Okay. Good.
I do recognize the statement you said earlier, Ms. Rochon-Perras, that obviously pay equity is a human right and shouldn't be subject to collective bargaining.
I totally respect where that's coming from. If PSECA were in force I would be interested to see. First of all, I think it actually adds transparency and accountability to both the employer and the bargaining agent or the union, simply because a proper assessment of the workplace is done, outlining pay equity issues, and that actually, from my understanding, would be shared with all employees.
Then you enter into a process and, by the way, pay equity is a compensation issue. I understand compensation is discussed at collective bargaining. This is one way where every three, four, or five years you actually force the issue so that people discuss it.
I do recognize your concerns when you say that pay equity is a human right and thus shouldn't be a part of bargaining, but at some point we have to deal with the culture issue, where if an issue isn't in front of us we don't deal with it. Oftentimes it gets shunted to the back.
I'd like your views on the changes with that assessment and the accountability mechanism with employees where they would know that both parties are dealing with that issue.