NAME CHANGE – If a work permit application is already in process for a worker, the name change will NOT be permitted. A name change will be accepted if it is submitted 6 weeks ahead, from the date, the change is requested. Employers may request the named worker on a subsequent travel date if a date is open and not filled with a worker who has a work visa. A future LMIA can also be an option to name a particular worker provided housing is available.
CARIBBEAN & MEXICO – EARLY CESSATION OF EMPLOYMENT
Following the completion of trial period and consultation with Government Agent to prematurely cease the Worker’s employment, the Employer must notify the worker a
minimum of seven (7) days prior to dismissal except if dismissal is with cause.
URGENT MESSAGE – EMPLOYERS ARE CAUTIONED TO RESTRICT CHANGES TO THEIR LMIA LABOUR PLANS, TO ENSURE WORKERS ARRIVE.
See details page 13
WHAT’S NEW
• The Consumer Price Index (CPI) was applied on the Utility Deduction at 2.67% across 7 provinces that can take this deduction, Recognition Payment 3.12% inflation rate, Laundry 3.12% inflation rate, Source Country Deduction 3.12% inflation rate and Employer provided meals 3.12% inflation rate.
• The Rest Periods for the workers; the new wording under the contract reflects that the rest periods can be ‘paid or not paid in accordance with provincial or territorial labour legislation.’
• Employers hiring workers from Mexico, Workplace Safety Coverage Requirement new clause reads: in the absence of provincial / territorial laws the employer is responsible for ensuring the worker(s) are covered by health insurance that is comparable to a Canadian citizen which includes Workplace Safety Coverage at no cost to the worker.
• Lodging, Meals and Rest Periods: All employers must supply cleaning supplies when needed with no cost to the worker.
• Worker Health and Safety #5: ‘all illnesses’ and injuries sustained by the worker requiring medical attention are to be reported to the government agent. If the worker must remain in Canada due to illness or a work-related accident after the expiration of their contract or after December 15 the EMPLOYER in cooperation with the Government Agent shall make efforts to facilitate accommodation during their recovery, until they are able to return to Mexico.
• Employer Obligations #8: Establishes the obligation of the employer to display the rules of conduct, safety discipline, care and maintenance of property, expectations of maintaining cleanliness in the bunkhouse(s) and to do so in Spanish. The employer shall assist the WORKER when applicable on arrival, to obtain health coverage according to approved Provincial/Territorial regulations. The employer is to ensure the WORKER receives timely medical care, including interpretation services.
• MEXICO – Cowan Insurance: the deduction is $1.08 per day (7) seven days a week.