist or were assisted with. 提供的医疗保健或证明存在负担得起的住宿或得到了协助的证据。

• Confirmation of insurance coverage (if applicable): 保险范围的确认（如果适用）

• docs should show proof of payment but not include financial account numbers).文档应显示付款证明，但不包括财务帐号。

• Proof of health insurance, travel and accident-benefits insurance coverage for specific foreign worker. 特定外国工人的健康保险，旅行和意外伤害保险的证明。

• Need proof of payment by the company for specific foreign worker and not general company wide policy. 需要公司针对特定外劳的付款证明，而不是公司范围内的一般政策。

• may be indicated on payroll summary or written confirmation on date employee was enrolled with the insurer(s); 可能会在工资单摘要中显示，或在员工加入保险公司之日书面确认；

• If provincial worker safety scheme not applicable, proof of employee accident benefit coverage in Canada and worldwide, if applicable 如果不适用省级工人安全计划，请提供加拿大和全球范围内员工意外伤害保险的证明（如果适用）

• Copy of Provincial Work Safety Bureau Clearance Certificate 省安全生产监督管理局通关证书复印件

• date of applying for LMIA 申请LMIA的日期

• proof of the company’s payment of all work place safety insurance premiums @ the date of filing the LMIA. 在LMIA提交之日起公司支付所有工作场所安全保险费的证明。

• Ensure employer is covered by worker’s compensation scheme in province of destination by either host employer or parent company’s accident benefit policy;确保东道国雇主或母公司的意外福利政策使雇主受到目的地省的工人赔偿计划的覆盖；

• Proof of company’s standard benefits package at the date of filing LMIA and at the date of inspection/ECR 在LMIA提交之日和检查/ ECR之日的公司标准福利包证明
• Proof of additional benefits not listed on the LMIA which included in salary calculation provided by employer (i.e. employer pension contributions, employer tax contributions, payment for travel time)雇主提供的工资计算中未包含在LMIA上的其他福利证明（即雇主养老金，雇主税金，差旅费）
• Proof of customer/sub-contractor relationship by 客户/分包商关系证明

• way of letters, 书信的方式

• signed contracts or purchase orders including terms and conditions of any standard sales agreement as these may provide details as to the terms of employment which will help employer explain wages and working conditions; 签署的合同或采购订单，包括任何标准销售协议的条款和条件，因为这些条款或条件可能会提供有关雇用条款的详细信息，这将有助于雇主解释工资和工作条件；

• Employment contract: must be jointly signed contract during an inspection to show compliance. 雇佣合同：在检查过程中必须共同签署合同以证明合规。
• Written explanation pertaining to authorization to work in Canada without a work permit or w/out LMIA 与未经工作许可或无LMIA的加拿大工作许可相关的书面解释
• Printed copies of the prevailing wages for occupation/NOC/province/city/as of the date of LMIA submissions. 截至LMIA提交之日的职业/ NOC /省/城市/现行工资的印刷副本。

• Keep hard or electronic copy on file to prove the wage rate at the date of filing.  保留纸质或电子副本以证明提交日期的工资率。

• Can give perspective if there is discrepancy from LMIA and actual wages/benefit paid 如果与LMIA和实际支付的工资/福利有差异，可以给出观点

• Letter confirming 3rd party representative is for IRCC, ESDC or CBSA enforcement purposes. 确认第三方代表的信是用于IRCC，ESDC或CBSA的执行目的。
• Copy of complete LMIA application + supporting documents: 完整的LMIA应用程序和支持文件的副本：

• advertisements, ad receipts, screen shots of on-line ads on Linkedin, Kijiji,  other on-line venues, e-mail to and from advertisers. 广告，广告收据，在Linkedin，Kijiji，其他在线场所上的在线广告的屏幕快照，与广告商之间的电子邮件。

• copies of corporate articles of incorporation and corporate organizational charts for parent, subsidiaries and affiliated companies; 母公司，子公司和关联公司的公司法人章程副本和公司组织结构图；
• Copies of work permit and stamps in Foreign Worker’s passport in the event foreign worker entered as business visitor either before or after LMIA/WP issued or expired; 在LMIA / WP签发或过期之前或之后作为商务访客进入的外国工人，其工作许可证副本和外国工人护照上的印章；
• Proof of any corporate non-compliance matter  as they pertain to the attestations made by the ER in regard to compliance with all federal and provincial laws that regulate employment; 与企业代表有关遵守所有规范就业的联邦和省法律的证明相关的任何公司不合规事项的证明；

• such as Ministry of Labour complaints and resolutions, 例如劳工部的投诉和决议

• work orders and compliance 工作单和合规

• sexual harassment complaints, etc., 性骚扰投诉等，

• Proof of any follow up post-LMIA issuance correspondence sent to ESDC 发送给ESDC的任何LMIA发行后跟进信函的证明

• TFW letter to advise that the foreign worker has left the position  TFW信件告知外籍工人已离职

• TFW no longer required, including fax confirmation sheets to prove transmission)  不再需要TFW，包括用于确认发送的传真确认单）

• change in duties but same NOC code or minor variation in salary; 职责变更，但NOC代码相同或薪金略有变化；

Interview & General Tips 面试和一般提示

ER can borrow tips from the "LMIA Interview" section. ER可以从“ LMIA访谈”部分借用技巧。

• give all related information above for Canadian employees in the same post with the ER 在与ER相同的职位中提供上述加拿大雇员的所有相关信息
• all non-English and/or French docs must be translated and notarized 所有非英语和/或法语文档必须经过翻译和公证
•  docs must clear and legible   文档必须清晰易读

Sources: Service Canada, Employment and Social Development Canada, BC PNP Office