We don't know.
Under PSECA, for example, there is a regulation-making power, and we don't know what those regulations would be in terms of how the process would unfold. Depending on how those regulations would be drafted, they could impact on the result.
To be clear, we're not saying.... We do believe that in dealing with any human right, it's obviously always a good thing to have all parties working collaboratively to resolve the issue. For example, under the proactive models in Ontario, Quebec, and Manitoba, there is a provision for management and unions to ensure maintenance of pay equity, so after the actual pay equity exercise has been implemented there's an ongoing responsibility on the parties—union and management—to ensure there are no inequities going forward. We do believe it is important for the parties to work together. Our view is that it would be better, in implementing pay equity, that there be a separate exercise.
We have a bit of concern about what can happen through the collective bargaining process. As you know, collective bargaining is, by its very nature, subject to trade-offs and negotiation, and we're just not sure that it's the best process to deal with the human right of pay equity. There should be a separate exercise with that.
I don't know if my colleagues have anything to add.