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Researchers surveyed more than 200 workers in the states cannabis industry, which has boomed since the drug was legalized for recreational purposes in 2012. The majority of workers said management valued their safety, but noted they were not trained in depth on a variety of safety and health topics. Other findings from the study: Workers said the physical work environment was not particularly hazardous, but they had concerns regarding ergonomic issues and air quality. Commonly reported health issues included back pain; knee pain; and discomfort in the hands, wrists and fingers. Some workers experienced health problems after coming in contact with pesticides. Symptoms included skin irritation, headaches, dizziness and eye irritation. 10 out of 214 workers (4.7 percent) had sustained injuries requiring medical attention in the past three months. Researchers recommended that employers in the cannabis industry develop, implement and repeatedly evaluate safety and health training programs for their workers. Training topics could include ergonomics; emergency preparedness; proper use of personal protective equipment; and industry-specific hazards involving growing, cultivating, trimming and selling cannabis. Legalized recreational cannabis is spreading to other states, and in over half the country, [medical] cannabis is legal, Kevin Walters, a doctoral student at CSU and study co-author, said in a press release. That could amount to thousands and thousands of workers.
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"They spent many years learning how to free-climb, and we had to explain that Health and Safety Training it's not about skill." Rather, it's about safety. When employees don't follow a policy, employers need to investigate and figure out what went wrong, he said. "Is there a culture within that workgroup we need to address?" he asked. "Most of the time, it's not the employee's total disregard." Employers sometimes hesitate to discipline employees for failing to follow a safety policy, Fine said. Disciplinary actions will end up in a worker's personnel file, which may not be ideal. However, if workers aren't disciplined, there may be no documentation to show OSHA during an investigation, he noted. "Some employees just don't follow the rule, and that's when you have to think about disciplinary measures," he said. "What unions, management lawyers and employers want [are] effective safety systems," Fine said. "Employers generally are well-meaning and want to follow the rules. They'll fall down sometimes, there will be rogue managers that don't follow the rules and employers will be held responsible for that.