PRESENT: The Honourable Mr. Justice Zinn BETWEEN: CONSTRUCTION AND SPECIALIZED WORKERS' UNION, LOCAL 1611; INTERNATIONAL UNION OF OPERATING ENGINEERS, LOCAL 115 Applicants and THE MINISTER OF CITIZENSHIP AND IMMIGRATION CANADA; THE MINISTER OF HUMAN RESOURCES AND SKILLS DEVELOPMENT CANADA; HD MINING INTERNATIONAL LTD.; CANADIAN DEHUA INTERNATIONAL MINES GROUP INC.; AND HUIYONG HOLDINGS (BC) LTD. Respondents Date: 20130521 Docket: IMM-11316-12 Citation: 2013 FC 512 Ottawa, Ontario, May 21, 2013

Date: 20130521
Docket: IMM-11316-12 
Citation: 2013 FC 512
Ottawa, Ontario, May 21, 2013
PRESENT: The Honourable Mr. Justice Zinn
BETWEEN:
CONSTRUCTION AND SPECIALIZED
WORKERS' UNION, LOCAL 1611;
INTERNATIONAL UNION OF OPERATING
ENGINEERS, LOCAL 115
 Applicants
and
THE MINISTER OF CITIZENSHIP AND
 IMMIGRATION CANADA; THE MINISTER
OF HUMAN RESOURCES AND SKILLS
DEVELOPMENT CANADA; HD MINING
 INTERNATIONAL LTD.; CANADIAN DEHUA
 INTERNATIONAL MINES GROUP INC.;
 AND HUIYONG HOLDINGS (BC) LTD.
 Respondents
REASONS FOR JUDGMENT AND JUDGMENT
[1] The Applicants challenge a decision made under Canada’s Temporary Foreign Worker
Program [TFWP] which is administered by Human Resources and Skills Development Canada Page: 2
[HRSDC] and Citizenship and Immigration Canada [CIC]. It appears that this is the first time a
positive decision made under the TFWP has ever been challenged.
[2] The Applicants were granted public interest standing by the Court to bring this application
for leave and judicial review. Specifically, they challenge the decision of Officer MacLean of
HRSDC to issue positive Labour Market Opinions [LMOs] under section 203 of the Immigration
and Refugee Protection Regulations, SOR/2002-227 [Regulations], to HD Mining International Ltd.
[HD Mining]. Officer MacLean issued these positive LMOs because he decided that offers of
employment by HD Mining to 201 workers from China to do the work of extracting a bulk sample
from HD Mining’s coal properties near Tumbler Ridge, British Columbia [the Murray River
Project], would likely result in “a neutral or positive effect on the labour market in Canada.”
[3] The novelty of this application, the recent public interest in the TFWP and the significance
of the issues to the Applicants, the corporate Respondents and the Ministers, made for a hard-fought
application. All counsel are thanked for their comprehensive written and oral submissions. Five
pre-hearing motions remained outstanding at the commencement of the hearing on the merits and
were argued over a full day. Before the merits were heard, I issued oral rulings to be followed by
formal Reasons and Orders for all but part of one motion which was reserved and is dealt with in
these Reasons for Judgment.
BACKGROUND
The Parties Page: 3
[4] The Applicants are trade unions who represent mining workers in British Columbia. They
do not represent any workers of HD Mining at the Murray River Project. As previously noted, they
were granted public interest standing by Order of Justice Campbell dated November 22, 2012,
“because, realistically, no other means exist to engage judicial accountability with respect to the
decision-making that has occurred within an important government strategy to maintain the
economic health of Canada.”
[5] HD Mining describes its principal business activity as “mine properties development, mines
development, [and] coal mining.” HD Mining applied for LMOs on March 2, 2012, and March 15,
2012, to bring 201 temporary foreign workers [TFWs] from China to Canada to fill 201 positions at
the Murray River Project which were stated to be “necessary to work on the construction of the
decline/shaft and complete bulk sample mining of coal” [the Bulk Sample Work]. Ten positive
LMOs were issued by Officer MacLean of HRSDC on April 25, 2012, and, as is noted above, it is
his decision to issue these positive LMOs that is under review.
[6] The Respondent Huiyong Holdings (BC) Ltd. is the controlling shareholder of HD Mining.
[7] Canadian Dehua International Mines Group Inc. [CDI] owns 40 per cent of the shares of
HD Mining. The Murray River Project was previously to have been undertaken by CDI. In March
2011, CDI applied for LMOs for 92 foreign workers most of whom, according to Officer MacLean
in his Bulk Request Assessment and Recommendation, a document described below, were
underground coal miner and underground coal support and service workers. CDI received positive
LMOs on April 15, 2011. Page: 4
[8] Officer MacLean writes that he was advised by HD Mining that CDI “was not able to secure
work permits” for these 92 foreign workers and HD Mining subsequently “assumed responsibility
for the development and operation” of the Murray River Project and “essentially” HD Mining
resubmitted the request for 84 of the 92 original foreign workers, together with LMOs for an
additional 117 foreign workers, for a total of 201 foreign workers. More will be said of this later;
however, the basis for the difference in the number of foreign workers requested between CDI and
HD Mining was stated to be that CDI, unlike HD Mining, “did not include the construction of the
mine shaft simultaneously with the construction of the decline.” Officer MacLean, when assessing
the HD Mining application, did consider information in the CDI LMO file. Again, more will be
said of this later.
[9] The two Respondent Ministers, the Minister of HRSDC and the Minister of CIC each are
responsible for a portion of the TFWP. HRSDC, through Service Canada, is responsible for issuing
LMOs. CIC, based in part on the LMO, is responsible for issuing work permits to the foreign
workers covered by the LMOs permitting them to enter and work in Canada.
The Temporary Foreign Worker Program
[10] The Ministers write in their memorandum that the TFWP is designed to “facilitate the entry
of foreign workers from other countries to fill labour shortages.” Workers under the TFWP require
work permits issued by CIC pursuant to section 200 of the Regulations in order to enter Canada.
Paragraph 200(1)(c)(iii) of the Regulations stipulates that a CIC officer “shall issue a work permit to Page: 5
a foreign national if, among other things, the foreign national has been “offered employment, and an
officer has made a positive determination under paragraphs 203(1)(a) to (e).”
[11] The positive determination required to be made by the CIC officer under paragraphs
203(1)(a) to (e) of the Regulations includes, in paragraph 203(1)(b), a determination by an officer
“on the basis of an opinion provided” by HRSDC whether “the employment of the foreign national
is likely to have a neutral or positive effect on the labour market in Canada.”
[12] The “opinion” provided by HRSDC is the LMO. Paragraphs 203(3) (a) to (f) of the
Regulations stipulate the factors the officer is to consider when issuing an opinion as to whether
“the employment of the foreign national is likely to have a neutral or positive effect on the labour
market in Canada:”
(a) whether the employment of the foreign national is likely to result
in direct job creation or job retention for Canadian citizens or
permanent residents;
(b) whether the employment of the foreign national is likely to result
in the creation or transfer of skills and knowledge for the benefit of
Canadian citizens or permanent residents;
(c) whether the employment of the foreign national is likely to fill a
labour shortage;
(d) whether the wages offered to the foreign national are consistent
with the prevailing wage rate for the occupation and whether the
working conditions meet generally accepted Canadian standards;
(e) whether the employer has made, or has agreed to make,
reasonable efforts to hire or train Canadian citizens or permanent
residents; and
(f) whether the employment of the foreign national is likely to
adversely affect the settlement of any labour dispute in progress or
the employment of any person involved in the dispute. Page: 6
HD Mining’s LMO Applications and the Assessment Process
[13] On March 2, 2012, HD Mining submitted an application for 84 TFWs it required to
construct the decline at the Murray River Project. On March 15, 2012, it submitted a further
application for 117 TFWs it required for shaft construction. In total, HD Mining sought ten LMOs
covering 201 TFWs in six job categories, as follows: 65 Underground Production and
Development Miners, 16 Underground Conveyor Operators, 14 Underground Coal Ventilation
Workers, 8 Underground Coal Dewater Workers (Mine Service and Support Workers), 14
Mechanics-Mining Machinery, 30 Underground Production and Development Miners, 16
Underground Conveyor Operators, 7 Underground Coal Ventilation Workers, 16 Underground Coal
Mine Timbermen, and 15 Mechanics-Mining Machinery.
[14] On April 2, 2012, Officer MacLean of Service Canada was assigned to process these
requests. He worked full-time on these applications between April 10, 2012, and April 25, 2012. In
his affidavit, sworn March 19, 2013, Officer MacLean describes the process he followed in
assessing these LMO applications. He conducted labour market information [LMI] research,
identified the National Occupation Classification [NOC] codes that corresponded to the positions
referenced in the applications, assessed the prevailing wage rates for the applicable NOCs, reviewed
proof of recruitment and advertising, and conducted telephone interviews with representatives of
HD Mining.
[15] In addition to independent research, as noted above Officer MacLean accessed Service
Canada’s file on the LMO application submitted the previous year by CDI. He attests that “I was Page: 7
not the program officer who assessed and approved the 2011 CDI LMOs but I reviewed the file
information and any LMI research conducted during the assessment of that file for background
information.” Officer MacLean was cross-examined on his access to and reliance on the CDI LMO
file and, as discussed below, the fact that that entire file was not included in the Certified Tribunal
Record [CTR] is a significant matter of dispute.
[16] Officer MacLean’s assessment of the LMO applications is contained in “Assessment Notes”
that he prepared and retained in the computer records of HRSDC. When his assessment was
completed, he filled out an internal form entitled “Bulk Request Assessment and Recommendation”
which briefly sets out a summary of the request, the wages and working conditions, recruitment
efforts, and the officer’s comments. He attests that HRSDC requires that this form be completed
when an officer foresees “issuing a positive LMO involving more than 50 positions in a specific
occupation.” Officer MacLean transmitted his Bulk Request Assessment and Recommendation
form by email of April 23, 2012, to a number of persons stating that “Any comments, guidance,
objections, etc would be appreciated.” No substantive feedback was received, and Officer MacLean
issued ten positive LMOs to HD Mining covering the 201 TFWs.
PRE-HEARING MOTIONS
[17] As noted earlier, five outstanding motions were heard at the commencement of the hearing.
Rulings and Orders have issued on all except the motion - Motion #2, which challenges the
admissibility of affidavits sworn by Curtis Harold and Douglas Sweeney, which was taken under
reserve. Page: 8
Motion #2
[18] By motion filed March 28, 2013, CDI challenged the admissibility of the following:
a. Affidavit #1 of Curtis Harold, sworn March 8, 2013; and
b. Affidavit of Douglas Sweeney, sworn March 13, 2013.
[19] The Applicants’ purpose in filing the affidavits of Mr. Harold and Mr. Sweeney was to
support its submission that HD Mining misrepresented to HRSDC the nature of its mining operation
at the Murray River Project. They submit that these affidavits show that HD Mining had represented
to the BC Ministry of Natural Resource Operations, when it applied for a Bulk Sample Permit, that
the mining technique it would use for that purpose was room and pillar and not long-wall mining.
This is said to be contrary to the statement in the letter submitted with the LMO applications, that
“HD Mining will be utilizing a long-wall mining construction method” which had not been used in
Canada.
[20] In the submission of the Applicants, this evidence shows that HD Mining had obtained the
LMOs through misrepresentation. Moreover, it was submitted, if the Court found that Officer
MacLean erred in his decision, this evidence went to whether the Court ought to, as HD Mining
requested, exercise its discretion and refuse to set the LMOs aside.
[21] At the close of argument, I held that it was premature to rule on the admissibility of these
affidavits without having heard full submissions on the merits. Having now heard the parties’
submissions on the merits and having considered the parties submissions on the motion, I find that
these two affidavits are not admissible in the application. Moreover, as I discuss below, even if they Page: 9
had been admitted, they would have been given no weight as they are unreliable and do not support
the claim of the Applicants that HD Mining misrepresented anything to HRSDC.
Affidavit #1 of Curtis Harold, sworn March 8, 2013
[22] Mr. Harold is a business agent for one of the Applicant unions. He attended at the offices of
the BC Ministry of Natural Resource Operations “where arrangements had been made to make
available materials submitted by HD Mining for the Murray River Project.” Mr. Harold met Diane
Howe, the Deputy Chief Inspector of Mines, who had been informed that he would be coming to
copy the application HD Mining had submitted for the Murray River Project.
[23] He says that Ms. Howe “took me to a table with a number of binders of documents” which
she described as “the application I had requested.” He was also provided with “an electronic
version of the application, which Ms. Howe copied.” Mr. Harold says that he was later informed by
counsel for the Applicants that he had been provided with “the wrong file.”
[24] Consequently, Mr. Harold re-attended at the Ministry offices and was directed by Ms. Howe
to a table of binders. He says that “I confirmed with Ms. Howe that these materials had been
received from HD Mining and were in relation to the Murray River Project, and I inspected the
documents and confirmed this was the case.” Again, he was provided with an electronic version of
the application file and was told to take the four large binders, rather than copy them, as they were
copies of the original file. He says that he then sent both the electronic file and the paper file to the
Applicants’ lawyers. Page: 10
[25] Although he swears that he was provided with both an electronic and paper copy of the
Ministry’s file, he attaches only a small part of it to his affidavit, which makes it impossible for the
Court to make any assessment whether the entire contents of the application supports what he
claims.
[26] Specifically, Mr. Harold attached to his affidavit three Exhibits, which he describes as
follows:
10. I attach as Exhibit “A” to my affidavit a copy of the “Notice
of Work Application: Murray River Coal Bulk Sample Project”
dated June 30, 2011 which was included in both the electronic and
paper versions of the materials I was provided by the Ministry of
Natural Resource Operations on February 15, 2013, and including
the support document “First Aid and Mine Rescue Emergency
Response”, but excluding the other support documents..
11. I attach as Exhibit “B”: to my affidavit a copy of the
Attachment “C” to the Notice of Work Application, titled “Murray
River Bulk Sample Design” which I was also provided by the
Ministry of Natural Resource Operations on February 15, 2013. This
document was only included in the paper version of the file that I
copied.
12. I attach as Exhibit “C” to my affidavit a copy of extracts of
the “Supplement to Notice of Work Application – Murray River
Project Bulk Coal Sample” dated January 18, 2012, including the
covering letter, List of Documents, Updated Equipment List, and
Safety Procedures for Bulk Sample Mining. I was also provided this
document by the Ministry of Natural Resource Operations on
February 15, 2013. This document was only included in the paper
version of the file that I copied.
13. The supplement to Notice of Work Application was the most
recent document included in the materials that I was provided by the
staff at the Ministry of Natural Resource Operations. I did ask if they
had any further documents that pertained to the Murray River Project
and I was told that I had been provided with all of the documents
they had in relation to the Murray River Project. Page: 11
[27] CDI opposes the admissibility of this affidavit and these Exhibits, in part, based on a
submission that the Applicants, in filing this material, are trying to do an end-run around an earlier
pre-hearing Order of this Court. Before being granted leave in this application, the Applicants
sought leave to file an affidavit in reply attaching thereto as exhibits the two documents attached as
Exhibits A and B to Mr. Harold’s affidavit. Leave was refused by Justice Manson, who wrote that
those documents “are outdated and do not reflect the supplemental information in respect of HD
Mining’s operations provided to the Ministry of Energy, Mines and Natural Gas, in the period of
January 2012 through January 2013, including the time the labour market opinions (LMOs) were
applied for in March 2012.”
[28] In finding that the Applicants’ proposed information was outdated, Justice Manson relied on
information contained in Affidavit 3 of Michael Xiao sworn February 22, 2013, which had been
filed in response to the Applicants’ motion. In it Mr. Xiao swears to filing plans and drawings up to
January 2013. The reference by HD Mining to that affidavit in its memorandum was the subject of
a motion and it was ruled that the reference to it was improper.
[29] CDI also objects to the admissibility of Mr. Harold’s affidavit on the basis that it includes
hearsay evidence and contains materials not before the decision-maker.
[30] Rule 10 of the Federal Courts Immigration and Refugee Protection Rules, SOR/93-22 [the
Immigration Rules] speaks to an applicant filing “supporting affidavits verifying the facts relied on
by the applicant in support of the application.” Justice Manson noted that “this Court has granted
some latitude in permitting documents to be provided beyond those before the decision maker;” Page: 12
however, an affidavit filed in support must be confined to facts within the personal knowledge of
the deponent. Hearsay is admissible provided necessity and reliability are established: Zheng v
Canada (Minister of Citizenship and Immigration), 2002 FCT 1152. The Applicants made no effort
to establish that it was “necessary” that the affidavit with its attachments be sworn by someone other
than the government official responsible for maintaining these official documents. I suspect no such
argument was available because Ms. Howe, who would have been an appropriate affiant, was
apparently very co-operative with and helpful to the Applicants.
[31] Further, I do not find that this evidence is reliable. Mr. Harold swears that he was provided
with a paper and an electronic copy but some of the exhibited documents are found only in one
source. In particular, the Supplement to Notice of Work Application – Murray River Project Bulk
Coal Sample dated January 18, 2012, which was not before Justice Manson, was found only in the
paper version of the file. This makes suspect the truth of the statement that Ms. Howe has provided
a full paper and electronic copy of the application.
[32] More troubling is the hearsay statement from Mr. Harold that he was told, by some
unnamed person, that he had been “provided with all the documents they had in relation to the
Murray River Project” and that the most recent document was the Supplement to Notice of Work
Application – Murray River Project Bulk Coal Sample dated January 18, 2012. It is troubling
because no source of this information is stated by Mr. Harold and because Justice Manson
references information provided to the Ministry “in the period January 2012 through January 2013”
(emphasis added). In light of this Court’s prior statement that there was information provided up to Page: 13
January 2013, evidence to the contrary, to be reliable, had to be based on personal knowledge, not
hearsay.
[33] As the affidavit does not meet the test for an exception to the admissibility of hearsay
evidence in applications under the Immigration and Refugee Protection Act, SC 2001, c 27 [IRPA],
it is not admissible.
Affidavit of Douglas Sweeney, sworn March 13, 2013
[34] Mr. Sweeney is a former Chief Inspector of Mines for British Columbia. He swears that he
was “in touch” with Ms. Howe and had requested that she provide him with “a copy of the Bulk
Sample Permit that was issued to HD Mining for the Murray River Project, as well as the Notice of
Work Application.” In Ms. Howe’s email to him she writes:
Attached is a copy of the Bulk Sample permit for the Murray River
project. I just checked on the [Notice of Work] and it is an immense
document and sorry but I will not be able to get a copy for your
review, we just don’t have the time or the folks that can help put it
together in a timely way.
Mr. Sweeney goes on in his affidavit to attest that he “was, however, able to get a copy of the
Notice of Work Application from the Steelworkers and from Mr. Gordon, as described above.”
What is “described above” is that Mr. Gordon, counsel for the Applicants provided him with a copy
of:
Affidavit #3 of Michael Xiao, as well as with the Notice of Work
Application, Murray River Coal Bulk Sample Project dated June 30,
2011 and submitted by HD Mining, as well as portions of the
Supplement to the Notice of Work Applications, Murray River Coal
Bulk Sample Project dated January 12, 2012, which portions
included a covering letter addressed to Diane Howe, the Deputy
Chief Inspector of Mines Reclamation and Permitting, a List of Page: 14
Documents, Updated Equipment List, and Bulk Sample Related
Safety Procedures.
[35] This evidence raises additional concerns. First, according to Curtis Harold, on February 15,
2013, Ms. Howe provided him with an electronic copy of the Ministry’s file as well as a paper copy.
That file material included the Notice of Work; however, very shortly thereafter Ms. Howe tells Mr.
Sweeney that she can’t get him a copy because “we just don’t have the time or the folks that can
help put it together in a timely way.” How can that be if a paper and an electronic version had
already been assembled and given to Mr. Harold?
[36] Second, the Bulk Sample Permit issued to HD Mining on March 15, 2012 which Ms. Howe
sent to Mr. Sweeney was, one would assume, contained in the Ministry’s file; however, this permit
was not included in the allegedly complete materials she provided to Mr. Gordon on February 15,
2013 – eleven months after the permit was issued. We know that it was not included because Mr.
Gordon says that the most recent document the Ministry had, a copy of which was given to him,
was the Supplement to the Notice of Work Application which is dated January 18, 2012.
[37] These concerns offer further reason to question the completeness of the materials Mr.
Harold was given and has produced. It also brings sharply into question the accuracy of the hearsay
statement provided to Mr. Harold in his affidavit that the Supplement to the Notice of work dated
January 18, 2012, was the most recent document in the Ministry files.
[38] In any event, Mr. Sweeney swears, based on his review of “portions” of the Supplement to
the Notice of Work Application dated January 12, 2012, including the Updated Equipment List and Page: 15
Bulk Sample Related Safety Procedures, that “there is no indication in these documents that long
wall mining will be used” nor does the equipment “list any long wall mining machinery.” I agree
with CDI that Mr. Sweeney is offering an opinion based on these documents when he has not been
qualified to provide one. Further, he is basing his opinion on documents that the Court has
previously found to be “outdated.”
[39] In addition to those opinions, Mr. Sweeney lastly offers his opinion in paragraph 7 of his
affidavit that “under paragraph 2(d) of the Bulk Sample Permit” HD Mining would be prevented
from changing the method of bulk sampling. However, there is no paragraph 2(d) of the Bulk
Sample Permit. This may, as was submitted by the Applicants, have been in error and he may have
meant to reference paragraph 2(c); nonetheless, it does little to support any view that he has offered
reliable evidence, even if it was not objectionable as opinion evidence.
[40] For these reasons, I find that the affidavit of Mr. Sweeney is not admissible. In any event,
had it been accepted, it would have been given no weight. It is simply not reliable evidence as it
relies in large part on Mr. Harold’s affidavit and its exhibits which I have found not to be reliable.
[41] Accordingly, I find that the Affidavit #1 of Curtis Harold, sworn March 8, 2013, and the
Affidavit of Douglas Sweeney, sworn March 13, 2013, are inadmissible and are to be struck from
the record.
ISSUES Page: 16
[42] The parties raised a number of issues going to the merits of the application, which I
summarize as the following:
1. Whether the Court has or should extend the time limit for seeking leave in this case;
2. Whether the decision-maker has provided a proper record under Rule 17 of the
Immigration Rules and, if it has not, what is the remedy for that breach;
3. Whether portions of Officer MacLean’s affidavit ought to be struck as an attempt to
bolster the reasons for decision;
4. Whether HD Mining materially misrepresented the nature of the work in its LMO
applications;
5. What is the appropriate standard of review of an officer’s decision to grant a positive
LMO; and
6. Whether Officer MacLean made a reviewable error in deciding to issue positive
LMOs to HD Mining.
ANALYSIS
1. Extension of Time
[43] The decision under review that positive LMOs would issue was made and communicated to
HD Mining by correspondence dated April 25, 2012. Paragraph 72(2)(b) of IRPA provides that
when an application for leave and judicial review concerns a decision made in Canada, as this one
was, the applicant is required to serve and file it “within 15 days … after the day on which the
applicant is notified of or otherwise becomes aware of the matter.” Paragraph 72(2)(c) provides that
“a judge of the Court may, for special reasons, allow an extension of time for filing and serving the
application.” Page: 17
[44] HD Mining says that it “strains credulity” to accept that the Applicants did not have
knowledge of the LMO decisions at an earlier date given that one of the Applicant unions has
members, and officials, and an office in Tumbler Ridge, and there was local media on this issue as
early as Spring 2011. This is speculative. The best evidence as to when the Applicants first became
aware of the positive LMOs having issued is found in the affidavit of Brian Cochrane, Business
Manager of the International Union of Operating Engineers, Local 115 and Affidavit #2 of Mark
Olsen, Business Manager of the Construction and Specialized Workers’ Union, Local 1611, both of
whom swear that they first became aware when the Vancouver Sun reported it on or about October
10, 2012. Both were cross-examined extensively but the evidence of neither was shaken.
Accordingly, their evidence is accepted. By operation of paragraph 72(2)(b) of IRPA, the
Applicants’ time for serving and filing an application for leave and judicial review expired October
25, 2012.
[45] In their Application for Leave and Judicial Review, filed November 2, 2012, the Applicants
specifically requested an extension of time as required by the Immigration Rules. HD Mining, the
only Respondent that filed submissions, opposed both the leave and the extension of time request.
[46] Rule 6 of the Immigration Rules stipulates that “a request for an extension of time shall be
made in the application for leave in accordance with form IR-1” and that “a request for an extension
of time shall be determined at the same time, and on the same materials, as the application for
leave” [emphasis added]. Justice Russell granted leave but did not specifically address the request
for an extension of time in his Order. Page: 18
[47] HD Mining submits that the question of leave remains a live issue and, relying on Deng
Estate v Canada (Minister of Public Safety and Emergency Preparedness), 2009 FCA 59 [Deng
Estate] and Khalife v Canada (Minister of Citizenship and Immigration), 2006 FC 221 [Khalife],
submits that “where the order granting leave to submit the application for judicial review is silent on
this preliminary issue (as it is in this case), it should not be presumed that an extension of time has
been granted.”
[48] In Deng Estate, the Court of Appeal expressly agreed with the following statement by
Justice Tremblay-Lamer in Canada (Minister of Human Resources Development) v Eason, 2005 FC
1698, which, although it dealt with a decision of a member of the Pension Appeal Board, was stated
by the Court of Appeal to be a “similar situation” to the immigration matter before it:
However, as stated above, the member was silent on the issue of
extension of time. The respondent suggests that as leave to appeal
cannot be granted unless an extension of time is also granted, it can
be inferred from the member's decision to grant leave that she also
granted an extension of time. I disagree. While Mr. Eason did apply
for the extension of time and for leave, it cannot automatically be
inferred that the member turned her mind to the issue of extension of
time simply because she granted leave. The granting of an extension
of time must be explicitly considered by the decision maker. A
member exceeds his jurisdiction, or fails to exercise his jurisdiction,
if he grants leave to appeal without also granting an extension of time
within which to appeal. [emphasis added]
[49] Absent the decision of the Court of Appeal in Deng, I would have thought that it would be
proper to presume, in the absence of contrary evidence, that a leave judge considering an application
that includes a request for an extension of time, properly applied the provisions of Rule 6 of the
Immigration Rules and did not exceed his jurisdiction by granting leave when no extension of time Page: 19
had been granted. Absent Deng, I would also have thought, given the express wording of Rule 6
that a request for an extension of time is to be heard “at the same time” as the leave application, that
it is the leave judge alone and not the judge hearing the application that has jurisdiction to grant the
extension of time. However, I feel that I am bound by the Court of Appeal’s decision in Deng
Estate and will thus determine whether to grant an extension of time because Justice Russell did not
specifically address this request in his Order granting leave.
[50] The requested extension of time is granted. I am satisfied that the test summarized in Patel
v Canada (Minister of Citizenship and Immigration), 2011 FC 670 [Patel] is met. Under that test,
an applicant must establish “a) a continuing intention to pursue the application; b) that the
application has some merit; c) that no prejudice arises from the delay; and d) that a reasonable
explanation for the delay exists:” Patel, above, at para 12.
[51] The evidence filed establishes a continuing intention to pursue the application once the
Applicants learned of the LMOs. Counsel was retained, including an expert in immigration law,
efforts were made to gain access to the decisions at issue and research was conducted as to how to
attack the impugned decisions. The application has some merit. Justice Russell, although he
dismissed a motion for an injunction, found that a serious issue had been raised and found there to
be an arguable issue when he granted leave. The fact that the parties argued the merits of the
application for three nearly days itself points to there being an arguable case.
[52] Despite the best efforts of counsel for HD Mining, I am not convinced that it will suffer
prejudice if the extension of time is granted. It argues that it has “spent tens of millions of dollars Page: 20
preparing the project” and that it has relied on the LMOs “in good faith and has arranged all of its
planning and contracting according to a complex work plan with many interrelated steps leading to
completion of the bulk sample.” Be that as it may, the prejudice that needs to be considered here is
the prejudice, if any, that accrued between the deadline for bringing an application and the day the
application was actually brought, not the entire period fifteen days after the day when the LMO
decisions were communicated to HD Mining. The Applicants filed this application on November 2,
2012, meaning, based on my finding about the Applicants’ state of knowledge, they were only just
over a week late. HD Mining has not argued that any significant prejudice accrued to it during this
short time. Granted, this situation is somewhat unique and potentially unfair to HD Mining since
this application was brought by third parties, on a timeframe coinciding with their subjective
knowledge. Accordingly, a broader conception of prejudice may be warranted. However, even if
one applied a broader concept of prejudice, there is no proof that any part of these expended funds
will be lost if this application proceeds, or will be lost even if the application is successful. HD
Mining expended these funds and made these preparations based on its belief that the Murray River
Project was a viable coal mine that will generate substantial profit for the company. That remains
unchanged. It may be that HD Mining will have to adjust its operation if this application is
successful; however, any possible prejudice to HD Mining that might result must be weighed
against the public interest in having the LMO decision reviewed by a court.
[53] Lastly, a reasonable excuse for the delay has been established. As submitted by the
Applicants, this is “first instance” litigation of a decision they did not have and is against parties the
identity of which was uncertain. It is hardly surprising in such circumstances that the law firms
retained would require some time to ascertain just how to attack the impugned decisions and on Page: 21
what basis. Moreover, what is a reasonable excuse will depend on the length of the delay. As I
noted above, the Applicants were just over a week late. That delay is relatively short in view of the
complexities of this case. For these reasons, I grant the extension of time requested by the
Applicants.
2. The Record
[54] The Applicants submit that the Ministers have not provided a proper record because the
CTR is both under and over-inclusive.
[55] Rule 17 of the Immigration Rules provides as follows:
17. Upon receipt of an order
under Rule 15, a tribunal shall,
without delay, prepare a record
containing the following, on
consecutively numbered pages
and in the following order:
(a) the decision or order in
respect of which the application
for judicial review is made and
the written reasons given
therefor,
(b) all papers relevant to the
matter that are in the possession
or control of the tribunal,
(c) any affidavits, or other
documents filed during any
such hearing, and
(d) a transcript, if any, of any
oral testimony given during the
17. Dès réception de
l’ordonnance visée à la règle
15, le tribunal administratif
constitue un dossier composé
des pièces suivantes, disposées
dans l’ordre suivant sur des
pages numérotées
consécutivement :
a) la décision, l’ordonnance ou
la mesure visée par la demande
de contrôle judiciaire, ainsi que
les motifs écrits y afférents;
b) tous les documents pertinents
qui sont en la possession ou
sous la garde du tribunal
administratif,
c) les affidavits et autres
documents déposés lors de
l’audition,
d) la transcription, s’il y a lieu,
de tout témoignage donné de Page: 22
hearing, giving rise to the
decision or order or other
matter that is the subject of the
application for judicial review,
and shall send a copy, duly
certified by an appropriate
officer to be correct, to each of
the parties and two copies to the
Registry.
vive voix à l’audition qui a
abouti à la décision, à
l’ordonnance, à la mesure ou à
la question visée par la
demande de contrôle judiciaire,
dont il envoie à chacune des
parties une copie certifiée
conforme par un fonctionnaire
compétent et au greffe deux
copies de ces documents.
[56] The Applicants submit that the 922 page CTR filed and served by the Minister of HRSDC
pursuant to Rule 17 of the Immigration Rules is under-inclusive because it does not include all of
the documents that Officer MacLean “looked at and consulted” when making his assessment of the
HD Mining LMOs, namely, the entire file generated for the LMOs that were issued about a year
earlier to CDI. They submit that the record is over-inclusive because the CTR includes documents
that were admittedly copied from a file other than the HD Mining LMO file.
[57] I agree with the submission of the Applicants that because no one other than the Minister in
an immigration related application is involved in the preparation of the tribunal record, a great deal
of trust is reposed in him or her by the opposite party and by the Court to prepare a proper and
complete record. I also agree with them that “an incomplete record alone could be grounds, in some
circumstances, for setting aside a decision under review” [emphasis added]: Parveen v Canada
(Minister of Citizenship and Immigration) (1999), 168 FTR 103 at para 9, per Reed J.; and see also
Machalikashvili v Canada (Minister of Citizenship and Immigration), 2006 FC 622; Kong v Canada
(Minister of Employment and Immigration) (1994), 73 FTR 204, and Ahmed v Canada (Minister of
Citizenship and Immigration), 2003 FCT 180. Page: 23
[58] The Ministers submit that the jurisprudence cited above shows that setting aside a decision
on the basis of an incomplete record should be done only when the omitted material is “clearly
essential,” “particularly material,” or “critical” to an issue and was relied upon by the decisionmaker. They submit that material alleged by the Applicants to have been omitted from the CTR
does not meet this test, even if it is relevant and ought to have been included in the CTR.
[59] Rule 17 of the Immigration Rules stipulates that in addition to the impugned decision,
affidavits and documents filed during the hearing, and a transcript, if any, the CTR is to contain “all
papers relevant to the matter that are in the possession or control of the tribunal” [emphasis added].
The Ministers submit that guidance as to the test of relevance is found in the Court of Appeal
decision Pathak v Canada (Canadian Human Rights Commission) ( re Royal Bank of Canada),
[1995] FCJ 555 [Pathak]. In Pathak, the decision under review was a decision of the Human Rights
Commission dismissing Mr. Pathak’s complaint. The CTR included everything that was before the
Commission when it made that decision, including a report of a Commission investigator.
However, in addition, the applicant sought to have included in the record all of the information that
was before the investigator when he made his report.
[60] A judge of the Trial Division directed the Human Rights Commission to file certified copies
of documents relied upon by the investigator in preparing his report pursuant to the Federal Court
Rules, CRC 1978, c 663, which provided that a party to a judicial review application could request
documents of the decision-maker. Rule 1612(4) further provided that such requested documents
“must be relevant to the application for judicial review.” Given the similarity of that language to Page: 24
that of Rule 17 of the Immigration Rules, I agree with the Ministers that this authority offers
guidance as to the test of relevance.
[61] The Court of Appeal in Pathak held that these additional documents were not relevant. It
held that the investigator’s report must be presumed to be a faithful and complete summary of the
evidence before him and it further noted that there was no attack in the notice of application on his
report. Accordingly, it held that the evidence before him was not relevant to the matter under
review. At paragraph 10, the Court of Appeal describes relevant documents for judicial review
purposes in the following manner:
A document is relevant to an application for judicial review if it may
affect the decision that the Court will make on the application. As
the decision of the Court will deal only with the grounds of review
invoked by the applicant, the relevance of the documents requested
must necessarily be determined in relation to the grounds of review
set forth in the originating notice of motion and the affidavit filed by
the applicant.
[62] I pause to note that the Court of Appeal’s assertion that relevance must of necessity be
examined with an eye to the grounds of review set out in the application is a complete response to
the suggestion of the Applicants that there was something improper or nefarious in the Ministers
having prepared the tribunal record in light of and after having examined the grounds of review
alleged by the Applicants.
[63] With that basic framework in mind, the two factual issues that require determination are
whether the CTR improperly excludes relevant documents which should have been part of the
certified record, and whether the CTR improperly includes documents which ought not be part of
the certified record. Page: 25
Under-inclusive Record
[64] In their Further Memorandum of Fact and Law, the Applicants submit that the CTR “omits
critical documents on which the Officer admittedly relied” [emphasis added]. The Applicants’ oral
submission was more broadly stated; it was that “if Officer MacLean looked at and consulted the
[CDI] file, we shouldn’t be getting a portion of it, we should be getting the entire file.” This is
because, as I understand their submission, it is only if the Applicants get access to the entire CDI
file that they are able to make the argument that the Officer “based [his] decision or order on an
erroneous finding of fact that it made … without regard for the material before [him],” specifically
the CDI file. Without the benefit of seeing the entire CDI file, of course, it is entirely speculative to
argue that the Officer erred by failing to have regard to it; nevertheless, the Applicants are prevented
from making that argument since they have no idea what else may be contained in the CDI file.
Thus, assuming the entire CDI file was “before” Officer MacLean during his deliberations, this
judicial review is somewhat frustrated and the decision cannot be fully held to account.
[65] The Ministers take a narrower view. Their position is that what must be included in the
CTR is what the Officer considered and relied on in assessing the HD Mining LMO applications.
They say all of the documents meeting this description were included in the CTR.
[66] With one exception, I agree that documents containing all of the information which the
Officer expressly considered and relied upon were included in the CTR. This is based on my
finding that, on the balance of probabilities, from his reasons and the cross-examination, as Page: 26
excerpted below, Officer MacLean considered and relied upon the following from the CDI LMO
file:
a. The notes of the officer who assessed the CDI application, which included LMI and
information regarding the CDI LMO application.
I did review the foreign worker system online notes that were
prepared by the program officer who would assess that file. We
would typically – I mean, in a case like this because they were linked
would look at that previous application in the notes that were
recorded, either was labour market information that was recorded on
the foreign worker system as well, and I reviewed that.
Cross-examination of Officer MacLean, March 25, 2013, page 11,
lines 3–11.
b. The CDI LMO applications.
It’s my recollection that, yes, I think I reviewed the [CDI]
applications.
Cross-examination of Officer MacLean, March 25, 2013, page 11,
lines 18-19.
c. The number of TFWs and the positions CDI requested.
Q You considered the numbers and the positions that were
being applied for by CDI and compared them to what HD Mining
was applying for?
A Yes.
Cross-examination of Officer MacLean, March 25, 2013, page 11,
lines 25-28.
d. The experience requirements of the requested CDI positions.
Q You reviewed Dehua LMO applications, and indeed you
even compared experience requirements between Canadian Dehua
and HD Mining applications? Page: 27
A … I would have reviewed the experience requirements, or it
would appear from this [being Exhibit A to his affidavit] that I
compared the experience requirements under those positions.
Cross-examination of Officer MacLean, March 25, 2013, page 12,
lines 24-27, 35-38.
[67] Items a, c, and d above, the LMI, the number of TFWs and the positions CDI requested, and
the experience requirements are contained in the notes of the officer who prepared the CDI files.
These notes were produced in the CTR, at pages 834-922.
[68] Item b above, the CDI LMO applications, are not in the CTR. However, although Officer
MacLean says that he reviewed them, the only information he states that he got from them was the
number of TFWs, the positions CDI requested, and the experience requirements of the requested
CDI positions. All of this information is also contained in the previous officer’s notes at pages 834-
922 of the CTR. While, technically, the LMO applications would have been the source of the
previous officer’s information and he only copied it in his notes; it would be an exceedingly
technical objection that the CDI LMO applications were not produced. That is because there is
simply no reason to believe the other officer copied this relatively straightforward information
incorrectly.
[69] The one exception raised by the Applicants, and only in oral reply, was the documentary
source for the information concerning the changing scope of the Murray River Project between the
time CDI and HD Mining submitted their LMO applications. In particular, Officer MacLean
accepted in his Assessment Notes that the new, higher number of positions requested by HD Mining
(201 versus 91) was “genuine” partly because the descriptions of the project had changed – CDI’s Page: 28
project did not include “the construction of the mine shaft simultaneously with the construction of
the decline.” The source of this information is not clear; however, it may have, and apparently does
emanate from a document in the CDI file which was not disclosed in the CTR.
[70] However, Officer MacLean’s opinion that the number of positions was “genuine” relates to
subsection 200(5) of the Regulations, and in his Assessment Notes he specifically distinguishes
between his opinion under that provision and paragraph 203(1)(b), which requires an assessment of
whether “the employment of the foreign national is likely to have a neutral or positive effect on the
labour market in Canada.” The Applicants have framed their application as an attack on Officer
MacLean’s latter determination and opinion, not his determination and opinion that the offers of
employment were “genuine” under subsection 200(5). Accordingly, in line with Pathak, above, the
documents from the CDI file which would seemingly contain the narrower description of the
Murray River Project and which go to the “genuineness” finding are not relevant and need not have
been disclosed.
[71] Thus, the only real issue remaining is the proper test for relevance and the extent of the
Minister’s disclosure obligation. If, as the Ministers argue, consideration of and reliance on a
document establishes relevance, then they have discharged their responsibility in compiling the
CTR since each mention in the Officer’s reasons and cross-examination of information from the
CDI file is corroborated with a document disclosed in the CTR. If, on the other hand, the
Applicants are correct and relevance and thus disclosure is triggered when the Officer decides to
look at a document or it is otherwise placed “before” him, the CTR is not complete because the
Officer had the CDI file before him but that entire file was not disclosed. Page: 29
[72] There is no doubt that Officer MacLean did consider at least some of the CDI LMO file. In
his affidavit he states that he “reviewed the [Foreign Worker System] notes to file” and further
states that “I was not the program officer who assessed and approved the 2011 CDI LMOs but I
reviewed the file information and any LMI research conducted during the assessment of that file for
background information” [emphasis added].
[73] In my view, the decision-maker having reviewed the “file information,” the file ought to
have been included in the CTR. The Ministers’ position that only documents considered and relied
upon by Officer MacLean in assessing the HD Mining LMO applications are to be included in the
CTR is too narrow. Reliance per se is not the determinative factor. What is determinative is what
the decision-maker reviewed, or could have reviewed because it was put before him. Otherwise,
paragraph 18.1(4)(d) of the Federal Courts Act is neutered: as the Applicants argue, how can an
applicant in most cases successfully argue that a decision-maker based its decision on a finding of
fact that it made “without regard to the material before it” if an applicant is not entitled to receive all
of the material that was before it. However, mere access to a document is not sufficient; it must be
“before” the decision-maker. Here, the CDI LMO file was undoubtedly “before” Officer McLean
because he sought it out and to some extent reviewed it. It ought to have been disclosed in full by
the Minister.
[74] However, for the reasons that follow, I am unable to conclude that the omission of the
remainder of the CDI file from the CTR is such that this judicial review application ought to be
allowed on this basis alone. Page: 30
[75] Despite a vigorous cross-examination, there is no evidence that anything that may be
missing from the CTR was or could have been material to the decision under review. Indeed,
considering that CDI received positive LMOs, it is difficult to conceive what material information
may have been in the CDI files that could significantly undermine Officer MacLean’s decision such
that it was unreasonable, which is the nature of the Applicants’ challenge. At best, the Applicants
only speculate that the CDI file might contain contradictory information regarding the Murray River
Project’s description. As noted above, however, that pertains to the opinion that the number of
offers of employment was genuine under subsection 200(5) of the Regulations, which was not
challenged in this application as framed by the Applicants. Other than that speculative possibility,
the Applicants did not propose a single plausible example of the kind of information that might have
been contained in the CDI file that would have shown the Officer’s decision was unreasonable.
[76] Thus, although I strongly agree with the Applicants in general terms that it is highly
problematic that “we don’t know what we don’t know,” so to speak, and the Ministers cannot be
condoned for taking such a narrow view of disclosure considering the trust that is reposed in them in
preparing a complete and accurate CTR, in the particular circumstances of this case their failure is
not material or significant and I will not grant the application on that basis alone.
[77] Moreover, I should also note that had I found that there was material evidence omitted or
likely omitted from the CTR, it would have been appropriate, in my view, to weigh the materiality
or likely materiality of the omission against the prejudice to be suffered by the corporate
Respondents if the decision was quashed for that reason alone. In my view, such a consideration Page: 31
would be appropriate because the corporate Respondents might suffer prejudice as a result of
actions and decisions of the Ministers over which they have no control. As parties with no control
over the CTR, their interests ought also to be weighed against the interests of these public-interest
applicants.
Over-inclusive Record
[78] In his reasons, Officer MacLean did not refer to the source of the prevailing wage rates he
used to arrive at his conclusion that those offered by HD Mining to the proposed TFWs would be
comparable or better.
[79] The Applicants submit that the CTR is over-inclusive because on cross-examination Officer
MacLean admitted that he could not find any document attached to the HD Mining files containing
information on wage rates; however, he included in the CTR a document taken from another file – a
print-out from the “Working in Canada” [WiC] website – since the information in this document
“match[ed] the prevailing wage rates that were recorded in [his] assessment decisions for HD
Mining.” In his affidavit, Officer MacLean stated that his usual practice (and to his knowledge the
practice of others) was to “use the wage information available on the [WiC] website,” and, as a
result, “to not bother citing in his assessment notes the source of prevailing wage rate inquiry.”
[80] In my view, there is no merit to the Applicants’ complaint that the record is over-inclusive
or in some other way improper because it includes documents from other sources that the decisionmaker referred to and used in coming to his decision. The record need not be a carbon copy of the
administrative file kept by the decision-maker. Rather, Rule 17(b) of the Immigration RulesPage: 32
describes that “all papers relevant to the matter that are in the possession or control of the tribunal
must be produced” [emphasis added].
[81] Not only is there no suggestion the wage rates are not a perfect match between Officer
MacLean’s decision and the print-out taken from the different administrative file, Officer MacLean
has sworn that it is his usual practice to use the wage rates from the WiC website (from which the
print-out was made) in his assessment of temporary foreign workers files. There is no objective
reason to doubt that the website (as reflected in the print-out) was the source of Officer MacLean’s
information, and there is every objective reason to believe it was. I am therefore satisfied that the
website was, on a balance of probabilities, the source of Officer MacLean’s information; the printout was therefore “relevant to the matter” and in the tribunal’s possession within the meaning of
Rule 17(b), and is thus properly before this Court.
3. Officer MacLean’s Affidavit
[82] The Applicants submit that portions of Officer MacLean’s affidavit should be struck
because they are an attempt to bolster his decision, and also because of the questionable reliability
of his allegations due to the passage of time and the amount of files he reviews. In particular, they
ask this Court to strike paragraphs 28, 42, 51 – 54, and 57 – 61 of the affidavit.
[83] There is no question that an attempt to bolster one or more of the bases for a decision by
way of affidavit in a judicial review proceeding is impermissible, and “smacks of an after-the-fact
attempt to bootstrap [a] decision:” Stemijon Investments Ltd v Canada (Attorney General), 2011
FCA 299 at para 41. Page: 33
[84] Paragraph 28 of the affidavit states only “I did not deem it necessary to request or review the
resumes [“from selected Canadian candidates and all resumes received for the project”].” I agree
with the submission of the Applicants that this statement “is an attempt to bolster his failure to
provide any rationale for not requesting those resumes.” Accordingly, it is struck from the record.
[85] Paragraphs 42 and 51-54 concern the source of the information for the prevailing wage rates
– the WiC website. These paragraphs do not add to the bases for the decision, but rather provide the
necessary context to enable the Court to determine what was actually the basis for the decision.
Given that there is no dispute that the wages are a perfect match between the decision and the WiC
print-out, as noted previously, there is every reason to believe that the prevailing wage rates were in
fact determined from the WiC website, as the Officer swears.
[86] Lastly, paragraph 57-61 contain, in the Applicants’ submission, “attempts to provide further
explanation for why [Officer MacLean] granted positive LMOs to HD Mining in light of his notedconcerns with their LMO application in the Bulk Request Assessment and Recommendation” and to
“bolster his reasons pertaining to HD Mining’s advertising efforts.” In my view, Officer MacLean
only explains the nature and intended audience of the Bulk Request Assessment and
Recommendation form at paragraphs 57-59. At paragraph 60, he reiterates what is already
contained in the reasons for his decision, namely, that he “was not aware of any TFWP policy
imposing any requirement that specific languages must be spoken by foreign nationals.” At
paragraph 61, on the other hand, Officer MacLean does offer a supplement to his reasons by stating Page: 34
that minor variances in job descriptions on advertisements are fairly normal. Accordingly,
paragraph 61 is struck from the record.
4. Was the Nature of the Work Misrepresented?
[87] The Applicants submit that HD Mining misrepresented the nature of the work in its LMO
applications, because in these it stated that it would be using long-wall mining when in the
documents it filed with the British Columbia Ministry in relation to the Murray River Project it
stated that it would be using the traditional room and pillar method. The Applicants submit that “it
is a breach of natural justice to allow a decision to stand when the [decision-maker] acted upon false
information provided by the applicant” and says that fundamental justice demands the Court’s
intervention.
[88] Paragraph 18.1(4)(e) of the Federal Courts Act specifically provides that the Court may
grant relief if satisfied that a decision-maker “acted … by reason of fraud or perjured evidence.” No
such relief is requested in the Application for Leave and Judicial Review, nor is there any allegation
in it that HD Mining was engaged in misrepresentation. The Applicants say this ground was not
raised initially because they were unaware of the alleged misrepresentation until they obtained the
documents from the BC government after this application was commenced, that they raised the
issue as soon as possible, and that the Court should exercise its discretion to consider it. When
asked why paragraph 18.1(4)(e) had not been pled or relied upon even at this late stage, counsel
responded: “we are aware of the difference and chose to plead misrepresentation and not to plead
fraud.” I am hard-pressed to characterize the Applicants’ allegation of the conduct of HD Mining as Page: 35
one of either innocent or negligent misrepresentation, rather than fraudulent misrepresentation.
Their allegation was put by counsel to be the following:
[W]hat HD Mining is saying is, “Look, we’re using this highly
specialized equipment that we have to bring in from China, and this
has never been done anywhere in Canada”. And that’s not, My Lord,
what the documents clearly indicate. And these are HD Mining’s
documents. These are the documents that they submitted for the
purpose of obtaining the permit that they needed from the provincial
government to proceed with this project.
Given this characterization, the Applicants ought to have sought an amendment to their application
to plead paragraph 18.1(4)(e) to have specifically put HD Mining on notice of its allegation, rather
than stated it, as it did for the first time, in its Further Memorandum.
[89] In any event, as the affidavits of Curtis Harold and Douglas Sweeney have been ruled
inadmissible, there is no evidence before the Court on which a finding could be made that HD
Mining made any misrepresentation as to the type of mining that it would be doing at the Murray
River Project.
[90] Further, even if these affidavits were in evidence, they would have been given very little
weight for the reasons set out in ruling them inadmissible, namely their hearsay character, their
incompleteness, and concerns regarding the accuracy of the information contained therein.
Misrepresentation, like fraud, requires clear, cogent, and convincing evidence if it is to be found.
The evidence tendered by the Applicants falls well short of that high standard.
5. Standard of ReviewPage: 36
[91] The parties are in agreement that the standard of review of the officer’s decision is
reasonableness.
6. Is There a Reviewable Error?
[92] The Applicants submit that Officer MacLean’s decision ought to be set aside on either of
two broad bases.
[93] First, it is submitted that “the officer wasn’t really making the decision, or at least his
latitude of discretion was minimized to a significant extent.” It is argued that Officer MacLean’s
discretion was so fettered because of the supervision and direction he received.
[94] Second, it is submitted that Officer MacLean made a number of unreasonable findings and
reached unreasonable conclusions when conducting his assessment. In this respect the Applicants
described a number of areas of concern without specifically organizing them with reference to the
factors an officer is required to consider under subsection 203(3) of the Regulations. They were
identified in oral submissions as “a variety of issues, including whether the officer reversed the onus
of proof; that excessive requirements were imposed for the jobs; that the assessment of prevailing
wage rates was made without proper foundation, and is unreasonable; the impact of the requirement
to speak Mandarin; and a lack of a proper plan to transition to Canadians; deficient advertising to
recruit Canadians; and the fact that there were qualified Canadians who applied but were not hired.”
As much as is possible, I propose to deal with these concerns with reference to the six specific
factors the officer was required to consider under subsection 203(3) of the Regulations because
ultimately the question that is to be addressed is the reasonableness of the officer's opinion under Page: 37
paragraph 203(1)(b) of the Regulations that “the employment of the foreign national is likely to
have a neutral or positive effect on the labour market in Canada” based on these six factors.
(1) Did the Officer Fetter His Discretion?
[95] The Court of Appeal in Stemijon, above, at paragraph 24 wrote: “A decision that is the
product of a fettered discretion must per se be unreasonable.” The Applicants submit that Officer
MacLean’s decision is unreasonable because he fettered his discretion because he was “closely
monitored and directed in his processing of the file” and because “absent approval of the managers,
the Officer would not have given approval.”
[96] Generally, when a decision-maker is given discretion by law, as Officer MacLean was, he or
she cannot bind him or herself in the way that discretion will be exercised by internal policies or by
obligation to others. However, this is not to say that such a decision-maker cannot have regard to
internal policies as to how that discretion ought to be exercised, or seek input from others.
Fettering By Obligation to Others
[97] The Applicants, in their Further Memorandum, particularize their submission that Officer
MacLean fettered his discretion by obligation to others as follows:
(i) “Officer MacLean was being closely monitored and directed in his processing of the
file by numerous managers, including by the most senior manager of whom he was
aware for the Western Territories Region, as well as by officials from Citizenship
and Immigration Canada and by officials of the Province of British Columbia;” Page: 38
(ii) He was asked to expedite the file and there was a “request that the Officer treat the
recruitment done by Canadian Dehua for the same project a year earlier, as valid for
HD Mining in its 2012 LMO applications,” contrary to HRSDC policy; and
(iii) Officer MacLean prepared a Bulk Request Assessment and Recommendation form
dated April 23, 2012, and sent it to “all 6 managers who were overseeing this file”
and he agreed in cross-examination “that he would not approve the LMOs without
approval of the managers, which is why the Bulk Request form was initially
composed outside of the computer system normally used.”
[98] The Ministers submit that the Applicants’ “interpretation of the record presents an entirely
unrealistic view of administrative operations with respect to labour market opinions in general” and
is based on their speculation that there were “ulterior motives” behind every interaction between
Officer MacLean and others.
[99] In my view, the record simply does not support that Officer MacLean fettered his discretion
in any of the ways that have been alleged.
Closely Monitored and Directed
[100] I begin by observing that simply because one’s work is being monitored does not
necessarily lead to a conclusion that one’s discretion is thereby fettered. Virtually everyone’s work
is monitored; some more closely than others. Page: 39
[101] Officer MacLean acknowledged that the HD Mining LMO file was not a typical LMO file.
As such, it is hardly surprising that his supervisor and superiors would be interested in how his
assessment was progressing:
Q Do you agree with me that this was a significant file for the
Vancouver office?
A I would agree with you in the sense that it was a sensitive –
there was some sensitivity in – regarding the file. It was the numbers
– there was a significant number of temporary foreign workers that
were being requested at one time. The nature of the project itself
meant that it was a complex file. So – and that’s what I would have
– I would agree to that statement.
Cross-examination of Officer MacLean, March 27, 2013, page 39
[102] He also acknowledged that a number of employees of HRSDC were interested in the file
and asked to be kept informed of its progress, and he did so. However, there is no evidence that any
of those persons directed Officer MacLean do anything other than to devote his time exclusively to
the application and to expedite it.
Directed to Use CDI Recruitment Information
[103] I find that there is no evidence that Officer MacLean was ever directed to use or rely on any
of the materials relating to the former CDI LMO application. He was advised that he could use it,
but in the end it was his decision alone whether he would and to what extent. This is evident from
his diary note of April 11, 2012, in which he writes of his conversation with Dale Gill, the team
leader who had assigned the file to him:
Apr 11 spoke with Dale, she advised that received email? from Lisa
Smith, advising that CIC were working on WP, requested that we
expedite the file, Dale also mentioned possibly accepting old
recruitment. Follow up on this and see if any other info Page: 40
communicated. Responded that will work exclusively on this file but
not able to provide completion date at this time. [emphasis added]
In my view, this entry shows no direction to Officer MacLean regarding the CDI recruitment
information, merely a suggestion that he consider accepting it. The record shows that he did
consider the CDI file and found some discrepancies between the positions and duties stated therein
and those requested by HD Mining. His diary entries also show that he decided that he could not
and would not rely exclusively on CDI recruitment materials:
Advised Lisa that was advised by Dale that could consider past
recruitment conducted by previous ER but in light of additional #s
being requested would need to consider recent recruitment in the
decision. [emphasis added]
[104] In short, although a superior informed him that he “could” consider the CDI recruitment file,
he was not directed to do so. Further, given that the first HD Mining application was largely a
repeat of the former CDI application that had already been assessed, it may well be that he would
have considered recruitment information in the CDI file in any event. I am satisfied that the record
shows that Officer MacLean made his own decision as to what aspects of the CDI file he would
consider, and his discretion was not fettered by his supervisors in this respect.
Required Managerial Approval
[105] Officer MacLean sent an email on April 19, 2012, to his team leader, Michael Au, the team
leader in charge of the file, copied to Dale Gill, Kerry O’Neill and Lisa Smith, stating: “I will do my
best to complete these recommendations by Friday and refer them thru my team leader for
comment/guidance, etc.” In fact, it was only on the following Monday that Officer MacLean
finalized the assessments and by email dated April 23, 2012, he forwarded his completed Bulk Page: 41
Request Assessment and Recommendation form “to summarize the ER request and officer
assessment and concerns” to Michael Au, Janet Walsh and Howard Jones and continued saying that
“any guidance, objections, etc. would be appreciated.”
[106] Officer MacLean in his affidavit states that a Bulk Request Assessment and
Recommendation form is sent to an officer’s supervisor when the officer foresees issuing a positive
LMO involving more than 50 positions in a specific occupation. He states that this form:
… allows program officers to bring to the attention of the
management/supervisory team any areas of concern, or any highprofile or sensitive cases. Based on these forms a supervisor may
decide that a particular file merits the involvement of a business
consultant or may identify concerns with the program officer’s
recommendation. Such concerns could trigger a discussion with the
recommending program officer, and potential reconsideration.
However, the program officer remains the final decision-maker even
where a Bulk Request Assessment and Recommendation is
completed.” [emphasis added]
[107] In this case, the record shows that there were no comments at all regarding Officer
MacLean’s assessment or the concerns he raised. His team leader said in an email, “you have the
go ahead from the two managers to approve these applications” which was, in fact, exactly what
Officer MacLean indicated was his assessment – that they be approved. The LMOs were thus
approved and issued by Officer MacLean. Given that there was no substantive feed-back from the
supervisory personnel, it is shocking to suggest that the officer’s discretion was fettered. The
decisions were rendered exactly as he had written them.
Summary Page: 42
[108] The position of the Applicants on the fettering of Officer MacLean’s discretion by his
superiors amounts to a submission that these superiors wanted positive LMOs to issue and were
directing and controlling him to achieve that desired result. There is nothing in the record that
establishes that. The Applicants’ submissions are based on mere speculation and conjecture.
(2) Was the Officer’s Assessment Unreasonable?
[109] An officer’s opinion under paragraph 203(1)(b) of the Regulations that “the employment of
the foreign national is likely to have a neutral or positive effect on the labour market in Canada”
shall, according to subsection 203(3), be based on the following six factors:
(a) whether the employment of the foreign national is likely to result
in direct job creation or job retention for Canadian citizens or
permanent residents;
(b) whether the employment of the foreign national is likely to result
in the creation or transfer of skills and knowledge for the benefit of
Canadian citizens or permanent residents;
(c) whether the employment of the foreign national is likely to fill a
labour shortage;
(d) whether the wages offered to the foreign national are consistent
with the prevailing wage rate for the occupation and whether the
working conditions meet generally accepted Canadian standards;
(e) whether the employer has made, or has agreed to make,
reasonable efforts to hire or train Canadian citizens or permanent
residents; and
(f) whether the employment of the foreign national is likely to
adversely affect the settlement of any labour dispute in progress or
the employment of any person involved in the dispute.
As noted earlier, I will deal with the various issues raised by the Applicants within the context of
these six factors, to the extent that this can be done in an orderly way. Page: 43
203(3)(a) “whether the employment of the foreign national is likely to result in
direct job creation or job retention for Canadian citizens or permanent residents”
[110] Officer MacLean makes an identical assessment on job creation for each of the LMO
decisions, as follows:
Information provided with the LMO refers to creation of 500 on site
jobs and creation of 1000 indirect jobs offsite. ER has confirmed
immediate onsite staffing needs of approximately 294 for completion
of construction/bulk sampling phase. ER has offered employment to
30 Canadian workers, expects to hire additional 56 Canadians based
on ongoing recruitment efforts. ER is requesting 201 FW. ER
expects that the total onsite employment will increase to
approximately 500 when mine reaches full production in 2-3 years.
Thus approximately an additional 200 jobs will [be] created, the
majority of those will be concentrated in miner and support service
worker occupations.
[111] The Applicants do not raise any issues that directly go to this factor.
[112] The information in the officer’s Assessment Notes is consistent with the cover letter sent to
HRSDC with the LMO applications, and with telephone conversations between the officer and HD
Mining on April 13 and 20, 2012. It is also consistent with his summary in the Bulk Request
Assessment and Recommendation form. I agree with the submission of the Ministers that this is a
factor favouring a positive LMO.
203(3)(b) “whether the employment of the foreign national is likely to result in the
creation or transfer of skills and knowledge for the benefit of Canadian citizens or
permanent residents”
[113] The Applicants submit that Officer MacLean presumed that this factor was met, or in other
words favoured HD Mining, absent the breach of some policy or some other reason negating that Page: 44
positive presumption. As a result, they say, Officer MacLean did not find that the factor truly
favoured HD Mining in a substantive sense; only that there were no particular policies or reasons
which disqualified it. At various points in their submissions, the Applicants referred to this error as
the officer “reversing the onus of proof.”
[114] The following excerpt from the Applicants’ Memorandum of Fact and Law in support of
Leave particularizes this submission:
Thus, rather than require HD Mining to show, for instance, that
having Mandarin as the predominant language in the mine would
allow for the recruitment, training, or retention of Canadians, the
Officer found instead that there was no policy which would allow for
a refusal.
[115] The Applicants, in their oral submissions, also characterized this concern as the officer
fettering his discretion:
And in our submission the officer clearly had a discretion to refuse
the LMOs on that basis. On the basis that the Mandarin in the work
place would impede the transfer of work to Canadians and the hiring
and retention of Canadians. And particularly given his concern,
which is expressed immediately thereafter about there being little
substantive information being provided about the training, and about
concerns about the length of time the employer wished to take to
transition to a Canadian workforce. But the officer clearly
understands that he is unable to exercise that discretion because of an
absence of any specific temporary foreign worker policy, which
would allow for a refusal based on workplace language. And in our
submissions that’s a clear fettering of his discretion. He could refuse
based on the discretion that he has. The officer seems to understand
that he can't refuse unless there exists a specific policy allowing for a
refusal. Page: 45
[116] The concerns that Officer MacLean had regarding the Mandarin language requirement for
the TFWs is found both in his Bulk Request Assessment and Recommendation form and in his
Assessment Notes. In the former, he writes:
Lack of requirement for English for FWs in underground mining
occupations, raises some concerns regarding the employer’s ability to
attract/train and transition to Canadian workers. The employer has
stated that English language training will be provided, that
interpreters and English speaking foremen will facilitate on the job
training and transfer of skills to Canadians. Still it is reasonable to
question … how successful the employer will be in attracting,
training or retaining Canadians, while the language of mine operation
is predominantly Mandarin. However, I am unaware of any TWFP
policy that would allow for a refusal based on workplace language.
[emphasis added]
In his Assessment Notes for each LMO, he writes:
Transfer of skills: concerns regarding the ability of the employer to
deliver transfer of skills due to FW not being proficient in English.
ER asserts that on the job training and skill/ knowledge/experience
transfer will be facilitated by English speaking foreman and FW
miners/support and service workers thru use of interpreters attached
to the work units. … Transition to Canadian workforce:
information attached to the LMO and confirmed by the employer
ER, asserts change over will occur at 10% per year over the 1st 10
years a potentially 40 year mine life. Again no substantive
information provided as how ER will meet this goal. Decision:
LMO has met program requirements for genuineness under IRPA
200(5) and IRPA 203(3), wages, working conditions, recruitment, no
labour dispute. Job creation and transfer of skills were also
considered as benefits to Canada, notwithstanding officers comments
recorded above. Bulk Request Assessment and Recommendation
23Apr forwarded bulk request assessment and recommendation to
team leader and local manager(s), noting concerns, but
recommending confirmation for all LMO’s requested. A 2 year
duration is appropriate as it will cover off the duration of the bulk
sampling project, and allow for a subsequent review of the
employers progress in hiring and training of Canadians. [emphasis
added] Page: 46
[117] Officer MacLean clearly had concerns that non-English speaking TFWs would have a
negative impact on the creation or transfer of skills and knowledge to Canadians. HD Mining tried
to overcome these concerns by pointing out that interpreters would be used and that foremen would
be English and Mandarin speaking. They also provided some limited information about training at
local educational institutions and had attached to their applications a long-term plan for the training
of and transition to a one hundred percent Canadian workforce, which I also discuss further below
in relation to the factor at paragraph 203(3)(e). These measures went some way to address the
officer’s concerns but, as he writes: “Still it is reasonable to question … how successful the
employer will be in attracting, training or retaining Canadians, while the language of mine operation
is predominantly Mandarin” [emphasis added]. It is relevant to note that at this point in his analysis,
the officer has not concluded that the employer would have no success in attracting, training, and
retraining Canadians; rather, he concludes that the degree of its success is open to question. This
finding is made just before the statement the Applicants attack - “I am unaware of any TFWP policy
that would allow for a refusal based on workplace language.” The Applicants interpret this
statement as meaning that since there is no such policy, Officer MacLean, who would otherwise
disallow the application, feels that he must weigh this factor in favour of the applicant. I do not
share that interpretation.
[118] I firstly note that notwithstanding the extensive cross-examination of Officer MacLean by
the Applicants, I cannot find that he was specifically asked what he meant by the impugned
comment. In any event, as I see it, in the above-questioned passage, Officer MacLean expresses
that he has concerns that the transfer of skills and work to Canadians will be limited by the
Mandarin language of the workplace, but accepts that there will be some skills transfer. As such, Page: 47
this factor weighs in the applicant’s favour, even if only slightly, and Officer MacLean notes that
there is no policy that would dictate that he say that it does not weigh in its favour (and reject the
application). That is not a reversal of onus as alleged; it is a statement of fact.
[119] Indeed, Officer MacLean, quite responsibly in my view, notes his concerns in this regard so
that another officer considering a subsequent LMO application from HD Mining will inquire into
and assess the success it has had in skills transfer to Canadians notwithstanding the initial Mandarin
language of the workplace:
Q. But what persisted as a concern was the impact that a
predominantly Mandarin workplace language would have on the
ability of HD Mining to recruit and train Canadian workers; correct?
A. Well, I would say that that was a concern, and I would say
that this is in regards to, you know, my style of note-taking, my style
in terms of writing the decision. Some of it in terms of the concern
was that any subsequent labour market opinions it was more of a
going-forward period. They had met the program requirements. I
was confirming those applications. I had concerns in regards to
transitioning because of language and that language may present
some barriers. The employer had provided what steps they had taken
to address that.
 Those concerns, Mr. Clements, were there in the sense that as
going forward if I am – and as is my practice when I’m confirming
an application, if I have some concerns that would not cause a refusal
of an application, then I’ll note them, and that the next officer that
may assess an application from that company can review those notes
to say this previous officer had some concerns regarding language.
So that may form part of the questions that they would ask the
employer in terms of a subsequent application. So how is it working
in terms of transitioning? How is it working in regards to workplace
language? That’s how I would categorize. When I tend to write
concerns, they would mostly be going forward. In other words, that
somebody in subsequent dealings with the company may review that
and bring those back up.
Cross-examination of Officer MacLean, March 25, 2013, pages 32-
33. Page: 48
[120] On the whole, therefore, I do not find that Officer MacLean’s assessment of this factor is
unreasonable. He found this factor weighed in HD Mining’s favour, if only slightly, based on their
transition plan, the discussions they had had with a local training institution, and the use of Englishspeaking foremen, but nevertheless had some concerns about this plan and about how the use of
Mandarin would affect HD Mining’s ability to attract and train Canadians. This finding is
intelligible and falls within the range of possible acceptable outcomes based on the material that was
before the officer. Moreover, as I noted above, Officer MacLean expressing his concerns in his
reasons was meant to be a useful tool for the next officer to review an LMO application from HD
Mining, which was to occur within roughly two years. In my view, this Court would be sending the
wrong message and it would arguably have a chilling effect on administrative reasons to hold, in
effect, that an officer cannot express his or her concerns but nevertheless make a positive
determination if, on balance, that is warranted.
203(3)(c) “whether the employment of the foreign national is likely to fill a labour
shortage”
[121] Officer MacLean makes an identical assessment on the issue of a labour shortage for each of
the LMO decisions, as follows:
Available LMI reviewed, speaks to challenges in finding workers in
this industry due to growth of industry and aging workforce. Mining
Industry Human Resources Council (MiHR) report on Labour
Market Demand Projects dated Jun 2008, details the expected mining
labour force shortage for British Columbia over period 2008-2017
and refers to labour shortages in this industry across Canada. See
also LMI research completed by another officer for related employer
SF 7752445 which supports ongoing labour shortages in industry and
specifically underground coal mining [i.e. the CDI application]. Page: 49
[122] The Applicants acknowledge that there is a shortage of some skilled underground mine
workers in Canada but say that not all of the TFW positions are skilled and face shortages.
However, they take no issue with Officer MacLean’s reliance on the documentary evidence, which
he understood as establishing a shortage across all mining positions, or point to any part of it as
supporting their assertion. Rather, the only issue they raise that is arguably relevant to the finding of
a labour shortage is that of the “excessive” job requirements for the lower skilled positions. In
particular, they submit that HD Mining sought excessive qualifications for these positions from
Canadian applicants and that this artificially depressed the number of qualified Canadians who
could apply and were qualified, which gives the impression that there was a labour shortage for the
lower skilled positions, when in fact this may not be the case. The Applicants’ submission that the
requirements were “excessive” is based on their interpretation of NOC 8411. They submit that
rather than requiring HD Mining to establish that its requirements were reasonable, the officer
placed the onus on the Minister to show that they were not:
Level of experience required may vary depending on type of mining
and specific job being performed. Insufficient information to support
a refusal based on job requirements being excessive. [emphasis
added]
[123] Taken in isolation it may appear that Officer MacLean is placing the burden on the Minister
to establish that the job requirements are excessive; however, when read in context, this is not the
case. The entire passage from which the Applicants have extracted the impugned sentence is as
follows:
Job offer/requirements; duties and requirements, minimum 3 years
underground coal mining experience are related to the specific
worker job title. ER rationale for job requirements, performance of
these jobs requires this level of experience, ensure safety of workers,
initial construction phase of mine requires experienced workers. Page: 50
Unable to locate any standardized job description for any of these job
offers. Based on information reviewed in assessment of file would
appear that experience, knowledge, can be specific to type of mining,
underground versus open pit, hard rock versus soft rock, etc. and not
necessarily any natural mobility between open pit and underground
mining. Level of experience required may vary depending on type of
mining and specific job being performed. Insufficient information to
support as refusal based on job requirements being excessive.
[124] In my view, in this passage Officer MacLean is simply noting that his research has shown
that job requirements vary in mining between underground and open pit mining, and hard rock and
soft rock mining; that the employer has provided an explanation for the requirements it placed on
these jobs, which is that experienced workers during the construction phase of the project will help
ensure the safety of workers; and that, in light of this, he has no reason to find that the requirements
HD Mining is requiring of its workers are excessive. He is not, in my view, doing anything more
than saying that although they are higher than the NOC standard, explanations have been offered
and he has no reason to find otherwise. This is not a reversal of onus. Moreover, this is consistent
with his evidence on cross-examination where he states that the NOC requirements are used by
program officers as a guide and they do not require that an applicant provides a mirror image of the
NOC classification: See Cross-examination of Officer MacLean, March 25, 2013, pages 26-27.
[125] More importantly, the Applicants have not accurately focused on what is contained in NOC
8411. NOC 8411 is a Skill Level C classification. The Applicants note that the NOC guide
provides that a job will be at Skill Level C if the education and training is either “completion of
secondary school and some short-duration courses or training specific to the occupation or some
secondary school education, with up to two years of on-the-job training, training courses or specific
work experience.” HD Mining’s requirements for the NOC 8411 classified positions were a Page: 51
secondary school diploma and three years related underground mining experience. Thus, they
argue, HD Mining’s requirements were far too high.
[126] However, what the Applicants fail to address is that Skill Level C covers a variety of
unskilled and low skilled positions. NOC 8411, which is specific to “Underground mine service
and support workers,” lists the following under employment requirements:
 “Completion of secondary school is usually required.
 “Previous formal training of up to six weeks followed by periods
of on-the-job training as a helper or in support occupations is
usually required.
 “Previous experience as a mine labourer is usually required.
 “May be certified in the basic common core program in Ontario.
 “Company licensing or certification is often required for
occupations in this unit group.”
[127] When the requirements sought by HD Mining are compared to these more specific
education and training requirements contained specifically in NOC 8411 (and not merely the
guidelines for Skill Level C positions generally), one sees no real deviation at all: HD Mining
required a secondary school diploma and previous, related experience, as is “usually required”
according to NOC 8411. The officer’s assessment and approach did not therefore unreasonably
support the conclusion, corroborated by the available labour market research compiled by him and
the previous officer, that there was a labour shortage for these positions. There is simply no merit to
the Applicants’ argument that the job requirements for the lower skilled positions were “excessive.”
203(3)(d) “whether the wages offered to the foreign national are consistent with
the prevailing wage rate for the occupation and whether the working conditions
meet generally accepted Canadian standards” Page: 52
[128] The Applicants make two submissions. First, that Officer MacLean in his reasons “offers
no source or any other basis for his determination of prevailing wage rates” and second, if it is
accepted that he looked to the WiC website run by the Government of Canada, he failed to follow
HRSDC policy by not looking at various sources.
[129] HRSDC’s Temporary Foreign Worker Program Manual, section 3.5.3.4, provides that
officers are to “review the wages that an employer offers and compare them to wages paid to
Canadians and permanent residents in the same occupation and geographical area based on
objective LMI from StatisCan, HRSDC/Service Canada, provincial ministries, and other reliable
sources.”
[130] Officer MacLean looked only at the WiC website for information. At paragraph 46 of his
affidavit, he attests that “It is my usual practice – and as far as I am aware, that of all program
officers – to use the same process for assessing wage information: namely, they use the wage
information available on the WiC website.” In his cross-examination on March 25, 2013, he stated
(page 114): “My understanding of the program requirements were that prevailing wage was defined
as the average wage in a geographic region and that we were at that time using Working in Canada
as a single source of prevailing wage rate inquiry. … That’s how I conducted my wage assessment.”
[131] I have dealt above with the evidence of the WiC website print-out and found that the source
of Officer MacLean’s prevailing wage rate information was the WiC website. Although he fails to
state this in the Assessment Notes, it does not follow that he had no source for this information. As
also noted previously, LMO decisions are administrative decisions and the duty to give reasons is at Page: 53
the low end of the scale. Accordingly, his failure to state the source, given the evidence before the
Court, is not a reason to set aside his decision.
[132] The alternative submission of the Applicants is that the officer erred in failing to follow the
HRSDC policy quoted above and consider multiple sources of wage information. In particular,
collective agreements in place at two mines close to the Murray River Project show, so argue the
Applicants, that the wage information on the WiC site is not accurate, and Officer MacLean should
have looked at them.
[133] Paragraph 18.1(4)(d) of the Federal Courts Act provides that the Court may grant relief in
this judicial review if it is satisfied that the officer “based [his] decision or order on an erroneous
finding of fact that [he] made in a perverse or capricious manner or without regard for the material
before [him].”
[134] Based on the information that was “before [him],” the WiC website information, there can
be no dispute that his decision on the prevailing wage rate was reasonable – the wages offered by
HD Mining exceeded the prevailing wage rate indicated on that website. That satisfies the second
clause in paragraph 18.1(4)(d). Thus, the issue raised by the Applicants about the wages paid at the
two unionized mines in close proximity to the Murray River Project must go to whether Officer
MacLean made his finding “in a perverse or capricious manner.”
[135] While it is true that Officer MacLean was aware of these two mining operations that were in
close proximity to the Murray River Project, I am unable to agree with the Applicants that he ought Page: 54
to have sought wage information from them and that his failure to do so meant his wage rate finding
was made in either a perverse or capricious manner. First, Officer MacLean testified that he took
"prevailing wage rate" to mean the average wages for the occupation, which is not an unreasonable
interpretation. As such he would have been aware that there were some who paid higher and some
who paid lower wages than shown on the WiC website. Even if he had seen the wages paid at the
two nearby mines, the fact that these two unionized operations paid higher is thus not necessarily
significant to the “prevailing” rate. On the contrary, choosing data ad hoc and anecdotally might
very well have resulted in a less reliable finding. Officer MacLean had no reason to question the
accuracy of the WiC website, which, as the Respondent Ministers point out, is a government
website compiled from various objective sources. Accordingly, although I admitted as evidence in
this application the wage rate information taken from these collective agreements despite the fact
that they were not in the record before Officer MacLean, they do not demonstrate that he made his
wage rate finding in a perverse or capricious manner. In short, the Applicants have raised no
reviewable error in Officer MacLean’s wage rate determination.
203(3)(e) "whether the employer has made, or has agreed to make, reasonable
efforts to hire or train Canadian citizens or permanent residents"
[136] The Applicants submit that the advertising for these 201 employees was not properly done.
They submit that the raised qualifications would have prevented some Canadians from being
qualified. I have already addressed, above, the qualifications and found them to be reasonable and
in keeping with what would be expected in the industry, based on NOC 8411.
[137] The Applicants further submit that HD Mining’s failure to advertise all positions within the
3 month window as required by HRSDC policy also prevented Canadians from applying. Again, I Page: 55
have previously dealt with the decision of the officer not to require reposting and his reliance on
CDI’s recruitment efforts as well as his experience and knowledge. The officer is entitled to use his
discretion when examining the advertising an applicant has made both in terms of its timing and
accuracy. Officer MacLean did so and, as he stated, was looking at whether he felt that “any
different outcome would arise” if the recruitment was done differently. There is nothing on the
record that establishes that he was wrong in his assessment that sufficient efforts had been made to
recruit Canadians, either when he made that assessment or in hindsight. As a result, in the
circumstances of this case and to invoke a concept otherwise readily invoked by the Applicants, it
might very well have been a “fettering of discretion” to strictly follow HRSDC recruitment policies,
i.e. if the information otherwise indicated that HD Mining’s recruitment efforts were “reasonable.”
[138] In my view, the Applicants have examined the rather meticulous analysis of Officer
MacLean regarding the deficiencies in the advertising done by HD Mining, and argue that the
decisions he made were unreasonable only because a contrary view could have been taken. I don’t
doubt that another officer may have taken the view that HD Mining had to re-advertise for those few
positions where the job title was slightly misstated, or where the advertising was slightly stale-dated,
but that does not make this officer’s decision to the contrary unreasonable. As the Supreme Court
said regarding the reasonableness standard of review in Khosa v Canada (Minister of Citizenship &
Immigration), 2009 SCC 12 at para 59: “There might be more than one reasonable outcome ... as
long as the process and the outcome fit comfortably with the principles of justification, transparency
and intelligibility, it is not open to a reviewing court to substitute its own view of a preferable
outcome.” Page: 56
[139] The Applicants also point to a comment made in the Bulk Request Assessment and
Recommendation form by Officer MacLean as evidence that his determination under this factor was
unreasonable:
Transition to a Canadian workforce: employer estimates that the
transition to a Canadian workforce will occur at 10% per year, but
has provided little substantive details how this goal will be
achieved.”
[140] The transition plan in the LMO application at page 289 of the CTR reveals that the transition
to a Canadian workforce involves a “multi-year training process during which local Canadian
workers would be trained in the skills required for this method of mining [i.e. long-wall mining].” It
illustrates that proposed transition by a chart which shows that the 10% per year transition to
Canadians will begin only after the second year of the mine’s full operation. It does not happen at
all during the sampling phase that was at issue for this officer. Given that his positive LMO will
expire before there is to be any transition to a Canadian workforce, it was reasonable for the officer,
in my view, not to require more of HD Mining in terms of specifics. In order to continue with their
TFW workforce, if the mine goes into full production, HD Mining will have to establish to the
satisfaction of another officer that they do have a workable and reasonable transition plan.
Accordingly, I am unable to agree with the Applicants that Officer MacLean’s issuance of the
positive LMOs in light of his concerns about a transition plan was unreasonable.
[141] The Applicants also submit that Officer MacLean ought to have been suspicious of the
recruitment efforts in Canada given the few Canadians hired or interviewed, despite HD Mining
having received many resumes. The officer did not have the resumes but could have requested Page: 57
them. The Applicants’ own analysis shows, they say, that a number of these resumes were from
Canadians who were “prima facie qualified” to be hired by HD Mining.
[142] The program officer is not a human resources specialist or a recruitment officer. I would be
very surprised if a review of the resumes would have been any more meaningful to the officer than
to the Court. Frankly, an employer must be given some latitude in its hiring even within the TFWP.
The real question is whether there was anything before the officer from which he should reasonably
have concluded that the applicant had failed to make reasonable efforts to hire Canadians. In
approaching that question, one must keep in mind that there was a labour shortage in the mining
industry, that CDI’s application had been approved only 12 months earlier for the same project, and
that CDI and HD Mining both did recruitment. The Applicants submission is that the few persons
interviewed from those who applied ought to have raised the officer’s suspicion that the recruitment
was not genuine. I find nothing to support that view given the background described and
particularly given that the decision was being made by an experienced program officer. Further,
despite the submissions made by counsel, I do not share the view that the low number of interviews
alone would have reasonably raised a concern that the recruitment process was not genuine or
sincere.
203(3)(f) "whether the employment of the foreign national is likely to adversely
affect the settlement of any labour dispute in progress or the employment of any
person involved in the dispute"
[143] There is no labour dispute at the Murray River Project. This factor is irrelevant.
Summary Page: 58
[144] The officer did not fetter his discretion when assessing the LMO application from HD
Mining, or make any unreasonable assessment when considering the factors set out in subsection
203(3) of the Regulations. Further, as counsel for the Applicants conceded, it is not necessary that
an applicant meet every one of the six factors listed in subsection 203(3), the decision-maker must
examine and assess each and then perform a weighing exercise to decide whether the LMO will
issue. This is exactly what Officer MacLean did. As he notes in the Bulk Request Assessment and
Recommendation form, even if the job creation and skill transfer factors did not weigh in favour of
a positive opinion, all of the others did and the LMO would still issue.
[145] For these reasons, the application will be dismissed.
CERTIFIED QUESTIONS
[146] The parties were given an opportunity to propose a question of general importance for
certification; only HD Mining responded. It proposed the following questions:
1. Does the Federal Court of Canada [sic], as a statutory court,
have the authority to grant an Applicant who is not directly affected
by the Tribunal’s decision public interest standing on judicial review
under section 18.1(1) of the Federal Courts Act, which limits
applications for judicial review to the Attorney General and persons
“directly affected.”
2. If a Tribunal’s Certified Tribunal Record (CTR) is found to
have any omissions, is the ability of the court to quash the underlying
decision any different in cases where the applicant is one to whom
the decision relates as opposed to cases where the applicant is
challenging approvals issued to a third party?
3. Can the Federal Court of Canada [sic] on judicial review
quash work visas or authorizations under the Immigration and
Refugee Protection Act on the basis of an impugned labour market
opinion in circumstances where the holders of such work visas or
authorizations have not been made Respondents or otherwise been Page: 59
provided notice of and an opportunity to participate in the judicial
review?
4. Can the Federal Court rely on evidence that is not in the
Certified Tribunal Record to assess the reasonableness of a statutory
decision maker’s decision?
5. Is a public interest applicant subject to a different test on the
extension of time for seeking leave for judicial review than a person
directly affected?
6. Is the fact an applicant is seeking litigation funding from nonparties a “reasonable explanation” for the delay in filing a party’s
application for leave for judicial review and a proper basis for a court
to grant an extension of time?
7. In the case of a corporate entity, can an extension of time for
filing an application for leave for judicial review be granted upon the
applicants asserted lack of early knowledge of the decision in
circumstances where the only evidence before the court is that a
single official of the corporate entity was personally unaware of the
decision?
[147] CDI expressed “substantial agreement” with the positions expressed by HD Mining. The
Applicant’s filed written submissions in opposition to the proposed questions.
[148] No question will be certified. The jurisdiction of the Federal Court to grant public interest
standing under the Federal Courts Act has been determined: Harris v Canada (Minister of National
Revenue), [2000] 4 FC 37 (CA). Given the findings and the disposition of this application for
judicial review, none of the other proposed questions, even if of a general nature, would be
determinative of an appeal and thus are not proper questions to certify: Canada (Minister of
Citizenship and Immigration) v Liyanagamage, [1994] F.C.J. No. 1637. Page: 60
JUDGMENT
THIS COURT’S JUDGMENT is that:
1. Paragraphs 28 and 61 of the affidavit of Officer MacLean, and the affidavits of Curtis
Harold and Douglas Sweeney, are struck from the record;
2. The application is dismissed; and
3. No question is certified.
"Russel W. Zinn"
Judge FEDERAL COURT
SOLICITORS OF RECORD
DOCKET: IMM-11316-12
STYLE OF CAUSE: CONSTRUCTION AND SPECIALIZED WORKERS’
 UNION, LOCAL 1611 et al v THE MINISTER OF
 CITIZENSHIP AND IMMIGRATION et al
PLACE OF HEARING: Vancouver, British Columbia
DATES OF HEARING: April 9, 10, 11 and 12, 2013
REASONS FOR JUDGMENT
AND JUDGMENT BY: ZINN J.
DATED: May 21, 2013
APPEARANCES:
Charles Gordon / Christopher Misura
Lorne Waldman
FOR THE APPLICANTS
Lorne Lachance
Helen Park
Kristin McHale
FOR THE RESPONDENTS
The Minister of Citizenship and Immigration
and The Minister of Human Resources
and Skills Development Canada
Aleksandar Stojicevic
Joan M. Young / Robin Junger
FOR THE RESPONDENTS
HD Mining International Ltd. and
Huiyong Holdings (BC) Ltd.
Laura Best / Darryl W. Larson FOR THE RESPONDENT
Canadian Dehua International Mines Group Inc. Page: 2
SOLICITORS OF RECORD:
Glavin Gordon Clements
Barristers & Solicitors
Vancouver, British Columbia
Waldman & Associates
Barristers & Solicitors
Toronto, Ontario
FOR THE APPLICANTS
William F. Pentney
Deputy Attorney General of Canada
Vancouver, British Columbia
FOR THE RESPONDENTS
The Minister of Citizenship and Immigration
and The Minister of Human Resources
and Skills Development Canada
McMillan LLP
Vancouver, British Columbia
Maynard Kischer Stojicevic
Barristers & Solicitors
Vancouver, British Columbia
FOR THE RESPONDENTS
HD Mining International Ltd. and
Huiyong Holdings (BC) Ltd.
Embarkation Law Group
Barristers and Solicitors
Vancouver, British Columbia
FOR THE RESPONDENT
Canadian Dehua International Mines Group Inc.

CONSTRUCTION AND SPECIALIZED WORKERS' UNION, LOCAL 1611 ET AL. v. THE MINISTER OF CITIZENSHIP AND IMMIGRATION CANADA ET AL. file IMM-11316-12:

A decision was issued today by the Honourable Mr. Justice Zinn of the Federal Court in
file IMM-11316-12:
CONSTRUCTION AND SPECIALIZED WORKERS' UNION, LOCAL 1611 ET
AL. v. THE MINISTER OF CITIZENSHIP AND IMMIGRATION CANADA ET
AL.
Summary: The application filed by the Applicants is dismissed.
The Applicants challenged a decision made under Canada’s Temporary Foreign Worker
Program which is administered by the Respondents. The Applicants were granted public
interest standing by the Court to bring this application for leave and judicial review.
Specifically, they challenged the decision of an officer of Human Resources and Skills
Development Canada to issue positive Labour Market Opinions [LMOs] under section
203 of the Immigration and Refugee Protection Regulations, SOR/2002-227
[Regulations]. The officer issued the LMOs to HD Mining International Ltd. [HD
Mining] for 201 workers from China to do the work of extracting a bulk sample from HD
Mining’s coal properties near Tumbler Ridge, British Columbia, on the basis that the
employment of these foreign nationals would likely result in “a neutral or positive effect
on the labour market in Canada.”
The Court held that the officer did not fetter his discretion when assessing the LMO
application from HD Mining, or make any unreasonable assessment when considering the
factors set out in subsection 203(3) of the Regulations. Further, as counsel for the
Applicants conceded, it is not necessary that an applicant meet every one of the six
factors listed in subsection 203(3); rather, the decision-maker must examine and assess
each and then perform a weighing exercise to decide whether the LMO will issue. This is
exactly what the officer did. In particular, the officer had noted that even if the job
creation and skill transfer factors did not weigh in favour of a positive opinion, all of the
others did and the LMO would still issue.
A copy of the decision can be obtained via the Web site of the Federal Court: http://cas-ncr-nter03.cas-satj.gc.ca/rss/Bulletin%20IMM-11316-12.pdf

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