No, not at this stage, because the act is not in effect yet on these issues. However, we have succeeded in the past to make or preserve some gains for women in the context of collective bargaining. The fact that this is now a joint obligation means that the parties have to work together and make sure that pay provisions or other provisions do not have an adverse effect on women. Let's take for example some of the parental leave requests that were made in the past and that, in some cases, may have represented a step backwards in terms of gains. The simple fact that there is also a joint obligation with respect to employment conditions other than pay has allowed us to sit down with the unions and tell them that they cannot deal with the parental leave issue in that way because it would be limiting women's rights.
My point is that, in the context of collective bargaining, when there is an obligation to deal with fundamental rights, then there is a genuine dialogue at the bargaining table.