LMIA Appication – GerCanada Consulting

SECTION 1: BUSINESS INFORMATION
1. Canada Revenue Agency Payroll deductions program account number:*
2. Business Legal Name (as registered with CRA):*
3. Business Address (as registered with CRA):*
Street Address Address Line 2 City Province Postal Code
4. Mailing Address (Only if different from business address):
Street Address Address Line 2 City Province Postal Code
5. Website:
6. Date business started (YYYY-MM-DD):*
7. Organization type and structure:*
- Sole proprietor
- Partnership
- Corporation
- Co-operative
- Non-profit
- Registered Charity
(select all that apply)

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SECTION 2: EMPLOYER CONTACT INFORMATION
1. Name:*
First Last
2. Job Title:*
3. Telephone Number:*
4. Other Telephone Number:
5. Email Address:*
6. Language of Correspondence:
- English
- French
7. Mailing Address:*
Street Address Address Line 2 City Province Postal Code
> - ALTERNATE EMPLOYER CONTACT INFORMATION (This person must be the employer or be an employee of the employer)
8. Name:
First Last
9. Job Title
10. Telephone Number:
11. Email:
12. Language of Correspondence:
- English
- French
13. Mailing Address:
Street Address Address Line 2 City Province Postal Code

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SECTION 3: LABOUR MARKET IMPACTS
1. In the last 12 months, Did the employer lay off any employees working in the position(s) being requested in this application?*
- No
- Yes
2. If yes, how many Canadians/permanent residents?
- How many TFWs?
- Provide reason(s) for the layoff(s):
3. Does the business receive support through Employment and Social Development Canada/Service Canada's Work-Sharing program?*
- No
- Yes
4. If yes, provide details:
5. Is there a labour dispute in progress at the job location?*
- No
- Yes
6. If yes, provide details:

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SECTION 4: JOB OFFER DETAILS
TFW (Temporary Foreign Worker)
1. How many TFWs is the employer applying for in this occupation?*
2. What is the job title of the position being offered to the TFW(s):
3. Describe, in your own words and in as much detail as possible, the Main Duties of the Position offered to the TFW(s):*
4. How is the position requested in this application necessary for the operations of the business and explain the impact on your operations should the position remain vacant?
5. What is the expected employment start date?*
16. What is the expected employment duration?*
Number and Please specify: Day(s), Week(s), Month(s) or Year(s)

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SECTION 5: WORK LOCATION
1. Business Operating Name of the primary work location:
2. Describe, in your own words and in as much detail as possible, the Principal business Activity at the primary work location:
3. Describe, in your own words and in as much Detail as possible, Any Safety concerns or Hazards associated with the principal business activity or site:
4. Address of the primary location where the TFW will work:
Street Address Address Line 2 City Province Postal Code

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SECTION 6: HOURS, PAY AND BENEFITS
1. What is the Regular (non-overtime) Wage in Canadian dollars per hour being offered to the TFW?*
Note: Employers must provide the calculation of an hourly wage in $CAD, even if the position is salaried, paid in foreign currency, or paid by piecework.
2. What is the Overtime Wage in Canadian dollars per hour being offered to the TFW? (if applicable and must meet provincial/territorial requirements)*
Overtime rate of $ per hour.
If it doesn't apply, please write N/A
- Starting after:
hours per day hours per week
MANDATORY: If you have entered an overtime rate you must complete the section Starting after - hours per day or hours per week or both.

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IMPORTANT: EMPLOYER RESPONSIBILITIES (Please Read)
Temporary Foreign Workers have the same rights as Canadians and permanent residents and are covered under the same labour legislation and regulations. The Government of Canada takes the health and safety of foreign workers very seriously and will not tolerate any form of abuse of foreign workers or of the Temporary Foreign Worker Program.

When hiring a Temporary Foreign Worker for the Low-wage Stream of the Temporary Foreign Worker Program, Employers should be aware of their responsibilities which include:
- Adhering and complying with federal-provincial/territorial legislation and regulations pertaining to recruitment, employment standards and occupational health and safety.
- Making reasonable efforts to provide a workplace that is free from physical, sexual, psychological and financial abuse and must not confiscate the temporary foreign worker's identification.
- Ensuring that the temporary foreign worker(s) are performing the same occupation and duties as you had offered them and were reported by you during the application process.
- Ensuring that the working conditions in the offer of employment meet generally accepted Canadian standards and remain so for the duration of the employment.
- You must provide temporary foreign workers with the same wages and benefits as those provided to Canadian and permanent resident employees working in the same occupation that are consistent with the prevailing wage for the occupation and region where the worker is employed. Wages paid during employment must remain substantially the same as the wages offered and not less favourable.
- Employers must always ensure that the TFWs they want to hire under the TFW Program are covered from the provincial/territorial workplace safety insurance provider, where required by law. In provinces/territories where the provincial/territorial legislation allows employers the flexibility to opt for a private insurance plan, employers must ensure that:
- Pay for the round-trip transportation costs (for example plane, train, boat, car, bus) of the temporary foreign worker (TFW) to the location of work in Canada, and back to the TFW's country of permanent residence.
- Providing or ensuring that suitable and affordable housing is available.
- Providing the worker with a copy an employment contract which has been signed by the employer and the worker which clearly outlines the terms and conditions of employment.
- Not recovering costs of hiring the temporary foreign worker(s) such as the LMIA fee, recruitment, etc. This also applies to any third parties used.
- Reporting any errors or changes to an approved LMIA or the temporary foreign worker to ESDC/Service Canada.
- Retaining all documentation that relates to compliance with program acts, regulations and requirements for a period of six years beginning on the first day of employment of the foreign national.
- Giving all reasonable assistance to an officer conducting an inspection such as but not limited to attending interviews and on-site inspections, answering questions, and providing information and documentation that relates to all Program conditions and requirements. Inspections with or without prior notice can be conducted anytime within a six-year period beginning on the first day of employment of the foreign worker.
- Consent*
  I have read these Responsibilities.
- Email
  This field is for validation purposes and should be left unchanged.

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Step 1 of 7

SECTION 1: BUSINESS INFORMATION

SECTION 2: EMPLOYER CONTACT INFORMATION

> - ALTERNATE EMPLOYER CONTACT INFORMATION (This person must be the employer or be an employee of the employer)

SECTION 3: LABOUR MARKET IMPACTS

SECTION 4: JOB OFFER DETAILS

SECTION 5: WORK LOCATION

SECTION 6: HOURS, PAY AND BENEFITS

IMPORTANT: EMPLOYER RESPONSIBILITIES (Please Read)