We have a definition. As I mentioned, we will table the policies that we have.
As I said, the code of conduct, which only deals with sexual harassment between members of Parliament, is very short. It's a one-liner, but the one that applies to members of Parliament as employers is very extensive. We have that. There are three parts: harassment, abuse of authority, and sexual harassment, and these three are fairly defined.
My own view as chief human resources officer is that I prefer to be able to adjust to best practices as the case law evolves, rather than waiting until legislation is passe. We review our policies—this one or any other HR policy—on a regular basis, so having the flexibility to adjust to best practices is a plus for us. Having a definition in the act may be good, but from my perspective, the fact that we have the flexibility to adjust is something we like.