The candidate must search for the right NOC code, which matches their actual job duties and responsibilities. Each NOC code mentions the list of responsibilities and duties.
It is essential to find the NOC (National Occupational Classification) code. The candidate has to add a copy of the company card and have their signature notarized.Īfter the manager signs the Employment Reference Letter, the candidate should add copies of relevant documents, including a job contract, offer letter, payslips, salary certificate, promotion letters, and so on. Make sure you include all the necessary information in this letter.
If this does not work, the candidate can ask his or her reporting manager to sign the Employment Reference Letter on behalf of your organization and even without using the organization’s letterhead. In that case, the candidate will have proof of email, which he can add to the supporting documents mentioning it as proof of the company refusing to give the required Employment Reference Letter. Suppose they refuse to give the Employment Reference Letter. Remember to keep proof by sending an email to the human resource manager. If the Human Resource manager refuses to give the Employment Reference Letter, the candidate can have a word with the reporting Manager. By doing this, the candidate’s application could be considered. The candidate has to provide other necessary relevant documents and a Letter of Explanation (LoE), which specifies that the candidate could not give the Employment Reference Letter as per the requirement of IRCC. If the candidate fails to provide the Employment Reference Letter as per the mentioned guidelines of IRCC, it does not mean that the candidate’s application will not be considered. The crucial part of the Employment Reference Letter is to mention the exact duties and responsibilities.īeing open-minded, IRCC considers specific scenarios.According to the guidelines of IRCC, having the organization’s stamp is not essential.It is mandatory to mention the candidate’s name, the title of the job, list of duties, the start date of the job and the end date of the job (if applicable), total working hours per week, salary, and added benefits received every year from the organization.If the supervisor is not available, the Human Resource manager of the organization can do the needful. The letter should mention the candidate’s supervisor’s details, including its name, designation, and signature.The contact information should include the organization’s email address, phone number, and complete address.The letter should be printed on the organization’s letterhead and should consist of the organization’s contact information.applying for Canada PR, IRCC expects the letter to be in a proper format which includes the following points –.
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