Seasonal Agricultural Worker Program Canada 2024

National Occupational Classification (NOC) Migration

Overview

The Seasonal Agricultural Worker Program (SAWP) allows employers to hire temporary foreign workers (TFW) when Canadians and permanent residents are unavailable.

For Seasonal Agricultural Worker Program Canada 2024:
These employers must, from January 1st, provide their employees with at least 240 hours of work within a six-week period, from participating countries for up to eight months until December 15th.
You can hire TFW.

Qualification:

Required qualifications for Seasonal Agricultural Worker Program Canada 2024 are as under;

1. To qualify for SAWP, an employer must meet her three criteria: Workers hired must be nationals of Mexico or a participating Caribbean country.
2. Production must take place in a specific raw material department.
3. The activity must be related to primary agriculture on the farm.

Note: For his SAWP season in 2022, the SAWP work permit will specify a 9-month work period for him instead of the normal 8-month work period to accommodate the quarantine period.

• The employer will continue to submit her LMIA that reflects the needs of the job, excluding additional time to account for the quarantine period.
• Although the quarantine period is considered work, for program administrative reasons, the quarantine period will not count toward the work period on her SAWP LMIA application.
• Participating Countries SAWP only applies to her TFW who is a national of: Mexico Among the Caribbean countries: Anguilla Antigua and Barbuda Barbados Dominica Grenada Jamaica Montserrat Saint Kitts and
• Nevis Saint Kitts and Nevis Lucia St.
• Vincent and the Grenadines Trinidad and Tobago Role of Participating Foreign Governments The SAWP operates pursuant to bilateral agreements between Canada and participating countries.
• The agreement sets out the roles of these foreign governments.
• TFW recruitment and selection Ensuring workers have the necessary documentation Maintaining a pool of qualified workers and appointing representatives to support workers in Canada
• These The government also states that the men and women selected for temporary work in Canada meet all the requirements of the SAWP.
• These requirements include: Agricultural experience At least 18 years of age Be a national of one of the participating countries and have the ability to meet the following requirements Canadian Immigration Act and the laws of the employee’s home country National Goods List Bee Products Fruits, vegetables (including canning/processing of these products if grown on the farm) Mushrooms Flowers Seedlings, including Christmas trees, greenhouses/nurseries Purebred rapeseed Seed corn Cereals Oilseeds Maple Syrup Lawn Tobacco Beef Dairy Products Duck Horse Mink Poultry Sheep Pig Document Navigation

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Hire a temporary worker through the Seasonal Agricultural Worker Program:

Program requirements

Program Requirements for Seasonal Agricultural Worker Program Canada 2024  Processing Fee The Labor Market Impact Assessment (LMIA) processing fee does not apply to:

• Occupations related to primary agriculture, and Occupations under National Occupational Classification (NOC) codes 80020, 80021, 82030, 82031, 84120, 85100, 85101, and 85103 Recruitment fees Temporary foreign workers ( TFW), you may incur various fees and charges, including but not limited to: Costs of using third-party agents Advertising fees Fees charged Employers must, as an employer, assist or support the employment of foreign nationals by you or someone employing staff on your behalf.
• The employer’s fees for advice must be ascertained and guaranteed.
  or Recruitment Fees indirectly collected or collected from TFW.
• Failure to do so will result in a negative LMIA decision.
• Transportation The employer must always arrange and pay for her TFW’s round-trip transportation.
• Travel expenses include transportation to and from your work and country of residence in Canada.
• TFW transportation options include planes, trains, boats, cars, and buses.
• All provinces except British Columbia allow employers to cover some of these costs through payroll deductions.
• The employment agreement, entitled “Agreement Concerning the Employment of Seasonal Agricultural
• Workers in Canada,” sets the maximum amount that an employer can deduct.
• Employers must keep records of all travel expenses paid for at least six years.
• Records may include invoices, receipts, airline tickets, tickets, etc.
• Employers can use these documents as evidence when applying for an LMIA or inspection.
• Daily Transportation Employer must provide free round trip transportation to TFW.
• Employers must provide on-site or off-site accommodation and transportation to and from the workplace.
• Housing The employer must provide her TFW with adequate, suitable and affordable housing as defined by the Canada Mortgage Corporation.
• Accommodation is available on the farm or off-site.
• Employers must ensure that the usage of each unit does not exceed the maximum allowable usage.
• Employers must also ensure that all their TFWs have access to suitable housing.
• You must also guarantee the number of accommodation spaces for each approved accommodation from the date of arrival to the date of departure.
• Housing Inspection Employer must provide inspection certificate for off-site or farm accommodation.
• The inspection must be carried out by the relevant state, territory or local authority.
• Inspections can also be conducted by certified private inspectors with appropriate qualifications.
• Private inspectors or relevant authorities cannot withhold the official format of the Home Inspection Report (HIR).
• In such cases, employers must always use Schedule F to report the results.
• Effective January 1, 2018, new requirements will be mandatory to obtain a decision.
• These requirements ensure that: Accommodation provided to temporary foreign agricultural workers is checked All conditions in the HIR are taken into account These additional requirements include that the HIR:
• Must have all relevant sections completed Must indicate the maximum number of employees allowed per approved accommodation.
• LMIA Indicates that the property has been inspected within the last 8 months prior to the date the application was received.

Note: Employer may request TFW replacement again.

1. You can use the same test report even if it is more than 8 months old.
2. Employers in British Columbia must use the British Columbia Agricultural Council (BCAC) home inspection form and have home inspections conducted by her BCAC-certified inspectors who are authorized to conduct home inspections.

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Failure to comply with HIR requirements The LMIA application will be placed in incomplete status without a valid reason.

The Department accepts HIRs with conditional pass status to process LMIA applications.
However, a decision will only be made if the employer considers all the terms of her HIR and provides relevant evidence.
The costs associated with the inspection of the apartment are borne by the employer.
Under no circumstances can the employer reimburse these costs from her TFW.
Important: Employers with commercial accommodations rated 3 stars or higher are not required to submit a HIR.
Occupational Safety and Health Health Insurance Employment contracts for seasonal agricultural workers in Canada include private health insurance that covers emergency medical care for all periods not covered by the provincial health insurance plan to which the TFW applies.
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However, the employer must ensure that all her TFWs are covered by state/territory health insurance.
Employees must register as soon as they become eligible.
Waiting times to claim state/territory health insurance can be found on each state/territory’s Department of Health’s website.
Note: Employers hiring her TFW from Mexico must submit payment to Great-West Life Assurance Company.
Employers can cover these costs through payroll deductions.
Foreign Government Liaison Officers provide guidance and assistance to employers regarding these deductions.
Workplace Safety Insurance Employers must ensure that their employees are covered by a state/territory insurance provider whenever required by law.
State or territory legislation may give some employers the flexibility to choose private insurance.
However, employers must ensure that: The selected private plan provides the same compensation as that provided by the state/territory (same or better insurance coverage) All workers on site are covered by the same insurance company Employer requires private plan If you would like to inquire about insurance plan equivalency, please contact your state/territory workplace safety authority.
Insurance provided free of charge by the employer must be in effect from the TFW’s first day of work in Canada.
Employers cannot be reimbursed for any costs by TFW.
Use of Pesticides and Chemicals Employers who use pesticides or other hazardous chemicals must comply with local/regional regulations.
You must notify workers about the use of pesticides and chemicals and provide them with: Free protective equipment Appropriate formal and informal training Supervision where required by law SAWP Contracts The Seasonal Agricultural Worker Program (SAWP) has standards.

Irrevocable contract

• There is no need to attach a contract to your application.
• However, employers should keep a copy of the contract signed by both employer and employee during the inspection.

Wages, working conditions, and occupations

Wages, working conditions and occupations for Seasonal Agricultural Worker Program Canada 2024 are;

Temporary foreign workers (TFWs) must be provided with the same wages and benefits as Canadians and permanent residents working in the same occupation.
TFWs working in a unionized environment must receive the wages specified in the collective agreement.
If you plan to hire TFWs in non-livestock occupations under National Occupational Classification (NOC) codes 80020, 80021, 82030, and 82031, refer to the high-wage or low-wage job streams to determine wages and need to obtain information about.

Wage verification requirements

Review and adjust the wages of temporary foreign workers so that they are always equal to or equal to the wage rate set out in the pay scale or the applicable Commonwealth/State/Territory minimum wage rate, as applicable.
You must agree to exceed.

• Apiary products
• Fruits, vegetables (including on-farm canning/processing of these products if grown on the farm)
• Mushrooms
• Flowers
• Nursery-grown trees (including Christmas trees, greenhouses/nurseries)
• Pedigreed canola seed
• Seed corn
• Grains
• Oil seeds
• Maple syrup
• Sod
• Tobacco
• Bovine
• Dairy
• Duck
• Horse
• Mink
• Poultry
• Sheep
• Swine

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