工作签证 想去加国做住家保姆

[lywen116]

回复: 想去加国做住家保姆

恭喜楼上的

 

[lywen116]

回复: 想去加国做住家保姆

我在1月12号这天 已经抢到去加拿大做住家保姆这张入场票了 请已经在加拿大的姐妹们联系我好吗 qq37926836

===========================
能分享你的面试经历么

 

[Tina Li]

回复: 想去加国做住家保姆

楼上人很好的~已经分享啦

 

[nicy]

回复: 想去加国做住家保姆

478-481楼，想了解 已经在加拿大 做住家保姆，然后要转移民的

http://www.ccue.com/www/etel/category/2110
我找了几个网站，是多伦多的 移民公司的，半年前曾经咨询过，最近因为要递交材料了，所以又要打电话 都咨询一遍，还有问朋友的推荐。
但是 真正做过 住家保姆转移民的 还是不多的，因为本身案例就少.
今天在 cic 上看到的，07年通过这个移民的 是 7000多人，世界各地的，08年的还没有统计数据. On.是最多的，2000多个. 不知道中国人比例多少，所以移民公司 接到 住家保姆的case 少 也是可以理解的，但是 装b 就很让人讨厌了.


http://forum.iask.ca/showtopic-251780.aspx
12楼 有一些黑移民中介，具体怎么黑 没什么接触 自己看


http://www.ccue.com/www/etel/category/2110
今天break 时间，我挨着打了一遍这里面的电话，还没打完，明天继续咨询。 有些公司的广告多，之前也曾经咨询过. 有些公司的名字完全陌生. 根据我的感觉，我来说一下 各公司对住家保姆转移民的案例了解.


一般都是代表接电话，然后转给 顾问.
很多代表 住家保姆业务不了解. 有一些不知道live in care giver是什么. 包括一些 大牌，cics注册的.

有些公司说不做这个 ，结果是 说不做从中国转来加拿大的.因为国内做这个的都有猫腻，中介费贵. 这里有一些中介公司也作 从国内转过来，中介费很多收 1w 加币. 他们也没做过到了后 再转的.

有的顾问问，不是已经过来了吗，还有什么问题，我很尴尬.

我一般上来头3个问题里，就会问到怎么收费，有一家居然说，没有这么问得，让过去谈. 我就算过去谈，你也得多少跟我说点什么啊，什么都不说，就让我过去.

收费问题，大部分都差不多，差不了200块，属于低价位的，中价位的比低价位 的一般多收500，再高点的 就很离谱了，双倍， ok，您贵，但您不够专业，我知道答案的问题 您都不知道怎么说,so ...


有一些公司很好，说没做过，很实在，那以后 如果有其他业务，也可以商谈。但有些公司就扯淡，什么 你雅思过了几分了？ 给你办技术移民什么的，我直接晕倒，您把住家保姆 官方文字弄明白了在谈成吗？



因为 中介太多了，就sheppard上就很多家，打了很多都未接电话，而且名字都很陌生，实在想不通 还有这样做生意的，而且大家都说 骗人的公司多，我想这类公司 有一般可能性 属于骗子中介。有的公司就忙死.
有些公司 态度很好，说话中的信息 能给你的感觉是 他们有经验 ，成功过，收费实在，公司案例多，但好像太忙了.
如果太忙得公司，也会出错，我看好的一家公司，有朋友跟我说，填表出现错误，就是因为太忙，所以我有点犹豫，虽然找 移民公司给做，但 本人也要过目这些资料，来核实信息.

有的公司 给你的信息，让你觉得还可以，但某几个比较重要的问题上 答案绝对是错误的，所以 又有所怀疑他们之前没做过.很难判断. 所以要查一下他们的底，就怕收了钱 不办事.



还有一家公司，说不接受新客人，我就不明白了，又不是家庭医生，难道不是敞开门作生意吗？ 呵呵


还有 如果选定要去面谈的，就准备一些问题，记录在纸上，直接问，看他们的答案是否 让人感觉还不错。 基本就是一些关于移民的细节问题。还有 他们一般老板 或者什么 都会是律师，或者移民顾问，好像律师可以直接递，而移民顾问 需要有cics的号，这个明着要 到时候，真的 他们也不怕查。http://www.csic-scci.ca/find/all.html 会员列表
差不多，下2个礼拜 就签合同.


补充一下
我给那些移民公司打电话
第一遍 由于时间紧促,我挑了大约10家
第2遍 就是选几家要去面谈的 最后定了3家
也google 了一下信誉方面的

 

[nicy]

回复: 想去加国做住家保姆

http://www.cic.gc.ca/english/resources/publications/annual-report2008/section3.asp

其中
Live-in Caregivers
The Live-in Caregiver Program allows individuals residing in Canada to employ qualified foreign workers in their private residence when there are not enough Canadians and permanent residents to fill the available positions. Live-in caregivers must be qualified to provide care for children, the sick or elderly, or persons with a disability. Initially, successful candidates are granted temporary resident status and a work permit, and after two years, they are eligible to apply for permanent resident status.
住家保姆项目是被允许 当找不到合适的加拿大人或者移民来填补合适的空缺 来雇用合格的外国工人 在他们的私人住所居住. 住家保姆必须合格的照顾 孩子，病人或者老人，或者残疾人.
开始阶段 合格的住家保姆会被颁发临时身份和工作签证，2年后，他们又资格申请pr。


In 2007, there were 6,117 persons admitted under the Live-in Caregiver Program, exceeding the planned range of 3,000 to 5,000 announced in the 2007 levels plan.
2007年，由6117人通过 住家保姆项目，超过计划范围3000-5000在2007年宣布的计划

 

[nicy]

回复: 想去加国做住家保姆

下面这个link是我先生给我看的，时间是近期的了。08年4月的。
http://www.cic.gc.ca/english/resources/manuals/ip/ip04e.pdf
大体看了下，内容和以前的差不多。我会在近期内，把主要的给大家翻译一下.

IP 4
Processing Live-in Caregivers
in Canada

IP 04 Processing Live-in Caregivers in Canada
2008-04-24 1
Updates to chapter ............ 3
1. What this chapter is about ...... 4
2. Program objectives ....... 4 项目目标
3. The Act and Regulations ............ 4 法规条例
4. Instruments and Delegations ...... 4
4.1. Instruments and delegations.................. 4
4.2. Delegated powers ................ 5授予权力
4.3. Delegates/Designated officers ....................... 5
5. Departmental policy ................ 5 部门政策
5.1. Responsibility for processing by the visa office .......... 5
5.2. Responsibility for processing in Canada............. 5
5.3. Issuance or renewal of work permits in Canada......6发行或续期工作签证在加拿大
5.4. Mandatory employment contract................................
5.5. Validation of a job offer ................................... 6
5.6. Eligibility for permanent residence ........................ 6
5.7. Admissibility requirements ......................... 7
5.8. Quebec applicants .............................. 7
5.9. Parallel processing of family members ............... 7家庭成员同时进行
5.10. Responding to representations ......................回应申述
6. Definitions ..................................................................
6.1. Bridge extension ........................ 7
6.2. Employment contract .............. 8
6.3. Family member ...............................
6.4. Live-in caregiver...........................................
7. Processing an employment contract....................
8. Procedures for issuance/renewal of work permits, study permit... 9
8.1. Applications for work permits ....................
8.2. Requirements for issuance of work permits.......................
8.3. If all requirements are met ........................
8.4. If requirements are not met: Live-in caregiver has left work .... 10
8.5. If requirements are not met: Live-in caregiver is between..... 10
8.6. Refusal of an application for a work permit..................... 拒签
8.7. Issuance of study permits .........................
9. Processing applications for permanent residence..............
9.1. General guidelines .................... 一般准则
9.2. Applications..................... 11
9.3. Fees ............................
9.4. Assessing eligibility to become a member of the live-in caregiver cla.....12
9.5. Acceptable evidence of two years’ employment..........2年雇用记录
9.6. Checking for pending criminal charges......... 13
9.7. Granting approval-in-principle (applicants determined to be members of
live-in caregiver class)............................
9.8. Refusing applicants determined not to be members of live-in caregiver class
(ineligible applicants)................. 13
9.9. Applications in Quebec ............... 13
9.10. Assessing admissibility requirements ............ 14
9.11. Criminal and security checks ................... 14
9.12. Medical examinations................ 14
9.13. Processing of family members.................. 14
9.14. Family members not subject to examination........ 15
9.15. Ineligible family members..................................
9.16. Finalizing approved cases................................. 最后批准
9.17. Finalizing refused cases...................... 最后拒绝
10. Tracking the application...................
Appendix A Sample letters........................
Appendix B Fact sheet on employment standards legislation ... 24
http://www.cic.gc.ca/english/resources/manuals/ip/ip04e.pdf

 

[nicy]

回复: 想去加国做住家保姆

IP 04 Processing Live-in Caregivers in Canada
2008-04-24 2
Appendix C Provincial and territorial employment standards .................................................... 30
Appendix D Counselling fact sheet...................................33
Appendix E Live-in caregiver/domestic worker 附录e 住家保姆/佣人工作者协会associations................................................34
Appendix F Live-in caregivers, working conditions by region........................................................ 36


IP 04 Processing Live-in Caregivers in Canada
2008-04-24 3
Updates to chapter
Listing by date:
Date: 2008-04-24
Section 6.3 was amended to provide an accurate link to the definition of a “Family Member.”修订定义“家庭成员”的 精确链接
Date: 2007-11-30
Section 9.5 was updated to clarify清楚 that acceptable evidence 证明of two year’s employment MUST
include ALL documents listed. As well, a new document requirement was added: a letter from
the current employer showing the start date and confirming the applicant’s status as currently
being employed.
当前雇主出示 开始工作的日期和申请人的身份目前被雇用的信件
The “Updates to chaper” section was created



IP 04 Processing Live-in Caregivers in Canada
2008-04-24 4
1. What this chapter is about文章说的是
This chapter describes the processing in Canada of applications for renewal of work permits这章描述的是 在加拿大申请者更新工作签证的进程(老雇主)
(same employer), applications for new work permits (new employer), applications for study申请新的工作签证(新雇主) ,申请学生签证 和申请移民
permits and applications for permanent residence, under the Live-in Caregiver Program (LCP).
Note: See OP 14 for the processing of live-in caregiver applications at visa offices abroad.
2. Program objectives项目目的
Citizenship and Immigration Canada established 设立this program to meet a labour market shortage of
live-in caregivers in Canada鉴于劳工市场缺少住家保姆, giving qualified foreign caregivers the opportunity机会 to work and
eventually最终 apply for permanent residence within Canada.
3. The Act and Regulations
The Immigration and Refugee Protection Act (IRPA)移民和难民保护法, which was passed on November 1, 2001,
and its accompanying Regulations took effect June 28, 2002. They replace the Immigration Act of
1976 and the Regulations条例 established on April 1, 1997.
References in the Regulations to the Live-in Caregiver Program

For more information about Refer to
Authorization授权 for application for permanent residence in Canada R72
Definition定义 of live-in caregiver R2
Live-in caregiver class R113
Requirements for work permit R111, R112
Application for permanent residence in Canada R113在加拿大申请移民
Requirements for family members R114家庭成员要求
Applicable times R115
Study without a work permit: short-term courses R188
Application in Canada for work permit R207
Application in Canada for study permit R215
Forms Required
Form Title Form Number
In-Canada Application for Permanent Resident Status在加拿大申请移民身份 IMM 5002E
Document Checklist Live-in Caregiver 住家保姆文件清单IMM 5282E
Application to Change Conditions or to Extend my Stay in Canada IMM 1249E
4. Instruments and Delegations
4.1. Instruments and delegations
Subsection第 A6(1) of the Act authorizes the Minister to designate指定 officers to carry out specific
powers, and to delegate authorities. It also states those ministerial authorities that may
IP 04 Processing Live-in Caregivers in Canada
2008-04-24 5
Pursuant根据 to subsection A6(2) of the Immigration and Refugee Protection Act, the Minister of
Citizenship and Immigration has delegated代表 powers and designated those officials authorized to
carry out any purpose of any provisions legislative规定立法 or regulatory in instrument IL 3 Designation
of Officers and Delegation of Authority.
4.2. Delegated powers
Chapter IL 3 organizes delegated powers by modules. Each module模块 is divided into columns,
including column列 1: provides an item number for the described powers; column 2: provides a
reference to the sections or subsections of the Act and Regulations covered by the described
powers; and column 3: provides a description of the delegated powers. The duties and powers
specific to this chapter are found in the modules listed below:
Module 1 Permanent residence and the sponsorship of foreign nationals
Module 7 Temporary Residents Remaining in Canada
Module 9 Inadmissibility取缔 loss of status removal清除
4.3. Delegates/Designated officers
The delegates or designated officers, specified in column 4 of Annexes附录 A to H, are authorized to
carry out the powers described in column 3 of each module. Annexes are organized by region and
by module. Officers should verify the list below for the annex specific to their region.


Annex A Atlantic Region
Annex B Quebec Region
Annex C Ontario Region区域
Annex D Prairies/NWT Region
Annex E BC Region
Annex F International Region
Annex G Departmental Delivery Network
Annex H NHQ
5. Departmental policy
5.1. Responsibility for processing by the visa office
Visa offices are responsible for the initial 初次selection process and issuance of work permits to live-in
caregivers. See OP 14, section 8.3 for assessment 评估of eligibility criteria标准. They are also responsible
for processing overseas family members of live-in caregivers who have applied for permanent
residence.
5.2. Responsibility for processing in Canada

The Case Processing Centre in Vegreville (CPC-V) is responsible for processing applications in
Canada for:
work permits and renewals;
study permits;
permanent residence in Canada.


IP 04 Processing Live-in Caregivers in Canada
2008-04-24 6
Note: CPC-V refers cases to an inland immigration office (CIC) if an interview is warranted 值得or if there is
suspected misrepresentation涉嫌虚假陈述, serious criminality or security concerns, as described in A34, A35,
A36(1) or A37.
CPC-V issues all refusal letters.
5.3. Issuance发行 or renewal of work permits in Canada
Work permits are issued for one year at a time. Live-in caregivers must apply to CPC-V for a
renewal of their work permit before it expires.在签证过期前更新
They may change employers but must apply for a new work permit, with a validated job offer and可以换雇主但一定要申请新的工作签证,和有效工作offter和新雇用合同
a new employment contract. If the caregiver continues to work for the same employer, there is no如果保姆继续为同一雇主工作，不需要验证。
need for a new validation. A letter from the employer stating that the live-in caregiver will continue
to be employed full time for another year is sufficient. The employer and caregiver must also
extend their employment contract for another year.
Live-in caregivers must continue to meet the requirements of the LCP.
Note: Applicants who take live-out employment are automatically disqualified from the program, as are
those who work for more than one employer at a time.
The total duration of all work permits (added together) should not exceed three years.总共工作签证时间不能超过3年 Participants
must complete two years of full-time employment to qualify for permanent residence. The threeyear
period gives them flexibility灵活性 to compensate补偿 for periods of unemployment, illness, vacation or
maternity产假 leave.
5.4. Mandatory强制性 employment contract
An employment contract between employer and live-in caregiver, outlining概述 the terms and
conditions of employment, is a legal requirement of the Live-in Caregiver Program and must be
provided to CPC-V before a work permit can be renewed. The contract must be signed by both
employer and employee. Terms and conditions must, by law, be consistent一致 with provincial
employment standards.
5.5. Validation of a job offer
See OP 14, section 5.11.
Validation by Human Resources Development Canada (HRDC) is required for a new work permit
(change of employer).
HRDC’s local Human Resources Centres of Canada (HRCCs) ask employers interested in hiring
a live-in caregiver to complete an EMP 5093, Application for Foreign Live-in Caregiver.
For more information about application and validation, please see section 7, Processing an
employment contract.
5.6. Eligibility for permanent residence
Live-in caregivers may apply for permanent residence after they have worked for two years in the
LCP within three years of their arrival in Canada. They must meet the requirements of the class as
specified in R113. The live-in requirement is an important element of the program, as there is no
shortage of Canadians willing to work on a live-out basis.
All family members of LCP applicants for permanent residence must undergo 接受and pass medical,
criminal and security checks. Separated or former spouses/common-law partners and children in
the custody保管 of another person, including the separated or former spouse/common-law partner, are
not eligible family members. Live-in caregivers cannot become permanent residents if any of their
eligible family members are inadmissible.


p7

 

[nicy]

回复: 想去加国做住家保姆

插一条
http://www.cic.gc.ca/english/department/media/releases/2008/2008-11-28.asp
News Release

Minister Kenney announces immigration levels for 2009; Issues instructions on processing federal skilled workers

Ottawa, November 28, 2008 ― Canada will stay the course on immigration in 2009, welcoming between 240,000 and 265,000 new permanent residents, Jason Kenney, Minister of Citizenship, Immigration and Multiculturalism, announced today.
“While countries such as the United Kingdom and Australia are talking about taking fewer immigrants, our planned numbers for 2009 are on par with last year and are among the highest for this country over the past 15 years,” Minister Kenney said. “The numbers reflect a continued commitment to an immigration program that balances Canada’s economic, humanitarian and family reunification goals.”
The 2009 plan includes up to 156,600 immigrants in the economic category; 71,000 in the family category; and 37,400 in the humanitarian category.
Minister Kenney also announced another step in measures to improve the immigration program’s responsiveness to Canada’s labour market. Retroactive to February 27, 2008, the date specified by the Federal Budget, the Action Plan for Faster Immigration includes issuing instructions to visa officers reviewing new federal skilled worker applications to process those from candidates who:

• are in 38 high-demand occupations such as health, skilled trades, finance and resource extraction; or
• have an offer of arranged employment or have already been living legally in Canada for one year as a temporary foreign worker or international student.

The list of 38 occupations was developed after consultations with the provinces and territories, business, labour and other stakeholders. New federal skilled worker applications that do not meet the eligibility criteria outlined above will not be processed, and the application fee will be fully refunded. This, along with funds set aside in the 2008 Budget to improve the immigration system, will stop the backlog from growing and will start to draw it down.
“The eligibility criteria apply only to new federal skilled worker applicants and will not affect Canada’s family reunification or refugee protection goals,” said Minister Kenney. “Applicants who aren’t eligible for the federal skilled worker category may qualify under another category, such as the Provincial Nominee Program, or as temporary foreign workers, which could then put them on a path to permanent residency through the new Canadian Experience Class. There are many ways to immigrate to Canada.”
The Department has expanded its website in an effort to make it easier for people to navigate the range of immigration options open to them. The site now includes a specific section for employers (www.cic.gc.ca/employers) and a new interactive tool (www.cic.gc.ca/cometocanada) that matches information provided by potential applicants with immigration programs that best suit their circumstances.
“We expect new federal skilled worker applicants, including those with arranged employment, to receive a decision within six to 12 months compared with up to six years under the old system,” said Minister Kenney. “All other economic class applications―including applicants chosen by Quebec, provincial nominees, the Canadian Experience Class, and live-in caregivers―will continue to be given priority.”
These improvements, coupled with a number of recent initiatives that include the introduction of the Canadian Experience Class, bring Canada in line with two of its main competitors for highly skilled labour: Australia and New Zealand. Both of these countries have eliminated their backlogs and have systems that deliver final decisions for economic applicants within a year.
“The recent steps this Government has taken to improve our immigration system will help ensure that Canada remains competitive internationally and responsive to labour market needs domestically,” said Minister Kenney.
For further information (media only), please contact:
Alykhan Velshi
Minister’s Office
Citizenship and Immigration Canada
613-954-1064
Media Relations Unit
Communications Branch
Citizenship and Immigration Canada
613-952-1650

 

[nicy]

回复: 想去加国做住家保姆

再插一条
排期，星期2更新的次数多
排期,我统计的最近
http://www.cic.gc.ca/english/information/times/canada/process-in.asp

08年11月6日 MAY 1.2008
11月12日 MAY 11.
11月18日 MAY 23.
11月26日 JUNE 1
12月3日 JUNE 15.
09年1月4日 JUNE 16
1月13日 JUNE 29.
1月20日 july 10
2月5日 JULY 29
2月11日 AUG 3
2月18日 AUG 5
2月2 6日 AUG 11.
3月3日 AUG 17
因为过年 圣诞节 或者案例多,最近比较慢

 

[nicy]

回复: 想去加国做住家保姆

IP 04 Processing Live-in Caregivers in Canada
2008-04-24 7
Live-in caregivers may request parallel同时 processing for some or all of their family members living in
or outside Canada. Family members processed concurrently at a visa office may be issued
permanent resident visas. Once the live-in caregiver is a permanent resident, family members
who are not processed concurrently同时 may be sponsored as members of the family class, provided
they were examined.
Note: A separated spouse, former common-law partner or child in the custody of another person, who
was not examined, cannot later be sponsored as a member of the family class [R117(9)(d)].
5.7. Admissibility受理 requirements
Applicants and all family members, both in Canada and outside Canada, must pass medical,
criminal and security checks. They cannot be granted permanent residence if they or any of their
family members are inadmissible拒签. See A33 to A42.
5.8. Quebec applicants
The Canada-Quebec Accord gives Quebec legal authority to select independent immigrants such
as live-in caregivers. Applicants need Quebec’s approval after completing two years of full-time
work in the program in order to be granted permanent residence in that province.
If Quebec refuses the application, the applicant should be given the opportunity to apply for
permanent residence in another province. It would be unfair and legally unfounded to remove
these applicants from Canada if they meet federal LCP requirements for permanent residence as
specified in R113.
Note: For more information, the provincial government booklet, Guide for Live-in Caregivers
http://www.immigration-quebec.gouv....le/temporary-workers/obtainingauthorizations/
certificat-permit/live-in-caregiver/index.html is available from the ministère des
Relations avec les citoyens et de l’Immigration (MRCI).
5.9. Parallel processing of family members家庭成员同时受理
Live-in caregiver applicants for permanent residence may have their family members living abroad
processed concurrently for permanent residence. If all admissibility requirements are met, the visa
office issues permanent resident visas to eligible family members of live-in caregivers granted
permanent residence in Canada.
5.10. Responding to representations
The Privacy Act requires that information concerning clients must be released only to the client or
a designated representative who is a Canadian citizen or permanent resident. Before responding
to a representation made in person or in writing, the identity of clients or their representative must
be confirmed.
The decisions on a live-in caregiver’s application for permanent residence are objective and
straightforward. The Regulations do not allow for discretion. Officers should reply to
representations by reiterating the grounds of ineligibility or inadmissibility.
6. Definitions
6.1. Bridge extension
A bridge extension is an interim 临时work permit given to live-in caregivers who are between jobs




IP 04 Processing Live-in Caregivers in Canada
2008-04-24 8
6.2. Employment contract
Live-in caregivers and their employers must sign an employment contract which states the terms
and conditions of employment before a work permit can be issued. This ensures that both parties
understand what is expected of them and reinforces加强 the employers’ legal responsibilities to the
caregivers.
6.3. Family member
Definitions in R1(3): Any of the following relationships qualify an individual as a family member:
spouse or common-law partner;
dependent child;
dependent child of dependent child.
6.4. Live-in caregiver
A live-in caregiver is a person who provides child care, senior home support care or care of the
disabled without supervision in a private household in Canada in which the person resides [R2].
7. Processing an employment contract
HRCCs inform employers of the legal requirement to have an employment contract with their livein
caregiver.
Employers are required to:
provide a signed employment contract to their prospective live-in caregiver;
have the live-in caregiver sign the employment contract and return it to the employer;
give the contract to the HRCC along with the application form.
Note: Employers are told that their live-in caregiver must submit a copy of the signed contract to the
CPC-V as part of the documentation required for the work permit application process.
The HRCC provides information on:
acceptable wage standards;
taxation;税
health insurance;
workers’ compensation and other employment issues.
Once the application and employment contract are submitted by the employer, the HRCC:
reviews the application/employment contract;
confirms that the job offer exists;
confirms the need for live-in care;



IP 04 Processing Live-in Caregivers in Canada在加拿大受理住家保姆
2008-04-24 9
records details of job validation in the HRDC National Employment Service System (NESS);
provides letter to employer confirming validation;
instructs employer to send copy of validation letter to live-in caregiver;
issues refusal letter to employer if offer of employment rejected.
Note: The validation information is available to CPC-V through the FOSS-NESS link.
8. Procedures for issuance/renewal of work permits, study permits
8.1. Applications for work permits
Applicants must apply for:
a permit renewal before the expiry of the current permit;
a new permit if they change employers.
Applicants mail completed Application to Change Conditions or to Extend my Stay in Canada
IMM 1249E to CPC-V. (Applications are available through the Call Centres or by downloading
from the CIC Internet site.)
Note: Proof of fee payment at a financial institution is submitted with the application, as is a copy of the
new or extended employment contract (signed by both employer and caregiver). (See IR5 for
details on fees.)
8.2. Requirements for issuance of work permits
Requirements Applicant must provide: CPC-V must:
Live-in, full-time caregiver:
If same employer
1. Letter from the employer
stating that the live-in caregiver
will continue to be employed full
time for another year.
2. Copy of a new or extended,
signed employment contract.
No need for new validation.
1. Assess whether applicant
continues to meet the definition
of a live-in caregiver, (i.e., fulltime,
live-in employment as
caregiver).
If change of employer 1. Copy of HRC validation of
new offer of employment.
2. A new employment contract
signed by the applicant and the
new employer.
1. Check FOSS-NESS link for
record of validation by HRC.
2. Verify that contract contains
required information (see OP
14, section 7 for details).
8.3. If all requirements are met
CPC-V issues a new permit for one year and
writes LCP in special programs box;
includes in Remarks: “May study without study permit if course or program of studies is six months or
less” [R188].







IP 04 Processing Live-in Caregivers in Canada
2008-04-24 10
8.4. If requirements are not met: Live-in caregiver has left work
If it is clear that an applicant has left live-in caregiver work, CPC-V will refuse the application.
Note: If an investigation is required, the case should be referred to an inland Canada Immigration
Centre (CIC).
8.5. If requirements are not met: Live-in caregiver is between jobs
If an applicant is between jobs and has not found a new employer, CPC issues an interim work
permit to bridge the gap. Cost recovery applies.
The bridge extension should:
have a duration of two months;
show the last employer;
include “bridge extension” in Remarks.
Note: If the bridge extension expires before the applicant finds a new job, CPC should carefully assess
the reasons for continued unemployment, and may need to refer the applicant to an inland CIC.
8.6. Refusal of an application for a work permit
Reasons for refusing an application must be well documented and provided to the applicant.
Refusal of a work permit means that the person is disqualified from applying for permanent
residence in Canada under the LCP.
Should the refused applicant request an extension of their temporary resident status, the officer
should assess carefully their bona fides as a temporary resident.
If it appears that the person may not leave Canada, or has no means of support, or in some other
way no longer qualifies for temporary resident status (e.g., worked without authorization), the
request for an extension should be refused. (See IP 6 Temporary Resident Extensions.)
8.7. Issuance of study permits
Live-in caregivers who wish to take a course or program of studies more than six months in
duration require a study permit.
CPC-V may issue study permits to live-in caregivers because they hold work permits [R215].
Officers should enter the LCP code in the special program box.
9. Processing applications for permanent residence
9.1. General guidelines
CPC-V sends a letter with the final work permit extension, advising live-in caregivers when they will be
eligible to apply for permanent residence, how to obtain an application for permanent residence kit
and what requirements must be met.
The officer determines if the applicant meets the requirements to become a member of the live- in
caregiver class.
Once a member of the live-in caregiver class, the applicant is given approval批准 in principle and can
apply for an open work permit.
IP 04 Processing Live-in Caregivers in Canada
2008-04-24 11
Applicant and family members in Canada and abroad are referred for examination to determine
admissibility.
Once statutory requirements are met, permanent residence is granted to the live-in caregiver and any
family members in Canada, and permanent resident visas are issued to accompanying family
members abroad.
If necessary, refusal letters are issued.
Note: Live-in caregivers must provide enough information in their applications so that officers can make
the required decisions [R113(1)(a)].
9.2. Applications
Applicants complete the In-Canada Application for Permanent Resident Status for Live-in
Caregivers (forms IMM 5002E and IMM 5282E). The kit can be requested through the Call
Centre, or downloaded from the CIC Internet site.
Applicants must list all family members in Canada and abroad, and indicate which ones they wish
to have processed concurrently for permanent residence.
Note: Family members may not be added to an application once processing has begun.
Applicants submit the completed forms with fee receipts and all required supporting documents to
CPC-V.
CPC-V staff screen the application for completeness and verify:
that all required forms are completed and signed as per Immigration Guide IMM 5290E;
that evidence of payment of applicable processing fees at designated financial institution exists;
that two passport-sized photographs of applicant and of family members in Canada are included;
that all required documents are included as per Document Checklist IMM 5282E, including proof of
two years of employment.
The application is considered made on the date the completed application, correct fees and
supporting documentation are received by CPC-V.
Applications returned to the applicant are not considered to be applications.
If the application is not complete, CPC enters the date of the incomplete application in the Field
Operational Support System (FOSS) and returns the package to the applicant, with a letter
explaining the reason.
9.3. Fees
Principal applicants in Canada pay processing and right of permanent residence fees (RPRF) for
all family members included in the application for parallel同时进行 processing for permanent residence,
whether in Canada or abroad. No RPRF is required for the principal applicant’s dependent
children [R303(2)(a)]. No processing or right of permanent residence fees are charged for family
members not included for parallel processing (see IR 5). The CPC will indicate that fees have
been paid in Canada when forwarding the forms to the responsible visa office.
The kit includes instructions on how to pay fees at a financial institution and to submit the receipt
with the application. If an application does not include the correct cost recovery fee, CPC must
return the kit to the applicant with a letter requesting payment.



12

 

[hancaiye]

回复: 想去加国做住家保姆

看到上面有位大大过了，我很高兴听到这个好消息。

能不能麻烦大大分享一下过程呢？我已经把资料递到北京啦，不知道啥时候有信息。

谢谢大大。

 

[carolhome]

回复: 想去加国做住家保姆

祝各位辛苦劳动的姐妹新年快乐～～～今天累死了～～明天更累！

希望在明天！

 

[nicy]

回复: 想去加国做住家保姆

也累
happy 牛 year

 

[jasmine mimi]

回复: 想去加国做住家保姆

也累
happy 牛 year

Good job,nicy,thank u so much!

 

[canadafield]

回复: 想去加国做住家保姆

希望在明天！

 

[nicy]

回复: 想去加国做住家保姆

IP 04 Processing Live-in Caregivers in Canada
2008-04-24 12
9.4. Assessing eligibility to become a member of the live-in caregiver class
CPC-V must determine whether applicants meet the following requirements to become members
of the live-in caregiver class, as listed in R113:
• application for permanent residence has been submitted;
• they are temporary residents;
• they possess a valid work permit to work as a live-in caregiver;
• they provide proof of having worked full time as a live-in caregiver for a total of two years during the
three years since being admitted to Canada as a live-in caregiver (see below);
• they have lived in the employer’s home while working as a live-in caregiver;
• they have provided, without supervision, child care, senior home support care, or care of the disabled
in that home;
• they are not the subject of, and they do not have family members who are the subject of, an
inadmissibility hearing (A44(1) report), an appeal or judicial review resulting from an inadmissiblity
hearing, or a removal order.
Officers should check:
• the statutory questions on the IMM 5002E;
• the FOSS for any record of A44(1) report, referral to a hearing or removal order;
Note: A live-in caregiver is not eligible for permanent residence if their spouse or common-law partner is
a refugee claimant, or has appealed or sought judicial review.
• that the applicant did not misrepresent education, training or experience when applying to come to
Canada as a live-in caregiver.
Note: This could include misrepresentation by another person as well as by the applicant. See OP 14,
section 7.1 for requirements for initial work permit issued by the visa office. Information may have
since come to light indicating misrepresentation in order to meet these requirements.
9.5. Acceptable evidence of two years’ employment
Evidence must include:
• a letter from the current employer showing the start date and confirming the applicant’s status as
being currently employed;
• record of earnings (ROE): under the Employment Insurance Regulations, an employer must complete
an ROE after every interruption of earnings due to termination of contract, illness or injury. Applicants
should have ROEs for each previous job, but will not have one for their current job. The local HRCC
may assist if employees have trouble obtaining ROEs;
• a statement of earnings showing hours worked and deductions made by employer;
• a record of wages and deductions sent to the Canada Customs and Revenue Agency;
IP 04



IP 04 Processing Live-in Caregivers in Canada
2008-04-24 13
• if they are still employed with the same employer and any of the above documents are not available,
they may provide a statutory declaration stating terms and conditions of their most recent
employment.
Note: The two-year period does not include any absence from Canada, periods of unemployment, parttime
work, sickness or maternity leave. However, allowable vacation leave, as outlined in the
provincial and territorial employment standards legislation, will be counted as part of the two
years.
Live-in caregivers have the right to be covered under workers’ compensation, but this period of
unemployment is not included in the required two-year work record.
Note: For additional information on vacation leave, see the fact sheet on employment standards
legislation (Appendix B).
9.6. Checking for pending criminal charges
If an officer has reason to believe the applicant or a dependant of the applicant may have
committed an offence in Canada that would make them inadmissible, processing may be delayed
for a year, pending police investigation, or, if charges are laid, until the courts have disposed of
the matter. If the police do not lay charges or the person is found not guilty, processing may
continue. If the person is convicted, the person would be reported under A44(1) and not be
eligible for permanent residence.
If an officer has reason to believe the applicant or dependant may have committed or been
convicted of a crime outside Canada, the application may be refused. Reliable and releasable
information is necessary. Unsupported suspicion is not sufficient grounds for refusal.
Example: Newspaper clippings, anonymous letters or oral comments may generate suspicion that will
require more reliable substantiation, likely from a jurisdiction that has authority to conduct an investigation
for the purpose of laying criminal charges. An official confirmation by the authorities that an individual is
under investigation or a copy of the charges will provide “reasonable grounds.”
9.7. Granting approval-in-principle (applicants determined to be members of live-in caregiver
class)
CPC sends a letter to applicants informing them that they have been granted “approval-inprinciple”
and requesting any further information needed.
Approved applicants and any family members in Canada at the time of approval-in-principle may
apply for an open work permit and are exempt from validation R207. They must obtain the guide,
Applying to Change Conditions or Extend your Stay in Canada, by visiting the CIC Web site or
phoning the Call Centre.
9.8. Refusing applicants determined not to be members of live-in caregiver class (ineligible
applicants)
CPC sends a letter to ineligible applicants informing them that they have been refused. (See
Appendix A.)
If an interview is necessary in order to explain the reasons for refusal and to counsel the client
with respect to their status in Canada, CPC may refer the case to an inland CIC.
9.9. Applications in Quebec
CPC-V sends a copy of the application for permanent residence and a covering letter to the
MRCI. If Quebec accepts the application, the MRCI issues a Certificat de sélection du Québec
(CSQ).
IP 04 Processing Live-in Caregivers in Canada
2008-04-24 14
If Quebec refuses the application, CPC informs the applicant that they may apply for permanent
residence in another province, and will continue processing if the applicant selects another
province.
For further information, please see section 5.8.
9.10. Assessing admissibility requirements
Once CPC has determined that the applicant is a member of the live-in caregiver class, they and
their family members in Canada and outside Canada will undergo medical, criminal and security
checks to determine admissibility. Applicants cannot be granted permanent residence if they or
any of their family members are inadmissible.
Note: See OP 14, section 9 for processing family members outside Canada.
9.11. Criminal and security checks
Applicants and dependent children 18 years of age or over must provide police certificates for
every country they have lived in for six months or more.
CPC-V should:
• check notes in the Computer-Assisted Immigration Processing System (CAIPS) for visa office
comments;
• check FOSS and the Canadian Police Information Centre (CPIC) for any report on inadmissibility or
criminal activity;
• refer cases involving suspected misrepresentation or serious criminality or security, as described in
A34, A35, A36(1) and A37, to an inland CIC.
Note: Applications will be refused if the applicant or any dependent child is inadmissible.
For more information about Refer to
Criminal and security checks OP 2, section 5.21
Security and criminal screening of
permanent residents
IC 1
Evaluating inadmissibility ENF 2
9.12. Medical examinations
For information on procedures, see OP 15, Medical Procedures.
9.13. Processing of family members
Live-in caregivers must name all their family members, whether in Canada or abroad, on their
application so that they can be assessed against requirements for permanent residence. Live-in
caregivers may choose concurrent processing for some or all of their family members, or they
may choose to sponsor some or all at a later date, provided they have been examined. Family
members sponsored later must meet all the requirements at that time.
Applicants must indicate which family members will be processed concurrently for purposes of
obtaining their permanent resident visas and which family members are listed only for the purpose
of examination.
IP 04 Processing Live-in Caregivers in Canada
2008-04-24 15
For family members living abroad, CPC-V will inform the responsible visa office by
forwarding:
• a copy of the IMM 5002E (In-Canada Application for Permanent Resident Status), which lists all family
members and shows which ones are to be processed concurrently;
• confirmation that fees have been paid for family members to be processed concurrently.
CPC should ensure that the visa office has up-to-date contact information for family members,
and advise the visa office of any change in the live-in caregiver’s address and telephone number.
Note: For visa office processing, see OP 14.
9.14. Family members not subject to examination
Separated spouses, former common-law partners and children in the custody of a separated
spouse or former spouse or common-law partner do not need to be examined.
Applicants must provide written evidence of the breakdown of their relationship:
• formal separation agreement;
• letter from a lawyer indicating that divorce proceedings are underway;
• court order in respect of children identifying the fact of the relationship breakdown;
• documents removing the spouse or common-law partner from insurance policies or will;
• statutory declaration in the case of countries where legal separation and divorce are not possible, e.g.,
the Philippines. To be satisfied that the relationship has truly broken down, the officer may consider
supporting evidence such as:
♦ evidence that the separated spouse is living with or has children with another partner;
♦ income tax returns showing status as separated.
CPC should review CAIPS notes from the initial work permit application at the visa office to see if
the visa officer confirmed the applicant’s marital status. CPC may ask the visa office to confirm or
discredit the statutory declaration or other information provided by the applicant concerning their
marital status.
Note: It is important to distinguish between “separated” spouses or former common-law partners and
“uncooperative” spouses or common-law partners. The former need not undergo examination; the
latter must undergo examination, without which the live-in caregiver’s application for permanent
residence in Canada may have to be refused.
Children are exempt from examination only if the applicant provides written evidence that the child
is in the legal custody or guardianship of another individual (including the other parent). If written
legal evidence is not available, a child must undergo a medical examination.
9.15. Ineligible family members
If a visa office informs CPC-V that family members do not meet the definition of “family member”
(e.g., over 22 and not full-time students) or are not subject to examination, CPC-V should:
• inform the applicant that the ineligible family members cannot be part of the application;
IP 04
\\\\





IP 04 Processing Live-in Caregivers in Canada
2008-04-24 16
• give the applicant the opportunity to provide additional information within a stated time period or to
apply for a RPRF refund if they have paid for the ineligible family members.
At the end of a pre-determined period of time, CPC should release the IMM 5292, Confirmation of
Permanent Residence, for the applicant and eligible family members only.
Note: It is not necessary for applicants to delete ineligible family members from the application.
However, applicants should have an opportunity to provide evidence that the family members are
eligible.
9.16. Finalizing approved cases
CPC:
• enters information in FOSS that the applicant and family members in Canada are granted permanent
residence;
• sends an electronic Confirmation of Permanent Residence (IMM 5292) to the inland office;
• includes names of family members living abroad, visa office and file number;
• includes program code LCP and permanent resident category LCI.
Inland office:
• prints permanent resident visa;
• grants permanent residence to applicant and family members in Canada;
• informs the visa office that permanent residence has been granted so that the visa office can issue
visas to family members abroad being processed concurrently, if medical and background checks are
still valid.
9.17. Finalizing refused cases
If the visa office informs the CPC that the family members did not meet requirements or could not
be located, CPC must inform the applicant of the status of the case.
After giving time for the applicant to respond, CPC will refuse the application. The applicant will be
refused if any family member is inadmissible or if any family member cannot be located or is
uncooperative in undergoing medical or background checks. The refusal letter to the applicant
must state that the applicant and all family members are refused.
Applicants who still have valid status must be informed in writing that their status and work permit
will not be extended and that they should leave Canada.
Note: Procedural fairness requires that the applicant be aware of factors that may contribute to a
negative decision and be given the opportunity to respond.
If the reason for refusal was that the spouse, common-law partner and/or children were not
medically examined, officers should confirm that they were indeed subject to examination, and not
exempt because of a relationship breakdown.
Officers must also confirm that the visa office informed the applicant that the family member’s lack
of cooperation in undergoing medical and background checks could result in refusal of the
application for permanent residence.
IP 04 Processing Live-in Caregivers in Canada
2008-04-24 17
10. Tracking the application
FOSS tracks the processing of applications for permanent residence through the Case Processing
Support (CPS) module.
CPC-V staff:
• enter applications in the CPS module when they arrive at the CPC;
• enter names of family members residing abroad in the Remarks section and complete the Y (yes) or N
(no) box when the visa office provides results of overseas examination (see section D);
• indicate if provisionally approved in the “approved-in-principle” field when the eligibility decision is
made;
• enter results and date when eligibility requirements are met.
When all requirements are met, CPC officers:
• enter the granting of permanent resident status;
• enter the closest inland office to client’s residence as office of issue.
The inland office will, according to local procedures:
• print permanent residence documents on a regular basis;
• send a call-in notice or letter to the client.
IP 04 Processing Live-in Caregivers in Canada
2008-04-24 18
Appendix A Sample letters
Live-in caregiver approved
This letter acknowledges receipt of your application for permanent resident status in Canada.
It has been determined that you meet the eligibility requirements to apply for permanent resident
status as a member of the live-in caregiver class. However, a final decision will not be made until
all remaining requirements for becoming a permanent resident have been met. If applicable, all of
your family members, both in Canada and abroad, must pass medical and background checks.
Even if your family members abroad are not applying to join you in Canada at this time, they must
pass medical and background checks. You cannot become a permanent resident until you and
your family members have passed medical and background checks.
If you are not already in possession of an open work permit and you wish to work elsewhere, or
do not possess a valid study permit and wish to attend school for more than six months, you may
apply for either or both. If you wish to apply for a study permit, be sure to include a letter from the
educational institution you plan to attend. The letter should outline the type of course or program
you are registered for, the start date and the expected completion date. Please contact an
Immigration Call Centre in your area and request an application kit.
The client number shown in the upper right corner of this letter is your personal identification
number. This number provides access to information on your file and, as such, for your own
protection, you should not allow any other person to use this number. If sending correspondence
to Citizenship and Immigration Canada, please include your personal identification number.
Failure to include this number could result in the return of your correspondence unanswered.
If you require further assistance, please telephone your local Call Centre at the number indicated
below and be prepared to quote your client number and your date of birth. General information
and application kits may also be obtained through our Web site at http://www.cic.gc.ca.
Montréal 514-496-1010
Toronto 416-973-4444
Vancouver 604-666-2171
Rest of Canada 1-888-242-2100
Procedural fairness letter
This refers to your application for permanent resident status in Canada.
Insert secondary paragraph(s) here (see below)
[Provide specifics of the situation which is leading to refusal and state whether it is the applicant or
family members who are not meeting the requirement.]
You have the opportunity to make any submissions related to this matter. Should you wish to
make submissions, you must do so in writing to this office within 30 days from the date of this
letter. If you do not make a submission, a decision regarding your ability to comply with these
requirements will be taken on the basis of the information on your file. This may result in your
application being refused and no further consideration given to the request for permanent
residence unless a new application, including fees, is submitted.
You have until (type date plus 30 days) to send new information not previously on your
immigration file. If the information is not in English or French, you must also include an adequate
translation.
IP 04 Processing Live-in Caregivers in Canada
2008-04-24 19
The client number shown in the upper right corner of this letter is your personal identification
number. This number provides access to information on your file and, as such, for your own
protection, you should not allow any other person to use this number. If sending correspondence
to Citizenship and Immigration Canada, please include your personal identification number.
Failure to include this number could result in the return of your correspondence unanswered.
If you require further assistance, please telephone your local Call Centre at the number indicated
below and be prepared to quote your client number and your date of birth. General information
and application kits may also be obtained through our Web site at http://www.cic.gc.ca
Montréal 514-496-1010
Toronto 416-973-4444
Vancouver 604-666-2171
Rest of Canada 1-888-242-2100
Procedural fairness live-in caregiver ― inserts
Worked less than 24 months
In the course of reviewing your file, it appears that your application for permanent residence may
have to be refused as you and/or your family member(s) do not appear to meet immigration
requirements.
In order to become a permanent resident under the live-in caregiver class, you must comply with
requirements as specified in the Immigration and Refugee Protection Regulations for this class.
Regulation R113(1) states:
A foreign national becomes a member of the live-in caregiver class if
. . .
(d) they entered Canada as a live-in caregiver and, for a cumulative period of at least two
years within the three years immediately following their entry,
(i) resided in a private household in Canada, and
(ii) provided child care, senior home support care or care of a disabled person in that
household without supervision.
Under removal order
In the course of reviewing your file, it appears that your application for permanent residence may
have to be refused as you and/or your family member(s) do not appear to meet immigration
requirements.
In order to become a permanent resident under the live-in caregiver class, you and your family
members, if any, must comply with requirements as specified in the Immigration and Refugee
Protection Regulations, 2002 for this class.
Regulation 113(1) states:
A foreign national becomes a member of the live-in caregiver class if
. . .
(e) they are not, and none of their family members are, the subject of an enforceable removal
order or an admissibility hearing under the Act or an appeal or application for judicial review
arising from such a hearing.
Did not reside with employer
In the course of reviewing your file, it appears that your application for permanent residence may
have to be refused as you and/or your family member(s) do not appear to meet immigration
requirements.
IP 04 Processing Live-in Caregivers in Canada
2008-04-24 20
In order to become a permanent resident under the live-in caregiver class, you must comply with
requirements as specified in the Immigration and Refugee Protection Regulation for this class.
Regulation 113(1) states:
A foreign national becomes a member of the live-in caregiver class if
. . .
(c) they hold a work permit as a live-in caregiver;
(d) they entered Canada as a live-in caregiver and, for a cumulative period of at least two
years within the three years immediately following their entry,
(i) resided in a private household in Canada, and
(ii) provided child care, senior home support care or care of a disabled person in that
household without supervision.
Not in possession of a valid work permit
In the course of reviewing your file, it appears that your application for permanent residence may
have to be refused as you and/or your family member(s) do not appear to meet immigration
requirements.
In order to become a permanent resident under the live-in caregiver class, you must comply with
requirements as specified in the Immigration and Refugee Protection Regulations for this class.
Regulation R113(1) states:
A foreign national becomes a member of the live-in caregiver class if
. . .
(c) they hold a work permit as a live-in caregiver.
Inadmissible
In the course of reviewing your file, it appears that your application for landing may have to be
refused as you and/or your family member(s) do not appear to meet immigration requirements.
In order to become a permanent resident as a member of the live-in caregiver class, you and your
family members, if any, must comply with admissibility requirements as specified in the
Immigration and Refugee Protection Regulations.
Regulation 72(1) states:
A foreign national in Canada becomes a permanent resident if, following an examination, it is
established that
(e) . . .
(i) they and their family members, whether accompanying or not, are not inadmissible,
The sections of the Immigration and Refugee Protection Act that describe grounds for
inadmissibility to Canada are in Division 4 of Part I. The text of this Division is attached to this
letter.
Refusal letter
The client number shown in the upper right corner of this letter is your personal identification
number. This number provides access to information on your file and, as such, for your own
protection, you should not allow any other person to use this number. If sending correspondence
to Citizenship and Immigration Canada, please include your personal identification number.
Failure to include this number could result in the return of your correspondence unanswered.
If you require further assistance, please telephone your local Call Centre at the number indicated
below and be prepared to quote your client number and your date of birth. General information
and application kits may also be obtained through our Web site at http://www.cic.gc.ca.
Montréal 514-496-1010
Toronto 416-973-4444
IP 04 Processing Live-in Caregivers in Canada
2008-04-24 21
Vancouver 604-666-2171
Rest of Canada 1-888-242-2100
Inserts for refusal letter for live-in caregiver
Worked less than 24 months
This refers to your application for permanent resident status in Canada under the live-in caregiver
class.
In order to become a permanent resident under the live-in caregiver class, you must comply with
requirements as specified in the Immigration and Refugee Protection Regulations for this class.
Regulation R113(1) states:
A foreign national becomes a member of the live-in caregiver class if
. . .
(d) they entered Canada as a live-in caregiver and, for a cumulative period of at least two
years within the three years immediately following their entry,
(i) they resided in a private household in Canada, and
(ii) provided child care, senior home support care or care of a disabled person in that
household without supervision.
Since you have not presented evidence that you are able to comply with this requirement, your
application for permanent residence in Canada as a member of the live-in caregiver class is
refused.
You and your family members, if any, are required to leave Canada on or before the expiry date of
your work permit. Failure to leave Canada could result in removal action.
Under removal order
This refers to your application for permanent resident status in Canada under the live-in caregiver
class.
In order to become a permanent resident under the live-in caregiver class, you and your family
members, if any, must comply with requirements as specified in the Immigration and Refugee
Protection Regulations for this class.
Regulation 113(1) states:
A foreign national becomes a member of the live-in caregiver class if
. . .
(e) they are not, and none of their family members are, the subject of an enforceable
removal order or an admissibility hearing under the Act or an appeal or application for judicial
review arising from such a hearing;
Since (type name(s) of subject(s) here) has (have) not presented evidence that they are able to
comply with this requirement, your application for permanent residence as a member of the live-in
caregiver class is refused.
Your and your family members, if any, are required to leave Canada on or before the expiry date
of your work permit. Failure to leave Canada could result in removal action.
Did not reside with employer
This refers to your application for permanent resident status in Canada under the live-in caregiver
class.
In order to become a permanent resident under the live-in caregiver class, you must comply with
requirements as specified in the Immigration and Refugee Protection Regulations for this class.
Regulation 113(1) states:
A foreign national becomes a member of the live-in caregiver class if
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[nicy]

回复: 想去加国做住家保姆

IP 04 Processing Live-in Caregivers in Canada
2008-04-24 22
. . .
(c) they hold a work permit as a live-in caregiver;
(d) they entered Canada as a live-in caregiver and, for a cumulative period of at least two
years within the three years immediately following their entry,
(i) they resided in a private household in Canada, and
(ii) provided child care, senior home support care or care of a disabled person in that
household without supervision;
Since you have not presented evidence that you are able to comply with this requirement, your
application for permanent residence as a member of the live-in caregiver class is refused.
Your and your family members, if any, are required to leave Canada on or before the expiry date
of your work permit. Failure to leave could result in removal action.
Not in possession of a work permit as a live-in caregiver
This refers to your application for permanent resident status in Canada under the live-in caregiver
class.
In order to become a permanent resident under the live-in caregiver class, you must comply with
requirements as specified in the Immigration and Refugee Protection Regulations, 2002 for this
class.
Regulation R113(1) states:
A foreign national becomes a member of the live-in caregiver class if
. . .
(c) they hold a work permit as a live-in caregiver.
Since you have not presented evidence that you are able to comply with this requirement, your
application for permanent residence as a member of the live-in caregiver class is refused.
You and your family members, if any, are required to leave Canada on or before the expiry date of
your work permit. Failure to leave could result in removal action.
Inadmissible
This refers to your application for permanent resident status in Canada under the live-in caregiver
class.
In order to become a permanent resident as a member of the live-in caregiver class, you and your
family members, if any, must comply with admissibility requirements as specified in the
Immigration and Refugee Protection Regulations.
Regulation 72(1) states:
A foreign national in Canada becomes a permanent resident if, following an examination, it is
established that
(e) . . .
(i) they and their family members, whether accompanying or not, are not inadmissible.
Since (type name(s) of subject(s) here) has (have) not presented evidence that they are able to
comply with this requirement, your application for permanent residence as a member of the live-in
caregiver class is refused.
The sections of the Immigration and Refugee Protection Act that describe grounds for
inadmissibility to Canada are in Division 4 of Part I. The text of this Division is attached to this
letter.
You and your family members, if any, are required to leave Canada on or before the expiry date of
your work permit. Failure to leave Canada could result in removal action.
Inadmissibility Hearing, Appeal or Application for Judicial Review
This refers to your application for permanent resident status in Canada under the live-in caregiver
class.
IP 04 Processing Live-in Caregivers in Canada
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In order to become a permanent resident under the live-in caregiver class, you and your family
members, if any, must comply with requirements as specified in the Immigration and Refugee
Protection Regulations for this class.
Regulation 113(1) states:
A foreign national becomes a member of the live-in caregiver class if
. . .
(e) they are not, and none of their family members are, the subject of an enforceable removal
order or an admissibility hearing under the Act or an appeal or application for judicial review
arising from such a hearing.
Since (type name(s) of subject(s) here) is (are) the subject of an admissibility hearing/appeal/
application for judicial review, you are not a member of the live-in caregiver class. Your application
for permanent residence as a member of the live-in caregiver class will not be finalized until this
matter is resolved.
Note: This is not a refusal letter as such, since refusal or acceptance cannot take place until the results
of the hearing/appeal/judicial review are known.
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Appendix B Fact sheet on employment standards legislation
Applicable to live-in caregivers or domestic workers
This fact sheet briefly outlines employment standards provisions applicable to live-in caregivers in
each province and territory.
Although the Live-in Caregiver Program is run by the federal government, employment standards
legislation pertaining to caregivers and domestics falls within provincial and territorial jurisdiction.
Federal legislation (namely, the Canada Labour Code and Regulations) applies only to certain
specific sectors such as banking, interprovincial and international transportation,
telecommunications, broadcasting, grain handling and uranium mines.
It should be noted that the provisions in provincial and territorial employment standards legislation
and their scope may vary from one jurisdiction to another. This means that minimum working
conditions prescribed by law are not identical across Canada for live-in caregivers or domestic
workers. (In several provinces, the law makes no distinction between live-in caregivers and the
more general category of “domestic workers.”)
Under the Immigration and Refugee Protection Act and Regulations, employers and live-in
caregivers must sign an employment contract that clearly defines the rights and responsibilities of
both parties. The terms and conditions of the employment contract must by law be consistent with
provincial employment standards. In some provinces and territories, employment standards
legislation does not, in whole or in part, apply to live-in caregivers. Where there is no minimum
wage applicable in a particular province or territory, Human Resources Development Canada
(HRDC) determines the wage rate to be paid by employers. In some parts of the country, HRDC
requires employers to pay wages higher than the minimum wage rate, based on the prevailing
wage paid for this type of work.
Please note that the following information is subject to change.
Alberta
Most of the provisions in Alberta’s Employment Standards Code apply to domestic workers,
including those concerning the recovery of unpaid wages, paid annual holidays, rest periods
(usually 30 minutes per shift in excess of five consecutive hours ? s. 18), days off (one day in
each work week or two consecutive days per two-week period, three consecutive days per threeweek
period or four consecutive days per four-week period ? s. 19), maternity leave, parental
leave and notice of termination. The Code also stipulates that an employee cannot be held
responsible for loss of property if another person also had access to it (s.12(3)).
Since July 1, 2000, domestic workers have also been entitled to a monthly minimum salary of
$1,125 and to paid general holidays. However, the Code’s provisions regarding hours of work and
overtime pay do not apply to them (s. 6, Employment Standards Regulation).
British Columbia
Provisions regarding minimum employment standards apply to live-in caregivers, who are
considered domestics under the Employment Standards Act (ESA). These provisions include
those pertaining to the recovery of wages, annual vacations with pay, paid general holidays,
maternity leave, parental leave, family leave, hours of work and overtime pay (usually after eight
hours’ work in a day or 40 hours in a week), rest periods (normally eight hours between each shift
and 32 consecutive hours per week) and notice of termination. In addition, an employer requiring
that a uniform or special clothing be worn has to provide it free of charge to the employee and pay
maintenance and cleaning costs (s. 25, ESA).
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Live-in caregivers are normally entitled to a minimum wage of $8.00 an hour. However, the
minimum wage is $6.00 an hour for inexperienced employees who had no paid employment
experience prior to November 15, 2001 and fewer than 500 hours of paid employment with one or
more employers, as per s. 15 of the Employment Standards Regulation (ESR). Moreover, an
employer cannot charge a domestic more than $325 a month to cover the cost of room and board
(s. 14, ESR).
The employer of a domestic has to register the latter with the Registry Office of the Employment
Standards Branch. The name, address, and telephone and fax numbers of the employer and the
employee must be provided. An employer planning to hire a domestic worker from another
country must notify the Employment Standards Branch before the actual hiring and before making
an application to bring the employee into Canada (s. 15, ESA; s. 13, ESR).
Finally, on employing a domestic, the employer must provide him or her with a copy of the
employment contract. This contract must clearly state the duties, hours of work, wage and cost of
room and board. Any hours worked beyond those stated in the contract must be remunerated (s.
14, ESA).
Web site: www.labour.gov.bc.ca/esb/domestics/
Manitoba
Most of the provisions in the Employment Standards Code apply to live-in caregivers and
domestics working more than 24 hours a week. These employees are covered by the minimum
standards regarding the payment of wages, the minimum wage ($6.50 an hour; $6.75 an hour as
of April 1, 2003), paid general holidays, annual vacations with pay, maternity leave, parental leave
and notice of termination. However, a domestic worker or live-in caregiver working on a general
holiday is not entitled to the overtime rate if the employer decides to give compensatory time off
equal to the number of hours worked (s. 28(2), Employment Standards Code).
The Home Care and Residential Care Workers Regulation also contains provisions affecting livein
caregivers. Under this Regulation, residential care workers (i.e., employees hired to provide
care and supervision for a child, teenager or adult requiring assistance to live independently, in a
family home where they live during their work periods) must normally be paid an amount for each
day of work equal to eight hours of wages at the regular rate plus four hours at the overtime rate.
However, by agreement with their employer, they can work (and be paid for) fewer than 12 hours
a day. They can also work more than 12 hours and be paid at the overtime rate for each additional
hour of work―up to a four-hour maximum―inasmuch as they record these hours in a register and
provide this register to their employer within a specified period (s. 2 of the Regulation).
The employer of a domestic or residential care worker cannot charge more than $1.25 a meal, to
a maximum of $20 per week, plus $20 per week for lodging (s. 3 of the Regulation). Moreover, the
employer must give at least 36 consecutive hours of leave per week with no reduction of regular
wages. If the domestic or residential careworker works during this period at the employer’s
request, the number of hours worked must be added to one of the leave periods occurring in the
following eight weeks or be paid at a rate at least equal to the overtime wage rate (s. 4 of the
Regulation).
Web site: www.gov.mb.ca/labour/standards/index.html
New Brunswick
New Brunswick’s Employment Standards Act and Regulations do not apply to persons working in
private homes. Live-in caregivers therefore have no protection under provincial employment
standards legislation, which makes it all the more important to spell out clearly the working
conditions in the employment contract.
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Newfoundland and Labrador
The Labour Standards Act of Newfoundland and Labrador applies to live-in caregivers. The Act
and Regulations set out minimum working conditions, including the minimum wage ($5.75 as of
May 1, 2002 and $6.00 as of November 1, 2002), hours of work (maximum 16 hours a day), paid
public holidays, annual vacations with pay, notice of termination, maternity leave, parental leave,
the payment of wages and overtime pay (payable after 40 hours a week at a minimum rate of
$8.25 an hour; beginning on April 1, 2003, overtime will have to be paid at the rate of 50% of the
employee’s regular wage).
Nova Scotia
Nova Scotia’s Labour Standards Code and Regulations apply to workers providing domestic
services, including live-in caregivers, if they work more than 24 hours a week and their employer
is not a close relative. Persons hired under the Live-in Caregiver Program can therefore benefit
from the Code’s provisions pertaining to the following: vacations with pay; paid general holidays;
the minimum wage of $5.35 an hour for inexperienced workers (inexperienced employees are
persons who have been employed for fewer than three calendar months in total by their employer
or another employer to perform the work for which they are employed and who have been in the
service of their present employer for fewer than three calendar months) and $5.80 an hour for
other employees (these rates will rise, respectively, to $5.55 and $6.00 an hour on October 1,
2002); overtime (payable after 48 hours’ work a week at a rate of one-and-a-half times the
minimum wage); maternity and parental leave; bereavement leave; court leave; hours of work;
rest periods (normally 24 consecutive hours per seven-day period); notice of termination; and the
payment of wages.
The employer can deduct an amount from a caregiver’s wages to cover the cost of room and
board. However, these deductions cannot reduce the employee’s wages to less than they would
have earned at the minimum wage rate less $53.15 per week (s. 8, General Minimum Wage
Order). An employer requiring that a uniform be worn cannot reduce the wages of a caregiver for
its purchase or laundering to an amount inferior to what they would have received at the minimum
wage. However, the employee, regardless of their salary, remains responsible for the cost of dry
cleaning (s.14, GMWO).
Web site: www.gov.ns.ca/enla/labstand/lstcode/
Northwest Territories and Nunavut (Since Nunavut’s creation in 1999, the labour standards
legislation of the two territories has remained virtually identical.)
The provisions of the Labour Standards Act in both of these territories apply to live-in caregivers in
the same manner as to most other employees. This means they are covered by provisions
concerning the minimum wage ($6.50 an hour or $7 an hour in areas distant from the highway
system), hours of work and overtime (payable after eight hours a day or 40 hours a week), the
weekly day of rest, annual vacations with pay, paid general holidays, maternity and parental
leave, and notice of termination. The employer can deduct the cost of room and board from the
wages of a live-in caregiver; nevertheless, wages for each pay period cannot be reduced below
the minimum wage by more than $0.65 per meal and $0.80 per day for accommodation. In
addition, the employer cannot reduce an employee’s wages below the minimum wage rate for
providing, maintaining or laundering a uniform or apparel worn at the employer’s request, or for
accidental breakage by the employee of property belonging to the employer (ss. 2 and 3 of the
Labour Standards Wages Regulation).
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Ontario
The provisions of Ontario’s Employment Standards Act, 2000 apply to domestic workers, which
include persons employed by a householder to provide care, supervision or personal assistance
to children, seniors or disabled members of the household.
Under the provisions regarding hours of work and rest periods (Part VII of the Act), domestic
workers, like most other employees in the province, are normally entitled to minimum rest periods:
11 hours per day, eight hours between each shift and at least 24 consecutive hours every work
week or at least 48 consecutive hours in every period of at least two consecutive work weeks.
They are also entitled to an eating period of at least 30 minutes for every period of five
consecutive hours of work. With the employee’s consent, this break may be divided and taken at
two different times. The employer must also pay a domestic worker at the overtime wage rate
after 44 hours of work in a week or, if the employee and employer agree, on the basis of the
average number of hours worked in a given period (generally not to exceed four weeks). If the
employee consents, the employer may grant an hour and a half of compensatory time off for each
overtime hour worked instead of payment in cash. This compensatory time off must be taken
within the following three months or, if the employee agrees, during the following 12 months (s.
22). Lastly, the employer must provide the domestic worker with written particulars respecting the
hours of work and hourly rate of pay (s. 19, Ont. Reg. 285/01 ― Exemptions, Special Rules and
Establishment of Minimum Wage Regulation).
Domestic workers are entitled to the minimum wage, currently $6.85 an hour. With regard to
deductions for room and board supplied by the employer, the wages of a domestic worker cannot
be reduced to less than would have been received at the minimum wage rate less $2.55 per
meal―to a maximum of $53.55 per week―and $31.70 per week for a private room. (An employer
cannot deduct any amount from the wages of a domestic worker for a shared room.) These
amounts cannot be deducted unless the employee has taken the meals provided and occupied
the room. Moreover, no amount can be required for a room unless it is reasonably furnished and
suitable for human habitation, supplied with clean bed linen and towels, and affords the employee
reasonable access to a bathroom (s. 19 of the Regulation).
The other working conditions set out in the Act also apply to domestics, including paid public
holidays, vacations with pay, maternity and parental leave, the payment of wages, notice of
termination and severance pay. Furthermore, an employer cannot withhold or deduct part of an
employee’s wages for lost property without written consent; in no case can an amount be withheld
if persons other than the employee had access to the property (s. 13 of the Act).
Prince Edward Island
Prince Edward Island’s Employment Standards Act covers most domestic workers. However,
some of its provisions concerning the minimum wage ($6.00 an hour; the hourly minimum wage in
Prince Edward Island will be increased to $6,25 on January 1, 2003, $6,50 on January 1, 2004
and $6,80 on January 1, 2005.), hours of work and overtime do not apply to persons employed for
the sole purpose of protecting and caring for children, or disabled or aged persons in a private
home (s. 2(3) of the Act). Unless they perform other domestic duties (e.g., housekeeping, cooking
or washing for other members of the household), live-in caregivers are not entitled to the minimum
wage or overtime pay.
All other working conditions prescribed by the Act apply to caregivers. These include paid legal
holidays, rest periods (24 consecutive hours per week; at least one 30-minute break after each
five consecutive hours of work), vacations with pay, maternity leave, parental leave, notice of
termination and the payment of wages.
Moreover, the Minimum Wage Order states that the maximum amount that can be deducted from
the employee’s wages for room and board, when these are included, is $45.00 per week. No
amount may be deducted for a meal the employee has not received (s. 2, MWO).
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Quebec
The Live-in Caregiver Program operates differently in Quebec compared to the other provinces
and territories. Under the Canada-Quebec Accord, Quebec plays a role in the selection of foreign
workers. In order to work in Quebec, caregivers have to obtain a Certificat d’acceptation du
Québec (CAQ), which is contingent, in part, on the signing of an employment contract between
the employee and the employer. This contract must contain the job description, work schedule,
days off, wage rate and residence qualifications. It must also describe the obligations of the
employer. Beyond the requirement to comply with the provisions of the Act respecting labour
standards as applicable, the employer is obliged to provide decent living conditions and facilitate
access to French courses outside regular working hours. For further information, contact the
ministère des Relations avec les citoyens et de l’Immigration.
The Act respecting labour standards does not apply to an employee whose exclusive duty is to
provide care, in a dwelling, to a child or to a sick, disabled or aged person (s. 3(2) of the Act).
However, live-in caregivers may be covered by the provisions of the Act if they also do housework
that is not directly related to the immediate needs of the care recipient. In such cases, they are
deemed to be domestics.
Domestics are entitled to annual leave with pay, statutory general holidays, overtime pay, notice
of termination and various leaves for family events (leave for a wedding or death in the family,
maternity leave, parental leave, absences for obligations to a minor child). Domestics living in their
employer’s residence are entitled to a minimum salary of $280 per week (s. 5, Regulations
respecting labour standards). (This minimum rate will increase to $288 per week on October 1,
2002 and to $292 per week on February 1, 2003.) Their employer may not require an amount for
room and board (s. 51.0.1 of the Act). The regular work week for domestics is 49 hours. Every
additional hour of work must be remunerated at the overtime rate of one and a half times the
regular hourly wage; it may also be compensated, at the employee’s request, by providing a paid
leave equivalent to the overtime worked plus 50% (s. 8, Regulations).
Moreover, if employers requires the wearing of a uniform, they must provide it free of charge to
employees who are paid at the minimum wage rate. They cannot require an amount of money for
the purchase, use or maintenance of a uniform if this would reduce the employees’ wages below
what they would have earned at the minimum wage rate (s. 85 of the Act).
It should be noted that a labour commissioner cannot order the reinstatement of a domestic who
has been the victim of an unlawful dismissal or a dismissal without good and sufficient cause;
however, a commissioner can order the employer to pay compensation equal to the wages and
other benefits the domestic would have received over a maximum period of three months (ss. 123
and 128 of the Act).
Saskatchewan
Saskatchewan’s Labour Standards Act and Regulations do not apply in the same way to “care
providers” as they do to domestic workers. These two categories have their own definitions: a
care provider provides services relating to the care and supervision of a person, whereas a
domestic worker provides services relating to the management and operation of a residence. In
both cases, these are employees working in the private residence of their employer or a close
relative of the employer. The minimum employment standards also vary depending on whether or
not the employee lives with the employer.
Live-in care providers are covered by most of the provisions of the Act, including those regarding
maternity leave, parental leave, adoption leave, bereavement leave, annual holidays with pay,
paid public holidays, the recovery of unpaid wages, hours of work, overtime (employees are
normally entitled to 150% of their regular wage for each hour worked after eight hours’ work per
day or 40 hours per week) and notice of termination. Under the Labour Standards Regulations
IP 04 Processing Live-in Caregivers in Canada
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they are also entitled to two consecutive days off per seven-day period, which can be taken at a
time agreed upon with the employer (s. 12 of the Regulations).
Minimum wage provisions in the Act do not apply to live-in caregivers beyond the first eight hours
worked in a day (i.e., $6.35 an hour, up to $50.80 per day; the hourly rate will be raised to $6.65
on November 1, 2002) (s. 13 of the Regulations).
The employer cannot require more than $250 a month from the employee to cover the cost of
room and board (s. 14 of the Regulations). Moreover, an employee can refuse to live in a dwelling
that they consider unsuitable, unsafe or unsanitary, unless it has been approved by the Director of
the Employment Standards Branch (s. 33 of the Regulations). An employer who requires the
wearing of a uniform or any other clothing must cover the purchase and maintenance costs (s. 9,
Minimum Wage Board Order, 1997).
Web site: www.labour.gov.sk.ca/standards/domestic.html
Yukon Territory
Most provisions of the Employment Standards Act apply to domestics, including domestic
homemakers. However, the Act does not cover sitters working in a private residence solely to
attend to a child, or to a disabled, infirm or other person (General Exemption Regulations).
The Act applies to domestics, with the exception of provisions concerning hours of work, overtime
pay and rest periods. Domestics are entitled to the minimum wage ($7.20 an hour) multiplied by
eight hours for each day of work (s. 3, Minimum Wage Regulations), annual vacations with pay,
paid general holidays, maternity and parental leave, notice of termination and the recovery of
unpaid wages. An employer cannot make a deduction from an employee’s wages or require a
payment to cover the cost of room and board that would result in the employee being paid wages
that are below what would have been earned at the minimum wage rate, minus $5. An employee
cannot be required to cover the meal and accommodation costs unless these have been supplied
by the employer and the employee has signed a contract of employment providing for the
deduction or payment (s. 6, Minimum Wage Regulations).
The information in this document is based on statutes and regulations in effect on June 25, 2002.
Labour Law Analysis
Strategic Policy and International Labour Affairs
Labour Program
Human Resources Development Canada
June 25, 2002
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Appendix C Provincial and territorial employment standards
Contact list
If you have questions, difficulties or complaints regarding your employment as a live-in caregiver,
you can call or visit the Labour or Employment Standards Branch for your province or territory.
The counsellors at these offices will answer questions you may have about your rights, and help
you if you are having any work-related difficulty with your employer. Sometimes you will hear a
pre-recorded message when you call these numbers. Just stay on the line and follow the
directions that you receive. If the recorded message does not answer your question, a counsellor
will eventually come on the line. These numbers are used frequently, and it may take more than
one try to get through. Be patient.
If you prefer, you can write to the office listed. Just write a letter indicating your question or
concern and mail it to the address shown. Be sure to include your name and occupation (what you
do) and how you can be reached (phone number and address). If it is important that you get
assistance quickly, remember that calling is faster than writing. Do not hesitate to contact these
people. They are here to help you. This is their job.
Alberta
Department of Labour
Employment Standards Branch
Main Floor, Sterling Place
9940?106 Street
Edmonton, Alberta T5K 2N2
Toll free: 310-0000 then dial 403-427-3731 Fax: 403-427-8837
TDD/TDY: 1-800-232-7215
Web site: www.gov.ab.ca/hre/employmentstandards/
British Columbia
Ministry of Labour and Consumer Services
Employment Standards Branch
P.O. Box 9570
Stn. Prov. Govt.
Victoria, B.C. V8W 9K1
Toll free: 1-800-663-3316 Fax: 604-660-7047
Web site: www.labour.gov.bc.ca/esb/
Manitoba
Manitoba Labour
Employment Standards Branch
604?401 York Avenue
Winnipeg, Manitoba R3C 0P8
Toll free (outside Winnipeg): 1-800-821-4307
Telephone (Winnipeg): 204-945-3352 Fax: 204-948-3046
Web site: www.gov.mb.ca/labour/standards/
New Brunswick
Department of Training and Employment Development
Employment Standards Branch
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P.O. Box 6000
Fredericton, N.B. E3B 5H1
Toll free: 1-888-452-2687 Fax: 506-453-3806
Web site: www.gnb.ca/0308/0001e.htm
Newfoundland
Department of Labour
Labour Standards Division
4th Floor, West Block
Confederation Bldg.
P.O. Box 8700
St. John’s, Nfld. A1B 4J6
Toll free: 1 877 563-1063 Fax: 709-729-5738
Northwest Territories
Department of Justice
Labour Services
Third Floor, Panda ll Mall
P.O. Box 1320
Yellowknife, N.T. X1A 2L9
Toll free: 1-888-700-5707 Fax: 403-873-0483
Nova Scotia
Department of Environment and Labour
Labour Standards Division
5151 Terminal Rd., 7th Floor
P.O. Box 697
Halifax, N.S. B3J 2T8
Toll free: 1-888-315-0110 Fax: 902-424-0503
Ontario
(Call either number below to ask for the address of the office closest to you.)
Ministry of Labour
Employment Standards Branch
Toll free: 1-800-531-5551 Fax: 416-326-6546
416-326-7160 (Greater Toronto area)
Prince Edward Island
Department of Community and Cultural Affairs
Labour and Industrial Relations
P.O. Box 2000
Charlottetown, Prince Edward Island C1A 7N8
Toll free: 1-800-333-4362 Fax: 902-368-5526
Web site: www.gov.pe.ca/commcul/lair-info/index.php3
Quebec
Commission des normes du travail
Hall est, 7e étage
400, boul. Jean-Lesage
IP 04 Processing Live-in Caregivers in Canada

 

[amily1985619]

回复: 想去加国做住家保姆

我最近要去面试（拒签了一次，这是第二次），可以给你一些经验。

 

[sinodeer]

回复: 想去加国做住家保姆

想问一下，如果LMO下来，递表到加拿大大使馆后，多长时间可以面试？是不是很快就可以拿到签证？

谢谢

 

[lywen116]

回复: 想去加国做住家保姆

我通过EMS把东西寄到加拿大的中介，已经12天了，居然还在温哥华海关，打电话去问，EMS要我自己去问温哥华海关为什么不放，唉