One part of the proactive system is that there's a date limit, after which interests accrue. It obviously helps parties to move forward quickly, to meet often, and to agree quickly on the value of jobs.
On information gathering, part of the Pay Equity Act in Quebec makes it an obligation for the employer to provide training to the members of the pay equity committee, as well as relevant information for them to do their work. It is transparent. You were talking about transparency. This is absolutely a transparent process. There are postings so that the employees in the workplace know exactly what happened at the pay equity committee, know exactly how the jobs were valued, and know what adjustments have been made. They can ask questions and they can get answers.
It's about the obligations that are found in the act, as well as the rules at every step that are already in the act and need to be followed. You don't have to argue about them because they're already there.
That's what the recommendations of the task force do as well. They actually set the methodology in advance as to how you identify job classes and how you identify the predominants. It's a recipe that you follow. That's why it works.