DRUG AND ALCOHOL USAGE POLICY

 

INTRODUCTION

The Employment Equity Act 55 of 1998 defines "medical testing" as including any test, question, inquiry or other means designed to ascertain, or which has the effect of enabling the employer to ascertain, whether an employee has any medical condition. Any Medical testing of an employee is prohibited, unless legislation permits or requires the testing or it is justifiable in the light of medical facts, employment conditions, social policy, the fair distribution of employee benefits or the inherent requirements of a job. Testing of an employee to determine that employee's HIV status is prohibited unless the Labour Court determines such testing justifiable.

Psychometric testing and other similar assessments of an employee are prohibited unless the test or assessment being used has been scientifically shown to be valid and reliable, can be applied fairly to employees; and is not biased against any employee or group of employees. The purpose of this document is to set forth the company's policy regarding alcohol and other drug use, including unlawful drug use or abuse, in the workplace.

 

FURTHER IN THIS DOCUMENT - SUBSCRIBERS ONLY

• Purpose
• Introduction
• Definitions
• Objective and Intent
• Coverage of Personnel
• Non-Discrimination
• Prohibited Acts
• Drug Prevention Program
• Disciplinary Action
• Rehabilitation and Employee Assistance Programs
• Confidentiality and Maintenance of Records
• Employee Responsibilities
• Management Responsibilities
• Supplemental Policies
• Possible Effects of Substance Abuse
• Physical Signs of Drug Abuse
• Behavioural Signs of Drug Abuse
• Symptoms and Progression of Alcoholism
• Drug and Alcohol Counselling, Treatment and Rehabilitation Programs
• Admission to Drug Treatment Centres
• Drug and Alcohol Counselling
• Voluntary Admission
• Committal
• Sentence
• Drug Treatment Centres
• Am I an Addict Questionnaire?
• Acknowledgement of Receipt of Company Document
• Drug Testing Consent Form

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