“All regular and civilian members, as well as public service employees who worked for, or still work for, the RCMP since 1974 should review this article and video. There will be a time limit on the opportunity to participate, so please, everyone who is effected, or knows someone who maybe, spread the word. The settlement may not solve the root causes of toxic work environments, but it will help redress the past harm they have caused. Time to step up, speak out and get the closure you or someone you know deserves.” – Jane Hall Chair of the Royal Canadian Mounted Police Veteran Women’s Council.
All current and serving members should review the following material and associated video:
The RCMP and the prosecutors on the Merlo Davidson file have agreed to a Class Action Settlement for women working or having worked at the RCMP who were victims of harassment, intimidation or discrimination based on their gender or sexual orientation in the course of their employment. On October 6, 2016, the prosecutors have asked the Federal Court to approve the terms of the Settlement and to designate a judge to be responsible for the action.Subject to approval of the Settlement by the Federal Court, the victims of these unacceptable acts, and in certain cases their families, can claim financial compensation.
Given the legal steps related to the acceptance of the terms of the Merlo Davidson Settlement, we believe the claims process should begin in February or March 2017. – READ MORE
The 2014 RCMP Veteran Women’s Council Addressing a Crisis in Leadership” report outlines four recommendations to address the situation in the RCMP:
1) That the Minister for Public Safety direct the Commissioner of the RCMP to take immediate steps to effect a top down Ethos change within the RCMP through a three pronged approach which integrates new and effective: i. Executive Development; ii.
Promotion Processes; and iii. Discipline Processes. This must be supported by requisite funding and outside organizational partnerships to correct long-standing deficiencies within the RCMP.
2) That the RCMP replaces the current RCMP action plan’s focus on quotas with new strategies to address systemic artificial barriers which limit gender, racial, sexual and intellectual diversity.
3) That Exit Interviews – specifically targeting harassment in all its forms – beimplemented within the RCMP. The Council further recommends Exit Interviews be administered by an outside agency composed of credible, neutral and non-political
capable of protecting the identity of the respondents, make recommendations for action and follow up to the RCMP. If created the Ombudsperson Office would be the agency best suited to implementing and overseeing this process.
4) That an Ombudsperson Office be established to investigate issues of concern raised by members that have not been adequately addressed by the RCMP Commissioner. The Ombudsperson Office will report directly to parliament. The Office will serve
current members of the RCMP and will be accessible to veteran members who receive services and benefits from the RCMP budget. The Office will be provided with adequate resources to fulfill its duties. This will include senior staff members of
both genders to deal with issues that are gender-based.
