Meet the Co-chairs - TAGLAW
Ryan, Swanson & Cleveland, PLLC
The DV-2017 program registration period will run through noon, ET on November 3, 2015. The DV-2017 program is conducted entirely electronically, including electronic entry. If you have not applied we encourage you to apply early. In the past, system delays caused by extremely heavy demand in the final days of the registration period prevented some individuals from submitting entries.
Contact: Henry Chang; Blaney McMurty (Ontario, Canada)
As previously discussed, Citizenship and Immigration Canada (“CIC”) implemented its Express Entry system on January 1, 2015. Since that date, CIC has issued two rounds of Invitations to Apply (“ITAs”), which invite selected Express Entry applicants to submit applications for permanent residence under one of the following categories:
Contact: Joel H. Paget; Ryan, Swanson & Cleveland, PLLC (Washington, USA)
1. The beneficiary must be a citizen of Canada or Mexico; the spouse and children under 21 do not have to be citizens of either country. Proof of citizenship may be shown by a certified birth certificate, certificate of citizenship, identification card or a valid passport. Proof of marriage must be shown by a certified marriage certificate and parentage must be shown by a birth certificate that shows the names of the parents. A certified copy of an adoption decree can be used for adopted children.
Contact: Att. Naciye Yılmaz; Erdem & Erdem (Turkey)
The Law on Foreigners and International Protection No. 6458 ("Law No. 6458"), published in the Official Gazette dated 11.04.2013 and numbered 28615, abrogated the Law on Residence and Travels of Foreigners in Turkey No. 5683 by entering into force on 11.04.2014.
Contact: Rachel Lewis; Clarkslegal LLP (Reading, England)
The government has recently published a draft statutory code of practice on how to avoid unlawful discrimination while preventing working.
What does the code say?
All employers have a duty to carry our pre-employment immigration checks to ensure that their workers have the right to work in the UK. However, an obvious risk arises if an employer only undertakes checks in respect of its non-British workforce, or only checks ethnic minority job applicants. In this situation, an employer could face discrimination complaints on the grounds of colour, ethnic and/or national origins. If these complaints are successful a Tribunal may award compensation (which is not subject to a cap).