It's an interesting question, because we often look at that from a seasonal employer perspective. We've heard often from seasonal employers that they really want to hold on to those people and not have them get other in-between jobs, because they've been trained and they're well known to the company. They want to make sure of that, but they can't keep them year-round because the business is only really functioning for, say, six months of the year. It's a challenging one for sure.
We've spoken to seasonal employers in the past. Many have told us that in order for them to be able to retain those employees throughout the year, they would be willing to pay a bit more for EI, for example. Make it more of an experience-rated type of program, like most other insurance programs are, so that the more you use it, the more you'd be able to pay. That's from the employer perspective.
There may be other solutions we can look at in those particular areas where seasonal workers are an important component of that community and for that employer. If we can do that, maybe there are ways in which we can be more creative about making sure those employees are there when they're needed. Obviously, you know, we want to make sure it's fair to everybody, including the EI system.