Hmm, I didn't even know that drug testing at workplaces wasn't allowed here in Canada until you said it. Good to know. So that's why I have never encountered a problem with it
Canadian Human Rights Commission Policy on Alcohol and Drug Testing
Because they cannot be established as bona fide occupational requirements, the following types of testing are not acceptable:
* Pre-employment drug testing
* Pre-employment alcohol testing
* Random drug testing
* Random alcohol testing of employees in non-safety-sensitive positions.
The following types of testing may be included in a workplace drug- and alcohol-testing program, but only if an employer can demonstrate that they are bona fide occupational requirements:
* Random alcohol testing of employees in safety sensitive positions1. Alcohol testing has been found to be a reasonable requirement because alcohol testing can indicate actual impairment of ability to perform or fulfill the essential duties or requirements of the job. Random drug testing is prohibited because, given its technical limitations, drug testing can only detect the presence of drugs and not if or when an employee may have been impaired by drug use.
* Drug or alcohol testing for "reasonable cause" or "post-accident," e.g. where there are reasonable grounds to believe there is an underlying problem of substance abuse or where an accident has occurred due to impairment from drugs or alcohol, provided that testing is a part of a broader program of medical assessment, monitoring and support.
* Periodic or random testing following disclosure of a current drug or alcohol dependency or abuse problem may be acceptable if tailored to individual circumstances and as part of a broader program of monitoring and support. Usually, a designated rehabilitation provider will determine whether follow-up testing is necessary for a particular individual.
* Mandatory disclosure of present or past drug or alcohol dependency or abuse may be permissible for employees holding safety-sensitive positions, within certain limits, and in concert with accommodation measures. Generally, employees not in safety-sensitive positions should not be required to disclose past alcohol or drug problems.
The Commission will accept complaints from employees and applicants for employment who believe they have been dismissed, disciplined or treated negatively as a result of testing positive on a drug or alcohol test. Workplace alcohol- or drug-testing policies that contain discriminatory elements may also be the subject of complaints.
Caro, if I was you I would just go about my days as if nothing was different, screw the pee bag idea and everything. Keep smoking, do whatever. If ever a day comes that he does drug test, just refuse and tell him it is a violation of your human rights. If he tests you and you are positive, you will get fired I imagine, you may get fired by politely telling him off or you may not. He may just be bluffing you in an attempt to keep you all clean for the rest of the summer. 
We're seeing loads of vets sneaking their way back in recently. Stick around man.