I would certainly agree that resources, at least here on Parliament Hill, are quite limited. The main one that we often refer staff to outside of our collective agreement—so this would apply to all political staff from all parties—is the employee assistance program. It is a great program that is available to staff, but it's one resource.
Other resources have to be taken into consideration, and I spoke to them in my testimony. It's not just the support systems—things like the EAP—but also, as you mentioned, triggers and situations where people will have trouble returning to work. With the paid time off, that's where that becomes crucial. For individuals going through this process who have experienced harassment, both on Parliament Hill and in other workplaces, not having adequate time off to be able to handle those situations can be completely detrimental to their mental health and otherwise, and also to their productivity.
While our collective agreement provides time off, the House of Commons—as you may be aware—only gives 10 to 15 days off for vacation, and 1.3 sick days per month to the employee. That would not be adequate in attempting to deal with a situation of harassment. Additional time off for the explicit purpose would be an important resource in enabling them to also seek out their own resources.