I'm not sure I necessarily understand your question in terms of an attrition problem. Normally the way you deal with attrition is that you have to figure out where people are leaving from, develop some form of attrition plan or some form of succession plan, and figure out basically which positions you need to staff. If you have a high turnover or a high attrition, then you need to figure out where that's coming from and what you need to have the right people in place to do those jobs.
In terms of pensions specifically, the unions have taken an approach that we're looking for permanent solvency relief. That was sent to Minister Foote, referred to Bill Morneau, and I believe Canada Post as an organization took the exact same position back in 2008 during a legislative review.
In terms of the options provided in the document, I'd be more than willing to explore or at least consider those options as long as they don't negatively impact any members of the plan. We did raise that option as a side note with the pension advisory council at Canada Post. I asked basically if Canada Post would be doing some form of analysis of the options provided by the task force in terms of how it impacts the plan. I received two responses. Response A was that the task force document was new, and response B was that, well, it wasn't their report.