Professional Documents
Culture Documents
September, 2018
The WRHA is committed to the health, safety and wellness of our employees, patients,
students and visitors.
Manitoba introduced The Cannabis Harm Prevention Act which received Royal Assent
on June 2, 2017. Amendments to The Non Smoker’s Health Protection and Vapour
Products Act received Royal Assent on June 4, 2018. Manitoba recently introduced
The Safe and Responsible Retailing of Cannabis Act effective October 17, 2018.
Cannabis in the workplace can be managed and addressed in the same manner as any
other substance, alcohol or drug. Our current policies outline the WRHA standards,
expectations and consequences regarding the use of substances in the workplace with
a focus on the element of impairment versus the substance causing it.
1
Frequently Asked Questions
1. What do I do if I suspect a co-worker is not fit for duty?
Employees should advise their Manager whenever they witness any wrongdoing,
misconduct or any concerns regarding a co-workers fitness for duty. This includes any
incident where an employee’s conduct, behavior, or work performance appears to be
adversely affected by substance use, i.e., slurred speech, glass eyes, smell of alcohol
or any other substance, poor balance and /or coordination.
4. How long must I wait between consuming cannabis and reporting for work?
Employees are encouraged to inform their Manager about the use of any substance that
may impair performance or compromise personal safety. In addition, employees may
wish to seek professional care and support through the Employee Assistance Program
or through their personal health care professional.
6. I have further questions about cannabis in the workplace – who can I contact?