How should employers respond to legal cannabis?
cannabis act now in effect across Canada

The legalization of recreational marijuana came into effect across Canada on October 17, 2018. Aside from the broader social, legal, political and economic implications, employers must now be ready to address any issues that arise in their workplace due to the now-legal substance, and there could be many.

For instance, have you considered the impacts on your drug and alcohol policy, code of conduct, duty to provide a healthy and safe workplace, requirements to accommodate a disability, employee benefits and other HR related-issues?

You’ll also need to clearly communicate to employees the rules of conduct regarding the possession and consumption of recreational marijuana at work and possible impairment from such use. Management and supervisors will need to be trained on how to assess impairment in the workplace and how to deal with an impaired employee.

How can First Reference help you get ready?

1.  If you’re unsure of where to begin, you can read about the policies and HR practices you need to update in our free special report, Recreational marijuana and the workplace: Policies and best practices to comply with the law and protect your business.

You can download it for free here.

2.  To provide employers with the tools to address recreational marijuana's impact on the workplace and meet their duty of care, we recently updated the Alcohol and Drugs in the Workplace expert model policy in the electronic version of Human Resources PolicyPro® (HRPP). Look in Chapter F, section 6.07.

HRPP also provides ready-to-use model policies and commentary on employee conduct, your duty to provide a healthy and safe workplace, requirements to accommodate a disability, employee benefits and other essential HR related-issues, plus a sample Hazard Assessment Form to assist employers when they have to determine whether an employee is impaired in the workplace.

3.  Last but not least, check the Recreational marijuana in the workplace discussion in The Human Resources Advisor™ for answers to your compliance and best practice questions related to legal cannabis. This section also outlines the following for employers:

  • The law on both the federal and provincial level;
  • Key elements to consider for your workplace; and
  • Action items to help manage employee use of recreational cannabis entering the workplace and respond to situations of impairment.

Not a subscriber?

No problem! You can try any product free for 30 days to review the 170+ policies, forms and checklists found in HRPP and the HR and payroll compliance commentary and resources found in the online HRA.

Human Resources PolicyPro   The Human Resources Advisor

Updated CRA/RQ forms for October
temporary employment help payroll implications

Over the next several months, the Canada Revenue Agency (CRA) and Revenu Québec (RQ) will continue to update dozens of tax forms and guides for 2019 that are essential for payroll. Some of the forms that have already been added or updated in October include:


  • T4, Statement of Remuneration Paid (slip)
  • T1213, Request to Reduce Tax Deductions at Source
  • T1213(OAS), Request to Reduce Old Age Security Recovery Tax at Source
  • T3D, Income Tax Return for Deferred Profit Sharing Plan (DPSP) or Revoked DPSP
  • T3GR Group Income Tax and Information Return for RRSP, RRIF, RESP, or RDSP Trusts
  • T3P, Employees' Pension Plan Income Tax Return
  • T3PRP T3 Pooled Registered Pension Plan Tax Return
  • T3RI, Registered Investment Income Tax Return
  • T3S, Supplementary Unemployment Benefit Plan Income Tax Return
  • T4A-NR Statement of Fees, Commissions, or Other Amounts Paid to Non-Residents for Services Rendered in Canada
  • T4E Statement of Employment Insurance and Other Benefits


  • TP-1029.8.33.6-V, Tax Credit for an On-the-Job Training Period
  • TP-1086.R.1-V, Employer's Statement of Tips and Tippable Sales
  • TP-66-V, Employment Expenses of Transport Employees
  • TP-348-V, Moving Expenses
  • LE-35-V, QPP Contribution on Income from Self-Employment

PaySource® subscribers can find these up-to-date CRA/RQ forms and dozens more under the Forms tab. You can also refer to the weekly Inside PaySource newsletter for the latest news and updates regarding Canadian payroll, including which CRA/RQ forms and guides have been updated each week.

These CRA/RQ forms and guides are also accessible with a free trial — click here to request a 30-day trial of PaySource.


10 compliance issues facing charities
– and why they matter
Reduce the risk of cybers attacks with a cybersecurity policy

Whether it is fundraising, volunteer management, stakeholder engagement or media relations (to name just a few), there is no shortage of challenges charities face on a daily basis. Legal compliance is no exception as charities must take special steps to minimize their risk of being audited, penalized or, in the worst case, have their charitable status revoked.

Written by charity law expert Mark Blumberg, LLB, LLM, of law firm Blumberg Segal LLP and used with permission, 10 Top Compliance Problems for Registered Canadian Charities covers the most common compliance concerns faced by charities today and how they can minimize risk and meet their duty of care.

Get a free copy of our latest free whitepaper here.

Expert model policies to help you meet these compliance problems

Once you have reviewed the whitepaper, take a look at these relevant sample polices found in Not-for-Profit PolicyPro®:

Updated: NP 1.06 – Taxes and Charitable Returns

Includes three new checklists addressing sales/consumption tax and property tax; updated checklist concerning key areas charities should focus on to maintain charitable status; new checklist for Ontario charities to help recover more property tax.

NP 4.04 – Assets

This policy will help non-profits properly account for and maintain internal controls over assets, particularly fixed assets.

NP 1.11 – Cybersecurity

This policy will help not-for-profits safeguard their information systems and data.



About the First Reference Update

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