Prior to legalization, a lot of Canadians had been celebrating as they counted down the days to legalization. But though men and women looked at the historic policy transform with excitement, employers watch the clock count down though biting their nails in worry and confusion.

The problem was (and nevertheless is) that, though there are lots of laws about cannabis distribution, getting, sales, consumption, storage, shipping, packaging and substantially extra, there is not a single federal or provincial law in spot governing cannabis in the workplace.

This left person corporations twisting in the wind, facing inquiries they could not answer. Luckily, some had been a matter of frequent sense and just mirrored alcohol policies (i.e. workplace impairment, possession, and so forth.). But other people had been not so clear.

Health-related accommodation was a substantial problem. Legally, these with healthcare requires have to be accommodated inside explanation. But these relying on THC could have their functionality impacted.

An additional concern was no matter if or not to implement drug testing as a security measure. But once again, could they legally penalize men and women utilizing a legal substance?

Needless to say, a lot of HR specialists, executives and managers had been thrown for a loop, uncertain how to balance security with frequent sense policy.

But six months later, HR Reporter reveals that – though concern was warranted – the nuclear level panic turned out to be beyond excessive.


A “Hot Topic”


According to HR Reporter, legalization was a “hot topic” amongst corporate circles. Bigger organizations appeared to be the most proactive, though modest and mid-sized ones had been significantly less concerned or, in some instances, failed to address the problem at all.

But as we appear back now, Jason Fleming, a strategic advisor for Toronto-primarily based Cannabis at Function, compares it to the Y2K scare in 1999. Although no one was constructing bomb shelters or rushing to replace computer systems that they felt would crash, the panic amongst a lot of employers was quite true.

Fleming says:


“A lot of time and interest and paranoia and worry existed appropriate up till the clock turned midnight, and then afterwards, a lot of individuals realized that there was an overestimation of the damaging impacts of this problem. Some employers got a bit carried away”.


This, on the other hand, is rather understandable. The threat of lawsuits is an just about each day concern for a lot of corporations. Cannabis use on the job could lead to accidents, though these with healthcare requires could sue for discrimination if their workplace refused to accommodate.


Employers Pondering Extended-Term


Now that the initial worry has subsided, employers are turning their sights to the lengthy-term effects of cannabis legalization and the workplace.

Maybe one particular of the largest blunders was that HR departments assumed workers would abruptly light up on October 17th. This was just not the case. But this does not imply that consequences could creep up steadily more than a substantial span of time.

Monica Haberl is a senior study associate at the Conference Board in Ottawa. She explains:


“This is one thing that employers are genuinely nevertheless grappling with, unsure what the total outcomes will be. Concern that employers are feeling appropriate now is extra of the lengthy-term implications and obtaining to consider about the future of how all of these difficulties will play out”.


Especially, Haberl warns that organizations may possibly notice enhanced impairment and extra men and women with healthcare cannabis prescriptions.


An Chance to Educate


The old adage “knowledge is power” applies completely to marijuana in the workplace. Even effectively-which means customers could accidentally influence their operate atmosphere or potentially shed their jobs.

HR Report explains that a lot of individuals are unaware of how cannabis functions. They may perhaps underestimate the potency or duration of impact, for instance, considering they can consume a brownie 3 hours just before operate and be fine by the time they clock in.

According to Monica Haberl:


“Even the simple details are unknown to some prospective new customers. That then does potentially pose a threat to workplaces exactly where workers just are not effectively adequate informed. They’re potentially posing dangers to themselves, their peers, their employment”.


Having said that, this presents a excellent chance. Fostering a culture that values security and compassion will make it uncomplicated for employers to talk about cannabis with their workers. Corporations could use their sources to educate absolutely everyone, which includes the aforementioned new customers.

If these with tiny to no cannabis knowledge want to attempt the drug, getting warned about its effects and suitable use, though educating them on company policies, is primarily killing two birds with one particular stone.


WeedAdvisor’s Concern for Workplace Security


One particular of our beneficial mandates is to present relevant educational info inside and outdoors the cannabis neighborhood. But admittedly, we did not give organizational influence its deserved interest.

The reality is that cannabis made lots of ambiguities and worry of liability for a lot of organizations. How – if at all – legalization impacts them depends on when and how they strategy the problem with workers.

WeedAdvisor will often make it a point to recognize places of confusion and educate individuals accordingly, be they person citizens or company.