I think in terms of maintenance, I'd turn to the Ontario act, which states that every employer shall establish and maintain compensation practices that provide for pay equity. That is a proactive obligation on employers that should be monitored or audited on a regular basis. I think you would find in Ontario in unionized workplaces that people are looking at their pay equity plans on a regular basis, every two years.
The act also provides for changed circumstances. With restructuring, for example, in a workplace, the parties then go back and assess whether they should amend the plan or negotiate a brand new plan based on the broader issues that Ms. Fong was talking about. Now, in—