Workplace substance abuse remains a major challenge for OHS managers. Although sound in principle, the traditional zero tolerance policy is ill-suited to the legal complexities of the modern world. This is especially true now that Canada is on the verge of legalizing marijuana. You can still take a clear and firm line on worker drug and alcohol abuse for the purpose of health and safety. But the policy also has to exhibit finesse and sensitivity to legal subtleties. One of the best ways to create an enforceable policy is to base it not on the morality or even legality of substance abuse but the indisputable fact that it renders workers unfit for duty to the detriment of safety.
HOW TO USE THIS TOOL
Here’s a Model Fitness for Duty Policy that you can adapt. (You may want to use the province-specific version of this Policy instead if you’re from Alberta, BC, Nova Scotia, Ontario, Québec or federally-regulated.)