Posted by Craig Henderson on Jul 10, 2018
 
Speaker Jeff Bradshaw
 
Larry Shelley introduced our speaker, former club member Jeff Bradshaw, who delivered a timely and relevant presentation on the impacts to business of the forthcoming legalization of Cannabis. Jeff informally referred to his presentation as "The Wild West of Cannabis Legalization".
 
The main message from his presentation was that there is much uncertainty in regards to the impending legalization of this drug, some of which arises from the many varieties that will become available as products. These varieties can have a variety of phisiological effects, not all of which would necessarily lead to impairment. Further complicating matters is the fact that Cannabis has been available for medicinal purposes since 2001.
 
There are two main Cannabis plant species that will become available in October: Cannabis sativa, and Cannabis indica. Consumers can expect to purchase varieties or hybrids of either of these species.
 
Although the medicinal benefits of cannabinoids are widely touted, most of the evidence reported is anecdotal, and under studied. Still, the two main cannaboids, THC and CBD, can lead to differing effects, with THC being the primary intoxicant.
 
Despite the aboundance of confusing information circulating, there are definite steps that companies can, and must, take to be ready for legalization on October 17.
 
 
  1. Companies must develop or update their Drug and Alcohol Policies. It is not sufficient for companies to simply say they have a "zero tolerance" policy, as certain individuals are legally permitted to use Cannabis to treat medical conditions. In such cases, users may be consuming Cannabis products that are low in THC but high in CBD to achieve a desired medical outcome.

  2. Training and education on the Drug and Alcohol Policies are important. It is not sufficient to simply distribute a memorandum. Ongoing training is required to achieve consistency, momentum and compliance. Promotion and awareness are key to reducing legal liabilities in the current environment.
     
  3. Periodic testing is also important. However, testing cannot be arbitrary, and should be fully defined in employment contracts. In general, drug testing is recommended as condition of commencing employment, when there is evidence of impairment, post-incident, and following addiction treatment.
After a lively Q&A session, Roy Boettger thanked our speaker.