Cannabis & Substance Abuse in the Workplace

When Canada legalized recreational cannabis (marijuana) in 2018, it led to organizations and individuals across the country wondering how the new legislation will affect them. Canada’s cannabis laws cover everything from cultivation to selling and use of cannabis for medical and recreational purposes. Federal cannabis legislation works in concert with provincial legislation that differs from province to province across the country.

Most new legislation is tested in courts, but because cannabis legislation reverses decades of criminalization, the new reality can be challenging.

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Organizations that are not engaged in the cannabis industry will find themselves having to react to and understand cannabis legislation. Among other things, legalization affects labour and employment policies, forcing employers to understand the unique relationship of both recreational cannabis and cannabis for medical purposes in the workplace. It’s important to take steps to protect your organization from avoidable and costly problems.

Taylor McCaffrey LLP has some of the country’s leading legal leaders in the emerging area. We provide sound strategic advice on how organizations can and should be reacting to legalization and how they can manage substance abuse in the workplace.

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Reasonable accommodation to the point of undue hardship as required by human rights legislation is all about compromises. Often there is a legal requirement for employers to compromise with lessened productivity or by paying more to get the work done. In some cases the compromise even extends to the safety of others in the workplace.