The tip line has been promoted through the organization via our intranet and social media. It's also been promoted through word of mouth, management meetings, employee meetings, etc. Essentially, the employee who wants to report an area of concern, whether it's misconduct or harassment, and is not feeling comfortable going to their supervisor, manager, or through the harassment prevention coordinator, can pick up the phone. The phone is handled by our national monitoring centre in Ottawa. We have agents who take calls. They take the information and then they will make an assessment as to who is best positioned in the organization to receive that tip, if you will, in order to provide support to that individual. For example, is it more of a systemic issue or an issue specific to that individual? Then it is managed by the delegated manager for that particular institution or region.
The email essentially works the same way. It's also managed out of the national monitoring centre. It provides some assurance to folks that they're not necessarily reporting up through their chain of command. It's someone else who is receiving the information, someone who is objective and is not linked to the supervisor or manager.