Bill C-65 (Historical)

An Act to amend the Canada Labour Code (harassment and violence), the Parliamentary Employment and Staff Relations Act and the Budget Implementation Act, 2017, No. 1

Part 1 of this enactment amends the Canada Labour Code to strengthen the existing framework for the prevention of harassment and violence, including sexual harassment and sexual violence, in the work place.
Part 2 amends Part III of the Parliamentary Employment and Staff Relations Act with respect to the application of Part II of the Canada Labour Code to parliamentary employers and employees, without limiting in any way the powers, privileges and immunities of the Senate and the House of Commons and their members.
Part 3 amends a transitional provision in the Budget Implementation Act, 2017, No. 1.

Canada Labour Code

[Bardish Chagger, Liberal, Waterloo, ON]

moved that the bill be read the third time and passed.

[Rodger Cuzner, Liberal, Parliamentary Secretary to the Minister of Employment]

Mr. Speaker, it is great to be up on a Monday morning, starting the parliamentary week off with a bill that has received so much support and agreement from a number of members from all parties in the House. As we wind down the parliamentary calendar, getting this level of agreement on a piece of legislation is rare, so I am going to enjoy that for the next 20 minutes.

Off the top, I want to recognize the government members on the Standing Committee on Human Resources, Skills and Social Development and the Status of Persons with Disabilities and the contribution they have made to this particular piece of legislation. Their efforts are always appreciated and welcomed, and they are very productive. The members for Toronto—Danforth and Oakville North—Burlington went above and beyond. Aside from their own committee duties, they pitched in on the HUMA committee and made huge contributions. There were a number of other members as well, but these members were there for pretty much all of the meetings. I want to recognize that.

I am pleased to participate in third reading of Bill C-65. As I said before, all parties think Bill C-65 is critical at this point in time in our country. No one can argue against the fact that harassment and violence, including sexual harassment and sexual violence, have no place in the workplace or, for that matter, anywhere at all. We have all heard stories that demonstrate just how detrimental and pervasive these behaviours really are. These stories have dominated the media for some time now, and many more were heard during the meetings of the Standing Committee on Human Resources, Skills and Social Development and the Status of Persons with Disabilities on Bill C-65.

There is a sort of strange story, a little weird, but it really stuck with me. It was testimony given by Dr. Sandy Hershcovis, associate professor at the University of Calgary. Dr. Hershcovis cited a recent Science magazine article describing “women on a geological expedition to Antarctica...reported that they were pelted with rocks by male colleagues, called names, had volcanic ash blown in their eyes, and were told that women should not be field geologists.” It is strange, but that one stuck with me. Many members also heard from former Parliament Hill staffer Beisan Zubi, who described the outrageously inappropriate behaviour she witnessed and in some cases was subject to herself right here on Parliament Hill. The testimony was very compelling.

What these and other stories demonstrate is that we live in a culture that tolerates workplace harassment and violence, accepts power imbalances and gender norms, and creates and reinforces inappropriate behaviours. For too long, these behaviours have been widely accepted in our society. These experiences are still too common and continue to take place in all types of workplaces. Many Canadians are still suffering because they feel they cannot speak out on this issue. They are staying silent because they feel their complaints will not be treated seriously or swept under the rug, or perhaps they fear repercussions from their employers—maybe even the loss of their jobs.

Many are in that position right now, and it is unacceptable. According to a recent Angus Reid study, 52% of Canadian women experienced workplace sexual harassment, 28% were subject to non-consensual sexual touching, and 89% took steps to avoid unwanted sexual advances. These all-too-common occurrences have had devastating and far-reaching effects.

For victims, the effects may include, among other things, an increase in stress and anxiety and a reduction in engagement and job satisfaction.

For employers, the negative effects of workplace harassment and violence can include a reduction in productivity, increased absenteeism and sick leave costs, higher turnover and legal costs, and in some cases, unwanted publicity. The bottom line is that these behaviours are bad for employees and employers, and at the end of the day, they are bad for the Canadian economy.

Our government has carried the messages of inclusiveness and fairness since we were first elected. We are committed to the fact that everyone deserves respect and dignity. All of our actions, including our policies and legislative initiatives, have those principles as a backdrop. We have made it clear from the outset that we will stand up for the rights of all Canadians, including women, people of colour, those with disabilities, and the LGBTQ2 community, as these are often the people with the least power and who are the most vulnerable in our society.

Our Prime Minister has been at the forefront of this issue, with strong and definite positions on fairness and the principle of opportunity for all, as well as on his determination to take strong action on harassment and violence. This is at the core of our values and principles in Canada. After all, we are people of diversity, but that diversity has not always been matched with compassion and consideration for others in the workplace or, for that matter, in our society. Now is the time to effect real and lasting cultural change. We are resolute in creating a social climate where people can live in an environment free of harassment and violence, and where unacceptable behaviour is denounced and condemned.

This is the backdrop to Bill C-65.

I would like to point out that our actions started well before the #MeToo movement. In 2016 and early 2017, we consulted with employers, employees, various stakeholder groups, experts, academics, and Canadians from across the country. We previously had some data on the issue. However, it was clear we needed deeper insight, not only on the extent of the problem but also on current reporting and actions taken following workplace incidents. Canadians told us that incidents were largely under-reported, and that when incidents were reported, the follow-up action was inadequate and ineffective.

Here are a few statistics I would like to share: 60% of those who responded to the online survey said that they personally had experienced harassment at their place of work, 30% said that they had experienced sexual harassment in their place of work, 21% reported that they had experienced violence in their place of work; and 3% of those who responded said that they had experienced sexual violence in their workplace. We can all agree in the House that this is unacceptable. We can, and we must, do better.

We consulted with members of Parliament and senators. They were unanimous in the belief that strong action on harassment and sexual violence should be taken and that victims should be heard and helped. That is exactly what we are aiming to achieve with this historic bill, Bill C-65. Using the most effective legislative and policy levers to address the problem, Bill C-65 would put an end to workplace harassment and violence and its consequences in federally regulated and parliamentary workplaces.

Bill C-65 would do this by requiring employers to do three things: first, prevent incidents of harassment and violence from occurring; second, respond effectively to these incidents; and third, support the victims and affected employees.

Let me take this opportunity to thank each member of the Standing Committee on Human Resources, Skills and Social Development and the Status of Persons with Disabilities. After careful consideration of the many points raised by witnesses, members of the committee put forward important amendments to the bill, and amendments from all parties in the House were accepted.

The committee accepted the following an amendment to add clear definition of harassment and violence in the Canada Labour Code:

...any action, conduct or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation or other physical or psychological injury or illness to an employee, including any prescribed action, conduct or comment.

Amendments also include specific reference to preventing occurrences of harassment and violence in the purpose clause of part II of the code. When it comes to training, employers would be obligated to provide it and take it.

Amendments also include more support for former employees in coming forward with complaints related to occurrences of harassment and violence, as well as provisions allowing employees to complain to someone other than their supervisor. That came out loud and clear during testimony and discussions with committee members.

The committee also sought and agreed to amendments that would ensure the harassment and violence provisions introduced in Bill C-65 would be reviewed every five years after coming into force to ensure these provisions would be current and would continue to meet the needs of workers.

To ensure the government is kept accountable and to track our progress and trends, the committee called for an annual report on harassment and violence in all federally regulated workplaces.

The committee unanimously agreed to make amendments that would give the deputy minister powers normally given to the minister to avoid the possibility of any conflict of interest when political actors were involved. This amendment in particular is a clear indicator of the collaborative efforts that went on during discussions and went into the bill before us today.

Thanks to these and other amendments, what we have before us today is a bill that we can all stand and be proud of, a historic piece of legislation that is long overdue. Our government is committed to taking action against workplace harassment and violence.

In addition to what we are doing in Canada with Bill C-65, we are also taking action against workplace harassment and violence on the international stage. We will be actively participating in the upcoming International Labour Organization, the ILO, negotiations at the international labour conference in Geneva later this month to develop new international labour standards. We will be there with our friends from the CLC, who will be making presentations at this conference as well.

These standards will help protect individuals from harassment and violence in the workplace. Canada's presidency of the 2018 G7 is an important opportunity for Canada to show global leadership and to engage our G7 counterparts on pressing global challenges, including the development and promotion of policies that prevent workplace violence and harassment.

Make no mistake, awareness is growing. We have come so far over the last year. The very fact that we are talking about it now demonstrates just how far we have come, and it is not just in Parliament.

This year's theme of the National Day of Mourning, which took place on April 28, was “Violence and Harassment - it’s not part of the job”. The National Day of Mourning is not only an opportunity for us to remember and honour all workers, men and women, who have lost their lives, been injured or fallen ill, but also an opportunity for us to renew our commitment to improving workplace health and safety to help prevent future tragedies.

More and more, people are recognizing the seriousness of the impacts of workplace harassment and violence. Many individuals are speaking out against these unacceptable behaviours and many employers are taking action as a result of the stories that are being told, but we still have a long way to go. Employers still need to do more. They need to take strong action to ensure that workplace culture does not tolerate this behaviour, respond quickly when the incidents do occur, and support the individuals affected. They must also take measures to ensure it does not happen again.

Our government is taking action for federally regulated and parliamentary workplaces, but we know the governments cannot effect change alone. We know that legislation is not enough. We have said, and my minister has been incredibly strong on this aspect, that what we need right now is a cultural shift to stop these unacceptable behaviours in the workplace. It will take us all working together to make that happen.

Changing the culture will require everyone to do their part. That means zero tolerance for inappropriate behaviour anywhere and everywhere. It means all Canadians should feel safe and empowered to speak up when they see or experience something. We know that in federally regulated and parliamentary workplaces, the measures in Bill C-65 will help make these things possible, and we hope the bill will serve as an example of what it means to foster workplaces free of harassment and violence.

What is good for Canadian workers is good for Canadian business. We know that measures to prevent and effectively deal with harassment and violence directly result in increased productivity and retention of talent. It is about creating the kinds of workplaces in which the best and the brightest can thrive. Addressing harassment and violence is a big part of that.

For these reasons, we are calling for the continued support of Bill C-65 in the House. Simply put, support for the bill is the right thing to do for Canadian workers, Canadian businesses, and Canada as a whole.

With the passage of Bill C-65, we expect to see more people come forward and speak out against harassment and violence. There is no doubt there will be some uncomfortable discussions as we re-examine our behaviours and create new policies and tools to support more inclusive, safer workplaces free from harassment and violence. In the long term, we expect to see better outcomes for all employers and Canadians alike, real change and real progress in our society. Our hope is that the law will set the example and the standard for fairness and harmony in all workplaces in Canada.

Workplace harassment and violence is an issue that crosses all party lines, and we have certainly demonstrated that with Bill C-65. We are on the right path. Harassment and violence, including sexual harassment and sexual violence, must stop in our country, and we need to prevent it from happening in the first place.

I am confident that what we have heard to date on harassment and violence in the workplace will encourage the members of the House to continue to support this important initiative.

[Steven Blaney, Conservative, Bellechasse—Les Etchemins—Lévis, QC]

Mr. Speaker, I want to congratulate my colleague, the Parliamentary Secretary to the Minister of Employment, Workforce Development and Labour, for his speech on Bill C-65, which we have started debating at third reading today.

My question has to do with the substance of the bill. All of the witnesses we heard in committee agreed that there needs to be a definition of workplace harassment and violence. Our NDP colleague proposed an amendment that would have created a broad definition, with a clear distinction between harassment and violence. Unfortunately, this amendment did not receive support, even though it would have given this bill some teeth.

Since the government did not tell us why in committee, I would like to know why the government created one definition that includes harassment and violence, even though these are two different concepts. Are they not concerned that this will create confusion in relation to other sections of the Canada Labour Code? Should the Senate not clearly review the definition of harassment and violence and separate the two?

[Rodger Cuzner, Liberal, Cape Breton—Canso, NS]

Mr. Speaker, first I want to thank my colleague, who has been in the House for quite some time, for his contribution to this study and to the legislation we are debating here today.

As I said in my comments, we did arrive at a definition. As is often the case in committee, there is testimony that goes through the whole spectrum. Some witnesses felt there should not be a definition at all, but if there were, then the broader the better, and others put forward some suggestions as to what should be included in the definition.

If I could read it into the record again, the definition that was arrived at was:

any action, conduct or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation or other physical or psychological injury or illness to an employee, including any prescribed action, conduct or comment.

We wanted to make sure that the definition was broad enough. If we are too specific within the legislation, the government would be handcuffed and may have to go back to change the legislation.

When we look at this particular issue, who would have thought five years ago that cyber-bullying in the Twittersphere would become an egregious platform for attacking and harassing individuals? Things change over the course of time.

We wanted to keep the definition broad enough to provide the continuum for unacceptable behaviours. Within the definition, we included that continuum as to what is deemed unacceptable.

[Karine Trudel, NDP, Jonquière, QC]

Mr. Speaker, the NDP will support the spirit and principle of Bill C-65, a bill that every party had a hand in. It was an onerous task that required a lot of extra hours in committee. We could have spent those hours in our ridings, but we spent them here in Ottawa working on Bill C-65.

There is something that I would like to address. I am not sure whether it is a misunderstanding or a matter of stubbornness, but in the bill the Liberals completely excluded the joint workplace health and safety committees from the complaint and investigative processes. Several witnesses, including representatives from unions and law firms, told us that it was important to maintain the joint workplace safety committees. They even offered a logical solution. They argued that confidentiality would be breached upon the filing of a complaint of abuse, harassment, or sexual harassment or during an investigation. They also floated the idea of creating a code of ethics in order to truly ensure victims' confidentiality.

I would like to know why the government insisted on completely eliminating from the Canada Labour Code the interaction with the joint workplace health and safety committees, thereby shutting them out of the complaint and investigative processes.

[Rodger Cuzner, Liberal, Cape Breton—Canso, NS]

Mr. Speaker, I want to thank the member for Jonquière, not just for the question but also for her hard work. As she indicated in her comments, there were additional hours and meetings held. I also want to thank the NDP for moving the motion that this piece of legislation move along with the support of the opposition parties.

With regard to the workplace committees, as testimony was being presented, we heard pros and cons on both sides of the issue. We believe that the workplace committees can play a very important and productive role when we are looking at developing prevention policy, the mandatory elements of the prevention policy, and identifying the competent persons. There was quite a bit of discussion around competent persons, and we believe that the workplace committees have a very important role within that. As well, with regard to assisting and implementing the competent persons recommendations, again, we certainly felt that was an important role, as well as in the reporting of incidents.

We want to make sure that persons feel comfortable and confident that when their concern is brought forward, it will be dealt with expeditiously, that it is going to be dealt with with a great deal of dignity, but as well confidentially. If there were any concern around that, we wanted to make sure that was put at ease by making sure the competent person would deal with that. Then that report will go back to the workplace committee. We thought that was the best way forward.

[Filomena Tassi, Liberal, Hamilton West—Ancaster—Dundas, ON]

Mr. Speaker, I would like to begin by thanking the parliamentary secretary for his excellent speech and for all of the work he has done to bring this bill forward.

We all know of this issue of people feeling hesitant to report the number of incidents that take place in the workplace with respect to harassment or sexual harassment. That is unfortunate. I commend the government for bringing forward this legislation, because the government is taking a proactive measure that is going to help create a safe space within which people can report.

I wonder if he could expand on the impact of Bill C-65 with respect to raising awareness and encouraging people who are experiencing harassment to come forth and report that harassment.

[Rodger Cuzner, Liberal, Cape Breton—Canso, NS]

Mr. Speaker, I want to thank my colleague, the member for Hamilton West—Ancaster—Dundas, for her work on this particular issue. As parliamentarians, we want to make sure that we get this right. I know she has been charged with the task of pulling together an approach on behalf of our party, and she has invested a great deal of time and energy on making sure that we get that right.

It is essential to the legislation, the bill, and the issue, that people feel confident in coming forward. The one thing we heard consistently throughout the testimony was that there are a great number of incidents that are never reported to supervisors. Sometimes the supervisor is the perpetrator of the harassment. There has to be that vehicle and that opportunity to bring it forward, and that is inherent. The amendments we made in the legislation underline the fact that there is a great deal of confidentiality brought into this.

[Steven Blaney, Conservative, Bellechasse—Les Etchemins—Lévis, QC]

Mr. Speaker, I will begin by stating that the official opposition intends to support the bill before us today at third reading stage, even though it is not perfect, to say the least. I will have an opportunity to say more about that in a few minutes.

We support the bill because harassment has no place in our workplaces and we welcome any initiative or measure that eliminates harassment and violence from our workplaces.

Members will recall that the government introduced this bill only six months ago, on November 7, 2017. That may seem a long time ago for those listening at home, but it is rather quick for a legislative process. It proves that the opposition parties and the government have shown good will in advancing a bill that tackles a societal problem. We need only think, unfortunately, of all the scandals that have come to light in recent months and years. I agree with the Parliamentary Secretary to the Minister of Employment, Workforce Development and Labour that it is important to change the mentality of tolerance for these types of totally unacceptable behaviours, gestures, and actions in our workplaces.

The bill before us today, namely anact to amend the Canada Labour Code, harassment and violence, the Parliamentary Employment and Staff Relations Act and the Budget Implementation Act, 2017, No. 1, covers approximately 8% of the workers actively employed in Canada. Who does it cover? It covers federal public service employees and federally regulated employees. The other part of the bill, the part that the opposition welcomes, applies to political staffers who are currently in a grey area, a legal limbo that leaves victims of harassment even more vulnerable. The bill covers federal employees and employees in federally regulated workplaces, but it also more broadly covers Parliament Hill staffers. That is a good thing, and it is one of the reasons why we support the bill.

I will start by listing three good points about the bill that convinced us to support it and for which the government has agreed to make amendments. We would have liked to see the government go much further, because our goal as the official opposition was to make this bill put the victim first. Unfortunately, in this case, as in many other cases, the current government was not willing to go as far as we would have liked.

We are confused because there is only a single definition for the words “harassment” and “violence”, which is completely illogical. The opposition fought to ensure that the bill contains at least one definition. The unfortunate thing about this government is that the Liberals sometimes tend to not want to put a name on things, and that can create confusion. At least there is a definition now. It is not perfect, but there is a definition of harassment and violence. A colleague read that definition just a few moments ago, but I am going to read it again because it is important.

[H]arassment and violence means any action, conduct or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation or other physical or psychological injury or illness to an employee, including any prescribed action, conduct or comment;

Were it not for the opposition's hard work, there would be no definition in this bill, even though that is very important because the definition serves as a framework for developing the regulations and enforcing the act. It was the opposition that proposed an amendment regarding the definition.

Another amendment I will call the pièce de résistance was also made. In that regard, I would like to recognize the remarkable work of my committee colleagues. I want to recognize the work of my colleague from British Columbia, the hon. member for Langley—Aldergrove, who also worked overtime to help move this bill quickly through the House. The young member for Battlefords—Lloydminster also did an outstanding job. We had the support of other members, particularly my colleague from Lethbridge, who proposed an amendment that made us feel a lot better about supporting this bill. The amendment I am talking about is what I would call the firewall amendment. In our democratic system, it is crucial to maintain the independence of the various branches of government. There is the executive branch, represented by the government, and the legislative branch, represented by Parliament, or the House of Commons and the Senate.

One of our main concerns about the original version of the bill was that it opened the door to government interference in the affairs of parliamentarians. It undermined the independence of parliamentarians, which is completely unacceptable. That said, we must ensure full compliance with the law when such despicable events happen in the parliamentary environment. My colleague from Lethbridge proposed a very sensible amendment that would ensure that all complaints regarding harassment or any other offence under the labour code would land on the desk of the deputy minister. This amendment was designed to prevent political interference.

We often used the same example in committee; it concerns all governments, not just the current one. If a political staffer, either male or female, says they have been the victim of harassment on the part of a minister, we must ensure that their complaint is dealt with independently, without political interference. That is what the amendment does. I would even say that it was so well worded that it also prevents people from using occupational health and safety issues to interfere in parliamentary offices. Thus, the objective has been met thanks to the amendment brought forward by my colleague from Lethbridge, and I thank the government for accepting it. It will prevent all insidious political interference in the process. That is a good thing. Thus, we now have a definition and a firewall of sorts.

Other measures were introduced through amendments that we proposed to ensure that the government focuses on supporting and helping the victims, as it promised it would. The government talks a good game, but we wanted to ensure that the small steps being taken were taken responsibly, and these amendments will certainly help with that.

As I was saying, we had some serious concerns about this bill before it was sent to committee. We were concerned about the provisions on mediation, the risks of political interference in investigations into workplace harassment, the definition of key terms, and the priority given to protecting victims and their rights. For example, according to the previous wording of the bill, a person who was a victim of harassment by their immediate supervisor had to deal directly with their harasser, meaning the very person who attacked the complainant.

Hon. members can appreciate how that might put the victim in an awkward position. An amendment was proposed to ensure that the complainant could talk to a third party. Let us not forget that this applies to all federal public service employees. Accordingly, in some cases, we could be talking about corporations or small businesses, unionized or not. It was important for us to consider these realities. That is why we proposed an amendment, which was accepted, in order to ensure that a victim does not have to go through their harasser in the event that the victim feels that the situation warrants a formal complaint.

The Conservative members of our committee also successfully introduced an amendment to establish strict deadlines for harassment investigations so they are completed in a timely fashion. This bill requires companies to adopt a harassment policy and enforce it through mediation and, when necessary, investigations by independent investigators. This bill is designed to prevent victims of harassment from being victimized twice. That is what happens when a victim of harassment gets involved in a process that ends up being a whole new nightmare when it comes to delays. We introduced provisions that will make this whole process regulation-based and not in the act itself. We will hold consultations with various stakeholders to establish timelines for the process.

Our team also introduced and supported mandatory sexual harassment training. One of the main focuses of the government's approach in this bill is prevention. If we want to eliminate harassment, we must work on prevention. Here in the House of Commons, this group of parliamentarians currently receives training on this issue. Training is key to changing mindsets. This was missing from the bill, but there is now a training component in the bill as a result of our proposed amendments. Obviously, we have to consider the realities of the labour market, but a variety of options can be put forward to make the process effective and rational.

Furthermore, an amendment was proposed to allow former employees who had claimed to be victims of harassment to file a complaint. To protect the integrity of the process, I brought up a firewall clause. All of this can be done within a reasonable time. Another important measure is that the bill could be reviewed in five years. One of my colleagues proposed this amendment.

There is one amendment to the bill that I wish had been accepted but, unfortunately, it was rejected outright by the government. We were disappointed because the amendment would have ensured that a victim could turn to the Department of Employment, Workforce Development and Labour if they thought the process was not being conducted properly. One of our ongoing concerns is that potential victims will have to jump through hoops if they must first turn to their employer to file a complaint. The employer will initially suggest mediation, then there will be an independent investigation, and, after that, recommendations will be made.

Another area where the bill is weak is in the application of sanctions if the investigator makes recommendations in a case of harassment.

When an individual believes that they have been wronged, how can they resolve the situation and move forward if, as in past cases we have seen, the employer has not fully accepted its responsibilities? Now, with this legislation, the government will be able to tell companies to do their job and apply the law. We are aware of the delays this may cause.

That is why the official opposition moved an amendment to have section 127.1(1.1) read as follows:

In the case of a complaint relating to an occurrence of harassment or violence in a work place at which less than 20 employees are normally employed, the employee who believes on reasonable grounds that there has been a contravention of this Part may refer his or her complaint to the Minister in accordance with subsection (8).

I have to say, the federal government is not leading the way in addressing harassment and sexual violence. Several provinces, such as Quebec, instituted processes and mechanisms over a decade ago that allow employees to report harassment directly to the department of labour, which in Quebec is known as the Commission des normes, de l'équité, de la santé et de la sécurité du travail, or CNESST. Sadly, this option currently does not exist in the federal government because investigators examine only the process, not the ins and outs of a particular situation. The government really missed an opportunity here. It could have addressed the unfortunate issue of harassment and violence in the workplace much more vigorously. That amendment was rejected. It was intended to give the bill more teeth and provide victims with a tool to ensure that the employer's process is carried out properly. This was regrettably a missed opportunity.

Awareness is another issue that gets little mention in the bill. We asked for mandatory training. The government says a lot of things, but it needs to provide the necessary tools. There was no mention in the minister's remarks and subsequent discussions with government colleagues of any measure for monitoring compliance with the spirit of the act by raising employee awareness, whether in the public sector, on Parliament Hill, or in the private sector.

For these reasons, we believe the bill could have been better, but as the saying goes, a bird in the hand is worth two in the bush. We therefore plan to support this bill.

I want to thank all the committee members, especially the chair, the member for Cambridge, who did his job well. He made sure the bill moved forward in a very quick and timely fashion so that we could pass this bill and send a message that the Parliament of Canada does not tolerate workplace harassment.

[Linda Lapointe, Liberal, Rivière-des-Mille-Îles, QC]

Mr. Speaker, I listened carefully to my colleague's remarks. As he said, a bird in the hand is worth two in the bush.

I am pleased to see the new obligations employers will have under the Canada Labour Code. I would like to reiterate that those three obligations are to prevent harassment and violence in the workplace, to intervene when harassment or violence occurs, and to support any employee who has been the victim of harassment or violence.

My colleague sits on the committee. I think it is a good thing that there will be an annual report and a five-year review. It is important that the act continue to be strengthened. We will ensure that it is reviewed every five years. I would like to hear what my colleague thinks about that.

[Steven Blaney, Conservative, Bellechasse—Les Etchemins—Lévis, QC]

Mr. Speaker, I thank my colleague from Rivière-des-Mille-Îles for her question and her interest in this important issue.

I think that, today, all parliamentarians recognize that we need to do everything in our power to eliminate harassment. As I explained in my speech, there are additional measures that we would have liked the government to implement. In committee, we managed to ensure that the bill would be reviewed in five years. In my opinion, one aspect of the act that will need to be reviewed is the one that I talked about in my speech, and that is to ensure that Labour Canada inspectors are able to intervene and serve as an avenue for victims, which is not currently the case. Right now, employers must follow the process but that option is not made available to victims. I like what they have done in Quebec. Five years is a long way off, but as the saying goes, it is never too late to do the right thing.

It is important that the Government of Canada and Parliament send the message that we take harassment seriously and that we are putting measures in place to eliminate harassment in our workplaces.

[Karine Trudel, NDP, Jonquière, QC]

Mr. Speaker, I thank my colleague for his speech and for the work we did in committee on Bill C-65. I did not think it would be possible to set partisanship aside to work on and advance a topic as important as workplace harassment, violence, and sexual harassment.

In committee, my colleague was worried that psychological harassment is not clearly defined in the bill. I would like to hear his thoughts on this and to know why this should have been included in the bill.

[Steven Blaney, Conservative, Bellechasse—Les Etchemins—Lévis, QC]

Mr. Speaker, I thank my colleague from Quebec for her comments. We did indeed have the opportunity to work together on improving this bill.

I would like to start by saying that the amendment supported by our party was to ensure that victims who lodge a complaint in a unionized workplace have access to a representative. It is a big deal for a victim to lodge a complaint against an organization, so it would be good to have support. We were pleased to support my colleague's amendment to this effect.

With respect to her kind words about working with Conservatives, I will say, for the third time today, as the saying goes, “try it and you'll love it”. I hope that we will have the chance to work together again on other bills.

As for her specific question, there is indeed a definition that combines two words. It is quite rare to see one definition for two different concepts. The bill is now before the House of Commons. It will go to the Senate and will be reviewed in five years. I think we should make a clear distinction between “psychological harassment” and “violence”, because the current definition does not do so. I know that my colleague agreed with me. We would be on the same side in this battle.

[Filomena Tassi, Liberal, Hamilton West—Ancaster—Dundas, ON]

Mr. Speaker, I have to say how refreshing it is for us in the House to all be on the same page, to put partisanship aside, and to come up with legislation that is in the best interests of all of us. This bill is an example of that. We all agree that we have to work our best to ensure that harassment in the workplace is limited or prevented, and that people feel comfortable reporting.

In the spirit of collaboration in committee work, I would like to ask the member about an amendment that was unanimously accepted at the committee to remove the minister from any possible interference. We know the members all agreed with that, but I wonder if he could expand on the reason that this amendment was put forward and supported.

[Steven Blaney, Conservative, Bellechasse—Les Etchemins—Lévis, QC]

Mr. Speaker, that is a great question, and I thank my colleague opposite for it.

The committee members all wanted to eliminate political interference. That is why they unanimously agreed to the amendment proposed by my colleague from Lethbridge after a convivial discussion. It was a breakthrough because this important amendment enabled all parliamentarians to recommend supporting the bill, which does not change the rights of parliamentarians but does institute zero tolerance for sexual harassment in the workplace.

That was one bright spot for the committee. I wish there had been more on other issues that we feel are just as important, especially when it comes to victims, but we must give credit where credit is due. This amendment was agreed to unanimously, and it is without question an improvement over the original version of the bill.