Bill C-201
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2nd Session, 37th Parliament, 51 Elizabeth II, 2002
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House of Commons of Canada
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BILL C-201 |
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An Act respecting the protection of employees
in the public service who make
allegations in good faith respecting
wrongdoing in the public service
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Preamble
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Whereas Canada is committed to
promoting the dignity and human rights of its
public service employees by providing
protection to employees who report waste,
fraud, abuse of authority, violations of law or
threats to public health or safety;
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And Whereas Parliament recognizes that
the public interest is served when employees
are free to make such reports without fear of
or exposure to retaliation or discrimination of
any kind, and that the recognition of the right
of employees to pursue appropriate
communications with the public will reaffirm
and guarantee that public offices are genuine
public trusts;
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Now, therefore, Her Majesty, by and with the
advice and consent of the Senate and House of
Commons of Canada, enacts as follows:
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Short title
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1. This Act may be cited as the Whistle
Blower Human Rights Act.
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Definitions
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2. The following definitions apply in this
Act.
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``employee'' « fonctionnair e »
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``employee'' means a person who
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``prohibited
personnel
action'' « mesure administra- tive interdite »
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``prohibited personnel action'' includes but is
not limited to
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``protected
behaviour'' « acte protégé »
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``protected behaviour'' means
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``public
body'' « organisme public »
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``public body'' means
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Employee
protection
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3. No employee shall be subjected or feel
threatened by any prohibited personnel action
taken as a result of engaging in or evidencing
an intention of engaging in any protected
behaviour.
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Remedies
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4. (1) An employee who has been subjected
to a violation of this Act has the right, in
addition to any administrative process that
may be available to the employee under the
Public Service Staff Relations Act, the
Parliamentary Employment and Staff
Relations Act, the National Defence Act or the
Royal Canadian Mounted Police Act, to bring
a civil action before a court of competent
jurisdiction and elect trial by judge alone or by
judge and jury for relief including
reinstatement, appointment to an equivalent
position, injunctive relief, retroactive
payment of remuneration, lost seniority rights
or other benefits, including interest,
compensation for any lost future promotions
and related benefits, general damages,
exemplary damages, punitive damages, the
reasonable costs and legal fees incurred by the
employee, and any other award that the Court
deems to be fair and equitable to restore the
dignity and well being of the employee.
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Recovery of
legal fees
regardless of
forum
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(2) An employee shall be reimbursed, when
relief is granted for legal fees incurred,
regardless of whether the relief is granted by
a court, or results from an administrative
proceeding or agreement between the parties.
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Limitation
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(3) An action under subsection (1) must be
commenced within two years of
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whichever is later.
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Burden of
proof
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(4) In an action under subsection (1), once
it has been established that the alleged
prohibited personnel action was in any way
related to the employee's engagement in a
protected behaviour, the burden of proof shall
be on the defendant to prove by clear and
convincing evidence that the prohibited
personnel action would have been taken
regardless of the protected behaviour and for
legitimate, lawful reasons.
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One
proceeding
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(5) No employee may initiate or pursue an
action under subsection (1) at the same time as
an administrative proceeding under the Public
Service Staff Relations Act, the Parliamentary
Employment and Staff Relations Act, the
National Defence Act or the Royal Canadian
Mounted Police Act based on the same alleged
cause, but may discontinue an administrative
proceeding at any time prior to a final decision
and commence an action under subsection (1)
on the same issues.
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Choice of
action
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(6) An employee who prevails in a civil
action at the trial level or an administrative
proceeding at the first level shall be granted
the equitable relief ordered as of the date of the
decision.
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Other rights
protected
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(7) Except as provided in subsection (5),
nothing in this Act limits or abrogates any
right or remedy at law otherwise available to
an employee.
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Rights to
express
opinions
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5. (1) Employees have the right, free from
restrictions, to
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Rights
respecting
work
conditions
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(2) Employees have the right to humane,
dignified and civil working conditions of
employment that serve to promote personal
growth, health and well being and allow for
the unhindered discharge of job
responsibilities.
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Confidentia- lity
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(3) A disclosure or freedom of speech
exercised by an employee under this Act does
not violate any other requirement for secrecy
or confidentiality on the part of the employee.
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Duty to
disclose
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6. Every employee has a duty to disclose to
a supervisor or to a public body any conduct
known to the employee that evidences a
contravention of this Act and that affects the
employee or any other employee.
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Posting of
rights
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7. The President of the Treasury Board shall
ensure that a notice showing the provisions of
this Act and a clear summary of the
employees' rights and guarantees of
protection in it, is posted in conspicuous
places where employees work and shall
ensure the use of other means to inform
employees about this Act, including but not
limited to
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Offence and
penalty
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8. (1) A supervisor, manager, or other
person with authority respecting an employee
who contravenes section 3 is subject to
criminal prosecution and faces a fine of up to
$5000.
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Personal
liability of
supervisor
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(2) A supervisor, manager, or other person
with authority respecting an employee who
contravenes section 3 is subject to personal
liability for any resulting damages that may be
awarded to the employee pursuant to any civil
or administrative proceeding.
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Discipline
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(3) A supervisor, manager, or other person
with authority respecting an employee who
contravenes section 3 is, in addition to the
provisions of subsections (1) and (2), liable to
discipline including dismissal.
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Recognition
of employee
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9. An employee who is successful in a claim
pursuant to this Act shall be issued a public
apology by the minister responsible for the
relevant department and shall be recognized
with an ex gratia award to be determined by
the President of the Treasury Board taking into
account the overall harm and suffering
sustained by the employee and any general
damages awarded in civil proceedings.
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Referral of
allegations
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10. (1) Every minister of the Crown shall
ensure that every allegation in writing
received from an employee within or related
to the part of the public service for which the
minister is accountable is independently
investigated forthwith including consultation
with the employee and that a report is
submitted to the minister within 30 days of the
allegation being received.
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Copy to
employee
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(2) Upon receipt of the report, the minister
shall provide a copy to the employee for
comment or rebuttal.
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Remedial
action
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(3) Unless the report and any further
comments by the employee satisfies the
minister that the allegation is groundless, the
minister shall ensure that remedial action is
taken promptly, whether or not the employee
commences any civil or administrative
proceeding related to the allegation.
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Public registry
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11. (1) The President of the Treasury Board
shall create a registry in which is deposited a
copy of every written allegation made
pursuant to this Act and every report made by
an investigator pursuant to subsection 10(1),
including any employee comment made
pursuant to subsection 10(2).
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Certain
matters
excluded
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(2) A document included in the registry
pursuant to subsection (1) shall have deleted
from it any matter that
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Public access
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(3) The registry is a public document and
the President of the Treasury Board shall
ensure public access and availability of copies
thereof at a reasonable cost, during normal
business hours.
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