New Changes to Cannabis Legalization
The next phase of Canada’s legalization of cannabis (aka marijuana) is upon us. Wondering if you have the right training and employee policies in place to keep your employees safe? Read on.
By Luisa De Jesus, CHRP, CHRL
The lead-up to October 17, 2018 sparked intense speculation and fear. It was the day Canada’s federal government legalized cannabis. Many feared there would be greater risks of impaired driving, a rise in cases of addiction and unmitigated danger in the workplace for employees. Canadians continue to debate the effects of legalized cannabis and how it impacts our society and can expect even more changes coming this December.
As of December 2019, legalized edible cannabis products, extracts, creams and makeups are scheduled to become available commercially to consumers. Employers and staff need to know the warning signs of someone impaired by cannabis use, especially if it poses a threat to employee health and safety.
There is good news. One year in, not much has changed. Caselaw cites only one or two cases of impairment in the workplace. Employers are still navigating this unchartered territory and are encouraged to implement and enhance their workplace substance abuse policies to include cannabis. Managers and teams have been trained on how to spot impairment at work. Similarly, staff are being trained how to support individuals suspected of being under the influence. Workplace accommodations including marijuana prescribed for medical use remain a top concern for Canadian employers.
The next phase of legalized products is scheduled to roll out in December 2019. The distribution of legalized edible cannabis, extracts, creams and makeups will be commercially available. This proves to be another potential challenge for employers, especially as they try to detect and prevent impairment in the workplace. Edibles in particular, increase potential health and safety concerns particularly in the construction industry and sensitive environments that include the operation of heavy machinery. Edibles are determined to be more potent and longer lasting than dried cannabis - the product currently most common for marijuana users.
Edible cannabis in particular, increases the potential for safety concerns especially in industries which operate heavy machinery and overall safety sensitive environments.
So what measures are recommended for employers to be proactive and deter issues around this new phase of legalization? Now more than ever, it is imperative to ensure employers have effective policies and practices in place to help prevent cannabis impairment at work. Training your staff on how to detect impairment and what to do if they suspect it in the workplace is essential. By addressing these issues head, employers will curb potential threats to workplace health and safety.
Contact LD Human Resources today to help ensure you have the right employee policies and training in place to protect your workers and your brand’s reputation.
About the Author
As the founder and owner of LD Human Resources, Luisa De Jesus, CHRP, CHRL is a highly motivated, results-oriented human resources professional with over 20 years’ experience in the professional & financial services, travel and tourism, and retail sectors. Luisa is committed to high professional standards that link HR best practices to business objectives and deliver results within changing environments. In her spare time she enjoys raising two very empowered little girls, being an advocate for mental health & wellness, and giving back to her communities in York Region and Toronto.