Our Recent Immigration Success Stories

This Week’s Success Story: Challenging Medical Inadmissibility

A family received a procedural fairness letter informing that their application would be refused for medical inadmissibility. We were hired and worked with the family through the final months of last year and into the current year to develop a Mitigation Plan to demonstrate that the individual’s acceptance under consideration for excessive demand in Canada would not create a demand that is excessive in Canada.

The Mitigation Plan focused on the applicant’s individualized circumstances, considering both the medical and non-medical factors. We submitted, with credible evidence as well as statistical analysis and research, that the progression of the applicant’s condition was not absolute, also highlighting the individual’s stability. We included a Plan for Care in Canada involving the consideration of both dialysis and a transplant, demonstrating that the applicant’s care would be under the threshold in the relevant 5-year period. Overall, we advocated that the applicant’s medical profile should be amended from “M5” to “M3”.

The response to the procedural fairness letter and Mitigation Plan was finalized and submitted to the IRCC for consideration earlier in the Spring of 2022, and in record time, the IRCC agreed, and the applicant’s medical profile was amended to “M3”, which made the individual medically admissible.

This Week’s Success Story: Bringing Tech Talents from the United States through the Global Talent Stream

A boutique company in CRM services and solutions contacted us to inquire about options of bringing in a tech talent from the United States to work at their office in Canada. With less than 5 years of operations since its establishment, the company has grown substantially and become an industry leader in providing cutting edge solutions in CRM needs. The foreign worker was on a H-1B visa in the US. Through an initial consultation, our business immigration lawyer discussed with the Canadian employer about the urgency of filling the position, relevant program requirements, as well as employer compliance under the Global Talent Stream (“GTS”). Upon retained, we worked closely with the employer in preparing the GTS application for the position of Information Systems Analyst, which was submitted on behalf of the company. An interview with the officer from Service Canada was scheduled shortly after the application was submitted. The GTS application was approved within one week. We are very glad about the timely approval, which expedites the process of bringing the foreign skilled worker to Canada.

This Week’s Success Story: Tackling Labor Shortage with Successful LMIA Applications

A Canadian-based multinational company contacted us to inquire about how to employ foreign workers due to ongoing labour shortage in the mining industry. The company specializes in surface drilling with global operations in over 10 countries. Despite continuous efforts in recruiting and retaining local employees, it has more projects underway than it can undertake and as such is in urgent need of additional employees to staff up the drilling teams in different positions. Our experienced business immigration lawyer analyzed the business needs and discussed different options with the Canadian employer. After diligently preparing the applications, we submitted a high-wage Labour Market Impact Assessment (“LMIA”) and low-wage LMIA application on behalf of the company for two different positions. Both LMIA applications were approved within one month. We were very pleased with the timely approval of the two applications!

This Week’s Success Story: Deportation Prevented!

Our office was recently retained to respond to a Procedural Fairness Letter issued by the Canada Border Services Agency (CBSA) from a client who had incurred a criminal conviction potentially rendering him criminally inadmissible to Canada.

In consideration of the client’s personal and family circumstances as well as his path to rehabilitation, we prepared a comprehensive submission package, supported by the law, advocating that the s.44 report should not be referred to the Immigration Division. CBSA positively considered the arguments put forth by our office, and decided to not proceed with the s.44 referral or deportation action, providing our client with a warning letter instead.