My question is for Ms. Poirier.
I am interested, because you specifically said when you're defining harassment that you're defining it to exclude workplace harassment. I think it was only a week ago that we heard from Monsieur Girouard from Canada Post, who spent his entire time using workplace situations and assessments of overtime as a description of what he included in harassment as harassing behaviour. I'm wondering, as you're asking us to do this, can you perhaps help us as to how we would do that?
How can we exclude workplace performance in a clear way, if in some situations some people may be perceiving it as a lever for harassment?