Our goal, as I've stated in the action plan, is to at the very least be compliant with Treasury Board expectations on how these things are to be managed, and they basically shoot for a 12-month process from start to finish.
But let me talk for a second about that four-year horror story which, I think, is the product of a system where in the earliest moment of that issue, people were not able to come to terms with it and deal with the substantive issue that was causing the problems. So at every turn of the harassment process, at every turn of the management response, grievances were filed.
If we're not successful at intervening at the outset of these conflict situations, then what we see is the extreme polarization of both parties—management and the employee—and we're locked in a legal battle that goes on forever. We have a four-year harassment situation that you've mentioned, but we have people who have been off on sick leave for 10 or 11 years, mad at the organization, suing the organization, which is just not sustainable and not a way to manage a police force.