It depends on the circumstances. There's a variety of factors there. We certainly try to resolve these within two months, but we often don't. Sometimes there are issues around investigation and interviews and things like that. Generally speaking, though, the vast majority of ours are resolved without it going to any kind of a hearing or a tribunal. There's alternative dispute resolution, or some action such as a supervisor actually moved to another area because he or she created a poisoned environment for an employee. We're not going to move the employee unless he or she wants to be moved. Sometimes the supervisor is moved. Everything's documented, and they are dealt with, but not necessarily are they brought before a discipline tribunal and maybe lose pay or rank, depending on the severity of it.
Our respectful workplace committee and our WDHP liaison officers deal regularly with our professional standards bureau, the ones who really deal with more serious discipline issues. Some of the previous witnesses described grey areas, and we have them too: is this full discipline or can this be resolved? Often that's at the choice of the complainant, but they do have the dialogue, and they make sure they are singing from the same song sheet, so to speak, in terms of how they are going to address these things.