The employer has the responsibility to provide a harassment-free and safe workplace. Once an investigation has concluded, the conclusion goes to the human resources manager of the workplace. It's up to them to see what kind of remedy, punishment, discipline, or so on they are going to give. What our union's chairperson in that workplace will do is look at whether it is according to the collective agreement, and also to the preemptive ground that was breached in whatever way. We don't say there should be no punishment. If it's a clear case and there are no grey areas, there are definitely punishments. We have cases where people have been suspended for three months without pay, or depending on the severity of it, for more or less. Definitely, we as the union will stand with the person who has been victimized rather than the person who is doing it. We definitely look at that. Punishment is not always the solution, but in same cases it has to happen.
On February 7th, 2013. See this statement in context.