The Closed Work Permit: Options for those who lose their jobs

of the employer-specific work permit. Before you conclude that all your challenges have ended, you need to understand more about the specific requirements for obtaining the open work permit.

The change from employerspecific to open work permit is available only for overseas workers who were abused or exploited at their job in Canada. The open work permit is available to vulnerable workers in Canada, who are on the job or have lost their jobs. In order to start the process, the OFW must apply directly to IRCC for an open work permit for vulnerable workers. It is important to note that vulnerable is defined by being a victim of abuse for any of the following: physical abuse, including assault or forcible confinement; sexual abuse, including sexual contact without consent; psychological abuse, including threats and intimidation; and financial abuse, including fraud and extortion. The abuse also covers being forced to work outside of the limits of the employer-specific work permit such as for a different employer, in a different job, or in a different location.

Migrant workers who have lost their jobs because of abuse or those who are considering leaving their employment can apply for an open work permit for vulnerable workers. They are encouraged to contact IRCC to seek information on the process and the requirements. They can contact the Client Support Centre (CSC) to obtain work information. The CSC can provide functional guidance on the steps to follow including the provision of a Letter of Explanation-Open Work Permit for Vulnerable Workers (IMM0017). They will be required to submit evidence of the abuse, such as a sworn statement (affidavit) by the applicant, and a letter or report from an abuse support organization, or a medical doctor, or a copy of an official complaint from an enforcement agency, for example, a police or CBSA report. The impact statement can be supported by copies of e-mail messages, photos showing injuries or working conditions and witness testimonies.

Officers must have reasonable grounds to believe that the migrant worker is/has been subject to abuse or is at risk of abuse within the former or existing employer-specific placement. The “reasonable grounds to believe” standard of proof is more than mere suspicion but less that the civil standard of proof on the balance of probabilities (over 50 per cent). Reasonable grounds is where the complaint is supported by compelling and credible information. It may include a document from a recognized authority affirming that the event occurred. Note that an anonymous letter alleging misdeeds would not meet the minimum standard.

It is not right for any worker to be subject to abuse. They have rights and they have options. The first is not to consider the extreme measure of pursuing an open work permit for vulnerable workers if there is or was no abuse. Rather if you have lost or are losing your job, consider the options of applying for a new work permit or transitioning to a study permit or changing to a visitor visa if your time in status is ending. If you are in doubt about the process or your options, contact an immigration lawyer or licensed immigration consultant.

Michael Scott is a Regulated Canadian Immigration Consultant (RCIC, R525678) who has 30 years of experience with Immigration Canada and the Manitoba Provincial Nominee Program. He currently works as a licensed consultant with Immigration Connexion International Ltd. Contact him at 204-691-1166 or 204-2270292. E-mail: mscott.ici@gmail. com.

It is a happenstance that I fell ill to COVID-19 on its third-year anniversary as a pandemic – the pandemic was officially declared by the WHO on March 11, 2020.

Are there teachable lessons I could distil from my encounter with the virus of which I have written about since the onset of its global journey that appears to be winding now? I share my reflections as I recuperate – how it happened, and some soulsearching I went through.

How I became a COVID-19 patient

The COVID-19 virus successfully broke into my body system on Thursday evening, March 2nd, when I joined, reluctantly, an indoor social reception at the Fort Garry Hotel in Winnipeg. An hour into the arrival of the guest of honour, the 300-standing room-capacity in its Provencher Room was nearly full. While I was wearing my N95 mask, only a handful of the others had theirs on. Soon, I found myself unavoidably exchanging greetings with three guests who had coughs and colds, none of whom donning a face mask.

Fear of COVID contagion

Uncomfortable as it was, and worried about a COVID-19 contagion because of my senior age, I unobtrusively excused myself to the washroom. I washed my hands and face with warm water and soap to the silent hum of