Cannabis & Your Workplace – Are You Ready?
written by: STEVEN ROBINSON, Human Resources Manager, Royal Containers
As you are aware, cannabis legislation went into effect today in Canada. The Trudeau government’s stated goal is to legalize, strictly regulate and restrict access to cannabis, keep it out of the hands of Canadian youth, and prevent the expansion of organized crime and the black market.
And while much of the attention has been on where you will be able to buy it and from whom, there are other conversations to be had. One important question to consider is how will employers view legal cannabis usage and the workplace. The health and safety of all employees is of the utmost importance and policies must be created to address this new legislation. The Canadian Centre for Occupational Health and Safety has provided extensive information on this topic with their latest whitepaper: Workplace Strategies: Risk of Impairment from Cannabis – 3rd edition
Here at Royal Containers Ltd, we have created our own cannabis policies and can share a few “Top Tips” to help guide you through the “haze” of this new legislation and its impact on the workplace.
In addition, download a customizable sample of our Recreational Marijuana or Medical Marijuana Workplace Policy – see below – as a guideline to address the expectations of cannabis use in your workplace.
1 Create policies that address the workplace. Ensure that these policies address both recreational marijuana and medical marijuana.
2 Ensure that organizations are aware of the legalities regarding their duty to accommodate medical marijuana.
3 If medical marijuana needs to be accommodated – ensure the employer is aware of the Smoke-Free Ontario Act, as this legislation must be followed whether it is tobacco, vapour products or marijuana.
4 Ensure there is clear communication and training to all employees regarding the legislation and review the company policies regarding the legislation.
5 Ensure supervisors are trained to answer any questions employees may have on the subject and train supervisors to be aware of signs and symptoms of impairment. This training should also be rolled out with members of the Joint Health & Safety Committee.
6 Ensure procedures are put into place if there is an employee who is showing signs of impairment and is possibly in contravention of company policies.
7 Create a culture where employees know they have the right to speak with a supervisor or manager if they suspect impairment. The same rules apply as if someone was impaired by alcohol, prescription drugs, or illegal drugs. Safety of all employees is paramount.
8 Ensure that any employee who asks for help due to a drug or alcohol dependency is provided with the appropriate support (including accommodation) and is not disciplined for doing so.
Click Here to join our newsletter and download a customizable sample of a Recreational Marijuana or Medical Marijuana Workplace Policy.
The policies provided and suggestions above should be used for information purposes only. The information is not advice and should not be treated as such. You must not rely on the information on this website as an alternative to legal advice from your lawyer or other professional legal services.
If you have any specific questions about the policy samples, you should consult your lawyer or other professional legal services provider.
Watch the video below for advice from The Canadian Centre for Occupational Health and Safety on developing your own Cannabis Workplace Policy
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