When I was the CEO of the hospital, we came to the conclusion that all hospital property was workspace and we banned smoking from it, and it was a much healthier environment because of that decision. If you could take that back to the committee, I'd appreciate it. I think it's something we should think about.
My second question is to Mr. Keith.
In terms of what is currently in place, it's all law. Under the Canadian Human Rights Commission policy on alcohol and drug testing, it does say that as long as employees are notified that alcohol testing is a condition of employment, random alcohol testing of employees in safety sensitive positions may be permissible.
Would that not be true as well for marijuana, as long as there's a notice in advance, that there is capacity for an employer to do what you are recommending in these five recommendations?