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The Legalization of

Cannabis and the Workplace:


What Employees Need to Know

September, 2018
The WRHA is committed to the health, safety and wellness of our employees, patients,
students and visitors.

Manitoba introduced The Cannabis Harm Prevention Act which received Royal Assent
on June 2, 2017. Amendments to The Non Smoker’s Health Protection and Vapour
Products Act received Royal Assent on June 4, 2018. Manitoba recently introduced
The Safe and Responsible Retailing of Cannabis Act effective October 17, 2018.

In preparation for the legalization of Cannabis, the WRHA Human Resources


department has recently undertaken a review of related regional policies. These
policies include: Substance Use Policy, Smoke and Vapour Free Policy, Attendance
Policy and the Discipline and Discharge Policy. The WRHA Regional Pharmacy
Program is also currently in the process of developing a new policy which will address
Patient/Resident use of Medical Cannabis.

Cannabis in the workplace can be managed and addressed in the same manner as any
other substance, alcohol or drug. Our current policies outline the WRHA standards,
expectations and consequences regarding the use of substances in the workplace with
a focus on the element of impairment versus the substance causing it.

Employees are responsible for…

 Maintaining an understanding and awareness of, and ensuring compliance with


WRHA policies.
 Reporting to work Fit for Duty and remaining Fit for Duty at all times while on
WRHA business.
 Informing their supervisor immediately if they are unable to safely and efficiently
perform their duties due to the consumption of any substance.
 Refraining from the possession, use, distribution or dispensation of any
substance prohibited by law or by WRHA policies and/or the misuse or overuse
of any substance (such as alcohol or non-medical cannabis) on WRHA property.
 Advising their supervisor whenever they witness wrongdoing, misconduct or any
concerns regarding a co-worker’s Fitness for Duty.
 If the use of cannabis is medically prescribed, participating and cooperating with
OESH and Human Resources throughout the accommodation process.

1
Frequently Asked Questions
1. What do I do if I suspect a co-worker is not fit for duty?

Employees should advise their Manager whenever they witness any wrongdoing,
misconduct or any concerns regarding a co-workers fitness for duty. This includes any
incident where an employee’s conduct, behavior, or work performance appears to be
adversely affected by substance use, i.e., slurred speech, glass eyes, smell of alcohol
or any other substance, poor balance and /or coordination.

2. Can I have cannabis in my possession in the workplace if I don’t plan on using


it?

No. The possession, use, distribution, or dispensing of alcohol, non-medical cannabis or


other substances prohibited by law are strictly prohibited on WRHA premises.

3. Am I permitted to purchase cannabis on my break and store it in the workplace


until the end of my shift?

No. The possession, use, distribution, or dispensing of alcohol, non-medical cannabis or


other substances prohibited by law are strictly prohibited on WRHA premises.

4. How long must I wait between consuming cannabis and reporting for work?

The impact of cannabis on an individual and the concentration of the substance


consumed can vary. At this time, there are currently no standards established for
measuring the effects of cannabis. All employees are required to report to work fit for
duty and not impaired.

5. I believe I have a substance use problem, who can I contact?

Employees are encouraged to inform their Manager about the use of any substance that
may impair performance or compromise personal safety. In addition, employees may
wish to seek professional care and support through the Employee Assistance Program
or through their personal health care professional.

6. I have further questions about cannabis in the workplace – who can I contact?

Your site Human Resources Department.

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