I have a question relating to what Terry was getting at and I hope I understand this correctly.
I understand the Canada Labour Code gives labour program inspectors the authority to examine wage records and then gather information related to pay equity, and then the inspectors can notify the Canadian Human Rights Commission if they do find evidence of gender-based wage discrimination in the establishment.
Can you give us a sense of how often the labour program exercises that authority and also if labour program inspectors have the authority then to conduct ongoing audits and monitor compliance related to pay equity?