The pay system, as you mentioned, is over 40 years old. In fact, it is being looked at in regard to tendering of a new system and service.
Right now, a lot of data entry has to be done manually because, in its configuration, the current system cannot capture the data electronically. There is a lot of data entry that we are hoping to eliminate as a result. It also generates a fair number of errors. Getting errors on people's pay is not a good thing to do, and this is one of the reasons that going to a new system is pretty critical for us.
Yes, it will reduce significantly the amount of the people management of data that is currently required. We believe we can make that change using attrition, as opposed to making any other adjustments necessary. We are also having a hard time recruiting people to do essentially what is data entry, and to deal with all of the challenges around compensation, given the number of collective agreements we have and the various configurations we have to address. So we're dealing with both: a very old system that cannot adapt very quickly and a difficulty in recruiting the people we need in order to be able to do all of the manual data entry and manual consolidation of information.