Thank you very much, Mr. Chairman.
Mr. Chairman and committee members, I am here today to speak about the House of Commons harassment prevention and conflict resolution framework and its occupational health and safety measures.
These policies and practices are in place to support members, House officers, research offices, and their staff, as well as employees of the House of Commons administration.
As parliamentarians and employers, members have an obligation to ensure a safe workplace for their employees. As Clerk of the House of Commons, I also have this obligation.
The framework and measures in place to support us include policies, training, and other mechanisms that Monsieur Pierre Parent, chief human resources officer of the House administration, will explain in further detail.
The House administration is committed to maintaining a safe and harassment-free workplace. When necessary, we will resort to conflict resolution to deal with harassment cases, but our ultimate aim is prevention.
Prevention starts with promoting awareness of the importance of a harassment-free workplace. We achieve this through various educational activities as well as ongoing communication. Increasing the level of awareness and proactively addressing potential safety hazards and harassment situations at their earliest stages minimize their damaging impact. Up-to-date training is provided to members and their employees, both on and off the Hill, as well as to House administration employees.
We also provide a variety of resources that are adapted to the complex work environment of all employees, on and off the Hill: shifts, extended working hours, travel to and from constituency offices, etc.
Foremost, prevention and conflict resolution start by setting the example. Guided by a set of core values, such as respect for the democratic process and inclusiveness, the House of Commons administration strives to provide effective support to members and their employees and acts as a responsible steward of the House. The administration is committed to being a leader and to raising the standard in harassment prevention and conflict resolution.
Furthermore, the House of Commons administration is monitoring Bill C-65 and will make appropriate recommendations to the Board of Internal Economy, which is responsible for establishing bylaws, policies, and guidelines relating to the use of resources provided to members to carry out their parliamentary functions. I'm sure the board and the House administration will follow the work of this committee with great interest and be fully prepared to comply with Bill C-65 should it receive royal assent.
For my part, I have been looking at best practices on harassment prevention and conflict resolution, and most recently I have carefully reviewed the Westminster bicameral report of the cross-party working group on an independent complaints and grievance policy. Our determination to make this workplace harassment-free is a goal that is shared.
Also, as a responsible and diligent employer, the House administration has always followed the spirt of the Canada Labour Code and has been continuously committed to following the highest health and safety standards.
I will now turn it over to Mr. Pierre Parent, who is monitoring the implementation of the House of Commons policy on preventing and addressing harassment as well as the occupational health and safety policy. Mr. Parent collaborates with the Board of Internal Economy in the development of new initiatives relating to the issue at hand. He will now provide further details regarding the existing framework.
Thank you, Mr. Chairman.