Zero tolerance for marijuana at work?
The number of Canadians buying medical marijuana has more than tripled since 2014, but only 11% of companies have a policy to address medical or recreational marijuana use, according to an article by Kira Charron of Collage HR.
With substances that are illegal or cause impairment, some companies enact a “zero tolerance” policy. With medical marijuana, that’s not always an option.
Under the Canadian Human Rights Act, employers are required to accommodate an employee's need to use prescription drugs, such as medical marijuana. “One of the biggest risks I see is that employers are failing to educate themselves and are taking overly broad, restrictive positions against cannabis without considering their duty to accommodate,” says Jason Fleming, VP of HR at MedReleaf.
UNDERSTAND THE LEGAL ASPECTS OF MARIJUANA AT WORK - APRIL 25 MEETUP
Understanding these legal aspects is precisely why I'm delighted to welcome Kristin Taylor of Cassels Brock & Blackwell as a panelist at the next #Toronto event on April 25.
Kristin chairs the firm's Employment Law Group and will help the attendees (150+ so far) understand the development of sound policy and how to address impairment and liability.
Benefits | Healthcare | Wellness | Pensions
6 年Medical cannabinoids are approved, third-line therapies for certain conditions, i.e. neuropathic pain. Employees may already be taking gabapentinoids and anti-depressants (1st line) or have moved on to opioids (2nd line). It will be interesting to see how insurers will apply their clinical criteria for coverage of medical cannabinoids if first or second-line therapies manage the neuropathic pain, but the side effects and resulting added medications are making it difficult for the employee to cope.