and/or alcohol in the individual’s system. However, a positive alcohol and/or drug test coupled with other observations may demonstrate that a worker is not Fit for Work/Duty. Reporting for work or performing job duties with the presence of Unauthorized Substances or Unlawful Substances listed in Appendix A in breath, urine or saliva at or above the threshold levels stated therein is conduct in violation of this Policy. While this Policy applies to all Employees, alcohol and drug testing will only be required of those Employees who work in Safety-Sensitive Positions, and only in the following circumstances: 1. pre-employment or pre-placement in a Safety-Sensitive Position; 2. for reasonable cause; 3. post-incident/accident, or after a near miss; and 4. return-to-duty and unannounced follow-up testing as part of a Return-to- Work Agreement after a Policy violation. Random drug and/or alcohol testing is not part of this Policy.
C.
Definitions
In this Policy: Accommodation
• Means adjustments to the conditions of employment, as and to the extent required by human rights law, in order to allow an Employee with a disability as defined by human rights law, to continue his or her employment. Alcoholic Beverage • Means any beverage, mixture or preparation, including any medication, containing Alcohol in a concentration of one half of one percent (0.5%) or more. Cannabis • Means the leaves, including dried leaves, and flowering tops of the pistillate hemp plant that yield THC, that may be processed in any manner that permits inhalation, injection, absorption or consumption in any manner. Company • Means SaskEnergy Incorporated and its corporate affiliates including TransGas Limited and Bayhurst Gas Limited.
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