ServiceMaster believes that maintaining a drug and alcohol free workplace is a critical step to ensuring that our work environment remains healthy and safe. 

 

The misuse or abuse of drugs and/or alcohol presents a potential danger to the health and safety of ServiceMaster employees and/or others. The purpose of this policy is to ensure that the risk associated with drug and/or alcohol use is removed from the workplace. 

 

Definition

The following words or phrases, when used in this policy, have the meaning noted below:

 

Alcohol – The intoxicating agent in beverage alcohol, ethyl alcohol or other low molecular weight alcohols including methyl or isopropyl alcohol.

 

Drug – Any substance the use of which may compromise or adversely affect the user’s thoughts, actions, coordination and/or concentration level. That includes illicit drugs, medication (prescription or non-prescription) and any other substance that may render the employee unable to perform his/her job safely (i.e. inhalants). Specific drugs of concern include, but are not limited to marijuana, cocaine, opioids, phencyclidine and amphetamines.

 

ServiceMaster Business – All activities undertaken by ServiceMaster employees in the course of conducting ServiceMaster business whether conducted on or off ServiceMaster property.

 

ServiceMaster Property Office or other premises used or occupied by ServiceMaster for office purposes.

 

Employee – Any person employed by or engaged to provide work or service to ServiceMaster.

 

Fit for Duty – A physical, mental and emotional state which allows the employee to perform his/her duties and responsibilities in a competent manner that does not threaten the health or safety of the employee or others. 

Medication – A drug obtained legally, whether over the counter or through a medical doctor’s prescription or authorization. 

 

On-the-Job – Anytime an employee is engaged in ServiceMaster business or on ServiceMaster property, whether during or after scheduled work hours. 

 

Responsibilities

ServiceMaster management and its employees share a duty to ensure workplace safety (including that related to the use of alcohol and drugs while engaged in ServiceMaster business or on ServiceMaster property).  

 

Management 

• Provide a healthy and safe work environment
• Ongoing leadership and supervision to ensure health and safety in the workplace and the effectiveness of this policy
• Ensure that all employees understand their responsibilities under this policy
• Take reasonable precautions to ensure that all employees are fit for duty while on-the-job
• Take prompt and appropriate action when they have reasonable cause to believe that an employee is not fit for duty
• Consult with other Management if an employee appears impaired or under the influence of drugs or alcohol
• Create an accommodation plan and/or return to work plans for any employee who has a drug or alcohol addiction
• Maintain confidentiality and discretion
• Model a good example

 

Employees

• Report to work and remain fit for duty while on-the-job
• Notify ServiceMaster of any actual or potential impairment as a result of drugs or alcohol
• Use medication responsibly and seek appropriate guidance regarding medication that may impact safe work performance (medication that inhibit or may inhibit an employee’s ability to perform their job safely)
• Inform Management if they have concerns about a co-employee’s impairment

 

Guidelines

Employees are strictly prohibited:

1. from using, possessing or offering for sale alcohol and drugs while on-the-job or otherwise engaged in ServiceMaster business or on ServiceMaster property;
2. from being on-the-job while under the influence of drugs or alcohol; and
3. from operating or driving any vehicle while engaged in ServiceMaster business while under the influence of alcohol or drugs that would impair driving abilities.

 

Employees will be considered to be under the influence of drugs or alcohol or impaired if:

1. their ability to perform their duties is impaired;
2. they are in a physical or mental condition that creates a risk to the health and safety of  other individuals or themselves or puts ServiceMaster’s property at risk; and/or 
3. they demonstrate signs of impairment, including odour of alcohol or drugs, glassy or red eyes, slurred speech, difficulty with motor skills, among other signs.

 

The final determination of what constitutes impairment or under the influence will lie in the discretion of ServiceMaster Management acting reasonably. 

 

If an employee reports to work or is on-the-job impaired or under the influence of drugs or alcohol the employee will not be allowed to continue to work. ServiceMaster will arrange transportation for the employee. 

 

Employees shall advise ServiceMaster whenever they have any concerns about a co-employee’s impairment or alcohol abuse/addiction. This information will be treated with confidence within the limits of the law.  

 

Prescription Medication (Including Medical Cannabis or Opioids)

ServiceMaster permits the possession or use of prescription medication only under the following strict conditions:

• the employee is using the medication for its intended purpose and in the manner directed by the employee’s medical professional and/or the manufacturer of the drug; and
• the use of the medication does not adversely affect the employee’s ability to safely perform his or her duties; and
• the employee has notified his or her Supervisor before starting work of any potentially unsafe side effects associated with the use of the medication. 

 

It is the duty of each employee to inform or advise ServiceMaster of any medication (including opioids or marijuana) that has been prescribed or authorized for use which has the potential to impair the employee’s ability to safely perform his/her duties. Reporting for work without disclosing any such use is grounds for discipline. 

 

Upon disclosing the use of medication, ServiceMaster may require the employee to provide satisfactory proof that the drug has been prescribed or legally authorized. As part of its duty to accommodate the employee, ServiceMaster may require the employee to provide:

• confirmation from the employee’s doctor that alternative (less impairing) forms of treatment are not available or appropriate; and
• disclosure from the employee’s doctor regarding the impact the use of the medication can have on the employee’s ability to perform his/her duties.

 

The proper use of such medication is not grounds for disciplinary action but may necessitate accommodation, modified duties or reassignment during the course of treatment. 

 

Assistance Available

Employees who have an alcohol or drug problem are encouraged to seek assistance and accommodation from ServiceMaster before their drug or alcohol use or dependency adversely affects health and safety in the workplace. An employee’s decision to self-disclose and seek assistance will not be used as a basis for disciplinary action. 

 

Alternatively, accommodation needs may be identified through Management and employee collaboration in response to concerns raised by ServiceMaster. 

 

ServiceMaster will take appropriate steps to accommodate employees with drug or alcohol abuse or addiction issues on a case by case basis (except where accommodation is not possible without causing undue hardship). The employee may be required to provide ServiceMaster with satisfactory proof of his/her disability. 

 

As part of any accommodation the employee might be required to complete a rehabilitation or treatment program. If an employee refuses treatment or accommodation, he or she may be subject to progressive discipline, up to and including termination. An acknowledgement by an employee of an alcohol/drug problem will not be cause for disciplinary action, so long as the alcohol/drug problem constitutes protected grounds under the OHRC.

 

Social Events and Functions (Alcohol Consumption)

During certain social events, the consumption of alcohol may be allowed. Otherwise, under no circumstances may alcohol be consumed while employees are at work and performing their duties and responsibilities in the normal course.

 

If employees consume alcohol during a ServiceMaster social event or client/networking event while representing ServiceMaster, they are accountable for ensuring that their use of alcohol is responsible. Employees are also expected to observe all applicable laws regarding the consumption of alcohol and, in particular, employees must not drink and drive. 

 

When consuming alcohol, employees must consider that they may be identified as a representative of ServiceMaster. Conduct, whether on-the-job or on personal time, that is prejudicial to the business interests and public reputation of ServiceMaster will not be tolerated and may result in disciplinary action.

 

When possible, ServiceMaster will take all reasonable steps to ensure that employees do not drive or engage in unsafe activities while under the influence of alcohol. This includes limiting the number of drinks employees can consume during social events, offering rides home or arranging for a taxi and reminding employees of the dangers of drinking and driving. 

 

Consequences of Policy Violation 

The consequences for failing to abide by this policy will reflect the individual circumstances and may include reassignment, rehabilitation, counselling, discipline or termination.

 

The use, sale or possession of alcohol or drugs while on-the-job or on ServiceMaster property may be cause for immediate dismissal. ServiceMaster reserves the right to search personal belongings brought to the worksite if there are reasonable grounds to believe that the employee is impaired, has consumed alcohol or drugs on the job, or is in possession of a drugs or alcohol. 

 

It is ServiceMaster policy that all employees sign an acknowledgement that will confirm that they have read and understood this policy and waive all legal rights against the Company for damages that may result in relation to the serving of alcohol at a Company-related event whether on Company property or off-site.