Letter of Understanding
between
Canadian Pacific Railway
and
the Canadian Human Rights Commission

1. INTRODUCTION

1.1 The Canadian Human Rights Act was adopted by Parliament to give effect to the principle that all individuals should be treated equally. In recognition of this important principle, the Canadian Human Rights Commission (the Commission) strongly supports preventive strategies aimed at reducing discrimination in the workplace and in the provision of goods and services to the general public.

2. OBJECTIVE AND SCOPE

2.1 Canadian Pacific Railway (CPR) and the Commission recognize that reducing discrimination requires a proactive and systematic approach, and that it is in the best interests of all parties to work together to resolve allegations of discrimination as early as possible. Consequently, CPR and the Commission agree to collaborate on preventive measures where appropriate and agreeable to both parties, and to take the following steps to deal efficiently with any complaints of discrimination that may have been filed with the Commission or brought to its attention.

3. RESPONSIBILITIES

3.1 CPR agrees to share any policies, best practices or training materials, as it deems appropriate, upon request of the Commission.

3.2 The Commission with the permission of the complainant and with regard to privacy and confidentiality laws may advise CPR of potential complaints which it feels may be resolved prior to an official complaint being filed.

3.3 Upon request by CPR, the Commission will offer the provision of staff mediators to resolve a human rights dispute which has been identified by CPR but which has not become a formal complaint with the Commission

3.4 With regard to formal complaints filed with the Commission, CPR undertakes to ensure it provides any required replies and submissions in as timely a fashion as possible.

3.5 The Commission and CPR agree that requests for documentation and witness interviews will be coordinated through CPR’s Director Employee Relations. Facilitation of complainant’s witness interviews could be provided by the Director Employee Relations if necessary.

3.6 The Commission undertakes to ensure that its processes are flexible, transparent and objective.

4. POINTS OF CONTACT

4.1 CPR and the Commission agree that their representatives will meet twice a year to discuss any matters or issues relevant to their relationship and to promote a good working relationship between the two organizations and that this letter of understanding will be reviewed after twelve (12) months of the date of signature to assess progress.

5. AMENDMENT

5.1 This letter of understanding can be modified at any time with the agreement of both parties and may be immediately revoked by either party by written notice.

6. EFFECTIVE DATE AND SIGNATURE

6.1 This Letter of Understanding will enter into effect on the date of the later signature.

_________________________________

____________________________________
Kathryn Hamilton, Director General, Discrimination Prevention
Canadian Human Rights Commission

____________________________________
Andrew Shields, Vice-President Human Resources and Industrial Relations

___________________________________
Barbara Mittleman, Director Employee Relations
Canadian Pacific Railway