1. CPS has a vital interest in maintaining safe, healthful, and efficient working conditions for its employees. Being under the influence of a drug or alcohol on the job may pose serious safety and health risks not only to the user, but to all those who work with the user, as well as our customers.
2. CPS recognises that its own health and future are dependent upon the physical and psychological health of its employees. CPS has Zero Tolerance substance abuse. Accordingly, CPS has established the following guidelines with regard to use, possession or sale of alcohol or drugs:
3. CPS will maintain pre-employment screening practices designed to prevent hiring individuals whose use of illegal drugs or alcohol indicates a potential for impaired or unsafe job performance.
4. The manufacture, possession, use, distribution, sale, purchase, or transfer of, or being under the influence of, alcohol or illegal drugs is strictly prohibited while on CPS or client premises or while performing company business.
5. Employees will not be permitted to work while under the influence of drugs or alcohol. Individuals who appear to be unfit for duty may be subject to medical evaluation, which may include drug and alcohol screening. Refusal to comply with the screening will result in disciplinary action up to and including dismissal.
6. Off-the-job illegal drug use which could adversely affect an employee’s job performance or which could jeopardise the safety of other employees, or where such usage adversely affects customers or public’s trust in the ability of the company to carry out its responsibilities, will not be tolerated.
7. Employees who are involved in or are suspected of involvement in off-the-job drug activity will be considered in violation of this policy.
8. Employees undergoing prescribed medical treatment with a controlled substance that may affect the safe performance of their duties are required to report this treatment to their immediate supervisor through their personal physician.
9. CPS recognises that alcoholism/drug abuse is a form of illness that is treatable in nature. EMS will not discriminate against employees based on the nature of their illness.
10. No employee will have his or her job security threatened by their seeking assistance for a substance abuse problem. The same consideration for referral and treatment that is afforded to other employees having non-drug/alcohol related illnesses shall extend to them. Every effort shall be made to provide an early identification of a substance abuser, to work with and assist the employee in seeking and obtaining treatment without delay.
Early identification of the substance abuser shall be obtained, based on job performance and related criteria as well as resulting impairment on job performance and other related duties. Nothing in this policy construed to prohibit the co-operation from its responsibilities to maintain a safe and secure environment for its employees. We also reserve the right to invoke such disciplinary actions as may be deemed appropriate for actions of misconduct by virtue of their having arisen out of abuse of alcohol or drugs or both.
|Alberta College of Paramedics|