Human Resources committee  The concept of vexatious conduct is not understood in a purely subjective way under the Quebec regime. It is understood from the perspective of a reasonable person in the same circumstances. That is very important. Whether or not the conduct is considered vexatious depends from o

Human Resources committee  I would add a decisive element for a policy against psychological harassment to be effective. It should be ensured that information is accessible to employees. You mentioned the culture change in your question. It is also speaking that we will succeed in changing the culture. I

Human Resources committee  Thank you. I would refer you to the definition of psychological harassment found in Quebec's Act respecting Labour Standards, that Mr. Dorval mentioned in his response. Psychological harassment is defined as hostile vexatious behaviour with a generally repetitive nature that lea

Human Resources committee  We think so. As we mentioned, the definition in the Quebec legislation is good. To improve this act, I would suggest that clarification be made about what is not psychological harassment. Subsection 15(1) of the Canadian Human Rights Act specifies what is not discrimination. Thi