ORN THE ONLY SOURCE FOR PROFESSIONAL ICI ROOFING CONTRACTORS IN ONTARIO   ONTARIO ROOFING NEWS – ISSUE 1 2019  21 Legalized Marijuana Likely one of the most high-profile changes in Ontario was the legalization of marijuana. The federal govern- ment legalized recreational marijuana effective October 17, 2018, and sales in Ontario were restricted to the online cannabis store until April 1, 2019, when the first 25 retail stores were slated to open. The first legislation for medicinal marijuana occurred in 2001, and as the years have progressed, so has the leg- islation. Societal opinions have also undergone change, and as these changes have occurred, the insurance indus- try has taken notice and made adjustments. Prior to recreational legalization, use of marijuana tran- sitioned from a reason to decline an insurance applica- tion to reclassifying the applicant as a smoker. Group benefit providers are now offering plan sponsors the option to include medical marijuana as part of their prescription drug plans. The efficacy of medicinal marijuana has yet to be proven in clinical trials, but it is becoming more commonplace for physicians to suggest and prescribe to patients to help manage a variety of symptoms and conditions. Use of marijuana, with or without a prescription, is commonly claimed to be an effective treatment or management tool for pain relief in place of narcotics. While very effective, narcotics can also be habit-forming and can poten- tially impair people’s judgment and reflexes. The legalization of recreational marijuana has brought the spotlight back to employers and the need for trans- parent workplace policies regarding medicinal and Quality products since 1913 Quality products since 1913 Black Jack is proud to serve Canada with quality roofing, waterproofing and driveway sealers. Learn more at 1-800-387-6925 or visit www.blackjackcoatings.ca. recreational usage. In particular, employers should re- view the policies governing safety-sensitive positions and make sure employees have a thorough understanding of these policies. Adjusting, creating and enforcing workplace policies regarding marijuana does not diminish an employee’s right to privacy in their diagnosis and treatment. Care must be taken to ensure compliance with the Employ- ment Standards Act while balancing the health and well-being of your workforce and maintaining safety in day-to-day operations. As change occurs in our everyday lives, whether from laws changing or increased societal awareness, ben- efit plans should as well. By reviewing and adapt- ing benefit plans and teaching employees about the coverages available, a company’s workforce remains happi- er and healthier, increasing pro- ductivity and creating loyalty. When a benefit plan is properly explained to employees, it is then properly and prudently utilized by employees. If you have any questions about the above information, we would be happy to answer them for you. Employee Assistance Plans With a focus on overall wellness being a growing con- cern for employees, it is becoming more commonplace for insurance companies to offer or include an Employee Assistance Plan with group benefit plans. An EAP, as we brokers call them, is an added value ser- vice that is often under-promoted by plan sponsors and under-utilized by employees. These programs include short-term counselling for your employees, and their dependants, across a broad range of topics: • Stress • Lifestyle problems • Marital/family/separation • Psychological disorders • Alcohol and drug abuse • Bereavement/grief Also included in many programs are: • Work/life resources (child care, elder care, relocation, etc.) • Health risk assessments • Discount programs • Financial resources Tara Klein, Business Development Specialist Group Benefits & Financial Services, Fenn & Fenn Insurance Practice tara@fenninsurance.com / 905-836-6066