Policy Manual

G-150-AR: Impairment at School or Workplace

References:

• G-150
• G-150-BR
  
  

DEFINITIONS

Alcohol is the intoxicating agent in beverage alcohol, ethyl alcohol or ethanol. 

Cannabis is a broad term used to describe the various products derived from the leaves, flowers and resins of Cannabis plants, synthetic cannabinoids, and/or medical cannabis. Cannabis can be consumed in a variety of ways, including but not limited to: smoking, vaporizing, eating or using water pipes. 

Tobacco-like products are any products that mimic and are consumed in a manner similar to a tobacco product. Tobacco-like products can be consumed in a variety of ways, including but not limited to: smoking, using electronic cigarettes, vaporizing, or using water pipes or hookahs. For the purpose of this policy, tobacco-like products do not include regulated nicotine replacement therapy products.

Illicit drugs: all prohibited substances which include illegal drugs as defined in the Controlled Drugs and Substances Act. Examples include methamphetamines, cocaine, ecstasy and heroin.

Restricted drugs: controlled legal substances which have parameters for legal use under the Controlled Drugs and Substances Act. Examples include Tylenol 3, benzodiazepines and barbiturates and cannabis. 

Prescribed medication: includes prescription medication for which a valid prescription is provided by a physician.

GUIDELINES

1. There is to be no use or impairment caused by use of illicit drugs, prescribed or other medication or alcohol, while on assigned duties or used in such a manner that impairment occurs during assigned duties. This includes division property, sponsored events and offsite travel while on assigned duties. 
2. Employees have the duty to ensure the health and safety of the workplace. An employee who believes that their use of prescribed medication may have an adverse effect on their performance, including safety issues, shall report this in confidence to their principal/supervisor.
   1. Prescribed medication of concern includes medication identified by a medical physician or licensed pharmacist which could impair an individual creating a health and safety concern. Staff concerned with whether a prescription may cause impairment should consult their physician or pharmacist.
3. In support of those who misuse alcohol or drugs and may have developed, or are developing a chemical dependence, all employees are required to document and report any violations of this practice. Any employee, volunteer, contractor or supervisor not reporting problematic behaviour is enabling. Enabling behavior leads to ongoing health and safety concerns for an addicted individual and those around them. 
4. If reasonable belief is established by a supervisor that an impaired employee’s judgment makes for an unsafe and/or inappropriate situation in the workplace, the employee will be ordered to cease work immediately pending an investigation. The principal/supervisor will immediately contact the superintendent or designate for appropriate investigation and response.
5. Employees are expected to consult with a physician or pharmacist to determine if prescription medication use will have any potential negative effect on job performance. They are required to report to their principal/supervisor if there is any potential risk, limitation or restriction for whatever reason that may require modification of duties or temporary reassignment. 
6. St. Albert Public Schools has a duty to accommodate the prescribed medication requirements and/or medical treatment of an employee to the point of causing undue hardship. The assessment of undue hardship will include the following considerations:
   1. impact on students and student learning;
   2. financial costs; 
   3. flexibility of workforce and facilities;
   4. employee and workplace safety; and
   5. whether the accommodation required negatively impacts required duties. 
7. Suspected violations of this practice will result in a full investigation by a principal/supervisor with support from the superintendent or designate. 
8. No employee with an alcohol, drug or prescription medication problem will be disciplined for coming forward and requesting help or because of involvement in a rehabilitation effort. However, if an employee violates the provisions of this practice, or as a result of substance use, does not meet satisfactory standards of professionalism, safety and/or work performance, appropriate disciplinary action may be taken, up to and including termination of employment.
9. Any violation of this practice by an employee may be grounds for disciplinary action up to and including termination, unless there are mitigating circumstances that may reduce the degree of discipline. Contravention of this practice by a contractor could be considered a breach of contract. This may result in penalties, suspension or expulsion of the individual involved, or termination of the contract. 
10. In situations where an employee has been away from work resulting from a violation of this practice, they will be permitted to return to their assigned duties after meeting with the superintendent or designate and their principal/supervisor to review the supports available to the employee. 
11. Principals/supervisors will communicate this practice to all employees before September 30 of each school year. 
12. Contractors will be advised of the applicable provisions of this practice upon contract signature, and in particular, the rules around fitness for duty, and prohibition of alcohol and drug consumption and possession. Contractors will be expected to enforce these requirements for their employees, sub-contractors and agents.