The examples I referred to a few minutes ago are all on employee relations. As I said at the beginning of my introductory comments, the only thing we're interested in is labour. All the examples relate to issues of employee relations and they all relate to the types of situations that have come up, the anecdotal material that's been referred to when you have a situation.
The formal dispute resolution process is an example where because of the nature of the process, because it's done for proper business purposes, and because it might even be done in accordance with the requirements of a statute, we believe collecting personal information or not disclosing it is legitimate under those circumstances.
No one here is suggesting this be used for other purposes. It's only for the purpose of managing the employee relationship. We're certainly not suggesting that we be allowed to use personal information from an employee and to then give it to a subsidiary for commercial purposes. It's strictly for labour.
The act itself is constructed in such a way that labour issues, the employee relations issues, are basically self-contained in a part, and we look at it that way.
Just about every statute I know of has “reasonable”, which refers to “vexatious” or “frivolous.” These terms are subject to debate, subject to discussion, and subject to disagreement. I would agree that once you have this kind of language, there's always a legitimate disagreement among people.