Workplace Safety - Training for Managers on Marijuana Impairment

Written by on 10/18/2017 3:25 AM in , , , , . It has 0 Comments.


As marijuana becomes increasingly available medically and recreationally across the nation, complications surrounding marijuana in the workplace will continue to grow. How can you keep employees safe while still upholding their civil liberties?

Five Ways to Keep Your Workplace Safe Despite Changing Marijuana Laws

  1. Begin with hiring and training practices.
    Before hiring for a given position, consider whether off-duty use of marijuana could affect on-the-job performance and safety surrounding any duty, not just essential ones.
  2. Familiarize yourself with state and federal laws.
    Some states don't require an employer to accommodate employee use of marijuana if it prevents them from fulfilling any of their job responsibilities. For ADA requests, however, HR and legal council may be necessary to determine accommodation of marijuana in the workplace.
  3. Focus on performance.
    Make safety a part of the company culture, beginning with employment and safety manuals.
  4. Learn to recognize impairment.
    Train managers on how to recognize impairment and company procedures should it be a factor, particularly at the time of a workplace accident.
  5. Consider drug testing.
    Familiarize yourself with state/federal drug testing laws and policies, noting the difference between pre-employment and for-cause testing. In the event of an incident, testing could indicate the presence and level of drugs in an employee’s system. It can also be used to determine whether employees are impaired and unable to safely perform job duties.

If you choose to avoid drug testing, consider alternatives such as psychomotor testing, which measures reaction time and coordination and has proven to dramatically improve safety results.

Marijuana in the workplace presenting unexpected challenges? Minnesota Comp Advisor can help. Contact us today.

 

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