We certainly do have a policy on harassment-free and respectful workplace. That is a stated policy of the Department of Finance and human resources. Indeed, there is to be an updated policy with new accompanying guidelines expected to come out this fiscal year. With that, of course, there needs to be significant training done to ensure that not only managers but employees and managers are aware of those policies. To date, I can say we have had over 550 employees and over 630 managers participate in the existing harassment-free and respectful workplace training, with much more to come. Some of that slowed down during COVID, although we have shifted to online models of training over the last year.
I say all this, and yet I want to say that there is always more that needs to get done. We also have a strong partnership with the union. Employees can always go to their union. They should be employing their workplace policy, and I really encourage them to do that. I will say one last thing. Interestingly, when people have their training and become aware of their policies, sometimes complaints actually go up. That is not a bad thing. That means people are aware of their rights, aware of the tools that they have in their workplace to solve these issues. Thank you, Mr. Speaker.