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Jan 21, 2020 · "Companies that value risk mitigation should really consider a drug-free-workplace program," Simo suggested. Drug testing is effective in preventing accidents, health issues and costs, absenteeism ...
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What is workplace impairment?
Impairment commonly refers to an altered state of physical and/or mental functioning. In a workplace context, someone who is impaired may have difficulty completing tasks in a safe manner and may put themselves, their coworkers and the public in danger. For more information on impairment in the workplace, visit the Canadian Centre for Occupational Health and Safety webpage on impairment at work.
What are potential causes of workplace impairment?
There are many potential causes of workplace impairment, including the use of legal and illegal substances such as alcohol, cannabis including foods that contain cannabis known as “edibles”, street drugs and certain medications, as well as factors such as fatigue and certain medical conditions. For more information on impairment in the workplace, visit the Canadian Centre for Occupational Health and Safety webpage on impairment at work.
What about the use of cannabis for medical purposes in the workplace?
The use of cannabis for medical purposes must be treated like any other prescription medication. An employee who has all of the necessary legal and medical authorizations to possess and use cannabis for medical purposes triggers an employer’s obligation to accommodate its use to the point of undue hardship. For more information on impairment in the workplace, visit the Canadian Centre for Occupational Health and Safety webpage on medical marijuana.
What are employers’ responsibilities with regard to workplace impairment?
Currently, there is no specific provision in the Canada Labour Code (Code) addressing the use of drugs and alcohol in the workplace. However, the Code does require that employers develop and implement Hazard Prevention Programsto protect employees from workplace hazards, which may include policies related to impairment including the use of drugs and alcohol. In addition, the Cannabis Act includes amendments to the Non-Smokers’ Health Act (NSHA) to prohibit the smoking and vaping of cannabis i...
Why should you have an occupational health and safety (OHS) policy statement? And how could you write it?
The Canadian Centre for Occupational Health and Safety's has a number of helpful resources, including its Guide to Writing an OHS Policy Statement and its white paper entitled “Workplace strategies: Risk of impairment from Cannabis”.
What are the rules for testing and drug testing in Canada?
Testing for alcohol and drug use in federally regulated workplaces is currently guided by a body of decisions from labour arbitrators, human rights tribunals and courts. At the heart of this jurisprudence is an effort to balance two competing objectives: preserving individuals’ human and privacy rights; and ensuring safety for employees and the public. While decisions are case-by-case, under existing jurisprudence, an employer testing employees for drug and/or alcohol use in “safety-sensitive...
What are employees’ responsibilities with regard to workplace impairment?
Employees have a duty to work safely and to understand that using substances (medical/therapeutic or non-medical) may pose serious health and safety risks to themselves, their co-workers and the public. The Cannabis Act includes amendments to the Non-smokers’ Health Act (NSHA) to prohibit the smoking and vaping of cannabis in workplaces. Change to the changes in the Cannabis Actcame into force on October 17, 2018, employers and employees have now obligations through the NSHA. The Canada Labou...
What if I become aware of substance use in the workplace?
Employees should report to their employer any circumstance in the workplace that is likely to be hazardous to their health or safety, or that of others. Employees may also wish to address the issue by following the Internal Complaint resolution process under Part II of the Code. Under this process, the employee’s supervisor must first attempt to resolve the matter with the employee. If it can’t be resolved at that level, the complaint is then referred to the Workplace Health & Safety Committe...
Health Canada, Cannabis in CanadaFact sheets, legislative services, courses/e-learning, publications, posters and additional Resources, Canadian Centre for Occupational Health and Safety, impairmentWhite paper, Canadian Centre for Occupational Health and Safety, Workplace strategies: Risk of impairment from cannabisInformation the employer should provide The employer should provide the medical professional with the following information: Description of the employee’s job function/responsibilities. The employee’s work schedule. Whether the employee is in a safety-sensitive position. Any other relevant information that is particular to the workplace.
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Jul 19, 2024 · The Drug-Free Workplace Toolkit. Step-by-step guidance for starting and maintaining drug-free workplace policies and programs: The Drug-Free Workplace Toolkit; Workplace Prevention Basics; Employee Assistance Programs (EAPs) Toolkit. EAPs are designed to help employees with personal problems that may affect their job performance.
The Council can provide you and your company with information and support to ensure your certification as a drug free workplace. All aspects of society are harmed by illicit drug use; however, the American workplace is especially impacted. Business owners lose an estimated $160 billion per year because of drug use.
Checklist for Workplace Policies on Substance Use Stigma A one-page list to review workplace policies for stigma and discrimination related to substance use. (12) Tough Enough to Talk About It A program that helps people working in the trades recognize and address mental health and substance use issues. (30) The Pain of Stigma: Recognizing
People also ask
Should a drug free workplace program be mandated?
What is a drug free workplace?
Should companies consider a drug-free-workplace program?
Do employers have to follow drug-free workplace laws?
Do workplace policies include wording about substance use?
How can employers address substance use in the workplace?
Substance use affecting the workplace is a growing concern among a variety of groups, including employers, employees, industry associations, unions, health professionals and insurance companies. The negative consequences of such use can be serious and wide-ranging. Of primary concern is the
