Being under the influence of alcohol or drugs can seriously impair an individual’s judgment and reactions, leading to an increased risk of accidents and injuries.

This policy ensures the safety of all employees, contractors, and visitors by establishing clear rules regarding the use, possession, and effects of alcohol or drugs. Additionally, it provides support to individuals facing alcohol or drug dependency issues.

For the purpose of this policy:

• Alcohol dependence is defined as habitual alcohol consumption that impairs an employee’s ability to perform duties, interferes with attendance, or endangers the safety of others.
• Drug dependence is defined as habitual use of non-prescribed substances that similarly affects duties, attendance, or safety.

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Principles

1. All employees, contractors, and workers will be treated fairly and consistently under this policy.
2. Alcohol and drug use in the workplace will not be tolerated, except where alcohol is served during sanctioned events.
3. Employees who voluntarily disclose alcohol or drug dependency will be supported confidentially and encouraged to seek treatment.
4. This policy complies with Canada Labour Code, Occupational Health and Safety Regulations, and relevant provincial laws.

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Scope

This policy applies to all employees, contractors, and visitors across all company sites. It governs behavior during work hours, on work premises, and at work-related events.

• Misconduct related to alcohol or drugs will be addressed under the company’s disciplinary policy.
• Attendance issues linked to alcohol or drug-related conditions will be managed under the attendance and medical leave policies.

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Rules

To maintain a safe and effective work environment, the following rules must be adhered to:

1. Prohibited Behavior:

   • Reporting to work under the influence of alcohol, illegal drugs, or non-prescribed substances that impair job performance or safety.
   • Possession, use, or distribution of illegal drugs on company premises.
   • Distribution of alcohol on company premises except when sanctioned by management (e.g., at official events).

2. Prescription Medication:

   • Employees must inform their manager if prescribed medication may affect work performance or safety (e.g., drowsiness or reduced alertness).

3. Fitness for Work:

   • Management reserves the right to assess whether an individual is fit for work. Employees suspected of impairment may be sent home and could face further action.

4. Searches:

   • The company reserves the right to conduct reasonable searches of personal belongings, lockers, or workspaces if there is suspicion of alcohol or drug possession in accordance with privacy laws.

5. Compliance with the Law:

   • Illegal drug activity on company premises will be reported to law enforcement.

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Legal Obligations

This policy complies with:

• Canada Labour Code, Part II (Occupational Health and Safety)
• Controlled Drugs and Substances Act (CDSA)
• Applicable provincial occupational health and safety laws, including:
  • Ontario Occupational Health and Safety Act
  • British Columbia Workers Compensation Act
  • Alberta Occupational Health and Safety Act

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Support and Assistance

Employees who voluntarily disclose dependency issues will have access to confidential support, including referrals to:

• Employee Assistance Programs (EAP)
• Counseling services
• Healthcare providers or addiction specialists

With the employee’s consent, a temporary modification of duties or leave of absence may be arranged to support recovery.

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Consequences of Non-Compliance

Violation of this policy will result in disciplinary action, up to and including termination of employment, depending on the severity of the misconduct. Contractors or agency workers may have their contracts terminated immediately.

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Resources

Employees seeking help can contact the following resources:

• Canada Drug Rehab
• Government of Canada: Substance Use Services
• Local Addiction Treatment Centers (specific to your province).

This policy will be reviewed regularly to ensure compliance with evolving laws and best practices.