One of the past employers is insistent that the letter of employment they can provide will be a generic one that doesn't fit all the specifications of what the CIC asks for.
For instance, they are unable to state the NOC code for the position.
One of the past employers is insistent that the letter of employment they can provide will be a generic one that doesn't fit all the specifications of what the CIC asks for.
For instance, they are unable to state the NOC code for the position.
They do not have to state NOC code. IF they can give you : job title, duties and responsibilities, dates worked for the company, number of work hours per week and annual salary plus benefits in a company letterhead you should be good. If they cant say the salary you can use the pay stubs that you got from them before
One of the past employers is insistent that the letter of employment they can provide will be a generic one that doesn't fit all the specifications of what the CIC asks for.
For instance, they are unable to state the NOC code for the position.
In my opinion, the NOC code is not mandatory, so it's absence from the letter will not be detrimental. The crucial things that CIC looks for in a reference letter are:
1. Duties performed
2. All positions held and Duration of each -- NOC not a must
3. Hours worked per week
4. Annual Salary plus any benefits
5. Date
6. Signature of person doing the letter (preferably your supervisor or HR manager)
7. Letter head and contact details for the company
Then for supporting documents you can provide:
1. Work contracts
2. Pay stubs
3. Business card of person writing the letter(if you have it)
Hope you get some more responses from other forumites as well. Good luck!!!
Karan-Yeah some employers and even some banks can be very dufficult because they insist on only giving a generic letter. Just have them input as much information as they are willing to and look for other supporting documents.
We had the same problem with all hospital employers in UK and NZ. When we submitted we did a big pdf file including: cover letter outlining that standard letter was all we could get and what was included in file; their generic letter; email trail showing that they wouldn't issue a non-generic letter; business cards; email trail showing the ones that didn't have a business card!; contracts from the time of employment which stated all the duties anyway.
Worried about it as in past been turned down for exactly this reason (pre-EE). Hoping that now that email trail and contracts included all will be well. There was literally nothing else that could be done.
We had the same problem with all hospital employers in UK and NZ. When we submitted we did a big pdf file including: cover letter outlining that standard letter was all we could get and what was included in file; their generic letter; email trail showing that they wouldn't issue a non-generic letter; business cards; email trail showing the ones that didn't have a business card!; contracts from the time of employment which stated all the duties anyway.
Worried about it as in past been turned down for exactly this reason (pre-EE). Hoping that now that email trail and contracts included all will be well. There was literally nothing else that could be done.
When I've worked for a smaller organization with a close relationship with my manager, I've easily been able to come up with a letter that perfectly checks all the boxes.
Working at larger corporations that have a standalone HR unit makes it harder to get a letter that isn't already their boilerplate.
in my case, i have a job letter, with job title and all the other info. but no job description, instead the employer gave me a separate letter head paper with job description for the position i held in the main letter. i am planing to attache them together.
in my case, i have a job letter, with job title and all the other info. but no job description, instead the employer gave me a separate letter head paper with job description for the position i held in the main letter. i am planing to attache them together.
