Cannabis in the workplace: Considerations and accountabilities Globe_Careers
. Most of these products are not tested for pesticides, mould, yeast or opioid traces. Users should be sure their cannabis products are produced by licensed producers and purchased legally.
· Individuals should understand that, although recreational cannabis is now legalized, it is not considered equivalent with alcohol at workplace events. It’s important to understand your company’s drug and alcohol policy and its position on recreational cannabis before using it the same way as alcohol.Both employers and employees are accountable for responsible cannabis use. The most important responsibility for both groups is to maintain safety in the workplace and for the general public.
Employers are accountable for establishing and enforcing policies that cover impairment at work and company-sanctioned events. It’s important that these regulations are objective and reasonable, and that employers clearly and effectively communicate the guidelines across the organization.Employees are accountable for following federal and provincial cannabis laws, as well as company policies related to substance use.
Employees considering using cannabis should learn their province’s regulations on cannabis use, such as how much may be transported in a car at one time. They should also be familiar and compliant with their workplace’s substance abuse policy. Not all employees will feel comfortable asking their employer about cannabis use. Employers can provide a communication tool that lets employees ask questions anonymously and shares the answers with the entire organization. Maintaining an open dialogue around cannabis will be critical for both employees and their employers as Canada’s recreational cannabis market evolves.Bill Howatt is the chief of research for work force productivity at the Conference Board of Canada.
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