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Dokumento detalye

 

I-print at i-save

Ulat / Pindutin ang Pakawalan

Brief HUMA 2016 - Empirical data (state restrictions of fundamental rights)

Petsa

2016

May-akda

Eugénie Depatie-Pelletier

Buod

Canada's policies resulting in the binding of a worker to a specific employer [hereafter "employer-tying policies"] currently take various forms. For example, indirect employer-tying policies are mostly based on state-imposed "debt to employer" (worker importation/sponsorship by employers or labor brokers, exclusion from access to newcomer integration programs, etc.) and/or legal/state sanction(s) - such as an additional delay and risk of deprivation of the right of unification with child/partner - if the worker quits the employer (or if the employer dies or releases the worker). Other examples of employer-tying policies include the federal imposition of 'binding work contract' under which the worker wave the right to work for another employer in the country, employment-based legal resident status, and employer/employment-dependent access to permanent legal status. Canada immigration laws incorporated at least 27 forms of employer-tying policies currently applied to specific groups of temporary foreign workers.

Number of pages

10

Kalakip

Pang-ekonomiyang sektor

General relevance - all sectors

Mga Uri ng Nilalaman

Policy analysis, Dokumentado kaso ng pang-aabuso, and Current Policy

Target na mga grupo

Mambabatas and Mananaliksik

Geographical kaugnayan

Canada, Ontario, Alberta, Manitoba, Quebec, British Columbia, Iba pang mga Lalawigan, Pederal, Nova Scotia, and National relevance

Wika

Ingles