It is essentially a human resources issue. The policy, as it's currently drafted, speaks in generalities, as did the old policy, with regard to what should happen after an investigation is completed. In my experience, from what I have found out after speaking with HR managers after an investigation is completed, very often very little is done. I'm not speaking specifically of sexual harassment cases, although in one particular case where there was a failing on the part of the manager, there wasn't a whole lot done.
What can be done? Well, this is, as I said, a human resources issue. I think the federal public service needs to take strong steps to make sure that their HR managers are properly trained and to make sure that where situations warrant it, there's progressive discipline, for example, which doesn't always happen.