Hi. It’s me/Glenn again. One thing I should have mentioned is the importance of ensuring that all employees understand your company’s Fitness for Duty/Sober Workplace policy and drug/alcohol testing protocols, including:

* Triggers for testing, e.g., post-incident, reasonable cause, random, etc.
* How determinations to test are made
* The testing methods
* Who performs the tests and where
* The safeguards in place to ensure privacy and sample integrity
* The consequences of testing positive

First, I want to give my love to your organization, people and work.

Cannabis use by employees away from work is a personal matter over which employers have very limited responsibility. But that changes when employees use cannabis at work or show up for work impaired as a result of using it away from work. In other words, employers have a right and even a duty to require employees to come to work sober and fit for a duty and discipline them if they don’t, especially if the impaired employee performs a safety-sensitive job.

Training plays very little role in these principles. Employees need to know about the organization’s drug policies and testing procedures and understand that being buzzed or high at work isn’t permissible, whether due to cannabis, alcohol, legal prescription drugs, or any other substance whether legal or illegal. I guess the employer effort would be better described as providing education and information rather than training.

Hope this helps and keep up the great work, March of Dimes people. Feel free to follow up if you’d like to continue. Glenn