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even though medical cannabis has been legal in Canada since 2001 (with prescriptions on the rise ) and
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legal recreational use is looming. Organizations are divided in their approach: some employers are taking
a “wait and see” attitude, while others are seizing the moment and introducing new policies. But are new
policies enough?
Workforce demographics may be a factor in determining how proactive an organization should be in
ffective October 17, 2018 a “wait and see” attitude, while others use of cannabis may lead to on-the-job
addressing cannabis in the workplace. Morneau Shepell’s Mental Health Priorities 2017 research asked
ECanadians are able to use cannabis are seizing the moment and introducing issues, it is prudent for employers to
employees about both current cannabis use and whether that use was expected to increase with
recreationally without fear of criminal new policies. But are new policies develop a strategic plan for dealing with
sanctions. While the federal Cannabis enou issues now, rather than reacting on an
legalization. Age and gender were found to have an impact on cannabis use.
Act, C-45, 2018 addresses usage in many Workforce demographics may be a ad-hoc basis when a situation arises.
public places, the question of how to factor in determining how proactive an The legalization of cannabis: impact
Cannabis usage in the last year
handle cannabis in the workplace rests organization should be in addressing for the workplace report discusses
largely with individual employers. cannabis in the workplace. Morneau orneau e e s researc nd n s and
That doesn’t necessarily mean, however, that employers should do nothing, even if they have workforce
The question is what, if anything, Shepell’s Mental Health Priorities 2017 makes recommendations for a strategic
demographics with a lower likelihood of cannabis use. Given the odds that increased medical and
should organizations be doing to research asked employees about both approach to dealing with employee
re are or t e e a at on o canna s current cannabis use and whether that use of cannabis in a way that ensures
recreational use of cannabis may lead to on-the-job issues, it is prudent for employers to develop a
Responses to Morneau Shepell’s 2019 use was expected to increase with everyone’s safety without infringing on
strategic plan for dealing with issues now, rather than reacting on an ad-hoc basis when a situation arises.
Trends in Human Resources survey, legalization. Age and gender were found individual liberties.
conducted in July 2018, indicate that to have an impact on cannabis use.
The legalization of cannabis: impact for the workplace report discusses Morneau Shepell’s research findings
a minority have implemented policies Employers’ current actions
and makes recommendations for a strategic approach to dealing with employee use of cannabis in a way
to address the use of cannabis in CANNABIS USAGE IN THE LAST YEAR When asked what actions they had
that ensures everyone’s safety without infringing on individual liberties.
the workplace; even though medical That doesn’t necessarily mean, taken in preparation for the legalization
cannabis has been legal in Canada since however, that employers should do of cannabis, employers responding to
( t rescr t ons on t e r se) nothing, even if they have workforce the Trends in Human Resources survey
Employers’ current actions
and legal recreational use is looming. demographics with a lower likelihood provided this input:
Organizations are divided in their of cannabis use. Given the odds that
When asked what actions they had taken in preparation for the legalization of cannabis, employers
approach with some employers taking increased medical and recreational
responding to the Trends in Human Resources survey provided this input:
Currently Planned for the
in place next 12-18 months Not planned
next year to year-and-a-half. The other action that employers are planning to take in the upcoming 12
Update substance abuse policy to manage cannabis
in the workplace 34% 52% 13%
Update employee drug testing protocols 11% 19% 71%
pose a significant risk to the health and safety of the organization.
Train managers to manage cannabis in the workplace 7% 48% 45%
It is perhaps surprising that, even though medical cannabis has been legal in Canada for almost two
Cover medical cannabis under our drug benefits plan 3% 9% 88%
decades, only three per cent of organizations currently cover it under their drug benefits plan and only
Cover medical cannabis under a health spending
another eight per cent plan to consider doing so in the next 12 to 18 months.
account (HSA) 8% 7% 85%
Only one-third (34 per cent) of respondent organizations have already updated their substance abuse
Prevalence of cannabis use
policies to manage cannabis in the workplace, although another 52 per cent are planning to do so in the
n one-t rd ( ercent) o Prevalence of cannabis use a large surge in cannabis usage with
Feedback from employees gathered in the Mental Health Priorities 2017
respondent organizations have already Feedback from employees gathered in legalization.
should not expect a large surge in cannabis usage with legalization.
updated their substance abuse policies the Mental Health Priorities 2017 research The research shows that employees
The legalization of cannabis: impact for the workplace | October 2018
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to manage cannabis in the workplace, suggests that employers should not expect in British Columbia are most likely to use
Employees were asked whether they had used cannabis in the last year. Those responses were then
although another 52 percent are planning
broken out by region:
to do so in the next year to year-and-a-
half. The other action that employers
are planning to take in the upcoming 12 Prevalence of Cannabis usage in the last year
to 18 months (only seven percent have 20 19%
done so a read ) s to tra n ana ers
to handle cannabis in the workplace.
Doing so is particularly important, given 15 15%
that impairment of employees in the 13% 13% 12% 13%
or ace can ose a s n cant r s to
the health and safety of the organization. 10 9%
It is perhaps surprising that, even
though medical cannabis has been legal in
Canada for almost two decades, only three 5
percent of organizations currently cover
t under t e r dru ene ts an and on
another eight percent plan to consider 0
Manitoba,
British
doing so in the next 12 to 18 months. Columbia NFL, NB, Ontario Saskatchewan Alberta Quebec Canada
NS, PEI
www.lbmao.on.ca The research shows that employees in British Columbia are most likely to use cannabis, while those in
LBMAO Reporter - November-December 2018 23
Quebec are least likely to do so.