I have to reinforce what was said earlier, that you cannot educate and train enough. When this bill is enacted, as I fully believe it will be—soon, I hope—I think part of what will go along with it will include training and resources and support for employers. If we implement Evan's law as it's proposed at this point, it will still be considered maternity and parental leave. It will be easier to get people to broaden and understand how they will implement something that they're already familiar with. Employers will need to understand how they can fit this new program into their existing benefits. If maternity and parental benefits get a top-up, then certainly grieving parents should get the same top-up.
There are a number of things employers can do. In particular, they can educate themselves and the managers and give time for co-workers to be ready for the re-entry of the grieving parent into the workplace. Service Canada is absolutely the first place for training and development to occur. Then it's people like co-workers and colleagues.
Organizations like those developed by the Slinns and the Cormiers are enormous resources. We don't have to reinvent anything. They already have these resources. The Pregnancy and Infant Loss Network out of Sunnybrook and others already have these resources. I think PAIL is up to 16 or 17 languages in terms of resources. We don't have to start over. If you enact this bill tomorrow, this material can get out through the community networks very, very quickly.