I can speak to that if you'd like.
In fact, it is important to note that the New Brunswick legislation is slightly different, which the Supreme Court decision my friend referred to does establish as sort of a good faith qualification. That's when you're terminating someone. However, all provinces have legislation that specifically allows employers to differentiate, on the basis of age, between employees in respect of benefits, pension plans, and some other insurance plans.
I'll give you some examples. We have subsection 13(3) of the B.C. Human Rights Code, which says that discrimination based on age does not apply as it relates to:
the operation of a bona fide retirement, superannuation or pension plan or to a bona fide group or employee insurance plan, whether or not the plan is the subject of a contract of insurance between an insurer and an employer.
There are similar provisions in, as far as I'm aware, all provincial legislation, including section 7 of the Alberta Human Rights Act, section 16 of the Saskatchewan Human Rights Code, section 25 of the Ontario Human Rights Code, section 6 of Nova Scotia's Human Rights Act, and I believe in both Newfoundland and P.E.I. human rights legislation.