Impairment resulting from any substance or source (e.g., alcohol, licit / illicit drugs, fatigue, depression, distraction, etc.) is a serious threat to workplace safety – there’s no doubt.  Upon legalization, impairment resulting from off-duty cannabis-use will be all the more prevalent.  Many employers have strong convictions for the safety of their people.  And, so rightly, they should.  Not only does it show good human decency and best business practice – they are meeting their due diligence responsibilities under occupational health and safety laws.  However, when it comes to identifying and addressing impairment from cannabis – fire and brimstone, knee-jerk reactions are not in anyone’s best interest.  A controlled, informed and planned approach and strategy is the only way to both protect your people and prevent the situation from escalating.

Make no mistake, we commend any employer that is steadfastly and staunchly resolute concerning the safety of their workforce.  As an organization intent on advancing the Safety Culture movement, it’s music to our ears to hear an employer genuinely state they will do everything in their power to keep workplace harm at bay.  However, the principles of a strong Safety Culture are not solely founded in physical safety.  Mental health plays an integral role in the workplace as well.  Addiction is one of many concerns included in the spectrum of mental health.  We cannot discriminate against someone dealing with a medical issue, mental health issue or disability (which addiction is considered by the Canadian Human Rights Commission).  Therefore, the manner through which we maintain a high standard of safety while protecting the privacy interests and human rights of the individual is critical in sustaining an efficient, functioning operation.

One of the very first steps to be taken in upholding a high level of safety while respecting individual rights is identifying safety-sensitive and decision-critical positions in your workplace – we must know where the greatest risks lie when impairment is introduced into those scenarios.

Education on balancing OHS responsibilities and accommodation protocols is the only way to comprehensively understand the best approach.