The terms “cannabis,” “legalization” and “decriminalization” have become front-page news. It feels as if everyone is getting ready for the huge impact that will be caused by the coming invasion of marijuana in the workplace.
Certainly, the statistics from some US states that have legalized recreational marijuana are a cause for concern, especially the increase in motor vehicle incidents. However, it helps to remember that the use of marijuana in the workplace is not new.
Employers have been aware of the use of cannabis, both medical and recreational, which can result in employees coming to work under the influence. Roofing is a high-hazard work environment and employers should be concerned and work with employees to
develop safety-conscious programs. If your current workplace policies, handbooks or safety manuals don’t address cannabis in the workplace — or are inadequate to handle issues that accompany it — you may be exposing your workers to more hazards than you
or they realize. The use of cannabis in the workplace is merely part of a much broader class of workplace hazards.
Impairment is a state of reduced competence, or reduced physical or mental ability that can lead to an injury, illness or accident. The effects of impairment can include a lack of concentration, an inability to complete a task or an inability to solve problems or make decisions.
When most people think of impairment, alcohol and illegal drugs come to mind as primary causes. Although these substances may be the most obvious examples, impairment can also be caused by other substances or events. Impairment can be caused by the side-effects of over-the-counter or prescription medication. Lack of sleep, illness, relational issues such as a breakup or divorce or expecting a child are examples of less obvious events that can cause impairment. These causes of impairment should be considered when developing an impairment policy.
If employers have already implemented general policies and procedures that address sources of impairment at work, the legalization of cannabis should not affect workplace health and safety procedures. If this is not the case, it will be necessary to broaden the definition of impairment and widen the causes beyond only illegal drugs and alcohol.
The positive side to all the media coverage about cannabis is that it’s creating the opportunity to discuss the subject of impairment with your team. In fact, clear communication between all groups in a workplace about the importance of a safe and healthy work environment is one of the factors that will help reduce the impact of impairment in the workplace.
Policies should also be applied fairly and consistently, with special attention to high-risk work duties. Both supervisors and employees need to be trained to know their responsibilities for dealing with any source of impairment.
The end goal of a robust impairment policy that is clearly and consistently communicated and enforced is to:
1. Reduce any fears or stigma surrounding the subject of workplace impairment and
2. Provide a healthy and safe work environment.
Consider the following suggestions when creating or updating your impairment policy:
■ Encourage a culture that prioritizes safety and allows for conversation about hazards and impairment.
■ State clearly whether employees can use, possess or be under the influence of certain substances while at work.
■ Jointly develop a statement with employees and management.
■ Specify the many sources of impairment, such as alcohol, medications (used legally or illegally), cannabis (recreational or therapeutic), any other substances and conditions like fatigue or stress.
■ Ensure that all employees know and understand the definitions and sources of impairment.
■ Allow for education and training to be provided to all employees, including supervisors.
■ Define the mechanism for reporting impairment and how confidentiality will be maintained for employees who report it.
■ Give employees the opportunity to declare if they feel impaired and specify that such a statement can be made in confidence and without fear of stigma or reprisal.
■ Include prevention initiative and employee support programs.
■ State how disciplinary actions will be conducted when they are necessary.
FRSA members have access to over 100 documents on human resources topics, including the workplace impairment, located under the “Member Login” section of our website, www.floridaroof.com, “Human Resources.”
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