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.

I had the pleasure of sitting down with Remi Roy of Tweed, one of Canada's largest licensed producers, in May 2016 at the Lift Expo.

Yesterday the Federal Government announced changes to the current regulations on medical marijuana in Canada. 

This was in response to the R. v. Allard decision on February 24, 2016 when the Federal Court of Canada ruled in favour of patients having the right to grow their own cannabis. 

We recently looked at the case of Brendan Uprichard, who was fired after failing to tell his employer he was a medical cannabis user. That case highlighted the requirement of employees who hold a safety-sensitive role to disclose their cannabis use. However, it also highlighted a number of the flaws with the disclosure process.

Preferably, we would have a system where employees could be upfront with employers about their medical cannabis prescription even during the hiring process. Employees would disclose use and an assessment would be made if accommodation were needed or not.

It's important to disclose your medical marijuana use, rather than try to conceal it. To find out why, we need look no further than the ultimately failed grievance launched by the Newfoundland International Brotherhood Of Electrical Workers, Local Union 1620 on behalf of their employee, Brendon Uprichard.