I can only speak to our company's experience, where we certainly spend a great deal of time documenting and putting out these programs. Most of the programs we have in place are in areas where we have organized labour. All of these agreements we have in place are outside of the labour agreements. Anything that's inside the labour agreement simply doesn't count and is not eligible towards this.
So anything we have with regard to incentives is outside of and over and above labour agreements.
Typically the issues you have in collective bargaining are more around employees looking for something that is more tax-effective, such as enhanced health care benefits or enhanced pension benefits. Things that put pure dollars in their pockets sometimes are less meaningful, if they're going to be taxed at high marginal rates.
I can speak to ours. We certainly have very documented, methodical programs, with very specific measures and very specific caps. There's no question that it would have to be the variable pay that's at risk. In that way, the $2,500 cap is not simply $2,500 that can be split up.
I think most labour groups are not going to want to put any of their compensation at risk; they're going to want to have it firm. I don't think you're going to see the types of abuse that maybe you could if it weren't at risk.