As an employer you must:
As with many other requirements, employers should work with the joint health and safety committee to create and implement an impairment prevention and management policy. The policy should include the impacts of possible impairment, and outline the appropriate corrective actions to take if impairment occurs in the workplace and to prevent incidents or injuries.
Employers also have the duty under human rights legislation to accommodate individuals with a disability (including a disability from substance dependence) or a diagnosed medical condition. Any prescribed medication or treatment, including cannabis authorized for medical purposes, that may cause impairment or result in lowered functionality will need to be included in the workplace policy.
As an employee, you must:
Developing a Workplace Policy on Impairment
The policy should use terms such as “impairment” or “under the influence,” as this approach will make the policy relevant to all sources of impairment. The policy should clearly indicate the employer’s position on the use, possession, or being under the influence of substances while at work.
It is important to tailor the policy to meet your workplace’s specific needs. Policy elements, as listed in the Canadian Centre for Occupational Health and Safety (CCOHS)’s publication Workplace Strategies: Risk of Impairment from Cannabis , could include:
The employer should develop a clear statement of what is considered to be impairment within their workplace. Note, however, that it is not the role of the supervisor or employer to diagnose a possible substance use or dependency problem. Common signs and symptoms of impairment include the following and may help you in the early identification of an employee who might need help. Note that these signs and symptoms alone or in combination do not necessarily mean that somebody has a substance use problem, and the signs will be different from person to person. However, they may be indicators that your employee is in trouble or in need of aid.
Supervisors and employers must enforce policies fairly and equitably. Supervisors should be educated and trained on how to recognize possible impairment and how the workplace policies should be applied.
More information, including sample policies and how to respond to possible impairment in the workplace, is available from the Atlantic Canada Council on Addiction: Problematic Substance Use that Impacts the Workplace , and the Canadian Centre for Occupational Health and Safety’s publication Workplace Strategies: Risk of Impairment from Cannabis.
OCCUPATIONAL HEALTH AND SAFETY ACT
A.N.B. 1983, c. O-0.2
DUTIES OF EMPLOYERS, OWNERS, CONTRACTORS, SUB-CONTRACTORS, EMPLOYEES AND SUPPLIERS
Section 9 Duties of employer
9. (1) Every employer shall
(a) take every reasonable precaution to ensure the health and safety of his employees;
(b) comply with this Act, the regulations and any order made in accordance with this Act or the regulations; and
(c) ensure that his employees comply with this Act, the regulations and any order made in accordance with this Act or the regulations.
(2) Without limiting the generality of the duties under subsection (1), every employer shall
(a) ensure that the necessary systems of work, tools, equipment, machines, devices and materials are maintained in good condition and are of minimum risk to health and safety when used as directed by the supplier or in accordance with the directions supplied by the supplier;
(a.1) ensure that the place of employment is inspected at least once a month to identify any risks to the health and safety of his employees;
(b) acquaint an employee with any hazard in connection with the use, handling, storage, disposal and transport of any tool, equipment, machine, device or biological, chemical or physical agent;
(c) provide the information that is necessary to ensure an employee’s health and safety;
(c.1) provide the instruction that is necessary to ensure an employee’s health and safety;
(c.2) provide the training that is necessary to ensure an employee’s health and safety;
(c.3) provide the supervision that is necessary to ensure an employee’s health and safety;
(d) provide and maintain in good condition such protective equipment as is required by regulation and ensure that such equipment is used by an employee in the course of work;
(e) co-operate with a committee, where such a committee has been established, a health and safety representative, where such a representative has been elected or designated, and with any person responsible for the enforcement of this Act and the regulations.
(3) An employer shall develop a program for the inspection referred to in paragraph (2)(a.1) with the joint health and safety committee, if any, or the health and safety representative, if any, and shall share the results of each inspection with the committee or the health and safety representative.
[S.N.B. 2001, c. 35, s. 3; 2007, c. 12, s. 2; 2013, c. 15, s. 4]
Section 12 Duties of employee
12. Every employee shall
(a) comply with this Act, the regulations and any order made in accordance with this Act or the regulations;
(b) conduct himself to ensure his own health and safety and that of other persons at, in or near his place of employment;
(c) report to the employer the existence of any hazard of which he is aware;
(d) wear or use such protective equipment as is required by regulation;
(e) consult and co-operate with the committee where one has been established or with the health and safety representative where one has been elected or designated; and
(f) co-operate with any person responsible for the enforcement of this Act and the regulations.
[S.N.B. 2001, c. 35, s. 6; 2007, c. 12, s. 3]