Immigration lawyers... what are they good for?

Canadian ImmigrationImage by Shooting Genre - phoebe via Flickr Immigration by Guidy Mamann
METRO CANADA
Published: September 27, 2010 1:00 p.m.
Last modified: September 27, 2010 8:47 a.m.
         

When I checked my inbox this morning I found a very important email from an organization of immigration professionals which I belong to.
In fact, this email is so crucial to my ability to practice immigration law that I forwarded it to all of my staff, saved it in our firm’s electronic address book, and printed it for inclusion in the binder that sits on my desk right by my telephone.
Yet, the truth is that this email makes me feel like I am a silent partner in a bit of a deception being perpetrated on the public by CIC. Let me explain.
Citizenship and Immigration Canada clearly takes great public pride in the amount of information and resources it provides to the public through its website and call centre. CIC boasts that “All the forms and information that you need to apply for a visa are available for free on this website.”
Therefore, it's no wonder that in the website's FAQ, the answer to the question: “Do I need an immigration representative to help me apply?” is a "no."
The public is told that “The Government of Canada treats everyone equally, whether they use a representative or not.”
Will your case be processed more quickly if you hire a representative? CIC advises that “If you choose to hire a representative, your application will not be given special attention by the immigration officer.”
Is this really true? Is all the information you need really out there? Do you need a lawyer? Would it make any difference if you have one? Put another way: are people who are using lawyers and consultants to handle their immigration applications just throwing away their money?
I hate answering these questions since doing other people’s immigration work is how I make my living. People would be justified in being sceptical about my answers to these questions.
But the truth is “all the information you need” is not really out there and, yes, in many cases a lawyer or..
consultant’s involvement can spell the difference between success, delay, or abject failure.The information at cic.gc.ca is general in nature and cannot possibly contemplate the infinite factual scenarios that applicants might present when applying. Furthermore, the agents at the call centre cannot and do not provide callers with legal advice. It is simply not in their mandate to do so. Instead, they give “general information on the CIC lines of business ... provide case specific information, and accept orders for CIC publications and application kits.”
In other words, they can’t tell you what you ‘should’ do when confronted with obstacles or strategic decisions to make.
Also, if you encounter a problem that needs to be escalated, which is not uncommon, you will find precious little information on the CIC website as to where to direct your complaint or question.
Not so with immigration professionals.
The email I received this morning is an update of CIC’s protocol on how immigration professionals should direct their queries. The correspondence contains the email address for every Canadian visa post overseas and the names and email addresses of the immigration program managers at each of those offices. It tells us how, and to whom, to direct case-specific enquiries to the Case Management Branch in Ottawa and when and how to follow up if we do not receive a timely reply. It provides instructions on how to direct communications relating to quality of service complaints, situations involving possible misconduct or malfeasance of immigration officers, procedures, operational and selection policy, and processing times and levels.
To my knowledge, this information is not shared with members of the public. CIC’s failure to publicise this information does not reflect preferential treatment for those who are represented. Instead, it is simply an acknowledgement that immigration professionals do, and have always, played a vital role in making an overburdened and under-resourced program function at all (if not function well).
Sharing this information with the public would result in an avalanche of correspondence being directed at senior officials who are spread out so thinly that they could never get any other work done.
It is true that, except in exceptional and deserving cases, hiring a lawyer or consultant can’t get an application moved from the back of the line to the front of the line. Also, an officer will not approve an applicant who is not qualified just because he or she is represented. However, it is also true that an honest and experienced representative won’t clog up the system by submitting an application that simply won’t fly.
Furthermore, professionals who specialize in this area know the process and know how to avoid errors that cause delays. They know how to sift through mounds of convoluted facts and properly and convincingly document and present the salient ones in order to establish the basis for the approval of the application quickly and efficiently.
CIC doesn’t like to acknowledge the positive role lawyers and consultants play in making its bureaucracy work for the public. It is loath to see us as partners in delivering the immigration plan it is given annually by Canada’s immigration minister of the day.
That’s ok ... this morning’s email is all the acknowledgement I need.
Guidy Mamann practices law in Toronto at Mamann, Sandaluk and is certified by the Law Society of Upper Canada as an immigration specialist. For more information, visit www.migrationlaw.com or email metro@migrationlaw.com
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Help save a Life of a Child

Nexus Canada joins the international efforts of saving the life of a baby: Eva
 
Any contribution will be welcome for this good cause.
 
Please, find the video of baby Eva, that needs help for medical consultation and surgery.
Although the video is in Russian, I wanted to introduce you to Eva and her momVeronica,
 
Please check this link to read about a little baby Eva, who is very sick and needs our mutual help www.healthybabyeva.org 
 
Donation accounts are open in the USA, Canada, Belgium and Belarus
 
Please, find the donations reports on this page https://sites.google.com/site/healthybabyeva/track-donations
 
I want to thank everyone who kindly contributed in Eva's chance to survive!
 
Your financial help and your IDEAS how to improve our way to raise money for this cause are very much appreciated!!!!
 We'll be grateful if you help us spread the call for help among your contacts and social networks.
 
"You're happiest while you're making the greatest contribution" (Robert F. Kennedy) but What can be a greater contribution than helping a child have a chance to live? https://sites.google.com/site/healthybabyeva/
 




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BMO Announces Sponsorship of ACCES Employment's Speed Mentoring(R) Initiative

The Bank of Montreal buildingImage via Wikipedia BMO Financial Group and ACCES Employment have announced that BMO has become sponsor of the Speed Mentoring(R) program, a program designed to assist immigrants to Canada in entering the workforce in their areas of expertise.
Speed Mentoring(R) involves a group of employees - mentors - from a leading company meeting with new Canadian job seekers. Such meetings offer immigrants an opportunity for getting inspired, making connections, being coached and motivated. An innovative solution to the barrier that newcomers experience given their lack of a professional network, Speed Mentoring(R) has provided over 1600 newcomers in Toronto with the opportunity to meet and connect to professionals in their fields since 2006. With the help of this sponsorship, the program will be able expand to cities nationwide, including Montreal, Vancouver, Calgary and Halifax.
"BMO's support of ACCES Employment's Speed Mentoring(R) initiatives is helping talented new Canadians make professional connections and find employment in their field of expertise," said Allison Pond, Executive Director, ACCES Employment.
"As Canada's first bank, BMO has a long and proud history serving the financial needs of new Canadians," said Frank Techar, President and Chief Executive Officer, Personal and Commercial Banking Canada. "We first came to know ACCES through the United Way Toronto's Days of Caring. Our team volunteered with in the Speed Mentoring program. Each of us met one-on-one for ten minutes with each jobseeker. The Speed Mentoring program is a win-win, providing each job seeker with great networking and employers with a rich source of incredibly talented people."
About BMO Financial Group
Established in 1817, BMO Financial Group is highly diversified. BMO works with millions of personal, commercial, corporate and institutional customers through its operating groups: Personal and Commercial Banking Canada, Personal and Commercial Banking U.S., Private Client Group and BMO Capital Markets. BMO employees are dedicated to making BMO the bank that defines great customer experience.
About ACCES Employment
ACCES Employment is a leader in connecting employers with qualified candidates from diverse backgrounds. More than 15,000 job seekers are served annually at five locations across the Greater Toronto Area. As a not-for-profit charitable corporation, ACCES receives funding from all levels of government, corporate sponsors, various supporters and the United Way Toronto.

ACCES Employment:
Shawn Mintz
(416) 921-1800 begin_of_the_skype_highlighting              (416) 921-1800      end_of_the_skype_highlighting
smintz@accesemployment.ca
www.accestrain.com
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Canada to Hire 8,000 Filipinos

staten island: weirdImage by trontnort via Flickr
By SAMUEL MEDENILLA
September 22, 2010, 11:26am
MANILA, Philippines — The Canadian province of Manitoba will be hiring about 8,000 Filipino workers annually starting this year until 2016, the Department of Labor and Employment (DoLE) said on Tuesday, during a signing of a renewed agreement with Canadian dignitaries at Makati City.
The overseas Filipino workers (OFW) will compose about 40 percent of the 20,000 job requirements, which the local government of Manitoba plans to fill by 2016 due to its expanding markets. The remaining 60 percent of the job orders will be sourced out to other countries like Germany, India, China, Korea, Israel, and Ukraine.
Among the jobs which are in demand in Manitoba are in the field of finance, construction, manufacturing, mining, health, agriculture, and hotel and restaurant.
“We hope that the memorandum of understanding (MoU) will increase the protection of Filipino workers being deployed to Manitoba, and facilitate their recruitment and hiring process, which in turn would enable the Philippines to get a bigger share of the projected demand of Manitoba,” Labor and Employment Rosalinda Baldoz said in a statement.
Aside from the job order, the MoU, which was first signed in 2008, will also focus on the skills assessment of OFWs which will be deployed in Canada, promote their welfare, and speed up the processing of their visas.
“Our governments have worked together over the past two and a half years to make it easier and safer for skilled Filipinos workers to find jobs and settle in Manitoba and we look forward to continuing this important partnership, Province of Manitoba Premier Greg Selinger said in a statement.
Assistant Deputy Minister of Manitoba Labor Immigration Ben Rempel said that the Canadian government gave particular preference to Filipino immigrants since they already have the necessary skill requirements. Another factor was the existence of a  large Filipino community in Manitoba, which will be able to assist new Filipino immigrants during their period of adjustment in Canada.
“You have workers who speak English and are adaptable to working in the international environment. So I think the Filipinos will remain very well positioned to take advantage of the economic opportunities that are starting to rebound in our jurisdictions like in Manitoba,” Rempel said.
Rempel said that aside from having the lowest unemployment rate and highest employment of immigrants, Manitoba also has the most advanced legislation protecting the rights of its laborers, which will be attractive for OFWs.
“Workers from the Philippines will know when they are offered a contract by Manitoba employer that contract will be honored,” Rempel said.
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RP, Manitoba renew OFW deployment agreement

The flag of the Canadian province of Manitoba,...Image via WikipediaProspective overseas Filipino workers in Canada – especially those in health, agricultural production, hotel and restaurant, and construction – stand to benefit from a renewed labor agreement between the Philippines and the Canadian province of Manitoba.

Department of Labor (DOLE) Secretary Rosalinda Baldoz signed the renewed Memorandum of Understanding (MOU) with Manitoba's Department of Labour and Immigration (LIM).

“This MOU is closely aligned to the overarching goal of President Benigno S. Aquino III to invest and develop our human resources to make us more competitive and employable. It is also in line with the 22-point labor and employment agenda which, among others, calls for expanded protection of our OFWs," Baldoz said in an article on the DOLE website, after the signing.

Baldoz said that with the new RP-Manitoba agreement and the improving world economy, more OFWs may be deployed to Manitoba starting this year.

She said Filipino workers from the health, agricultural production, hotel, and restaurant and construction sectors will continue to be in demand in Manitoba.

“We hope that the MOU will result not only to the increased protection of Filipino workers being deployed to Manitoba, but more importantly, to the facilitation of the recruitment and hiring process, which in turn would enable the Philippines to get a bigger share of the projected demand of Manitoba for approximately 20,000 workers by 2016," Baldoz said.

Baldoz signed the agreement for the Philippines while Premier Greg Selinger signed on behalf of Manitoba.

Selinger flew in to Manila to sign the MOU and to lead a delegation seeking to explore trade, investment, and cultural cooperation with the Philippines.

The renewed agreement is a follow-through of the initial MOU signed by the DOLE and Manitoba in 2008.

It provides a framework for the partnership and collaboration between the Philippines and Manitoba in the recruitment and deployment of skilled OFWs to Manitoba, in their protection, and in the further development of human resources.

Baldoz said that with the MOU, the recruitment and deployment of OFWs for Manitoba that began in 2008 will be sustained, adding it is a testimony to the continued preference of Manitoba employers for OFWs.

Under the MOU, both parties will work together to enable Filipino workers to enter Manitoba under a process that is effective and clearly communicated to employers and workers alike.

The shared priorities for collaboration and cooperation under the new MOU are:
  • Ensure that the need of Manitoba employers for Filipino workers with appropriate skills are met through training and credential-recognition activities;

  • Expedite the approval of selected workers for employment opportunities in Manitoba, including efforts to support the work of the Canadian visa office in Manila it the processing of worker workers’ permits and visas;

  • Promote sound, ethical, and equitable recruitment and employment practices;

  • Share information to support initiatives, subject to privacy laws of the Government of the Republic of the Philippines and the Government of Manitoba, Canada; and

  • On prior agreement, explore the role for the International Organization for Migration to support the foregoing initiatives.
Both parties also agree to regularly determine other priority areas for collaboration and cooperation.

Under the RP-Manitoba agreement, 91 OFWs were deployed to the Canadian province in 2008. Deployment rose to 162 in 2009, 44 percent higher than the 2008 deployment.

Of the total deployed in 2009, 61 percent were nurses, 23 percent were production workers, and 16 percent were service workers.

In pursuing the areas of collaboration and cooperation under the MOU the DOLE and the LIM agree to act in compliance with their respective laws and regulations.

These include the Employment Standards Code, the Worker Recruitment and Protection Act, and the Workplace Safety and Health Act on the part of Manitoba; and the Philippine Labor Code, as amended, and the 2002 POEA Rules and Regulations Governing the Recruitment and Employment of Land-Based Overseas Workers implementing R. A. 8042, as well as amendments to such legislation on the part of the Philippines. — LBG/RSJ, GMANews.TV
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