“With the sensitive nature of our business, we want to implement pre-employment testing for drugs and alcohol. What do we need to be aware of?”
“Our supervisor learned that an otherwise good employee has been going for “liquid lunches”. He’s a good worker and we would rather not terminate him, but worker and public safety is our number one concern. What options are available? What human rights issues should we be aware of?”
The use of drugs and alcohol by employees before work, while at work, or while on break can have major consequences on the health and safety of employees and the public – particularly when the worker is employed in a safety-sensitive position. Many employers need advice on how to eliminate drug and alcohol abuses where the effects may impact an employee’s performance.
To that end, our lawyers provide current legislation requirements, outlining how they influence employer practices, including the use of pre-employment or random testing. To ensure that employers’ policies comply with legal requirements, we routinely develop and draft new policies or review current policies. In addition, we help employers develop case-by-case strategies for employees whose substance use will impact the workplace.