I mentioned a number of other employee relations statutes at the beginning, and they all bump up against PIPEDA in one way or another. We don't want to try to get away from our responsibilities under the law here, but we do think the law should be designed to recognize that we have other obligations, whether they are under collective bargaining under part 1 of the Canada Labour Code or are dealing with human rights complaints. We just think the laws should interact. That's all we're suggesting here. Otherwise, what we have are complaints under one act that we can't deal with because of the restrictions under PIPEDA.
On December 4th, 2006. See this statement in context.