These days, Canada’s Temporary For- eign  Worker  Program   (“TFWP”) is more top of mind than ever for Canadian employers. This is in part because of the many changes made by  the  Government  of  Canada  to transform the TFWP over the last couple of years and changes that continue to be made. Reforming Canada’s TFWP continues to be a top priority for our government given that it featured prominently in the speech from the throne delivered by Governor General David Johnston on October 16, 2013. The throne speech said one of the measures the govern- ment will take to address the job or skills gap de- scribed as “too many people without jobs and too many jobs without people” is “to complete reforms to the TFWP to ensure that all Canadians always have the first chance at available jobs”. This means that it is now harder than it once was to obtain ap- proval to hire a temporary foreign worker (“TFW”). It also means that the government has more means for monitoring an employer’s compliance with the TFWP. Employers’ obligations under the TFWP continue after a TFW relocates to Canada. Canadian employers need to be mindful of a number of rules including the following.

  1. LOCAL LAWS APPLY TO ALL WORKERS

 All local employment laws that apply to Canadian em- ployees also apply to TFWs. This includes employ- ment standards, industrial relations, human rights, workers’ compensation and occupational health and safety laws. There may be added protections in local legislation that apply to TFWs with which employ- ers should be familiar.

  1. RECRUITMENT COSTS

Employers bear the costs associated with recruiting TFWs, including the new processing fee for obtaining a Labour Market Opin- ion (“LMO”). None of these costs may be recovered from the TFW through salary deduction or otherwise.

  1. BE CAREFUL WHAT YOU ASK FOR

 The same precautions taken when designing interview ques- tions for Canadian citizens should be taken when interviewing a TFW. It is legitimate to ask whether a person is legally authorized to work in Canada and what languages they read, write and speak fluently (as long as what is asked is relevant to the functions of the job). It is important NOT to ask questions that invite disciminatory answers; for example, age, country of origin, race, nationality and sexuality.

  1. VERIFY AND MAINTAIN DOCUMENTS

Employers should review work permits to ensure they are issued correctly. It is also advisable to create an im- migration compliance file for each TFW you employ and to flag important deadlines to ensure that work permit expiry dates are not missed and that all the required approvals are extended. Be aware that some provincial laws and federal immigration poli- cies impose specific record-keeping requirements on employers who hire TFWs. Consequently, we recom- mend that all documentation relating to the hiring of a TFW be retained for six years.

  1. CLARIFY TERMS AND  CONDITIONS OF EM-PLOYMENT

The best way to clarify terms and condi- tions of employment is to enter into a written em- ployment contract with the TFW. The terms of that contract cannot contradict or override immigration documents or legislation. For  example, if  the  LMO or work permit specifies an occupation, the TFW must be employed in that role and cannot agree to perform a different role.

  1.  INFORM YOUR EMPLOYEES ABOUT OCCUPA-TIONAL HEALTH AND SAFETY

All provinces in Atlan- tic Canada have an occupational health and safety regime making workplace safety a joint responsibil- ity of employers and employees. Employers should make TFWs aware of their rights and responsibilities under occupational health and safety legislation to ensure the employer’s obligations under the  legisla- tion are met and all workers are on the same page with regards to workplace safety.

  1. DISCRIMINATION IS DISCRIMINATION IN ANYLANGUAGE

Employers are obligated to ensure that all workers, including TFWs, understand the need for a respectful workplace. The obligation to main- tain a respectful workplace extends to conversations between TFWs in their home language. In a recent decision, the Ontario Human Rights Commission dealt with a cashier who made a discriminatory re- mark about a customer to a co-worker in his native language (Mandarin). The customer’s wife under- stood the comment and explained it to him and a complaint followed. The Commission held the em- ployer responsible for the discriminatory remark, because it found no evidence that the employer took proactive steps to address the customer’s complaint.

  1. JUST CAUSE IS JUST CAUSE

Employers always have the right to terminate any employee for just cause. That said, the threshold for just  cause  is  high and alleging just cause for dismissal can  be  risky. Seek legal  advice  when  considering  whether  just cause  exists  for  summary  dismissal.

  1. FOREIGN WORKERS CAN BE ENTITLED TO AN INCREASED NOTICE PERIOD

There are very few cases dealing specifically with notice periods for TFWs, but the existing jurisprudence indicates that TFWs found to be wrongfully dismissed may be entitled to an in- creased notice period. This is generally the case where the TFW’s employment is authorized by an employer- specific work permit that ties their ability to work in Canada directly to a specific employer.

  1. FOREIGN WORKER CLASS ACTION LAWSUITS 

​​TFWs have all of the same legal remedies against employers as Canadians. Recently, a class action lawsuit was brought in British Columbia on behalf of more than 70 TFWs against a restaurant chain, alleging the restaurant forced the workers to pay recruitment fees, failed to pay overtime, refused to reimburse travel expenses and did not provide the work hours promised. Allegations were also made that the employer was inappropriately pressuring in- dividuals to opt out of the lawsuit. The class action settled for over $1.4 million.