OHS Cannabis in the Workplace

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Alberta Venture Alberta Venture

Cannabis at Work: Handling Medical Marijuana in the Workplace
Alison McMahon, CEO of Edmonton-based human resources consultancy TwoFold, says employers will have to work with physicians on fitness-for-duty assessments

Albertas Workers Health Centre Albertas Workers Health Centre

Resources for Workplace Accommodations

Duty To Accommodate in the Workplace Alberta Human Rights Commission Bulletin pdf

Medical Information Bulletin
How much medical information do you need to provide your employer? This explanation and forms from the Alberta Human Rights Commission will help you obtaining proper medical information to use for return to work situations.

BCI Benefits Consultants Inc. BCI Benefits Consultants Inc.

Part 1: Medical Marijuana 101

Part 2: Marijuana in the Workplace

Highlights Medical
The duty to accommodate does have limitations. A prescription for medical marijuana: Does not entitle an employee to be impaired at work
Does not entitle an employee to compromise his or her safety, or the safety of others
Does not entitle an employee to smoke in the workplace.
Smoke-free laws apply to smoking marijuana in the same way they apply to regular cigarettes and tobacco
Does not entitle an employee to unexcused absences or late arrivals

Highlights Recreatioinal
Legal does not mean acceptable in the workplace or without risk/responsibility. There is no duty to accommodate recreational cannabis use.

Benefits Canada Benefits Canada

Key steps to implementing a policy addressing marijuana in the workplace
Employers often feel they’re between a rock and a hard place when it comes to drugs and alcohol in the workplace. On the one hand, they have a legal duty to accommodate employees who suffer the disability of addiction or who have been prescribed medication. On the other hand, they also have a legal duty to protect the health and safety of those employees, their co-workers and the general public...

More guidance on substance use policies required as pot legalization nears: report
Companies are falling short when it comes to having comprehensive policies on substance use, according to a new report by the Canadian Centre on Substance Use and Addiction.

Bonnyville Nuiville Bonnyville Nuiville

The future of cannabis in the workplace
Even when it’s legalized, cannabis users won’t be able to carry, smoke, or be impaired while on the job.The Bonnyville and District Chamber of Commerce wanted to inform local businesses about their roles and responsibilities once the legalization of marijuana comes into play.“There are so many unknowns for employers, and there’s lots of misinformation out there,” explained Tanya Oliver, executive director for the Bonnyville chamber.She continued, local business owners are concerned about the possible changes once marijuana legalization comes into effect...

Business in Edmonton Business in Edmonton

Cannabis Legalization & Safety: How Companies are Adapting & What to Expect
In April of this year, the Federal Government introduced legislation to legalize the use of cannabis. With legalization comes a number of issues that directly impact Edmonton’s workforce, especially companies and employees involved in safety-sensitive work. With issues arising from increased usage, or at least more commonplace usage, and job site safety, many employers are looking anxiously towards the future.

Canadian Centre on Substance Abuse CCSA Canadian Centre on Substance Abuse CCSA

Topics Addiction Recovery Alcohol Children and Youth Costs of Substance Use in Canada First Nations, Inuit and Métis Impaired Driving Low-Risk Gambling Guidelines Marijuana Mental Health and Problematic Substance Use Monitoring Trends Prescription Drugs Workplace Substance Use in Canada Treatment and Supports Workforce Development Workplace ​​​​​Addressing substance use affecting the workplace CCSA works with partners, employers and representatives from both public and private sectors to identify current needs and emerging issues related to the effects of substance use affecting the workplace. More recent concerns about the regulation and legalization of non-medical cannabis in Canada have prompted employers and other stakeholders to consider how to address substance use through effective and appropriate workplace policies and practices

CCSA’s report, A Review of Workplace Substance Use Policies in Canada, breaks new ground. Based on surveys and interviews with Canadian employers, the report highlights lessons learned and best practices of existing policies, and portrays how employers approach substance use affecting the workplace.

CCSA has developed the Standards for Preventing Problematic Substance Use to help deter substance use. Increasing evidence suggests that concurrent disorders escalate faster when they start during adolescence, which makes early detection and treatment even more important.

CCSA in consultation with its National Advisory Group on Workforce Development (NAGWD) has produced an important series for the substance abuse field. Competencies for Canada’s Substance Abuse Workforce is a practical collection of resources that supports professional development in the field. These Competencies place a strong focus on technical and behavioural skills.

Canadian HR Reporter Canadian HR Reporter

Managing marijuana
Developing multiple drug and alcohol policies can be laborious, confusing for employers With the legalization of recreational cannabis a little less than a year away, now is the time for Canadian employers to think about how they may have to revise workplace drug and alcohol policies to meet their responsibilities.

Bracing for workplace cannabis?
Most organizations say people can’t consume recreationally in the workplace, unless they have a valid medical reason for it. Cigarette and alcohol consumers cannot claim any validity on medical grounds. But now there is another scenario for HR to consider: It’s not uncommon for an employee to have the occasional drink outside the office during lunch and come back to the office — this could now potentially extend to smoking a joint during lunch and coming back to office...

Canadian Labour and Employment Law Canadian Labour and Employment Law

Dazed & Confused: Navigating Marijuana in the Workplace
Employers should be ready to review and amend workplace policies as the new federal and provincial laws come into force. Addressing medical use will require a different approach than recreational use...

Canadian Lawyers Canadian Lawyers

Marijuana and the Canadian workplace
While the possession of marijuana in Canada remains unlawful under the Controlled Drugs and Substances Act, its use for medical purposes is permitted under the Regulations to the Act. The Canadian government has also announced its intention to legalize the substance in the near future for non-medical, recreational use. What does this all mean for Canadian employers?

Canadian Occupational Safety Magazine Canadian Occupational Safety Magazine

Video - Understanding the relationship between marijuana and OHS
Employers are full of questions and concerns about the safety of their workforce as recreational marijuana is set to be legalized this summer in Canada. The substance would be regulated, but employers still fear the effects on their workplace’s health and safety, as marijuana would become accessible. Dan Demers, senior manager of strategic business development at CannAmm, explains how marijuana affects the brain and why it’s important to relay the message to employees in safety-sensitive positions that what they do on their own time is the company’s business.

Canadian Underwriters Canadian Underwriters

Why total bans on workplace pot won’t be easy under Cannabis Act
Employers may be hard-pressed to ban marijuana outright from the workplace once The Cannabis Act is implemented in Canada, a lawyer told delegates attending the Ontario Mutual Insurance Association (OMIA) Thursday. “Both bills [related to The Cannabis Act, Bills C-45 and C-46] are actually silent when it comes to employment and occupational safety,” said Sandra Gogal, practice leader at Miller Thomson LLP. “At present, there is no Canadian law that regulates mandatory drug testing of employees, so when the recreational market opens up, it creates a number of interesting issues.”...

Cannabis At Work Cannabis At Work

Onsite cannabis Training/speaking engagements
Cannabis legalization creates unprecedented challenges for employers. Cannabis At Work will set your organization up for success and ensure you have the tools to mitigate risk. We provide comprehensive half-day or full-day cannabis education for all levels of your organization. Book an onsite training/speaking session now.

Online Course Medical Cannabis: Employee Rights and Responsibilities
Patients who are prescribed cannabis and use it medically face a number of challenges in the workplace. Workplaces have traditionally had a zero tolerance approach to cannabis and in most cases workplace policy has not been updated to reflect the growing use and acceptance of medical cannabis. Workplace safety is of paramount importance and patients must understand their role in this. Audience: This course is designed for any patient who is employed or plans to return to work and wants to know more about their rights and responsibilities in the workplace related to their medical cannabis use. Takeaways: Upon completion of this seminar, participants will be able to: Describe patient rights and responsibilities in the workplace Describe the employers Duty to Accommodate Identify when you need to disclose cannabis use to your employer Understand if you can be terminated for medical cannabis use Understand your responsibilities for participating in the accommodation process Describe how to proactively communicate with your employer

Online Course Recreational Cannabis Awareness Training for EmployeesRecreational Cannabis Awareness Training for Employees
As Canada proceeds with cannabis legalization it is important for workplaces to clarify the rules related to cannabis possession and use relating to the workplace.

Online Course Managing Medical Marijuana in the Workplace
Cannabis legalization has created unprecedented challenges for employers, especially those in safety-sensitive industries. Managing medical cannabis in the workplace is a delicate balance between the employer’s duty to accommodate and the employer’s responsibility to maintain a safe workplace. This online Managing Medical Marijuana in the Workplace course is the most comprehensive training on medical marijuana for employers available in Canada. It will equip you with an understanding of the regulations governing medical cannabis, and provide you with direction on how to manage this complex topic in your workplace.

Cannabis Information and Support Cannabis Information and Support

Sample HR scripts for tough conversations
Sometimes, even if you have a thorough workplace drug policy, actually implementing the various aspects of the policy can be quite daunting. In particular, approaching an employee you suspect of using drugs can not only seem challenging and confronting, but can leave you open to your own performance issues if not done correctly. It is important to remember that you can’t always directly accuse or talk to an employee about drug use, even if you suspect it. Your conversations should centre more on the employee’s performance, any deficiencies and how they can improve. Remember to also point out your Employee Assistance Program (EAP) if you have one. The following are some sample scripts that might help guide you if you suspect drug use and need to approach an employee.


Policy to the Point: Preparing for Cannabis Legalization by Lina Khatib, CCVO Policy Analyst Oct 15, 2018
Preparing your Nonprofit for Cannabis Legalization
Cannabis in the Workplace
Medical Cannabis and Drug Plans
Education Background

Centre for Occupational Health and Safety (CCOHS) Centre for Occupational Health and Safety (CCOHS)

Substance Use in the Workplace
The fact that some people use substances such as alcohol or illicit drugs, or that some people misuse prescription drugs is not new. The awareness that the use and abuse of substances may affect the workplace just as the workplace may affect how a person uses substances is, however, increasing in acceptance. Many aspects of the workplace require alertness, and accurate and quick reflexes. An impairment to these qualities can cause incidents, and interfere with the accuracy and efficiency of work. This document will discuss issues such as how problematic substance use may affect the workplace, possible costs to an organization, and how an organization can address such issues.

Workplace Strategies: Risk of Impairment from Cannabis
When workers are impaired on the job, whether by fatigue, use of drugs, or consumption of alcohol, it can have serious consequences. This white paper discusses the implications associated with the use of cannabis for both therapeutic and recreational purposes. It includes information for employers, workers, and others interested in workplace health and safety


Drug testing and the legalization of marijuana in the workplace: where do we stand?
There is no question that the legalization of cannabis will have an impact on the workplace. It is possible that the passage of this legislation will lead to increased use in the workplace. One should, however, clarify that the legalization of marijuana will not result in employees being entitled to use this substance before or during their work shift since its use impacts performance. As with alcohol, which can be legally consumed, an employer may nonetheless prohibit its use. As a result, employers will be urged to implement policies on drug use, in particular to meet their health and safety obligations and to prevent any risk of accident. However, these policies will have to take into consideration the state of the law regarding drug testing. To date, random drug testing is forbidden in Canada except in very specific circumstances...

College Magazine College Magazine

Medical Marijuana in the Workplace An HR director's take on our new workplace reality
Across Canada, the conversation around marijuana in the workplace has been heating up. Legislation is loosening. Social perceptions are shifting. And an increasing number of companies are extending their group benefits coverage to include medical cannabis products...

CPHR Alberta CPHR Alberta

Limits of Accommodating Marijuana Use in the Workplace
If marijuana is not always necessary in the treatment of illnesses or disabilities, what is the impact on employers’ rights within the obligation to accommodate disabled employees who use medicinal marijuana? In this piece, we examine the employer’s right to gather information in response to a request for accommodation. Under federal and provincial human rights legislation, as well as the common law, employers have the duty to accommodate employees with mental or physical disabilities. Generally speaking, accommodation requires changing, adapting or otherwise modifying the workplace or workplace standards in order to provide the employee with an equal opportunity to perform a job for which they are otherwise qualified.

A Closer Look at How Marijuana Legalization will Affect Current Company Policies
According to the Alberta Trends report, more HR professionals are starting to educate themselves on the legalization of marijuana and the associated impact this will have on drug and alcohol policies. This seems to be especially true for the Manufacturing, Oil and Gas, and Construction sectors where there are more likely to be safety sensitive positions.

Crowe Soberman Crowe Soberman

Video Canada: Medical Marijuana In The Workplace (Video) from the live webinar held May 25th, 2017. Susan Hodkinson speaks about Medical Marijuana in the Workplace as well as answers some of your biggest questions on the topic.


Workplace substance-use policies would help Canadians: report
Not enough companies have comprehensive substance-use policies and those that provide them offer inadequate measures to help struggling employees, the Canadian Centre on Substance Use and Addiction says in a report aimed at bringing awareness to workplace practices before marijuana is legalized this summer. Loss of productivity, absenteeism and increased costs are just some of the outcomes of unaddressed substance-use issues, says the report based on a review of about 800 companies, 35 publicly available policies, interviews with a dozen experts on their company policies and responses to an online survey...

Denning Health Group Denning Health Group

Marijuana, Workplace Safety & Your Business
I invite my clients to think of marijuana use as they do alcohol and then to develop sound policy around the same principles of use. A casual user of marijuana poses no more threat to the safety of the worksite than does a casual drinker; so the question then becomes: Why treat marijuana use differently than alcohol if doing so will impact your company’s ability to hire and retain qualified individuals?...

Dentons Dentons

The effects of cannabis legalization on the workplace
As of July 2018, recreational use of cannabis will be legal in Canada. According to data from other jurisdictions that have already adopted similar legislation, the legalization of cannabis could lead to an increase in the consumption of cannabis because of the decrease in the stigma associated with it. In light of this, it becomes even more important for Canadian employers to adopt clear policies on the use of drugs and alcohol by their employees, notably to prevent workplace accidents, increases in claims for sickness or occupational injury benefits, decreases in employee productivity and absenteeism related to the use of these substances. Employers who already have such policies should also review them in order to ensure that they adequately cover new situations related to the legalization of cannabis as well as verify that their employees are aware of and understand the policies.

Digital Journal Digital Journal

Substance management policies needed before pot is legalized
Substance management policies needed before pot is legalized Listen | Print By Karen Graham May 26, 2018 in World Ottawa - The legalization of recreational marijuana is just a month away in Canada, and one company fears that many employers may not have a current Workplace Substance Management Policy in place. They have launched an online toolkit to help companies prepare...

eCompliance eCompliance

Cannabis Rising: Ensuring Workplace Safety as Marijuana Usage Soars
We’re at a turning point in Canadian history. The cannabis industry is booming, medical marijuana usage is at an all-time high, public perception is shifting and pundits predict a future that will include marijuana legalization across the board. But easier access and rising cannabis usage creates a new set of challenges for employers in high-risk industries. Whether obtained legally or illegally, marijuana can impair an employee’s cognitive functions, hinder their ability to perform safe work and ultimately put your company at risk. So, how can health and safety professionals continue to keep their employees safe as we tread into this uncharted territory?

Employment and Human Rights Laws in Canada Employment and Human Rights Laws in Canada

Pot in the Workplace
Impact in the Workplace So what will this all mean for the workplace? Many employers will already be familiar with the need to accommodate the use of medical marijuana in the workplace, where an employee uses it to treat an illness or injury falling under the definition of disability in the Human Rights Code. An addiction to marijuana can also fall under the definition of disability and require accommodation. This does not mean that employers must permit employees to be impaired by marijuana while at work – accommodation must always be balanced with safety, and is required only up to the point of undue hardship...

Employment Law Today Employment Law Today

Cannabis in the workplace and employer rights
Accommodation for medical marijuana not necessary if grounds for termination exist for violating policy in safety sensitive workplace: Tribunal

Energy Now Energy Now

BULLETIN: Preparing Employers for Cannabis Legalization – Wendy Ferguson If you’re interested in understanding our Alberta government’s position on the subject, they have developed a cannabis resource segment at: www.alberta.ca/cannabis-legalization. This is what the Alberta government has to say on their website about cannabis legalization and the workplace: “Impairment at work is dangerous for yourself and others. Talk to your employer to learn more about policies relating to impairment on the job.” Are you ready for when your employees come and talk to you to learn more about your policies relating to impairment on the job? The onus is on Alberta employers to prepare for the coming changes.

You should update your existing policies to ensure that cannabis is addressed.  Attention should be placed on an employee’s duty to disclose impairment and the consequences of a policy violation.   If your company does not have the following policies, this has become a priority:

Many organizations already have these policies in place and they just need to update their policies accordingly.  If your company does not have these policies in place, please call Stick People Solutions for support.   We are currently offering a comprehensive Cannabis policy package, including an employee suspicion checklist for your front-line managers.  Any questions at all, we’d be happy to help!

Field Law Field Law

Canada: Cannabis In The Workplace: A Few Things Employers Might Get A Taste Of

Field Law offers training on how to deal effectively and legally with cannabis use by employees through customizable workshops, seminars, and lunch and learn sessions. They also provide contract and policy creation and review to encourage a “fit for work” culture and ensure safety in the workplace to the fullest extent. To schedule a workshop, or get an initial assessment of your drug and alcohol policy, contact Christin Elawny at celawny@fieldlaw.com or call 403-260-8583.

Financial Post Financial Post

When employees must smoke pot at work: Employers need to confront reality of medical marijuana
As marijuana emerges as a mainstream treatment, employers will need to figure out how to deal with the use of medical pot in the workplace

'Quite frantic:' Employers are scrambling to address the issue of marijuana in the workplace
The apparent challenge with cannabis is that there isn’t a bright, measurable line between tipsiness and impairment the way there is for alcohol

Global News Global News

What employers and employees need to know about cannabis in the workplace|Lawyer Christin Elawny joins Global News Morning Calgary with details on what employers and employees need to know about cannabis in the workplace.

Over half of Canadian workplaces are ‘concerned’ about dealing with legal weed: Report

Government of Canada Government of Canada

Addiction to cannabis
Federal Government Cannabis Laws and Regulations
Federal Cannabis Act
Laws in your area
About cannabis
Health effects of cannabis
Cannabis and mental health
Cannabis impairment and safety risk
About problematic substance use
Get help for problematic substance use
Health effects of cannabis
Medical use of cannabis
Workplace Strategies: Risk of Impairment from Cannabis
White Paper Impairment at Work Fact Sheet
Substance Use in the Workplace Fact Sheet

As part of the Hazard Prevention Program requirements, employers under federal jurisdiction should address impairment caused by cannabis in the same way as any other potential hazard. There are many potential causes of impairment, including:stress fatigue medications certain medical conditions legal and illegal substances other causes...

Employees have a duty to work safely. An employee may have difficulty completing tasks in a safe manner while working impaired. These requirements are in place to make sure that you, your coworkers and the public are not put in danger...

Gowling WLG Gowling WLG

Employer's duty to accommodate medical marijuana
We note that with the Supreme Court of Canada ruling in Smith, the newly-legal alternative forms of medical cannabis, employees have new legal treatment options that employers will be required to consider as possible accommodations...

Harvest Medicine Harvest Medicine

Can You Be Fired For Using Medical Cannabis?
One of the most common questions our Canna Geniuses get is this: “can I be fired for having cannabis in my system, if I have a Medical Document?” This is a complicated subject, so we’re going to break the article down into two points:
What the law and experts say about the subject Strategies for talking to your employer or HR department
What’s the law say about cannabis and work?

According to the Human Rights Code of Canada, employees cannot be discriminated against based on several criteria. Two of these criteria are relevant to us: physical disability, and mental disability....

Hick Morley Hick Morley

Medical Marijuana in the Workplace
With an increasing number of employees receiving prescriptions for medical marijuana to treat various ailments, employers and service providers are grappling with how to respond. In this video, Jacqueline Luksha discusses the implications of medical marijuana in the workplace and at places of business, touching on the duties of employers and service providers to accommodate medical marijuana’s use while ensuring a safe work environment. To assist employers and service providers, she provides some best practices on how to meet those obligations.

HR Insider HR Insider

How will legal marijuana affect drug-related termination at work?
Many workplaces have policies regarding drug use that may need to be revised when marijuana is legalized. Federal and provincial governments have established some protections regarding discrimination or illegal termination for medical marijuana use. As Alberta residents consider the legalization of recreational pot, it is important that they know their rights in the workplace should they choose to partake.

HR Professionals HR Professionals

Accommodating the Use of Medical Marijuana in the Workplace
The obligation to accommodate the use of medical marijuana arises under human rights legislation, which protects individuals in the workplace from discrimination on the basis of disability. Employers are required to accommodate an individual’s disability to the point of undue hardship. In the case of medical marijuana, this accommodation may include allowing individuals to use marijuana in situations where such use would otherwise be prohibited...

Employers, Use the Impending Legalization of Marijuana to Your Advantage
Plan ahead to ensure everyone understands their responsibilities The conversation surrounding the likely legalization of marijuana by July 2018 opens the door to a broader conversation surrounding drugs and alcohol for employers. Executives, supervisors and managers – listen up: the link between cannabis and workplace impairment has yet to be addressed by the federal government. This presents a real challenge for employers, especially those who need to ensure a safe workplace...

Hiding in the Weeds
Risks and responses for employers in the era of legalized cannabis use Marijuana occupies a position unique from alcohol and those psychoactive drugs, which would remain illegal. Marijuana is not a prescription drug, and remains a Schedule II drug under the Controlled Drugs and Substances Act, but its road to legalization began because it had been promoted as a medicinal treatment (not cure) for a wide variety of ailments. It has been almost a century since a doctor prescribed liquor for “medicinal purposes.” However, unlike liquor, there is no generally accepted prohibitive level of THC that science can agree upon that qualifies as impairment, no agreement upon how long such impairment could last and, most troubling, no readily available test to measure either acceptable use or prohibitive impairment.

HRD Canada HRD Canada

Medicinal marijuana: Are you ready for the impact on your workplace?
Employers need to be reminded that as with any other medical accommodation, if an employee has a legitimate prescription for cannabis, as an employer you have a duty to accommodate their medical needs.” And employers should be assessing how this potential new legalization will impact their staff base directly. If you look at the statistics, the number of registered prescriptions for the use of medical marijuana in Canada has risen dramatically in the last three years...

When are you allowed to drug test an employee?
Cannabis could well become a regular feature in Canadian workplaces in the near future. With this new world of legalization comes anxiety over inebriation and safety risks – with many leaders asking when they can drug test employees...

On-Demand Video Course Cannabis in the workplace - a guide for HR professionals

On-Demand Cannabis in the workplace - a guide for HR professionals

Human Resource Executive Human Resource Executive

Cannabis: A Changing Conversation
As marijuana legalization continues to expand rapidly, many employers are grappling with how to update their drug policies without employee privacy going up in smoke.

Integrated Benefits Integrated Benefits

Marijuana in the Workplace - Are you Ready?
With the legalisation of marijuana close on the horizon, and medical marijuana use continuing to become more prevalent, it is important for employers, and employees, to understand their rights and responsibilities surrounding its usage.

Lift News Lift News

Medical cannabis and the Canadian workplace: what are your rights?
Do you have the right to refuse, or does your employer have the right to access your health information and treatment? Understanding workplace restrictions Alison McMahon is the CEO of Cannabis at Work, a group that educates employers about recreational and medical cannabis legalization. She says the bottom line is that cannabis has the potential to lead to impairment, which isn’t allowed at work. That especially applies to employees with safety-sensitive positions, such as public transportation drivers or those who operate heavy machinery...

McInnis Cooper McInnis Cooper

The Dope on Medical Cannabis Health Benefits: Key Considerations for a Coverage Strategy Insurers have generally been leery of coverage for medical cannabis in both the health benefit claims and in cost of care claims in the personal...

Archived Webinar | 5 Workplace Policy Areas to Manage Marijuana Risks
The legalization of recreational cannabis in Canada is imminent. Employers are feeling the heat to prepare – even as they continue efforts to manage the impact of increasing medically-authorized marijuana use. Watch and listen to McInnes Cooper Labour & Employment Lawyer Stephanie Sheppard as, based on recent legal developments, she smokes out the five key policy areas for employers to review and revise (or create) to manage the workplace risks of marijuana

Cannabis Legalization in Canada: Seeds have sprouted, but the branches are still bare

Nip it in the Bud: A 5 Step Plan for Employers to Prepare for Cannabis Legalization in Canada

Mcleans Mcleans

How should Canadian employers prepare for legal marijuana?
Experts say stigma has led many companies to ignore the issue of marijuana at work—but looming legalization makes it more urgent


Marijuana In The Workplace: What Employers Need to Consider
As the legalization of marijuana in Canada approaches, employers are getting increasingly anxious about the lack of clear guidelines and testing rules, and are left with unanswered questions about how to adapt to this new legal environment. Dr. Farrell Cahill tackles some of these burning questions and sheds light on what employers should consider...

Metis HR Metis HR

Cannabis And Drug Misuse At Work
Signs of cannabis and drug misuse at work which you might look for include..

Micmillan Micmillan

Medical Marijuana in the Workplace: Risks for Employers
As the use of medical marijuana continues to increase across Canada, employers will be encouraged to place a high priority on making changes to their workplace policies

Miller Thomson Miller Thomson

Consuming Medical Marijuana at Work Can Get One Fired
The termination of an employee observed using cannabis while driving a Town vehicle has been upheld in Saskatchewan. In The Town of Kindersley v. Canadian Union of Public Employees, Local 2740, the board of arbitration determined that termination was appropriate,...

Mission of Hope Mission of Hope

Sample/Example of Employment/Volunteer Policy: Drugs & Alcohol

Remember you cannot just copy another policy - your policy must reflect your agencies position so draw from examples but don't copy without adjustments.

National Safety Council National Safety Council

Drugs at Work: What Employers Need to Know
How Employers Can Make a Difference NSC found healthcare costs for employees who misuse or abuse prescription drugs are three times higher than for an average employee. Employers can take simple steps to protect themselves and their employees: Recognize prescription drugs impact the bottom line Enact strong company drug policies Expand drug panel testing to include opioids Train supervisors and employees to spot the first signs of drug misuse Treat substance abuse as a disease Leverage employee assistance programs to help employees return to work


Marijuana Use and Its Impact on Workplace
Safety and Productivity Despite the safety and productivity risks associated with marijuana use, the drug is increasingly seen as socially acceptable and its dangers may be marginalized.

OHS Canada OHS Canada

Weed at Work
While pot users across the country applaud the move, others have raised concerns about the effect that the proposed legislation would have on workplace safety.

Online Learning Enterprises Inc Online Learning Enterprises Inc

Online Learning Enterprises Inc. Substance Abuse Training
Substance abuse threatens the well-being of workers and the organization. People who are under the influence of drugs or alcohol are more likely to injure themselves or others at work and to perform poorly on their jobs. It is important Substance Abuse training is provided to ensure the well-being of all workers.

OSG Occupational Safety Group OSG Occupational Safety Group

Online Cannabis in the Workplace Training
Cannabis in the Workplace training provides an overview of the uses, legality, and health and safety concerns of marijuana in the workplace.

Osler Osler

Legalized marijuana: Key takeaways to prepare your workplace (Webinar)
In this webinar, members of Osler’s Employment & Labour Group will discuss practical steps that employers can take to prepare their workplaces for legalized marijuana, including: Controlling marijuana use in the workplace Maintaining safety Accommodating substance use and dependenc. You can request access to webinar.

Legalized Marijuana: 5 key takeaways for your workplace
The following are some key takeaways to help your organization prepare for the legalization of recreational marijuana:

Parliment of Canada Parliment of Canada

HOUSE OF COMMONS OF CANADA BILL C-45 An Act respecting cannabis and to amend the Controlled Drugs and Substances Act, the Criminal Code and other Acts

Relience Relience

Cannabis in the Workplace: Duty and Responsibility for Employers and Employees
The Canadian Senate has now passed the Cannabis Act and we are well on our way to legalized recreational marijuana use in Canada this October (2018). The bulk of responsibilities will fall on the shoulders of the both provincial and municipal governments to implement the rules and regulations for the sale, possession and consumption of recreational marijuana. However, it is vital for employers, large and small, to also shoulder some responsibility for this new legislation by establishing comprehensive company policies for Cannabis in the workplace. Businesses that are preparing policies now will better manage the impact of legalized marijuana, ensuring safety for both the employees and the business.

Ridout Barron Ridout Barron

Canada: How Will Legal Marijuana Affect Drug-Related Termination At Work
?Many workplaces have policies regarding drug use that may need to be revised when marijuana is legalized. Federal and provincial governments have established some protections regarding discrimination or illegal termination for medical marijuana use. As Alberta residents consider the legalization of recreational pot, it is important that they know their rights in the workplace should they choose to partake.

Rocky Mountain Outlook Rocky Mountain Outlook

Employer liability a concern with cannabis legislation
“One of the very serious workplace ramifications for probably a lot of people in the room is director liability,” she said, adding the Cannabis Act broadens the potential liability faced by corporate directors and officers to being a strict liability standard.

Safety Culture Safety Culture

Educate your workforce on Cannabis (marijuana) and workplace safety. If you fail to educate your workforce on this issue, you are knowingly endangering your workforce and organization. Simply having employees read and sign policies does NOT prove their understanding - or your legal obligations

Safety First Safety First

Online Course Marijuana In The Workplace
This online course offers one of the most extensive employer training programs in Canada for managing medical marijuana in the workplace. You will learn the regulations governing medical marijuana and will provide clear direction on how to manage this challenging topic in your workplace. The legalization of marijuana has created unforeseen challenges in the workplace, especially in safety sensitive environments. For you to manage medical marijuana in your workplace you need to learn how to balance the duty to accommodate with the responsibility to maintain a safe work environment.

Safety Vantage Safety Vantage

Online Course Marijuana in the Workplace
Awareness course is designed to educate employees on the implications of legalized marijuana, its use, worker rights, and how marijuana use can affect the workplace and workplace safety.

Spiegel Sohmer Spiegel Sohmer

Marijuana in the workplace: Are your workplace policies adapted? Jun 20th, 2018 By Nathalie Proulx
As an employer, you have the legal obligation to take measures to protect the health and security of your employees in the workplace, while respecting their right to privacy. You also have the duty to accommodate your employees unless this obligation causes excessive constraint. As for your employees, they have the obligation to look after their health and security in the workplace, as well as the health and security of others. They also have to provide their work performance with diligence, caution, loyalty and honesty...

St. Alberta Gazette St. Alberta Gazette

Company drug policies may need updating
According to one human rights lawyer, if you don’t correctly draft your workplace drug policy for medical cannabis and other medications, you could be looking at a human rights violation in the future.

Stikeman Elliott LLP Stikeman Elliott LLP

Weed in the Workplace, a Primer for Employer Action
Medically authorized marijuana is currently legal in Canada and in 2018, it is expected that recreational marijuana will become legal as well. Employers should take a proactive approach in dealing with this changing landscape and, to this end, we have outlined some key action items below.

The Conference Board of Canada The Conference Board of Canada

Cannabis Legalization Sparking Concerns for Canadian Organizations Ottawa, June 19, 2018
With the passing of Bill C-45 in the Senate, Canada is one step closer to the legalization of cannabis for recreational use. More than half (52 per cent) of Canadian organizations are either concerned or very concerned about the implications this will have on the workplace according to a new report by The Conference Board of Canada. “Workplace safety is consistently flagged as employers’ top concern with legalization, but the solution is not one-size-fits-all,” said Bryan Benjamin, Vice-President, Organizational Performance, The Conference Board of Canada. “Gauging and managing impairment; adapting workplace policies; and ensuring employees are educated on what is allowed and what remains prohibited are all crucial components to a smooth transition to legalization...”

The Conversation The Conversation

Marijuana in the workplace: What is unsafe?
When marijuana is legal later this year in Canada, many Canadians may consider smoking weed on their way to work, or stepping out to purchase it during their coffee break. How will this impact workplace productivity, and health and safety — especially in occupations involving driving or operating heavy machinery..?

Eating weed gummies at work? Marijuana rules may take a decade to sort out
Excerpt-  Smoking safely at work Employers will have an interesting challenge. What are acceptable levels of impairment and how will we test and enforce them? For safety-sensitive occupations, many companies already have random work-site testing with a zero tolerance policy for alcohol and other impairing substances. For other occupations, the culture around marijuana is defined by its illegal status. Most people choose not to step outside for their smoke break and light up a joint — because it’s illegal, not because they wouldn’t enjoy it...

Freedom and privacy will be at the forefront of this debate. How employers will balance safety, privacy and their “duty to accommodate” employees who use medical marijuana is still not known. At minimum, employers may need to revisit workplace policies in order to balance the needs of employees who require the use of marijuana and the safety of their workplaces. Our hunch is that occupational health and safety issues will eventually be settled through the courts rather than through development of good sound policy....

The Globe and Mail The Globe and Mail

Five tips for employers creating a marijuana policy at work

Employers should include a specific section on medical marijuana outlining which forms of medical proof will be required and what accommodation is available. The policy can include references to Health Canada's ACMPR guidelines.

How Canada’s marijuana legislation will affect employers

Is the WCB disclosing a cannabis prescription a rights breach?

The Lawyers Daily The Lawyers Daily

Weed in the workplace: Accommodate without getting burned
Even when accommodation is required, there is no need to panic: no law will permit employees to work while impaired if doing so poses a safety risk to them or others. There are four types of users that employers may have to deal with...

The National The National

Legal marijuana and the challenges of workplace drug testing
The biggest gap in the legal framework surrounding recreational cannabis has to do with the workplace...

The Star The Star

Are employers ready to deal with pot in the workplace?
The short answer, said Snider-Adler, is that it should be treated no differently than when an employee shows up to work reeking of booze and staggering around the office, or zombied out on opiates like Oxycontin...

Workable Workable

Substance abuse company policy template
This Substance Abuse Company Policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.