Sure. There was a significant move to address that.
When the CERB was first introduced, it was a flat $2,000-a-month benefit. It precluded any income from employment. Therefore, we had the odd situation, especially with respect to part-time employees, where the government was offering more money than they would gain through employment, so there was this forced choice that was presented between whether you go to work amidst a pandemic and take that on, or whether you are better off under the program.
Given that part-time workers are, obviously, a very central element within the retail workforce, our request, which was ultimately accepted by government, was that $1,000 in monthly income be permitted. Obviously, that has evolved over the course of time.
That didn't solve every problem, because, again, it was a binary situation. If you made $1,001, you lost your entire CERB benefit. Therefore, we had the oddball situation of people saying, “I will take some hours, but make very sure that I'm not going to make over $1,000 a month because there is this really hard notch or cliff where I lose all of my CERB benefit.”
It not only created some prospective hardships for the employees individually, but for the HR people in companies it became this huge juggling act of having some people who might be willing to work some hours in order to add to their family income, but who are also worried about butting up against this consequence that would cost them their CERB benefit.
That has never been completely sorted out. It has become a little less material in our space, as there has been a significant return of the workforce. We're now down about 100,000 jobs, so it's not insignificant.