What I would say is similar to what you heard from our colleague in FETCO. If there's a dual track happening in terms of an issue coming up—either through the health and safety committee or the Human Rights Act—it's important to clarify how that will be managed.
At Canada Post we actually created a situational analysis for our team leaders, so that they understand, if a complaint comes up, whether it relates to physical versus psychological violence, versus a human rights complaint, versus general harassment. We've actually created a template to help team leaders understand which avenue they go to. To clarify or provide some clarity through the bill would be really helpful.