2021 LMIA: Hire Seasonal Agricultural Farm Worker
Housing inspection
Employers must provide proof of inspection of the off-site or on-farm accommodation. The appropriate provincial, territorial or municipal authority must conduct the inspection. An authorized private inspector with appropriate certifications may also conduct the inspections. The private inspector or the competent authority may not detain an official format for the housing inspection report. In such case, employers must ensure that they use Schedule F to report the results.
Effective January 1, 2018, new requirements are mandatory in order to obtain a decision. These requirements ensure that:
- the housing provided to temporary foreign agricultural workers has been inspected
- all conditions on the housing inspection report have been addressed
These additional requirements will include that the housing inspection report must:
- have all relevant sections completed
- indicate the maximum number of workers permitted per approved accommodation
- indicate that the housing has been inspected in the last 8 months prior to the date the LMIA application is received
Note: An employer may re-apply for TFWs replacement. The same inspection report can then be used, even if it is more than 8 months old.
Employers in Saskatchewan must:
- request a letter from Service Canada for the inspection to be performed by the regional offices of Sask Health
The Employer will forward the letter to Sask Health and must apply with sufficient time to accommodate the timeframes for obtaining an inspection. (Sask Health can usually complete inspections within 30 days).
Employers in British Columbia must:
- use the British Columbia Agriculture Council (BCAC) housing inspection form, and
- have the housing inspection conducted by a BCAC sanctioned inspector, authorized to conduct housing inspections
Failure to meet the requirements for the housing inspection report without justification will result in an incomplete status for the LMIA application.
The Department will accept a housing inspection report with a “pass with conditions” status for processing the LMIA application. However, there will be no decision rendered until the employer addresses all conditions in the housing inspection report and provides evidence of it.
Employers are responsible for any costs that may be associated to having the housing inspected. Under no circumstances can employers recover these costs from the TFW.
Health and workplace safety
Health insurance
Employers must ensure that all TFWs register for provincial/territorial health insurance. The employees must register as soon as they become eligible. The waiting period to be eligible for the provincial/territorial health insurance is available on the Ministry of Health web sites for each province/territory.
Note:
Employers hiring TFWs from Mexico must submit payments to Great West Life Assurance Company. Employers can recover these costs through payroll deductions.
The liaison officer for the foreign government will provide instructions and assistance to employers regarding these deductions.
Workplace safety insurance
Employers must always ensure that the employees are covered from the provincial/territorial insurance provider, where required by law. Provincial or territorial legislation may allow some employers the flexibility to choose the private insurance of their choice. However, the employer must ensure:
- that any private plan chosen provides the same level of compensation to that offered by a province/territory (same or better coverage)
- that all employees on the worksite are covered by the same provider
Employers enquiring about private insurance plan equivalency should contact the provincial/territorial workplace safety authority.
Coverage provided at no cost by the employer must be in effect on the first day the TFW works in Canada. The employer must not recover costs from the TFW.
Pesticides and chemical use
Employers using pesticides or other hazardous chemical must follow provincial/territorial rules. They must notify workers of pesticide and chemical use and provide to workers:
- free protective equipment
- appropriate formal and informal training
- supervision where required by law
Employment contract
The Seasonal Agricultural Workers Program has a standard, non-modifiable contract. The contract does not need to be included in your application. Employers are however required to have a copy of the contract signed by both the employer and workers on file in case of an inspection.
The employment contract also requires the signature of the liaison officer for the foreign government and the TFW identified on the LMIA application. Employers do not need to know the TFWs’ names prior to their arrival in Canada. Employers must ensure to provide a copy of the employment contract to TFWs. The TFWs must sign the copy of this contract on the first day of work. Employers must provide copies of contract in English or French and Spanish.
