It's quite a broad question but I think the fundamental obligations of Canadian employers are to do everything they can first to find Canadian workers.
They are required to pay the prevailing wage in the particular district and particular occupation so that the program is not creating downward pressure on salaries. They are required to comply with the contract. They're required to employ the person in the way they said they would.
We don't want to see a situation, and would like to use revocation authorities and penalties that we could on employers where they got the labour market opinion by describing the temporary foreign worker as a very specialized engineer, but a follow-up compliance review showed that the person was working as a low-level technologist and was not being paid the salary that the employer said they were.
Also, in some of the categories exempted from a labour market opinion, we want to make sure that the jobs are being described correctly and that an employer isn't benefiting from an LMO exemption that they shouldn't be benefiting from. A good example, just to draw one at random, might be IT workers from India. If someone is coming in under an exemption as a highly specialized worker, we want to ensure that the worker is indeed highly specialized. We don't want to find out that once they get here, they are doing the work of a routine programmer who could be hired locally.
Those are some of the things I would highlight.