Human Resources committee  The language used is that there is a requirement to conduct an investigation, but the investigation has to be appropriate in the circumstances.

Human Resources committee  Could I add one thing, then?

Human Resources committee  Where that language has become important is that when there are complaints of harassment, investigations seem to be the next natural step because someone has taken the step to actually come forward with a complaint. Where it has been particularly challenging is in cases where i

Human Resources committee  We don't represent anyone. Our role is a neutral one, and we make that very clear to the people we interact with. It's part of our standard introduction. We're not representing anyone's interests. We are primarily neutral fact finders where we collect information from the parties

Human Resources committee  I'm looking at my colleagues. I think I have an idea in my head based on what I think. I would probably say it's in the 50% range, and that is highly inexact. Would you agree with that?

Human Resources committee  Yes. I think the interesting thing about training is one could argue if 50% of people are acting with intent is training going to matter? Boy, it is ever going to matter because the people who attend that training are going to realize the people who are engaging badly shouldn't b

Human Resources committee  They might learn something.

Human Resources committee  Can I just add one thing? The percentage of people who abuse power in organizations I think is quite small, but, unfortunately, they are often in positions of power where they can do much harm. Overwhelmingly, the people we see in training believe in all the things you believe in

Human Resources committee  Yes.

Human Resources committee  Again I just didn't catch the end of that.

Human Resources committee  It is a relatively small percentage of complaints that are unsubstantiated, in the sense that people come forward with complaints about behaviour that we find did not occur. That's a relatively small percentage. The distinction I will draw is that more frequently we make findings

Human Resources committee  There were two points I referenced in my remarks with regard to what I think small employers are particularly vulnerable to. First is the requirement that employees report to their supervisor. In a small organization, that just doesn't leave sufficient flexibility. Then there's t

Human Resources committee  I think the challenge for small employers is that often they are start-ups, so they're focused very much on their business. They don't always have the time and attention to focus on the kind of culture that avoids problems like the ones that are covered by Bill C-65. They don't a

Human Resources committee  I would add that I think the other level of expertise they need is in how to conduct a workplace investigation. This is not a regulated industry. There's no college you can go to, to get a certificate or a degree. The danger, of course, is that they really botch a process and d

Human Resources committee  Can I add one thing to that?