Part 2: Marijuana in the Workplace

Part 2: Marijuana in the Workplace

The duty to accommodate extends to medical marijuana and employees are to be accommodated in the same manner as other disabled employees who have been prescribed medication.  Accommodation is also required for employees who may have an addiction disability. 

Reminder: Employee Sign-off Required for Benefit Plan Deductions

Reminder: Employee Sign-off Required for Benefit Plan Deductions

As of Jan. 1, 2018 the Alberta Government amended the Employment Standards Legislation. This changed what employers could deduct from employees without written consent. Any new hires must provide sign-off on deductions associated with Employee Benefit Plans. 

Part 1: Medical Marijuana 101

Part 1: Medical Marijuana 101

Medical Marijuana does not have a Drug Identification number (DIN) from Health Canada which means it is not eligible under the prescription drug benefit of group benefit plans.  That said, medical marijuana is eligible under Health Care Spending Accounts according to CRA. 

Parental Leave Expanded to 18 Months (for some, not all employees)

Parental Leave Expanded to 18 Months (for some, not all employees)

Parents of newborn or newly adopted children will now have the choice to spread their employment insurance benefits over the normal 12-month period or extended 18 months.  This creates more flexibility for parents who opt for the extended parental leave, however it does not result in more money.