Danyluk was a long-service journeyman welder employed at the Colonsay potash mine site. He obtained a prescription for medical marijuana under the Access to Cannabis for Medical Purposes Regulations (ACMPR). Danyluk disclosed his prescription to the employer and explained that his medical cannabis was not used in the workplace but in the evenings, away from work.

The Toronto Transit Commission has received the green light to do random drug and alcohol testing on 10,000 of its employees, including those in safety-sensitive jobs, designated management positions and all executives. 

With the landscape around recreational and medical cannabis rapidly evolving in Canada, how is technology keeping pace to ensure that impairment is detectable on the roads and in the workplace?

Yesterday it was announced that Shoppers and Loblaws will be providing coverage for medical cannabis for employees via their group plan with Manulife.

On Friday all the major media outlets were reporting on the decision by the Nova Scotia Human Rights board, which directed Gordon Skinner’s benefit provider to cover his medical cannabis expenses.

We sat down and talked with the Edmonton Examiner about how employers should handle medical cannabis in the workplace. Read the full article here. 

As if navigating the increasingly complex process of designing company-sponsored benefits plans wasn’t challenging enough, medical cannabis has now entered the equation. If you haven’t received a request for medical cannabis coverage from an employee yet, you likely will soon.  

The Government's Task Force on Cannabis Legalization and Regulation released their final report today. These recommendations are not binding but will be used as the foundation for the cannabis legalization legislation tabled in Spring 2017.

Having a policy and educating employees can go a long way to ward off unwanted behaviour. However, there is still a risk that even an educated employee may be impaired at work.