Thank you for that question.
If you're speaking specifically to the harassment complaints, the ICHR has been set up as a separate entity. Any other complaints outside the harassment process go through our code of conduct process. Of course, criminal complaints go a whole different route.
With harassment specifically, what we've done with the ICHR is to bring it out of the chain of command. We've brought in external investigators. The external investigators aren't part of the RCMP. They've been procured through government processes. They will do the complete investigation. They will come to a conclusion. Once the conclusion is made, it will be brought back to a conduct authority outside of the chain of command if there is, in fact, discipline to be dealt with. If there is no discipline to be dealt with.... Obviously we try to deal with things at the lowest level through a referral to an informal conflict management program if we can, but if not, it goes through that whole investigation.
It's important that this process is accessible, timely and supports that accountability. The biggest part of it, as well, is the restoration of the workplace. In the initial instances, we may in fact move people out of their workplace. We may have to move individuals who have allegations of this behaviour against them out of the workplace to restore it the workplace and make sure it is safe.
That's the process in general terms. I could pass it over to Mr. Stringer, our chief administrative officer, who was instrumental in creating this process with our management advisory board, if you need more information.