First I just want to say thank you for your great presentations and thank you for hanging in there. I know my brain is kind of like....
I'm going to ask three questions, and feel free to answer any of them. They're addressed to all of you.
I was curious. As we started going down the line of questioning around the classification, it came to mind that if tomorrow we put into place the proactive federal pay equity legislation, what would the other difficult steps be to actually adhere to it from each of your perspectives? There are going to be some difficulties, and it's beyond just the classifications. What are some of the other elements that are not going to be easy for us to work through at the federal level when we're putting in the proactive model? That's the first question.
The second question I have is around cost. I know I've been asking this question, and I ask it not because I think if this is expensive I don't think we should do it. I'm very much a huge proponent of us moving as quickly as possible. I'm curious about the cost. I want to know whether there's been any costing done in any of your individual groups or unions on if we did pursue a proactive pay equity legislation at the federal level.
The last question I have is.... I come from a family that watches a lot of sports. In my very young days, I used to love Wayne Gretzky. They always say he always goes to where the puck is. For me the world of work is changing. I know that the best model people seem to talk about is the Quebec model now. If I was saying to you the world of work is changing and you wanted us to look at progressive proactive federal pay equity legislation, what are some of the other elements you think we need to be concerned with in drafting such a legislation?
I know they're big questions for late in the evening, but, please, if you could answer them, I'd be grateful.