The fundamental problem that we think this equitable compensation act resolves, which was not resolved in 2004, is that today we're saying that the real solution to a pay equity gap in a unionized environment is to make both employers and unions equally responsible for defining the problem, developing a plan, and finding a solution over time to eliminate the wage gap between men and women where a wage gap has been identified.
So the objective here is to say we don't want to create a situation where the wage gap continues for ever and ever, because there's only side to the equation that has responsibility for reducing the wage gap. The unions have the ability to determine how the wages are determined in their bargaining units, and unless they are made equally responsible with the employer for solving the problem, the wage gaps will continue forever, the unions will continue to use this wage gap as another means to advance more and more pay for one group over another, never really addressing the gap between men and women.
It's a perpetual problem that has existed. It hasn't gone away since the equal pay for equal value was put into place. The objective here is to find a way to make both parties, through collective bargaining, responsible for the solution, not just one party. With both parties being responsible, we believe the wage gap will be eliminated over time, and the equal pay for equal value problem will go away.