Cannabis education in the workplace is essential

RCU (Responsible Cannabis Use) facilitated seven surveys during 2019, to better understand Canadian’s knowledge when it comes to regional cannabis laws, knowledge of cannabis products, roadside limits and employer and employee rights regarding cannabis at work. More than 50,000  Canadians 18 years of age and older participated in these surveys.

This data shows that an overwhelming number of Canadians still have a lot to learn when it comes to recreational cannabis in a legalized market. This is just further proof that cannabis education in the workplace is essential.

Read the post: Canadians are still woefully uneducated about cannabis - Policy Options

How can employers address cannabis at work?

In order to prioritize safety and responsibility, employers must consider solutions that can fit the needs of all their employees. Stats Canada reports that nearly one in five Canadians consume cannabis, so inclusivity must consider the needs and rights of recreational and medicinal cannabis consumers.

Here are three clear steps that can help employers plan for cannabis at work:

  1. Create, or update a workplace substance management policy. This policy should address the regional laws, the rights of employees, and the policies of the employer.
  2. Educate employees and people managers on cannabis facts, laws, and the company’s workplace substance management policy.
  3. Confirm that employees have understood the policy and are aware of critical information regarding cannabis, given that they are working in a region where this product is now legal. 

CannEd - Cannabis e-learning for employers and employees

Developed by RCU, CannEd is an e-learning cannabis course that educates employers and employees on how to manage the risks of cannabis use in the workplace. It is beneficial for all industries operating in a legalized market.

CannEd addresses key topics such as:

  • Facts of cannabis
  • Cannabis effects and signs of impairment
  • Laws regarding roadside limits and travel locally and internationally
  • Duty to disclose
  • Duty to Inquire
  • Duty to accommodate
  • Suspected impairment
  • Drug testing

CannEd also provides a free Workplace Substance Management Policy template that employers can use as a foundation for their own policy, saving them time and money.

Click here to learn more about CannEd, cannabis education for employers.

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