But then once you actually are employed, then you've got to go down the route of considering whether you're looking at random testing or whether you're actually looking at very specific testing in certain situations. Again, Employment New Zealand talks about, you know—their sense is that doing it for specific purposes is probably better than just doing random suspicion-less testing on everybody. So thinking about that, specific purposes, if you find somebody that looks like they're impaired at work, that might be a situation where you might want to test or if you've actually had a near miss or been involved in a workplace accident. 