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drug and alcohol testing

Managing marijuana in the workplace

The Tribunal’s helpful statement in this case that an employee does not have an absolute right to use marijuana in the workplace and that it would be unreasonable to expect an employer to formally test an employee to determine the level of impairment before it could raise health and safety concerns should provide employers with some reassurance.

 

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The latest on the legality of random drug and alcohol testing

This blog summarizes a recent arbitration award where a union challenged an employer’s random drug testing policy at a coal mine.

 

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Dealing with marijuana in the workplace

I am increasingly being asked to speak about this subject at HR conferences, as employers are concerned about the practical implications of medical marijuana and how employees using it should be treated. The issue of marijuana in the workplace has generated a lot of attention, but what have our courts, arbitrators and tribunals said about it? A review of decisions addressing dismissal for workplace usage or possession of marijuana shows an inconsistent treatment which is consistent with the early stages that we are in.

 

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Ruling on randomized alcohol testing

Woman Blowing in Breathalyzer

Drug and alcohol testing in the workplace, particularly randomized testing, has always been a grey area for employers. When is such testing permissible? When is it deemed reasonable in light of safety concerns? The Supreme Court of Canada has answered some of these questions after their long-awaited decision regarding randomized drug and alcohol testing in the case of Irving Pulp and Paper.

 

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Drug and alcohol testing again

I recently had the pleasure of speaking at the 2010 National Construction Labour Relations Alliance Labour Relations Conference. I participated in a panel that provided an update on drug and alcohol policies.

 

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Some basics on dealing with drug and alcohol issues in the workplace

It is obvious that being inebriated or otherwise impaired in the workplace is inappropriate behaviour. The issue is then how employers can protect their workplace from the imposition of drugs and alcohol, while still respecting the rights of their workers.

 

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