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All employers in the cannabis industry must take steps to protect their employees from all health and safety hazards associated with their work. This includes those who cultivate, manufacture, distribute, sell, and test marijuana products. This webpage contains links to these regulations and other helpful resources for providing a safe and healthy workplace in the cannabis industry in California. Employers in California are required to take steps to protect workers from all workplace hazards that can cause injuries and illnesses. The IIPP includes many elements, such as procedures to identify and correct health and safety hazards in the workplace, provide effective training to all employees so they can perform their job safely and more. In addition, employers must communicate with employees in a form readily understandable by all affected employees on matters relating to occupational safety and health, including provisions designed to encourage employees to inform the employer of hazards at the worksite without fear of reprisal. Other regulations may also apply. Employers are encouraged to use the resources below to learn more. The cannabis industry is at high risk of workplace violence incidents. Labor Code Employers must implement a workplace violence prevention plan that can be part of their IIPP or a stand-alone document, and includes the following and more:. In accordance with the California Business and Professions Code, section If you have questions about OTI or any regulations that require such training, please contact federal OSHA, the trainer, or the regulatory agency that mandates this training. The Department of Industrial Relations DIR recognizes the importance of communicating effectively with individuals, including those with limited English proficiency. DIR is making an effort to provide meaningful services for individuals that speak languages other than English. Note: This is a service provided by Google. Google Translate cannot translate all types of documents, and may not provide an exact translation. Emergency Response. If you need to access information in a language other than English: Use the Google Translate function below:.

Adult-Use Cannabis: What Cities Need to Know

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Cannabis also called marijuana, marihuana, weed, pot, grass, flower, and many other terms is a tobacco-like greenish or brownish material consisting of the dried flowering, fruiting tops and leaves of the female cannabis hemp plant, Cannabis sativa. Cannabis contains hundreds of different chemicals. Plants used for medical and recreational purposes have been selectively bred to contain greater concentrations of plant chemicals called phytocannabinoids. Processed cannabis products and formats include dried flower loose or rolled , vape cartridges, oils, capsules, tinctures, concentrates hash, kief, budder, live resin, wax, shatter , topical creams, lotions, and food and beverages containing cannabis extracts e. Industrial hemp plants are cultivated to yield an abundance of fibre, seeds, oil, and other non-drug products which must not contain more than 0. When cannabis is inhaled by smoking or vaping the chemicals in the plant pass from the lungs into the blood vessels, which carry them to receptors throughout the body, primarily in the nervous system and brain. Effects may be immediate and can last up to 24 hours. When cannabis is ingested, effects may be delayed for 30 minutes to 2 hours, depending on factors such as weight, metabolism, sex, and whether the cannabis is eaten on an empty stomach. Regardless of the method, THC causes both psychoactive affects brain function and physical effects that can result in impairment. Common psychoactive and physical effects include euphoria and relaxation, drowsiness, changes in perception, time distortion, deficits in attention span and memory, increased appetite, dry mouth and eyes, cough if smoked , momentary body tremors, and impaired motor functioning. CBD also affects the brain and body; however, it does not cause impairment. This difference is an important distinction to be aware of when discussing safe cannabis use with workers. This can affect your motor skills, including your ability to drive. It can also increase anxiety and cause panic attacks, and in some cases cause paranoia and hallucinations. The production, sale, and use of cannabis was legalized in Cannabis may be acquired with or without medical authorization from a health care provider. Legal sources include buying directly from a federally licenced seller, from a provincial or territorial authorized retail outlet or online platform, or by registering with Health Canada to produce grow a personal supply. Each Canadian province and territory has additional cannabis legislation. It is recommended that employers and employees review the legal requirements for their jurisdiction. As with the side effects from any medically authorized, prescribed, or over-the-counter medication, employers should consider if there is a risk to the individual's safety or the safety of others. For example, while under the influence of the medication:. Because users can have varying sensitivity, each individual should be assessed on a case-by-case basis. While it is not appropriate for the employer to ask for specific medical findings and diagnoses from the employee or their health professional, employees may wish to consider informing their employer if a medical procedure or treatment may impact their ability to perform their job safely. Employers should review any workplace policies involving drug and alcohol use, in consultation with the health and safety committee and unions, as appropriate. Policies should be inclusive and consider any drug or substance that is medically authorized, or otherwise legal to purchase and use. Note, however, that the use medically authorized cannabis does not entitle an employee to be impaired at work, nor allow that employee to endanger their own safety or the safety of others. Employees can ask for accommodations due to their medical condition. For workplaces, the duty to accommodate is required by federal and provincial human rights legislation, and this right includes those who may use medical cannabis as part of their treatment for a condition. Typically, the employee will visit a medical professional who will determine if the person is able to do that particular job. The medical professional may consider physical or mental abilities, sensory acuity, level of skill, functional limitations, etc. The medical professional will typically only report one of three conditions back to the employer:. Employers are provided with the information needed to determine appropriate work, and can confirm the nature and duration of the work restrictions with the medical professional. For example, while under the influence of the medication: Does the person have the ability to perform the job or task safely e. Is there an impact on cognitive ability or judgement? Are there other side effects of the medical condition or the treatment that need to be considered? The medical professional will typically only report one of three conditions back to the employer: fit, unfit, or fit subject to work modifications. Fact sheet last revised:

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