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Sign up with Google Sign up with FacebookQ: Can an RP be refused after being granted a Z visa?
I'm thinking technically yes - but unlikely.
Has anyone ever heard of such a thing happening?
I'm not referring to some twit who didn't put in all the required paperwork at the time of the RP application, but simply that it was refused (reason not given) at the PSB.
8 years 25 weeks ago in Visa & Legalities - China
No, I've never heard of such a thing, because when refused you must silently exit China.
If you enter China safely (no contraband found at customs), you will get RP, which is only PSB's confirmation of Chinese Embassy database, which issued Z.
There's one novelty at issuing Z: 'since 2013, no pre-Medical exam is required for Z'.
You must complete ME as soon as you arrive to working city in China, and if disease is detected, one would be quarantined/advised to exit China ASAP, without visiting PSB for RP.
Never heard of it but I don't think it's all that unlikely.
The most likely reasons I could see is the medical test turning up something, or the school not liking someone when they arrive for whatever reason.
Maybe they found someone better or cheaper, and pulling the plug on it then blaming the PSB for not giving the work RP.
I suppose there's always the chance the new guy could get in a bar brawl or some other stupidity on his first night here too and get denied because of that.
EDIT: or get picked up coming through immigration with a suitcase full of bibles or leaflets for some cult or other.
It could also happen if the school's relationship isn't as good as it could be. Someone forgets to give the right person a nice holiday hongbao and ... sorry, there goes your new teacher.
Yes - certainly.
The requirements for each differ slightly. The Z visa only states that you have a bona fide employment offer or legal self employment status. The RP covers your right to be living in China and a means to support yourself.
It is unlikely though that an employer who has been granted permission to employ a foreigner would be able to do so without providing full evidence that they can maintain the employee's residential status in a safe, secure and legal environment.