With regard to Bill C-65, An Act to amend the Canada Labour Code (harassment and violence), and its application to the House of Commons workplace: (a) what analysis or rationale has been conducted by or provided to the government with respect to the exclusion of member to member harassment (i.e. harassment and violence as opposed to solely sexual harassment) from the House of Commons harassment policy; (b) is the government aware of incidences of harassment (i.e. harassment and violence as opposed to solely sexual harassment) deemed to be between members, that have been reported and subsequently deemed not covered by the policy, and, if so, how many; (c) what analysis, if any, has been provided to or conducted by the government with respect to if or how the House of Commons harassment policy could be fully extended to include all member to member harassment (i.e. harassment and violence as opposed to solely sexual harassment); (d) what analysis, if any, has been provided to or conducted by the government to review if processes used during the application of any provision of the Reform Act, 2014, particularly the provision regarding expulsion of caucus members, could contradict the act, the House of Commons harassment policy, or any other piece of federal or provincial legislation regarding workplace harassment; (e) what analysis, if any, has been provided to or conducted by the government to define the responsibility of party caucus chairs (i.e. as defined in the Reform Act, 2014) to prevent harassment within party caucus meetings; and (f) what analysis, if any, has been provided to or conducted by the government to analyze if member to member harassment could constitute a breach of parliamentary privilege?
In the House of Commons on September 20th, 2022. See this statement in context.