這起發生在加拿大的離譜事件，將知名咖啡連鎖品牌Tim Hortons再度推上爭議風口。事情的核心，是一樁涉及未成年少女與假結婚的移民詐騙案，而其中的始作俑者，竟然就是分店內部的兩名經理。

事件起於當地一家Tim Hortons分店。爆料指出，一名印度裔女經理在店內公然遊說一名僅僅17歲的白人少女員工，希望她與自己的25歲印度籍兄弟「假結婚」，以幫助男子獲取加拿大永久居留權（PR）。作為「報酬」，經理提出支付1.5萬到2萬加元。這一舉動不僅極其荒唐，更涉及法律與道德的雙重問題。

隨後曝光的聊天記錄讓整件事坐實，也讓人震驚不已。經理先是試探性地詢問少女是否有男朋友，進而直接提出「是否願意接受一位印度男友」，並強調這位25歲男子只需要藉由婚姻來合法留下。當少女表達強烈不安與拒絕時，對方卻不斷遊說，甚至試圖用金錢打動她，還聲稱「這在本地已經有人做過，完全不會出事」。

更令人難以接受的是，當少女將此事反映給另一名女性管理人員時，對方不但沒有加以阻止，反而冷漠應對，甚至淡化此事的嚴重性。她表示「這沒什麼大不了的」，還稱「只要嘴巴夠嚴就不會被抓」，更舉例說已有多人靠此方式「成功移民」，只是不要洩漏出去即可。此種態度無疑對未成年員工造成了巨大的心理壓力。

少女最終選擇拒絕並辭職，理由直截了當——「這是非法的」。她的明確立場，凸顯這起事件的嚴峻性：不僅涉及對未成年人的引誘與脅迫，更觸及加拿大移民制度的漏洞與濫用問題。

事件一經曝光，引發社會強烈譴責。Tim Hortons作為加拿大的國民咖啡品牌，雖然本身並非直接涉案，但旗下分店管理層的行徑，卻嚴重損害品牌聲譽。外界也普遍呼籲警方深入調查，釐清是否存在更大規模的假結婚網絡，以及公司內部對員工管理是否失職。

這起「假結婚交易」事件，既揭露部分移民群體企圖以金錢與婚姻規避法律的亂象，也反映出基層勞動環境中，年輕弱勢員工面臨的壓迫與剝削風險。對加拿大社會而言，這不僅僅是一則職場醜聞，更是對法律、移民政策與職場倫理的嚴峻考驗。

This shocking incident in Canada has once again placed the country’s iconic coffee chain, Tim Hortons, under public scrutiny. At the center of the controversy is a disturbing case involving a minor girl and a fraudulent marriage scheme, allegedly orchestrated by two store managers.

The case originated at a local Tim Hortons outlet. Reports revealed that an Indian-origin female manager tried to persuade a 17-year-old white female employee to enter into a fake marriage with her 25-year-old Indian brother. The goal was to help the man obtain Canadian permanent residency (PR). As an “incentive,” the manager promised the teenager between CAD 15,000 and 20,000. This not only crossed ethical boundaries but also raised serious legal concerns.

Screenshots of leaked chat records confirmed the case and shocked the public. The manager first asked whether the girl had a boyfriend, then quickly shifted to suggesting an “Indian boyfriend.” When the teenager objected, pointing out that she was only 17, the manager continued pushing the idea, stressing that the marriage was just a way for her brother to stay in Canada. She even dangled cash as a lure, claiming that “others had done this before without any issues.”

The situation worsened when the teenager reported the incident to another female manager. Instead of stepping in to stop it, the second manager downplayed the severity, saying, “This is not a big deal,” and even implied that such arrangements were common in the community. She reassured the girl that as long as nobody talked, the police would never know, and cited multiple examples of people “successfully” securing PR this way. Such remarks placed immense psychological pressure on the young employee.

Ultimately, the teenager refused and resigned from her job, making her position clear: “This is illegal.” Her firm rejection highlighted the gravity of the incident, which involved not only the coercion of a minor but also the exploitation of loopholes in Canada’s immigration system.

The revelations have sparked widespread public outrage. While Tim Hortons as a corporation was not directly involved, the misconduct of store managers has severely tarnished the brand’s reputation. Many are now calling for a full police investigation to determine whether this was part of a larger fraudulent marriage network, and whether the company failed in its responsibility to protect vulnerable employees.

This case sheds light on two critical issues: the lengths some individuals are willing to go to manipulate Canada’s immigration process, and the risks faced by young, low-level workers in workplaces where power dynamics can be easily abused. Beyond being a workplace scandal, the incident poses a serious challenge to Canada’s legal framework, immigration policies, and employment ethics.