There are factors to be taken into account in the individual case but it's not necessarily automatic termination. It was when I started on the job, but medical evidence has become more and more predominant in the processes and in what happens.
We recently had a case of a senior NCO who was dismissed as a result of a shoplifting case. When you get into intent and what was evolving, PTSD, post-traumatic stress disorder, there are factors coming in. As a profession, policing needs to do a better job in general on how we respond to misconduct. I was surprised when I looked into it. In one major department on the west coast, impaired driving can get you a reprimand. In another department, maybe in central Canada, it can get you suspended for 45 days, and it might get you demoted. In the RCMP it's going to average seven to 10 days' suspension without pay.
Policing in itself does not necessarily have an agreed-upon approach to specific types of sanctions.
One of the comments I would make is when you talk about integrity, assuming we have common ground on exactly what's captured by that term, yes, it's serious, and yes, it should be dealt with in a serious way, but whether that would necessarily mean a formal process in every instance, under Bill C-42 that would mean a dismissal case.
We would have everything available under dismissal, which we don't have now, to be dealt with at the most appropriate level. When I hear about independence and objectivity the difficulty is that you've got to balance those things. You can't have something completely independent, because when you introduce that, you're taking it way far away from where the person has personal knowledge and understanding. I get the objectivity component. You want to make sure there's a check there to make sure appropriate sanctions are being imposed.