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Tantramar Substance Use Policy No. 2024-13
June 2024
1. PURPOSE
The Municipality of Tantramar is committed to the health and safety of its employees and has
adopted this policy to communicate its expectations and guidelines surrounding substance use,
misuse, and abuse.
2. POLICY STATEMENT
Employees under the influence of drugs or alcohol on the job can pose serious health and safety
risks to both them and their fellow employees. To help ensure a safe and healthy workplace, the
Municipality of Tantramar reserves the right to prohibit certain items and substances from being
brough on to or present on Tantramar premises.
3. DEFINITIONS AND TERMS:
a) Alcohol: means the intoxicating agent in beverage alcohol, ethyl alcohol, or other low molecular
weight alcohols including methyl and isopropyl alcohol.
b) Alcohol Use: means the use of any beverage, mixture, or preparation, including any medication,
containing alcohol.
c) Contractor: independent entity that agrees to furnish certain number or quantity of goods,
materials, equipment, personnel, and/or services to the Employer and Employees.
d) Drug: pure substance, chemical or agent used to alter the way the body or mind functions.
e) Drug Identification Number (DIN): number assigned by Health Canada to a drug product prior
to being marketed in Canada. Identifies all drug products sold in the dosage form and is located
on the label of OTC and prescription drug products authorized for sale in Canada.
f) Drug Paraphernalia: equipment, product or material intended or designed to be used in
manufacturing, compounding, converting, concealing, processing, preparing or
introducing a substance into the human body.
g) Employee: a person employed by the Municipality of Tantramar to do work. For the
purpose of this policy this includes contractors, volunteers, firefighters, vendors and any
person authorized by the Municipality of Tantramar to be on the workplace/worksite.
h) Employer: means the organization of the Municipality of Tantramar. This term includes
the agents, officers and representatives of the Municipality of Tantramar.
i)
Fit for Duty: reporting to work and being able to perform assigned duties and tasks,
whether on a Municipality of Tantramar job site or another site assigned by a supervisor,
and not being under the influence of any substance that causes Impairment or that
adversely affects the employee's ability to perform their assigned duties and tasks in a
safe and responsible manner throughout his/her entire work shift
j)
Group Health Plan: Health insurance program comprised of a group of members.
k) Impairment: state of being diminished, weakened or damaged, especially cognitively
or physically.
l)
Incident: any occurrence that caused or had the potential to cause damage to
TANTRAMAR POLICY NUMBER: 2024-13
Pages: 5
Administered by: Chief Administrative Officer
Subject: Substance Use Policy
Effective Date: June 11, 2024
Tantramar Substance Use Policy No. 2024-13
June 2024
persons, property, reputation, security or the environment.
m) Off Duty Conduct: actions of the Employee, including verbal, non-verbal, and written
acts, outside of the hours the Employee is scheduled to work
n) Reasonable Suspicion, also called Reasonable Grounds: The direct observations of the
employee's conduct or other indicators such as physical appearance of the employee, odors
associated with the use of substances and includes the presence of drug paraphernalia on the
employee, his/her work area, or his/her vehicle, or observed changes in the employee's
behavior such as erratic behavior, slurred speech, confusion, staggering and unsteadiness.
o) Substance: includes any drug, alcohol, substance, chemical or agent regardless of whether the
use or possession is lawful or unlawful or requires a personal prescription or medical certificate
from a licensed treating physician, Nurse Practitioner (NP), or those permitted by law, and
includes any non-prescription and over the counter substances.
p) Supervisor: A supervisor is a person who has charge of a workplace and/or authority over a
worker.
q) Volunteer: includes anyone attending at any workplace or worksite of the employer and for
the purposes of this policy a volunteer will be considered like an employee.
r) Workplace/Worksite: any place that physical and or mental labour occurs, whether paid or
unpaid. This includes whether on a Municipal job site or another site assigned by a supervisor
and where an employee attends while working for the employer, during scheduled work
hours, and/or is acting on behalf of the employer.
4. OBJECTIVES
The following expectations apply to employees and management alike while conducting work on
behalf of the company, whether on or off Municipal property:
a) Employees are expected to arrive to work fit for duty and able to perform their duties safely
and to standard;
b) Employees must remain fit for duty for the duration of their shift;
c) Distribution or sale of drugs, alcohol or any substance that causes impairment during work
hours, including during paid and unpaid breaks, is strictly prohibited;
d) Possession of non-prescribed drugs or substances that cause impairment during working
hours is strictly prohibited;
e) Use and possession of medically prescribed drugs is permitted during working hours,
subject to the terms and conditions of the Municipality of Tantramar's policies and all
applicable legislation;
f) Employees are prohibited from reporting to work while under the influence of non-
prescribed drugs or alcohol; and
g) Employees on prescription medication or medically approved substances must communicate
to management any potential risk, limitation, or restriction requiring modification of duties or
temporary reassignment.
5. ROLES AND RESPONSIBILITIES
a) Senior Management will:
i. Clearly communicate expectations surrounding alcohol and drug/substance use, misuse,
and abuse.
ii. Maintain a program of employee health and awareness;
Tantramar Substance Use Policy No. 2024-13
June 2024
iii. Provide a safe work environment; and
iv. Review and update this policy regularly.
v. Will ensure, when appropriate that accommodations are provided if warranted.
b) Supervisors will:
i.
Identify any situations that may cause concern regarding an employee's ability to safely
perform their job functions.
ii.
Ensure that any employee who asks for help due to a drug/substance or alcohol
dependency is provided with the appropriate support (including accommodation); and
iii.
Maintain confidentiality and employee privacy.
c) Employees must:
i.
Abide by the provisions of this policy and be aware of their responsibilities under it;
ii.
Arrive to work fit for duty, and remain as such for the duration of shift;
iii.
Communicate dependency or emerging dependency to management.
iv.
Follow an after-care program, where established.
v.
Seek advice and appropriate treatment, where required;
vi.
Perform work safely in accordance with established safe work practices;
vii.
Avoid the consumption, possession, sale, or distribution of drugs, substances that
cause impairment or alcohol on Town property and during working hours (even if off
Town property);
viii.
When off duty, refuse a request to come into work if unfit for duty;
ix.
Report limitations and required modifications as a result of prescription medication;
x.
Report co-workers to management who they have reason to believe are not fit for
duty according to this policy;
6. SUSPICION OF IMPAIRMENT
The following procedure may be enacted if there is reasonable belief that an employee is impaired at
work:
a)
If possible, the employee's manager or supervisor will first seek another manager's or
supervisor's opinion to confirm the employee's status.
b)
Next, the manager or supervisor will consult privately with the employee to determine the
cause of the observation, including whether substance abuse has occurred. Suspicions of
an employee's ability to function safely may be based on specific personal observations. If
the employee exhibits unusual behaviour including but not limited to slurred speech,
difficulty with balance, watery or red eyes, or dilated pupils, or if there is an odour of
alcohol or other impairing substances, the employee should not be permitted to return to
their assigned duties in order to ensure their safety and the safety of other employees or
visitors to the workplace.
c)
If an employee is considered impaired and deemed "unfit for work," this decision is made
based on the best judgement of two members of management (when possible) and DOES
NOT require a breathalyzer or blood test. The employee may be advised that the
Municipality of Tantramar has arranged a taxi or shuttle service to safely transport them to
their home address or to a medical facility, depending on the determination of the observed
impairment. The employee may be accompanied by a manager or supervisor or another
employee if deemed necessary.
Tantramar Substance Use Policy No. 2024-13
June 2024
d)
When it is suspected that an employee is impaired, the employee will not be allowed to
drive. The employee should be advised if they choose to refuse the Municipality of
Tantramar's organized transportation and make the decision to drive their personal vehicle,
the Municipality is obligated to and will contact the RCMP to make them aware of the
situation.
e)
A meeting may be scheduled for the following workday to review the incident and determine
a course of action which may include discipline or a monitored referral program as part of a
treatment plan.
7. SUBSTANCE DEPENDENCY
The Municipality of Tantramar understands that certain individuals may develop a chemical
dependency to certain substances, which may be defined as a disease or disability. Employees are not
excused from their duties as a result of the dependencies. The Municipality of Tantramar promotes
early diagnosis.
Any employee who suspects that they might have an emerging drug/substance or alcohol problem is
expected to seek appropriate treatment promptly. The Municipality of Tantramar provides an
Employee Assistance Program through the benefit plan and encourages all employees to access this
service if necessary.
8. VOLUNTARY IDENTIFICATION
Employees are encouraged to communicate if they have a dependency or have had a dependency so
that their rights are protected, and they can be accommodated appropriately. Employees will not be
disciplined for requested help or due to current or past involvement in a rehabilitation effort.
All medical information shall be kept confidential by the Municipality of Tantramar, unless otherwise
authorized by law.
9. AGREEMENT FOR THE CONTINUATION OF EMPLOYMENT
The Municipality of Tantramar reserves the right to invoke an agreement for the continuation of
employment in accordance with an employee's commitment to become and remain alcohol and drug-
free. The agreement will outline the conditions governing the employee's return to the job and the
consequences for failing to meet the conditions.
An agreement for the continuation of employment may include a requirement for alcohol and/or drug
testing.
10. SUBSTANCE DEPENDENCY
Employees may be subject to disciplinary action up to and including termination of employment for
failure to adhere to the provisions of this policy, including but not limited to:
a) Failure to meet prescribed safety standards because of impairment from alcohol, drugs or
substances that cause impairment; and
b) Engaging in illegal activities (for example, selling drugs, alcohol or substances that cause
Tantramar Substance Use Policy No. 2024-13
June 2024
impairment while on Municipal premises).
11. REPEAL
Substance Use policies for the Former Village of Dorchester and Former Town of Sackville are hereby
repealed.