Okay.
We’ll go to page 5.
In our opinion it would be important that our presentation include the definitions provided by the help and information centre. You will find them on page 5 in both French and English.
On page 6, you will also find the definition for psychological harassment.
The comments and suggestions provided by the Groupe d'aide et d'information sur le harcèlement sexuel au travail de la province de Québec pertaining to Bill C-42 deal first of all with the proposed section 9.2: 9.2 The commissioner's power to appoint a person as a member or to appoint a member, by way of promotion, to a higher rank or level, includes the power to revoke the appointment and to take corrective action whenever the commissioner is satisfied that an error, an omission or improper conduct affected the selection of the person or member for appointment.
To this we propose the following addition: "or if he is convinced that the member sexually or psychologically harassed another member".
Section 12 of the bill says: "12. Every member who has contravened, is found contravening... may be suspended from duty by the commissioner". In our opinion, this should be replaced by the wording used by the Commission des normes du travail du Québec: "must take the necessary steps". We believe the bill does not have teeth and must be strengthened.
Paragraph 20.2(1)(l) says, and I quote: "The commissioner may establish procedures to investigate and resolve disputes relating to alleged harassment by a member". This should be replaced by the following: "The commissioner shall establish procedures to investigate and resolve disputes relating to alleged harassment by a member...".
The bill should describe in greater detail procedures that the commissioner must follow in cases of harassment complaints. That should be a stand-alone provision in the bill rather than a subsection.
In short, the will to increase the RCMP's accountability is a good thing. However, this increase should involve the RCMP's duties and obligations, not its rights. In other words, the commissioner would receive too much discretionary power. If any recourse implemented is to be effective, complaints of harassment in the workplace must be dealt with as an obligation and not an option.