Status of Women committee  Yes.

Status of Women committee  Maybe I'll take a first crack at that. We most recently tried to address it through the development of the workplace violence prevention and protection initiatives. We specifically looked at remote and rural communities in the risk assessment and identified, to answer your point, that these employees are potentially going to face particular risks associated with dealing with the public.

Status of Women committee  I agree.

Status of Women committee  Yes. Through the Human Rights Commission we sit on an employer advisory council. On the council there is a mix of private and public sector organizations. It's a great sharing forum. What we've actually been asked to do...and this happened in I think 2011.

Status of Women committee  They brought in three of our senior human rights representatives—there were also representatives from the RCMP, their human rights specialists, and we work closely with the Canadian Forces as well—to help them learn from the things we're doing within our workplace. I think there's an opportunity to do a lot more, on occasion.

Status of Women committee  Yes, that's a great question. First off, I don't know if other departments are offering longer training. The e-learning course that we offer is an hour long. We estimate that it takes about an hour. The classroom training that we offer to the new hires of CUPW and PSAC is part of the collective agreement, actually, too, and of our obligation with those bargaining agents.

Status of Women committee  Yes.

Status of Women committee  Yes. I would say the types of training they received.... Actually some of these employees we have are now at the point of training other individuals. They are engaged by the Human Rights Commission. They are trained in particular in harassment. Certainly when you have training or expertise in harassment, sexual harassment is an important component of that as well.

Status of Women committee  I will answer that by way of saying that when an allegation comes forward and it's founded, obviously there are measures taken as it relates to the workplace and as it relates to the individual who is the harasser. For those individuals who are impacted, and again I'll go to our human rights representatives, there is follow-up.

Status of Women committee  Yes. It wasn't out to the public.

Status of Women committee  Yes, certainly, I would say in the external environment for our delivery agents who are out on the streets on a day-to-day basis, I think a big thing about sexual harassment, unwanted advances, is understanding what it is in the first place. That's certainly what we do with our employees.

Status of Women committee  Yes. The mailer was actually to our employees.

Status of Women committee  One of the things we certainly attempt to do is to engage the employees with each other, but to your point about where it can be very difficult to do so, we do use mediation. Where we have willing participants and the situation suits mediation, we will use it. I mentioned earlier that the impartiality of our human rights representatives is crucial: their credibility of being able to go in, speak to both parties, and be seen as an impartial but also a knowledgeable individual who has had experience as it relates not only to understanding the subject matter, which is harassment or sexual harassment, but also to understanding the policy framework in which we work, and also, certainly, to understanding the workplace and being able to really deal with those situations in a way that's credible to both sides.

Status of Women committee  In 2012, yes there were.

Status of Women committee  You're right.