We brought into force Bill C-65 so employees now can expect better time frames for resolution. There's the confidentiality of all parties involved. There's protection for employees victimized by third parties and others. I think the most important thing—and what I do appreciate about Bill C-65—is that we now have the legal obligation for employers to sit down with their employees and talk about sexual harassment.
The other part that I'd like to talk about actually gets back to the questions we were talking about with child care. The closer you can arrive at solutions on the ground, the better. The less that distant government is involved in arriving at these solutions, the better. What we're doing with Bill C-65 is saying that each workplace sit down with their employees and their employer and come up with a sexual harassment policy that's going to work. We've given, as I've said, some parameters on time frames, on confidentiality, on protection for employees who may be victimized by a third party. Other than that, the less the government is involved, and the more that employers and employees can arrive at these solutions themselves so that they're specific to their workplace, the better.