Thank you.
This is following that up. Here we are a public board and the compensation is pretty impressive, by anybody's standards, yet simultaneously we have private corporations, such as the banks, in which many of the CEOs and senior management of the banks have eschewed their bonuses and backed off their opportunities and, if you will, legal entitlements to receive compensation far in excess of their base salaries. It seems to me that the board could learn a great deal from the private industry, particularly the financial institutions, in their handling of their entitlements.
I'll leave it at that, because it's ultimately a moral decision on the part of the board.
I want to talk to Mr. Ambachtsheer here. You put forward a fascinating idea. The understanding I have of it is that it appears to be kind of a parallel plan to CPP. I want to go into the flexibility issue here. I'm looking at it for a person who has an RRSP. The attractive thing for a person with an RRSP is that you would get an employer contribution to the money that would be put in by you as an employee, whereas with an RRSP you wouldn't necessarily get an employer contribution. On a kind of a negative option billing, which is kind of your idea here, I'm almost forced into this plan by virtue of the fact that my employer is not going to make any contribution if I opt out. Is that correct?