The internal email went out Nov. 29, 2018 — Suncor announced it had reached a settlement with Unifor Local 707A regarding alcohol and drug testing for workers in safety-sensitive positions.
Employers should take a proactive approach in dealing with this changing landscape and, to this end, we have outlined some key action items below.
It’s now a few months into the era of legal cannabis in Canada. It’s still too early in the game to see what some of the effects might be – including for employers concerned with both employee impairment and use of medical marijuana.
While recreational cannabis has been legal in Canada for more than a month, the workplace testing process surrounding the drug remains unchanged.
With recreational cannabis now legal in Canada, the challenge for employers will come down to a delicate balancing act between disciplinary and supportive measures.
Lawyers could see an uptick in human rights complaints related to cannabis after the legalization of recreational use on Oct. 17, although the province of Ontario says that human rights protections for people with disabilities or addictions remain the same as before.
With the legalization of cannabis, employers, companies and employees now wonder how to deal with this new chemical in the workplace.
Most Canadian police forces have laid down protocols for approved marijuana use by members and in some cases, members cannot ingest marijuana for several days prior to reporting for shift.
Nearly one in five managers (19 per cent) are at least somewhat likely to consume cannabis for recreational purposes before going to work, while 14 per cent said it’s somewhat likely they will consume cannabis during work hours.
Fears that Canadian business travellers involved in Canada’s soon-to-be legalized recreational cannabis industry could be banned for life from the United States have been abated.