Sentences with phrase «workplace alcohol use»

And most seasoned staff members have refined their own personal standards for what constitutes appropriate workplace alcohol use.

In the absence of evidence of an existing workplace alcohol use problem, it concluded that a dangerous workplace was not, on its own, reason...

In the absence of evidence of an existing workplace alcohol use problem, it concluded that a dangerous workplace was not, on its own, reason to implement such a policy.

In Irving, eight incidents over a fifteen year period were found not to reflect a significant problem with workplace alcohol use.

Not exact matches

(2) may require that employees shall not be under the influence of alcohol or be engaging in the illegal use of drugs at the workplace;

These restrictions will be similar to those used to control the consumption of alcohol in public spaces and workplaces.

Both sides agreed that proper safety procedures were paramount to preventing workplace accidents and that such procedures included preventing drug and alcohol use at the workplace.

«What Association Executives Need to Know About Drug and Alcohol Use in the Workplace,» Minnesota Society of Association Executives (St. Paul, Minnesota, September 17, 1996)

Similar to policies relating to the consumption of alcohol in the workplace, employers should ensure they have clear workplace policies prohibiting the non-medical use of marijuana in the workplace and clearly outlining the consequences of employee impairment as a result of such non-medical use.

Hopefully the Supreme Court will use this opportunity to lessen the legal ambiguity surrounding the use of mandatory random alcohol testing in safety - sensitive workplaces, as the provinces have been divergent on this issue.

The Supreme Court of Canada has concluded that a workplace policy which provides for random alcohol testing is not justified when there is an absence of evidence of an existing problem with alcohol use in the workplace, even where the workplace is considered inherently dangerous.

A majority concluded that the random testing policy was unjustified because there was an absence of evidence of alcohol use in the workplace.

Further, the Supreme Court noted that safety has never been held to justify random testing even in the case of «highly safety sensitive» or «inherently dangerous workplaces» such as railways and chemical plants or those that pose a risk of explosion in the absence of a «demonstrated problem with alcohol use in that workplace» (CEP at para 45).

As affirmed by the Task Force, drug and alcohol use or impairment in the workplace can pose a danger to everyone in the workplace, including the person who is impaired.

Workplace policies dealing with recreational marijuana and medical marijuana should largely reflect policies created to address any other use of prescription medication, drug and alcohol use in the wWorkplace policies dealing with recreational marijuana and medical marijuana should largely reflect policies created to address any other use of prescription medication, drug and alcohol use in the workplaceworkplace.

The cases of Communications, Energy and Paperworkers Union of Canada, Local 30 v. Irving Pulp & Paper, Ltd and R. v. Smith, among others, confirmed that Canadians have a constitutional right to use medical marijuana and that employers must balance their interest in mandatory drug and alcohol testing to produce a safe workplace with employee privacy interests.

However, the report does not deal with how employers will control the use of cannabis in the workplace and how it will impact their drug and alcohol policies.

Today, a majority of the Supreme Court of Canada upheld an arbitration award which concluded that a random alcohol testing policy for use in a safety sensitive workplace was not justified.

The decision demonstrates the importance of having a well - prepared fitness for duty policy and a proper alcohol and drug testing policy in place in dangerous workplaces, as well as the need to get legal advice before terminating workers for substance use.

«We're starting to get more calls on it and absolutely I think it's going to be a function of being clear in setting expectations and reminding employees of expectations around drug and alcohol use in the workplace and that may require employers to take a look at current policies and make sure they still read how they want in light of the new legislation coming down and provide refresher training on expectations,» says Cukierman.

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She has worked in the areas of child obesity prevention, health promotion, seniors» mental health, alcohol warning statement labelling, alcohol use in teenagers, nutrition literacy, Indigenous health behaviour, workplace health promotion and evaluation, health policy development, and qualitative research methodologies.