Mental Health Recommendations from the Bastarache Report in Preparation for SECU Appearance June 2, 2021
Date: May 28, 2021
Classification: UNCLASSIFIED
Fully releasable (ATIP)? Yes
Branch/Agency: RCMP
Issue:
Justice Bastarache, in his report on the implementation of the Merlo Davidson settlement agreement as it related sexual harassment and discrimination at the RCMP, issued a number of recommendations regarding mental health supports. The RCMP response to these recommendations is outlined below.
Proposed Response:
- Mental health and wellness remains a top priority for the RCMP.
- A new Employee Well-being strategy was recently launched, with a focus on promoting and protecting mental health and overall well-being.
- The Commissioner has also convened a Lived Experience Mental Wellness Advisory Team to ensure mental health initiatives reflect the reality and needs of the RCMP’s diverse workforce.
Background:
The Honourable Justice Bastarache released his Final Report on the Implementation of the Merlo Davidson Settlement Agreement in November 2020. Justice Bastarache made a number of recommendations across various sectors of the RCMP. He included seven recommendations in support of mental health of employees for which the RCMP is looking to address.
Recommendation A: Privacy Commissioner investigation of use of medical information
The privacy and confidentiality of employees’ information is of the utmost importance. The RCMP continues to emphasize the need to safeguard members’ health information. These issue are also being considered in the review of the RCMP’s occupational health services that is currently underway. Additionally, the RCMP has completed a Privacy Impact Assessment for its new “Abiliti” system and implemented strict rules to protect the medical information that it captures.
Recommendation B: Health Services as an independent human resources branch
The RCMP is currently working with an external consultant to complete a review of its delivery model for occupational health services. It includes exploring an efficient and effective model that will best serve the organization and will seek to address key concerns including those related to privacy and confidentiality.
Recommendation C: Flag retirement/discharge proceedings if mental health is identified
The RCMP has a robust disability management program that focusses on recovery and return to work. If a medical discharge is being considered, it would be after determining that the member cannot return to work or be accommodated based on their limitations and restrictions. Other types of departures from the RCMP including regular retirement are outside the scope of occupational health services.
Recommendation D: Regular mental health assessments
The RCMP has launched its new mandatory Psychological Health Screening Program for all RCMP officers.
Recommendation E: Alcohol and Drug Awareness Campaign
The RCMP is undertaking a review of its Substance Use Policy and will use this opportunity to develop a national awareness campaign around the use of alcohol and drugs.
Recommendation F: Define hazing in the Code of Conduct
Hazing includes a broad range of behaviours that are currently captured in the RCMP’s existing Code of Conduct. However, the RCMP will add a definition of hazing to its Annotated Code of Conduct and its Conduct Measures Guide to ensure consistency in training across the organization. An internal communications strategy will be developed on the issue of hazing, similar to a recent communication project on sexual misconduct.
Recommendation G: Resources promoting safe debriefing after critical incidents
Broader RCMP efforts, including under the Well-being strategy will help foster a healthy workplace culture that is a safe space, free of stigma and will allow employees to debrief in healthy ways on the stresses their job may bring. The RCMP already has existing policy regarding critical incident stress debriefings which are mandatory in certain circumstances, include group or individual sessions that are conducted by a psychologist with employees recently subjected to a traumatic incident. The RCMP has a Peer to Peer network where employees can connect with a trained Peer who can listen and provide information on services offered through Health Canada’s EAS program or other resources available internal to the RCMP.
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