With legislation set to pass and legalize cannabis, the intricacies of its usage may change. To keep health and safety at the forefront in the workplace, employers will need to set clear boundaries regarding its use.
Although consumption of cannabis during work hours for medical purposes is not a new phenomenon, recreational use has the potential to affect an employee’s health, and, the health and safety of a company’s workforce.
Use in the workplace
The Ontario Human Rights Code (OHRC) extends to allow disabled workers the use of medical cannabis when prescribed. Although under this act, employers must accommodate these workers, this code does not permit the worker to be impaired at work or endanger their safety or the safety of others.[i] Should a worker show signs of marijuana impairment, an employer must assign the individual tasks considered safe. For recreational users, employers still hold the right to set rules for the non-medical use of marijuana in the same manner they set alcohol consumption restrictions. Increasingly, employers will need to prioritize their workplace policies and clearly outline and communicate their policy regarding the recreational use of cannabis during work hours.
Employee health and safety
Similar to alcohol, the effects of cannabis will vary from person to person. The THC in marijuana can affect coordination, reaction time, focus, decision making abilities and perception.[ii] This means that there may be potential effects on an employee’s body, brain and overall mental state. For that reason, cannabis consumption in the workplace can be particularly dangerous for employees in fields like construction and manufacturing — or any position requiring the operation of a vehicle or heavy machinery. To prepare for its changing legal status, employers should revisit drug workplace policies to identify whether a change is required to reflect the change in legislation, in addition to outlining disciplinary action for substance abuse in the workplace.
With more recognizable medical benefits and the normalization of cannabis as a treatment option for symptoms ranging from arthritis to cancer, the number of medical marijuana patients across Canada nearly doubled by the end of September 2017; reaching more than 235,000.[iii] As this number continues to grow, so does the pressure on benefit providers to include cannabis coverage in their health plans. Sun Life is the first provider to accommodate, providing members with the option to add medical cannabis coverage only for set conditions and symptoms. With the pending legalization, it is only a matter of time before other benefit providers follow suit and normalize cannabis coverage options.
The changing legal status of recreational cannabis use will undoubtedly impact the workplace in its early stages. With clear boundaries and rules in place surrounding the recreational use of cannabis, employers can mitigate any potential issues and maintain a happy, healthy workforce.
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