Information & Ethics committee  I would pretty much reiterate that. It's not exactly the same amount of time allotted per person--and I won't go into detail here and I can't give you a dollar figure--but certainly a lot of time and energy is spent in managing and providing opinions under the legislation and gat

Information & Ethics committee  Thank you.

Information & Ethics committee  There will obviously be some subjectivity in the employer's response. An employee, as Edith has said, who makes the same request 50 times and the employer says, look, I've searched everywhere and I don't have this letter that you claim to say exists, or I don't have this document

Information & Ethics committee  We've had situations where--I'm not talking necessarily about a particular type of lawsuit--an current employee files a human rights complaint, and we've had situations where certain internal departments that hold the information.... For example, the complaint is based on a failu

Information & Ethics committee  It happens. It should be, I agree.

Information & Ethics committee  Yes.

Information & Ethics committee  Absolutely.

Information & Ethics committee  The intent here is the management of the employment relationship, the conducting of routine business with regard to employees, certainly not selling your employee's information out to where it shouldn't belong.

Information & Ethics committee  Don has asked me to speak to that, if that's all right.

Information & Ethics committee  In essence, the difference would be that where the personal information is employment-related there would be no requirement for consent, provided the information is being used, collected, and disclosed for reasonable business purposes. I'm not using the exact or appropriate terms

Information & Ethics committee  That's one piece of it. With regard to having to obtain consent for collection, use, and disclosure, that would alleviate some of the pressure on employers, yes.