{"id":1563,"date":"2021-12-17T05:00:00","date_gmt":"2021-12-17T05:00:00","guid":{"rendered":"https:\/\/www.compliancesigns.com\/blog\/what-you-need-to-know-about-marijuana-in-the-workplace\/"},"modified":"2022-12-20T16:44:29","modified_gmt":"2022-12-20T21:44:29","slug":"what-you-need-to-know-about-marijuana-in-the-workplace","status":"publish","type":"post","link":"https:\/\/www.compliancesigns.com\/blog\/what-you-need-to-know-about-marijuana-in-the-workplace\/","title":{"rendered":"What You Need to Know About Marijuana in the Workplace"},"content":{"rendered":"\n

Most workplaces in Canada are expecting the occurrence of workplace accidents to increase, especially in safety-sensitive industries. So how can you keep safety top of mind when recreational marijuana is the topic of conversation?<\/em><\/p>\n\n\n\n\n\n\n\n

By now, the news about Canada legalizing recreational marijuana (Bill C-45) on October 17, 2018, has sunk in. Heck, you\u2019ve probably even heard employees excited about this new law. Nevertheless, as a business owner with a goal to provide a safe and healthy workplace, uncertainty about marijuana in the workplace is a cloud of smoke on the horizon.<\/p>\n\n\n\n

Canadian employers are required by law to ensure safety in the workplace and the new legalization of cannabis rises several new challenges. Although it\u2019s important to take every reasonable precaution to ensure the safety of your workplace, the \u201cDuty to Accommodate\u201d could interfere with any \u2018Zero-Policy\u2019 rule.<\/p>\n\n\n\n

What is Duty to Accommodate<\/a>?<\/strong> Employers and service providers have an obligation to adjust rules, policies or practices to enable employees to participate fully in the workplace. Examples of Duty to Accommodate are allowing an employee to take time off to attend a medical appointment, making wheelchair access available to people with disabilities, providing a special screen and software for people with visual impairment.<\/p>\n\n\n\n

The Duty to Accommodate extends to medical marijuana. But there are limits to the terms in the workplace such as:<\/em><\/strong><\/p>\n\n\n\n