Drug and Alcohol Policy (Canadian Model) - Canada - Industry Practices document template

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# Drug and Alcohol Policy Employees under the influence of drugs or alcohol while at work pose a potential threat to both themselves and their co-workers. While at work no employee should possess, purchase, sell, or use illegal or legal substances that may impair judgement. If an employee is on any prescription medication that may impact their ability to perform their job, they should inform their supervisor immediately. Substance abuse is a disability and should any employee require substance abuse assistance, they must inform their human resources manager in writing. HR will work with the employee to get them the help they need. Seeking help is not grounds for dismissal. Owner Signature: Date: Nova Scotia Safety Manual for Businesses | Company Policies 9

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# Impairment at Work - Policy and Recognition (cont.) ## What elements should be in a policy about impairment? (cont.) Because impairment may be the result of various circumstances, the employer should develop a clear statement of what is considered to be impaired behaviour within their workplace. The Canadian Human Rights Commission uses the following characteristics as they relate to changes in an employee's attendance, performance, or behaviour: - personality changes or erratic behaviour (e.g. increased interpersonal conflicts; overreaction to criticism) - appearance of impairment at work (e.g., odour of alcohol or drugs, glassy or red eyes, unsteady gait, slurring, poor coordination) - working in an unsafe manner or involvement in an incident - failing a drug or alcohol test consistent lateness, absenteeism, or reduced productivity or quality of work Sometimes there are immediate signs and symptoms present. Other times, it is a pattern of behaviour that may be a concern. The following table is from "A Toolkit to Address Problematic Substance Use that Impacts the Workplace" as published by the Atlantic Canada Council on Addiction (ACCA) which can be used to help determine impairment in general. ACCA notes the following about using signs and symptoms: They may be different from person to person. When used alone or in combination, they do not necessarily mean that somebody has a substance use problem. However, they may be indicators that your employee is in trouble or in need of some help (regardless of if the issue stems from problematic substance use or another cause). Impairment at Work - Policy and Recognition CCOHS

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CCOHS CCHST Canadian Centre for Occupational Health and Safety Centre canadien d'hygiène et de sécurité au travail Impairment at Work # Impairment at Work - Policy and Recognition ## On this page What can be considered impairment at work? When should a workplace respond to impairment? What elements should be in a policy. about impairment? What can impairment look like? ## What can be considered impairment at work? We often think of impairment as a result of substance use or in terms of addiction or dependence to alcohol or drugs (used legally or illegally). While not formally defined by the Canadian Human Rights Commission describes the appearance of impairment at work as: "e.g. odor [sic] of alcohol or drugs, glassy or red eyes, unsteady gait, slurring, poor coordination." However, impairment can be the result of various situations, including many that are temporary or short term. Issues that may distract a person from focusing on their tasks include those that are related to family or relationship problems, fatigue (mental or physical), traumatic shock, or medical conditions or treatments. Examples include: - experiencing the effects of substance use, including alcohol or other drugs (legal or illegal) - treating illness or using medication(s) with side effects (such as radiotherapy causing tiredness, or antibiotics causing nausea) - having fatigue - being tired due to long work periods, or working more than one job - experiencing the disruption to body circadian rhythm caused by shiftwork - having a crisis in the person's family - assisting a child or a family member or having a young infant - preparing for an external activity such as an exam or wedding - experiencing shock or insecurity after a workplace incident, fire, or robbery Impairment at Work - Policy and Recognition CCOHS

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# Health and Safety Policy - Development and Implementation (cont.) ## What makes an effective policy statement? (cont.) - the importance of consultation and co-operation between management and employees for effective implementation of policy and any related programs, - commitment to monitor the policy's effectiveness by having a method for setting and reviewing OHS objectives and targets, and - commitment to provide adequate funds and details of how resources such as money or staffing will be available. ## Who should write the policy? An employer may delegate the preparation of the policy. The policy should be written in consultation with the health and safety committee or representative, workers or their representatives, and the involvement of management. However, the written policy statement is a pledge to employees and therefore the employer is ultimately responsible for its content. It should be approved, dated, and signed by the senior executive of the organization (e.g., the president or chief executive officer). ## How is the policy implemented? Often OHS policies are implemented using one or more written procedures. Procedures are defined as a "specified way to carry out an activity or a process" by the CSA Standard Z45001-19 "Occupational health and safety management systems - Requirements with guidance for use". These are some of the major items to consider. The procedure should: - state the arrangements that are in place to support and implement it. Items such as safety meetings, safe working procedures, occupational hygiene, and education and training should be outlined. - address the types of hazards associated with the organization. Depending on the types of tasks performed and the hazards present, it may be necessary for the employer to become fairly specific and detailed in outlining hazards. - discuss the active and ongoing participation of employees in helping to achieve the objectives. - be amended from time to time. They must keep p…