{"id":7099,"date":"2022-07-04T10:50:00","date_gmt":"2022-07-04T14:50:00","guid":{"rendered":"http:\/\/13.232.18.74\/?p=7099"},"modified":"2024-05-13T14:12:03","modified_gmt":"2024-05-13T18:12:03","slug":"principaux-impacts-de-ladoption-de-la-loi-sur-la-langue-officielle-et-commune-du-quebec-le-francais-sur-les-employeurs-du-quebec","status":"publish","type":"post","link":"https:\/\/alexatranslations.com\/fr\/blog\/the-main-impacts-of-the-adoption-of-the-act-respecting-french-the-official-and-common-language-of-quebec-on-quebec-employers\/","title":{"rendered":"THE MAIN IMPACTS OF THE ADOPTION OF THE ACT RESPECTING FRENCH, THE OFFICIAL AND COMMON LANGUAGE OF QU\u00c9BEC, ON QU\u00c9BEC EMPLOYERS"},"content":{"rendered":"

Cet article a \u00e9t\u00e9 initialement r\u00e9dig\u00e9 et publi\u00e9 par DENTONS<\/a>.<\/strong><\/p>\n\n\n\n

On May 24, 2022, the National Assembly of Qu\u00e9bec adopted Bill 96 - An Act respecting French, the official and common language of Qu\u00e9bec<\/em> (the \u201cAct<\/strong>\u201d). It is expected that the bill will be assented to in the next few days, which is the last step for a bill to become a law.<\/p>\n\n\n\n

Le pr\u00e9sent bulletin porte sur les principales modifications que la Loi apporte \u00e0 la Charte de la langue fran\u00e7aise<\/em>, et qui sont pertinentes pour les employeurs.<\/p>\n\n\n\n

<\/div><\/div>\n\n\n\n
OFFRES D\u2019EMPLOI<\/strong><\/h5>\n\n\n\n

Lorsque des employeurs publieront une offre d\u2019emploi dans une autre langue que le fran\u00e7ais, ils devront veiller \u00e0 ce qu\u2019elle soit diffus\u00e9e simultan\u00e9ment en fran\u00e7ais, en utilisant des moyens de transmission de m\u00eame nature et atteignant un public cible de taille comparable, toutes proportions gard\u00e9es. Similairement, toute offre d\u2019emploi, de mutation ou de promotion diffus\u00e9e par les employeurs devra \u00eatre r\u00e9dig\u00e9e en fran\u00e7ais.<\/p>\n\n\n\n

<\/div><\/div>\n\n\n\n
EXIGENCES PR\u00c9CISES REQUISES POUR QUE LA CONNAISSANCE D\u2019UNE LANGUE AUTRE QUE LE FRAN\u00c7AIS SOIT UNE CONDITION D\u2019EMPLOI<\/strong><\/h5>\n\n\n\n

La Loi pr\u00e9cise qu\u2019avant d\u2019exiger la connaissance d\u2019une autre langue que le fran\u00e7ais lors de l\u2019embauche, les employeurs devront d\u00e9montrer qu\u2019ils : (i) ont \u00e9valu\u00e9 les besoins linguistiques r\u00e9els associ\u00e9s aux t\u00e2ches \u00e0 accomplir; (ii) se sont assur\u00e9s que les connaissances linguistiques d\u00e9j\u00e0 exig\u00e9es des autres membres du personnel sont insuffisantes pour l\u2019accomplissement de ces t\u00e2ches; et (iii) ont restreint le plus possible le nombre de postes auxquels se rattachent des t\u00e2ches dont l\u2019accomplissement n\u00e9cessite la connaissance d\u2019une autre langue que le fran\u00e7ais. Suite \u00e0 un amendement adopt\u00e9 en commission parlementaire, la Loi pr\u00e9cise cependant que l\u2019obligation d\u00e9crite ci-dessus ne doit pas \u00eatre interpr\u00e9t\u00e9e de mani\u00e8re \u00e0 imposer une r\u00e9organisation d\u00e9raisonnable \u00e0 une entreprise.<\/p>\n\n\n\n

De plus, les employeurs qui exigeront la connaissance ou un niveau de connaissance sp\u00e9cifique d\u2019une autre langue que le fran\u00e7ais pour acc\u00e9der \u00e0 un poste devront, lorsqu'ils diffuseront une offre visant \u00e0 pourvoir ce poste, y indiquer les motifs justifiant cette exigence.<\/p>\n\n\n\n

<\/div><\/div>\n\n\n\n
CONTRATS DE TRAVAIL<\/strong><\/h5>\n\n\n\n

Les employeurs devront veiller \u00e0 ce que tout contrat individuel de travail qu\u2019ils concluent par \u00e9crit soit r\u00e9dig\u00e9 en fran\u00e7ais. Ainsi, les contrats individuels de travail qui sont des contrats d\u2019adh\u00e9sion (c\u2019est-\u00e0-dire un contrat dont les stipulations essentielles ont \u00e9t\u00e9 impos\u00e9es ou r\u00e9dig\u00e9es par l\u2019employeur, sans que l\u2019employ\u00e9 ait eu une occasion r\u00e9elle de les n\u00e9gocier) r\u00e9dig\u00e9s dans une autre langue que le fran\u00e7ais ne lieront les parties que si celles-ci confirment leur volont\u00e9 expresse que le contrat soit r\u00e9dig\u00e9 dans cette langue, apr\u00e8s que le contrat r\u00e9dig\u00e9 en fran\u00e7ais leur ait d\u2019abord \u00e9t\u00e9 pr\u00e9sent\u00e9 et qu\u2019elles aient eu l\u2019occasion de la r\u00e9viser. En revanche, lorsqu\u2019un employ\u00e9 a une r\u00e9elle occasion de n\u00e9gocier les termes de son contrat de travail, la stipulation de la volont\u00e9 expresse des parties de disposer du contrat dans une autre langue que le fran\u00e7ais continuera d\u2019\u00eatre suffisante.<\/p>\n\n\n\n

<\/div><\/div>\n\n\n\n
COMMUNICATIONS AVEC LE PERSONNEL<\/strong><\/h5>\n\n\n\n

La Loi pr\u00e9voit que les communications \u00e9crites, incluant celles suivant la fin du lien d\u2019emploi, qu\u2019un employeur adresse \u00e0 son personnel ou \u00e0 une partie de celui ci, \u00e0 un travailleur en particulier ou \u00e0 une association de travailleurs repr\u00e9sentant son personnel devront \u00eatre en fran\u00e7ais. Cependant, un employeur pourra communiquer par \u00e9crit dans une autre langue que le fran\u00e7ais avec un travailleur qui en fera la demande. De plus, les employeurs devront s\u2019assurer que les formulaires de demande d\u2019emploi, les documents ayant trait aux conditions de travail et les documents de formation produits \u00e0 l\u2019intention du personnel soient r\u00e9dig\u00e9s en fran\u00e7ais et s\u2019ils les rendent disponibles dans une autre langue, que la version en fran\u00e7ais soit accessible dans des conditions au moins aussi favorables.<\/p>\n\n\n\n

<\/div><\/div>\n\n\n\n
SENTENCES ARBITRALES ET JUGEMENTS RENDUS PAR UN TRIBUNAL JUDICIAIRE<\/strong><\/h5>\n\n\n\n

La Loi pr\u00e9voit qu\u2019une version fran\u00e7aise devra \u00eatre jointe sans d\u00e9lai \u00e0 toute sentence arbitrale rendue par \u00e9crit en anglais \u00e0 la suite de l\u2019arbitrage d\u2019un grief, d\u2019une m\u00e9sentente, ou d\u2019un diff\u00e9rend, soit relatif \u00e0 la n\u00e9gociation, au renouvellement ou \u00e0 la r\u00e9vision d\u2019une convention collective ou d\u2019une entente collective, soit r\u00e9sultant de l\u2019interpr\u00e9tation ou de l\u2019application d\u2019une telle convention ou d\u2019une telle entente. La traduction de la sentence arbitrale devra \u00eatre certifi\u00e9e, et les frais de traduction devront \u00eatre assum\u00e9s par les parties.<\/p>\n\n\n\n

De fa\u00e7on similaire, une version fran\u00e7aise devra \u00eatre jointe sans d\u00e9lai \u00e0 tout jugement rendu par \u00e9crit en anglais par un tribunal judiciaire mettant fin \u00e0 une instance ou pr\u00e9sentant un int\u00e9r\u00eat pour le public. Les frais de traduction n\u2019auront toutefois pas \u00e0 \u00eatre assum\u00e9s par les parties.<\/p>\n\n\n\n

Les dispositions auxquelles il est fait r\u00e9f\u00e9rence dans ce paragraphe entreront en vigueur deux ans suivant la date de la sanction de la Loi.<\/p>\n\n\n\n

<\/div><\/div>\n\n\n\n
R\u00c8GLES DE FRANCISATION<\/strong><\/h5>\n\n\n\n

The Act extends the francization process, according to which a company must demonstrate that the use of French is generalized throughout the workplace, to companies with between 25 and 49 employees. Thus, similarly to businesses with 50 or more employees, they will now have to register and obtain a francization certificate from the Office qu\u00e9b\u00e9cois de la langue fran\u00e7aise (the \u201cOQLF<\/strong>\u201d). In the absence of a francization certificate due to the non-generalization of the use of French at all levels of the company, the OQLF will order a company to develop and implement a francization program that must be sent to the OQLF within three (3) months of receiving the OQLF\u2019s notice to that effect. The company is then required to (i) ensure that the use of French remains widespread at all levels and (ii) submit a report to the OQLF every three (3) years. If, after reviewing such a report, the OQLF believes that the use is no longer generalized at all levels of the company, it will order the company to establish and implement an action plan to remedy the situation after giving it the opportunity to present observations. An employer will then have two months to submit its action plan for approval to the OQLF.<\/p>\n\n\n\n

Ces m\u00eames entreprises ne seront tenues d\u2019instituer un comit\u00e9 de francisation que si l\u2019OQLF leur ordonne la cr\u00e9ation d\u2019un tel comit\u00e9 apr\u00e8s examen de l\u2019analyse de leur situation linguistique.<\/p>\n\n\n\n

L\u2019application de ces r\u00e8gles aux entreprises comptant entre 25 et 49 employ\u00e9s n\u2019entrera en vigueur que trois ans apr\u00e8s la date de sanction de la Loi, soit en 2025.<\/p>\n\n\n\n

<\/div><\/div>\n\n\n\n
POUVOIRS DE L'OQLF<\/strong><\/h5>\n\n\n\n

The Act broadens the powers of the OQLF<\/a> in the context of inspections and investigations it conducts.<\/p>\n\n\n\n

En cas de manquement aux dispositions de la Loi, l'OQLF a le pouvoir d'ordonner \u00e0 celui qui en est l'auteur de s'y conformer ou de cesser d'y contrevenir. En de pareilles circonstances, l'OQLF indique un d\u00e9lai \u00e0 l'int\u00e9rieur duquel l'auteur du manquement doit agir.<\/p>\n\n\n\n

Finalement, la Loi accorde \u00e0 l'OQLF le pouvoir de demander \u00e0 un juge de la Cour sup\u00e9rieure de prononcer une injonction relativement \u00e0 l'application de la Loi.<\/p>\n\n\n\n

<\/div><\/div>\n\n\n\n
SANCTIONS EN CAS DE NON-CONFORMIT\u00c9<\/strong><\/h5>\n\n\n\n
<\/div><\/div>\n\n\n\n
Sanctions civiles<\/h6>\n\n\n\n

La Loi introduit de nouvelles sanctions civiles pouvant \u00eatre impos\u00e9es en cas de contravention \u00e0 celle-ci. Dor\u00e9navant, les dispositions d'un contrat, d'une d\u00e9cision ou d'un autre acte causant pr\u00e9judice par leur contravention aux dispositions de la Loi peuvent \u00eatre frapp\u00e9es de nullit\u00e9, \u00e0 la demande de celui qui subit ce pr\u00e9judice. Cela dit, au lieu de demander l'annulation d'un contrat, une partie \u00e0 ce dernier peut opter pour son maintien et demander une r\u00e9duction de son obligation \u00e9quivalente aux dommages-int\u00e9r\u00eats qu'elle est justifi\u00e9e de r\u00e9clamer.<\/p>\n\n\n\n

De plus, la Loi accorde une grande discr\u00e9tion au tribunal, celle-ci pr\u00e9voyant qu'il puisse \u00e9galement rendre toute ordonnance qu'il estime appropri\u00e9e.<\/p>\n\n\n\n

<\/div><\/div>\n\n\n\n
Sanction administrative<\/h6>\n\n\n\n

En cas de contravention r\u00e9p\u00e9t\u00e9e aux dispositions de la Loi, une entreprise s'expose \u00e0 la suspension ou \u00e0 la r\u00e9vocation d'un permis ou de toute autre autorisation qu'elle d\u00e9tient, et ce, malgr\u00e9 toute ordonnance ayant pu \u00eatre rendue par l'OQLF et toute poursuite p\u00e9nale entreprise \u00e0 son \u00e9gard en raison de telles contraventions.<\/p>\n\n\n\n

<\/div><\/div>\n\n\n\n
Dispositions p\u00e9nales<\/h6>\n\n\n\n

La Loi augmente les montants des amendes pouvant \u00eatre impos\u00e9es en cas d'infraction \u00e0 la Loi. D\u00e9sormais, une personne physique qui contrevient \u00e0 la Loi s'expose \u00e0 une amende de 700 $ \u00e0 7 000 $, alors qu'une personne morale s'expose \u00e0 une amende de 3 000 $ \u00e0 30 000 $. Ces montants minimaux et maximaux sont port\u00e9s au double en cas de premi\u00e8re r\u00e9cidive et au triple pour toute r\u00e9cidive additionnelle.<\/p>\n\n\n\n

Par ailleurs, il est important de souligner que la Loi pr\u00e9voit que les administrateurs seront pr\u00e9sum\u00e9s responsables en cas d'infraction commise par une personne morale, un agent, un mandataire ou un employ\u00e9 de celle-ci, d'o\u00f9 l'importance pour les administrateurs de faire preuve de diligence raisonnable et de prendre toutes les pr\u00e9cautions n\u00e9cessaires pour en pr\u00e9venir la perp\u00e9tration. En cas d'infraction \u00e0 la Loi, un administrateur ou un dirigeant s'expose \u00e0 une amende de 1 400 $ \u00e0 14 000 $ en cas de premi\u00e8re infraction. Ces montants seront doubl\u00e9s en cas de deuxi\u00e8me infraction et tripl\u00e9s pour toute infraction subs\u00e9quente.<\/p>\n\n\n\n

La Loi pr\u00e9voit que lorsqu'une infraction se poursuit pendant plus d'un jour, elle constitue une infraction distincte pour chaque jour durant lequel elle se poursuit, d'o\u00f9 l'importance d'agir rapidement pour se conformer \u00e0 la Loi en cas d'infraction.<\/p>\n\n\n\n

<\/div><\/div>\n\n\n\n
APPLICATION OF THE CHARTER OF THE FRENCH LANGUAGE TO BUSINESSES UNDER FEDERAL JURISDICTION IN QU\u00c9BEC<\/strong><\/h5>\n\n\n\n

Bien qu\u2019aucune disposition de la Loi ne le pr\u00e9voie express\u00e9ment, le Gouvernement du Qu\u00e9bec a confirm\u00e9 qu\u2019il exigera que les entreprises de comp\u00e9tence f\u00e9d\u00e9rale (ex.: banques, entreprises de t\u00e9l\u00e9communication et de transport interprovincial, etc.) se conforment, \u00e0 l\u2019\u00e9gard de leurs op\u00e9rations sur le territoire du Qu\u00e9bec, aux dispositions de la Charte de la langue fran\u00e7aise<\/em>, telles que modifi\u00e9es par la Loi.<\/p>\n\n\n\n

<\/div><\/div>\n\n\n\n
ENTR\u00c9E EN VIGUEUR<\/strong><\/h5>\n\n\n\n

The provisions referred to in this insight will come into force on the date of assent<\/a> of the Act, except those for which another time limit is specifically identified.<\/p>\n\n\n\n

<\/div><\/div>\n\n\n\n
CONCLUSION<\/strong><\/h5>\n\n\n\n

The Act includes several amendments with respect to French as the language of work and imposes new obligations on employers, with the objective of strengthening the right of Qu\u00e9bec workers to carry out their activities in French. Many employers doing business in Qu\u00e9bec will therefore have to review their language practices to ensure that they comply with these new requirements.<\/p>\n\n\n\n

Si vous souhaitez discuter des impacts que la Loi pourrait avoir sur votre entreprise ou pour toute question concernant vos droits et obligations, n\u2019h\u00e9sitez pas \u00e0 communiquer avec un membre du Employment and Labour group of the Montr\u00e9al office<\/a>.<\/p>\n\n\n\n

<\/div><\/div>","protected":false},"excerpt":{"rendered":"

On May 24, 2022, the National Assembly of Qu\u00e9bec adopted Bill 96 \u2013\u00a0An Act respecting French, the official and common language of Qu\u00e9bec,\u00a0which received royal assent on June 1st, 2022, becoming chapter 14 of the Annual Statutes of Qu\u00e9bec, 2022 (Bill 96).<\/p>","protected":false},"author":13,"featured_media":7134,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[7,131],"tags":[133],"class_list":["post-7099","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-feature-post","tag-bill-96"],"acf":{"case_study_type":false},"yoast_head":"\nThe Main Impacts Of Bill 96 On Qu\u00e9bec Employers<\/title>\n<meta name=\"description\" content=\"The Main Impacts Of The Adoption Of The Act Respecting French, The Official And Common Language Of Qu\u00e9bec, On Qu\u00e9bec Employers\" \/>\n<meta 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content=\"https:\/\/alexatranslations.com\/fr\/blog\/principaux-impacts-de-ladoption-de-la-loi-sur-la-langue-officielle-et-commune-du-quebec-le-francais-sur-les-employeurs-du-quebec\/\" \/>\n<meta property=\"og:site_name\" content=\"Alexa Translations\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/facebook.com\/alexatranslations\" \/>\n<meta property=\"article:published_time\" content=\"2022-07-04T14:50:00+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2024-05-13T18:12:03+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/alexatranslations.com\/wp-content\/uploads\/2022\/07\/BILL-96-\u2013-20-1.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"630\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Joshua Cook\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" 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