I'm not all that familiar with the situation in Quebec. However, I think anything that would help the situation would certainly be a great boon to working women.
In my speaking notes I mentioned the hazardous conditions. Those were originally addressed in Bill C-243, and were the reason that Melodie, for example, needed time off or to exit the workforce. In the bill it did mention that if the employer could find other duties for the employee that were less hazardous, that would be preferable because then she could still remain in the workforce. However, if you're a skilled tradesperson, that's probably going to be very difficult for the employer to do. You can't just go from being a welder to being a receptionist or a secretary, or an HR person—whatever. You're a skilled person and you can't transition into something else that easily.
Maybe if EI could be combined with the provincial programs, as you were saying, that would certainly be a good solution. I think you're asking for some onus to be put on the employer. The employer has a stake in this. If the employer were to step up to the plate, as it were, and contribute so there is a preventive withdrawal system, that might be a very good solution.
I don't know. Does that answer your question?