January 15, 2016. Dear Nancy Austin, Linda Davis, Emanuela ......low-waged workers from seeking...

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GenderWageGapStrategySteeringCommittee400UniversityAvenue,12thFloorToronto,Ontario,M7A1T7Byemail:GenderWageGap@ontario.caJanuary15,2016.DearNancyAustin,LindaDavis,EmanuelaHeyninck,Dr.ParbudyalSinghandtheGenderWageGapStrategySteeringCommitteeIamwritingtoyoutodaywithsubmissionsonbehalfofthememberorganizationsoftheMigrantWorkersAllianceforChange.Wehaveoutlinedmigrantworkerneedsandrecommendationscompiledthroughdozensofmeetingsdirectlywithmigrantworkers,wherehundredsofworkershaveputforththeirideasforhowtheirworklifeinOntariocanbeimproved.Itisaresultoftheworkofracialized,migrantwomencomingtogethertoasserttheirrightsandfreedominthepursuitsofdignifiedworkandadecentlife.Migrantworkersneedpermanentimmigrationstatusonarrivalasafirststeptoensuringjustanddecentwork.However,therearesignificantpragmatic,comprehensiveandpossiblestepthattheOntariogovernmentcantaketoaddressthegenderwagegap.Wehaveoutlinedthefirstfewofthembelowthatwehopeyouwillshedlightonthroughthecourseofyourwork.Pleasedonothesitatetocontactmeifyouhaveanyquestionsonthematter,Bestwishes,SyedHussanCoordinatoronbehalfofMigrantWorkersAllianceforChange720SpadinaAvenue,Suite223,Toronto,ONM5S2T9T:1-855-567-4722ext.700E:hussan@migrantworkersalliance.org

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1.Introduction

TheMigrantWorkersAllianceforChange(MWAC)isamigrantworkers’rightscoalitionheadquarteredinToronto,Ontario.Establishedin2007,MWACisledbymigrantworkergroupsandsupportedbycommunity,provincialandnationalorganizations.TheMigrantWorkersAllianceforChangeincludesAllianceofSouthAsianAidsPrevention,AsianCommunityAidsServices,CaregiversActionCentre,FuerzaPuwersa,IndustrialAccidentVictims’GroupofOntario,JusticiaforMigrantWorkers,LegalAssistanceofWindsor,MigranteOntario,NoOneIsIllegal–Toronto,ParkdaleCommunityLegalServices,SocialPlanningToronto,SouthAsianLegalClinicofOntario,Unifor,UnitedFoodandCommercialWorkers,WorkersUnitedandtheWorkers’ActionCentre.MemberorganizationsofMWACworkprimarilywithracializedandlow-wagedmigrantworkersprovidinglegal,employmentandhealthrelatedservices,aswellasdoingadvocacywork.Alargemajorityofourmigrantworkermembersarewomenwhoarefacedwithspecificandextensivelimitationsandexclusionsasaresultofaspecificnexusoftheirracialization,genderandlackofpermanentimmigrationstatus.

2.MigrantWorkersinOntarioIn2013,therewere91,697peopleintheOntariolabourforceonworkpermitsin2013(39,526intheTemporaryForeignWorkersProgramand52,171ontheInternationalMobilityProgram).Thoughspecificgenderspecificdataisnotavailablebyprovince,nationallywomenmakeup31.3%oftheTemporaryForeignWorkersProgramand42.7%oftheInternationalMobilityProgram.Inaddition,manyofthe84,804internationalstudentsintheprovince,andthousandsofrefugeeclaimantswerealsoonworkpermitswhileanestimated200,000workersintheprovincehadnoimmigrationstatus.

TheemployerwhobroughtmetoCanadareleasedmeuponarrival.Thatmeanstherewasnojobforme.Inthepast3years,Ihavegotten7differentemployers.Butonly3ofthemgotaworkpermit.OneofthemfiredmebecauseIrefusedtoworkwithoutholidaypay.AnotheronefiredmebecauseIwassick.Theywantedmetopayformyreplacement-$25anhourwhileIearnedminimumwage.OthersjustnevercompletedthepaperworkfortheLMIA.Soafter3years,Ionlyhave1yearofemploymentthatcountsfortheprogram.”–C,aCaregiverinToronto,andamemberoftheCaregiversActionCentre.

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TemporaryForeignWorkersProgramMigrantworkersintheTemporaryForeignWorkersProgramareinthreecategories:CaregiverProgram(CP)(formerlytheLive-InCaregiverProgram(LCP)),SeasonalAgriculturalWorkersProgram(SAWP)andtheTemporaryForeignWorkersProgram(TFWP).OntarioresidentsintheCP/LCP,arealmostexclusivelywomen,whoworklargelyinsidethehomeoftheiremployerstakingcareofchildren,theelderlyandpeoplewithdisabilities.ThenewCPstartedinNovember2014,whichhasremovedthelive-inrequirement-itisunclearhowmanyworkersareactuallylivingout.OntariansinSAWPworkonfarmsacrosstheprovince.Accordingtodatafrom2010,themajorityofwomenintheSAWPprogramwerebasedinOntario(EncaladaGrez,2011).Low-wagedresidentsintheTFWPareengagedinagriculture,foodprocessingandpackaging,hospitality,foodsectorandmanufacturing.Manyofthesearewomen.Thesemigrantsareontiedworkpermits,whichmeans:● TheiremployersmustapplyforaLabourMarketImpactAssessment(LMIA),whichcoststhem

$1,000toshowthatnootherCanadiancitizenorpermanentresidentcansuitablydothejob.Thesecostsaregenerallydownloadedtotheworkers.

● Theyareonlyallowedtoworkforasingleemployerwhoislistedontheirpermits.● Iftheyarelaidoffandworkintheagriculturesector,theyarealmostimmediatelydeported.● Iftheyareinanothersector,theyhave90daystofindanewemployerwillingtopaya$1,000

processingfeeandhavethegovernmentprocesstheirpapers.Mostcan’tdoso.● Workauthorizationpermitsaretime-limited,anywherefromafewweekstofouryears-most

workershavepermitsfor8monthsto1year,whichneedtoberenewedannually.● TheCaregiverProgram,underCanada’sTFWP,requirescaregiverstoworktheequivalentof24

months(or3,900hours)withinfouryearsforgovernment-approvedemployers.Caregiversarerestrictedtoworkprovidingcareforchildren,peoplewithdisabilitiesandelderlyinprivatehomes.Uponcompletionofthisemploymentserviceundertheprogram,caregiversareallowedtoapplyforpermanentresidency.

● Low-wagedworkersintheothertwoprogramscannotapplyforpermanentresidencyfederally.Whilesomeprovincialprogramsforpermanentresidencyexistinotherprovinces,Ontariobarslow-wagedworkersfromseekingpermanentresidencythroughitsprovincialprogram.

● HighwagedearnersintheTFWP(paid~$21/hour)maybeabletoapplyforpermanentresidencythroughtheOntarioProvincialNomineeProgramortheFederalExpressEntryProgramprovidedtheycanmeethighrequirements,andinthecaseofFederalprogramsiftheyhaveanemploymentoffer.

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InternationalMobilityProgramMigrantworkersonopenpermits,intheInternationalMobilityProgram(IMP),havetime-limitedworkauthorizationpermits,usuallyfor1year.Thesearegenerallyspeakingnon-renewable.EmployersforworkersintheIMPdonothavetoapplyforLMIA.WorkpermitsintheIMPalsodonotlistanemployer,thismeansthatworkershavemoreworkplacemobility,andthatitishardertoidentifyindustriestheyarein.Low-wagedandracializedworkersthatourmemberorganizationshavecomeincontactwiththroughtheseprogramsareworkinginagriculture,restaurants,janitorialservices,construction,and,inlimitedcases,inmanufacturing.TheseworkersfacesimilaroccupationalexclusionsfromtheEmploymentStandardsAct(ESA)asotherworkers.AstheyareinOntarioforonlyoneyear,andhavelimitedaccesstoworkplacerightsorimmigrationinformation,theseworkersarejustasunwillingtospeakoutaboutemployersbreakingemploymentlawsasmigrantworkersonclosedpermits.Mostworkersonthesepermitscannotapplyforpermanentresidencystatus,andwhereitispossible,accesstopermanentresidencyislimitedandemployerdependent.

OtherWorkerPermitsMigrantworkersonopenworkpermitswhoareonstudentvisasorwhoareasylumseekersareoftenlow-wagedandracialized.Inmanycases,thestudentsareinOntariotoattendaone-yearEnglishasaSecondLanguage(ESL)program,andareworkinginindustriessimilartoworkersintheInternationalMobilityProgram.ManyasylumseekersandOntariansworkingandonstudypermitsarenotgrantedpermanentresidency,andareinessenceshort-termworkersintheprovince.UndocumentedmigrantworkersFinallymigrantworkerswithnoimmigrationstatusorundocumentedworkersmakeupasignificantpartofOntario’slow-waged,racialized,andpart-timeworkforce.Withnoimmigrationstatus,workershaveadifficulttimefindingemployment,andaresimilarlyvulnerabletocoercionandabuseandliveinfearofdeportationwhentheyspeakout.Comprehensiveacademicstudieshaveshownthatmigrantworkersintheseprogramshaverestrictionsonlabourmobility(Nakache,2013),profounddifficultyenforcingcontractsandworkplacerights(Faraday,2012and2014),compromisedhealthstatus(McLaughlinandHenneby,2013,etc),psychologicalimpacts(Saad,2013)includingfromfamilyseparation,linguisticandculturalbarriers(Nakache&Kinoshita2010),lackofaccesstosettlementservices(ibid),heightenedriskofabusedue

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tolegal/economicvulnerability(Fraser2009),andbarrierstofreedomofassociationandmeaningfulvoice(Faraday,Fudge,&Tucker2012;Fudge,1997).

3.TheGenderWageGapforMigrantWorkers

Tounderstandhowthegenderwagegapaffectswomenmigrantworkersitisimportant,first,tounderstandwhowomenmigrantworkersareandwhatarethesocialdynamicsthatcharacterizetheirprecarityinOntario.Second,itisimportanttounderstandthelegalframeworksthatinstitutionalizetheirprecarityinwaysthatverypredictablyleavethemsubjecttointensegenderdiscrimination,wagetheftandotherrightsviolationsthatdeepenthewagegap.Third,itisimportanttorecognizethatthesedynamicsofsystemicdiscriminationdemandaresponsethatisequallysystemicandmulti-dimensional.Awiderangeofchangesneedtobemadeandneedtoworktogethertoeliminatetheprecaritythatenablesandsustainsemployerbehaviourthatimpoverishesmigrantwomenworkers.Inthecaseofagriculturalworkers,researchandanecdotalevidencefromourmemberorganizationshasshownthatmanywomenparticipatingintheprogramaresinglemothersfromruralregionswhohavelimitedeconomicopportunitiesintheirhomecommunities.(EncaladaGrez,2011).Inthecaseofdomesticworkers,researchandanecdotalevidencefromourmemberorganizationshasshownthatwomenaresinglemothers,ormarriedbutineithercaseareprimarycaregivers.Womenmigrantworkersthatweworkwithseelabourmigrationasasurvivalstrategythatprovidesopportunitiestosupportthemselvesandtheirfamiliesthatareimpossibletoaccessintheirhomecontextswhichareoftencharacterizedbyunemployment,underemployment,underdevelopment,civilunrestand/orhomegovernmentsthathaveactivelyadoptedlabourexportpoliciesastheirdominanteconomicstrategy.ThiseffectivelyforceswomenintomigrationforworkandproducesaprecaritythatmeanswomencanbecoercedintoenduringprofoundlydiscriminatorytreatmentbecauseoftheirneedtomaintaintheemployeerelationshipwhileinCanada.ResearchfoundthatwomeninagriculturetrytokeeptheirjobsinCanadabyincreasingtheirproductivity,attemptingtooutperformmenandsometimesacquiescingtoexploitativeandsub-standardworkingandlivingconditions(EncaladaGrez,2011).WhileinCanada,employersexertanastonishingintrusivedegreeofsurveillanceandsupervisionoverwomenmigrantworkers’non-workingtime.Thissurveillanceandsupervisionexceedseventhatimposedonmalemigrantworkersandincludesimposingstrictercurfews,assertinggreatercontrolovertheirlivingconditions,andcontrollingsocialinteractions.Romanticrelationshipsaresometimesexplicitlyprohibitedviacontracts,andoftenimplicitlyprohibited.Pregnancymayresultinterminationorprecludeaworkerfrombeinginvitedbackintotheprogram.Harassmentandviolencebymaleco-workersandmaleemployersoftengoesunreported.Harassmentandviolenceasaresult

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ofthejointnexusofgender,racialization,andlackofpermanentimmigrationstatusintowns,citiesandcommunitieswheremigrantworkersareisalsolargelyunreported.Thecumulativeeffectsoftheseconstraintsgravelyimpactswomenmigrantworkerswagesthatareoftenpaidbeloworatminimumwage,lowerthanboththeirmalecounterpartsandCanadiancitizens.AstheClosingtheGenderWageGap:ABackgroundPapernotes,racializedwomenfaceagenderwagegapof36.8%.Additionally,weareawarethatmigrantworkers,mostofwhomarerestrictedtoworkinginlow-wagedindustriesorunabletoasserttheirrightsasaresultofbeingundocumented,earntheabsoluteleastamountofwages.Whilewehavenotbeenabletodoacomprehensiveanalysisofthewagesofmigrantworkersvis-à-visthebroaderworkforce,itiscertainthatracializedwomenwithtemporaryornoimmigrationstatusearnevenlessthanracializedwomeningeneral.Whenlookingatthelegalframeworks,itisclearthatthegenderwagegapforwomenmigrantworkersisdrivenbyanumberofsystemicdynamicsthatsubjectwomenmigrantworkerstolowpayandthatsubjectthemtowidespreadpracticesofwagetheftandotherviolationsofworkplacerightswhichdeepentheirwagedisparityandisolationinthelabourmarket.First,thetransnationallabourmigrationsystemreliesoverwhelminglyonprivaterecruitmenttobringmigrantworkerstoOntario.ThesesystemsarelargelyunregulatedandunsupervisedandoperateinawaythatenablesOntario-basedemployerstoexpresslyselect(toliterallyplaceordersfor)workersbygenderandcountryoforigin(andimposeothergenderedhiringcriteria,includingheight,weight,maritalstatusandscreeningforpregnancy)thatarecontrarytotheHumanRightsCode(Preibisch,2010).Thiscreatesandreinforcesalabourmarketthatissegmentedinadeeplygenderedandracializedway.Forexample,95%ofmigrantcaregiversarewomenand90%areoriginallyfromthePhilippines.Bycontrast,only3%ofmigrantfarmworkersarewomenandtheyaresegregatedintospecificcommoditiesandproductionrolesthatarestereotypedasbeing“suitable”forwomenandtheyareparticularlyvulnerabletoexploitationbecauseoftheirisolationwithinthatlabourforce.Womenmigrantworkersareimportedtoworkinveryspecificpartsofthelabourmarketandaredeniedthelabourmobilitythatwouldallowthemtoseekandsecurebetterpayingworkortoenhancetheirskills.Forexample,inagriculture,migrantwomenworkwithtenderfruits,whichemployersdeemwomentobebestsuitedforbuttheseseasonsareshorter,whereasmentendtohavelongercontractsbecausetheyareseencapableofperformingawiderarrayoffarmwork.Asaresult,migrantwomenworkersstandtoearnlessthenmigrantmenwhoaregrantedmorehours,morecontractsandlongercontracts.Theresultofthisgenderedandracializedoccupationalsegregationisthattheworkdonebywomenmigrantworkersisdevaluedspecificallybecauseitisdonebyracializedwomenmigrantworkerswithtemporarystatus.Thisresultsintheconstructionofentirefieldsofwork–suchaslive-incaregiving–whicharesubjecttodisproportionatelysuppressedwagesanddifficultworkingconditions.Thisdevaluationoftheworkandthedepressedpaythataccompaniesitarethennormalizedbypoliticaldiscourseswhichinsistthatitisworkthat“Canadian

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workerswon’tdo”ratherthanconfrontingthesystemicsexdiscriminationthatproducesandsustainsthelowpay.Second,thereareanumberoflegalstructuresthatsystemicallyconstraintherightsofmigrantworkersinwayswhichmakewomenmigrantworkersvulnerabletodeepworkplaceexploitationandwagetheftandwhichpreventexistingworkplacerightsfrombeingenforced.Thesestructuralfeaturesresultinadeepeningofthegenderwagegapbecausemigrantwomen–whosepayisalreadylowonpaper–veryoftendon’treceiveeventhelowpaywhichtheyarepromisedontheircontractsandsignificantminorityofthemareworkingforlessthanminimumwage.Someofthestructuralfeaturesthatfacilitatethistargetedexploitationandwagetheftareasfollows:

(a) Inordertosecureworkintheprovince,themajorityoftransnationalmigrantworkersareforcedtopaythousandsofdollarsinrecruitmentfeeseventhoughthisisexpresslyprohibitedunderthetermsofthelabourmigrationprogramsandiscontrarytoOntariolaw.Thefactthatworkersareforcedtopaythesefees(andtocoverothercoststhatemployersaresupposedtocoversuchasLabourMarketImpactAssessmentfeesandcoststotraveltoCanada)meansthattheseworkersarrivealreadydeeplyindebttomoneylenders.Asaresult,theyareunabletofightbackagainstwagetheftandotherexploitationbyemployerswithoutriskinglosingtheirjobsandbeingunabletorepaytherecruitmentdebts.

(b) LowwagemigrantworkersundertheCP/LCP,SAWPandTFWPareworkinginOntarioontiedpermitswhichonlyallowthemtoworkforthesingleemployernamedontheirworkpermit.Inmanycasestheirhousingisalsotiedtotheiremployerorinpracticerentedfromtheiremployer.Theseconditionsagainmakeitparticularlydifficultforwomenmigrantworkerstoenforcetheirrightstopayandotherworkplaceentitlementsbecausewhentheytrytoenforcetheirrightstheyareterminatedandevictedfromtheiremployer-providedhousing,becominghomeless,andoftenthreatenedwithdeportation.Theseconditionsalsomakethesewomenworkersparticularlysubjecttogenderedviolenceandharassment(seeOPTandMPTv.PresteveFoodsLtd.,2015HRTO675)

(c) Thetiedworkpermitsalsopreventworkersfromworkingatasecondjobiftheemployernamedontheirpermitfailstogivethemthenumberofhoursofworkthatwerepromisedinthecontract.Thispresentsalegalbarrierstowomen’searningcapacitywhichagainfuelsthegenderedwagegap.

(d) Womenthatarriveontiedworkpermitsinlow-wagedindustriesareunabletohavetheirfamiliesjointhem.Thislackoffamilyreunificationmeansthatwomenhavetostrategizeforalternativecarefortheirchildrenandoftenfortheirelderlydependentsbeforearrivingin

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Ontario,andhavetore-negotiatechangesinrelationshipfromadistance.Womenmustalsocontendwithsocialstigmawithgenderedexpectationsthatwomenshouldstayathomeandbefocusedoncare-givingandreproductivework.(EncaladaGrez2011)

(e) Whileonpaperwomenmigrantworkershavemanyofthesamerightsasotherwomen

workersintheprovince,employersareabletostealwagesandbreachotherrightswithimpunitybecauseourregulatorysystemiscomplaint-based.Itdependsonhighlyvulnerablewomenworkerscomingforwardtofilelegalcomplaintsagainsttheiremployersinacontextwheredoingsoposesrealrisksinviewoftheirrecruitmentdebts,theirtiedworkpermitsandtiedhousing.Thereisalsonoguaranteeofprotectionforstatusorprovisionofopenworkpermitswhenwomenmigrantworkerscomeforwardtoreportwagetheftandotherviolations.Asaresultmanyofthosewhotrytoraiseconcernsareterminatedandmanyforcedtoleavethecountryorremainwithundocumentedstatusopeningthemtoevenfurtherabusebyemployerswhoexploittheirprecariousstatustofurthersuppresstheirwages.

(f) Therearearangeofexclusionsfrombasicworkplaceandsocialwageprotectionsthatwomenmigrantworkersfacewhichagaincontributestothewagegap.Asaddressedinmoredetailbelow,thetwolargestconstituenciesofmigrantworkers(caregiversandfarmworkers)arebylawexcludedfromtherighttounionizeandbargaincollectivelyundertheLabourRelationsAct.Assuchtheyaredeniedoneofthemostimportanttoolsforclosingthewagegap.

Togetherthesestructuralfeaturesdriveracializedfemalemigrantworkersintooneofthelowestpaidandmostprecariouscornersofthelabourmarket.Withoutabroadrangeofsystemicreformsthataretargetedatthesourceoftheirprecarity,thesewomenwillremainsubjecttothefullforceofthegenderwagegap.Federally,themostfundamentalshiftrequiredisensuringpermanentimmigrationstatusuponarrivalforallmigrantworkers,withtheopportunityforfamilyreunificationandwithoutgenderandracebaseddiscriminationsothatwomenworkershavethesameopportunities.Interimstepstothatwouldbeensuringopenworkpermitsandendingexclusionarypracticesinhowpermitsareissued.Atthesametime,Ontariocanandmusttakeimmediatestepstoendingthegenderwagegapandensuringjusticeforallmigrantworkers.

4.RecommendationsforClosingtheGenderWageGapMigrantworkermembersthatMWACworkswithhaveidentifiedthreekeyissuesthatimpacttheirwork-lifeinOntario.Theseare:

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● FewerRights:Exemptionsfromprotectionsonthebasisofoccupationdisproportionatelyimpactmigrantworkers.Migrantworkers,particularlywomen,generallyexperiencealowerfloorofbasicrightsandentitlementsasaresultoftheirparticularvulnerabilitytodeportationandabuse.Accesstocomprehensivelabourprotectionsforallindustrieswillensurethatwomenmigrantworkersgetpaidfairerwages.

● Fear:Beingtiedtoasingleemployerwhomaycontrolhousing,accesstohealthcare,abilitytoreturntoworkinCanada,and/orabilitytoapplyforpermanentresidentstatus,makesitextremelydifficulttoassertrightsinacomplaints-basedframework.Toensurethatmigrantworkerscanasserttheirrightsandreceivesupportwhentheirrightsareviolatedandtheirwagesstolen,rightsenforcementmustshiftawayfromcomplaints-basedmechanismsandtowardspro-activeenforcementmodels.

● Forcedtopayforwork:MigrantworkerspaythousandsofdollarstorecruiterstocomeworkinOntario.Todoso,manyarriveinCanadawithgreatdebtthatservesasacoerciveandsilencingforceonmigrantworkers’abilitytoassertrights.Thesefees,oftenpaidtorecruitersinCanadaoneverypay-day,havealife-longimpactofincreasingthegenderwagegapforwomenmigrantworkers.Acomprehensiverecruiterregulationprogramisneeded,withproactiveprovincialenforcementandapan-Canadiansystemtoavoidanygaps.

4.1.Fromfewerrightstofullprotections

“Thegovernmentshouldencouragethatworkersarenotscared.Theyshouldsaywhatevertheproblem,comerightawaytous.BecauseasanemployeeIamscaredofthegovernment,andIamscaredthatifIcomplain,Iwillgetdeported.”-Maria,aFilipinaLive-InCaregiver,inToronto.

a) NoESAexemptionsformigrantworkers

AsignificantproportionofOntario’sfoodisgrown,processedandpackagedbyracializedwomenandmenfromLatinAmerica,theCaribbeanandSouth-EastAsia,manyofwhomaremigrantworkers.Agriculture-specificESAexemptionsmeanthatmanymigrantworkersareworkinglonghours,withoutbreaks,publicholidaysandweekends.Piece-ratepayregimesmeanthatmigrantsinagricultureareforcedtospeeduptheirworkatvariousstagesintheproductioncycle,withoutadequateremuneration.Asoutlinedearlier,womenaremorelikelytospeeduptheirworkinanefforttoprovetheirvaluetotheemployers.

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● TheESAexemptionsforagriculturalworkers(includingFarmEmployees,Harvesters,FlowerGrowers,andthoseengagedinprocessing,packingordistributionoffreshfruitorvegetables)shouldberemoved.TheseexemptionsresultinaconfusingpatchworkofrightsandentitlementsandalackofprotectionformigrantagriculturalworkersunderbasicESAstandards.ThiscontravenesthepurposeoftheESAofestablishingafloorofminimumstandardsforallworkers.

● AgriculturalworkersshouldbeentitledtoallofthefollowingESAprovisions:minimumwage,overtime,vacationandholidaypay,hoursofwork,dailyandweekly/bi-weeklyrestperiods,eatingperiodsand,timeoffbetweenshifts.

b) Accesstoterminationandseverancepayforseasonalagriculturalworkers

Manyagriculturalworkersreturnyearafteryeartoworkforthesameemployer,oftenforcontractsof6-8months.Intheeventofatermination,theseseasonalworkersfacebarriersaccessingterminationandseverancepaythatacknowledgestheiractualyearsofemployment,asthebreakinemploymentbetweencontractsmaybelongerthan13weeks.

● TheESAshouldbeamendedsothatseasonalmigrantworkerscanaccessterminationand

severancepaythatrecognizestheiryearsofserviceandthecontinuityofanemploymentrelationshipwiththesameemployer.

● Migrantworkersshouldbeconsideredtobeonatemporarylay-offbetweentheiryearlycontractswiththesameemployer,uptoaperiodof35weeks.

● TheESAshouldrecognizetheserviceseasonalagriculturalworkersprovidetoOntario.Shouldamigrantworkerchangeemployers,theESAshouldrequirethatthenewemployerrecognizethetimethemigrantworkerworkedforpreviousemployers,similartoexistingprovisionsforcontinuityofemploymentwhenthereisachangeinbuildingserviceprovidersunderSection10oftheESA.

c) Prohibitionofchangesthatlowerwagesortermsandconditionsofemployment

WhilemigrantworkerscometoOntariounderprogramsthatprovideemploymentcontracts,manyemployersreducewages,benefitsandworkingconditionsoncetheworkerarrives.Someagriculturalworkers,forexample,areswitchedbetweenhourlywages,orpaidbypieceworknumeroustimesduringthelengthofacontract.Caregiversoftenfindthemselvesbeingloanedouttootherfamiliesbytheiremployers,orbeingaskedtodocookingandcleaningworknotoutlinedinthetermsofthecontract.Beingontiedworkpermits,manymigrantworkerslacklabourmarketmobilityanddonothavethesameoptiontoquittheirjobsorevengetasecondjobwhenthereisasubstantialchangeinwagesandworkingconditions.

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Thislackofremediesforconstructiveorunfairdismissalrequiresspecificchangesincluding:● Aprohibitiononchangesthatlowerwagesandworkingconditionsofemployment.● AmendtheESAtoprohibitpieceratewageregimeinagriculture● Workersshouldbeentitledtothegreaterofthenumberofhoursactuallyworkedperweek,orthe

numberofhoursspecifiedinthecontract.Whereaworkerhasfewerhoursthanthosepromisedinthecontract,workersshouldbeabletoclaimthedifferenceinsalarythroughanemploymentstandardscomplaint.

● Employerswhoreducewagesandworkingconditionsprovidedinanemploymentcontractoragreementmustalsobeassignedapenalty.

d) Modelcontracts

InordertoensurethatmigrantworkersinOntarioarereceivingfairworkingconditionsthatareconsistentwiththeESAandotherlegislation(suchastheConventionConcerningDecentWorkforDomesticWorkers),theMinistryofLabourshouldprovidecomprehensivestandardcontractsformigrantworkersundereachstreamintheTemporaryForeignWorkerProgram.ThesecontractsshouldbeexecutedinOntarioandregisteredbyemployers,alongwithanycontractssignedduringtheimmigrationprocess,withtheEmploymentPracticesBranch.Acopyofallemploymentcontractsmustbeprovidedtothesignatorymigrantworker.e) Industryspecificregulationsforagriculture

Thereisanurgentneedforindustry-specificregulationsforagriculturetoensuremigrantagriculturalworkershaveaccesstobathroomsinthefields,cleandrinkingwater,andregularbreaks.Theseareparticularlyimportantforwomenwhohaveaccesstoevenfewerservicesinruralcommunities.Notdoingsomeansthatthesebasicrequirementsfordecentworkaremissingfrommigrantworkerworkplaces.Inaddition,agriculture-specifichazardssuchasconfinedspaces;prolongedexposuretopesticidesandexposuretoextremeheatandweathermustbeaddressedinregulationstargetedtoagriculturalwork1.

AddressingPieceRateAccordingtoourmemberorganizationJusticiaforMigrantWorkers,theprevailingcompensationstructurefacilitateswagetheft.Piecereferstothewageregimewhereworkersareremunerated

1Forexample,allagriculturerelateddeathsmustbefollowedbyamandatoryCoroner’sInquest.

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basedonproductivityratherthanhourlywages.Abaserateissetforeveryunitproduced,forexample:poundofcucumbers,afullboxofmushrooms,atomatoplantthatgotcertainleavescutoff,abedofsoilthatwaspreparedforplanting.Sitesupervisorsthenhaveasystemforkeepingtrackofeachworker’sproduction:theymightgivethemachipforeveryboxtheydeliver.Workersarethenpaidbasedontheamountofunitstheyproduced.

Wealsofeelabusedwithregardstoourworkandwages.Oftentimeswearepaidbythehourandmanytimesourpaydoesnotmatchwiththeamountofhourswedid.The"piecerate"systemisasystemthatmanyfarmworkersthinkmightbeunfairforthem.Thissystemforcestheworkerstodomoreworkinlesstime,thiscausestheworkerstodoapoorerqualityworkandoftentimesgetslesspayeventhoughworkingharder.Alsofortheworkersbeingpaidanhourlyrate,theymightdoalotofovertimeorworkonholidays,howevertheyarenotpaidforovertimeorforworkingonholidays.Weneedtofeelequal,thesameequalrightsandbenefitsshouldbeofferedtousastheyaretonativeCanadianworkers.SamSharpe,migrantfarmworkerfromJamaicaandmemberofJusticiaforMigrantWorkers.

Workersaretypicallyguaranteedtheminimum-wagetheiremployersorbytheircontracts(inthecaseoflow-wagedworkersintheTFWPorSAWP)whentheyareworkingfor‘piecerate’,whicheverishigher.However,migrantworkermembershavecomplainedrepeatedlythattheyoftendonotmaketheminimumwagewhentheirpiecerateandhourlywagesareaveragedoutoverthepayperiod.Oftenthetallyingsystemisinaccurateandconfusing.Employersunilaterallyandarbitrarilydeterminethevalueoftheworkandsettherate.Pieceratebreedsdivisionsbetweenfellowworkers,intensifyingcompetition,promotingindividualisminworkplacepractices,andfosteringsharpsocialdivisionsbetweenworkers.Thisfurtherimpactswomenwhomustoftenworkharderthenmen.AtonelargemushroomoperationthatJusticiaforMigrantWorkerswasorganizingandthatemployedcloseto100temporaryforeignworkers,workersreporteddeliveringboxestothesupervisor,andthetotalnumberofboxesbeingcountedwhichwerenotweighed.Buttheworkerswerepaidonthebasisofweight,whileweighingwasdoneaftertheboxeshadbeendeposited.Workersreportedseeingtheirsupervisorsthenweightheboxesandtakeofftheexcessmushroomsandfillotherboxeswiththem,forwhichtheywerenotpaid.Thisgroupofworkersweremakingwellundertheminimumwage(varyingbetween$4and$10)afteranumberofauthorizedandunauthorizeddeductionsmadefromtheirpaycheques,sotheamountofmushroomstheywerenotbeingpaidforwassignificantinrelationtotheirwages.NoneoftheseworkerswerewillingtofileanESAclaim,sincetheyknewtheywouldlosetheirjobandbedeportedimmediately.

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Pieceratehasadestructiveanddebilitatingimpactonworkers’bodies.Inthisrespect,piecerateunderminesmigrantworkeroccupationalhealthandsafetypromotinginjuriesandexacerbatingthebreakingdownoftheirbodiesandoverallhealth,asevidencedinstudiesfromresearch-conductedjurisdictionsthroughoutNorthAmerica2.Inadditiontotheneedforthistobeaddressedinprovincialoccupationalhealthandsafetyprotections,theESAmustabolishtheapplicationofpiecerateasitappliestomigrantagriculturalworkerstopreserveoccupationalsafetyandintegrity.

f) DecentIncome

Migrantworkersinthehomesoftheiremployers,orworkinginfactoriesandfarms,areoftenworking60to70hourweekswhilegettingfixedmonthlypayintherangeof$1,000-$1,500.Inasurveyof132caregiversconductedbyCaregiversActionCentre(CAC)in2011,CACfoundthat42percentofcaregiversreportedworking11hoursadayormore.Ofthoseworkingovertime,74percentdidnotgetovertimepay.Workingawayfromfamilies,inphysicallystrenuousconditions,andlackofadequatewagestoproperlyfeedandnourishthemselvesmakesmigrantworkersfarmoresusceptibletomentalandphysiologicalillhealth.Mostdonothaveaccesstosickdaysandlackofvacationdaysmakesitevenharderforwomenmigrantworkerstotakecareoftheirfamilies.MoreneedstobedonetoensurethatOntarioworkersonworkpermitscangetbasichoursandwagesprotections.Thisincludes:● TheESAshouldprovideforaneight-hourdayanda40-hourworkweek.Employeesshouldhave

therighttorefuseworkbeyond40hours.Overtimeattimeandahalfshouldbepaid(ortakenaspaidtimeoffinlieu)after40hours.Noovertimeexemptionsorspecialrules.Righttorefuseshouldbeconnectedtoissueofreprisals,immigrationstatus,andreverseonusincomplaintsofreprisalsbymigrantworkers.

● Repealovertimeexemptionsandspecialrules.● BringtheESAinlinewiththefederalcaregiverprogramandprohibitdeductionsforroomand

boardforlive-incaregivers.● RepealovertimeaveragingprovisionsintheESA.● Permitsforovertimeinexcessof48hoursperweekmustbereviewed.● Inadditiontoanunpaid,half-hourlunchbreak,twopaidbreaks,suchasacoffeebreak,shouldbe

providedbytheemployer.

2BritishColumbiaEmploymentStandardsCoalitionCampaigntoAbolishtheHandHarvesterPieceRateSystem.http://www.nwdlc.ca/NWDLCNEWS%26EVENTS/NEWS%20ARCHIVE%202012/abolishhandharve.htmlAPoliticalEconomyofPiece-Rates,WageTheftandProfitin21stCenturyIndustrializedAgriculture,byFamiliasUnidasporlaJusticia.http://boycottsakumaberries.com/2014/06/18/a-political-economy-of-piece-rates-wage-theft-and-profit-in-21st-century-industrialized-agriculture/“LosWages”bytheNationalFarmworkerMinistry.http://nfwm.org/education-center/farm-worker-issues/low-wages/

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● Increasepaidvacationentitlementtothreeweeksperyear.Afterfiveyearsofservice,increasevacationtofourweeksofpaidvacationperyear.

● Repealexemptionsfrompublicholidaysandpublicholidaypay.● Allworkersshouldreceiveawrittencontractonthefirstdayofemploymentsettingouttermsand

conditions,includingexpectedhoursofwork.● Allemployeesshallaccrueaminimumofonehourofpaidsicktimeforevery35hoursworked.

Employeeswillnotaccruemorethan52hoursofpaidsicktimeinacalendaryear,unlesstheemployerselectsahigherlimit.Forafull-time35-hourperweekemployee,thisworksouttoapproximatelysevenpaidsickdaysperyear.

● Raisetheminimumwageto$15perhourandindextoinflation.

4.2.FromFeartoFairness

“BecauseIworkinpackingweareentitledtoourtwo15-minutebreaks.Wedon’talwaysgetourbreaksorsometimeswewouldonlyrest10minutes.IftheMinistryisalreadycheckingourworkplacesforsafety,whycan’ttheychecktoseeifourbossgiveusourbreaksandproperpay.It’sbadtorelyonworkercomplaintscausethereisafeartheywillbesenthome”

ThelmaGreen,migrantfarmworkerfromJamaicaandmemberofJusticiaforMigrantWorkers.

a) IncreaseproactiveenforcementResourcesshouldbedevotedtoemphasizeproactiveenforcementofemploymentstandardsandhealthandsafetyinsectorsandworkplacesemployingmigrantworkers,withaspecificfocusonexperiencesofwomenmigrantworkers.

● TheMinistryofLabourshouldworkwithworkers’advocatesandcommunityorganizationsto

identifywhereviolationsareoccurringandidentifywhatinvestigativestrategieswillbestuncoveremployertacticstoevadeordisguiseviolationsandtobuildtrustwithworkersandavoidreprisals.

● Establishaformalanonymousandthirdpartycomplaintsystem.Tomakeemploymentstandardsenforcementandlegalremediesaccessibletocurrentemployees,inspectioninitiatedafteraformalanonymousorthirdpartycomplaintisfiledshouldaimtodetectandassessmonetary(e.g.,unpaidwages,overtimepay,publicholidaypay,vacationpay,etc.,)andnon-monetaryviolations(e.g,.hoursofwork,breaks,agreementsetc.,),remedyviolationswithorderstopayforallcurrentemployees,andbringtheemployerintocomplianceforthefuture.Instituteanappealprocessifa

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proactiveinspectionisnotconducted.Makethereportoftheproactiveinspectionavailabletoallemployees.Theofficer’sdecisionscouldbeappealedeitherbyemployeesortheemployer.

● Provideanti-reprisalsprotectiontothoseworkerswhoseworkplaceissubjecttoproactiveinspection.

● Migrantcaregiversareparticularlyvulnerableasthesingleemployeesintheirworkplaceandspecialpro-activeenforcementprogramsneedtobedevelopedforthisindustry.Theseprogramscanstartwithandincludemandatoryeducationforbothemployersandworkers,e-mailandmailoutstoemployershomesandsurveysofemployers’knowledgeoftheESAandotherrelevantlegislation.

● Acomplaintbroughtforwardbyathirdparty(forexampleaworkeradvocateorcommunitystakeholder)shouldautomaticallytriggeraninspection.

● Theinspectionteamshouldcollaboratewiththeworkeradvocateorthirdpartyindetermininginvestigativestrategies.Reportingtoolstothird-partycomplainantsshouldalsobedeveloped.

● Whenmigrantworkers,workeradvocates,andcommunityorganizationsbringforwardindividualESA(orOccupationalHealthandSafetyAct,OHSA)complaintsandthereareconfirmedviolations,theMinistryofLabourshouldexpandinvestigationstotheentireworkplaceandcarryoutongoingfollow-uptoensurecompliance.Thisexpandedinvestigationshouldbeaccompaniedwithanti-reprisalsandtransitionalprotectionsiftheworkplaceisshutdown.

b) PublicizeemployerswithconfirmedviolationsEmployersorrecruitersfoundinviolationofESAandrelatedlegislationshouldbeclearlyidentifiedontheMinistryofLabourwebsiteandotherrelevantprovincialandfederalwebsites(e.g.ESDC;CIC;consulates).Thisisavaluabletoolthatprovidestransparencytothepaysystemandtransparencyaroundnon-compliance.Itwillserveasadisincentivetoemployersandrecruiterstobreakthelawandaneducationtoolforworkerstohelpthemavoidexploitativeemployersandrecruiters.Abi-annualreportonenforcementactivitiesshouldalsobeissuedbytheMinistryofLabourandbedisseminatedincommunitymediaoutlets.c) Strengtheninganti-reprisalprotectionformigrantworkersEmployersareabletoimmediatelydeportseasonalagriculturalworkerswhotrytoenforceworkplacerights.Wehaveheardmanyreportsofemployersthreateningothermigrantworkerswithdeportationorcontactingimmigrationauthorities,evenwhentheydonothavetheauthority.Thisintimidationandveryrealabilitytorepatriateworkersleadstosubstantialbarrierstoenforcingemploymentstandardsanditallowswagetheftandotherviolationstocontinuewithimpunity.Toaddressthesebarriers,werecommendthattheMinistryofLabourshouldinstitutethefollowing:

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● Expeditedprocess:DevelopanexpeditedprocessforinvestigatingESA(andOHSA)claimsforallmigrantworkers.

● Protectionsfromrepatriations:TheESAmustbestrengthenedtoensurethatworkersrightsareprotectedagainstrepatriationsorwhenrepatriationstakeplace.

● Theanti-reprisalsprovisionsoftheESA(andOHSA)shouldexplicitlyprohibitanemployerfromforcing“repatriation”onanemployeewhohasfiledanESA(orOHSA)complaint.Wherethereisafindingofreprisal,provisionswouldbemadefortransfertoanotheremployerorwhereappropriatereinstatement.

● Provincialopen-workpermitprogram:Createanopenworkpermitprogramformigrantworkerswithworkers’rightscomplaintsagainstemployersandrecruiterstooff-setreprisalsandrepatriationthreats.ThenowdiscontinuedAlbertaOpenWorkPermitPilotProject,AgreementforCanada-AlbertaCooperationonImmigration(AnnexB,2009)wassuchapathway.However,theAlbertaTFWAdvisoryOfficehadtomakerecommendationsfortheissuingofworkpermits.Thisisabarriertoaccessforworkersatriskofreprisals.Openworkpermitsforworkersshouldinsteadbestreamlined,andworkercomplainantsattheMinistryofLabourshouldhaveimmediateaccesstoopenworkpermits.Ifthepermitismadediscretionary,expeditedmechanismsforappealsshouldbeinstituted.ThisprogramwouldrequireactivecooperationandadvocacybetweenOntarioandthefederalgovernment.

d) ExtendtimelimitationsforfilinganESAclaim.

Migrantworkersontiedworkpermitsmaybelivinginhousingprovidedbytheemployer,whichmayinfactberequiredbytheconditionsoftheirpermits.Giventhespecificrealitiesfacingmigrantworkers,andthedifficultyofspeakingout,thetimelimitationonfilinganESAclaimformigrantworkersshouldbeextendedto5years.e) OverhaulingtheOntarioLabourRelationsActExperiencedemonstratesthatthemosteffectiveenforcementofhumanrights,healthandsafetyandemploymentstandardsoccurswhenworkersarepartofaunionandareabletoexercisetheirrightsthroughacollectiveagreementandthegrievanceandarbitrationprocess.However,migrantworkersfacesubstantialbarriersinexercisingtheirrighttocollectivelybargainandunionize.TheOntarioLabourRelationsAct,1995,S.O.1995,c.1,Sch.A,byoperationofs.3(a)and(b.1)doesnotapplytoeither:

1. “adomesticemployedinaprivatehome”or2. “anemployeewithinthemeaningoftheAgriculturalEmployeesProtectionAct,2002.”.

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ThefirstrestrictioneffectivelybarsCaregivers,mostofwhomaremigrants,frombeingabletounionizeinOntario.Assuch,itisimportantthattheOLRAberevisedto:● Ensurethatlive-incaregiversmusthavethesamerightstocollectivelybargainandunionizeas

otherOntarioworkers.● GrantAgriculturalworkersthesamerightstocollectivelybargainandunionizeasotherOntario

workers(includingrepealingtheAEPA–moreonthatbelow).● Addressthespecificbarrierstocollectivebargainingandunionizingundermigrantworker

programs,andtoaddressthenewerandolderformsoflabourorganization,suchassectoralbargaining,inordertoremovebarrierstoworkers’collectiverights(includingconsultationwithcommunitystakeholders).

● Includeadequateinformationandaccountabilityprocessestoendthepracticewhereemployersinsistthattheirmigrantworkeremployeesarenotabletounionize.

AccesstocollectivebargainingformigrantworkersIn2015,theSupremeCourtofCanadaconfirmedthattheCharterofRightsandFreedomsguaranteesprotectionforeffectiveandmeaningfulcollectivebargainingforallworkersinCanada.ThoseentitlementsandguaranteesapplytoallindividualsworkinginCanada,regardlessoftheirimmigrationstatus.UndertheCharter’sprotectionforfreedomofassociation,workersareentitledtoprotectionsthatensuretheycandemocraticallychoosetheirbargainingagent.3Theyareentitledtolegislativesupportandprotectionforacollectivebargainingprocessthatallowsthem“toexertmeaningfulinfluenceoverworkingconditionsthroughaprocessofcollectivebargainingconductedinaccordancewiththedutytobargainingoodfaith”.4Thatcollectivebargainingprocessmustbeattunedtoandredressthepowerimbalancebetweenemployersandemployees.5TheCharteralsoguaranteesprotectionfortherighttostrikeasan“indispensablecomponent”and“essentialpartofameaningfulcollectivebargainingprocess.”6Wheretherighttostrikeislimited,“itmustbereplacedbyoneofthemeaningfuldisputeresolutionmechanismscommonlyusedinlabourrelations.”7

3MountedPoliceAssociationofOntariov.Canada(AttorneyGeneral),2015SCC14MountedPoliceAssociationofOntariov.Canada(AttorneyGeneral),2015SCC1atpara.71-725MountedPoliceAssociationofOntariov.Canada(AttorneyGeneral),2015SCC1atpara.71-72,806SaskatchewanFederationofLabourv.Saskatchewan,2015SCC4atpara.37SaskatchewanFederationofLabourv.Saskatchewan,2015SCC4atpara.25,60,92-94

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Migrantworkerslackadequate,constitutionally-compliantprotectionfortherighttobargaincollectively.Infact,twoofthelargestgroupsofmigrantworkersintheprovinceareexplicitlyexcludedfromtherighttounionizeundertheLabourRelationsAct.Migrantcaregiversareentirelyexcludedfromlegislativeprotectionfortherighttobargaincollectively.AgriculturalworkersaresubjecttotheentirelyinadequateAgriculturalEmployeesProtectionAct.Andmanyothermigrantworkersareemployedinsectorswherethepowerimbalancebetweenemployersandworkersisverygreatandsorightstounionizearedifficulttoexerciseinpractice.

RepealtheAgriculturalEmployeesProtectionActandgiveagriculturalworkersprotectionforrealandrobustcollectivebargainingrightsTheAEPAfailstogiveagriculturalworkersmeaningfulandeffectiveprotectionfortherighttobargaincollectively.Thelegislationprovidesthatagriculturalworkerscanformanemployees’associationandcanhavea“reasonableopportunity”tomakerepresentationstoemployers,whichemployersmusteitherlistentoorread,andwhichtheSupremeCourthassaidemployersmust“consider”ingoodfaith.8Butdespitebeinginplaceformorethanadecade,thereisnorecordofanyemployeeassociationsintheprovincethathavesucceededinnegotiatinganyagreementswithemployersunderthislegislation.InlightoftheSupremeCourtofCanada’s2015trilogy,theAEPAwouldverylikelyfailtocomplywiththenewconstitutionalstandardforprotectionforfreedomofassociation.9Inparticular:

• TheAEPAfailstoprotectworkers’choiceoftheirunionrepresentative.Thereisnoprotectedprocessbywhichworkerscandemocraticallychoosetheirrepresentativeandnomechanismtoensurethatanassociationlegitimatelyholds(andovertimecontinuestohold)amandatetorepresenttheworkers.InsteadtheAEPAenablesemployerstosubvertworkers’democraticchoiceofrepresentativebyrecognizingmultipleemployeeassociations–atacticthatsincethe1930shasbeenknowntofacilitateemployerinfluenceoveremployeeassociationsandfostercompanyunionsattheexpenseofindependentunions.TheAEPAalsorequiresassociationstoidentifythespecificemployeeswhoareitssupporters,leavingthoseworkersextremelyvulnerabletointimidationanddismissal.

• TheAEPAfailstoprotectameaningfulandeffectiveprocessofcollectivebargaining.Statedatitshighest,theAEPAonlyprovidesatruncatedopportunityforemployeestopresentsubmissionsthatanemployermust“consider”.Eventhemakingofthesesubmissionsis

8Ontario(AttorneyGeneral)v.Fraser,2011SCC20.9The2015trilogyhasextendedCharterprotectionforcollectivebargainingwellbeyondthe2011FrasercasewhichreviewedtheAEPAandthe2015trilogyhasalsoexpresslydepartedfromsomeofitsstatementsinFraser.

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constrainedbythelegislation.TheAEPArestrictswhenemployeescanmakerepresentationstoemployers,basedoncriteriawhicharemeanttopreserveemployerconvenience,powerandprivilege.Tothisend,s.5(3)oftheAEPAstatesthatthefollowing“considerationsarerelevant”todeterminewhetheremployeeshavehada“reasonableopportunity”tomakesubmissions:

o Thetimingoftherepresentationsrelativetoplantingandharvestingtimes.o Thetimingoftherepresentationsrelativetoconcernsthatmayariseinrunningan

agriculturaloperation,including,butnotlimitedto,weather,animalhealthandsafetyandplanthealth.

o Frequencyandrepetitivenessoftherepresentations.• Further,theAEPAfailstoprotectmeaningfulandeffectivecollectivebargainingbecausethere

isnoobligationtobargainandmakebesteffortstoreachanagreement.Therearenoneofthesupportsthatareavailabletootherworkerstosupportcollectivebargaining(i.e.conciliation,firstcontractarbitration).Thereisnoprotectionforanenforceablecollectiveagreementandnogrievanceprocedure.Thereisnoprotectionforunionsecurity.Agriculturalworkersaredeniedaccesstoatribunalwithlabourrelationsexpertiseandlabour-managementrepresentationtoenforcetheirlabourrights.InsteadtheAEPAisenforcedbytheAgricultureFoodandRuralAffairsTribunalthathasnohistoryoflabourrelationsengagementandexpertise.

• Finally,theAEPAfailsentirelytoprovideanyprotectionfortherighttostrikeorothermeaningfuldisputeresolutionmechanismcommonlyusedinlabourrelationsinCanada.

Tobeclear,theobjectiveatthispointisnottorehabilitatetheAEPA.Itissimplyflawedlegislationthatcannotberetrofittedtosupportrealcollectivebargainingrights.TheAEPAmustberepealedandagriculturalworkersmustbegivenrobust,meaningfulrightsofcollectivebargaininglikeotherOntarioworkerscoveredbytheLabourRelationsAct.

AccesstoSectoralBargainingCaregiversareexpresslyexcludedfromtheLabourRelationsAct.Further,becausetheyaretypicallyemployedsinglyinindividualemployers’homes,theycannotaccesstheLRA’sstandardmodeloforganizingwhichisbasedonbargainingunitswithmultipleemployees.Theseworkersneedaccesstoasectoralplatformforcollectivebargaining.Recommendationsforsuchamodelofsectoralbargainingweremadeinthe1993reportbyIntercede(anorganizationoflive-incaregivers)andtheInternationalLadiesGarmentWorkers’Union:MeetingtheNeedsofVulnerableWorkers:ProposalsforEmploymentLegislationandAccesstoCollectiveBargainingforDomesticWorkersandIndustrialHomeworkersandremainrelevanttoday.Importantly,themodelforbroaderbasedbargainingthatwouldproviderealprotectionfortheseworkersmustrecognizetheirisolation.Itcannotbedependent

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uponworkersfirstaccessingabargainingunitundertheexistingLRAassuchamodelwouldcontinuetoleavetheseworkersunprotected.Othermigrantworkers–andworkerswithsecureimmigrationstatus–whoareemployedinhighlyprecarioussectorswouldalsobenefitsignificantlyfrombroaderbasedbargainingmodelsandthisisaprincipletheSpecialAdvisorsshouldendorse.

4.3.Recruitment:From‘forcedtopay’to‘workwithoutfees’

“Ipaid$1500inHondurastocomeworkhereinCanada.HereIworkedinanunsafejobatamushroomfarmforayeartobeabletopaybackthatdebt.Ontopofthat,myemployerregularlystolemywagesandIcouldn’tfileaclaimwiththeMinistryorIwouldhavebeenfiredandsentbackhome.”-JuanMiguel,aHonduranTemporaryForeignWorkerinEasternOntario

Migrantworkersinlow-wagedjobsontemporaryworkauthorizationarepayinguptoanequivalentoftwoyears’salariesinfeesintheirhomecountriestounscrupulousrecruitersandagenciestoworkinOntario.Topaythesefees,entirefamiliesgointodebt.Oftenwhenworkersarrivehere,workconditionsandwagesarenotastheywerepromisedoragreedto.Withfamiliesbackhomeindebt,workersareafraidtocomplainaboutilltreatmentbybadbosseshere.Insomecaseswhenworkerscomplainedaboutrecruitmentfees,theyfacedabuseanddeportation.RecruitershavebeenknowntopunishentirecommunitiesbyblacklistingtheirabilitytocometoCanada.EmployerspassthebucktorecruitersinCanada,whointurnclaimthatrecruitersinsendingcountriesaretherealculprits.Ontarioneedseffectiveenforcementtoolstoholdrecruitersandemployersaccountable.In2009,migrantworkermembersoftheMigrantWorkersAllianceforChangesucceededinlobbyingtheprovincialgovernmenttopasstheEmploymentProtectionsforForeignNationalsAct(EPFNA)thatbannedchargingrecruitmentfees,andtheseizureofdocumentsfromcaregivers.InNovember2014,theStrongerWorkplacesforaStrongerEconomyActextendedEPFNAprotectionstoallmigrantworkers,fillinginpartofthelegislativegap.ThatprotectioncameintoeffectinNovember2015.

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However,two-thirdsofthecaregiverssurveyedbytheCaregiversActionCentreafterEPFNAcameintoforcereportedpayingfeesaveraging$3,275.Between2010to2013,only$12,100inillegalfeeswasrecoveredunderEPFNA.EPFNAisaweaklegislativetoolbecauseitreliesheavilyonworkercomplaintsratherthanproactiveenforcement.

InMay2015,itwasrevealedthatImelda“Mel”FrondaSaluma,46,wasbehindamassivescaminOntariothatbilkedmorethan$2.3millionfrom600prospectiveFilipinomigrants.Whilechargeshavebeenlaidagainstthisrecruiter,nomoneyhasbeenrecoveredfortheworkerswhopaidherand,infact,manyofthemhavebeenbannedbyImmigrationCanadafromapplyingfornewpermits.ProtectingOntarioworkerswithoutfullimmigrationstatusrequireslegislationthatisdesignedwithaviewtoendingthepracticeofmigrantworkerspayingfeestoworkinOntario.Specificmeasurestothisendinclude:a) RequirecompulsorylicensingofallrecruitersworkinginOntariowithafinancial

bondCurrentlyanyonecanrecruitmigrantworkersinCanadaorabroad,chargethemlargefees,andeitherputthemincontactwithaCanadianemployerorwalkawaywithoutactuallyprovidingthejobtheypromised.Tocountertheabusesinherentinthissystem:● Allrecruiters,specificallyrecruitersoflow-wagedmigrantworkers,inOntariomustbelicensed.● Thelistoflicensedrecruitersshouldbeeasilyaccessibleonlinetomigrantworkersaroundthe

world.● Licensingshouldincludeafinancialbond.● Penaltiesshouldbeputintoplaceforunlicensedrecruitersandrecoveredmoniesshouldbe

directedtoworkerswhoaremisledbythem.

b) RequirecompulsoryregistrationofallmigrantworkeremployersinOntarioEmployerschoosewhichrecruiterstheyworkwith,andareoftenawareofthefeesbeingmadebymigrantworkersoverseasorinOntario.Assuch,aneffectiverecruitmentregulationprocessrequiresknowingwhichemployershiremigrantworkersintheprovince.Currently,Ontariodependsonthefederalgovernment’swillingnesstoshareinformationaboutemployersthathiremigrantworkers.Acompulsoryandrobustemployerregistrationsystemisrequiredforeffectiverecruiterregulation.

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c) Holdrecruitersandemployersjointlyfinanciallyliableforviolatinglabourprotections

ThispracticeisalreadythelawinManitobaandotherprovincesandensuresthatresponsibilityforviolationsisnotpassedtorecruitersabroad.● Employersshouldbeheldaccountableforworkingwithappropriaterecruiters(whoshouldbe

licensedinOntario)toensurethatmigrantworkersdonotfacefees.Thispracticeensurespredictabilityandcertaintyforemployers,recruitersandmigrantworkers.

LegislationtoprotectmigrantworkersfromexploitationbyrecruitersandemployersmustbeproactiveandmeetinternationalanddomesticbestpracticesrepresentedbyManitoba’sWorkerRecruitmentandProtectionActandtheenhancementsdevelopedinSaskatchewanandNovaScotia.WesupporttheserecommendationsintheMetcalfFoundationreport,ProfitingfromthePrecarious,includingthatotherspecificenhancementstotheManitobamodelbeadoptedinOntario:

● mandatoryreportingofallindividualsandentitiesthatparticipateintherecruiter’ssupplychainin

Canadaandabroad;● mandatoryreportingofdetailedinformationregardingarecruiter’sbusinessandfinancial

informationinCanadaandabroadasdevelopedinNovaScotia’slegislation;● explicitprovisionsthatmakealicensedrecruiterliableforanyactionsbyanyindividualorentityin

therecruiter’ssupplychainthatareinconsistentwiththeOntariolawprohibitingexploitativerecruitmentpractices;

● explicitprovisionthatmakesitanindependentoffenceforanemployertoengagetheservicesofarecruiterwhoisnotlicensedunderthelegislation;

● explicitprovisionsthatmakeanemployerandrecruiterjointlyandseverallyliableforviolationsofthelawandemploymentcontract;

● protectionsagainstthebroaderrangeofexploitativeconductprohibitedinSaskatchewan(i.e.,distributingfalseormisleadinginformation,misrepresentingemploymentopportunities,threateningdeportation,contactingamigrantworker’sfamilywithoutconsent,threateningamigrantworker’sfamily,ats.22ofFWRISA);and

● provisionsallowingforinformationsharingthatenhancecrossjurisdictionalenforcementofprotectionsagainstexploitativerecruitmentpractices,includinginformationsharingwithotherministriesoragenciesoftheprovincialgovernment,departmentoragenciesofthefederalgovernment,departmentsoragenciesofanotherprovinceorterritoryoranothercountryorstatewithinthecountryasdevelopedinSaskatchewan’slegislation.

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ThisrecruitmentregulationsystemshouldsitwithintheMinistryofLabour,thathastheexpertiseandthelegalstatustoenforceemploymentstandards,ensuringthatmigrantworkersarenotchargedfees,andthattheirratesofpayandconditionsofworkmeetOntario’sminimumstandards.4.4.StrengtheningHealthandSafetyprotectionsa)IndustryspecificregulationsforagricultureThereisanurgentneedforindustry-specificregulationsforagriculturetoensuremigrantagriculturalworkershaveaccesstobathroomsinthefields,cleandrinkingwater,andregularbreaks.Inaddition,agriculture-specifichazardssuchasconfinedspaces,prolongedexposuretopesticidesandexposuretoextremeheatandweathermustbeaddressedinregulationstargetedtoagriculturalwork.AllagriculturerelateddeathsmustbefollowedbyamandatoryCoroner’sInquest.b)EliminatetheexclusionofdomesticworkersfromOccupationalHealthandSafetyAct(OHSA)OnDecember2,2014,MaritesAngana,alive-incaregiverfromthePhilippines,diedofabrainhaemorrhageattheTorontoWesternHospitalaftersufferingaheadinjuryfromafallinheremployer'sgarage.Domesticworkers,manyofwhomarelive-incaregiverslikeMaritesAngana,areexcludedfromtheOccupationalHealthandSafetyAct.Thus,despiteherdeathbeingaworkplacefatality,noMinistryofLabourinvestigationtookplace.MsAngana’scaseisoneofmanyinstanceswhereexclusionsofdomesticworkersresultinnostructuralreformsevenwhentragedyoccurs.EliminatingtheexclusionisevenmoreimportantinthecurrentworkenvironmentwheremanyCaregiversareinvolvedinelderlycare,andresponsibleforliftingandmovingtheiremployers.c)BroaderreviewofOHSAinregardstomigrantworkWithmigrantworkersnowenteringmanydifferentarenasofwork,regulationsmustbemodernizedwithaviewtoprotectingvulnerableworkersinthoseindustries,includingconsultationsfromworkersandcommunityorganizations.

4.5.WorkplaceSafetyandInsuranceBoard(WSIB)

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a)ProvidefairaccesstoLossofEarningbenefitsformigrantworkersUnder‘deeming’practices,migrantworkersaredeemed‘fittowork’atjobsinOntario(suchasgasstationattendant)andtakenoffWSIBaftertheyhavebeenrepatriatedtohomecountrieswherenosuchjobsexist.Deemingpracticesforworkersabroadmustbestopped.ThegovernmentshouldcommittoworkingwithmigrantworkersandtheiradvocatestodeterminehowbesttoupdatetheWorkplaceSafetyandInsuranceAct(WSIA)toprovidefairandappropriateLossofEarningbenefitsformigrantworkers.MigrantworkersmustalsobeabletoaccessretrainingprogramsthatareavailabletootherOntarioworkers.Thesechangesshouldbepartofabroaderefforttoensureportablesocialbenefitsforallmigrantworkerswithprecariousorpermanentlytemporarystatus.

4.6.Accesstohealthservicesa)Eliminatethethree-monthwaitingperiodthatservesasakeybarriertoensuringpublichealthstandardsaremetformigrantworkers.Migrantworkers’employersaremeanttoberesponsibleforprovidinghealthcareforthefirstthreemonths.Whenworkersarrive,immediatehealthcareisnotavailable,andservicesthatexist,particularlyinruralareasexcludereproductivehealthcareforwomenwhichmakesitextremelydifficultforwomenworkerstobeginworkonanequalplayingfieldhealthwise.Thusitisessentialthatfullhealthcareservicesbemadeavailabletomigrantworkersuponarrival.

b)Endunreasonabledelays.Migrantworkersarefacingunreasonabledelaysingettingtheirapplicationsforhealthstatusprocessedevenafterthethree-monthperiod,sometimeswaitingtheentirelengthoftheircontracttoreceivehealthcare.Regulationstoensureconsistentandtimelyaccess,i.e.immediateaccesstohealthcare,mustbedeveloped.

c)Ensurehealthcareaccessregardlessofimmigrationstatus.Migrantworkers,particularlythosethatareforcedtoleaveabusiveemployers,falloutofstatus,orareinbetweenworkpermitsoremployersformonthsatatime.Thoughfederallawdoesnotdenyhealthcareonthebasisofimmigrationstatus,provinciallegislationdoes.Workersareabletoaccesslife-savingandemergencyservicesatcost,butcan’taccesspreventativecare,leadingtogreaterfinancialburdenonpublicservicesandpublichealthconcerns.Migrantworkersshouldbegrantedaccesstohealthservicesregardlessoftheirimmigrationstatus.

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4.7.ChangesintheCanada-OntarioImmigrationAgreement(COIA)Thetemporaryforeignworkerprogramneedsfundamentalreformstoaddressworkers’precariousimmigrationstatusandpermitworkerstoaccessbasicemploymentrights.TheMinistryofLabourshouldworkwiththefederalgovernmenttodevelopchangesthatwouldaddressthebarriersworkersfaceinaccessingemploymentrights.a)ExpandtheProvincialNomineeProgram(PNP)togivepathwaystopermanentresidencytomigrantworkersdeemed‘low-skilled’.Workerslivingwithoutprecarityaremorelikelytoestablishcommunityties,andinvestintheirworkplacesandcommunitiesresultinginoverallimprovementofpubliclife.Thisalsocreatesareliableworkforceandreducescontinuoustrainingcoststhatemployersmustincurasaresultofatransitionalworkforce.Migrantworkersinindustriesconsidered“low-skilled”suchasagriculture,servicesandconstructionmustbeabletojoinOntarioasPermanentResidentsthroughtheProvincialNomineeProgram.b)Createanopenworkpermitprogramformigrantworkerswithworkers’rightscomplaintsagainstemployersandrecruiterstooff-setreprisalsandrepatriationthreats.ThediscontinuedAlbertaOpenWorkPermitPilotProject,AgreementforCanada-AlbertaCooperationonImmigration(AnnexB,2009)wassuchapathway.However,theAlbertaTFWAdvisoryOfficehadtomakerecommendationsfortheissuingofworkpermits.Thiswasabarriertoaccessforworkersatriskofreprisals.Openworkpermitsforworkersshouldinsteadbestreamlined,andworkercomplainantsattheMinistryofLabourshouldhaveimmediateaccesstoopenworkpermits.Ifthepermitismadediscretionary,expeditedmechanismsforappealsshouldbeinstituted.AsimilarprocessshouldbeconsideredforOntarioinordertoensureworkershavetheopportunitytofollowthroughtheirworkplacecases.

c)Establishamoratoriumonrepatriationsofmigrantworkerswithongoingworkers’rightscomplaints.

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Oneofthekeyreasonsworkersdon’tmakecomplaintsaboutstolenwagesorabusiveconditionsisbecauseofthethreatofreprisalsintheformoflay-offsandendingofemploymentrelationshipwhichmayresultinlossofimmigrationstatusandpossiblydeportation.MoratoriumsondeportationforworkerswithpendingcomplaintswillresultingreateremploymentrightsforOntarioworkerswhodonothavepermanentimmigrationstatus.OntarioshouldanalysethepossibilityofallowingOntarioworkersthetimetoresolvependingcasesrelatedtotheiremploymentintheProvince.

d)Developcomprehensiveinformation-sharingprocessesbetweenthefederalandprovincialgovernmenttoensureprotectionsformigrantworkers(likeManitobahaswithCanada)inconsultationwithcommunityorganizations.Communityadvocatesmusthavetherighttoknowandaccesstheinformationonemployersandworkerssharedbetweenthefederalandprovincialgovernments.Theoverridingpriorityofsuchinformation-sharingprocessesshouldbetheprotectionofworkersandtheenforcementoflabour,employment,andhumanrightslaws,includingtheguaranteeofanti-reprisalandtransitionalprotectionsforworkers.TheinformationsharingagreementshouldspecificallybarsharingofworkerimmigrationstatusorotheridentifyinginformationfromtheprovincetotheFederalgovernment.

4.8.AccesstosafeanddecenthousingOntarioregulatesallowableroomandboardtobedeductedforLive-inCaregiversbutissilentonregulationstoensureadequacyofsuchprovisions.ThisistrueevenafterfederallawschangedinNovember2014barringemployersfromdeductingcostsofroomandboard.Further,theESAissilentonotherworkersundertheTFWPthatareoftenrequiredtoliveintheiremployer’saccommodationandhaverentsandotherhousingfeesdeductedfromtheirwages.Manymigrantworkers’housing(includingfarmworkers)iscurrentlyexcludedfromtheOntarioResidentialTenanciesAct.Thesegapsinprotectionresultinunsafe,crowdedandunsanitarylivingconditionsformanymigrantworkers.Housingguidelinesareinadequateandoutdatedandenforcementisnotconsistentoreffective.

a)RegulatemigranthousinganddevelopcomprehensiveenforcementofregulationsTheMinistryofLabourshouldexplorethepossibilityforregulationsonmigrantworkerhousingtobedevelopedundertheESAgiventheprovisionofhousingbyemployersandthecloseproximityto

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migrantworkers’jobsites.Ataminimum,existinghousingguidelinesforagriculturalworkersmustbereplacedwithupdatedandenforceableregulationsinconsultationwithmigrantworkersandcommunitystakeholdersandwiththerelevantOntarioministries.Housingregulationsformigrantworkersinotherstreamsmustalsobedeveloped.b)ProactiveEnforcementStrategyAproactiveenforcementstrategymustreflecttherealitiesfacingmigrantworkersandtheirfearsofreprisalforspeakingoutabouthousingconditions..Finesforviolations,damagesforworkersinsubstandardhousing,multipleinspectionsperyearandanonymouscomplaintsarekeycomponentsofaproactiveenforcementstrategy.c)ProvideaccesstorentgearedtoincomehousingformigrantworkersCurrently,theOntarioHousingServicesActrestrictsrentgearedtoincomehousingtocitizens,refugeesandpermanentresidents.Removingimmigrationstatusasabarriertoaccessingsocialhousingwillstrengthentheabilityofworkersincoerciveemploymentarrangementstoseeksupport,andassertrightswithoutfear.

4.9.OntarioWorks(OW)andOntarioDisabilitySupportProgram(ODSP)ManyworkersthatareunabletoaccessWSIBbecauseofdeemingorotherregulatoryissuesturntoODSPforsupport.However,OWandODSParebasedonresidencyinOntario,whicheffectivelybarsmigrantworkersaftertheyhavebeenrepatriated.AswithWSIBandEI,inclusionunderOWandODSPshouldbeaprioritytoensurethatmigrantworkersreceivethefullsocialwageandportablesocialbenefitsevenafterleavingCanada.ImmigrationstatusasabarriertoaccessingOWandODSPshouldberemoved.