Employment letter does not contain duties. I work for the Big Blue and it is a standard letter issued by the HR which is common for all employees. I have attached a separate letter from my direct supervisor listing duties & responsibilities. Very certain that it meets the CIC requirement.
Employment letter does not contain duties. I work for the Big Blue and it is a standard letter issued by the HR which is common for all employees. I have attached a separate letter from my direct supervisor listing duties & responsibilities. Very certain that it meets the CIC requirement.
If you provided a loe and/or the supervisor's letter is the company letterhead and stamped/notarized, you should be good. Review required does delay your application, though. Mine is waiting review (POF, no details no reason to review, probably because documentation is extended to explain source and access to spouse's funds) since june 1.
A very rough analysis on immi tracker numbers. Percentage of cases with PPR date updated from Feb to May:
Feb 87.5%, March 74%, April 60%, May 48%.
Numbers based on active cases only. Not some kind of rocket science but still try to make some sense out of it for myself and everyone else who have been waiting patiently just like me.
I'm in a pickle now and would like to get your insights on this.
My AOR in May of 2018 (FSW-O, US), currently the application is in IP2 status and I'm optimistically expecting PR in November of this year (fingers crossed).
But wife and I are expecting a baby in January 2019 so I'm really confused as to what to do. Should we get our PR Visa stamped and soft-land if possible before the baby comes, then sponsor PR for the baby from the US and once the baby received it's PR, then move permanently? Or when requested for Passports, tell them about the future born baby? Or tell them now?
I honestly have no idea what to do and what are the consequences of each option.