Use Bill C-45 as a safety reminder

On Oct. 17 Canada became the second country behind only Uruguay to legalize the recreational use of cannabis.

Now, no matter which side of this debate you stand on, it’s no secret that business owners and managers now have another potential headache on their hands. Shops, especially small ones, simply don’t have the legal and human resources expertise in-house to handle any additional challenges that may arise because of this change.

“Governments had the opportunity to create a clear, modern system for cannabis. Unfortunately, the process of legalization has created more questions than answers for small-business owners,” said Dan Kelly, president of the Canadian Federation of Independent Business (CFIB).

The CFIB, the nation’s largest association of small and medium-sized businesses with 110,000 members, has created a suite of educational tools that are available at its website, www.cfib.ca/cannabis.

While impairment in any workplace isn’t a new phenomenon, it has been brought back into the public consciousness now that cannabis is front-page news. While no one expects shops across the country to turn into Cheech and Chong movie sets, the passing of Bill C-45 can be used as an opportunity to review, update, and communicate all work impairment rules.

“We’re reaching out to employers and workers to remind them that they share responsibility for managing impairment in the workplace,” said Tom Brocklehurst, director of prevention, practices, and quality for WorkSafeBC.

Fortunately, safety protocols don’t differentiate among types of impairment, so existing practices, protocols, and workplace rules will cover the legalization of recreational cannabis use. Just because it’s legal to use doesn’t mean it’s allowed at a work site.

Current regulations require employers to prohibit impaired employees from performing work that could endanger themselves or co-workers. These regulations also require that employers make all employees aware of the policies and be aware of why they exist.

“An impairment policy that takes a fit-to-work approach to impairment can help employers meet their workplace-safety obligations,” said Brocklehurst. “It’s also very important that employers clearly communicate their impairment policy to workers.”

So, while existing protocols may be sufficient, it’s still a good time to remind workers about the danger of working while impaired by any substance.