1. With the legalization of cannabis for medical purposes and the push for legalization of cannabis for all . . . how does this affect the workplace? Should an employer be able to require an employee to refrain from the use of cannabis even if they require it for the use of their medical condition? When is alcohol and drug use an addiction and when is it recreational use that would cost you your job? In Ontario can an employerscreen a potential employee or dismiss an employee for drug or alcohol use? How does an employer protect themselves in an interview or against a wrongful dismissal suit?