CANNABIS EXPECTED TO HAVE
FAR-REACHING IMPACT
In recent research, Morneau Shepell found that 12 per cent of
employees and 14 per cent of managers reported that they cur-rently
use cannabis. The largest group of current users, employees
(23 per cent) and managers (32 per cent) aged 18-34, use canna-bis
at least occasionally. With employees and managers indicating
they use cannabis, and with the upcoming legalization, it’s impor-tant
that employers update their policies to reflect the population
of people who use or will consider using cannabis.
Upon legalization, cannabis usage is expected to increase.
Among current users, 68 per cent indicated they will use more
often, while 16 per cent of past users said they would resume using
to some extent. Of those who have never tried or used cannabis,
four per cent reported that they would be more likely to use can-nabis.
This increased usage will affect the workplace, resulting in
a need for employers to develop policies that define what consti-tutes
impairment, how to monitor for impairment and respond to
employees who are using cannabis.
Before making policy changes, organizations must understand
the breakdown of the different types of cannabis and the impact
each has on individuals. The first, medical cannabis, does not give
the user a high and is comparable to other medications prescribed
by doctors. On the other hand, recreational cannabis is the type
most commonly thought of when referencing the substance. This
is smoked, gives the user a high and is not appropriate to be used
prior to or during work.
BEST PRACTICES FOR POLICY REVISIONS
AND IMPLEMENTATION
An organization that has clear and comprehensive policies, and
effectively manages the review process of their policies, will be in
a much stronger place with cannabis legalization. Organizations
need to start by first reviewing current policies to see if revisions
are needed. If change is needed, it shouldn’t be extensive – sub-stance
use should already be addressed in any organization’s health
and safety and workplace accommodation policies.
However, these policies will apply differently to those who use
medical cannabis to treat an illness and have a recommended
treatment from a physician. If the health condition impacts
an individual’s work, it’s up to the employer to work with the
employee to determine the best mechanisms of support and the
necessary accommodation.
For recreational use, where an individual is not under the care
of physicians, it’s the responsibility of the employer to ensure that
there is no impairment in the workplace. Regardless of what is
legal or not, there are health and safety requirements – employees
should not be going into work if what they are taking impairs them.
For example, cannabis used to combat workplace stress is one
of the issues that employers need to take into consideration. In its
business
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32 ❚ SEPTEMBER 2018 ❚ HR PROFESSIONAL
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