Regardless of whether marijuana is legal or illegal, electrical workers cannot show up to work under the influence of the substance. They are expected to display a respectable, responsible and appropriate presence while at the workplace and able to work in a safe manner. Will employees who use marijuana before coming to work, or use marijuana during work hours, be disciplined in the same way as those who show up drunk or intoxicated by alcohol or other problematic substances, as this may affect their work performance or the behaviour of other workers around them?
How will companies know if their judgment of its electrical workers are impaired?
What are the policies, training and compliance needed for companies to create in order to protect equipment and workers from accidents created by marijuana-impaired electrical workers?
Until now, most companies had policies in place regarding the "illegal" use of drugs in the workplace and impairment. But how will those policies change when marijuana use becomes legal? What are the liability and insurance and impications for employers, supervisors, and business owners?
Companies should address the pending marijuana legislation by providing training that will offer insight and company-wide understanding of the effects and consequences of marijuana usage in both general and workplace-specific perspectives, discuss with management policies and procedures necessary to address these consequences and implement them beforehand. This will ensure that companies have policies and procedures in place to handle the upcoming legislation changes; being pro-active in this regard.
Companies need become familiar with the legislation, and what happens to the psyche during usage of the substance -- training can then be provided to familiar users and non-users regarding:
When establishing policies and procedures, companies need to take into consideration the current ramifications surrounding marijuana intoxication in the workplace.
Maybe it should be treated no differently than being recreationally drunk at work, which will likely hinder work performance, be potentially dangerous to others, and cause concern and danger for other workers in the premises. It is possible to fire someone for being drunk at work and being a danger to others. Thus, the same logic applies to being high.
The line becomes blurred when the electrical worker is an alcoholic or an alcoholism problem is present, as this can be considered a mental health issue, however HR still retains the responsibility of ensuring a safe work environment. As HR, your role is not to diagnose their health issue, but to be responsible in dealing with the performance issue at hand, hold the employee accountable, refer the employee to an EAP if applicable and pursue the appropriate disciplinary action.