Human Resources committee  We will certainly have to make necessary changes. Currently, we have two teams working in tandem: one that is specialized in harassment, and, the other, in preventing workplace violence, leading investigations, and the rest. A transition will be necessary, because we will proba

Human Resources committee  As my colleague said, we have to take the technical aspect, procedural fairness, into account. It is very important, and we can't ignore it. There are also the personal and interpersonal aspects for victims and witnesses. We touched on that earlier. In our organization, employee

Human Resources committee  In my opinion, we don't need to change the collective agreements. I think that the wording, as negotiated in the agreements, will correspond very well with the proposed bill. It will also be useful in ensuring that employees are protected, and it will give them a healthy and resp

Human Resources committee  I support that as well. I think the proximity of the direct supervisor or direct manager to the person feeling like they need to report something that's happening to them has hindered and prevented some folks from coming forward. Certainly we're seeing some volume on our tip line

Human Resources committee  I would say, yes. Victims of one-time or ongoing harassment often need support. It can sometimes be hard for union people to see themselves as supporters, and not representatives. They will often want to speak on behalf of victims in order to protect their members, which is clear

Human Resources committee  I support what my colleague has just said. In addition, we actually have a mix of investigators. We usually use external investigators, but we do, in some regions, use some internal investigators depending on the nature of the issue. What we find currently is that it's difficu

Human Resources committee  We try to work with victims and survivors by asking them what they prefer. In our organization, when harassment occurs, the victims often want to stay in their unit, because they have established interpersonal relations with their colleagues, and they really enjoy their work. T

Human Resources committee  Exactly. In fact, we've received tips from folks who witnessed perhaps harassment or misconduct toward someone else, toward a colleague, and called in.

Human Resources committee  The folks who are currently receiving the calls receive them for a variety of reasons. It could be something happening at an institution. The assessment they make is simply the assessment of who will get that tip, what region it will go to. In terms of actually accessing the proc

Human Resources committee  The tip line has been promoted through the organization via our intranet and social media. It's also been promoted through word of mouth, management meetings, employee meetings, etc. Essentially, the employee who wants to report an area of concern, whether it's misconduct or hara

Human Resources committee  We have an employee assistance program that is a mix. We have employee assistance referral agents. They're volunteers within the organization. About 700 to 900 employees have come forward to volunteer. They were trained by the employer to provide support, a listening ear, and ref

Human Resources committee  The last stat I have is that around 14% currently avail themselves of the external service for employee assistance.

Human Resources committee  What social media seem to have done, similar to what my colleagues are saying, is extend the workplace. An issue in the workplace, such as perhaps a disagreement or a conflict between colleagues, is taken to Facebook, for example, or onto Twitter, or there's an exchange about a w

Human Resources committee  Mr. Chair, I would like to thank you and the honourable members of this committee for the opportunity to appear before you today on behalf of the Correctional Service of Canada, or CSC, regarding this committee's study on Bill C-65. In my opening remarks, I will outline CSC's po