Testing

Substances Tested For

• Alcohol – the test is performed with an evidential breath-testing device (EBT) or saliva test to determine the concentration of blood alcohol in the person’s body
• Cannabis & Illicit Drugs – a urine or oral specimen is collected and tested for the presence of:
  
  • Cannabis – THC, marijuana, hash, etc.
  • Cocaine – cocaine, crack, etc.
  • Opiates – heroin, morphine, codeine, etc.
  • Amphetamines – uppers, speed, bennies, etc.
  • Phencyclidine – PCP, angel dust, etc.
  • Amphetamines
  • Ecstasy – MDMA, Molly
  • Methadone - Dolophine
  • Barbiturates – Amytal, Butisol
  • Benzodiazepines – Xanax, Valium, Ativan
  • Oxycodone – Percocet, OxyContin
  • Propoxyphene – Darvon, Doloxene

Pre-employment

The employee for their part of the program shall:

• Read and sign the Alcohol and Drug Policy as this is a condition of employment;
• Some Primary Contractors state that workers must be tested 30 days prior to entering site. Workers must be able to pass this test when required.

Post-incident

Is performed after an employee has been involved in a workplace incident or accident. Testing is used to determine whether drugs were a factor in the incident. At the sole discretion of DeFord Contracting Inc., any employee or subcontractor involved in an on-the-job incident will be required to submit to drug/alcohol testing. The employee or subcontractor shall be escorted to a designated testing facility within 2 hours of the incident and provide the required samples for testing purposes. The following are some of the grounds for testing:

• Any incident that pertains to reporting requirements under OH&S guidelines; (Section 40(2) OH&S Act.)
• Unexplained incident;
• Could have or did cause bodily injury to others;
• Significant damage to property or equipment, to be determined by Safety Manager & Sr. Management.

Reasonable Cause

Is performed when supervisors have evidence or reasonable cause to suspect an employee of impairment or drug use. Evidence is based upon direct observation, either by a supervisor or other employee.


The employee’s conduct is indicative of alcohol/cannabis or drug use based on:

• Appearance
• Behaviour
• Speech
• Body or breath odours
• Attendance record
• Presence of drug/alcohol paraphernalia
• The condition(s) occur while the employee is on duty

The following steps for supervisors in Reasonable Cause testing are outlined below:

• Observe: The supervisor personally witnesses behavior of worker;
• Confirm: Confirms that characteristics matches or is consistent with impairment;
• Document: Fills out the Reasonable Cause Checklist;
• Confront: Discusses findings with worker in confidential setting;
• Test: Supervisor informs worker of test & transports worker to testing site.

Refusal to Submit to Testing

Any employee who refuses to submit to alcohol or drug testing when directed shall be assumed to be under the influence. Test results shall be assumed to be positive and will be grounds for disciplinary action up to and including dismissal.

Assessment, Discipline & Return to Work

DeFord Contracting Inc. may discipline a worker who fails to comply with the Drug & Alcohol Policy. Discipline may include a variety of reasonable measures, up to and including termination for cause. Each case will be investigated for the appropriate disciplinary measure which will include the nature of the violation, the seriousness of the violation, and existence of prior violations.

This policy encourages employees who believe that they may require help provided by a substance abuse experts (SAEs) and employee assistance services programs (EAPs) to voluntarily request that help. An employee requesting help will not be disciplined unless he or she:

• Has failed to comply with the alcohol and drug work rule;
• Has been requested to confirm compliance with the alcohol and drug work rule;
• Has refused the request to submit to an alcohol and drug test;
• Has been involved in an incident under the OH&S Act;
• Has been involved in an incident that has injured others;
• Has been involved in a vehicle collision.

If substance abuse is confirmed or the employee is deemed unfit to work safely and effectively, the employee will be removed from the job and subject to the following measure by management &/or a Substance Abuse Expert (SAE):

• Suspension from work and workplace without pay for 30 days.
  
• Assistance to find professional help for drug & alcohol abuse will be offered.
• A letter verifying that professional help was received must be submitted.
• A negative test must be obtained before reinstatement of position.
• Random drug testing for a period of 24 months.
• Refusal to accept professional help may result in dismissal.
• Any repeat offense WILL result in immediate dismissal for cause.

Medical Clearance

A medical clearance will be required in the following circumstances:

• Workers taking prescription/authorized medication may suffer from impairment in the workplace due to medication side effects and/or cross reactions. The "Prescription / Authorized Medication Clearance" form allows the company to obtain medical clearance for worker to perform safety-sensitive work while using the medication.
• Workers who are taking prescribed medication for an injury or medical condition need to use the “Physical Health Medical Clearance” form. This form address any possible impairment issues from medication and the workers physical condition relative to performing their duties.

An employee who believes that he or she may be unable to comply with the alcohol and drug work rule should seek help by:

• Contacting a person responsible for the administration of the employee assistance services program, or
• Informing a family member or friend and asking for assistance in contacting a person responsible for the administration of the employee assistance services program, or see your family physician.

Consequences

• Any employee or subcontractor who tests positive for either alcohol or drugs in a post-incident test shall be subject to disciplinary action.
• Any employee or subcontractor who, while representing DeFord Contracting Inc., offers for sale any alcohol, illicit drug or prescribed or non-prescribed medication shall be subject to disciplinary action up to and including dismissal.
• Any employee found to possess alcohol, illicit drugs/drug paraphernalia or non-prescription medication either on their person or in a DeFord Contracting Inc. vehicle under their control shall be subject to disciplinary action up to and including termination. *
• Any employee or subcontractor who tests positive for either alcohol or drugs on a reasonable-cause test shall be subject to disciplinary action up to and including termination.

* Exception: Sealed duty-free or sealed domestic alcohol purchases transported the shortest distance to destination. There are no exceptions for illicit or non-prescription drugs.

Confidentiality

The results of any alcohol or drug test shall be kept confidential and made available only to the employee, the program administrator and affected management. Test results will only be released to others with written permission from the employee. Requests for test results must also be submitted in writing.