The Canadian government has announced its intention to legalize non-medical (or recreational) marijuana in the summer of 2018, and many employers have concerns about how legalization will affect the workplace. The regulation of medical marijuana has already forced employers to adapt and create policies concerning marijuana, including marijuana being brought into the workplace, impairment, and accommodations. But marijuana consumption has a decades-old stigma, and since stigmas go hand in hand with misinformation and confusion, it is important for employers to understand the legislation and clearly communicate workplace expectations, responsibilities, and policies with their staff.
The transition period when new legislation comes into effect can be stressful, and the resulting administrative changes you make might lead to employees asking you questions like:
- What are my rights concerning the influence of marijuana on work?
- What effect will the changes have on me or my staff?
- Does anything in my organization need to change?
- What can I do now to make the transition easier?
Being proactive and implementing the right policies and programs can help ensure your business operations are not adversely affected. As the new legislation will not come into effect for more than a year, employers have ample time to let employees know your expectations and to communicate your policies before any issues arise.
Download our free Legalized Marijuana Plan for Employers, which discusses how you can adapt your workplace to the impending changes that the legalization of recreational marijuana will bring.
Sources: Canadian Lawyer, Marijuana and the Canadian WorkplaceLeaf Science, Medical Marijuana vs. Recreational: What’s The Difference?
While HRdownloads uses reasonable efforts to maintain this site/blog and its Services in an up-to-date fashion, it does not warrant the completeness, timeliness or accuracy of any information contained on this site/blog or any of its Services, whether in English or French, and may make changes thereto at any time in its sole discretion without notice. All information and Services provided by HRdownloads are provided to members and/or users “as is”, “with all faults,” “as available” and at the sole risk of members and/or users. Our human resources information and recommendations are based on seasoned, best practice field experience and should not be construed as legal advice.