Okay. I apologize for cutting you off, but I have a few things I'd like to get through.
Mr. Graham, you described the need to exhaust all intra-departmental remedies before you can approach the remedy under the Canadian Human Rights Act. In regard to some of the fears I have about this requirement, one is that it revictimizes the person who has already been harassed or potentially treated in a violent way by their employer and is having to go back to that same employer who is telling them that it wasn't actually a big deal.
Do you think there's an opportunity in Bill C-65 to potentially move away from this model? Or do you think there is an important reason to keep the need to report things first through internal remedies before you take that next step?