Certainly there's an obligation on the employer. Part of it is an information-sharing obligation that would come out of a proactive pay equity model, at least I'm assuming so. That would be a key to being able to work from the union's perspective but also with the employer, and to look at these joint plans. If we don't have that information, we can't move forward. That would be a really important piece of this, the sharing of information from the employer.
Then I think the impetus is on both parties, and when you take it out of the whole bargaining idea or the complaint system, it's not so inherently adversarial. I think that's a key to this. It's working together for the aim, which is pay equity, not the fight about who pays what and who's right and who's wrong. I think that's one of the important pieces to this.