The Smoking Gun & the ONE Key Item Employers Must Have to Manage it


It's the burning topic on many employer's minds theses days: how are you expected to keep a safe and productive workplace with the upcoming cannabis act in July 2018.

I was fortunate to attend a couple information sessions in the Lakeland area this week and have been researching many different resources. There was a lot of information out there and challenges for employers to manage safety in the workplace without an impairment test for cannabis and the upcoming legislation. Employers have the responsibility to maintain a safe work site. The best way to manage this in regards to alcohol and drugs and the absolute key item you need is an effective alcohol and drug policy.

So what makes a solid A&D Policy, a lot goes into it and by no means is this a comprehensive list but here are a couple items to know in regards to managing cannabis:

1. There is a clear difference between medical marijuana and recreational marijuana and they can be managed differently. Medical marijuana has been around for many years and has increased significantly over the last 2 years. It is not a prescription (no DIN) but an authorized treatment. See chart below for summary of difference and key policy items for both:

Click HERE for link for authorized licenced producers of Cannabis for medical purpose. If you are having trouble reading the chart here is a PDF version.

2. Reasonable Grounds Testing should be a key part of your policy, as there is no impairment test right now for marijuana this is a key indicator of impairment. Make sure the process is clear and managers and employees are properly trained.

3. Consider social events, as Cannabis will be legal do you want a policy in place that recreational cannabis will not be at your corporate events (for example Christmas Party). If you want to manage this you have to put it in your policy.

Next Steps: I am working on template for small employers to use to create their own A&D Policy, if you are interested subscribe to my mailing list to not miss when it is announced or send me an email and I will add you to the list. Also I have a couple articles I have found helpful to get my mindset around what is needed, send me an email and I can send these resources your way. (sara@lakelandhr.ca)

My goal is to provide great resources to small employers, in regards to A&D that is an effective policy that helps you manage your workplace safety while maintaining employee's right to fairness and duty to accommodate. If your workplace is complex (larger employer or very complex, safety sensitive work) and need a very specialized policy I have a couple different contacts for consultants that specialize solely on cannabis in the workplace.

#cannabisact #ADpolicy #AlcoholandDrugPolicy #RecreationalMarijuana #MedicalMarijauna

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