General

New Federal Government

Resolution number: 
1
November 1993
Whereas: 
  1. The previous government has not provided satisfactory responses to many resolutions and concerns of the CCR;
  2. The recently elected government has not had the opportunity to address these issues;
Therefore be it resolved: 

That the Executive of the CCR request a meeting with the Hon. Sergio Marchi to present for discussion a prioritized list of significant concerns (including refugee levels, need for consultation, Vegreville, SMIS, AAP, IRB appointments, appeal) in order to communicate the CCR position on these urgent matters.

Working Group: 

Interim Federal Health Program (IFHP)

Resolution number: 
1
June 2012
Whereas: 
  1. Anyone who resides in Canada should be entitled to an acceptable level of healthcare;
  2. The Canada Health Act enshrines the principle of universality;
  3. Preventative healthcare is both more humane and more economical than curative healthcare; and
  4. The International Covenant on Economic, Social and Cultural Rights recognizes that everyone has the right to “the highest attainable standard of physical and mental health” and that States have a duty of non-discrimination in the realization of that right.
Therefore be it resolved: 

That the CCR oppose the reductions to the IFHP announced in April 2012 and advocate:

  1. For the cancellation of the announced reductions,
  2. Against any other reductions in IFHP coverage, and
  3. Against any differentiation in coverage based on category of refugee or claimant, or stage of processing (e.g. claimant, accepted refugee, refused refugee, government-assisted refugees, privately-sponsored refugees).
Working Group: 

Anti-racism policy

Resolution number: 
1
November 1996
Whereas: 
  1. The CCR recognizes that racism is systemic in Canadian society, and that organizations committed to social justice must build systemic structures to promote anti-racism.
  2. Racism reinforces xenophobia, increasing the obstacles to participation faced by many refugees and immigrants.
  3. The CCR is committed to promoting anti-racism within the CCR and among member organizations.
Therefore be it resolved: 

That the CCR:

  1. Endorse the Anti-racism policy developed by the Anti-Racism Core Group.
  2. Accept this policy as one of the organization's operational policies.
Subject: 
Working Group: 

Convention relating to the Anti-Racism Policy

Resolution number: 
1
May 1998
Whereas: 
  1. The Canadian Council for Refugees recognizes that racism is systemic in Canadian society. It causes pain, humiliation and has far-reaching consequences. It is embedded in society and social institutions in a way that is so pervasive that it is often invisible;
  2. The Anti-Racism Policy of the Canadian Council for Refugees was adopted on November 24th, 1996 by its members who have recognized that racism prevents equality in opportunity and access to asylum, immigration opportunities, education, jobs, housing, health care and social services, and limits participation in decision-making bodies;
  3. The CCR acknowledges its commitment to promote anti-racism principles and practices among its member organizations;
Therefore be it resolved: 

That the CCR urge all its member groups to adopt the following convention:

As a member of the Canadian Council for Refugees, our organization:

  1. Commits itself to facilitating the elimination of racism and all forms of discrimination by working towards the identification and elimination of the barriers that prevent refugees and immigrants from participating in Canadian society;
  2. Commits itself to ensuring that the principles of equality, equity for all races, languages, faiths and cultures are reflected in our organization's policies, procedures and relations with staff, members and the society. It is our responsibility to ensure that the communities that we serve and members of our organization see themselves valued and reflected within the organization;
  3. Undertakes to develop and implement an anti-racism policy;
  4. Fosters an environment that is free of racism, sexism, discrimination and bias where all individuals are treated with respect and dignity;
  5. Seeks opportunities for training and education in anti-racism for our staff, volunteers and Board;
  6. Provides opportunities for refugees, immigrants and people of colour to be represented when selecting participants for meetings (e.g. CCR conferences) and when organizing events;
  7. Recognizes the importance of public education about why Canada must protect refugees and welcome immigrants. This work may be undertaken through active media work, through public education programs and through making positive information on refugees and immigrants readily available and accessible.
Subject: 
Working Group: 

Policy on anti-homophobia

Resolution number: 
1
November 2005
Whereas: 
  1. The CCR has been discussing issues of homophobia and heterosexism since 1996
  2. A resolution was adopted in 2004 to develop a policy;
Therefore be it resolved: 

That the CCR:

  1. Accept the Draft Preamble and Application of the Policy, as amended, for full implementation;
  2. Commit to maintaining public education within its membership; 
  3. Compile a Glossary of Terms.

                                                    

Subject: 
Working Group: 

Core group restructuring

Resolution number: 
1
May 2007
Whereas: 
  1. A review of the role, structure and function of the Core Groups began in November 2005 as part of a broader initiative to assess effectiveness and relevance of the CCR structure and consultations were held with the Executive, Working Group Chairs and Core Group Chairs and members as well as a workshop session at the November 2006 Consultation.
  2. There was consensus on the vision of what Core Groups mean for the CCR as an organization. They are an entry point into greater participation in the work of the CCR, especially for persons who are new to the CCR. Both expertise in the issues and experiential knowledge are important and enriches the perspectives of the Core Groups and of the whole CCR.
  3. It is important to recognize that the Core groups have been very successful with various projects; hence the review was undertaken with the goal of building on past successes and the ongoing commitment of members to the issues.
  4. While we have a common vision of possibilities, we also agreed that the Core Groups each function quite differently in style and in outcomes. In general the Core Groups are not always fulfilling the vision for very many reasons, including:
    • the composition of membership,
    • the nominations and election process,
    • poor linkage with Working Groups,
    • the lack of profile for the Core Groups within the organization and
    • the absence of any structured orientation, training and mentoring for new members
  5. During the consultation process various models were discussed and modified after further consultation.
Therefore be it resolved: 

That:

  1. The CCR reduce the number of Core Groups to 2
    1. The Communications Core Group will be eliminated but the communications function will be retained as a staff role with assistance from members. (e.g. regional advocates)
    2. The Anti-Racism Core Group and the Gender Issues Core Group be sustained;
    3. Each core group will have six elected members and one member appointed by the Executive;
  2. The CCR will work towards a formal commitment to an anti-oppression policy. Both Core Groups and the Executive will take leadership to ensure this is achieved by May 2009.
  3. The CCR will implement a new nominations and election process as follows:
    1. A Nominating Committee for Core Group membership will be elected at the Spring General Meeting;
    2. 3 persons will be elected and should be representative of the interests of the Core Groups and Working Groups;
    3. The Chair of the Nominating Committee will be identified at the time of the election of the Committee;
    4. The Nominating Committee will recruit nominations from the membership and recommend a slate of nominees, including the position of Co-Chair, taking into account skill, expertise, leadership development, participation of new members and regional representation;
    5. Half of the Core Group members (three) including one co-chair will be elected at each Annual General Meeting;
    6. the term will be for two years with two terms consecutively allowed;
    7. one Executive member will be appointed by the Executive to each CG;
    8. Co-Chairs of Core Groups may wish to recruit resource persons who have a special interest or expertise on a particular aspect of work being undertaken by the CG.
  4. That the CG Co-Chairs fully implement the new job description and terms of reference as recommended by the Executive beginning in November 2007 taking into consideration existing guidelines and including the following;
    1. The Core Groups ensure that issues of inclusion and anti-oppression are integrated into the discussions and activities of the Working Groups. The CGs may see opportunities for education and awareness building on emerging issues. They may provide emphasis or perspective on current anti-oppression issues and support the Working Groups in developing policy and actions. For this reason the CGs and the WG Co-Chairs must work closely in developing and sustaining the agenda of the Working Groups and that of the Core Groups.
    2. Co-Chairs are expected to attend the Working Group Meetings or to appoint a Core Group member to attend on their behalf. The Executive Member appointed to the Core Group will also attend the WG meetings to ensure ongoing presence when Co-Chairs and members are unable to attend.
    3. The Core Group Co-Chairs and WG Co-Chairs will work together to develop a workplan for presentation to the Winter Working Group Meetings and provide to the Executive.
    4. Each Core Group will undertake to do at least two sessions at the Working Group meetings to build awareness on anti-oppression issues with a view to the development and implementation of an anti-oppression policy by May 2009.
    5. Core Groups may undertake specific projects or collaborate with one or more Working Group on projects, workshops, information sharing etc.
    6. Core groups are responsible for organizing one workshop per year at a CCR Consultation as part of their annual workplan and involving at least one Working Group in the theme and development.
    7. Core Groups will provide a short written update report (1 page) on their activities for distribution to every Working Group meeting and for posting on the website.
  5. That the Co-Chairs of the Working Groups and the Core Groups work collaboratively to ensure that anti-racism and gender issues are an integral part of the CCR’s activities, especially in the Working Groups;
  6. That the Core Groups have increased opportunities to communicate their role and activities to the CCR members.
Working Group: 

Participation in working group meetings

Resolution number: 
2
November 2007
Whereas: 
  1. Working group members need a secure environment in which to discuss issues;
  2. Historical and current practice is that government officials are excluded from working group meetings, but exceptions have been made in particular cases;
  3. A clear statement of the policy is needed;
Therefore be it resolved: 

That:

  1. The working group meetings are closed to anyone employed by government;
  2. Exceptions to this general rule can be made by Working Group chairs, in consultation with Working Group members.
Working Group: 

Amendment to resolutions resolution

Resolution number: 
1
November 2007
Whereas: 

Resolutions are to establish policy and should be framed as statements of policy position, not specific actions. As far as possible, they should state general policies, rather than fact-specific positions.

Therefore be it resolved: 

That the resolution on procedures for resolutions be amended at 1b) as follows:

  1. Resolutions must first be adopted by a CCR Working Group or by the Executive. Resolutions may be brought forward by representatives of member organizations, or by individual members. Before the resolution is adopted, designated members of the Working Group or the Executive should endeavour to ensure that the resolution conforms with the following required criteria: a) facts are correct. b) proposed actions are clear and practicable a policy position is stated. c) purpose and effect are clear. d) resolution is not repetitive of previously-adopted resolutions. e) resolution does not unintentionally contradict previously established CCR policies. f) wording is constructive and consistent with CCR goals. g) names of the mover, seconder and source Working Group (or Exec) are listed.
Working Group: 

Procedures for lodging a complaint of harassment or discrimination and Process for enquiry and Resolution

Resolution number: 
1
May 2008
Whereas: 
  1. The CCR is committed to providing in its workplace and meeting spaces an environment free of harassment and discrimination for all its employees, volunteers, executive members, members, conference/consultation/workshop/working group and core group participants, guest speakers, resource persons, observers and all other persons associated with the CCR and its activities;
  2. Any individual or individuals who believe that they have been subjected to harassment or discrimination may wish to initiate a complaint for resolution by the CCR;
Therefore be it resolved: 

That

  1. The CCR membership adopt the “Procedures for lodging a complaint of harassment or discrimination and Process for enquiry and Resolution” approved by the CCR Executive for immediate implementation;
  2. This document replace the Complaints Procedure in the Anti-Racism Policy.
Working Group: 

Anti-Oppression Policy

Resolution number: 
1
May 2009
Whereas: 
Therefore be it resolved: 

That the CCR adopt the Anti-Oppression Policy.

Subject: 
Working Group: 

Gender and Anti-Racism Core Groups

Resolution number: 
1
December 2009
Whereas: 
  1. The Gender and Anti-Racism Core Groups have contributed significantly to the development of CCR policy and practices since their creation;
  2. The structure of the core groups no longer meets the needs of the CCR membership;
  3. The CCR adopted in May 2009 an Anti-Oppression Policy which addresses oppression based on gender and racism as well as many other forms of oppression;
Therefore be it resolved: 

That:

  1. The Gender and Anti-Racism Core Groups cease to exist.
  2. The Executive, in consultation with current core group members, core group candidates, Working Group chairs and other members interested, develop a proposal for new structures to address anti-oppression issues, and that this proposal be submitted to the membership at the Spring General Meeting. In the meantime the Executive will have responsibility for ensuring gender and anti-racism issues are addressed.
Subject: 
Working Group: