Thank you.
I would refer you to the definition of psychological harassment found in Quebec's Act respecting Labour Standards, that Mr. Dorval mentioned in his response. Psychological harassment is defined as hostile vexatious behaviour with a generally repetitive nature that leads to a situation of psychological harassment.
The Quebec experience has shown that since 2004, many complaints filed in Quebec related to the employer's right to manage; that's why we talked about it. This was because the complainants had a poor understanding or misinformation about the definition of psychological harassment. In other words, the fact that a manager monitors the performance or work performance of an employee should not constitute psychological harassment.
Of course, if this monitoring or management is done in such a way that it sounds like vexatious, hostile and repetitive conduct and it falls into abuse, that's where the thin separation you talked about should be made. This is why we find it interesting to specify, perhaps in a definition in the legislation, that the employer's right to manage does not constitute psychological harassment.
Instead, it is the analysis of how the interventions are made that makes it possible to determine if a person is turning toward psychological harassment. In our opinion, we must go back to what constitutes vexatious conduct. In other words, unpleasant comments are not necessarily vexatious, but if they are made in such a way that you feel a malicious intent, they could be problematic. To answer your question, that's where we should draw the line.