The scourge of workplace violence necessitates a seismic shift in our perspective and response. Decisive action is required to prevent and end this crisis within the RCMP and other police forces.
Workplace violence in the form of bullying, harassment and sexual abuse has reached a crisis point in countries around the world. In Canada, the fact that this pernicious problem thrives within institutions designed to uphold law and order makes it all the more startling.
In more serious matters, like in the case of Flodell, a conduct hearing is held, a formal process used to pursue the dismissal of a member based on allegations. These proceedings take place in front of a board that hears evidence, renders decisions and administers sanctions, including dismissal. She stated in her decision that Flodell’s description of his actions as “workplace banter and jokes” minimized the allegations and suggested he lacked genuine remorse. Nevertheless, Sakiris ultimately agreed with the proposal presented by Chief Supt. Steven Ing to simply reprimand Flodell.
A snapshot of a naked woman being kept in a detachment’s detox cells was photographed and printed. One more yanked a subordinate’s hair, exposed himself to her and requested oral sex from her. At the RCMP, the outcome for Flodell is indicative of a systemic problem — the blue wall of silence within the RCMP allows officers to engage in sexual misconduct, receive lenient punishments and continue their careers with their reputations largely intact.The failure of the RCMP to address sexual misconduct is not an isolated incident but rather a pattern of behaviour documented in a succession of court cases spanning several years.
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