If we're getting rid of just the synthetic urine, then the question comes back to: what are we doing about impairment? Often with these drug tests—for example, if you're looking at, say, cannabis within a drug test with urine, that can be tested and positive in the system for up to four weeks when tested by urine. So the question is: if we're then, again, banning synthetic urine products, what does that do about that whole focus in the employment situation around impairment and the culture of the workplace where the workers are identifying impairment among themselves or among others? Because I think it's really important that we create that culture in the workplace that doesn't focus just on a single drug test, but it focuses on having that shared employer-employee relationship, focusing on impairment and identifying the reasons for impairment in the workplace that can lead to injury or accident. In that situation, there's a lot of other factors that may not be picked up by particular urine testing or other drug testing. For example, fatigue, stress—you're looking at alcohol use and looking at other drugs that are not picked up by that testing. 