Cannabis, commonly known as marijuana, marihuana, weed, pot, grass, or flower, is a dried substance that resembles tobacco and is made up of the fruiting and flowering tops and leaves of the female cannabis (hemp) plant, Cannabis sativa. Numerous distinct compounds are present in cannabis. Plants developed specifically for medicinal and recreational uses have higher amounts of the plant compounds known as phytocannabinoids. THC (delta-9-tetrahydrocannabinol) and CBD are two important phytocannabinoids (CBD). Products made from cannabis may contain THC, CBD, or both in varying amounts. Dried flower (loose or rolled), concentrates (hash, kief, budder, live resin, wax, shatter), topical creams, lotions, food and beverages containing cannabis extracts are all examples of processed cannabis products and formats (e.g., gummies, cookies, chocolate, tea, soft drinks, etc.). Industrial hemp plants are grown for their abundant fiber, seeds, oil, and other non-drug products, which are restricted to having a THC content of no more than 0.3%.
What are the overall health effects of cannabis use?
When cannabis is smoked or vaped, its compounds travel from the lungs into the blood vessels, where they are carried to receptors throughout the body, primarily in the nervous system and brain. Effects could start right away and extend for up to 24 hours. Depending on your weight, metabolism, sex, and if you swallow the cannabis on an empty stomach, the effects of cannabis use may not manifest for 30 minutes to 2 hours. Regardless of the approach, THC has both physical and psychoactive effects that may lead to impairment. Euphoria and relaxation, tiredness, changes in perception, temporal dilation, deficiencies in attention span and memory, increased appetite, dry mouth and eyes, cough (if smoked), fleeting bodily tremors, and reduced motor function are typical psychotropic and physical effects. Although CBD has an impact on the body and brain, it does not impair. When discussing safe cannabis use with employees, it's crucial to be aware of this difference. ""Using cannabis or any cannabis product might impair your attention, your capacity for thought and decision-making, as well as your reaction time and coordination,"" warns Health Canada. Your motor abilities, including your ability to drive, may be impacted by this. Additionally, it can exacerbate anxiety, trigger panic attacks, and occasionally result in paranoia and hallucinations. The following factors can affect a user's sensitivity to the effects of cannabis: Age health issues that are already present knowledge of cannabis Use of cannabis: How frequently booze and other drug use (which can increase intoxication) The following factors may affect how a specific cannabis strain affects you: The amount of THC or CBD included in the cannabis product The genetic lineage of the source plant (sativa, indica, or hybrid) the presence of terpenes, which also produce different flower flavors, fragrances, and colors (caryophyllene, humulene, limonene, linalool, myrcene, and pinene).
How is marijuana governed?
Cannabis use in Canada is governed by the following federal laws: Food and Drug Act Controlled Drugs and Substances Act Cannabis Act Cannabis Regulations The Justice Canada website has a list of these statutes. Cannabis usage, sales, and manufacture became legal in 2018. It is possible to purchase cannabis with or without a doctor's prescription. Purchasing from a federally licensed vendor directly, through a provincially or territorially approved retail location or online marketplace, or by registering with Health Canada to cultivate (grow) a personal supply are all considered legal sources. The laws governing cannabis vary by province and territory in Canada. It is advised that both employers and employees review the rules that apply in their region.
What concerns should an employer have if cannabis is used for medical purposes?
Employers should examine whether there is a risk to the employee's safety or the safety of others, just as they would with the adverse effects of any drug that has been approved by a doctor, prescribed, or purchased over-the-counter. As an illustration, when taking the medication: Does the person possess the necessary skills to carry out the job or task (such as driving, operating machinery, or using sharp objects) safely? Does it affect judgment or cognitive function? Do we need to take into account any additional adverse effects of the illness or its treatment? Each person should be evaluated individually because users can have various levels of sensitivity.
What ought workers and employers to do?
Employees may want to think about telling their employer if a medical operation or treatment may affect their ability to perform their job safely, even though it is improper for the employer to request particular medical findings and diagnoses from the employee or their health practitioner. The use of cannabis for medically approved purposes may need to be disclosed if the organization has a substance use/abuse policy. Employers should examine any drug- and alcohol-related workplace regulations in conjunction with the respective unions and the health and safety committee. The capacity to perform the work safely and ""impairment"" or ""under the influence"" should be the policy's main concerns. Policies should be all-inclusive and take into account any medication or substance that is prescribed by a doctor or is otherwise permissible to buy and use. Remember, though, that using cannabis for medical purposes does not give a worker the right to be intoxicated at work or to put their own or others' safety in peril.
Are employers required to make accommodations?
Yes. Because of their medical condition, employees may request accommodations. Federal and provincial human rights laws stipulate that employers have a duty to accommodate employees who use medical cannabis as part of their treatment for a condition. Up to the extent of ""undue hardship,"" employers are required to provide accommodations. Using ""fit to work"" processes, the employee should be assessed to see if they are medically able to carry out the task or employment under consideration. For more information, please refer to the ""Fit to Work"" OSH Answers booklet. Usually, the individual will go to a doctor who will assess whether or not they are fit for that specific employment. To aid with this evaluation, the employer may give the medical professional information regarding the tasks performed at work, such as a job needs analysis of the employee's tasks. The doctor may take into account a patient's cognitive or physical ability, sensory acuity, level of expertise, functional restrictions, etc. Typically, the medical professional will only report one of three conditions to the employer: fit, unfit, or fit with adjustments for the job. Employers are given the knowledge they need to choose appropriate work, and they can consult a medical expert to validate the kind and length of the work limitations."""