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Has a union ever grieved disciplinary action (up to and including dismissal) of an employee suspected of a substance problem? |
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| 2. |
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Has the behaviour of an employee with a suspected substance abuse problem ever reflected poorly on your organization? |
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Has your company ever provided the same employee with more than one disciplinary notice with respect to alcohol or drug use? |
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To the best of your knowledge, has an employee of your organization ever left a company function or party under the influence of drugs or alcohol? |
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Can you attribute a workplace accident to alcohol or drug use? |
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Have coworkers ever picked up the slack or covered for a fellow employee as a result of his/her alcohol or drug use? |
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Have you ever experienced theft in the workplace, which you suspect was related to alcohol or drug use? |
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Have you ever felt that absenteeism is unusually high, or increasing? |
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Have your company’s health benefits premiums increased as a result of claims history? |
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Would an employee accident at work impact the health and safety of others? |
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Have you ever observed conflict between employees as a result of alcohol or drug use? |
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Does your organization have an alcohol and drug policy? |
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If you do have a policy, are you confident that your employees know and understand it? |
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Do you know the signs and indicators of substance abuse? |
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Has your organization trained managers and supervisors to recognize the signs and symptoms of substance abuse? |
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Do you know whether your EAP addresses addiction? |
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To the best of your knowledge, has your organization ever referred an employee to treatment for an addiction to drugs or alcohol? |
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Do you feel that you have all the information you need about substance abuse in the workplace? |
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Are you familiar with an employer’s duty to maintain a healthy and safe working environment and how it applies to substance abuse and addiction? |
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Are you familiar with current human rights legislation as it applies to substance abuse, addiction, and the duty to accommodate? |
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