> Reasons vary, but the following are not unknown:
>
> 1. Companies may think they have a 'quota' of PR visas they can
> sponsor for and reserve these for the most favoured employees.
>
> 2. They may think that if they sponsor for ENS the employee will
> leave (legally this is not possible on RSMS)
>
> 3. Companies don't understand the rules:
> - for example, the April 2005 changes have made ENS much cheaper as
> labour market testing is not required. Many employers don't know
> this. And they may not know how simple RSMS is.
> - they don't understand that an RSMS visa can be cancelled if the
> employee leaves without good reason
>
> 4. Inertia. Their problem is solved once they've sorted out the
> temporary visa, so permanent visa sponsorship drops to the bottom
> of the priority list.
>
> 5. Some companies prefer to be able to 'control' their employees by
> having them on 457 visas. This applies especially if the pay rate
> is below the market average.
>
>
> Jeremy
Hi Jeremy,
Thanks for the input.
For points 1 to 3, I guess this is just a matter of informing your
employers then right? And hoping they would listen.
For point 4 -- This I think is also surmountable, given a bit of
pushing.
Overall for points 1-4 I guess it boils down to PROVING your worth to
the company/organization. I guess most on 457 working for citizenship
will be more than passionate to do that.
For point 5 -- This for me is a bit confusing since I believe there are
minimum salary rates before 457 visas can be issued right?
I thought this was one of the protections DIMIA gives to sponsored
employees and also for the protection of the general employee-population
in OZ (i.e. prevents companies from hiring outside just to pay lower
salary rates).
Regards,
Ron.
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