Workplace Experience In Migration Law Firm †MyAssignmenthelp.com

Question: Discuss about the Workplace Experience In Migration Law Firm. Answer: Reflective journal on workplace experience I work in a small migration law firm as an intern. A migration agency has to be registered with the office of Migration Agents Registration Authority. It is illegal for any migration agent to give advice without being registered (Beine et al. 2016). An agent of migration has to be thorough with the laws relating to the procedures of migration and the preparation of visas (Freilich Addad 2017). It is important to mention that the migration agent has to make the visa applications to the Department of Immigration and Citizenship (Careercentre.dtwd.wa.gov.au, 2017). The immigration firm consists of three other members - principal migration agent, receptionist, part time assistant.The firm specializes in providing business investment visa, employer sponsored visa, student visa. The company takes contracts of preparing student visa, partner visa, tourist visa, partner visa, aged parent visa, tribunal visa. The company also provides service such as giving admission to students in colleges, Universities and also provides them the option to change their courses. I have worked in the aforementioned firm for three months and have been able to gather experience in this field of work. I have been able to learn the procedures required to be followed for the application of visas. It can be said that I have gathered the knowledge and received proper education required for advising clients regarding which visas they should apply for judging their requirement. The short term and long term requirements are also to be analyzed while advising the clients to choo se their visa. Proper knowledge about the procedure for clients to take admission into Colleges and Universities has also been acquired over the past three months. I have also advised clients regarding the procedures for change of course in colleges. It can be said as a migration agent I have acquired the time management skills and the organizational skills required to be possessed by an agent. To be working with clients from various backgrounds, it is important to mention that fluent communication skill needs to be possessed by an agent of migration and the same has been developed by me over time. It can be stated that for an intern in a migration law office, it is very important to deal with clients from diverse backgrounds. Important mention should be made of the fact that proper and clear understanding of the requirement of clients is also essential to advise them on the application of visas. I have worked on my problem solving skill which is essential to solve any dispute arising from the application of visas by candidates and allotment of visas to the same. My place of work is just like the office of a law firm or a legal organization as most migration offices work with legal organizations. It is to be mentioned that most m igration procedures are closely interrelated to migration law as the rules stated in the migration law govern the procedures f the same. Thus to conclude, it can be said by working in the chosen migration law firm I have gained experience by advising clients about their options for choice of visa application and have also learned about the legal provisions related to migration procedures. Code of Conduct embedded into work practices In my opinion there are several workplace essentials required to be followed by every migration firm. There are several codes of conduct required to be followed as well in carrying out migration procedures in relation to migration law (Weissbrodt, Danielson and Myers 2017). According to me, the first important essential code of conduct is Time management. I believe that every migration agent needs to have time management skills. Every such agent must understand the urgency of the clients requirement. It is important to mention that every migration law firm must have efficient and well trained staff to avoid wasting time in fulfillment of the migration procedures (Cox 2013). The staff of migration firms should have a task list which should be drafted on the basis of priority. In my opinion, effect time management is essential for the success of every organization and involves ensuring that the practices of the migration procedures are followed in an organized manner (Akbari and MacDonald 2014). Maintaining proper record of the details provided by the clients is also very important. It is to be stated that the credentials provided by the clients for their visa application are valuable documents and the same should be kept safely so as to avoid losing them. It is the duty of every migration firm, to notify the client beforehand, if the visa application of the client is rejected by the Department of Immigration and Citizenship. According to me, the client should be intimated if the application of visa is allowed and the client should be provided with the additional information required by the client for travelling to the specified country (Phillips and Spinks 2013). In the event of rejection of application of visa, the client should be advised of the time li mits of appeal (Markus, A., 2014). They should also be advised about the merits of their visa application, the appropriate authority to lodge the review of the any further application. I also believe that the immigration agents should be experts of risks and crisis management. Thus to conclude, I would like to state that every immigration law firm must follow the code of conduct as stated by Department of Immigration and Citizenship. The staff of such firm must have time management skills in order to avoid delay of visa applications of the clients. They must take proper care of the credentials of the clients so as to avoid loss of any valuable documents of the client. They should keep intimating the clients about the status of such applications. The agents must also give advice to the clients regarding the time limit of appeal and the authorities to whom the application of visa to be made. They should also provide any additional information if required by the client. References: Akbari, A.H. and MacDonald, M., 2014. Immigration policy in Australia, Canada, New Zealand, and the United States: An overview of recent trends.International Migration Review,48(3), pp.801-822. Beine, M., Boucher, A., Burgoon, B., Crock, M., Gest, J., Hiscox, M., McGovern, P., Rapoport, H., Schaper, J. and Thielemann, E., 2016. Comparing immigration policies: An overview from the IMPALA database.International Migration Review,50(4), pp.827-863. Careercentre.dtwd.wa.gov.au. (2017).Migration agent (Aus). [online] Available at: https://www.careercentre.dtwd.wa.gov.au/Occupations/Pages/migration-agent-aus.aspx [Accessed 17 Nov. 2017]. Cox, A.B., 2013. Enforcement Redundancy and the Future of Immigration Law.The Supreme Court Review,2012(1), pp.31-65. Freilich, J.D. and Addad, M., 2017.Migration, culture conflict and crime. Routledge. Markus, A., 2014. Attitudes to immigration and cultural diversity in Australia.Journal of Sociology,50(1), pp.10-22. Phillips, J. and Spinks, H., 2013. Immigration detention in Australia.Parliamentary Library,20. Weissbrodt, D., Danielson, L. and Myers, H., 2017.Immigration law and procedure in a nutshell. West Academic.