Thanks Stuart - who would have though one little bead of sweat would be so lethal (never mind the alligator's actual jaws) :0

Thanks Matthew and Andrew for your thoughts :)

Correct, impairment can be from a wide range of things, and we already have processes in place to monitor and support our team through things like life crisis events, mental health, secondary work or the tiring experience that comes with caring for newborn children.

We're not looking at changing our policy from any angle of judgement or 'busy bodying' at all. I do feel that organisations do need to have some form of 'impairment policy' to manage that risk, but totally agree with you @Matthew where traditional D&A policies take that moralistic stance. This is why we've been reviewing our existing archaic one. As part of our review, we've canned random testing and will focus any testing on reasonable grounds and post incident testing as a more effective way to manage potential impairment risk related to D&A use. Personally, I think gone are the days where cannabis = Bob Marley, and I for one voted yes in the last referendum - for a number of reasons, personally using it not being one of them.

From the research I've done so far though, I think a lot of businesses will be looking at reviewing their policy in relation to the use of medicinal cannabis. However feedback from people like the GP at the Cannabis Clinic, the NZ Drug Foundation and our lawyer has been that a lot have just put it in the too hard basket. So I'm really interested in sharing and hearing about experiences and thoughts with others here who may have already gone down this path. And any advice specifically around the saliva testing question would be really helpful.

Thanks
Leanne :)

We use MangoLive which is excellent!

Totally agree - MangoLive is excellent