1 Guidance on Sponsorship (Recruiting and Employing Non-EEA Nationals under Tier 2 of the UK s Points Based System) Human Resources
2 1 Introduction 1.1 These guidance notes set out the requirements in place where the University is seeking to sponsor non-eea nationals under Tier 2 of the UK's Points Based immigration system. 1.2 The University is a recognised sponsor by the UK Border Agency (UKBA). The University has been a sponsor since 2009 when it was awarded an A rating. 1.3 As a sponsor the University has various responsibilities which it must comply with. Failure to comply with these responsibilities can result in the University's status being downgraded, or the loss of its licence altogether, in which case existing sponsored employees would be forced to leave the UK. In addition, non-compliance could result in other penalties, such as fines or criminal liability, and adverse publicity. Finally, failure to comply with these obligations could have a negative impact on the University's standing with UKBA more generally, which might have an impact on its ability to recruit international students. This would have very significant consequences for the University. 1.4 Due to these consequences, compliance with this guidance is mandatory and any failure to comply will be treated as a serious disciplinary offence. Some Abbreviations used in this Guide UK Border Agency (UKBA) European Economic Area (EEA) Sponsorship Management System (SMS) Certificates of Sponsorship (COS) Leave To Remain (LTR) The Resident Labour Market Test (RLMT) Standard Occupational Classification code (SOC code) Points Based System (PBS) 2 What is the Points Based System (PBS)? 2.1 In November 2008, the UK introduced a points based immigration system to replace the work permit and other immigration arrangements which were in place prior to this date. The idea of this system was to provide a simplified and clearer test for whether individuals from outside of the European Economic Area (EEA) could obtain permission to come to the UK. Who does the PBS apply to? 2.2 The PBS applies to migrants from outside the European Economic Area (EEA) who want to enter or stay in the UK to live or work. The countries that make up the EEA are set out below: Austria Belgium Bulgaria Cyprus Czech Republic Denmark Estonia Finland France Germany Greece Hungary Iceland Irish Republic Italy Latvia Liechtenstein* Lithuania Luxembourg Malta Netherlands Norway* Poland Portugal Romania Slovakia Slovenia Spain Sweden Switzerland** UK nationals *These countries do not belong to the EU but are members of the EEA. Therefore, citizens of these countries have the same rights to enter, live and work in the UK as EU citizens. **Switzerland does not belong to the EU or EEA but Swiss citizens have the same rights to enter, live and work in the UK as EU and EEA members. Please note, nationals from the Bulgaria and Romania are part of the EEA but are covered by the Accession Worker Card Scheme and therefore can not come and work in the UK without obtaining advance permission.
3 How does the PBS work? 2.3 The PBS consists of several Tiers which may allow individuals to come to, or remain in, the UK depending on what the individual is seeking to do within the UK (for example, whether they want to work, study or invest). This guidance relates to Tier 2 and to migrants wanting to come to the UK to work. 2.4 In overview, migrants need to pass a points based assessment before they are given permission to enter or remain in the UK; how migrants score points and how many points are required depends on the Tier that the migrant is applying for. 3 Sponsorship under Tier 2 of the PBS An Overview 3.1 Tier 2 of the PBS allows a migrant worker to come to the UK (or to stay in the UK) where they will be carrying out a skilled role in circumstances where there is no settled individual available to undertake the work. 3.2 If the University is considering employing a migrant who will require Tier 2 sponsorship to take up a role with the University, the following key elements will need to be considered. This Guide deals with some of these elements in more detail below, but if further information is required, please contact one of the deisgnated Level 1 users (see below): Skill Level The UK Government has decided that only some roles are suitably skilled to merit sponsorship; roles must meet these minimum requirements; Appropriate Salary The role will need to be paid at the appropriate rate ; the UK Government has set out minimum salary levels for Tier 2 both in general terms and a specific minimum salary rate for each of the skilled roles; Resident Labour Market Test The University will need to explain why it is looking to sponsor a migrant worker to carry out the role in question. Normally, for new hires, this will involve carrying out a Resident Labour Market Test i.e. advertising the role to demonstrate that there are no suitable settled workers can carry it out; Issuing a Certificate of Sponsorship (COS) If these tests can be met, the University will need to issue the individual with a COS; Entry Clearance/Leave to Remain Once the individual has a COS, he/she need to satisfy the eligibility requirements of the relevant Tier, including scoring point for his/her own attributes. If he/she scores the correct number of points he/she will be able to make an application for entry clearance (if they are outside of the UK) or leave to remain (if they are already in the UK). 3.3 Please note that any Tier 2 visa is a specific permission issued by the UKBA for an individual to do a particular role with a particular employer. Where an individual is changing roles or changing employers, they may need to notify UKBA or obtain a new Tier 2 visa before doing so. (See section 10 for more information on changes of employment.) 3.4 Where employees are being sponsored, the University must comply with ongoing duties set out by UKBA. These require the University to keep records and to report specific events to UKBA; these are set out below. Managers of sponsored employees and sponsored employees themselves will receive individual communication explaining the obligations in more detail. 3.5 Where an individual obtains a Tier 2 visa for the first time, the visa will usually be valid for three years. Where an individual is seeking to extend an existing visa, they will normally be granted a visa for a further three years.
4 3.6 For some Tier 2 visa holders, the Government has imposed limits on the length of time which an individual can spend on a Tier 2 visa. This is currently limited to 6 years. After this time, individuals will either need to change into another immigration category or leave the UK. (Please note that if they leave the UK, they will not be able to reapply under Tier 2 for another 12 months.) 4 Key Personnel 4.1 Under the UKBA guidance each sponsor has several key roles: Authorising Officer The Authorising Officer has overall and full responsibility for the activities of all of the users of the Sponsorship Management System (SMS). The Authorising Officer is the Director of Human Resources. Key Contact The Key Contact acts as the point of contact between the sponsor and the UKBA. If the UKBA has queries they will initially communicate with the Key Contact and they are responsible for licence applications and for providing appropriate documentation. The Key Contact is the Head of Employee Relations. Level 1 Users Level 1 Users are responsible for the day to day activities on the SMS. Specific duties include: Requesting additional level 1 and 2 users or removing users Assigning Certificates of Sponsorship (COS) Requesting an increase in the number of COS s Notifying the UKBA of changes to the University s or migrant's details Withdrawing COS s The University's Level 1 users are designated members of the HR Operations Team including the Recruitment Team Leader, the Deputy Head of Operational Services and the HR Business Partners. 5 Tier 2 Sponsorship in Detail Skilled Roles The Codes of Practice 5.1 Not all roles are eligible for sponsorship under Tier 2 of the PBS. The University must always check that a role is sufficiently skilled before considering whether sponsorship is an option. 5.2 To do this, the University must check that the job meets the requirements for the skill level of the job. If the job does not meet the relevant skill level, the University will not be able to issue a COS. 5.3 Generally, the skill level of the role will need to be at "graduate" level i.e. NQF Level 6 for the individual to be eligible for sponsorship under Tier 2. (Please note, it is the work that needs to be at this level). NB: there are specific circumstances where the skill level required may be reduced, for example where an individual is already being sponsored by the University. Please speak to one of the Level 1 users in the Human Resources Operations team if this might apply. 5.4 UKBA publishes a list of the roles that are suitably skilled. These can be found in the Codes of Practice (which include the Standard Occupational Codes (SOC)) for all roles. They are regularly updated and can be found at: Please do not rely on old paper copies, always check the current list on the web site for the latest details. 5.5 The University will need to identify which SOC is appropriate for each role before considering sponsoring an employee under Tier 2.
5 Appropriate Rate The Codes of Practice 5.6 Each Code of Practice sets out a specific minimum salary associated with the role. This is known as the appropriate rate. Each sponsored migrant must be paid at or above 20,000 or the appropriate rate, whichever is higher. 5.7 There are specific rules regarding whether or not allowances can be included when assessing the overall salary. Please contact one of the Level 1 users for more information if appropriate. 5.8 All sponsored employees must be paid into their own bank accounts (which can be either in the UK or overseas). The Resident Labour Market Test (RLMT) 5.9 Before offering a job to a migrant worker, the University will normally have to complete the RLMT. This effectively involves testing the resident labour pool to see whether there are any EEA workers that would be suitable for the role. There are strict requirements that must be met before UKBA will be satisfied that the RLMT has been completed. These requirements are in place to ensure that the University can demonstrate that there has been a genuine attempt to fill the vacancy with a settled worker. If these steps are not taken the University will not be able to sponsor a migrant worker There are a limited number of exemptions and these are set out below. RLMT Requirements 5.11 All jobs must be advertised as set out in: the UKBA guidance; and in line with the requirements of the Codes of Practice Advert contents 5.12 To meet the RLMT any advert must include the following: Job title; Main duties and responsibilities of the role (job description); Location of job; Salary or salary range; Skills, qualifications and experience required; Closing date Advertising methods 5.13 To meet the RLMT all roles must be advertised using: Job Centre Plus; AND One of the other methods set out as being acceptable in the Code of Practice (which may include, in some cases, the University's own web site) All roles need to be advertised for a minimum of 28 calendar days.
6 Please note that Job Centre plus advertising is not a requirement for: Jobs where the salary is 70,000 or more; or Named researchers (Please speak to one of the Level 1 users in the Human Resources Operations team for more information if this might apply); or "PhD Level Roles", but only as defined in the UKBA Guidance. These are roles that fall within certain specific SOC Codes set out by UKBA. (Please note this is not an exception for all roles which require a PhD as part of the qualifications for it; this term has a specific meaning within the UKBA Guidance. Please speak to one of the Level 1 users in the Human Resources Operations team for more information.) In these cases, two other types of advertising (other than Job Centre Plus) are required to meet the RLMT requirements. The Recruitment Process 5.14 In terms of the responses to the advert, you can only sponsor an employee under Tier 2 if you can demonstrate that there are no suitable settled workers to do the role. If the settled worker is able to carry out the role you have advertised, you will not be able to sponsor a migrant worker for the post even if the migrant worker is the most appointable candidate If a settled worker applies for the job but does not have the necessary qualifications, experience or skills, you cannot refuse to employ them unless you specifically requested these qualifications, experience or skills in the job advertisement The only exception to this is if the job falls within one of the PhD Level Roles in this case you can appoint a migrant if they are the most suitable candidate. Evidence required to satisfy the RLMT 5.17 UKBA sets out very strict evidential requirements regarding how employers prove that the RLMT has been met. This evidence must be gathered prior to a COS being generated. Details of what is required is included at Appendix D of the UKBA's Guidance for Sponsors, a copy of which can be found here: Please note that the UKBA requires very specific evidence to prove that the role was advertised correctly and about the applications received in response to the advert (and why the unsuccessful applicants were unsuitable.) If you are unable to present this evidence, the University will not process a COS for the applicant. When does the RLMT not apply? 5.18 Shortage Occupations UKBA publishes a list of the jobs where there are not enough settled workers to fill the available jobs in that occupation. Where a migrant is applying to enter the UK to fill a job on the UKBA s shortage occupation list there is no requirement to conduct the RLMT. You can assign the COS for a job on the shortage occupation list if the migrant is contracted to work for a minimum of 30 hours per week. The current shortage occupation list can be found at: This changes regularly so please do not rely on paper copies which may be out of date Other exemptions The RLMT does not apply to roles where the annual salary is over 150,000. There are other specific exemptions that apply depending on a migrant's existing immigration status. (For example, this may apply to individuals who are currently in Tier 1 or Tier 4 and looking to change into Tier 2, or where an individual is looking to extend an existing Tier 2 visa). Please speak to one of the Level 1 users in the Human Resources Operations team if you think this might apply.
7 6. The Certificate of Sponsorship (COS) 6.1 A COS is a virtual document similar to a database record. 6.2 There are two types of COS, Restricted and Unrestricted. 6.3 Unrestricted COS: In general terms, unrestricted COS are normally used for migrants who are already in the UK when they are making a Tier 2 application. The University has an annual allocation of unrestricted COS. The Level 1 users will be able to tell you whether the University has any unrestricted COS left to allocate at the time when you want to recruit a migrant worker. If none are available, the University can request more from UKBA. 6.4 Restricted COS: In general terms restricted COS are normally used for migrants who are outside the UK when they are making a Tier 2 application. Whenever the University wants to use a restricted COS, it must specifically apply to UKBA for one to be issued. There is a monthly consideration process where these requests are considered. Please note, restricted COS are subject to annual limits. It is very important that the correct type of COS is issued. Please speak to one of the Level 1 users in the Human Resources Operations team regarding the type of COS that is needed in any particular circumstances. 6.5 When a COS is assigned, the Level 1 user is certifying on behalf of the University that all of the relevant immigration requirements have been met. 6.6 The Level 1 user will need to see all of the relevant documents in support of the COS application before a COS will be generated or requested. The manager requesting the COS will need to complete the checklist (and provide the copy documents) set out at Appendix 1 of this Guide. If any information/documents are missing or incomplete or do not meet the requirements, the University will not issue a COS. 6.7 When a COS is assigned, a unique reference number is generated. This must be treated as confidential and kept securely. This will be sent to the migrant. 6.8 COS are valid for three months from their assignment. During the three month period the migrant cannot be issued with a further COS by another sponsor. If the migrant does not use the COS to apply for entry clearance or leave to remain it automatically expires and shows as expired on the SMS system. 6.9 Where the University has carried out the RLMT, a COS must be assigned within 6 months of the date that the role is first advertised. (The only exception which may be relevant to the University to this requirement is where the post being filled is for one of the PhD Level Roles referred to above: in this case the COS must be issued within 12 months of the date that the role is first advertised.) 7. Entry Clearance/Leave to Remain 7.1 Once the migrant has the COS they can apply for entry clearance (if outside the UK) or leave to remain (if they are inside the UK). The fact that a COS has been assigned does not guarantee that the migrant will be given permission to enter or stay, as they must still meet certain requirements for the relevant Tier and category; any application for permission to enter or stay, may still be refused even where the migrant has a COS.
8 7.2 Whether they are successful or not will depend on: Whether they score sufficient points for their attributes; Whether they can provide UKBA with the specific documentary evidence they require to verify the points they are trying to score; and Whether they fall foul of any of the general grounds for refusal. (These might apply because of an applicant's immigration history, for example, if the applicant has previous criminal offences or has tried to use deception to enter the UK). Points Requirements 7.3 Migrants need to score 70 points to be successful in their applications. These are scored as follows: 30 points having a COS 20 points being paid at the appropriate rate 10 points satisfying the maintenance requirements 10 points English language ability Maintenance (Available funds) 7.4 New Tier 2 applicants must be able to show that they have enough money to support themselves and any dependents for the entire length of their stay in the UK, without claiming state benefits (public funds). 7.5 As such, the migrant must be able to demonstrate to UKBA that they have access to funds of at least 900 for themselves personally and 600 each for any dependents, both of which must have been held for a consecutive 90 day period. 7.6 A-rated sponsors can certify maintenance for migrants and their dependents. If a sponsor certifies maintenance for an individual they are confirming that they will maintain and accommodate the migrant (to a level of 900 or more) up to the end of their first month of employment in the UK, if required. If a sponsor certifies maintenance for any dependents they are confirming that they will maintain and accommodate each dependent (to a level of 600 or more) up to the end of their first month of the main applicant's employment in the UK, if required. It is not the University's policy to certify maintenance. 7.7 Individuals looking to extend their stay in Tier 2 usually automatically score these points without needing to demonstrate their funds again. English Language 7.8 New Tier 2 applicants must be able to show that they have sufficient English language ability before their application will be successful. 7.9 This might be satisfied by showing that they are a national of an English speaking country (and there is a specific list of countries that are permitted to meet this requirement), or that they hold a degree taught in English, or that they have passed an English language test at the required level Individuals extending their stay in Tier 2 usually automatically score these points without needing to demonstrate their English language ability again.
9 Advice and support 7.11 Individuals wishing to make entry clearance or leave to remain applications will be expected to seek their own advice in relation to their applications. The University will only provide assistance in relation to such applications in exceptional circumstances. 8 Ongoing Duties Record Keeping 8.1 As an employer, the University has a responsibility to make sure that all of its employees have the right to work in the UK. It therefore keeps proof of this on the personnel files of all of its employees. 8.2 For sponsored employees, the record keeping requirements are even wider and the University is responsible for keeping all of the specific documents set out in the UKBA's Guidance for Sponsors, as set out at 5.15 above. A link to the documents required is included below: The documents listed in this guidance will be retained securely on employee's files within the Human Resources department. Documents will be held for the periods required by the UKBA as per the guidance above. 8.4 Although, the HR Operational Services Team will be responsible for ensuring such documents are retained it is expected that managers and sponsored individuals will co-operate in providing such documents as and when required. 9 Ongoing Duties Reporting 9.1 Sponsors have specific reporting duties in relation to sponsored employees. 9.2 The University must report the following within 10 working days to UKBA: If a sponsored migrant does not attend work on their 1st day. Details reported must include the reason given by the migrant e.g. a missed flight. If a migrant's contract is terminated earlier than indicated on the COS, for example if the migrant resigns or is dismissed. Where possible the sponsor should inform the UKBA of the details of the new employer. If a sponsor stops sponsoring a migrant for any reason. If the migrant moves into an immigration category which does not require a sponsor. If a migrant takes a period of unpaid leave of more than a month. If there are any significant changes to the migrants circumstances for example; promotion, change in job title, change of the core duties of the role (other than those which require a change of employment application - detailed later in section 10). Change in salary from the level stated on the COS, other than annual increments or pay awards. A change of salary from the level stated on the COS due to maternity, paternity or adoption leave or a period of long term sickness that has lasted more than a month. The location at which the migrant is employed changes or the duration of their contract is shortened. The migrant's employment is transferred under TUPE.
10 Any information which suggests that a migrant is breaching their conditions of leave. Details of any third party or intermediary in the UK or overseas that has assisted in the recruitment of the migrant. If sponsored migrant is absent without permission for more than 10 days without permission. This must be reported within 10 days of the 10th day of absence. 9.3 The University must report any significant changes to its business within 28 days. 9.4 The University must pass to the police any information it holds that suggests that the migrant may be engaging in terrorism or other criminal activity. 9.5 Note that sponsored migrants are not permitted to take sabbaticals lasting more than 1 month. In this case, the University must stop sponsoring the migrant and must report this to the UKBA. 9.6 A failure to comply with these duties could result in the University's sponsorship licence being suspended or downgraded or, in serious cases, revoked altogether. In turn, this could result in sponsored employees having their leave curtailed and being forced to leave the UK. 10. Changes of employment 10.1 Where a Tier 2 migrant changes employer they must apply for a new COS with their new sponsor. The only exception is where they are moving to a new sponsor as part of a TUPE transfer. This means that a migrant who currently has a Tier 2 visa to work for another employer can not use the same visa to come and work for the University. Equally, if a migrant leaves the University's employment, they will need a new Tier 2 visa for any new employer before they start work with them Before a sponsored migrant changes their role at the University, careful consideration must be given to the impact this will have on their specific status. This might be relevant, for example, where a sponsored migrant is seeking a promotion or considering applying for a vacancy In some cases changing their role will trigger a notification requirement (where UKBA will need to be informed about the change); in other cases the migrant will not be able to lawfully change roles until a new visa has successfully been obtained (which includes obtaining a new COS) Notification Broadly speaking, if their role remains within the same SOC code as the role for which their visa was originally granted and their new salary is the higher of (i) the salary stated on the COS when they obtained their visa and (ii) the appropriate rate for the new role, the University will only need to notify UKBA that the change is taking place New Tier 2 visa Where the above exception does not apply (i.e. they are changing roles into a different SOC code or their salary doesn't meet the requirements above), a new visa application will be required. In these circumstances the RLMT must normally be met prior to issuing a COS (unless there is an applicable exemption). In this case, the new visa must be successfully granted before they start their new role. As this is a complicated area, please contact one of the Level 1 users in the HR Operations team for more detail. Please always seek advice before changing the role/duties of any sponsored employees.
11 11. Extension applications 11.1 Migrants who enter the UK under Tier 2 can apply for an extension of permission to stay (this is known as further leave to remain) so long as they (and their role) meet the requirements in place at the time These include that: a) The migrant has been assigned a COS for their continued employment in the same role before making an application for an extension to their stay. b) The job continues to be at the appropriate skill level and c) The migrant continues to be paid at the appropriate rate If the RLMT was conducted before the University first sponsored the migrant it does not have to conduct another one. 12. Where should you go for more information? 12.1 If you are considering recruiting a migrant employee for any role, or currently have responsibility for a sponsored employee, and have any questions regarding the sponsorship regime or your obligations as a result of it, please contact one of the Level 1 users within the HR Operations team. 13. Review 13.1 This guidance has been screened to determine its impact on groups which are protected by law using the University s Equality Impact Assessment process. This guidance will be reviewed in two years, or earlier if legislative requirements change. Last Date of Review: June 2013
12 Certificate of Sponsorship Checklist Appendix 1 All information is mandatory Tier and Category Tier 2 Skilled Worker General questions Will the individual be applying for their visa from inside or outside the UK? For those applying from outside of the UK, has the individual held any form of Tier 2 visa in the last 12 months? Are you satisfied that the individual will meet the points required to make a successful Tier 2 application? Personal Information Family or last name First name(s) Other names Nationality Place of birth Country of birth Date of birth Gender Country of residence National Insurance Number Passport or travel document Passport number Issue date Expiry date Place of issue of passport Home address (NB this should be the address from which the migrant intends to make their Tier 2 application) Address City or town County, area, district or province Postcode or Zip code Country
13 Appendix 1 (continued) Work dates Start date End date Does the migrant need multiple entry? (Please note this should only be a "Yes" if the migrant is required to travel in the course of their work. It is not required for travel for domestic and leisure purposes.) Total weekly hours of work Main work address Address line 1: Postcode Other regular work addresses (if any): Migrant s employment Job title Job type Summary of job description Detailed job description, outlining the duties and responsibilities of the post which must include the skills, qualifications and experience required for the post Gross annual pay in pounds Gross allowances in pounds (please give details of each allowance received including the amount and what it is for) Please identify the migrant s SOC Code (Please refer to the UKBA web site for up to date information.) Resident Labour Market Test Was the RLMT carried out? If yes, please include: the dates the job was advertised: where the job was advertised; and any relevant reference numbers including the Jobcentre Plus reference number Yes/No Please ensure two methods of advertising are cited. If not, why not?
14 Appendix 1 (continued) Other information Does the migrant have any dependents? Is the University certifying maintenance for the main applicant? Is the University certifying maintenance for any dependents? Was the employee sourced through an agent? Agent company name: Agent contact last name: Address, including postcode: Documents that need to be seen before granting a COS (Please attach copies where appropriate, managers should see the original documents and send a certified copy with this form.) Copy of the individual's passports showing any stamps giving permission to work in the UK Copy of the migrant s biometric card (if applicable) Evidence of RLMT (as per the requirements of Appendix D). This must include: o o o o copies of the relevant adverts; copies of all applications shortlisted for final interview in the medium they were received (for example CVs, application forms etc); A list of the names and total number of applicants short-listed for final interview; and notes from the final interviews conducted and, for each EEA national who was rejected, an explanation of why they have not been employed. If the RLMT was not completed, please explain why not. Where it was a requirement with the job advert, copies of any qualifications that the migrant holds to confirm skill level, for example degree certificate Copies of any registration/professional accreditation required to do the job in question Print out of relevant Code of Practice pages including the SOC Code which you have used Name of manager completing this form Signature Date AE 7193
Summary of changes - August 2014 In May and July 2014 UK Visas and Immigration (UKVI) introduced changes to the right to work checks employers are required to carry out. In light of the recent changes,
Employee eligibility to work in the UK This document details legal requirements that apply to ALL new members of staff All employers in the UK are legally bound to comply with the Asylum and Immigration
Briefing Note Obtaining a Sponsorship Licence September 2008 Becoming a Sponsor under the Points Based System The UK s immigration rules have been radically overhauled by the Home Office. Out have gone
HR MANAGERS INTRODUCTION TO UK IMMIGRATION COMPLIANCE SR3200 Introduction This paper is aimed at guiding HR Managers through the Tier 2 (ICT) and (General) Points Based System (PBS) application process
Application Form: Receptionist / PA to the Senior Leadership Team This application form is written in BLACK ink. Please answer the questions in dark blue and return electronically to Lesley Starkes, Finance
COOMBE WOMEN AND INFANTS UNIVERSITY HOSPITAL APPLICATION FORM FOR POST OF SENIOR CLINICAL BIOCHEMIST NB: 5 Curriculum Vitae (unbound) must accompany this Application Form Closing date: FRIDAY, 22 ND JANUARY
Working during your studies Can I work? If you are in the UK as a Student Visitor, your passport sticker or the stamp in your passport should say "No work" or "Work prohibited". This means that you are
Planned Healthcare in Europe for Lothian residents Introduction This leaflet explains what funding you may be entitled to if you normally live in Lothian (Edinburgh, West Lothian, Midlothian and East Lothian
Applying for a Schengen visa If you have any questions about this information booklet, please contact the International Student Advisers on firstname.lastname@example.org or (0141) 330 2912.
ANNEX A CABINET OFFICE THE CIVIL SERVICE NATIONALITY RULES Introduction The Civil Service Nationality Rules concern eligibility for employment in the Civil Service on the grounds of nationality and must
Tier 5 Sponsorship A comprehensive guide for departments and colleges May 2016 Staff Immigration Team Staff Immigration Team James Baker Staff Immigration Team Leader Tel: (2)89908 / email email@example.com
CIVIL SERVICE NATIONALITY RULES GUIDANCE ON CHECKING ELIGIBILITY Employment Practice Division Civil Service Capability Group Cabinet Office November 2007 1 CIVIL SERVICE NATIONALITY RULES GUIDANCE ON CHECKING
Visa Information This document is intended to provide you with information on obtaining the correct visa to enter Australia to attend the Global Eco Asia-Pacific Tourism Conference however it is a guideline
April 2014 Changes To Tier 2 Policy: An Immigration Update Your Fragomen Team & Contacts Nadine Goldfoot Partner NGoldfoot@fragomen.com Natasha Catterson Senior Manager (Solicitor) NCatterson@fragomen.com
GUIDANCE NOTES FOR APPLICANTS 1. Part A Personal Details / Work Permit / Disability / Job Requirements etc 1.1 Personal Details Please provide your personal details in the boxes provided. 1.2 Work Permits:
for people coming to Scotland to work In Scotland, most health care is provided by the National Health Service (NHS). If you are coming from overseas to work in Scotland, and you live here legally, this
Points Based System Tier 2 Summary Guidance This document provides a summary of the policy guidance for Tier 2 (Skilled Workers) of the Points Based System (PBS). Tier 2 replaces the current Work Permit
ERASMUS+ MASTER LOANS Erasmus+ Master Loan: opening up access to more affordable lending for cross-border studies The Erasmus+ programme makes it possible for students who want to take a full Masters level
Questionnaires on introducing the European Professional Card for nurses, doctors, pharmacists, physiotherapists, engineers, mountain guides and estate agents(to competent authorities and other interested
Contract Work in Switzerland. A Brief Guide Introduction to Swissroll There are approximately 1,000,000 foreign employees in Switzerland, 25% of which commute from outside the country. Swissroll are registered
Job Description Systems Analyst - IT Network and Systems Manager Responsible to: Principal and IT Manager Management Responsibilities To contribute to the formalisation of the IT strategy with an emphasis
Statewatch Briefing ID Cards in the EU: Current state of play Introduction In March 2010, the Council Presidency sent out a questionnaire to EU Member States and countries that are members of the socalled
Immigration Guidance Working in the UK after your studies Tier 4 (General) Students moving to Tier 2 (General) For students on a Tier 4 General visa moving to Tier 2 (General) visa to work in the UK after
DUO-Korea: 1. General Description CAUTION: If any application falls under the following 3 cases, the application is disqualified and will not be considered for selection. If such case is found after the
SPONSOR Guidance for Sponsor applications - Tier 2, Tier 4 and Tier 5 of the Points Based System 011108 Contents Introduction...6 The principles of sponsorship... 8 How the system works... 8 Warning: Consequences
TIER 2 Version 11/15 Tier 2 of the Points Based System Policy Guidance This guidance is to be used for all Tier 2 applications made on or after 19 November 2015 CONTENTS Contents PART 1: INTRODUCTION...
Your Home Finding a Home একট ব ড় র সন ন কর Finding a home Whether you are a new or existing customer, we believe you should be able to choose a home that best suits your needs. City West owns and manages
ERASMUS+ MASTER LOANS Erasmus+ Master Loan: opening up access to more affordable lending for cross-border studies The Erasmus+ programme makes it possible for students who want to take a full Master's-level
EUROPEAN COMMISSION Brussels, 25.9.2014 COM(2014) 592 final REPORT FROM THE COMMISSION TO THE EUROPEAN PARLIAMENT AND THE COUNCIL on the implementation in the period from 4 December 2011 until 31 December
This document is for Tiers 2, 4 and 5 sponsors. It is an appendix to the full policy guidance on sponsoring a worker or student. It lists the documents you must keep to meet your sponsorship requirements.
Council Tax Information for Students What is the Council Tax? The Council Tax is set by local authorities in Scotland to pay for local services that they provide including schools, libraries and refuse
Residence Permit Information for the Entrepreneurs Marjo-Riikka Utriainen Expert, International Employment Services Pirkanmaa Employment and Economic Development Office Information Session on Entrepreneurship
Housing Circular 41/2012 December, 2012 To: Directors of Service (Housing) Town Clerks Access to social housing supports for non-irish nationals including clarification re Stamp 4 holders Dear Director/Town
Financial Conduct Authority Factsheet No.025 Investment advisers Passporting This factsheet contains help and information for financial advisers who wish to advise their clients who live in Europe. Introduction
Nursing and Midwifery Board of Ireland (NMBI) GUIDE FOR OVERSEAS APPLICANTS 1 CONTENTS Introduction 3 About this guide 3 Glossary of terms 4 The Register of Nurses and Midwives 5 Applying for registration
Mail to Udbetaling Danmark Kongens Vænge 8 3400 Hillerød Family benefits Information about health insurance country A. Personal data Name Danish civil registration (CPR) number Address Telephone number
GUIDE FOR OVERSEAS APPLICANTS 1 CONTENTS Introduction 3 About this guide 3 Glossary of terms 4 The Register of Nurses and Midwives 5 Applying for registration in a division of the Register 6 Application
Employment of Overseas Workers Managers Guidance A Model for Schools & Academies This issue: September 2011 First issue: May 2010 Reference: HR/VT Changes to Employment of Overseas Workers Guidance SEPTEMBER
75/2015-27 April 2015 Labour Force Survey 2014 Almost 10 million part-time workers in the EU would have preferred to work more Two-thirds were women Among the 44.1 million persons in the European Union
Cash machine withdrawal in the EU (+Norway and Iceland) Country Is it free of charge to go to a cash machine from a different bank than consumers own to withdraw money? If withdrawal is not free of charge,
EMPLOYING A CROATIAN NATIONAL IN THE UK What is this leaflet about? This leaflet explains what employers need to do in order to legally employ a Croatian national from 1 July 2013. Issues covered include
EUROPEAN COMMISSION Brussels, 17.9.2014 C(2014) 6767 final COMMUNICATION FROM THE COMMISSION Updating of data used to calculate lump sum and penalty payments to be proposed by the Commission to the Court
EVALUATION GUIDE CALL FOR PROPOSALS 22/11 SUPPORT FOR THE DEVELOPMENT OF ON AND OFF-LINE INTERACTIVE WORKS 1 INTRODUCTION 1. Aim of the Evaluation Guide The aim of the Evaluation Guide is: - to identify
- Assessment of the application by Member States of European Union VAT provisions with particular relevance to the Mini One Stop Shop (MOSS) - BACKGROUND The information available on this website relates
BBSRC GUIDE TO STUDENTSHIP ELIGIBILITY 1. General Information 2. Residence Criteria 3. Qualifications Criteria 4. Enquiries Issued February 2005 (revised October 2015) BBSRC GUIDE TO STUDENTSHIP ELIGIBILITY
Automated Border Control 1. What does PARAFES stand for? PARAFES (translated from French) means Automated Fast Track Crossing at External Schengen Borders. 2. Is registration with PARAFES free? Yes. 3.
Posting abroad 2010 Introduction This booklet is intended as a guide for employers and employees when planning a posting abroad. The booklet answers the following questions: Which country are the social
Federal Department of Justice and Police FDJP Federal Office for Migration FOM Federal Department of Economic Affairs DEA State Secretariat for Economic Affairs SECO Guidelines for completing the registration
Residence visa for family reunification under the European Community regime INTRODUCTION A European Community Family Reunification visa may be issued to anyone falling under EU law, provided they enter
January 2016 Dear Applicant Recruitment Process at Grandparents Plus Thank you for requesting the application pack for the post of Project Manager, Relative Experience Project, North Tyneside (ref RE Project
effective action to end homlessness GUIDANCE ON THE WELFARE ENTITLEMENTS OF EEA NATIONALS 1. INTRODUCTION This guidance is to support Local authorities and their partners to respond to the needs of non-uk
PORTABILITY OF SOCIAL SECURITY AND HEALTH CARE BENEFITS IN THE UNITED KINGDOM Johanna Avato Human Development Network Social Protection and Labor The World Bank Background study March 2008 The UK Social
The coordination of healthcare in Europe Rights of insured persons and their family members under Regulations (EC) No 883/2004 and (EC) No 987/2009 Social Europe European Commission The coordination of
Tier 2 and 5 version 04/14 Tier 2 and 5 of the Points Based System Guidance for Sponsors This guidance is to be used for all Tier 2 and Tier 5 applications made on or after 06 April 2014 Contents Important
193/2014-15 December 2014 Labour Cost Survey 2012 in the EU28 Labour costs highest in the financial and insurance sector Three times higher than in the accommodation and food sector In 2012, average hourly
in Scotland for holidaymakers from overseas In Scotland, most health care is provided by the National Health Service (NHS). If you are coming to Scotland on holiday or to visit friends or relatives, you
www.epnuffic.nl P.O. Box 29777 2502 LT The Hague / The Netherlands How do I hire a highly skilled international employee? This factsheet contains information for employers wishing to hire international
ENTERING THE EU BORDERS & VISAS THE SCHENGEN AREA OF FREE MOVEMENT An area without internal borders where EU citizens and non-eu nationals may move freely EU Schengen States Non-Schengen EU States IS Azores
EN I have asked for asylum in the EU which country will handle my claim? A Information about the Dublin Regulation for applicants for international protection pursuant to article 4 of Regulation (EU) No
ELECTORAL OFFICE FOR NORTHERN IRELAND JOB SPECIFICATION POLL CLERK Completed application forms must be returned to HR Section by 3pm on Monday 17 November 2014 EONI is an equal opportunities employer and
SEPA Frequently Asked Questions Page 1 of 13 Contents General SEPA Questions... 4 What is SEPA?... 4 What is the aim of SEPA?... 4 What are the benefits of SEPA?... 4 What countries are included in SEPA?...
The European Union Savings Tax Directive An historic guide Do you have any questions? This guide will tell you more If you are resident in an EU Member State and earn interest on deposits or investments
EUROPEAN COMMISSION CONSUMERS, HEALTH AND FOOD EXECUTIVE AGENCY Consumers and Food Safety Unit RULES FOR THE REIMBURSEMENT OF TRAVEL AND SUBSISTENCE EXPENSES FOR EXCHANGE OF OFFICIALS CONSUMER PROGRAMME
Dear Applicant, Re: Intern recruitment process at IPPR Thank you for requesting the application pack for the post of Research Intern with the public service team. This pack contains all the relevant information
INTERNATIONAL SERVICES TARIFF Supporting your international business Our service promise. If you experience a problem, we will always try to resolve it as quickly as possible. Please bring it to the attention
Protection Friends Life Protection Account Key features of Income Protection Cover Why is this document important? The Financial Services Authority is the independent financial services regulator. It requires
Erasmus Mundus Master in Membrane Engineering EM 3 E Third Call for Applications Master edition 2013-2015 Erasmus Mundus is a cooperation and mobility programme in the field of higher education, promoted
Project Agreements Information for employers requesting a project labour agreement May 2015 Table of Contents What is a project agreement?... 4 What is a labour agreement... 5 Duration of a labour agreement...
Udbetaling Danmark July 2013 International Social Security APPLICATION FORM FOR WORK WITHIN THE EEA AND SWITZERLAND cf. EC REGULATION 883/2004 working in the EEA and/or Switzerland THE FORM SHOULD BE ACCOMPANIED
Post-study Working Visas for International Students for Manchester Metropolitan University 5 th June 2013 Presented by Nicky Dean, Immigration Solicitor TIER 2 (GENERAL) Route for skilled workers to do
1 DOCTORATE EXTENSION SCHEME OVERVIEW AND FREQUENTLY ASKED QUESTIONS 28 March 2013 DOCTORATE EXTENSION SCHEME OVERVIEW AND FREQUENTLY ASKED QUESTIONS From 6 April 2013, students completing a PhD or other
Transparency Directive 2 Are you ready? Darren Fox 25 June 2015 Introduction Current state of play under TD1 Changes under TD2 Some tricky issues experienced under TD1 (and how TD2 might impact them) 2
IMMIGRATION TO AND EMIGRATION FROM GERMANY IN THE LAST FEW YEARS Bernd Geiss* Germany, Destination for Migrants Germany is in the middle of Europe and has common borders with nine countries. Therefore,
Definition of Public Interest Entities (PIEs) in Europe FEE Survey October 2014 This document has been prepared by FEE to the best of its knowledge and ability to ensure that it is accurate and complete.
International Services tariff Contents International Services Sending money abroad 1 International payments 1 International drafts 1 Receiving money from abroad 1 Cut-off times and exchange rates 2 BIC
TRANSFER TEST REGULATIONS This form is for use by the following categories of applicants applying for a Certificate of Eligibility to take the Qualified Lawyers Transfer Test: 1. Admitted to the Bar of
Finance information for postgraduate students Contents Finance information for postgraduate students... 1 Contents... 1 Introduction... 2 Postgraduate tuition fee arrangements... 2 Postgraduate students
COUNTRY PHONE SELLING ADDITIONAL INFORMATION ALLOWED Belgium The use of automatic system of phone call with a marketing goal without human intervention is not allowed without the authorization of the consumer.