First off, people being able to access EI, to be able to do that, is a critical issue. If you can get access to EI, then you can look at some of the training issues. That's number one.
We should look at the EI training as a second chance for many people, because they have been in a job for a long time and then found out, through their company's going out of business or whatever it may be, that they're downsized. What we need to be able to do is make sure that those people have another chance for longer-term employment. Again, we're not just training people in the short term so they can go back to work in a hurry, even if it's not a job with some longevity. We've learned our lesson around those issues, for example around worker's compensation, when we push workers back into the workplace too fast, and then guess what? We end up having a longer-term problem.
We'd also say, and we've been promoting this for a long time—I believe I mentioned earlier about an EI training fund—that if you are working in a job and you know there are going to be changes, you'll have access to an EI training fund, even though you are currently employed. So for example, maybe I'm working in a hospital, and I know there are going to be changes. I want to work in dietary instead of the job that I'm in now. That worker who's contributing to the EI fund should have access to training so that they can be ready for the next job.