A Foundation/Awareness course on alcohol, cannabis, and drugs in the workplace, delivering 12 judgment-call interactions and 6 validated competencies across impairment recognition, reporting duty, and where medication and cannabis fit. It turns a fit-for-duty policy into practised decisions.
For every worker. Alcohol is legal, cannabis is legal, and a prescribed medication is lawful and prescribed for you — but none of that answers the only question that matters at work: am I fit to do this task safely right now? This course goes deep on the substances the Fitness for Duty & Impairment Awareness anchor introduced.
Give every worker a respectful, factual understanding of substances and fitness for duty: how alcohol, cannabis, opioids / depressants, and stimulants can impair; why legal use is not the same as being safe to work; how prescription and OTC medication can…
At a glance
Format: Online, self-paced and interactive
Length: about 50 minutes, 6 modules
Pass mark: 80% on the final test
Certificate: QR-verified, valid for three years
Jurisdiction: Manitoba law and standards
Who this course is for
Any worker in a Manitoba workplace, particularly those in safety-sensitive roles where impairment endangers themselves or others.
Every worker in a safety-sensitive or general workplace
Workers who use legal alcohol or cannabis, or take a prescription or OTC medication, and want to understand what it means for working safely
Anyone in or moving into a safety-sensitive position where a workplace alcohol-and-drug policy applies
Peers and lead hands who set the tone that it is OK to check a medication and disclose before work, not after
What you will learn
Describe in general terms how alcohol, cannabis, opioids / depressants, and stimulants can impair judgment, reaction time, and coordination
Explain why "legal to use" (legal cannabis or alcohol, or a legitimate prescription) is not the same as being safe to do safety-sensitive work
Handle prescription and OTC medication safely: read the label, ask a pharmacist or doctor, and tell your employer you may need accommodation without disclosing the diagnosis
Describe, in general terms, what a workplace alcohol-and-drug policy and safety-sensitive positions typically require, and understand testing at an awareness level
Know how to get help — an EAP and the accommodation path for dependency — and disclose before work rather than after an incident
Course outline
How Alcohol, Cannabis & Drugs Impair — the Basics — How the main groups of substances can impair, stated in general terms: alcohol (a depressant) slows reactions and impairs coordination…
Legal Is Not the Same as Safe to Work — Legal and safe-to-work are two different questions. Legal cannabis, legal alcohol, and a lawful prescription are all lawful, and off-duty…
Prescription & Over-the-Counter Medication — Prescription and over-the-counter medication can impair you as much as any other substance, so the safe habit is: take label warnings…
Workplace Policies, Safety-Sensitive Work & Testing — In general terms, a workplace alcohol-and-drug policy requires you to be fit for duty and not impaired on the job, identifies…
Getting Help — Disclose Before Work, Not After an Incident — The non-punitive path for substances and medication, always before work rather than after an incident: ask yourself honestly whether a…
Putting It Together — Substances and the Fitness-for-Duty Family — Bringing the substances fundamentals together: how alcohol, cannabis, opioids / depressants, and stimulants can impair (in general terms)…
Laws and standards covered
Manitoba Workplace Safety and Health Act (C.C.S.M. c. W210)
Manitoba WSH Regulation MR 217/2006
The Human Rights Code (Manitoba)
Cannabis Act (federal)
Certificate and renewal
Passing the final test issues a QR-verified certificate, valid for three years.
Common questions
How long does Alcohol, Cannabis & Drugs in the Workplace take?
About 50 minutes online, over 6 modules, at your own pace. It ends with a final test that needs 80% to pass.
How long is the Alcohol, Cannabis & Drugs in the Workplace certificate valid?
Three years from the day you pass. Substances-and-fitness-for-duty awareness is best refreshed every 3 years, and sooner when your work becomes more safety-sensitive, when your workplace introduces or updates a drug-and-alcohol policy, when you start a new medication that could affect safety-sensitive work, or after an impairment-related incident or near-miss.
Which laws and standards does Alcohol, Cannabis & Drugs in the Workplace cover?
Manitoba Workplace Safety and Health Act (C.C.S.M. c. W210); Manitoba WSH Regulation MR 217/2006; The Human Rights Code (Manitoba); and 2 more listed on this page.
Who should take Alcohol, Cannabis & Drugs in the Workplace?
Any worker in a Manitoba workplace, particularly those in safety-sensitive roles where impairment endangers themselves or others.