Bill C-65 · 42th Parliament · Justin Trudeau
An Act to amend the Canada Labour Code (harassment and violence), the Parliamentary Employment and Staff Relations Act and the Budget Implementation Act, 2017, No. 1
Government bill. Became law.
- IntroducedNov. 7, 2017
- Debated in principleJan. 29, 2018
- Studied by a committeeDone
- Passed its first chamberMay 7, 2018
- Passed the second chamberJune 17, 2018
- Became lawOct. 24, 2018
Leading supporters
Ranked by the part each played: who is responsible for the bill, who carried it, and who spoke for it most.
- Justin TrudeauPrime Minister
Who carries this bill
Arrows run from the person responsible to those who answer to them on this bill. The critic leads the Senate’s scrutiny and answers to no one on it.
What it set out to do
The pre-release version of this Legislative Summary is now available. Parliamentarians and their staff can obtain a copy by submitting a request or contacting the Library of Parliament. Members of the public can obtain a copy by contacting the Information Service at the Library of Parliament at [email protected]. On 7 November 2017, the Minister of Employment, Workforce Development and Labour introduced Bill C-65, An Act to amend the Canada Labour Code (harassment and violence), the Parliamentary Employment and Staff Relations Act and the Budget Implementation Act, 2017, No. 1, in the House of Commons and it was given first reading. Part 1 of this enactment amends the Canada Labour Code to strengthen the existing framework for the prevention of harassment and violence, including sexual harassment and sexual violence, in the work place. Part 2 amends Part III of the Parliamentary Employment and Staff Relations Act with respect to the application of Part II of the Canada Labour Code to parliamentary employers and employees, without limiting in any way the powers, privileges and immunities of the Senate and the House of Commons and their members. Part 3 amends a transitional provision i…
Summary by the Library of Parliament.
Where members stand
Votes and debate for this bill have not been read yet.
How it changed on the way
48% of the text as introduced was changed or removed by the time it became law (6,120 words introduced, 5,417 passed). A committee amended it.
substantial changeintent mostly kept
The core framework for preventing workplace harassment and violence was retained but expanded with new definitions, obligations for former employees, training duties, and procedural tweaks. Nearly half the introduced text was altered through additions and wording changes during passage.
- A definition of harassment and violence was inserted into the Canada Labour Code.
After: “harassment and violence means any action, conduct or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation or other physical or psychological injury or illness to an employee, including any prescribed action, conduct or comment;”
- The purpose clause was broadened to cover occurrences of harassment and violence.
Before: “The purpose of this Part is to prevent accidents and injury to health arising out of, linked with or occurring in the course of employment to which this Part applies.”
After: “The purpose of this Part is to prevent accidents, occurrences of harassment and violence and physical or psychological injuries and illnesses arising out of, linked with or occurring in the course of employment to which this Part applies.”
- New duties were added for training and handling complaints from former employees.
After: “loyees (4) Except as provided for in the regulations, the obligations set out in paragraphs (1)(c) and (z.16) apply to an employer in respect of a former employee in relation to an occurrence of harassment and violence in the work place if the occurrence becomes known to the employer within three months after the day on which the former employee ceases to be employed by the employer.”
- Complaint procedure was altered to allow designated persons and change the non-investigation threshold.
Before: “the matter is trivial, frivolous or vexatious.”
After: “the matter is otherwise an abuse of process.”
How precisely it is written
The drafting has not been read yet.
Did it work?
The evidence has not been searched yet.
Who lobbied on it
No lobbying registration naming this bill is loaded.
Stages and dates from LEGISinfo.