호주 고용주 후원 비자의 변경 사항

현재 호주의 이민 환경은 처리 시간 증가, 심사 모니터링, 고용주 후원 비자에 대한 더 엄격한 평가로 특징지어집니다.

### 호주 고용주 후원 비자: 현재 상태, 향후 변경 사항 및 신청 팁
* 📈 190, 491, 189와 같은 기술 비자로 전환하는 신청자의 수가 증가함에 따라 **E-482, E-494, E-186 고용주 후원 비자의 처리 시간이 크게 느려졌습니다.**
* 🎯 지역 내 고용주를 우선적으로 평가하기 때문에 **지역 지원자의 경우 처리 시간이 빨라지고** 지역 외 지원자의 경우 대기 시간이 길어집니다.
* 🕵 이민 당국은 비자 소지자가 **지정된 직책에서 진정으로 근무**하고 지정된 급여를 받고 있는지 확인하기 위해 **더 많은 모니터링 감사**를 실시하고 있습니다.
* 💼 일반적인 감사 절차에는 국경수비대 직원이 직장을 불시에 방문하여 **고용 계약서, 급여 명세서, 명부, 퇴직금 지급 내역**을 확인하는 것이 포함됩니다.
* 📅 7월 1일부터 **494 서브 클래스 비자의 최저 급여 요건**이 소비자 물가지수(CPI) 조정으로 인해 **$70,000에서 $73,150로 인상**됩니다.
* ❌ 고용주 후원 비자의 거부율이 크게 증가했으며, 주된 이유는 **비자 신청자가 회사에서 진정으로 비자를 필요로 하는지에 대한 의구심과 재정적 문제**입니다.
* ⚖ 다행히도 호주 이민 시스템은 **비자 거절 신청자가 제3자에게 이의를 제기**할 수 있도록 허용하여 공정한 심사를 받을 기회를 제공합니다.
* 📝 성공적인 비자 신청 가능성을 높이려면 **개인과 회사의 필요에 맞는 설득력 있는 서류**를 철저히 준비하여 제출하는 것이 중요합니다.

Hello everyone, I'm Jeongmin Lee, a lawyer and the representative of Select Australia. You must watch this video from the beginning to the end because it contains very important information. In this video, we have prepared a concise overview of the current immigration atmosphere regarding the highly anticipated employer-sponsored visas, how things are progressing, and what changes are expected in the future. The reason I decided to prepare this video now is that in the previous video, we discussed skilled visas such as 190, 491, or 189. However, when it comes to obtaining permanent residency in Australia, there are two main ways: skilled visas and the employer-sponsored visas that I will talk about today. So, let's delve into this topic.

After watching this video, I realized that it's really not easy, and it must be very challenging for those who are now turning their attention to employer sponsorship. I think many people might be curious about this, so today, I will talk a bit about employer sponsorship. However, I won't cover how each visa is processed and what conditions need to be met, as we have already made videos about the E-4, E-494, and E-186 visas in the past. I recommend watching those first to have a basic understanding before watching this video. So today, I will discuss employer sponsorship E-482, E-494, and E-186 visas. Let's talk about the immigration atmosphere these days.

I'm trying to do it. First of all, many applicants are flocking to this employer sponsorship visa because those who did not receive an invitation at 10491 180 are moving to this employer sponsorship. So, the number of applicants here is increasing significantly. Just until about the beginning of the year, the processing time wasn't that slow. But these days, the processing time for 482, 494, and 186 has been significantly delayed. Especially for 186 and then 48, in cases where the employer is not located in a rural area, meaning those who do not work in rural areas, the processing time these days has been delayed too much. Therefore, you should consider a longer processing time. For example, in the case of ENS, if it's not in a rural area, you should consider a processing time of up to 1 to 1 and a half years these days. If it's in a rural area, it seems to have sped up a bit.

So, if it's fast, it seems like things can be wrapped up in about three months these days. In the case of a TSS visa, for those in rural areas, it seems to take only about one to two months, and for those not in rural areas, yes, it's a TSS, but it seems you should wait about six months. And for the 482 visa, since it's a visa that can be applied for by an employer in a regional area, yes, even for the 482 visa, it seems to be finalized between three to six months these days. So, the most prominent feature of what is happening in immigration right now is exactly this. They first assess the employers in regional areas. Therefore, for those in regional areas, the visa process seems to proceed a bit faster, while those not in regional areas are pushed back in priority and need to wait a bit longer. Yes, you can summarize it like this. And secondly, in immigration right now, a lot is happening.

One of the things happening is monitoring. What is monitoring? It's basically an audit. We also call it osi or monitoring. If someone is doing tss or gui, we go to the company of Bulse Yi Minseong. This is the process of our audit or monitoring. Nowadays, during the ENS review, monitoring seems to be almost everything. So, of course, there are cases where monitoring is not done and used. Since we have many cases of employment sponsorship, when we see this, there is a high probability of applying for monitoring at the immigration office to check if the person is actually doing the job, the person's salary, and working hours. Even if it is approved, this trend is likely to continue in the future.

It seems that those who have already been approved without receiving monitoring so far are probably lucky, but those who are still waiting may need to wait for monitoring to be approved. It seems that they should keep their hopes up. Also, in the case of TSS, it seems that monitoring is not conducted before the TSS is received, and after receiving the TSS, the person will check whether it is right or not to work at this company while receiving the position and salary mentioned in the TSS. They may also visit unexpectedly to confirm this. The reason for this is that the number of applicants who apply for ins, TSS, or 494 employer sponsorship pretending to work here even though they are not actually working at this company has increased significantly. Probably because it is difficult to obtain permanent residency through other visa types such as 10 or 4, they tend to concentrate on this employer sponsorship.

It seems that even within that, there are now many cases that are not true. So, it seems like we are starting these monitoring investigations to filter out these cases. So when the investigation comes, when the monitoring comes, how does it come? Border Force employees, dressed in uniforms, come like this. Sometimes one or two people come, and sometimes even more, like four people. Before they come, they don't tell us when they will come, they just come suddenly one day. They come to ask the employees there whether the person who applied for a safari visa has been approved or the person who applied for a work visa has been approved. They ask if that person is working there and if that person is present there. So, if that person is working there on that day, there is no problem. But if that person is not working on that day, it could be a day off, they could be on vacation, or there could be various reasons.

It could be possible. You just need to prove that. However, no one there, including the employees, knows this person. Then it seems suspicious. Our viewers and our customers, yes, I believe that you have applied for a TSS visa from the company where you work, so I think such an unpleasant incident will not happen. Anyway, the first thing to check is whether this person is really working at this company, which is the first verification factor now. And the second is to check how much salary this person receives because when applying for a TSS visa, the employer sponsor must submit an employment contract. Currently, the minimum is 70,000, right? Surely, they must have submitted an employment contract for more than this amount. It must have been clearly stated in the employment contract how much they will receive when they work for a few hours, and this should have been clearly stated in the nomination.

Let's check if we are doing this. So, we confirm the payslip, and in the case of a company with a roster, we check the roster. So, we need to verify if this is true or not. Let's confirm this, and then the most common thing to check nowadays is superannuation. Therefore, if you are not paying your pension, you need to know that it is a legal matter. Are the wages going well? Are the super contributions being made correctly? Confirming this is the second element. Next, in the third case, many people may not know this, but if you are the employer and you sponsor your employees, you have obligations as a sponsor. What are these obligations? When Immigration asks for documents or requests something, you should be able to provide the required documents and not refuse. So, if an immigration officer asks for a payslip or a roster at that moment...

This is how it was done, but if you reject that, it becomes difficult for the sponsor's obligations. Also, there might not be any documents on that day. The CEO may not be available that day, so contact is made based on that impression. Until when should you send the necessary documents via email? You should send them by that day. If you don't send them, it becomes difficult for the sponsor's obligations. Therefore, monitoring is conducted to verify whether the obligations of the sponsor contract are being fulfilled. So, this monitoring naturally should go smoothly, but if you are doing everything correctly according to the law, there is no problem. There is no need to be afraid. I am not saying this to scare you, but because the current atmosphere is like this, you need to be prepared for this and not be too surprised when it happens. Otherwise, you might make mistakes. It's human nature.

Even if there is no criminal record, someone coming in wearing a robe like this and asking for documents can be confusing, right? Our subscribers may feel confused, so I wanted to let you know that this is a common process these days. It's not because I did something wrong and they are coming to our store. If you are aware of this, things will smoothly transition. Then, almost immediately, the ENS visa is approved. But if something suspicious arises here, like not providing certain documents or if it seems like this person is not actually working, suspicions may arise.

It could be that at the moment of application, there may be a lot of documents required, and ultimately, if the visa is not approved, it could be denied, leading to such a situation. So, it could really escalate to the worst-case scenario. That's why it would be good to be aware of these things, the current atmosphere in immigration. After July 1st, there are several changes happening. Regarding the TSS, there is good news. As I mentioned in the last video, starting from November 23rd, for TSS applicants, the full-time work experience requirement has been reduced from 2 years to 1 year. So, this is now confirmed and likely to be implemented. Also, among the laws that will be enforced starting from July 1st, there is one piece of bad news. This may be good news as well, but now Australia has measured the CPI, the Consumer Price Index, and it has increased. So, for the TSS visa...

When applying for a 494 subclass visa, the current minimum salary is $70,000. Due to the Consumer Price Index (CPI), this will increase to $73,150. So, $73,150 will be the new minimum salary. Now, when does this start? It starts on July 1st, where all ENS TSS 494 nominations that are lodged will be affected. What this means is that for those who applied for these three types of visas with a $70,000 nomination before July 1st, it won't matter. However, for those who apply after July 1st, they will need to adjust to the new salary amount. Lastly, employer sponsorship is becoming more stringent these days. The processing time has increased, and there are more monitoring audits. One more distinct feature is that the assessments have become more stringent. Therefore, the rejection rate is significantly higher compared to the previous years.

It has increased significantly. There could be various reasons for this, but it seems like there is a lot of suspicion from the immigration office that even though this person may not actually be needed, the visa was granted to help this person. Probably because it's difficult to obtain permanent residency through other means, many people seem to be leaning towards this direction. Then, there is a lot of suspicion about whether these people are really needed by this company for the visa. So, the two main reasons for most rejections are: firstly, we don't believe this person is really necessary for the company. No matter how thoroughly prepared, in cases like employer sponsorship, it's one of the visas that immigration can subjectively evaluate. So, when the immigration officer considers the case, no matter how much evidence we present and insist that this person is truly needed by us.

When this judge personally thinks that it is not necessary to hire Australians, they can reject the employment, right? This is one of the powers that Minjeong has. Secondly, one of the most common reasons for rejection is financials. If the company offers this person $70,000 plus 11% pension, it means giving $80,000 a year. Can this person maintain the company for the next few years by receiving $80,000? Does the company have the economic ability to match this person's salary? This company has a lot to say about this. This can also be seen as a subjective judgment in terms of immigration. The company provides the compiled financial data so far, which is about the income that has already occurred, and also about how much the company will earn in the future.

In fact, it is difficult to predict due to the future. I don't know what will happen tomorrow, let alone what our company's annual revenue will be for the next 1-2 years, and how can we predict it 100% accurately, right? Even though the sales have been good so far, as seen in Lee Min-seong's case, the annual revenue or the current company structure, we do not see the company as strong enough to give this person a salary increase of 70,000 dollars, 80,000 dollars, or even 90,000 dollars in the future. This is how we reject it. Therefore, the accounting data must be carefully reviewed first, and then we need to know what companies are like in the future. For example, if there is a business expansion in a company or if there are new contracts, or for instance, in the case of a restaurant, if we are going to expand the opening hours, there are various things we need to consider.

The company can continue to grow in the future, and then we will need a lot of documents to prove that this person is really necessary. It seems like you need to submit them. But again, even if we do this, if Immigration Services doesn't agree, they can reject it. So, it's really unfortunate, and personally, it doesn't feel good. And if your visa is rejected, it's not the end of the world. You won't be deported to Korea right away. Fortunately, one of the good advantages of the Australian immigration system is that you can appeal. So, this appeal system is really good because it feels very unfair to be rejected by Immigration Services like this.

So, instead of appealing to the Immigration Office, I will appeal to the third party. Please review our case again. It seems like there was a mistake in the Immigration Office's decision, so I am requesting a reevaluation. In this reevaluation, we will objectively review whether the Immigration Office made a mistake or a correct judgment. Also, since my bridging visa is still valid, you can review the results while staying in Australia. So, in conclusion, for all of you employers, sponsoring is a very good option. However, nowadays, there have been many more applicants, increased monitoring by the Immigration Office, and the assessment has become a bit more stringent. Therefore, you need to be well prepared for the visa application process. It's natural to think that just because I worked here and this person is needed by the company, it will all work out, but it's not that simple.

It's not about visas, everyone, so you shouldn't think of this visa so easily. You need to prepare thoroughly and convince the government. That's the kind of visa. Nevertheless, if you meet the conditions right away and the employer is okay, it's one of the visas you can enter immediately, rather than the skilled immigration 10491 89, and it's also one of the ways to receive permanent residency a lot. Therefore, you should consider preparing for this visa support carefully. Various visas like this may require different documents for each individual and each company. Therefore, you must consult and proceed according to your own needs and your company's requirements. If you need personal consultation, we always have a link under More where you can apply for consultation. Please apply for consultation there. If this video was helpful,

요즘 이민성 분위기 어떻냐고요? | 고용주 스폰서십 | 까다로운 심사 | 재심

Australian Dream By Cindy

E-482, E-494, E-186과 같은 고용주 후원 비자에 대한 수요가 크게 증가하고 있으며, 특히 지방이 아닌 지역의 경우 처리 시간이 상당히 지연되고 있습니다.

비자 처리 시간은 지방 신청자의 경우 비지방 신청자에 비해 훨씬 빠르며, 일부 비자는 지방의 경우 약 1~2개월 내에 완료되는 반면 비지방의 경우 최대 6개월이 소요됩니다.

지역 고용주에게는 비자 심사 과정에서 더 높은 우선순위가 부여되므로 지역 고용과 관련된 비자의 진행이 더 빨라집니다.

비자 신청에서 모니터링의 중요성

비자 신청, 특히 취업 스폰서십에서 모니터링(OSI라고도 함)의 중요성이 점점 더 커지고 있습니다.

여기에는 신청자의 실제 고용 상태와 급여를 확인하여 사기 사례를 걸러내는 것이 포함됩니다.

국경관리청 직원은 비자 요건을 준수하는지 확인하기 위해 불시에 직장을 방문하여 신청자의 존재 여부와 고용 조건을 확인합니다.

모니터링 조사의 증가는 TSS 및 494 고용주 스폰서십에 대한 사기 신청이 증가함에 따라 철저한 검증의 필요성이 강조된 데 따른 조치입니다.

급여 명세서와 명단을 확인하는 것은 적절한 임금과 퇴직연금 납입을 보장하는 데 매우 중요합니다.

고용주는 직원을 스폰서할 때 이민국 담당자에게 필요한 서류를 제공해야 할 법적 의무가 있습니다.

스폰서십 의무를 이행하지 않으면 이민 심사 과정에서 어려움과 의심을 받을 수 있습니다.

11월 23일부터 TSS 정규직 근무 경력 요건이 2년에서 1년으로 단축되었습니다.

7월 1일부터 494 서브 클래스 비자의 최저 급여가 소비자 물가지수에 따라 $70,000에서 $73,150로 인상됩니다.

7월 1일 이후 접수된 ENS TSS 494 신청은 급여 인상의 영향을 받게 되며, 신규 신청자는 인상된 금액에 맞춰 조정해야 합니다.

또한 고용주 스폰서십이 더욱 엄격해져 비자 신청자의 진정한 필요성에 대한 의심으로 인해 처리 시간이 길어지고 거부율이 높아질 수 있습니다.

호주 고용 및 이민에서 거부의 힘

호주의 개별 판사는 개인적인 의견에 따라 고용을 거부할 수 있는 권한이 있습니다.

특정 급여 요구를 충족할 수 있는 회사의 재정적 능력이 부족하면 거부될 수 있으며, 이는 이민국의 주관적인 판단에 따라 달라질 수 있습니다.

다행히도 호주 이민 시스템은 거부된 경우 이의신청을 허용하여 재고의 기회를 제공합니다.

이민 사건 검토를 위해 제3자에게 이의 제기하기

발언자는 제3자에게 이민 사건에 대한 재평가를 요청할 계획입니다.

이 절차를 통해 케이스가 검토되는 동안 호주에 체류할 수 있습니다.

이 메시지는 비자 신청 절차가 점점 더 복잡하고 엄격해지고 있음을 강조하며 비자 옵션에 대한 철저한 준비와 고려를 권고합니다.