That's a big question.
It is part of my mandate with the union and with the CLC to try to develop better procedures in terms of education, but it is the employer's responsibility; the environment is the employer's responsibility. The employer has sole liability for the environment of harassment in the workplace.
Having said that--that's a legal proposition and somewhat mechanical--I will say that the union does take the position that we have some responsibility for the conduct of our members. One of the reasons that we want to do an audit is that we want to see what kinds of specific behaviours we need to concern ourselves with.
What I hear over here is that people are scared. I've heard that from other people, too, when they come into the process. Well, why are they scared? How are people conducting themselves? What programs can we design to stop it? That's part of my mandate.
But we have another problem and that is that human rights law is not punitive law. One of the big difficulties for unions and human rights law is that the employer--and not just this employer--often comes to harassment from a perspective of discipline, and then the union is compelled to go in and grieve for the perpetrator. The complainant is forgotten. So what we want to do is design a program that helps our union members relearn how to conduct themselves in the workplace, and if--