We struggled with that very question when we did the harassment policy for members as employers.
The compromise that we came up with is that the complainant can go to the member as an employer, the whip, or the chief human resources officer. It is the choice of the complainant. Once the complaint has been filed with one of these three persons, it is clear in the policy that the responsibility to keep the complaint confidential is with one of these three persons, whoever that person would be.
That could maybe be one of the solutions. I agree with Mr. Denis on having a clear process and the responsibility of those who receive the complaint, whoever that person would be, to keep it confidential.