The legalization of recreational marijuana use in Canada Oct. 17 has prompted some local employers to revise their drug and alcohol use policies or to issue reminders to employees about how the new rules apply within their workplaces.
“Manitoba Hydro’s expectation for all staff remains the same – employees must be fit for duty at all times and able to do their job without any limitations due to drugs or alcohol,” said the Crown corporation’s media relations officer Bruce Owen. “Simply, employees are expected to report to work free from the effects of marijuana and alcohol, or any other drug, including over-the-counter medication. Impairment from drugs or alcohol can harm memory, concentration, and ability to think and make decisions. Additionally, employees cannot distribute, sell or be in possession of marijuana while at work, driving a corporate vehicle or on Manitoba Hydro property. Similarly, drug paraphernalia are not considered appropriate items for the workplace nor are they permitted to be transported in corporate vehicles. Manitoba Hydro also encourages employees to report suspicions or concerns related to the use, possession, or sale of alcohol, marijuana, illegal drugs or any other substance which could cause impairment at or around the workplace.”
Employees who are on-call are expected to refrain from using drugs and alcohol unless they have to report for duty and those who have been prescribed marijuana for medical reasons must employee their supervisors or Manitoba Hydro’s safety and health department.
“We may request documentation be completed in these cases to determine the effects of the prescribed medication on the employee’s ability to be fit for duty,” Owen said, but the utility does not conduct drug testing at any time.
The City of Thompson implemented a drug and alcohol policy in July in anticipation of marijuana becoming legal, said human resources manager Deanna Kondakor, as well as amending its code of conduct to make reference to fitness for duty related to drugs and alcohol.
“Employees are not permitted to attend work or operate any city vehicles under the influence of drugs and alcohol, and further, are not permitted to have alcohol or drugs at work under this policy,” said Kondakor. “In addition, the policy covers suspected impairment and self-referrals procedures and guidelines for employees. The City of Thompson has not implemented drug and alcohol testing at this time, and there are no further restrictions for off-duty use of drugs and alcohol, except where its use it breaches the existing Code of Conduct related to public trust.”
Vale doesn’t share internal policies but corporate and Indigenous affairs manager for Manitoba and Ontario Ryan Land said that the policies have been updated to reflect the change in legislations surrounding marijuana use.
As with other organizations, Vale expects employees to be fit for duty during working hours, including being free from the influence of marijuana, alcohol or other drugs. Cannabis products can not be used, possessed, manufactured, given away or offered for sale on company property or in company vehicles at any time. Use of marijuana is forbidden during breaks and employees who have been prescribed marijuana for medical reasons should not show up for work but contact their supervisor immediately.
Unlike the other organizations that the Thompson Citizen spoke to, however, Vale does make use of drug testing.
“Vale uses drug testing technology to detect recent use where there is a risk of impairment and will continue to implement testing as per the local alcohol and drug program,” says a poster that was distributed to all of the company’s employees last week.
“As we are a safety-intensive industry, our main focus is on ensuring that all of our employees are fit for work and help us to manage risk and achieve SafeProduction in Thompson," Land said in an email. "Legalization doesn’t change that for us and, as marijuana can stay in a person’s system for up to 24 hours or even longer, we need to exercise a ‘better safe than sorry’ approach."
The Northern Regional Health Authority is updating its current policy on substance use in the workplace, says communications co-ordinator Twyla Storey, through the principles remain the same.
“The policy’s purpose is to provide a safe and healthy workplace for employees, clients and visitors, within which quality health care can be provided.,” she said. “Employees are required to report to work fit for duty and remain fit for duty at all times while on Northern Health Region business.”
No changes are being made to the alcohol and drug use policy for students in the School District of Mystery Lake, said superintendent Angele Bartlett.
“I developed an administrative procedure for alcohol, drug and medication use by staff,” she says, which is currently being reviewed by the unions whose members it will affect before being adopted as official school district policy.
