Medical marijuana has recently been legalised in Australia which has subsequently introduced a number of questions to Business Owners and Managers such as:
Can I employ someone who is using medical marijuana?
How much will the drug affect a workers ability to carry out the work in a safe manner?
Do I need to re-write our Company Drug and Alcohol Policy?
Workplaces need to be careful that they do not unintentionally discriminate a person who is using medical marijuana. A system needs to be in place to ensure that each worker is treated equally. A document similar to a Return to Work Plan may be useful to ensure that the work activities are safe for the worker to complete. A Return to Work Plan would also get the involvement of the Employer, the Medical Practitioner, and the worker.
As medical marijuana is a prescribed medication, it needs to be treated as any other prescription drug that may affect an individual’s ability to carry out their work in a safe manner. It is wise to involve the medical practitioner to assist in defining the level of ‘impairment’ that the use of medical marijuana may introduce. This will assist the workplace not only ensuring the safety of the worker using the medical marijuana, but it will ensure a safe workplace for everyone.
The introduction of medical marijuana in Australia is also being welcomed by many, including 5 year old Katelyn Lambert who suffers from Dravet Syndrome which causes many seizures and subsequently brain damage. Since taking cannabis extract, her overnight stays in hospital has decreased by 89%. Access to medicinal marijuana is highly regulated, and extremely difficult to obtain, thus Katelyn and her family are campaigning for easier access for those who need it. For more information, please see #greenlight http://greenlight.support/ and Katelyns_Letter to the PM and premiers. The story was also recently aired on Sunrise.