DRUG AND ALCOHOL FREE WORKPLACE POLICY

<aside> 💊 The Vic supports a drug and alcohol free workplace and this policy applies to all team members.

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The inappropriate use of illicit or prescription drugs or alcohol can have serious adverse effects on an team member’s health, job performance, and workplace safety. Safety is important to team members and employers. Although safety is paramount in the workplace, The Vic Drive-In will ensure that no team member who is accused or found using drugs or alcohol in the workplace will be discriminated against as the Canadian Human Rights Act prohibits discrimination on the basis of disability or perceived disability and disability includes those with a previous or existing dependence on alcohol or drugs.

Testing

The Vic does not conduct drug testing under any circumstances, including pre-employment or random drug testing. Random alcohol testing may only be conducted on team members in ‘safety- sensitive’ positions where “incapacity due to alcohol impairment could result in direct and significant risk of injury to the team member, others or the environment.”

Accomodation

The Vic will accommodate team members who have a drug or alcohol dependency by referring the team member to appropriate treatment or rehabilitation programs.  A team member will not suffer the automatic loss of employment, reassignment or reinstatement conditions without regard to personal circumstances that are unlikely to meet this requirement.

Note:  To conduct drug or alcohol testing, an employer must qualify under the bona fide occupational requirement (BFOR) process. To file an application contact the Human Rights Tribunal of Ontario at:

Toll Free: 1-866-598-0322

TTY Toll Free: 1-866-607-1240

Website: www.hrto.ca

Drug and Alcohol Use Procedures

1. Employees are expected and required to report to work in appropriate mental and physical condition to work;

2. The unlawful distribution, possession or use of a controlled substance or alcohol on The Vic property or while conducting The Vic work off-site is absolutely prohibited;

3. Violations of this policy must be immediately reported to a supervisor/manager. If an team member is deemed unfit, the supervisor/manager will;

   1. Take the team member away from the job area and ask for an explanation for their condition;
   2. Secure medical assistance if there is a concern for the health of the team member;
   3. Get a second opinion on the team member’s fitness to stay on the job and then determine if the what the next steps are
   4. Fully document the incident and report the incident to the department manager.

4. Employees are responsible for ensuring that medication they take will not affect the safe performance of their duties. It is the employee’s obligation to report any necessity for modified work to their supervisor/manager and follow the instructions for modified duties to minimize risk to safety; team member can return to work or be sent home;

5. The allegations of drug or alcohol usage at the workplace will be promptly investigated, in a fair and timely manner, and respecting the privacy of all concerned as much as possible. Appropriate actions or steps to safeguard the safety of all team members within the workplace will be taken while providing rehabilitation assistance instead of discipline thus protecting the alleged team member’s rights under the Canadian Human Rights Act.