We say that, usually, the union must be involved in drafting the policy and be consulted. If the policy is to work, the union must be consulted. The policy must also be promoted. It's a union commitment. Obviously, the parity committee must be aware of the complaints, participate in their processing and find solutions.
I handled complaints. I remember one file in particular where eight people from one department had filed a complaint against someone else. We realized that this service had no mandatory breaks. There, the union had to intervene to suggest that if all employees had a 15-minute break when they worked for several hours, they would not heckle a colleague who would take a break to go to the bathroom, for example. The goal is to find solutions that will improve the workplace.
Often, we will focus on the person who is allegedly doing the harassing, but it is important to go further. The union's role is to ask itself what aspects make employees feel uncomfortable in their workplace. For example, is there too much noise? If I have trouble communicating with my colleague and I work as a team—