The legalization of cannabis has drawn attention to the need for employers to update, or in some cases develop, their workplace impairment policy. That, from Kevin Mooney, Director of Prevention at the Saskatchewan Workers’ Compensation Board. WorkSafe Saskatchewan has developed a video resource for employers to answer questions around the legalization of recreational marijuana next Wednesday. It’s a panel discussion with the legal aspect covered by the firm Miller Thomson and the human resources aspect from MNP. It’s a follow-up to workshops held in the spring in partnership with local chambers of commerce. WorkSafe emphasizes that employers need to be aware that it’s not just about cannabis in the workplace, but ensuring all forms of impairment are addressed, which includes drugs and alcohol, or being overtired. For more information:
www.worksafesask.ca/cannabis
Canadian Centre for Occupation Health and Safety: https://www.ccohs.ca
Cannabis and the Workplace
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The Candian government wants the country’s banks to identify, in customers’ bank statements when they receive the carbon rebate, that it is labelled as such.
Environment Minister Steven Guilbeault says the lack of a clear identifier is contributing to confusion about carbon price rebates, so he is going to change the law if he has to in order to force the big banks to identify the carbon rebate by name when doing direct deposits.
The first rebate deposits in 2022 were labelled very generically, which meant recipients had no idea why they were getting the money.
T-D and B-MO have adopted the government’s requested “CdaCarbonRebate” entry, R-B-C and Scotiabank say they couldn’t make the change in time for the rollout, and C-I-B-C is still calling it “Deposit Canada.”
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