I'm getting to the question. You're talking about collective bargaining. When you are changing the entitlement, you are talking about collective bargaining.
I would remind you that it's wonderful if someone today can actually work in a job for 30 years and is out at 30/85, or whatever the number is. The truth of the matter is that people change careers three or four times in their lives. They change employers more often in their lives. I'm going to suggest to you that 30/85 might be great for the civil service, where people tend to be there for a long time. But in the private sector, it's akin to Bismarck making age 65 as the age of retirement for universal pensions, because he damned well knew nobody was ever going to receive it. When you get to the private sector, I'd suggest that the 30/85 rule is fairly rare.
We have dealt with companies that have gone bankrupt over the years. They've gone out of business. They've merged. Pension plans have changed. Employees are not staying in jobs for 30 years anymore. They're moving on. They're patching things together. If they are in a multi-employer plan with the Teamsters, that's fine. It's one pension plan. No matter who they work for, it's going to accumulate. But for a single-plan employer, that is not necessarily the case. For some of the big six that we deal with, such as CP and CN, of course, that's not true. They have a lot of people of long standing, but a lot of the younger people are shuffled in and out, and it takes a long time.
The answer is that the entitlement issue may be something for the public sector, but it's not for the private sector.