I believe Mr. Keith already touched upon this. Obviously an employer has a duty to accommodate to the point of undue hardship. In the absence of legislative amendments, employers will be needing to do that through policies within their workplace.
I think one of the interesting issues that's going to evolve is this concept of undue hardship. I think it's a little bit difficult for employers to maybe pin down exactly where that point lies right now. I think every employer would prefer to have a smoke-free workplace, but there is some jurisprudence to indicate that if you're smoking cannabis for medical purposes, that needs to be accommodated. We are seeing an evolution and an expansion of the array of medical cannabis products that are available to employees. We now have cannabis oil available in a sublingual spray. We have dried cannabis in a powder form that can be capsulized. I think we're going to continue to see an expansion of the array of products.
That's just one example of how employers are going to have to keep their eye on the industry, and see how it is evolving, and how that may affect the policies that they put in place to address those issues with employees.