Human Resources committee  For us, it depends on what unfolds with regard to the regulations. As you've heard from us, we have our internal processes. With harassment, for example, if there is a move toward doing external, independent-type investigations of harassment for departments, that would impact our

Human Resources committee  We haven't necessarily measured it against that metric, but I'm confident, given a lot of the things I've seen, that the more education, the more awareness you do around it, the more messaging you put out that the organization is receptive and welcoming to victims or complainants

Human Resources committee  In terms of the historical record, I can't speak without knowing specific or individual cases, but I'll go back to what I mentioned earlier, which is the need to have a well-established, robust complaint and investigative system. That's what we put in place for the RCMP post 2014

Human Resources committee  I've found it to be very beneficial. Speaking of unions right now, we are not a unionized environment, except with the public service. We've had a number of occasions to sit with the victims of harassment, supported by their union, and have a very good, open, and frank discussion

Human Resources committee  Well, I guess in terms of the minister it would be the ministry. I'm not sure where they envisioned it would actually get reported. I'm assuming it would be potentially delegated down. That's why it's important that we start being consulted on what the regulations to go with this

Human Resources committee  We do the investigation. If it's a harassment complaint, the decision-maker also makes the decision on the harassment complaint. If there's a finding of harassment, that decision-maker, as I mentioned in my opening comments, would also be the conduct authority in administering co

Human Resources committee  I would think that we, as an organization and a department, would be able to receive those complaints and investigate them effectively. Is there value in having more than one mechanism to submit a complaint? I would say there is absolutely. For a complaint of harassment, for ex

Human Resources committee  I think we may have.... Jasmin.

Human Resources committee  Our peer-to-peer program is built very much on confidentiality. Similar to my colleague mentioned, we also have employee assistance services through Health Canada. We joined in 2013, I believe. We have that same access to short-term counselling through Health Canada. It's a 24-7

Human Resources committee  In terms of...?

Human Resources committee  I think you need to have investigations and a good gateway for investigations to be submitted. You need to have good, strong, trained investigators. I agree that there need to be protections for complainants in there. I also think there needs to be some degree of confidentiality

Human Resources committee  I would put forward, especially with regard to cases of sexual misconduct/sexual harassment, that for complainants and witnesses it can be a very demanding thing for them to go through. Sometimes, witnesses and complainants may have to be interviewed several times, so I would rec

Human Resources committee  It is built into some of our training. In the courses we give, those mandatories are for all employees of the organization: regular members, civilian members, and public service employees. That is emphasized in the training. We also have supervisor development program training

Human Resources committee  Yes, it does.

Human Resources committee  For us, prevention is really built around educational awareness across the entire organization. We have put in place a number of things. We have a course on prevention of workplace violence, and approximately 24,000 of our employees have taken that course. We have our online re