Resource Kit: Setting Cannabis Impairment Policies in the Dental Practice.

Cannabis legalisation in Canada is well into its first year, and employers at companies and businesses large and small are updating their policies concerning impairment in the workplace.

But understanding employee and employer rights and responsibilities, federal and provincial laws, and creating appropriate policies can be overwhelming.

To help Canadian dentists better navigate cannabis legalisation and craft workplace impairment policies, we’ve compiled a list of resources, information, templates, and tips. These resources support employers to understand their legal requirements, how to share policy information with employees, and applying a non-judgemental approach to creating a safe workplace.

Government of Canada

• Impairment and cannabis in the workplace
• Workplace impairment questions and answers
• Workplace Hazard Prevention Program to prevent work-related injuries and diseases

Canadian Centre for Occupational Health and Safety

• Fact Sheet: Impairment at work
• Workplace Strategies: Risk of Impairment from Cannabis
• Online course: Impairment and Cannabis in the Workplace (your role in addressing impairment in the workplace)
• PDF poster handout: Cannabis in the Workplace
• Guide: Reporting and responding to suspected impairment

Canadian Mental Health Association

• Impairment in the workplace: What your organization needs to know

Human Resources

• Marijuana at work: six things employers should know
• Can employers test for drug and alcohol use in the workplace?
• Five tips for employers creating a marijuana policy

Ontario Ministry of Labour

• Impairment and workplace health and safety

Public Services Health & Safety Association (PSHSA)

• Cannabis in the workplace

Provincial and Territorial Labour Relations Boards

• Labour relations bards across Canada

Employer’s Duty to Accommodate

Canada’s human rights laws vary among the provinces and territories but are all designed to protect people from discrimination in areas like work and include information about employer’s duty to accommodate. The duty to accommodate means that sometimes it is necessary to treat someone differently in order to prevent or reduce discrimination.

CDA Oasis Resources

• Dental Education Module: Medicinal Marijuana
• Cannabis and the Canadian dentist: Are you ready for legalisation?
• What are the legal implications of cannabis on the dental practice?

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Until next time!

CDA Oasis Team