One of the suggestions we spoke about was that certainly if the complainant wishes not to have their unresolved complaint referred to the committee, that is an option. They can take that to another resolution process. I think my colleague from PSAC sort of hinted at this. But at the end of the investigation process, you make sure that the co-chairs receive a complete report of the investigation. Then the worker and employer co-chairs could go through that report and decide which information, if any, should be redacted before it's shared with the other members of the committee or the other people responsible for implementing those changes. That would be a way to narrow the number of people who receive that information while still making sure there's enough information to really get at the systemic changes that need to be made in a workplace and you don't lose that piece of it.
We recognize that only the people who need to see the information should receive that information, and only as much as they need to see. But in terms of excluding the committees from seeing anything other than specific recommendations, all of the information—how we got to those recommendations and who was spoken to, just as in school we're told to show our work—would be important. Limiting that to the co-chairs I think gets to that privacy question without excluding the benefit of having both the worker and employer persons reviewing those recommendations.