Starting with the second question first, on post-employment, I think my suggestion is that it would help if there were some kind of reporting requirement.
The problem with post-employment is the same as it is with the offers of employment that I was just talking about. For post-employment, they go out the door and that's the end of any reporting requirement. As with gifts or recusals, we have no way of knowing unless somebody comes to us deliberately. What we have done is put the post-employment requirements in our letter that we always write when somebody's leaving.
There's another thing we've done. When we do see an article in the papers suggesting that somebody's doing something they shouldn't be doing, we'll contact them and talk to them about it. Usually what they're doing doesn't come under our act, but it will trigger us to see whether it's related to something that is under our act.
With respect to strengthening the mandate, the word “ethics” is there. I don't think I would ever propose that it be defined in any particular way. The only way you'd strengthen the mandate, I think, would be to add additional specific provisions. It works both ways. The person has to know what it is they're responsible to do. I think whatever I did with respect to the broader ethical area would be to suggest, but not necessarily find or observe.
I don't know if that helps, but that would be my answer.