Mr. Speaker, the Canada Labour Code clearly imposes restrictions on the disclosure by officials of the Human Resources and Skills Development Canada’s labour program of information collected by occupational health and safety officers in the performance of their duties under part II, see in particular subsections 144(4) to (5.1). For that reason, it is not possible to provide an answer to all of the questions. However, the following is what can be offered in the circumstances:
In response to (a), 17 complaints were received in the reference period.
In response to (b), five of those complaints related to occupational health and safety.
In response to (c), 10 inspections took place. Inspections can occur during various labour program activities, including complaint investigations.
In response to (d), this is not applicable, subsection 144 (5).
In response to (e), this is not applicable, subsection 144 (5).
In response to (f), the labour program remains active on this file and continues to monitor compliance.
According to the labour program compliance policy, employers are required to inform health and safety officers that they have taken action necessary to correct the infractions mentioned in an AVC. In addition, health and safety officers may verify compliance.
Generally, the accepted time frame for compliance will be 15 calendar days for all corrective action. Failure to complete the corrective actions following an AVC will lead to the issuance of a direction.
In both scenarios, it is possible that some infractions will take the employer longer than 15 calendar days to correct. In such cases, the health and safety officer may accept an employer's written plan of action, including projected completion dates as being in compliance with the AVC.