Cannabis Use In The Workplace

As the legality and use of cannabis expand across North America, HR departments are evaluating their present approaches to cannabis use in the workplace. Excpecially those delicate industries, for example, transportation, healthcare & emergency services who currently have strict drug testing policies, however other industries have discreetly stopped pre-screening and arbitrary testing on the grounds that such a large number of individuals are turning up positive.

Exploring the Legal Landscape

Acknowledgment of those who use cannabis for therapeutic and recreational use will be at a record-breaking high in Canada and the United States. While government law still can’t seem to change, specialists say businesses must decide how the mainstreaming of the medication will affect the work environment.

While cannabis stays unlawful under government law, managers hold the privilege to test for it, discipline the individuals who test positive and hold a medication-free working environment approach.

A growing public acceptance of marijuana and the need for skilled labor is already appealing to some employers to possibly loosen their current policies.

Some bosses in certain industries are removing screening for THC. Others are utilizing new arrangements that only test if an incident has occurred on the job site in case of a mishap or sensible doubt of hindrance resulting in disciplinary actions or terminating employment altogether.


Managers in governmentally controlled ventures or those with bureaucratic contracts, for example, in trucking, health care, and emergency services—must keep up a zero-tolerance, cannabis free lifestyle. This has already become an issue in some areas. This turns out to be particularly relevant in the transportation industry who are already suffering from a driver deficiency because of a maturing workforce.

Sensible Doubt

THC can stay in the body for up to 30 days or more depending on the individual, making it hard to measure the chance that somebody expended any traces hours or weeks prior. Not at all like with liquor, there is no standard for deciding weed debilitation. Experts in states that have sanctioned the medication still don’t have an accord on the most proficient method to decide mary jane debilitation for driving purposes.

Until the point that an all-around acknowledged test is made, numerous businesses are depending on a mix of urinalysis and “sensible doubt” to decide impedance. Some are putting administrators through sensible doubt training to detect the indications of cannabis use in the workplace, for example, red and watery eyes, slurred discourse, increased pulse and hindered motor skills.

A few bosses are moving far from arbitrary testing out of dread they’ll lose such a large number of workers.

New Policies

Businesses should audit sets of expectations to decide whether enjoying some downtime by utilizing cannabis is a danger in the field. They ought to likewise prepare their supervisors on the most proficient method to perceive disability and record their perceptions, and additionally decide whether tranquilize testing is the best technique to observe weakness.

Various organizations are dealing with breathalyzers that can decide cannabis impedance at a given point in time. Should these give controllers and businesses a uniform method to test for weed as they do with liquor?

Much like the legalization of cannabis, this is a hot topic for business owners to make the right decision that aligns with there values and industry. This could even become a government mandated and regulated task in the near future. Sign up for Cannabis Career Training for more information regarding cannabis use in the workplace and developing/implementing policies with regards to the use of cannabis laws.

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