Good afternoon, Mr. Chair and members of the committee.
I am pleased to be here on behalf of the Canada Border Services Agency for your deliberations on Bill C-65.
As the committee is aware, the aim of Bill C-65's amendments to the Canada Labour Code is to ensure that federal workplaces are free from harassment and violence, and to provide protection for all federally regulated workers, including employees of the Canada Border Services Agency.
While Employment and Social Development Canada is responsible for the administration of the code, each department and agency is responsible for ensuring its compliance by implementing its own processes and internal accountability mechanisms.
The CBSA is a dynamic organization with a border facilitation and national security mandate. The agency employs some 14,000 individuals, both uniformed and non-uniformed, who are involved in ensuring the operation runs smoothly 24 hours a day, seven days a week.
Given our mandate and operational context, the CBSA has implemented a comprehensive code of conduct that applies to all employees. Furthermore, our front-line officers emerge from an induction and training program where the agency's values of integrity, respect, and professionalism are central.
The CBSA also has in place an integrity strategy, which is the cornerstone of the relationship between the agency and its employees, partners, and clients. The strategy outlines employees' expected behaviours as indicated in the CBSA code of conduct, as well as the values and ethics codes for the public sector, which form part of their terms and conditions of employment.
Strategy is built on three pillars. The first one is proactivity, where expected standards of conduct and disciplinary consequences for misconduct are communicated regularly, and where we investigate allegations of misconduct immediately. The second one is the “no wrong door” approach, in which our specialists guide employees toward the appropriate avenue to have their issues addressed no matter how they are brought to our attention. The third one is the motto of “no stone unturned”, in which issues are tracked and reviewed using numerous tools, such as, misconduct investigations, workplace assessments, and where necessary, criminal investigations.
That said, the agency takes all allegations of disrespectful conduct very seriously and applies a zero tolerance policy for any type of harassment. Managers at all levels are expected to foster and demonstrate integrity and ethical leadership at all times. They are all expected to identify and resolve issues, including harassment and violence in the workplace, sexual or otherwise, in an appropriate and effective manner.
The CBSA provides managers and employees with tools and resources to help them fulfill their responsibilities, including seven mandatory training courses that relate to harassment and violence prevention in the workplace.
Promoting awareness is key to ensuring that employees understand their rights, role, responsibilities and where to turn for assistance.
Bill C-65 provides government departments with another tool to prevent harassment and violence in the workplace, while supporting victims in the process, and complements the work being undertaken at the agency.
In addition to the new rights envisioned by Bill C-65, with respect to workplace harassment and sexual violence, as my colleague mentioned, employees can also file a complaint or report a situation of workplace violence under the code, proceed with a grievance in accordance with collective agreement provisions, or file a complaint with the Canadian Human Rights Commission.
The agency ensures that all employees are aware of informal processes and have access to services provided by the employee assistance program and the informal conflict management system.
To conclude, the CBSA interacts with millions of individuals and goods, with domestic and international partners, with other law enforcement organizations, and with industry stakeholders. Ensuring that we undertake this important work in an environment free of harassment and violence is paramount.
I would be happy to answer any questions the committee members may have.
Thank you.