[requester]

Record

A mandatory wage assessment is not required for applicants under FTA agreements, except for CPTPP and CUFTA, which do include a wage test under their Professionals category. For applicants under ICT categories, wage remains an important indicator of knowledge, expertise and experience and should be taken into account as an important factor in an officer's overall assessment, although officers should not refuse an application based on the wage alone. Please note that the the guidance as it relates to wages is in the process of being further clarified, and the amended text will be published shortly. We hope this information is of assistance. Do not hesitate to reach out again if you required further clarification [requester] Mailbox De: Envoye «> uiiwure cuce cuau. A: Immigration Representatives / Représentants immigration (IRCC) <[IRCC Immigration Representatives mailbox]> Objet: [requester] Dear [requester]; In the past IRCC has said that ICT under specialized knowledge under Free Trade Agreements were not subject to the requirement that they be paid the median prevailing wage (wage floor requirement that applied to general ICTs). However the PDUs released today for ICTs under various FTAs appear to both say that a wage assessment is not required and that ICTs must be paid the median prevailing wage. Do all ICTs under Free Trade Agreements now have to be paid the median prevailing wage as a requirement? If so, what is the legal basis for this change? Thank you, https: /www.canada,ca/en/immigration-refugees-citizenship/corporate/publications-manuals/operational-bulletins- manuals/updates/2019-specialized-knowledge, htm! May 15, 2019 The instructions have been updated to include further clarification pertaining to specialized knowledge. Officers should be aware that a wage assessment is not a requirement for applicants under this category. However, wage still remains an important indicator of specialized knowledge and should be taken into account in an officer's overall assessment CETA ICT hitps:/mww.canada.ca/er/immigration-refugees-citizenship/corporate/publications- manuals/operational-bulletins-manuals/temporary-residents/foreign-workers/intemational-free-trade-

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agreements/canada-eu/transferees.htm| Wages i ” .

at Note: A mandatory Wage assessment is not required for applicants under the specialized knowledge category. However, for these applicants, wage remains an important indicator of specialized knowledge and should be taken into account as an important factor in an officer's overall assessment.

Officers should confirm that the wages are reasonable for the occupation. To prevent

wage suppression, wages should not be lower than the prevailing wage for the

‘occupation in the location of work.

Additional allowances provided outside of wages are not to be included when assessing

if wages meet the prevailing wage. For example, housing or travel allowances.

There is no requirement that the foreign national be paid by the Canadian enterprise or

in Canadian doliars. However, wages in the offer must be consistent with the Canadian

prevailing wage, regardless of currency used The analogous guideline for CUSMA Pro, which is missing the “a mandatory wage assessment is not required under the specialized knowledge category” note but has the ‘wages should not be lower than the prevailing wage for the occupation in the location of work’ language: Professionals ~ CUSMA [R204(a) ~ 136] — Agreements or arrangements ~ International Mobility Program - Canada.ca Wages Is the remuneration similar to other similarly qualified professionals in the industry in the region where the work is performed? Officers should confirm that the Wag at s are reasonable for the occupation. To prevent wage suppression, wages should not be lower than the prevailing wage for the occupation in the location of work. Additional allowances provided outside of wages are not to be included when assessing if wages meet the prevailing wage. For example, housing or travel allowances. There is no requirement that the foreign national be paid by the Canadian enterprise or in Canadian dollars. However, wages in the offer must be consistent with the Canadian prevailing wage, regardless of currency used. ootses

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