HomeMy WebLinkAboutPR 688 HR - Employee Alcohol and Drug Use L - �
OTTAWA-CARLETON
DISTRICT SCHOOL BOARD
PROCEDURE PR.688.HR
TITLE: EMPLOYEE ALCOHOL AND DRUG USE
Date issued: 15 JANUARY 2019
Last revised:
Authorization: Senior Staff
1.0 OBJECTIVE
To provide a procedure that sets out District expectations for employees regarding the
possession and use of alcohol, cannabis, and other drugs or substances in the course of
employment.
2.0 DEFINITIONS
In this procedure,
2.1 Alcohol refers to all substances defined as liquor in the Liquor License Act, including
beer, wine and distilled spirits, including the intoxicating agent found in medicines or
other products, and low alcohol products.
2.2 Board means the Board of Trustees.
2.3 Cannabis has the same definition as is used in the Cannabis Act, 2017.
2.4 District means the Ottawa-Carleton District School Board (OCDSB).
2.5 Drug(s) means any substance including but not limited to alcohol, cannabis, illegal
drugs, medications or other substances, the use of which has the potential to change or
adversely affect the way a person thinks, feels or acts. For purposes of this procedure,
drugs of concern are those that have the potential to inhibit a worker's ability to perform
work safely and productively. This includes:
a) all substances that are listed in the Controlled Drugs and Substances Act;
b) all "controlled drugs", "authorized drugs" and "restricted drugs" as defined and
listed in the Food and Drugs Act and Regulations;
c) cannabis;
d) all non-prescribed use/abuse of medical drugs which are available by
prescription; and
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e) any other substance, when misused, to induce a mind- or body-altering effect,
such as solvents, correction fluids, gasoline and cleaning fluids.
2.6 Impairment refers to the diminished capacity of a person to safely or acceptably perform
assigned duties due to the use, misuse, abuse or after-effects of drugs or alcohol or due
to exhaustion arising out of the use of drugs or alcohol.
2.7 In the course of employment means all circumstances which may occur in the
performance of a person's job. This includes the time period commencing from when
an employee reports to perform work up until the time the employee ceases to perform
work for the day, and includes lunch and break times, during field trips, excursions or
other activities requiring supervision of students and while attending work sponsored
events as a representative of the District.
2.8 Medical cannabis user means a person who is authorized to possess cannabis for the
person's own medical purposes in accordance with applicable federal law.
2.9 Responsible use of drugs means the use that maximizes the benefits and reduces the
risk of negative impacts on both the user and others.
2.10 Supervisor means any person who is responsible for the work of another employee
including, but not limited to, supervisory officers, principals and managers.
3.0 RESPONSIBILITY
3.1 The Superintendent of Human Resources is responsible for ensuring that:
a) employees are made aware of this procedure and available supports; and
b) information and supports are available to assist employees in overcoming alcohol
and drug dependency, for example, through the Employee and Family
Assistance Program.
3.2 Supervisors are responsible for:
a) monitoring and observing employees to ensure they are fit to perform work
safely;
b) taking appropriate steps when they become aware of any circumstances
involving the use, misuse or abuse of alcohol, cannabis or any other drugs by
employees in contravention of this procedure;
c) ensuring employees who are suspected of being impaired have access to safe
transport home;
d) ensuring employees are aware of the availability of the Employee and Family
Assistance Program (EFAP); and
e) referring employees to Human Resources (Employee Wellness and Disability
Management) for support, as appropriate.
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3.3 Employees are responsible for:
a) attending work free from impairment as a result of the use, misuse, abuse or
after-effects of alcohol, cannabis or any other drugs and remaining free from
impairment at all times in the course of the workday or work shift;
b) performing their responsibilities in a safe and effective manner, with or without
accommodations;
c) notifying their supervisor immediately when they are unable to perform their
responsibilities safely as a result of the use or after-effects of alcohol, cannabis
or other drugs;
d) notifying Employee Wellness and Disability Management upon being prescribed
any drug that has the potential to cause impairment in the course of their
employment so that accommodations can be discussed;
e) responsibly using all medications; and
f) reporting to the appropriate supervisor any observed behaviour involving use,
misuse or abuse of alcohol, cannabis or any other drugs by another employee
that may jeopardize the safety of others.
4.0 PROCEDURES
4.1 The District is committed to ensuring the health, safety and well-being of its employees
and students and the safety of the public.
4.2 Employees are expected to carry out their responsibilities safely and free from
impairment as a result of the use, misuse, abuse or after-effects of alcohol, cannabis or
other drugs. Employees who are uncertain as to whether or how this procedure applies
in a particular circumstance should seek advice from their respective supervisor, or
superintendent, as appropriate.
4.3 Employees are prohibited from the following in the course of their employment:
a) attending work under the influence of alcohol, cannabis or any other drugs that
may cause impairment and/or jeopardize safety of oneself and/or others, with the
exception of medical cannabis use and other medically prescribed drug use
where such use has been disclosed under paragraph 4.2 and is part of an
approved written accommodation plan;
b) using or consuming alcohol, cannabis (with the exception of medical cannabis if
provided for as part of an approved accommodation plan) or any other drugs
during work and/or breaks, including during field trips or other district related
activities requiring supervision of students;
c) deliberately misusing medications, including using medications not as prescribed,
using someone else's medication or combining the use of medication and alcohol
against direction;
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d) possessing prescribed medication without a legally obtained prescription; and
e) distributing, offering or selling alcohol, cannabis, drugs, illicit drugs, drug
paraphernalia or medication that would breach any provincial or federal
legislation.
4.4 Nothing in this procedure is intended to interfere with or prohibit the lawful and
responsible consumption of alcohol or cannabis in the course of attending an event as a
representative of the Board that is held outside of the normal work day. Employees who
attend events outside of the regular work day as a representative of the District are
expected to behave responsibly.
4.5 Upon being prescribed drugs that may affect their ability to perform work safely and
skillfully, Employees shall:
a) disclose to their supervisor that they require an accommodation; and
b) consult with Employee Wellness and Disability Management with regard to the
need for an Individual Accommodation Plan, as provided for in PR.572.HR
Disability Support Program - Individual Accommodation Plans Procedure.
4.6 Employees who suspect that they have a substance abuse problem are encouraged to
seek assistance and to obtain appropriate treatment promptly before personal health,
job performance or family life is compromised. The District will provide supports
through:
b) Employee and Family Assistance Program; and
c) Employee Wellness and Disability Management division.
4.7 When impaired behaviour is reported or observed, the supervisor will:
a) meet with the employee to review this procedure;
b) share the observed or reported behaviours with the employee; and
c) consult with Human Resources, as required.
4.8 If a supervisor has reason to believe an employee is impaired at work, the supervisor,
as part of their duty to ensure a safe workplace, will take appropriate steps, including
relieving the employee from duty and ensuring safe transport home, in consultation their
own supervisor, as appropriate.
4.9 Depending on the circumstances, additional steps may be required for purposes of
determining whether there has been a breach of this procedure and/or whether a
referral to Employee Wellness and Disability Management for purposes of discussing an
accommodation is required.
4.10 Employees who act in violation of this procedure may face disciplinary consequences,
up to and including termination of employment, based on the principles of progressive
discipline.
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4.11 This procedure will be communicated to all staff upon hire to ensure they are aware of
the expectations set out herein.
4.12 Information and instruction will be provided to all supervisors to assist them in carrying
out their responsibilities under this Procedure, including:
a) possible signs and symptoms of impairment;
b) the steps to take in the event an employee is suspected of being impaired while
at work or in breach of this procedure; and
c) addiction, disability and the duty to accommodate.
5.0 REFERENCE DOCUMENTS
Ontario Human Rights Code, 1990
Controlled Drugs and Substances Act, Canada
Food and Drugs Act and Regulations, Canada
Board Policy P.032.SCO: Safe Schools
Board Policy P.034.SCO: Substance Abuse
Board Policy P.125 SCO: School Board Code of Conduct
Board Procedure PR.572.HR: Disability Support Program - Individual Accommodation Plans
Board Procedure PR.637.HR: Employee Medical Records Management
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