Thank you for the question, Ms. Minna.
No, indeed, it does not tie the market force criteria into the legislation. The Ontario legislation is completely different from what's being proposed. It's within a human rights framework. It's a stand-alone, truly proactive piece of legislation; that is, it does impose obligations on the employer to review their pay practices. It imposes a whole procedure to consult with unions, to develop pay equity committees, to identify pay gaps, and to propose a pay equity remedy that will be maintained in time. So it's a complete code on pay equity. Most importantly, it's in a human rights framework.
This has thrown pay equity back to labour relations, as FETCO and other employers have been requesting for a long time, taking it out of a human rights framework.