I'll summarize it for you in one minute.
We think that we should consider lifelong continuing training. It used to be that we went to school and then university or CEGEP and that we completed our education at the age of 25. Now, we have to acknowledge that it's valuable to go to school and to continue learning all our lives. We have to destigmatize this idea that going back to school and learning new skills is the result of a mistake in our past. That's not the case; it's an investment in the future.
We should have a tax system that acknowledges that. Just as we contribute money to an RRSP for retirement purposes, there could be a plan to which both employees and employers would contribute. That money could grow on a tax-free basis and be used for training projects. It would be a kind of training RRSP. I know that some unions don't agree with this because they think it's employees who should invest in their training.
I think employers could contribute a large portion of their training budgets to the plan. It could also become a separate benefit offered by employers, who could decide to contribute to the plan up to 2% or 3% for every 1% contributed by their employees.
In that way, thanks to the money set aside for six, eight or 10 months, employees' financial situation would be less unstable when they went back to school to earn another diploma or something else later on. I'm the best example of this type of arrangement. I'm a pharmacist by profession, and I'm appearing today before the Standing Committee on Finance. Anything is possible in life.