It would be new in this act, but I share Mr. Bélanger's concerns that by encoding something that really comes from the Labour Code into the Aeronautics Act you may be setting up a conflict between the Aeronautics Act and the Labour Code, where both work in their worlds fairly smoothly right now. If you put this in here, it's kind of an oddball because the Aeronautics Act has very limited authorities in it dealing with what would be considered labour relations types of activities. There are provisions for limiting the hours of work and stuff like that in the Aeronautics Act, but there isn't much about the labour relations vis-à-vis collective bargaining, enforcement of contracts under collective bargaining, matters like that.
I would be concerned, especially since you don't know enough about who the employee is and the questions that may arise. You don't know what kind of collective bargaining they're governed by and you don't know whether they are covered by any collective agreements. You may in fact be pushing them into a process that would be dealt with under the Labour Code in a different way, that might be more advantageous to them.
I'm not a Labour Code lawyer, but we have discussed with officials from the department who administer the Canada Labour Code and they do agree that it does govern this work done under the Aeronautics Act. They don't have any concerns that it's not covered. They agree with us that it's not necessary to repeat provisions or make reference to it. It is already governed, and anything where you're starting to add provisions that look like they come from the Labour Code may create questions of how the Labour Code is supposed to be administered. Given that they were satisfied and they are the specialists, I would be very hesitant to put too much into this act that even speaks to duplicating, because we really don't know.