What You Need To Know
According to the Canadian Centre for Occupational Health and Safety (CCOHS), substance use is often thought of as an addiction or dependence, but use can be anywhere on the spectrum or scale from recreational to frequent to problematic. The term “substance use” refers to the use of drugs or alcohol, and includes substances such as cigarettes, illegal drugs, prescription or medically authorized drugs, inhalants and solvents.
Ways that problematic substance use may cause issues at work include:
- any impact on a person’s judgment, alertness, perception, motor coordination or emotional state that also impacts working safely or safety sensitive decisions
- after-effects of substance use (hangover, withdrawal) affecting job performance
- absenteeism, illness, and/or reduced productivity
- preoccupation with obtaining and using substances while at work, interfering with attention and concentration
- illegal activities at work including selling illicit drugs to other employees,
- psychological or stress-related effects due to substance use by a family member, friend or co-worker that affects another person’s job performance.
Employers should also be aware of their duty to accommodate employees under the protected grounds of the Human Rights Act, including addiction which is considered a disability. To learn more about the employer and employee’s obligations under workplace accommodation, please contact the Human Rights Commission.
Why You Need To Know
Employers have a duty to:
- provide a safe work environment and take all reasonable precautions to protect the health and safety of employees and others in the workplace;
- work with the health and safety committee to create and implement a plan that identifies possible workplace hazards, including the impacts of possible impairment;
- carry out the appropriate corrective action to prevent incidents or injuries.
Costs associated with substance use are hidden by general absenteeism or illnesses, “unnoticed” lack of productivity, or inability or reluctance to link substance use directly with causes of incidents (CCOHS).
Substance use related costs may be both direct and indirect. The impact of substance use that have been reported include:
- safety (fatalities, incidents, etc.)
- absenteeism/sick leave/turnover or presenteeism
- loss of production, and
- workplace violence and harassment.
Additional costs can include:
- tardiness/sleeping on the job
- theft
- poor decision making
- loss of efficiency
- lower morale and physical well-being of worker and co-workers
- increased likelihood of having trouble with co-workers/supervisors
- training of new employees
- disciplinary procedures
- drug testing programs
- medical/rehabilitation/employee assistance programs
What You Need To Do
You need to comply with privacy legislation (collection, use, and disclosure of personal information), Occupational Health and Safety legislation, and Human Rights legislation. As an employer, you also have a right and responsibility to create a safe work environment and to educate your employees on their rights and responsibilities.
Specific information cannot be provided in this toolkit as every situation is different. Depending on the situation you may need to consult with the Human Rights Commission, the Workers Compensation Board (for Occupational Health and Safety), law enforcement, legal counsel, a trained workplace investigator, or a Chartered Professional in Human Resources. Maintaining proper documentation is key.
Be prepared. Be proactive.
