On October 17, recreational marijuana use will become legal in Canada. For business owners, this means reviewing workplace drug and alcohol policies and ensuring they align with the changes. The resources below explore what you need to do to prepare.
The implications of cannabis consumption must be thought through carefully across an entire organization’s operations, including updating the code of conduct policies, revising employee benefit plans, and effectively communicating these changes to employees. Learn more about how cannabis in the workplace will impact both employers and employees.
Just as digital transformation has disrupted legacy business models, cannabis legalization will fundamentally challenge workplace policies. This article defines the steps for business owners to take in preparation for legalization on October 17.
The legalization of recreational marijuana use will present some new challenges for employers — and if employee policies haven’t been updated to reflect that the once-illegal drug will soon be legal, now is the time to do it.
Pot 101: Weed in the Workplace (Podcast)
When it comes to marijuana, gauging impairment is tricky. With recreational marijuana set to be the law of the land in just weeks, employers will have to develop human resource policies that recognize this significant shift.
Medical cannabis has been legal in Canada since 1999; however, there have been multiple changes to the laws and a marked increase in the number of Canadians who have registered to purchase medical marijuana. Given the significance of this issue to employers, the Human Resources Professionals Association has developed this white paper to help employers in four key areas: safety in the workplace, employers’ duty to accommodate, drug plans and drug testing.
For more information on what policies you need in place:
Getting Started with the 11 HR Policies Required by Law (White Paper)
This white paper outlines the workplace policies you should have in place to comply with Canadian law, effectively manage your workforce, meet due diligence obligations, limit your legal liability and protect you from countless legal risks – no matter the size of your organization.