10 research outputs found
Travailleurs étrangers temporaires au Canada : vers une mise à jour des catégories et indicateurs démographiques ?
Mémoire numérisé par la Division de la gestion de documents et des archives de l'Université de Montréal
Mobilizing in borderline citizenship regimes : a comparative analysis of undocumented migrantsâ collective actions
This article seeks to explain how and why groups and networks of undocumented migrants mobilizing in Berlin, MontrĂ©al, and Paris since the beginning of the 2000s construct different types of claims. The authors explore the relationship between undocumented migrants and state authorities at the local level through the concept of the citizenship regime and its specific application to undocumented migrants (which they describe as the âborderline citizenship regimeâ). Despite their common formal exclusion from citizenship, nonstatus migrants experience different degrees and forms of exclusion in their daily lives, in terms of access to certain rights and services, recognition, and belonging within the state (whether through formally or nonformally recognized means). As a result, they have an opportunity to create different, specific forms of leeway in the society in which they live. The concurrence of these different degrees of exclusion and different forms of leeway defines specific conditions of mobilization. The authors demonstrate how the content of their claims is influenced by these conditions of mobilization
Labour Migration Program Declared a "Modern Form of Slavery" under Constitutional Review : Employer-Tying Measure's Impact vs Mythical "Harm Reduction" Policies
Une controverse judiciaire internationale sâest consolidĂ©e en 2011 lorsquâune faible majoritĂ© de la Cour Constitutionnelle de la RĂ©publique de CorĂ©e contredit un arrĂȘt de 2006 de la Cour SuprĂȘme dâIsraĂ«l. Ă lâunanimitĂ©, les juges israĂ©liens ont conclu que mĂȘme combinĂ©e avec une procĂ©dure de changement dâemployeur, le systĂšme de permis de travail liĂ©s Ă un employeur spĂ©cifique crĂ©e une forme moderne dâesclavage et constitue une violation Ă©tatique injustifiable des droits fondamentaux Ă la libertĂ© et Ă la dignitĂ© des travailleurs (im)migrants. Ainsi, certaines questions juridiques clĂ©s demeurent: dâautres politiques ont un impact similaire sur les droits fondamentaux Ă lâĂ©mission de permis de travail liĂ©s Ă un employeur? Les donnĂ©es empiriques confirment-elles que certaines mesures additionnelles de protection sont en mesure de rĂ©duire lâeffet nĂ©gatif des politiques liant le travailleur Ă son employeur? Si non, comment devraient ĂȘtre modifiĂ©s les programmes dâadmission de travailleurs (im)migrants afin dâassurer, en particulier, le respect leurs droits fondamentaux Ă la libertĂ©, Ă la sĂ©curitĂ© et Ă lâaccĂšs Ă la justice? Le cadre lĂ©gal de lâimmigration au Canada intĂšgre tous les types de politiques liant le travailleur Ă un employeur spĂ©cifique, soit la reconnaissance de privilĂšges pour certains (A) de parrainer ou de « blacklister » un travailleur (im)migrant, (B) dâimposer dâune obligation de travail auprĂšs dâun employeur/agent au pays, (C) dâimposer au pays un transfert vers un autre employeur spĂ©cifique ou (D) de dĂ©clencher le processus de rapatriement dans son pays dâorigine dâun travailleur (im)migrant. Le Programme des Travailleurs Agricoles Saisonniers canadien est, de plus, caractĂ©risĂ© spĂ©cifiquement par les trois types de mesures spĂ©ciales de « rĂ©duction des abus » discutĂ©es par les juges israĂ©liens et sud-corĂ©ens. Or, lâanalyse des donnĂ©es empiriques -en fonction du cadre conceptuel des âatteintes Ă©tatiques au droit Ă la libertĂ©/sĂ©curitĂ©/accĂšs Ă la justiceâ dĂ©veloppĂ© par la Cour suprĂȘme du Canada-rĂ©vĂšle que, mĂȘme en cas de mise en oeuvre des trois mesures spĂ©ciales de « rĂ©duction des abus », les travailleurs (im)migrants sous politique liant Ă lâemployeur font face (1) Ă des contraintes Ă©tatiques Ă leur libertĂ© physique, (2) Ă des risques accrus de prĂ©judice induits par lâĂtat, (3) Ă un stress psychologique majeur induit par lâĂtat, (4) Ă une restriction Ă©tatique de leur droit de ne pas ĂȘtre tenu en servitude, et plus prĂ©cisĂ©ment de leur libertĂ© Ă faire les choix fondamentaux de quitter son employeur, son occupation, et son lieu de rĂ©sidence ou travail, (5) Ă des obstacles Ă©tatiques Ă lâaccĂšs Ă la justice au pays et (6) Ă un dĂ©ni Ă©tatique en matiĂšre dâĂ©quitĂ© procĂ©durale. Dans ce contexte, pour que soit possible notamment lâexercide de leurs droits Ă la libertĂ©, sĂ©curitĂ© et justice, les autoritĂ©s doivent Ă©mettre des autorisations de travail non-restrictives, et assurer bilatĂ©ralement une administration et un prĂ©financement du recrutement, parrainage, placement et intĂ©gration au pays des (im)migrants, ainsi quâun processus de dĂ©portation respectant les principes dâĂ©quitĂ© procĂ©durale. Aussi, vu que la sĂ©paration familiale induite par lâĂtat restreint notamment le droit Ă lâintĂ©gritĂ© psychologique et quâune exclusion de lâaccĂšs au statut permanent restreint lâexercice du droit dâaccĂ©der Ă la justice au pays, une analyse plus approfondie sera nĂ©cessaire afin de comprendre les liens entre le respect des droits fondamentaux et lâaccĂšs Ă lâarrivĂ©e au pays Ă des procĂ©dures de rĂ©unification familiale et de statut permanent.An international judicial controversy began in 2011 when a slight majority of the Constitutional Court of the Republic of Korea reached a conclusion contradicting a 2006 unanimous decision of the Supreme Court of Israel. In the 2006 ruling, Israeli justices held that employer-tied work permit systems, even if incorporating a âchange of employersâ procedure, create a âmodern form of slaveryâ and, more specifically, constitute unjustifiable state violations of migrant workersâ fundamental rights to liberty and dignity. Thus, key judicial issues remain unsettled: could policies other than employer-tied work permit systems similarly impact (im)migrant workersâ fundamental rights? Does empirical evidence confirm that âharm reductionâ measures, including âchange of employersâ procedures, may significantly reduce an employer-tying policyâs impact on individualsâ right to liberty (and/or to security of the person and access to justice)? If not, which labour (im)migration policies would be compatible with the respect of workersâ fundamental rights? Canadaâs immigration law incorporates all types of employer-tying measures: (A) âworker sponsorship/blacklistingâ privileges, (B) âworker bindingâ privileges, (C) âworker transferâ privileges, and (D) âworker repatriationâ privileges. By reproducing legal mechanisms characteristic of past state practices which tied indentured workers, slaves and/or former slaves to employers, contemporary immigration frameworks, including various Canada programs such as the Seasonal Agricultural Worker Program, rely on employer-tying policies compelling (im)migrant workers in the country to, at all times, âobey and comply with all rules set down by the employer.â The Canadian SAWP also specifically incorporates the three âharm reductionâ measures discussed by Israeli and South Korean highest court justices. When analyzed using the Supreme Court of Canadaâs âliberty/security/access to justice harmsâ framework, empirical evidence shows however that, despite the enforcement of such âharm reductionâ directives, employer-tied (im)migrant workers face (1) state restrictions to their physical liberty, (2) state-induced increased risks of harm, (3) restriction of their freedom from state interference with psychological integrity, (4) state restriction of their right not to be held under servitude, and more precisely of their freedom to make the fundamental choices to quit oneâs employer, to quit oneâs occupation, and to quit oneâs place of residence or work, (5) state obstacles to access justice in the country, and (6) state denial of procedural fairness. In this context, to allow (im)migrant workersâ exercise of their fundamental rights, open work authorizations must replace (directly or indirectly) employer-tied ones, and co-governmental management and pre-financing of (im)migrant workersâ international recruitment, sponsoring, placement, integration, and deportation processes respecting procedural fairness, must replace the current recognition of employers/agentsâ âworker acquisitionâ and âworker removalâ privileges. Since empirical evidence also confirms that state-induced family separation restricts individualsâ right to psychological integrity, and that exclusions to permanent status procedures restrict individualsâ right to access to justice in the country, further analysis are necessary to better understand the link between the respect of fundamental rights and the recognition of family reunification and permanent legal status procedures upon arrival
Interdiction de changer d'employeur pour les travailleurs migrants : obstacle majeur Ă l'exercice des droits humains au Canada
Cross-border movements for the purpose of employment are associated with different conditions, often restrictive of liberty, linked to the migrant workers status. This article addresses the imposition to these workers of a prohibition to change employer by many governments worldwide. Based on the concrete effects on migrant workersâ lives, the authors tackle the multiple forms and facets of this prohibition, internationally as well as in Canada. Through the presentation of the various programs of admission of foreign workers in Canada, this article explores the consequences of the restriction to change employer on these workers fundamental rights and liberties. This prohibition imposed by the Canadian government, through the Immigration and Refugee Protection Regulations or diverse administrative practices, puts migrant workers in a vulnerable position that can be qualified as a servile status under the terms of the international Convention on Practices Analogous to Slavery. Finally, the authors offer a deeper analysis of the prohibition to change employer in the light of the Canadian Charter of Human Rights, more specifically in regards to the right to liberty and security of the person as well as the freedom of association.Ă la migration internationale de travailleurs sont associĂ©s diffĂ©rents programmes dâadmission au sein du pays dâemploi, imposant des conditions restreignant parfois significativement la libertĂ© et la sĂ©curitĂ© des travailleurs migrants. Le prĂ©sent article se penche sur lâinterdiction de changer dâemployeur. Se basant sur les effets auprĂšs de la main-dâoeuvre touchĂ©e, les auteurs abordent les diffĂ©rentes formes de cette exigence dâun point de vue historique et global, pour ensuite se pencher plus spĂ©cifiquement sur la situation des travailleurs Ă©trangers temporaires au Canada. Ă travers lâarticulation des diffĂ©rents programmes applicables, lâarticle traite des consĂ©quences de lâinterdiction de changer dâemployeur sur lâexercice des droits et libertĂ©s fondamentales. Que ce soit par lâintermĂ©diaire du RĂšglement sur lâimmigration et la protection des rĂ©fugiĂ©s ou encore de diverses pratiques administratives, lâimposition dâune restriction au changement dâemployeur place les travailleurs migrants en territoire canadien en position de vulnĂ©rabilitĂ© pouvant ĂȘtre qualifiĂ©e de condition de servitude selon les termes de la Convention sur les pratiques analogues Ă lâesclavage. Enfin, les auteurs proposent une analyse de cette interdiction Ă la lumiĂšre de la Charte canadienne des droits et libertĂ©s, plus particuliĂšrement quant au droit Ă la libertĂ© et la sĂ©curitĂ© et Ă la libertĂ© dâassociation.Depatie-Pelletier EugĂ©nie, Dumont-Robillard Myriam. Interdiction de changer d'employeur pour les travailleurs migrants : obstacle majeur Ă l'exercice des droits humains au Canada. In: Revue QuĂ©bĂ©coise de droit international, volume 26-2, 2013. pp. 163-200
INTERDICTION DE CHANGER DâEMPLOYEUR POUR LES TRAVAILLEURS MIGRANTSÂ : OBSTACLE MAJEUR Ă LâEXERCICE DES DROITS HUMAINS AU CANADA
Ă la migration internationale de travailleurs sont associĂ©s diffĂ©rents programmes dâadmission au sein du pays dâemploi, imposant des conditions restreignant parfois significativement la libertĂ© et la sĂ©curitĂ© des travailleurs migrants. Le prĂ©sent article se penche sur lâinterdiction de changer dâemployeur. Se basant sur les effets auprĂšs de la main-dâoeuvre touchĂ©e, les auteurs abordent les diffĂ©rentes formes de cette exigence dâun point de vue historique et global, pour ensuite se pencher plus spĂ©cifiquement sur la situation des travailleurs Ă©trangers temporaires au Canada. Ă travers lâarticulation des diffĂ©rents programmes applicables, lâarticle traite des consĂ©quences de lâinterdiction de changer dâemployeur sur lâexercice des droits et libertĂ©s fondamentales. Que ce soit par lâintermĂ©diaire du RĂšglement sur lâimmigration et la protection des rĂ©fugiĂ©s ou encore de diverses pratiques administratives, lâimposition dâune restriction au changement dâemployeur place les travailleurs migrants en territoire canadien en position de vulnĂ©rabilitĂ© pouvant ĂȘtre qualifiĂ©e de condition de servitude selon les termes de la Convention sur les pratiques analogues Ă lâesclavage. Enfin, les auteurs proposent une analyse de cette interdiction Ă la lumiĂšre de la Charte canadienne des droits et libertĂ©s, plus particuliĂšrement quant au droit Ă la libertĂ© et la sĂ©curitĂ© et Ă la libertĂ© dâassociation.Cross-border movements for the purpose of employment are associated with different conditions, often restrictive of liberty, linked to the migrant workers status. This article addresses the imposition to these workers of a prohibition to change employer by many governments worldwide. Based on the concrete effects on migrant workersâ lives, the authors tackle the multiple forms and facets of this prohibition, internationally as well as in Canada. Through the presentation of the various programs of admission of foreign workers in Canada, this article explores the consequences of the restriction to change employer on these workers fundamental rights and liberties. This prohibition imposed by the Canadian government, through the Immigration and Refugee Protection Regulations or diverse administrative practices, puts migrant workers in a vulnerable position that can be qualified as a servile status under the terms of the international Convention on Practices Analogous to Slavery. Finally, the authors offer a deeper analysis of the prohibition to change employer in the light of the Canadian Charter of Human Rights, more specifically in regards to the right to liberty and security of the person as well as the freedom of association
Interdiction de changer d'employeur pour les travailleurs migrants : obstacle majeur Ă l'exercice des droits humains au Canada
Cross-border movements for the purpose of employment are associated with different conditions, often restrictive of liberty, linked to the migrant workers status. This article addresses the imposition to these workers of a prohibition to change employer by many governments worldwide. Based on the concrete effects on migrant workersâ lives, the authors tackle the multiple forms and facets of this prohibition, internationally as well as in Canada. Through the presentation of the various programs of admission of foreign workers in Canada, this article explores the consequences of the restriction to change employer on these workers fundamental rights and liberties. This prohibition imposed by the Canadian government, through the Immigration and Refugee Protection Regulations or diverse administrative practices, puts migrant workers in a vulnerable position that can be qualified as a servile status under the terms of the international Convention on Practices Analogous to Slavery. Finally, the authors offer a deeper analysis of the prohibition to change employer in the light of the Canadian Charter of Human Rights, more specifically in regards to the right to liberty and security of the person as well as the freedom of association.Ă la migration internationale de travailleurs sont associĂ©s diffĂ©rents programmes dâadmission au sein du pays dâemploi, imposant des conditions restreignant parfois significativement la libertĂ© et la sĂ©curitĂ© des travailleurs migrants. Le prĂ©sent article se penche sur lâinterdiction de changer dâemployeur. Se basant sur les effets auprĂšs de la main-dâoeuvre touchĂ©e, les auteurs abordent les diffĂ©rentes formes de cette exigence dâun point de vue historique et global, pour ensuite se pencher plus spĂ©cifiquement sur la situation des travailleurs Ă©trangers temporaires au Canada. Ă travers lâarticulation des diffĂ©rents programmes applicables, lâarticle traite des consĂ©quences de lâinterdiction de changer dâemployeur sur lâexercice des droits et libertĂ©s fondamentales. Que ce soit par lâintermĂ©diaire du RĂšglement sur lâimmigration et la protection des rĂ©fugiĂ©s ou encore de diverses pratiques administratives, lâimposition dâune restriction au changement dâemployeur place les travailleurs migrants en territoire canadien en position de vulnĂ©rabilitĂ© pouvant ĂȘtre qualifiĂ©e de condition de servitude selon les termes de la Convention sur les pratiques analogues Ă lâesclavage. Enfin, les auteurs proposent une analyse de cette interdiction Ă la lumiĂšre de la Charte canadienne des droits et libertĂ©s, plus particuliĂšrement quant au droit Ă la libertĂ© et la sĂ©curitĂ© et Ă la libertĂ© dâassociation.Depatie-Pelletier EugĂ©nie, Dumont-Robillard Myriam. Interdiction de changer d'employeur pour les travailleurs migrants : obstacle majeur Ă l'exercice des droits humains au Canada. In: Revue QuĂ©bĂ©coise de droit international, volume 26-2, 2013. pp. 163-200
Band-Aid on a Bullet Wound—Canada’s Open Work Permit for Vulnerable Workers Policy
In June 2019, the Government of Canada implemented the Open work permit for vulnerable workers (OWP-V) policy, authorizing immigration officers to issue open work permits to migrant workers on employer-specific work permits if they demonstrate reasonable grounds to believe that they are experiencing abuse or are at risk of abuse in their workplace. Drawing on research conducted by a community organization on the impact of the policy, this article examines the policy’s potential to remedy the problematic effects of the employer-specific work permit and whether it has been implemented efficiently. Semi-structured interviews were conducted with organizations that provide direct legal and social support to migrant workers in Canada. Additionally, two datasets regarding the role of the OWP-V policy in IRCC’s employer compliance regime were analyzed. The research concludes that the OWP-V policy cannot be expected to counteract the high risk of abuse imposed on workers through the employer-specific work permit. Numerous barriers were identified that make it difficult for migrant workers to apply for the permit. The small number of OWP-V permits issued in proportion to the number of employers authorized to hire migrant workers makes it unlikely that the policy will significantly impact employers’ propensity to comply with the program conditions
Band-Aid on a Bullet WoundâCanadaâs Open Work Permit for Vulnerable Workers Policy
In June 2019, the Government of Canada implemented the Open work permit for vulnerable workers (OWP-V) policy, authorizing immigration officers to issue open work permits to migrant workers on employer-specific work permits if they demonstrate reasonable grounds to believe that they are experiencing abuse or are at risk of abuse in their workplace. Drawing on research conducted by a community organization on the impact of the policy, this article examines the policyâs potential to remedy the problematic effects of the employer-specific work permit and whether it has been implemented efficiently. Semi-structured interviews were conducted with organizations that provide direct legal and social support to migrant workers in Canada. Additionally, two datasets regarding the role of the OWP-V policy in IRCCâs employer compliance regime were analyzed. The research concludes that the OWP-V policy cannot be expected to counteract the high risk of abuse imposed on workers through the employer-specific work permit. Numerous barriers were identified that make it difficult for migrant workers to apply for the permit. The small number of OWP-V permits issued in proportion to the number of employers authorized to hire migrant workers makes it unlikely that the policy will significantly impact employersâ propensity to comply with the program conditions
La Convention de l'Onu sur les travailleurs migrants et la situation au Canada
Les travailleurs étrangers peu qualifiés admis au Canada à titre temporaire - employés domestiques et travailleurs agricoles - placés sous l'autorité légale de leur employeur, possÚdent trÚs peu de droits ; a fortiori les sans-papiers. La politique et les justifications du gouvernement fédéral, la privatisation des politiques d'embauche se heurtent à la dénonciation par les ONG des manquements aux droits fondamentaux qu'ils entraßnent.Piché Victor, Depatie-Pelletier Eugénie, Epale Dina. La Convention de l'Onu sur les travailleurs migrants et la situation au Canada. In: Hommes et Migrations, n°1271, Janvier-février 2008. La Convention des Nations unies sur les droits des travailleurs migrants. Enjeux et Perspectives. pp. 66-81