THE NEED TO DEVELOP AND IMPLEMENT A
CANNABIS STRATEGY
Effectively managing cannabis use in the workplace goes far
beyond policy development – it requires employers to develop and
introduce a strategy to address and help employees understand
this change.
Updating a policy is a necessary first step, but employers also
need to consider the larger impact of cannabis use on the organi-zation.
Without doing so, organizations run the risk of creating
ineffective or unenforceable policies. For example, addressing rec-reational
cannabis under existing alcohol or substance policies
may not be entirely appropriate as testing for cannabis intoxica-tion
may not be conclusive. Tetrahydrocannabinol (THC), the
active ingredient in cannabis, can be present in the bloodstream
for a period of time without necessarily causing impairment.
BEST PRACTICES FOR IMPLEMENTING A
CANNABIS STRATEGY
Beyond implementing policies for monitoring cannabis use and
impairment in the workplace, developing a cannabis communi-cations
strategy is critical to ensure that all employees are well
informed and equipped for compliance. As referenced in Morneau
Shepell’s latest report, The legalization of cannabis: impact for
the workplace, to be successful, there are several best practices
to consider:
1. Determine the best approach for your workplace: Review
what processes have worked for your organization and its
employees in the past and use these insights to guide the
development of your cannabis strategy. Employers should also
review cannabis policies alongside the company’s disability
management and workplace accommodation approach.
Regardless of whether a company opts to provide coverage for
medicinal cannabis under its benefits plan, it is important for
employees to understand how the company will differentiate
between medicinal and recreational cannabis use, as well as
any limitations on the use of cannabis for health reasons.
2. Prioritize education: Take the time to educate and
communicate your cannabis strategy with employees.
Organizations should introduce all policy changes to employees
through a discussion about the legalization of cannabis,
including clear messages about what defines impairment and
what will and won’t be accepted in the workplace. Further,
employers need to clearly explain that “legal” isn’t synonymous
with “acceptable” and that impairment outside of the workplace
can impact employees’ abilities at work, if overused.
3. Implement manager training: Employees will turn to
their direct managers for advice and direction on workplace
policies. Managers also have a key role in workplace health
and safety. This requires people managers to have appropriate
training on the new cannabis strategy. Beyond initial training,
managers must:
a. Ensure employees understand changes: Upon communicating
new policies to employees, employers could implement
a review or survey of employees’ understanding of the
new policies and comfort level, using the feedback to
make necessary adjustments for future training and
communications.
b. Monitor for employee impairment: Should issues arise,
people managers will be responsible for monitoring to
ensure employees comply with workplace policies. Since
there is currently no effective test for impairment, managers
will need to rely on their own observations if they suspect
impairment and/or substance abuse. Employers should
outline the process for addressing concerns if managers
notice a decrease in productivity or change in work habits.
c. Recognize when they need further training: If further
training is required for managers, confidential training
workshops are available through employee and family
assistance programs (EFAP). Employers can ensure
managers receive consistent, timely training, particularly
with respect to reviewing mandatory/monitored referrals
to the EFAP.
Ensure policies include top-down training and education for
all employees
UPDATING A POLICY IS A
NECESSARY FIRST STEP,
BUT EMPLOYERS ALSO
NEED TO CONSIDER
THE LARGER IMPACT
OF CANNABIS USE ON
THE ORGANIZATION.
training & development
kasto/123rf.com
22 ❚ DECEMBER 2018 ❚ HR PROFESSIONAL
/123rf.com
