Workplace Substance Management Policy

Foundations Learning & Skills Saskatchewan provides an array of services to the public and is obligated to ensure that those services are provided in a safe, efficient, and effective manner. As the employer, Foundations Learning & Skills Saskatchewan is responsible for ensuring the health, safety, and welfare of its workforce at work, as far as reasonably possible.

Foundations Learning & Skills Saskatchewan is an alcohol and drug-free workplace. The use of controlled substances or being under the influence of controlled substances while performing services for Foundations is unacceptable. We are committed to providing a safe working environment to all of our personnels, contractors, temporary workers, volunteers, and visitors.

Personnel Expectations and Requirements

A. When reporting for duty personnel are expected to be fit for duty and to remain so for the duration of any period, they carry out duties, or may be expected to carry out duties.

• Fit for duty means that a personnel’s performance is not altered or affected by the use of a substance.
• Personnel is expected to perform their duties in a manner that ensures their health and safety, and the health and safety of others who may be affected.
• Where an suspects their work performance may be altered or affected, the health or safety of any person may be placed at risk, or damage to property may occur because of the personnel’s substance use, their immediate manager/supervisor must be advised before commencing duties. Once notified, the manager/supervisor must take immediate action.

B. Where personnel reports for duty and is not fit for duty without a reasonable excuse, that personnel is in breach of this policy and may be subject to discipline up to and including termination.
C. If personnel is using a substance for medical purposes and they are unsure the substance or medication could alter or affect being fit for duty, the personnel is required to consult the licensed healthcare provider who prescribed the substance to determine if the substance does or could cause medical restrictions.  Where this potential exists, the personnel must disclose this information to their manager/supervisor and the matter will be administrated.
D. Any personnel who is struggling with substance abuse/addiction challenges will be supported and accommodated by the company. The company accommodation policy applies to substance abuse issues and addiction.

Personnel who is struggling with substance abuse or have a dependency are required to notify their direct supervisor promptly to allow the company to prevent risk, conduct an accommodation analysis and to coordinate support for the personnel.

• The company will accommodate addiction and substance abuse challenges up to the point of undue hardship
• Personnel must notify their direct supervisor of substance abuse or addiction issues prior to engaging in any safety-sensitive work activities.
• If personnel discloses a drug or alcohol dependency issue after they have violated a company policy, acted in a manner that constitutes misconduct or gross misconduct, or acts in a manner that is negligent, they will be subject to disciplinary action for the behavior or misconduct alone, not the dependency issue.

E. Where personnel is asked to report for duty at an unscheduled time and is not fit for duty, it is the responsibility of the personnel to decline the assignment.
F. The possession, distribution and/or use of recreational substances by personnel in the workplace or during any period in which the personnel is carrying out their duties are prohibited.
G. The possession, distribution and/or use of illegal substances or illicit substances by any personnel in the workplace or during any period in which the personnel is carrying out their duties is prohibited.

August 2023 revised & adopted