It would be very impractical in situations to ask for plan member consent over matters pertaining to the management of the pension fund. There should be transparency and full disclosure, a requirement for annual filing, and requirements to disclosure regularly the funding position of the plan, the investment policy, and the funding policy. Those are all appropriate measures that should be implemented to give employees much more visibility and transparency in how their pensions are being managed and how they're faring.
But once you introduce a requirement for employees or employee groups to have a right over the ability to fund on a ten-year basis as opposed to a five-year basis, for example, that's a valuable right. Our fear is that it will inevitably be used in a broader collective labour bargaining session between the company and its workforce.
I think it's really a management issue as to how to best govern government pension plans to ensure the security of pension benefits within the rules that are laid out by the government. If you bring employees into it--and you look at a company like Bell Canada with 40,000 employees--it would be very impractical on an issue like pensions, which is so complex. The education alone would be a very difficult challenge for us.