Alberta Impairment & Substance Dependency
Alberta Employee Handbook Topic Help Impairment & Substance Dependency
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Alberta Impairment & Substance Dependency

Topic 66-AB     Importance: Critical

Purpose

States that your company won't tolerate drugs and alcohol in the workplace, and non-adherence to this policy is a serious offense. 

Benefits

Helps promote a Workplace that’s safe and prevents awkward situations.

Risks

Staff can pose a serious health and safety risk to other Staff and Company Stakeholders, as well as create embarrassing situations.

HR Expertise

None. This policy is generic enough to be used in any office setting. 

Time/Effort

Minimal 

Dependencies

This topic is dependent. 

  • Review the list of policies listed under: Read in Conjunction With.  Refer to the Learn More link if you make any deletions or changes to the names of those policies

Learn more about dependencies, referencing this topic in other areas of the document, changing/deleting a topic name, changing or deleting a Formal Term 

Key Decisions

 Does your company want to include a zero tolerance alcohol policy?  Refer to Tips.2 and 3.

Key Approvals

If this topic won't be reviewed by legal counsel, it should be approved by Finance or the position in your company that is responsible for legal matters, such as contracts.

Additional Resources

Refer to resources in Impairment & Substance Dependencies policy. 

Additional Tips
  • Remember that the policies outlined in Staff Policies are policies that protect your business and outline Staff's obligations that they will have to adhere to after signing the Staff Policies Agreement. This policy discusses the prohibitions for staff so they understand what's not acceptable. Impairment & Substance Dependencies policy on the other hand, is not included in the Staff Policies section as it outlines your company's obligations. It addresses the procedures your company must follow when someone is impaired or has a substance dependency - which does not need to be signed off by Staff. 
  • As with any policy, this policy has to be applied consistently. If your company has a drinking culture where it's acceptable to drink at lunch and return to the office, or it's known by management that employees keep bottles of tequila in their desks, it will be very difficult to enforce this policy when needed.  
  • Your senior managers must lead by example.

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