When you’re starting to drown between employee concerns, payroll duties and helping your CEO -- HR Insider is there to help get the logistical work out of the way.
Need a policy because of a recent regulatory change? We’ve got it for you. Need some quick training on a specific HR topic? We’ve got it for you. HR Insider provides the resources you need to craft, implement and monitor policies with confidence. Our team of experts (which includes lawyers, analysts and HR professionals) keep track of complex legislation, pending changes, new interpretations and evolving case law to provide you with the policies and procedures to keep you ahead of problems. FIND OUT MORE...
Answer for Medical Marijuana use under the Federal Access to Cannabis for Medical Purposes Regulations in Canada, specific to BC

There is NO LEGAL DUTY to accommodate recreational marijuana the way there is with medical marijuana. More precisely, tolerating an employee or job applicant’s use of legal medical MJ to treat a disability is one of the things you may have to do to accommodate the disability. But use of recreational MJ is NOT protected by disability discrimination laws. Same logic explains why it’s okay to discipline for recreational drug use but not drug addictions.
And since the Oct. 17 legalization covers only recreational MJ (medical MJ is already legal), it should have no impact at all on your current accommodations policies. Hope that helps and have a great Labour Day weekend. Heading home now but will be around on Tuesday if you want to follow up. Glenn, glennd@bongarde.com