{"id":16613,"date":"2018-04-11T21:50:17","date_gmt":"2018-04-12T01:50:17","guid":{"rendered":"https:\/\/staging.ccla.org\/non-classe\/la-loi-sur-la-non-discrimination-genetique-apercu-general\/"},"modified":"2026-06-11T11:35:24","modified_gmt":"2026-06-11T15:35:24","slug":"la-loi-sur-la-non-discrimination-genetique-apercu-general","status":"publish","type":"post","link":"https:\/\/ccla.org\/fr\/renseignez-vous\/droits-de-parole\/la-loi-sur-la-non-discrimination-genetique-apercu-general\/","title":{"rendered":"La loi sur la non-discrimination g\u00e9n\u00e9tique : aper\u00e7u g\u00e9n\u00e9ral"},"content":{"rendered":"[vc_row type=\u00a0\u00bbin_container\u00a0\u00bb full_screen_row_position=\u00a0\u00bbmiddle\u00a0\u00bb column_margin=\u00a0\u00bbdefault\u00a0\u00bb column_direction=\u00a0\u00bbdefault\u00a0\u00bb column_direction_tablet=\u00a0\u00bbdefault\u00a0\u00bb column_direction_phone=\u00a0\u00bbdefault\u00a0\u00bb scene_position=\u00a0\u00bbcenter\u00a0\u00bb text_color=\u00a0\u00bbdark\u00a0\u00bb text_align=\u00a0\u00bbleft\u00a0\u00bb row_border_radius=\u00a0\u00bbnone\u00a0\u00bb row_border_radius_applies=\u00a0\u00bbbg\u00a0\u00bb overlay_strength=\u00a0\u00bb0.3″ gradient_direction=\u00a0\u00bbleft_to_right\u00a0\u00bb shape_divider_position=\u00a0\u00bbbottom\u00a0\u00bb bg_image_animation=\u00a0\u00bbnone\u00a0\u00bb][vc_column column_padding=\u00a0\u00bbno-extra-padding\u00a0\u00bb column_padding_tablet=\u00a0\u00bbinherit\u00a0\u00bb column_padding_phone=\u00a0\u00bbinherit\u00a0\u00bb column_padding_position=\u00a0\u00bball\u00a0\u00bb column_element_spacing=\u00a0\u00bbdefault\u00a0\u00bb background_color_opacity=\u00a0\u00bb1″ background_hover_color_opacity=\u00a0\u00bb1″ column_shadow=\u00a0\u00bbnone\u00a0\u00bb column_border_radius=\u00a0\u00bbnone\u00a0\u00bb column_link_target=\u00a0\u00bb_self\u00a0\u00bb gradient_direction=\u00a0\u00bbleft_to_right\u00a0\u00bb overlay_strength=\u00a0\u00bb0.3″ width=\u00a0\u00bb1\/1″ tablet_width_inherit=\u00a0\u00bbdefault\u00a0\u00bb tablet_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb phone_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb bg_image_animation=\u00a0\u00bbnone\u00a0\u00bb border_type=\u00a0\u00bbsimple\u00a0\u00bb column_border_width=\u00a0\u00bbnone\u00a0\u00bb column_border_style=\u00a0\u00bbsolid\u00a0\u00bb][nectar_global_section id=\u00a0\u00bb1355″][\/vc_column][\/vc_row][vc_row type=\u00a0\u00bbfull_width_background\u00a0\u00bb full_screen_row_position=\u00a0\u00bbmiddle\u00a0\u00bb column_margin=\u00a0\u00bbdefault\u00a0\u00bb column_direction=\u00a0\u00bbdefault\u00a0\u00bb column_direction_tablet=\u00a0\u00bbdefault\u00a0\u00bb column_direction_phone=\u00a0\u00bbdefault\u00a0\u00bb scene_position=\u00a0\u00bbcenter\u00a0\u00bb top_padding=\u00a0\u00bb4%\u00a0\u00bb constrain_group_1=\u00a0\u00bbyes\u00a0\u00bb bottom_padding=\u00a0\u00bb4%\u00a0\u00bb text_color=\u00a0\u00bbdark\u00a0\u00bb text_align=\u00a0\u00bbleft\u00a0\u00bb row_border_radius=\u00a0\u00bbnone\u00a0\u00bb row_border_radius_applies=\u00a0\u00bbbg\u00a0\u00bb class=\u00a0\u00bbpost-links\u00a0\u00bb overlay_strength=\u00a0\u00bb0.3″ gradient_direction=\u00a0\u00bbleft_to_right\u00a0\u00bb shape_divider_position=\u00a0\u00bbbottom\u00a0\u00bb bg_image_animation=\u00a0\u00bbnone\u00a0\u00bb shape_type=\u00a0\u00bb\u00a0\u00bb][vc_column column_padding=\u00a0\u00bbno-extra-padding\u00a0\u00bb column_padding_tablet=\u00a0\u00bbinherit\u00a0\u00bb column_padding_phone=\u00a0\u00bbinherit\u00a0\u00bb column_padding_position=\u00a0\u00bball\u00a0\u00bb column_element_spacing=\u00a0\u00bbdefault\u00a0\u00bb background_color_opacity=\u00a0\u00bb1″ background_hover_color_opacity=\u00a0\u00bb1″ column_shadow=\u00a0\u00bbnone\u00a0\u00bb column_border_radius=\u00a0\u00bbnone\u00a0\u00bb column_link_target=\u00a0\u00bb_self\u00a0\u00bb gradient_direction=\u00a0\u00bbleft_to_right\u00a0\u00bb overlay_strength=\u00a0\u00bb0.3″ width=\u00a0\u00bb1\/1″ tablet_width_inherit=\u00a0\u00bbdefault\u00a0\u00bb tablet_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb phone_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb bg_image_animation=\u00a0\u00bbnone\u00a0\u00bb border_type=\u00a0\u00bbsimple\u00a0\u00bb column_border_width=\u00a0\u00bbnone\u00a0\u00bb column_border_style=\u00a0\u00bbsolid\u00a0\u00bb][divider line_type=\u00a0\u00bbNo Line\u00a0\u00bb custom_height=\u00a0\u00bb30″][vc_column_text]\u00c9tant donn\u00e9 que la section \u00ab Learn \u00bb de TalkRights propose des contenus r\u00e9dig\u00e9s par des b\u00e9n\u00e9voles de l’ACLC ainsi que des entretiens avec des experts qui s’expriment en leur propre nom, les opinions qui y sont exprim\u00e9es ne refl\u00e8tent pas n\u00e9cessairement les politiques ou les positions de l’ACLC. Pour consulter les publications officielles, les rapports cl\u00e9s, les prises de position, la documentation juridique et les derni\u00e8res actualit\u00e9s concernant le travail de l\u2019ACLC, rendez-vous dans la section \u00ab In Focus \u00bb de notre site web.<\/a> <\/em><\/p>\n

La Loi sur la non-discrimination g\u00e9n\u00e9tique<\/a> (LNDG), ou projet de loi S-201, a \u00e9t\u00e9 promulgu\u00e9e le4<\/sup> mai 2017. Ce projet de loi, ainsi que les modifications apport\u00e9es au Code canadien du travail<\/a> et \u00e0 la Loi canadienne sur les droits de la personne<\/a>, interdit aux entreprises et aux employeurs d’exiger des tests g\u00e9n\u00e9tiques ou les r\u00e9sultats de tels tests. Il emp\u00eache \u00e9galement les entreprises de refuser de fournir des services en se fondant sur les r\u00e9sultats de tests g\u00e9n\u00e9tiques. <\/p>\n

Les tests g\u00e9n\u00e9tiques d\u00e9signent le processus consistant \u00e0 analyser les g\u00e8nes d\u2019une personne afin d\u2019identifier des traits ou des marqueurs sp\u00e9cifiques, commun\u00e9ment appel\u00e9s \u00ab caract\u00e9ristiques g\u00e9n\u00e9tiques \u00bb[1]<\/a>. Ces caract\u00e9ristiques peuvent servir \u00e0 d\u00e9terminer les origines ancestrales d\u2019une personne, \u00e0 \u00e9tablir s\u2019il existe un lien de parent\u00e9 entre deux individus, ou \u00e0 relier des suspects \u00e0 des crimes.[2]<\/a> Plus important encore, ces tests peuvent servir \u00e0 d\u00e9terminer si une personne est pr\u00e9dispos\u00e9e \u00e0 une affection m\u00e9dicale susceptible de se manifester plus tard dans sa vie.[3]<\/a> Ces tests pourraient s\u2019av\u00e9rer essentiels pour garantir une intervention pr\u00e9coce visant \u00e0 pr\u00e9venir ou \u00e0 att\u00e9nuer l\u2019apparition d\u2019une affection m\u00e9dicale. Bien que les tests m\u00e9dicaux actuels ne permettent de pr\u00e9dire avec pr\u00e9cision que le risque de d\u00e9velopper quelques affections m\u00e9dicales, la science progresse. [4]<\/a><\/p>\n

En l’absence de l\u00e9gislation, les r\u00e9sultats des tests g\u00e9n\u00e9tiques pourraient limiter la capacit\u00e9 d’une personne \u00e0 souscrire une assurance vie ou une assurance invalidit\u00e9. Cela pourrait \u00e9galement entra\u00eener une hausse significative des primes d’assurance pour les personnes dont les tests r\u00e9v\u00e8lent un risque de d\u00e9velopper des pathologies graves. <\/p>\n

<\/strong><\/p>\n

CHAMP D’APPLICATION DE LA LOI<\/strong><\/span><\/h3>\n

La loi interdit \u00e0 toute personne physique ou morale d’exiger les r\u00e9sultats de tests g\u00e9n\u00e9tiques lors de la fourniture de services ou de biens, de la conclusion d’accords contractuels ou de la proposition de clauses ou de conditions sp\u00e9cifiques dans un contrat. En outre, la loi interdit de refuser des services \u00e0 des personnes qui refusent de se soumettre \u00e0 des tests g\u00e9n\u00e9tiques et interdit la collecte, l’utilisation et la divulgation des r\u00e9sultats de tests g\u00e9n\u00e9tiques d’une personne sans son consentement \u00e9crit. [5]<\/a><\/p>\n

En cas de condamnation pour un d\u00e9lit punissable par mise en accusation, le contrevenant est passible d’une amende pouvant aller jusqu’\u00e0 un million de dollars et d’une peine d’emprisonnement pouvant aller jusqu’\u00e0 cinq ans. En cas de condamnation par proc\u00e9dure sommaire, l’infraction est passible d’une amende pouvant aller jusqu’\u00e0 trois mille dollars et d’une peine d’emprisonnement maximale d’un an. [6]<\/a><\/p>\n

La loi ne s’applique pas aux m\u00e9decins, aux pharmaciens ni aux autres professionnels de sant\u00e9 qui fournissent des services de sant\u00e9. Elle ne s’applique pas non plus aux chercheurs pharmaceutiques ou scientifiques agissant dans le cadre de leurs \u00e9tudes. [7]<\/a><\/p>\n

Cette loi interdit aux assureurs d’exiger les r\u00e9sultats de tests g\u00e9n\u00e9tiques. L’Association canadienne des compagnies d’assurances de personnes a toutefois mis en place un code volontaire stipulant que les assureurs n’exigeront pas de tests g\u00e9n\u00e9tiques, mais que les r\u00e9sultats de tests ant\u00e9rieurs devront \u00eatre communiqu\u00e9s si le montant de la police d’assurance d\u00e9passe 250 000 dollars. Environ 15 % des Canadiens ont des polices d’assurance d’un montant sup\u00e9rieur \u00e0 ce seuil. [8]<\/a><\/p>\n

 <\/p>\n

O\u00d9 D\u00c9POSER UNE PLAINTE<\/strong><\/span><\/h3>\n

Les modifications apport\u00e9es au Code des droits de la personne et au Code canadien du travail interdisent les pratiques discriminatoires fond\u00e9es sur les r\u00e9sultats de tests g\u00e9n\u00e9tiques dans le secteur f\u00e9d\u00e9ral et les industries sous r\u00e9glementation f\u00e9d\u00e9rale. Cela comprend les minist\u00e8res et organismes du gouvernement f\u00e9d\u00e9ral, les soci\u00e9t\u00e9s d\u2019\u00c9tat et les autres entreprises sous r\u00e9glementation f\u00e9d\u00e9rale. Ces modifications interdisent \u00e0 ces institutions de refuser un bien, un service, un accommodement ou l\u2019adh\u00e9sion \u00e0 une organisation en raison des r\u00e9sultats d\u2019un test g\u00e9n\u00e9tique d\u2019une personne ou de son refus de se soumettre \u00e0 un test g\u00e9n\u00e9tique. [9]<\/a><\/p>\n

Si un employeur enfreint la Loi, le salari\u00e9 peut d\u00e9poser une plainte par courrier adress\u00e9 au greffier du Conseil canadien des relations industrielles<\/a>. La lettre doit contenir toutes les informations pertinentes concernant la plainte et doit \u00eatre sign\u00e9e par le salari\u00e9. La lettre doit indiquer les noms, adresses et num\u00e9ros de t\u00e9l\u00e9phone et de t\u00e9l\u00e9copieur des personnes concern\u00e9es, les dispositions du Code vis\u00e9es, la date de l’incident all\u00e9gu\u00e9, un expos\u00e9 complet des faits et la r\u00e9paration demand\u00e9e. <\/p>\n

Toute personne estimant que ses droits ont \u00e9t\u00e9 bafou\u00e9s en vertu de la Loi canadienne sur les droits de la personne, qui s’applique \u00e0 toutes les institutions f\u00e9d\u00e9rales et \u00e0 celles relevant de la comp\u00e9tence f\u00e9d\u00e9rale, peut d\u00e9poser une plainte aupr\u00e8s de la Commission canadienne des droits de la personne<\/a>. La Commission tentera alors de r\u00e9gler le diff\u00e9rend par la m\u00e9diation. Si la m\u00e9diation \u00e9choue, la plainte peut \u00eatre port\u00e9e devant le Tribunal canadien des droits de la personne pour qu’il se prononce[10]<\/a>. <\/p>\n

 <\/p>\n

NOTES DE BAS DE PAGE :<\/strong><\/span><\/h3>\n

[1]<\/a> Canada, Division des affaires juridiques et sociales, Service d\u2019information et de recherche parlementaires, \u00ab R\u00e9sum\u00e9 l\u00e9gislatif du projet de loi S-201 : Loi visant \u00e0 interdire et \u00e0 pr\u00e9venir la discrimination g\u00e9n\u00e9tique \u00bb, par Julian Walker, publication n\u00b0 41-1-S201-E (Ottawa : Biblioth\u00e8que du Parlement, 6 d\u00e9cembre 2016), en ligne : http:\/\/publications.gc.ca\/collections\/collection_2017\/bdp-lop\/ls\/YM32-3-421-S201-eng.pdf.<\/p>\n

[2]<\/a> Ibid.<\/em><\/p>\n

[3]<\/a> Ibid.<\/em><\/p>\n

[4]<\/a> Ibid.<\/em><\/p>\n

[5]<\/a> Projet de loi S-201, Loi sur la non-discrimination g\u00e9n\u00e9tique, 1re <\/em>session, 42e l\u00e9gislature, chapitres 3 et 4<\/p>\n

[6]<\/a> Projet de loi S-201, pr\u00e9cit\u00e9,<\/em> art. 7.<\/p>\n

[7]<\/a> Ibid., ch. <\/em>6.<\/p>\n

[8]<\/a> Glasgow, Donna, \u00ab La loi sur la non-discrimination g\u00e9n\u00e9tique entre en vigueur \u00bb ( <\/em>The Insurance and Investment Journal, 5 mai 2017), disponible en ligne : https:\/\/insurance-journal.ca\/article\/genetic-non-discrimination-act-comes-into-force\/.<\/p>\n

[9]<\/a> Canada, Division des affaires juridiques et sociales, op. cit.<\/em><\/p>\n

[10]<\/a> Ibid.<\/em>[\/vc_column_text][\/vc_column][\/vc_row][vc_row type=\u00a0\u00bbin_container\u00a0\u00bb full_screen_row_position=\u00a0\u00bbmiddle\u00a0\u00bb column_margin=\u00a0\u00bbdefault\u00a0\u00bb column_direction=\u00a0\u00bbdefault\u00a0\u00bb column_direction_tablet=\u00a0\u00bbdefault\u00a0\u00bb column_direction_phone=\u00a0\u00bbdefault\u00a0\u00bb scene_position=\u00a0\u00bbcenter\u00a0\u00bb text_color=\u00a0\u00bbdark\u00a0\u00bb text_align=\u00a0\u00bbleft\u00a0\u00bb row_border_radius=\u00a0\u00bbnone\u00a0\u00bb row_border_radius_applies=\u00a0\u00bbbg\u00a0\u00bb overlay_strength=\u00a0\u00bb0.3″ gradient_direction=\u00a0\u00bbleft_to_right\u00a0\u00bb shape_divider_position=\u00a0\u00bbbottom\u00a0\u00bb bg_image_animation=\u00a0\u00bbnone\u00a0\u00bb][vc_column column_padding=\u00a0\u00bbno-extra-padding\u00a0\u00bb column_padding_tablet=\u00a0\u00bbinherit\u00a0\u00bb column_padding_phone=\u00a0\u00bbinherit\u00a0\u00bb column_padding_position=\u00a0\u00bball\u00a0\u00bb column_element_spacing=\u00a0\u00bbdefault\u00a0\u00bb background_color_opacity=\u00a0\u00bb1″ background_hover_color_opacity=\u00a0\u00bb1″ column_shadow=\u00a0\u00bbnone\u00a0\u00bb column_border_radius=\u00a0\u00bbnone\u00a0\u00bb column_link_target=\u00a0\u00bb_self\u00a0\u00bb gradient_direction=\u00a0\u00bbleft_to_right\u00a0\u00bb overlay_strength=\u00a0\u00bb0.3″ width=\u00a0\u00bb1\/1″ tablet_width_inherit=\u00a0\u00bbdefault\u00a0\u00bb tablet_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb phone_text_alignment=\u00a0\u00bbdefault\u00a0\u00bb bg_image_animation=\u00a0\u00bbnone\u00a0\u00bb border_type=\u00a0\u00bbsimple\u00a0\u00bb column_border_width=\u00a0\u00bbnone\u00a0\u00bb column_border_style=\u00a0\u00bbsolid\u00a0\u00bb][nectar_global_section id=\u00a0\u00bb1461″][\/vc_column][\/vc_row]\n","protected":false},"excerpt":{"rendered":"

L’Association canadienne des libert\u00e9s civiles (ACLC) va contester l’injonction d’une port\u00e9e exceptionnellement large \u00e9mise par le gouvernement de la Nouvelle-\u00c9cosse, qui restreint les manifestations dans la province.<\/p>\n","protected":false},"author":14,"featured_media":15973,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[360,358],"tags":[],"class_list":["post-16613","post","type-post","status-publish","format-standard","has-post-thumbnail","category-affaires-et-jurisprudence","category-droits-de-parole"],"yoast_head":"\nLa loi sur la non-discrimination g\u00e9n\u00e9tique : aper\u00e7u g\u00e9n\u00e9ral - CCLA<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/ccla.org\/fr\/renseignez-vous\/droits-de-parole\/la-loi-sur-la-non-discrimination-genetique-apercu-general\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"La loi sur la non-discrimination g\u00e9n\u00e9tique : aper\u00e7u g\u00e9n\u00e9ral - 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