1 Assignment: Ethics Analysis Student name Course Instructor November 28, 2024 2 Academic Integrity Declaration Statement I acknowledge that I have read and understood University Canada West’s policy on academic integrity and plagiarism. I declare that this submission is my own work and all sources are fully referenced. 3 Ethics Analysis Stakeholders Stakeholders are any parties who can influence or be influenced by the project's objectives including both internal and external customers, the project team, and the community at large. Their importance further depends on attributes such as power, legitimacy, and urgency that can change in the course of the project lifecycle (Assudani & Kloppenborg, 2010). 4 Mind map of the problem Selected company: Canadian Tire (Reported in late 2023) (Wilson, 2024) 5 Stakeholder Table Stakeholder Temporary Foreign Workers What Makes Them a Stakeholder Directly influenced by the project as they were subject to wage reductions, exploitation, and unfair working conditions. Canadian Tire (Corporate) Influences and is influenced by the reputation and operational standards across its franchise network. Franchise Owner (Ezhil Key decision-maker whose actions directly affected Natarajan) workers and store operations. Ontario Ministry of Labour Regulates workplace practices and investigates the allegations, influencing compliance and legal outcomes (Cicchini, 2024). Employment and Social Federal authority overseeing the TFWP, ensuring its Development Canada (ESDC) fair application and employer accountability (CanadaVisa, 2021). Immigration Consultant (Allison Facilitated the hiring process but allegedly charged Jones Consulting Services Inc.) excessive fees to workers, influencing their exploitation (Protected, 2024). Workers’ Advocacy Groups Represent workers' rights and enhance their voices, advocating for fair treatment and system reforms. Local Customers External customers are influenced by the store's operations and potential impact on its reputation within the community. Media (e.g., The Globe and Shares information about the case, influencing public Mail) perception and corporate accountability. Canada’s Indigenous Peoples While not directly connected to this specific case, they are potential stakeholders if any local Indigenous workers, businesses, or land-use considerations are involved. Not included in the mind map as no explicit connection was identified in the case. Note on Indigenous Peoples: No specific connections to the case were identified in the 6 reports, so Canada's Indigenous Peoples were not included in the mind map. However, they are a recognized broader stakeholder group when considering systemic labor issues, land use, or regional representation in corporate practices. Relationship between the company and its problem Worker Advocacy Groups (e.g., Montreal Workers' Rights Group): These groups advocate for the rights of Temporary Foreign Workers, exposing exploitative practices such as wage reductions and role misrepresentation. Their relationship with Canadian Tire is through exposing labor violations in franchises under it, demanding accountability, and supporting impacted workers through legal actions and public awareness campaigns. Mind map of the external stakeholder 7 Library Research Terms Critical Component Selected: Advocacy Campaigns (from Operational Commitments) Worker advocacy campaigns Temporary Foreign Worker Program (TFWP) advocacy Labor rights movements in Canada Employee exploitation prevention Advocacy for immigrant workers NGO labor rights campaigns Canadian labor policy and worker protection Legal aid for exploited workers Advocacy campaign strategies Ethical labor practices advocacy Academic Sources Source 1 Savage, L. (2009). Workers’ rights as human rights. Labor Studies Journal, 34(1), 8–20. https://doi.org/10.1177/0160449x08328889 This article explores the changing role of human rights discourses in Canadian labor movements, particularly through the lens of the Canadian Charter of Rights and Freedoms. It covers the change of perspective from individualized views of worker rights to collective rights as human rights, stressing a global view of labor rights. The rise of the "workers' rights as human rights" mantra, which has been fronted by unions such as UFCW and NUPGE, and the attendant legal and political challenges to labor, is analyzed in this article, which critiques the move toward rights-based strategies in the law. 8 Source 2 Chartrand, T., & Vosko, L. F. (2020). Canada’s Temporary Foreign Worker and International Mobility Programs: Charting change and continuity among source countries. International Migration, 59(2), 89–109. https://doi.org/10.1111/imig.12762 This article examines recent changes and continuities in Canada's Temporary Foreign Worker Program (TFWP) and International Mobility Program (IMP). It reviews changing migration patterns, wherein Latin American and Caribbean migrants are more likely to be involved in the TFWP, while the IMP route is the source of entry for all other regions. It reviews the history of exploitation and racialization connected specifically with the workforces from India and China. They also outline how these programs are fluid and being shaped by trade agreements, like NAFTA, that have empowered employers and shaped the conditions and rights enjoyed by Canadian temporary migrant workers. Source 3 Stanley, M. L., Neck, C. B., & Neck, C. P. (2023). Loyal workers are selectively and ironically targeted for exploitation. Journal of Experimental Social Psychology, 106, 104442. https://doi.org/10.1016/j.jesp.2022.104442 This study discusses the relationship between employee loyalty and exploitation in the workplace. Loyalty is something that is traditionally considered a positive moral virtue that fosters trust and cooperation. However, the authors hypothesize that employees who are known for loyalty become more vulnerable to exploitation. Loyal workers make personal sacrifices for their employers, and managers believe such workers can tolerate unfair treatment, such as working extra hours without compensation. This leads to a vicious cycle where loyal employees are increasingly exploited. Loyalty can sometimes lead to unethical practices and worsen the conditions for workers instead of being an entirely positive attribute. 9 Recommendations To improve the company’s relationship with its workers, the following recommendations are suggested: 1. Implement Fair Compensation Practices: Ensure that loyal workers are appropriately rewarded for additional work to avoid exploitation. 2. Strengthen Support Systems: Create opportunities for temporary workers to report concerns without fear of retaliation. 3. Offer Career Development Opportunities: Support long-term worker loyalty through training programs and clear career pathways. 4. Promote Transparency and Ethical Management: Encourage open communication about expectations and ensure that loyalty is not misused. 5. Engage in Regular Stakeholder Dialogue: Actively engage employees in decisionmaking to promote mutual respect and trust. 10 Memo To: Greg Hicks, CEO, Canadian Tire From: Student name Date: November 20, 2024 Subject: Addressing Employee Exploitation and Engagement with Worker Advocacy Groups The Etobicoke location of Canadian Tire is being investigated for reportedly abusing and financially exploiting Temporary Foreign Workers (TFWs). Worker advocacy groups are the primary external non-governmental stakeholders in this case. They are important because they ensure fair treatment and protect workers' rights, particularly when vulnerable groups like temporary foreign workers are involved. Significant Component The most significant issue that was identified in the mind map was worker advocacy groups focusing on fair wages and integrity in jobs. Research shows that exploitation of labor, such as arbitrary wage cuts and mismatched job duties, is a more common violation of labor rights by advocacy groups. This is a concern because it is not only related to employee welfare but can also bring reputational damage to Canadian Tire if the problem continues unabated. Research Overview Larry Savage's article on how Canada's labor laws have changed since the Charter of Rights and Freedoms was created, with a specific focus on how workers' rights are now included in discussions of human rights. Savage adds that this approach has gained popularity but risks depoliticizing workers' movements by prioritizing individual rights above collective labor power. The impact of recent changes in the countries of origin for temporary migrant workers in Canada is looked at in the second by Tyler Chartrand and Leah F. Vosko. Despite changing policies, the authors conclude that racialization and exploitation are still deeply rooted in these programs' design. Lastly, the study by Matthew L. & other authors explores the potential of workplace exploitation of employees who are perceived as loyal. They find that loyal employees typically fall into a loop of self-sacrifice that strengthens their reputation for loyalty, which leads to increased exploitation. Findings My research found that legal, social, and ethical frameworks are related to labor and workers' 11 rights. Policies relating to working conditions and rights impact stakeholders such as employers, migrating workers, and labor unions. Whether through individual rights discourse, migrant labor exploitation, or loyalty-driven workplace abuses, I found that ethical challenges, such as the exploitation, and depoliticization of labor, persist in different situations, showing gaps in labor relations. Recommendations Implement transparent wage policies and ensure workers are not given duties outside their contractual roles. Discuss with worker rights groups to address concerns and proactively work towards resolving any disputes. Review the hiring and treatment practices of TFW employees to prevent exploitation and ensure compliance with labor laws. Create confidential channels for employees to report mistreatment without fear of retaliation. Show commitment to fair labor practices through public statements and internal audits to prevent exploitation. Canadian Tire can better align with stakeholder expectations and build a stronger, more ethical relationship with its workforce and advocacy groups by taking these steps. 12 References Assudani, R., & Kloppenborg, T. J. (2010). Managing stakeholders for project management success: an emergent model of stakeholders. Journal of General Management, 35(3), 67–80. CanadaVisa. (2021, December 31). About Employment and Social Development Canada (ESDC). Canadavisa.com. https://www.canadavisa.com/esdc.html Cicchini, O. (2024, July 12). Ministry of Labour Ontario: The Procedures for Claims and Complaints. Ministry of Labour. https://www.peninsulagrouplimited.com/ca/resourcehub/ministry-of-labour/ministry-of-labour-ontario-claims-andcomplaints/#:~:text=The%20Ministry%20of%20Labour%20Ontario%20provides%20 information%20resources%20for%20employers,workplace%20practices%20and%20 payroll%20records. Protected, E. (2024, October 29). Workplace advocacy: Championing employee rights and well-being. Rights in Action. https://rightsinaction.org.au/workplace-advocacychampioning-employee-rights-and-well-being/ Wilson, J. (2024, October 2). Canadian Tire store under investigation for alleged exploitation of temporary foreign workers. Canadian HR Reporter. https://www.hrreporter.com/focus-areas/employment-law/canadian-tire-store-underinvestigation-for-alleged-exploitation-of-temporary-foreignworkers/388876#:~:text=The%20investigation%20centers%20around%20the,reporte d%20The%20Globe%20and%20Mail.
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