Cannabis and Impairment in the Workplace

Cause of impairment

Legal and illegal substances
Alcohol
Fatigue
Life stresses
Certain medical conditions

Impacts of impairment

Inability to concentrate, think clearly, and make decisions
Dizziness, drowsiness, disorientation, and confusion
Slowed reaction times and lack of coordination
Confrontational and aggressive behaviours, disinterest

What the law says

Each province and territory can opt to set more restrictive laws over the federal rules about minimum age, possession limits, and where cannabis can be used.

Check with your jurisdiction here: http://bit.ly/cannabislaws

Employers are responsible for developing hazard prevention programs, which includes addressing any potential hazard in the workplace, including impairment.

Impairment policy tips for employers

Define impairment.
Address impairment from both recreational and medical cannabis as well as other causes in your workplace policies and programs.
State if the item is allowed on premise, and if so, under what circumstances.
Educate workers on your policies and programs, and ways that the workplace can help and provide support, such as Employee Assistance Programs (EAPs)
Train workers, supervisors and managers on how to identify signs of suspected impairment, and how to respond appropriately.
Describe when accommodation will be considered (for example, workers with medical needs or disabilities).
Explain how disciplinary actions will be conducted, when necessary.
Seek legal advice before testing workers for substances. Testing typically doesn’t reveal the level of impairment and is not generally supported by human rights legislation.
Encourage employees to self-declare if they feel that they may be impaired, and that this statement can be made without fear of stigma or reprisal.

Worker responsibilities

As per policy, declare anything that might impair your ability to do your work safely
Work in a safe manner
Follow education and training
Report concerns to your supervisor