Human Resources Development Canada, HRDC, is mandated to carry out investigations in relation to the employment insurance program. As part of the investigation HRDC officials conduct interviews, not interrogations, with clients. Investigators adhere to a strict code of conduct that respects the rights and dignity of clients. The policies and guidelines on the code of conduct to which investigators must adhere while conducting investigations are outlined in the investigation and control manual. This manual chapter has recently been updated. However it is still in draft format.
As this investigation is ongoing it would be inappropriate to provide specific information on this case.
(a) HRDC investigators interview clients in accordance with our code of conduct.
(b) These interviews were carried out solely by HRDC personnel.
(c) Although an investigation commences as a result of a suspicion of abuse, at that point it cannot be determined if a violation has been committed. Before making that determination HRDC investigators gather information and then interview clients to validate the information obtained. A conclusion on whether a violation has occurred can only be made once the investigation is completed.
(d) All investigations must be carried out within high standards of professional behaviour. Our information to date indicates that this investigation, like others the department conducts every year, is being carried out with the high standards of behaviour the department expects of its employees.
(e) During the course of an interview supporting documentation received from other government agencies could be disclosed to an EI client if the information is specific to their case and the client is required to provide a response. It would be inappropriate to provide a specific answer to the question as the investigation is ongoing.
(f) As per the Privacy Act, the Employment Insurance Act, and associated policies and procedures this information is confidential.
(g) This is an ongoing investigation and it would be inappropriate to release the names of the investigators.
(h) This investigation is not finalized. Therefore a report on the investigation has not yet been completed by the investigators.
There are many activities involved in conducting an investigation including completing reports. For instance, the investigator gathers information, verifies its accuracy by various means including contacting employers and claimants via mail, telephone or in person interviews. Payroll records may also be inspected to verify employment.
Upon completion of an investigation investigators are required to write a report. The steps taken, facts received and records of any interviews are documented in the report of investigation which is the HRDC departmental form used to report on an investigation. The report of investigation is then referred to an HRDC insurance officer to make a decision based on the recommendations and information gathered during the investigation. Additional reports are sometimes prepared for cases of a sensitive nature and are usually sent to the regional level.
(i) The investigation and control code of conduct specifically directs all investigation staff to declare any real, potential or apparent conflict of interest. This is also the case for all public servants and members of the judiciary.
(j) Our information indicates that the investigators have been taking the appropriate steps in these circumstances and there has not been a need for a report to the regional manager. Such a report might be required if it had been brought to the attention of a manager that the conflict of interest guidelines were not followed.
(k) The issue was brought to the attention of the minister on February 6, 2001, following a reference to this investigation in the media.
It is not HRDC policy to inform the minister of every investigation that is undertaken.
Question No. 16—