Sylvie Francoeur
@AyniConceptions
HR Solutions and organizational assessments with a focus on wellness. The North is my home!
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Looking to hire? Looking for a job? Check out @CDETNO Job Fair today 5-7pm; greenstone bldg @goldnuggetjobs
It’s all about community! @ToolShedBeer tells us it’s about sharing, and growing the community, as a whole!
#yellowknife has some incredible, innovative value-based businesses! Nwt brewing co, Let me Knot, Cloud Works at the #YKSBW18
Truth and reconciliation commission call to action #92: calls corporate sector to recognize UN Declaration on the Rights or Imdigeneous Peoples
Reconciliation is about breaking down the US and THEM; breaking down stereotypes.
Thank you @andreamenard for the incredible opening to the workshop Reconciliation: a journey from “us and them”. #YKSBW18
If on medical marijuana, and employer is suspecting impairment, have a discussion with the employee, look into changing consumption time with their physician, and if possible accommodating for new responsibilities.
Remember: employers cannot discriminate against an employee with an addiction (which is considered a disability).
Make sure you communicate and educate employees on new drugs at work policy.
Time of consumption of legal “drug” before work? Some say 8 hrs is good if the classification of the job is not highly safety sensitive position.
In policies, the word drug should be wide enough to include marijuana.
Employers need to consider employees who have a medical marijuana prescription
Policies have to define the steps you will take if an employee shows up to work impaired or unfit to work.
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