Where that language has become important is that when there are complaints of harassment, investigations seem to be the next natural step because someone has taken the step to actually come forward with a complaint.
Where it has been particularly challenging is in cases where information has come to the organization that suggests that harassment may be occurring, so what would be defined under Bill C-65 is an occurrence. That's where employers have really struggled, because how do you investigate a rumour? How do you investigate a piece of information that comes third-hand through someone? You don't have a complainant. Sometimes you don't have a respondent. That's where that flexibility has really been helpful.
They do some form of investigation. They might do an employee survey to try to find out whether there really an issue there. They might conduct a series of more generic interviews with staff. That flexibility has really helped deal with those situations.