On October 17, 2018, it becomes officially legal to possess, distribute and use recreational marijuana. Of course, use or impairment in the workplace will be just as illegal on that date as it is today. But legalization may require some adjustments to employer drug policies. Here’s a quick and easy 3-step game plan that you can use to revise your current policy or create a new one using the resources on the HRI site.
STEP 1: FITNESS FOR DUTY
Base the anti-drug use prohibition section of your policy on the HRI Fitness for Duty Policy. https://ohsinsider.com/wp-content/uploads/2017/11/Fitness-For-Duty-Substance-Abuse-Ontario.pdf Explanation: Bans on drug use shouldn’t be based on laws (especially after legalization), morality or even zero tolerance but on fitness for duty.
STEP 2: DRUG TESTING
Since you’ll need a legally sound testing policy to enforce your fitness for duty policy, you can patch in the HRI Model Testing Policy at the end of your policy. https://ohsinsider.com/tools/model-drug-alcohol-testing-policy
STEP 3: TAILOR ACCORDINGLY
As you merge these HRI Models into a single policy, just be sure to make whatever adjustments are necessary to adapt to your own workplace and situation, e.g., the terms of any applicable collective agreements regarding drug use or testing.