I think there are a couple of pieces to that. Certainly for our business we have a complex organizational profile. One of our businesses that's a crown corporation attempted to look at a modified work program to retain older workers and ran straight into their province's superannuation act and realized that they'd have to change the superannuation act in the province to bring those workers back or to keep them on modified work. There are some complex issues if you are a crown corporation or a government-owned organization.
We also surveyed our employees. Do you know what they told us? They said most of them really didn't want to come back. They liked their work, we had great employee engagement scores, they were happy with the business, but they had other plans for after age 56--perhaps family, cottage, golfing, goodness knows, but they really thought it was time to move on.
One of our unions has developed a very effective program to bring back retired workers as contingent labour here in the province of Ontario where it's possible they didn't have the superannuation complexities. They've created a hiring hall and workers who are retired can sign up with the hiring hall. If the company needs a short-term employee replacement, they have somebody who already is known to the company--and importantly for our business, is also security-cleared, which is another challenge for us with internationally trained workers--and they can step right into the role. That has proven very successful. We'd like to see some opportunities for that model in other places.