Canada – September 16 Webinar on Fines, Penalties in New Immigration Regs

Canada – September 16 Webinar on New Immigration Regs

KPMG LLP Law Canada is hosting a Webinar entitled “Thinking Three Steps Ahead: Minimizing Employer Liabilities, Administrative Monetary Penalties, and Temporary Worker Sanctions,” on Wednesday, September 16, 2015, from 11:00am to 11:30am (EDT; GMT -5).

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KPMG LLP Law Canada is hosting a Webinar entitled “Thinking Three Steps Ahead: Minimizing Employer Liabilities, Administrative Monetary Penalties, and Temporary Worker Sanctions,” on Wednesday, September 16, 2015, from 11:00am to 11:30am (EDT; GMT -5).  To register, click here.

WHY THIS MATTERS

This Webinar is intended to benefit global mobility, international human resources, relocation, and immigration legal advisers, who are involved directly or indirectly in managing or supervising the movement of foreign workers to Canada.  Additionally, corporate representatives responsible for regulatory compliance and corporate responsibilities will benefit from the strategies discussed surrounding prevention of legal contraventions and risks to corporate reputation.

Background

On July 1, 2015, Regulations were published under the Immigration and Refugee Protection Act, effective December 1, 2015, which will subject employers of foreign workers to Administrative Monetary Penalties (AMP) or fines (see: http://laws-lois.justice.gc.ca/eng/regulations/sor-2002-227/).  Under these new Regulations employers will also be subject to a wider possible range of penalties including being barred from using the Foreign Worker Program and having their names published online together with the AMP assessed.

KPMG NOTE

Employers of foreign workers have sufficient time before December 1 to undertake remedial steps to identify contraventions and implement strategies to mitigate the impact of the new Regulations.  During the Webinar, important recommendations will be made as to how to understand the impact of the Regulations on your business and how to determine the appropriate response. These recommendations include:

  • How to implement an immigration compliance audit.
  • Evaluating the results of an audit.
  • Remedial action – removing contraventions.
  • Proactive planning – implementing sound procedures for mitigating liabilities.
  • Corporate policy development – making a proper corporate statement.
  • Understanding risks associated with third party contractors.

Again, click here to register for our September 16, 2015 Webinar and obtain further details.  

CONTACTS

For assistance with immigration-related matters pertaining to Canada, please contact your local qualified immigration counsel*, or the following immigration professional with the KPMG International member firm in Canada: 

 

Howard Greenberg, Partner-Immigration, KPMG Law, Canada

Tel.: +1-416-943-0288 x224 

hgreenberg@kpmglaw.ca  

 

*  KPMG LLP (U.S.) does not provide any immigration services.  

The information contained in this newsletter was submitted by KPMG Law LLP in Canada. 

© 2016 KPMG LLP, a Canada limited liability partnership and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative (“KPMG International”), a Swiss entity. All rights reserved.

Flash Alert is an Global Mobility Services publication of KPMG LLPs Washington National Tax practice. The KPMG logo and name are trademarks of KPMG International. KPMG International is a Swiss cooperative that serves as a coordinating entity for a network of independent member firms. KPMG International provides no audit or other client services. Such services are provided solely by member firms in their respective geographic areas. KPMG International and its member firms are legally distinct and separate entities. They are not and nothing contained herein shall be construed to place these entities in the relationship of parents, subsidiaries, agents, partners, or joint venturers. No member firm has any authority (actual, apparent, implied or otherwise) to obligate or bind KPMG International or any member firm in any manner whatsoever. The information contained in herein is of a general nature and is not intended to address the circumstances of any particular individual or entity. Although we endeavor to provide accurate and timely information, there can be no guarantee that such information is accurate as of the date it is received or that it will continue to be accurate in the future. No one should act on such information without appropriate professional advice after a thorough examination of the particular situation.

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