So the process—and we'll get into this during the committee of the whole House stage of this bill and we'll ask a whole lot of questions. But what's the situation if an employee goes through all that process and then maybe resigns halfway through it? That employee then is still able to bring an action for constructive dismissal, and that will mean a long time in the courts, expense, and uncertainty for the employer. Even if the employee goes through that process and a termination ensues, this piece of legislation still means that a personal grievance claim can be brought by that employee. And that, again, means uncertainty, cost, litigation, lawyers' fees, all that sort of thing for that business. I think that's unfair. So, on the side of the House, we have said for a long time that if a business goes through that process of a health and safety risk assessment and comes to a determination that the employee, the unvaccinated employee, needs to be terminated, then that business should be protected from constructive dismissal and personal grievance litigation action. Because we think that's the fair and right thing to do. But what happens if that employee, halfway through that process—say they've had two weeks of the four weeks' paid leave—then suddenly decides to get vaccinated? Does the employer have to rehire them? Do they have to be reinstated? Will that effectively be a two-week holiday that they have just had? These are questions that the bill doesn't answer and that aren't made clear in the regulation.