Legalization of recreational use of cannabis came
to force in October 2018. With legalization came
questions for workers, health and safety committees and
employers. 
This Safety Swap provides information on:
- Cannabis
- Impairment
- Workplace Questions
Questions that could be used
to spark discussion
What are some signs and symptoms
exhibited by someone who has used
cannabis?
Signs and symptoms may vary depending on the
composition of the cannabis and the individual's
tolerance. For example, the concentration of
Tetrahydrocannabinol (THC) and Cannabidiol (CBD)
in cannabis will impact how a person behaves after
consumption. THC produces psychoactive symptoms
while CBD is used for pain control. Different ratios and
concentrations of these two substances will produce
different signs and symptoms in users.
According to Health Canada, the effects of cannabis on
the body can include the following:
- dizziness
- drowsiness/fatigue
- headache
- impaired memory
- disturbances in attention, concentration and ability to
think and make decisions
- disorientation, confusion
- changes in motor skills and perceptions.
What can impact the length of time
someone might be impaired?
The effects of using cannabis can differ from person
to person. The amount of THC content and/or
CBD content are factors to consider. The route of
consumption will also impact the duration of impairment.
For example, if cannabis is ingested orally, impairment is
likely to last longer than if cannabis is inhaled.
What does the legalization of cannabis
mean for my workplace?
Employers have a responsibility to ensure a safe
workplace, as set out by Part 4 of The Workplace Safety
and Health Act in Manitoba. Developing and following
a policy to address workplace impairment will help to
demonstrate due diligence on the part of the employer.
Workers are required to be at work with the ability to
perform the duties of their job and this has not changed
since the legalization of cannabis. However, there may
be situations where a worker requires accommodation
if cannabis is being used for medical purposes. In these
instances, accommodations of the individual's disability
need to be made up to the point of undue hardship,
which is a requirement under Human Rights Legislation.
What causes impairment?
Impairment may refer to any state in which an
individual's level of function is diminished. It can be
caused by the consumption of alcohol, and legal or
illegal drugs. It may also be caused by fatigue or
medical conditions, for example.
A person may appear to be impaired if they exhibit
slurred speech, poor coordination, unsteady gait, red or
glassy eyes or an odour of alcohol or drugs. Employers
and supervisors should not make assumptions about
causes of impairment and should talk to workers they
believe may be impaired to investigate the situation
further. It is appropriate to ask the worker what is going
on, however, employers do not have the right to ask for
or access workers’ personal health information.
Sources: Canadian Centre for Occupational Health and
Safety (CCOHS); Canadian Human Rights Commission
Why is my role as a committee member
when it comes to cannabis and impairment
in the workplace?
The role of the committee member is to help the
employer raise awareness of the topic, however, the
committee does not enforce a drug and alcohol policy
in the workplace. It is the role of the supervisor or
management to enforce the policy.
Top Tips:
Seek legal advice.
Ensure there is a Drug and Alcohol policy at
your workplace. Samples can be found at
safemanitoba.com, however your employers
must ensure that your policy is unique to your
workplace.
Understand that there are several signs and
symptoms that can be experienced depending on the composition of the cannabis and the
individual's tolerance.
Understand the signs of impairment and the
potential causes.
Additional Resources
and References
Some additional resources on cannabis and impairment
in the workplace include:
For more information about cannabis and impairment in
the workplace, consider taking our free e-learning course.
Share your ideas!
If you would like to share your
best practices with other safety and health committee
leaders, we’d like to hear from you. Your idea might be
featured in an upcoming issue of Safety Swap! Email us:
information@safeworkmanitoba.ca for more information
For more information
Visit safemanitoba.com or call 204-957-SAFE (7233) or
toll-free 1-855-957-SAFE (7233).
Note: All staff in your workplace should be trained to call 911 immediately and follow the 911 operator's instructions
if they encounter a person who requires medical attention related to a medical condition or use of medications (for
medical purposes or illicit). Please see the additional resources list below for more information.
The information contained in this resource is not legal advice and should not be relied on as such.
