It is really across the entire spectrum of occupations.
There are definitely some examples of partnerships that are very effective. In the Raglan project in northern Quebec, in Ungava Bay, they're having success developing their workforce and having aboriginal people access higher-level jobs. In B.C. there are some successes as well.
They're also fraught with challenges. We're dealing with some fairly serious socio-economic challenges. Essential baseline skills levels within the aboriginal community are barriers to delivering the training needed for them to access those higher-level jobs. That relates back to the next item you mentioned, the ASEPs.
I don't have first-hand knowledge of ASEPs in other sectors, but I'm quite familiar with ASEPs in mining. I know they have been very successful in the amount of money they've been able to leverage from the private sector and in the quantity of people they've been able to train and get into jobs. They have been hugely successful: the B.C. Aboriginal Mine Training Association, the mine training organizations in all three territories, and mine training organizations with De Beers in Attawapiskat and Voisey’s Bay. It has been said to me by people at HRSDC that the mining ASEP is really the poster child or the exemplary ASEP program. Having something in place to replace that ASEP program is critical in helping promote aboriginal participation in mining.
On IBAs and what happens if one party reneges, most IBAs include quite detailed conflict resolution mechanisms and provisions. I'm not familiar with the lawsuit you're talking about, but I would say the vast majority of IBAs are functioning quite well and yield very positive results for both parties.