This is something HR professionals need to be aware of and prepared for in the workplace. Last month, the issue surfaced in the news when an officer challenged the RCMP about being able to smoke medical marijuana while on the job and in uniform. A heated debate ensued and questions arose around the legal responsibilities for employers in regard to this this issue. Are you ready to respond as an employer if an accommodation-issue around medical marijuana arises in your workplace?
Check out our blog “The Case of the Pot Smoking Mountie” here: www.clearpathemployer.com/1/post/2013/12/the-case-of-the-pot-smoking-mountie
This is also not a new subject of intense discussion. Last year, HootSuite made news headlines when it began receiving a lot of negative attention on social media networks around their use of unpaid interns. It also shed light on the fact that unpaid internships are somewhat of a grey area for many employers. Does your company have an internship program? What steps are you taking to ensure compliance with government standards?
Check out our blog “Illegal? Exploitative? The Truth on Unpaid Internships” here:
Random Alcohol and Drug Testing
This is not a first-time debate. Irving Pulp and Paper faced a legal battle when the union challenged the “without-case” aspect of their alcohol testing policy. In the end, the Supreme Court of Canada agreed with the labour board which found that the mill did not have a serious safety problem associated with alcohol, and therefore did not have reasonable grounds for testing. Do you have a testing policy?
Check out our blog “Randomized Alcohol Testing: Yay or Nay?” here: