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Cannabis Workplace Safety Training | Cannabis At Work

Wed, 08/08/2018

You own a window-washing company.  One of your clients has scheduled a cleaning of their 17-floor building.  Unfortunately, the team you planned to have do the work just recently had their working at height certifications expire.  And, your other teams are already booked for that day.  Luckily, there’s several weeks before the job is to be done – so, plenty of time to renew the certs.  However, there is a cost for each re-certification.  Each one isn’t terribly expensive, but it does add up.

To save some money and keep costs down, you decide to just renew the supervisor’s working at height certification.  He won’t be up on the building conducting the work, like the 5 other technicians under his supervision, but getting the whole team recertified right now would be just too costly.  Besides, the supervisor will be keenly watching the 5 technicians and will be there to coach them – so, in a way, his certification training will be imparted to them.

Alright, have I gone far enough with this ridiculous scenario?  I think so.  Hopefully you cringed reading this as much as I did writing it.  Of course, it would be ludicrous to have anyone conduct work at height tasks without first ensuring that all of the applicable training is up to date.  Thinking that just training the supervisor, who isn’t even exposed to the task risks, is sufficient is nothing short of crazy.  Education for all parties involved is prudent – but at the very least, surely the very first people you should ensure are trained adequately are those who will actually be exposed to the potential and actual risks.

So, in keeping with that line of thought, why would we treat training and education regarding the workplace hazards resulting from cannabis impairment any differently?  Or, think it’s any less absurd to just train your management and supervisors, leaving those personnel who work in the higher risk areas of your workplace exposed to the potential and actual hazards of impairment (without education and information at their disposal).

Don’t leave your workforce shorthanded – empower them through education and ensure your legal obligations and due diligence by proving their competence on the subject.