This line is intended for people who are experiencing or have experienced abuse, violence, or discrimination, as well as for witnesses who wish to report it. If you are directly affected by a situation, your safety, well-being, and consent are central to the process.

Definition of the concept of reporting

Reporting is a confidential mechanism that allows any person, acting in good faith, to report a concerning situation, wrongful behaviour, or an irregularity that may contravene:

• a law or regulation;
• an internal policy;
• ethical, safety, or compliance standards;
• or any behaviour that undermines the dignity, safety, or integrity of a person.

A report may notably concern:

• theft, fraud, or abuse of power;
• a conflict of interest or an ethical breach;
• psychological harassment, as defined in section 81.18 of the Act Respecting Labour Standards (LNT);
• sexual harassment, recognized as a form of psychological harassment under the LNT;
• sexual violence, as described in the Occupational Health and Safety Act (LSST) amended by Bill 42 (in force since March 2024);
• any other conduct compromising the physical, psychological, or moral integrity of a person.

What is a whistleblower?

A whistleblower is a natural person who, in good faith, reports an actual or presumed situation:

• of abuse, discrimination, or violence;
• of psychological or sexual harassment;
• of sexual violence within the meaning of the LSST;
• of a serious breach of ethical or legal rules;
• or of any behaviour endangering the safety, dignity, or integrity of a person.

Applicable legal definitions

Psychological harassment (LNT – s. 81.18)

Psychological harassment is defined as:
“A vexatious behaviour manifested through repeated behaviours, words, acts, or gestures, that are hostile or unwanted, undermining the dignity or psychological or physical integrity of a person and creating for them a harmful work environment.”

A single serious act may also constitute harassment if it causes lasting harm.

Sexual harassment (LNT – administrative interpretation)

Sexual harassment is recognized as a form of psychological harassment and includes any unwanted behaviour of a sexual nature, such as:

• persistent advances;
• remarks of a sexual nature;
• unsolicited gestures, touching, or behaviours;
• threats, promises, or pressure of a sexual nature.

Sexual violence (LSST – Bill 42, in force since March 2024)

Sexual violence includes notably:

• any unwanted behaviour, gesture, word, or act of a sexual nature;
• sexual coercion, exploitation, or intimidation;
• non-consensual physical contact;
• any situation undermining a person’s sexual integrity.

Bill 42 now imposes specific obligations on organizations regarding the prevention and handling of sexual violence.

Legal references

Quali-T confirms that its content is based on the following up-to-date legal sources:

• Act Respecting Labour Standards (LNT), s. 81.18 and related articles – Psychological harassment and sexual harassment.
• Occupational Health and Safety Act (LSST), as amended by Bill 42 (2024) – Sexual violence.
• Québec government guidelines on preventing harassment and violence.
• Current best practices in the management of ethical reporting.

Role of Quali-T as an independent third party

Quali-T acts as an external and neutral organization mandated by Mission inclusion to receive, analyze, and process the reports submitted through the ethics line.
The use of a third party aims to ensure:

• the confidentiality of the information shared;
• independence in the analysis;
• the absence of conflict of interest;
• the protection of the whistleblower.

Who receives the information?

When someone uses the ethics line, the information is not transmitted directly to Mission inclusion employees.

It is received by a team of specialized investigators from Quali-T, trained in ethical investigations, harassment, management of sensitive incidents, and secure handling of information.

Why a third party?

Using an external provider such as Quali-T allows:

• offering a safe space for employees, volunteers, or partners;
• guaranteeing complete neutrality in the reception of reports;
• preventing internal persons from being directly exposed to reports concerning them;
• ensuring rigorous practices compliant with Québec laws.

Link with Mission inclusion

The Ethics Line is a solution developed and operated by Quali-T. Mission inclusion delegates to Quali-T the reception of reports, the initial analysis, and the confidential handling of all files.

Once the analysis is completed, Quali-T determines when, to whom, and in what format a report must be transmitted, based on:

• the nature of the report
• the seriousness of the situation
• the associated risks
• the legal obligations

Only the information strictly necessary is shared, in full respect of the whistleblower’s confidentiality.