I'm happy to answer that question.
Obviously, a regulatory regime can only function effectively if there are avenues for recourse for non-compliance. Accordingly, we've been working with the Commissioner of Official Languages on the language of service. The commissioner has a great deal of experience. She is already responsible for ensuring compliance with the language of service.
Regarding the language of work, there is an agency called the Canada Industrial Relations Board, which is responsible for enforcing the Canada Labour Code in relation to businesses. Thus, we said we were adding an obligation for employers and businesses. This is the first time we've gotten involved in the private sector and added language obligations.
It was stated that the commissioner's office could address and resolve complaints regarding the language of work. However, if a case is too complex under the Canada Labour Code, there is a provision for the commissioner's office to refer the matter to the Canada Industrial Relations Board. We worked with the board to ensure this would be possible.
This is therefore another arrangement, in case things become too complex, but we expect that the board will probably be called upon to act on complaints only in exceptional circumstances.