Assessing Required Skills
All Saskatchewan Immigrant Nominee Program (SINP) categories require work experience, and nearly all require work experience in the NOC Code for the job the employer is offering. Several SINP program categories have a minimum language requirement, and several require education in a field related to the position the candidate is applying for.
These minimum requirements are mandatory to support a candidate through the SINP, though an employer may have additional requirements to obtain the job. It is the employer's responsibility to ensure that the candidate hired has the qualifications, skills and abilities for the position, including language proficiency. To utilize the SINP, job offers must be made to candidates who meet the required qualifications and licensing requirements and possess the skills, experience and language abilities for the position.
Employer Responsibilities and Audits
Employers must maintain the employment conditions approved in the Employer Position Assessment (EPA), including hours of work, duties, location and wage. The wage can increase but cannot decrease. It must match or exceed the wages and benefits in the approved EPA. You must maintain the accuracy of the information approved in the EPA and must immediately notify the SINP if you intend to change any conditions of employment that could impact the candidate’s SINP application, SINP nomination or permanent resident application. Failure to do so may result in further EPA applications being deemed ineligible for the SINP.
If an EPA has been used by an international worker in a SINP immigration application and you have a change to the job offer or candidate, you must contact the SINP for your options. If an EPA has been submitted by a candidate who receives an ineligible decision on their immigration application, the same EPA cannot be used again. If your candidate’s application is returned due to incompleteness, you will need to submit a new EPA for your candidate.
If there is a candidate from an approved EPA who has not yet obtained permanent residency who has quit, been terminated or that you otherwise no longer wish to support, please notify the SINP immediately. Please note that all layoffs and terminations must follow Saskatchewan Employment Standards or Canadian Labour Standards depending on whether your business is provincially or federally regulated.
Employers who are found in non-compliance with the Terms and Conditions agreed to when applying for an EPA approval may be subject to consequences including warnings, suspensions from use of the SINP, suspension and/or cancellation of previously approved EPAs or other forms of SINP job approval, cancellation or suspension of their registration to recruit international workers and/or other fines or other sanctions under The Immigration Services Act (ISA).
Please review Saskatchewan's Employment Standards and Canadian Labour Standards for more information on employment standards and workplace rights and responsibilities for Saskatchewan employers and employees. Note that the SINP may conduct employer site visits to ensure compliance with program criteria. These visits may be conducted at any time without prior notice.