There are increased detection rates of cannabis in workplace drug screenings, according to The Drug Detection Agency.

It attributes the rise to the proliferation of medicinal cannabis and easier access to the substance.

Glenn Dobson, chief executive at TDDA, says transport operators need to understand the risks associated with the use of medicinal cannabis within the workplace and address any issues immediately.

“We’re seeing cannabis trigger our testing devices regularly, which isn’t particularly new. What is new is that people in safety-sensitive workplaces then show up with a prescription for cannabis,” he says.

“But just because the substance is legal doesn’t mean it’s safe to take it and get behind the wheel of a 40-tonne truck.”

Proliferation
New Zealand’s Medicinal Cannabis Act came into effect in 2020. Growers and distributors needed time to meet the government standards in terms of product development and quality assurances.

TDDA attributes the gap between 2020 and 2023 detection rates to regulatory pressures, but now believes the situation is at a tipping point.

Employers need to understand how to grapple with the challenge of integrating this change into existing drug and alcohol policies.

TDDA recommends businesses take professional advice to understand the issue of medicinal cannabis within their workforce. Like any prescription medication, such as opioids or prescription painkillers, there needs to be clear guidelines on company and employee expectations.

Businesses must integrate professional guidance into their substance policies and update them to manage medicinal cannabis.

“Every business will eventually need to deal with substance issues, but having easy access to high-grade cannabis products will accelerate and amplify those issues. Kiwi companies need to update their drug and alcohol policies immediately,” says Dobson.

Employers must also carry out testing in a fair, compliant and transparent manner. “Employers have an obligation to ensure the safety of all employees in the workplace. But only if a good substance policy is in place will employees have an obligation to inform their employer of relevant prescription medications.

“If an employee is affected by medicinal cannabis at work, even if it’s prescribed, it may affect their ability to safely execute their duties,” says Dobson.

“The substance creates a minefield to navigate, and it poses a risk to the employee, their peers, the business and the public. Employers must understand these products can adversely affect cognitive abilities and motor function.”

Symptoms
THC, the psychoactive component in many medicinal cannabis products, impairs cognitive functions and motor skills, posing risks in any industry. Additional symptoms include issues with memory, attention, decision-making skills, poor judgement, mood swings and irritability.

“CBD or low THC forms of this drug are particularly problematic. If an employee has a prescription, it’s important to work with an MRO to understand if the employee’s needs are in alignment with the requirements for the role,” says Dobson.

Recommendations
TDDA recommends businesses review and update their drug and alcohol policies, and ensure policies are clear and effectively communicated. It also recommends education sessions for managers and employees alike, as well as enhanced training for supervisors to recognise risk in the workplace. Seek guidance from subject matter experts who understand your business and its requirements. If enacting a drug and alcohol testing programme, engage qualified third-party experts.

“Medicinal cannabis is here, and it’s in New Zealand’s workplaces. It can be a high-potency substance and it needs to be treated as one. It brings risk to any workplace. If someone is driving a company car, you need to have a plan to address the issue. Don’t get caught on the back foot,” says Dobson. Medicinal cannabis and the transport sector