Actually, according to our information, Manitoba has a threshold of 70%, which is the same as that in the Public Sector Equitable Compensation Act. Ontario has one at 60%—and 70% for males—and the one in Quebec is at 60%. So there are similarities, and they are in the same range. It's a feature of a proactive regime, the idea being that proactivity does not make gender predominance a hard and fast cut-off, but makes it the basis of analysis.
One of the things I would like to go back to and mention is that there are differences in the way we apply proactivity in the Equitable Compensation Act compared with those three models, and it's the marrying of collective bargaining with the equitable compensation assessment. That feature is unique to the Equitable Compensation Act, that's for sure.
With respect to the issue of how regulations will be developed, I might turn to my colleague to give you an overview of how we're planning to develop the regulations. But one of the things we want to make sure occurs is that we actually have consultations on the regulations themselves.