Once we become aware of a complaint, whether it's anecdotally or through a third party or even directly, there are a number of ways an employee can access or can advise.... They can go through human resources, and we have bureaus in all of the major centres in Canada. They can also advise through their union, whether through a union representative or a member of their executive or their national union office, or they can advise their manager. If their manager is the subject of the complaint, obviously it wouldn't be appropriate to advise their manager, in which case they would either advise the manager of the manager or they would come through one of the other venues. Once we become aware, we meet immediately with the employee and we discuss the nature of the behaviour. We discuss their options with them, whether it is an informal complaint, which is generally a type of mediated complaint, or a formal complaint, which begins a formal investigation process.
On March 5th, 2013. See this statement in context.