Okay.
Keeping skills current is an aspect of training that we often forget about. That's especially true for the software sector. People show up for an interview knowing about software that's 10 years old but that's completely different from the current version. As a union, you're in touch with workers, including those who have lost their jobs. I'm talking about people who, in some cases, are older and are trying to get back into the market or just stay in it.
What recommendations do you have in the context of the Labour Market Development Agreements to make sure that additional funds are allocated not to basic training, but to upgrading skills around software and technology used in the labour market?