That's a specific question.
As I said, section 16 of the Canada Labour Code confers fairly broad investigative powers on the board. One of the possibilities we are considering right now is setting up an investigation process where our officers would go to the work site to ascertain the facts related to those issues. In other words, the officers would look at what work was being done, how many hours it was being performed for and whether it was the same work. We have to find a way to obtain that information. Should our officers conduct an investigation to obtain it, or should a traditional hearing be held where the union and the employer each present information related to the dispute?
A faster and more efficient method would be to have our officers conduct an investigation, as they do for applications for certification.
That's something we are thinking about right now, figuring out the best approach to deal with the kind of complaint you're talking about.