I think that our recommendations actually have quite a lot of capacity for flexibility, partly because one of the characteristics of the system we were proposing involved a lot of participation by employees and employers together to work out the plan that they wanted to put in place. I think that kind of provision—obviously there would need to be a little more meat on it than that—can provide for a lot of flexibility. That is, it can reflect small workplaces or large workplaces, public sector or private sector, a wide range of jobs or a fairly homogeneous workplace. I think all of those things are possible under that kind of legislation, and there is some built-in flexibility there.
I'm not sure what your question is in terms of the implementation and the timing. Obviously, if you're going to establish timelines, which the Ontario and Quebec legislation certainly did, they have to be realistic. You have to understand that it's going to take people some time to work through the job comparisons and agree on the plan that they're going to put forward. On the other hand, time limits can be used to kind of delay implementation, and I certainly think the task force didn't favour that. I think we favoured having realistic timelines, but having some kind of goals in terms of time for implementing the system.