Human Resources committee  Currently, respondents and complainants decide whether or not they want support from their unions. Union involvement can have positive impacts on some levels, and negative impacts on others. If we believe that unions must play a role, this role will have to be well defined. We n

Human Resources committee  We have the option of both. We do most of our investigations internally, but we have an avenue whereby we can go outside and hire independent investigators. I think the accountability to provide a workplace free of harassment rests with the deputy head, and I join that with the

Human Resources committee  The processes are similar from one department to another. They all stem from the same legislation, but the responsibility belongs to the head of the organization.

Human Resources committee  When it comes to the objective, we are definitely on the right path. We are all interested in eliminating any form of workplace discrimination. I think that, operationally, the challenge will lie in the enforcement and application of the legislation. In fact, we have had to overc

Human Resources committee  Currently, as soon as a complaint is filed or the incident is reported, we separate the parties directly involved in the case to ensure that no one will feel that we are favouring one party over the other.

Human Resources committee  Yes.

Human Resources committee  I will set the record straight. Yes, we have a complaint mechanism. The CBSA is subject to Treasury Board directives. The process Mr. Graham described also applies to the CBSA, and we follow it.

Human Resources committee  Actually, the intent of “no wrong door” is that there's always a door to hear complaints. We found through our experiences that there were individuals who would be aware of concerns/issues through various HR programs, but the connection was never necessarily taking place. What we

Human Resources committee  I'll start by talking about social media. We're not isolated from this. I think the geographic dispersion of our workplaces is also challenging, but that's not a new trend. Have I heard or seen in the last couple of years situations that I believe would fit the policy defini

Human Resources committee  I'll try to be succinct. We have seven mandatory training activities that employees have to go through to make them aware of their rights and their avenues. We will deal with any complaints or any situations, whether they're reported by the individual or whether a manager has id

Human Resources committee  Good afternoon, Mr. Chair and members of the committee. I am pleased to be here on behalf of the Canada Border Services Agency for your deliberations on Bill C-65. As the committee is aware, the aim of Bill C-65's amendments to the Canada Labour Code is to ensure that federal w

Government Operations committee  Thank you very much for the question, Mr. Chair. In my comments I spoke about the integrity strategy that we've articulated and developed to address some of our objectives concerning integrity in the workplace. The three pillars were about proactivity, there being no wrong door,

Government Operations committee  Those 23 could be referred to either ICMS—the informal conflict procedure—or could have been referred to the grievance procedure or to other procedures: the harassment procedure, grievances, consultation, or a discussion with the manager. What I'm talking about is that once we'

Government Operations committee  If there were other avenues that could have been used, they would have been discussed with the individuals. Informal conflict resolution or informal discussions would have been offered to the individual. At the end of the day, an informal process is voluntary and we need to have

Government Operations committee  Thank you. From a Canada Border Services Agency's perspective, we have a team in the internal disclosure office with two former PSAC employees who have had the training. From that perspective, we feel that we're well covered. We also have professional conduct, professional stand