Alcohol, Controlled Drugs and Medications

Alcohol: includes wine, beer, distilled spirits and any liquid containing ethyl alcohol, whether or not intended as a beverage. It is not intended to include other products containing alcohol which are not intended for consumption, provided such products are used as directed.

Controlled Drug: includes any substance which affects physical or mental capacity (other than Alcohol, Medication or food), the possession, use, or sale of which is prohibited, restricted or controlled by law.

Medication: means a drug that is intended by the manufacturer, a physician, or the user for the treatment of a physical or mental condition, whether or not the drug is prescribed by a physician.

Substance Use Disorder: as defined by the Diagnostic and Statistical Manual of Mental Disorders (DSM–5) and commonly referred to as “addiction”.

1.    Responsibilities

1.1    All VPL employees and contractors performing work or providing services on behalf of the Library are to familiarize themselves with this Policy and adhere to it.
    This includes specific responsibilities, in respect of:

a.    Possession:

i.    To not cultivate, manufacture, distribute, offer or sell Controlled Drugs:

• while at work or on break,
• while attending at Library or City premises in their capacity as a VPL employee, or
• while operating a Library or City owned or leased vehicle.

ii.    To not possess a Controlled Drug:

• while at work or on a break,
• while attending at Library or City premises in their capacity as a VPL employee, or
• while operating a Library or City vehicle,

unless:

a.    the Controlled Drug is legally in the possession of the employee or contractor; and

b.    the Controlled Drug is contained in its original, sealed and unopened packaging.

iii.    To not possess open Alcohol

• while at work or on break,
• while attending at Library or City premises in their capacity as a Library employee, or
• while operating a Library or City vehicle.

An exception can be made for business or protocol functions where Alcohol consumption is specifically authorized in advance by the Director, Human Resources or the Chief Librarian.

iv.    To not distribute, offer or sell Medication for which a prescription is required

• while at work or on break,
• while attending at Library or City premises in their capacity as a Library employee, or
• while operating a Library or City owned or leased vehicle.

b.    Consumption:

i.    To abstain from use of Alcohol, Medication or Controlled Drugs prior to commencing work in a manner that could render them unfit to perform their duties safely and efficiently.

ii.    To abstain from use of Alcohol and Controlled Drugs

• while at work or on break,
• while attending at Library or City premises in their capacity as a Library employee, or
• while operating a Library or City owned or leased vehicle.

An exception can be made for business or protocol functions where Alcohol consumption is specifically authorized in advance by the Director, Human Resources or Chief Librarian.

iii.    To act responsibly with regard to the use of Medication, whether over- the-counter or prescribed by a physician, to prevent adverse effects on work performance. Individuals are responsible to consult a physician or pharmacist when the potential effects of a Medication or combination of Medications on work performance are unknown to the individual. Any potential mental or physical impairment or other adverse effect associated with the use of a Medication which affects work performance must be brought to the attention of a responsible manager immediately.

c.    Performance:

i.    To report fit for duty whenever attending work, and remain fit for duty while on Library business or premises.

ii.    To notify a manager or director in responding to a call-in situation, that they are not fit for duty.

iii.    To notify a manager or director if they observe another employee or contractor whose ability to work appears to be affected by alcohol, a drug or other substance.

d.    Treatment and Accommodation:

i.    To assume responsibility for substance use issues, seeking advice and following appropriate treatment to address substance use issues. Employees may access assistance through the Employee and Family Assistance Program (EFAP), their personal physician or appropriate community services for help with any alcohol or drug use issues that may be affecting work performance or attendance.

ii.    To co-operate in the accommodation process, including providing necessary medical information in a timely manner, and making all reasonable efforts to treat Substance Use Disorder. If an employee refuses or fails to disclose relevant information, this may result in delay, either in accommodation or return to work, or may impede the Library’s ability to accommodate any disability.

1.2    Employees who are subject to a License Check under the VPL policy “Employees Driving Library (City) Owned or Leased Vehicles” are additionally responsible for:

a.    Immediately advising their manager of any loss or suspension of their driver’s license when such loss or suspension:

i.    Is required to be reported under the National Safety Code (NSC).
(The NSC governs commercial vehicles licensed with a gross weight of more than 5,000 kg or has a seating capacity of 10 or more passengers plus the driver) and/or;

ii.    Impacts work-related driving.

b.    Immediately informing their manager if they have been charged with any impaired driving offence (whether for drugs or alcohol). Impaired driving includes (but is not restricted to) refusing to provide a sample for testing at the request of a police officer.

2.    Accommodation

2.1    The Library recognizes its duty to accommodate employees with disabilities, including Substance Use Disorder, to the point of undue hardship.

2.2    All parties have a shared responsibility concerning Substance Use Disorder treatment. The Library:

a.    Recognizes that Substance Use Disorder is a treatable disability, subject to relapse, where early intervention greatly improves the probability of a lasting recovery.

b.    Encourages employees affected by Substance Use Disorder to seek treatment and rehabilitation as soon as possible.

c.    Depending on the circumstances, may assist employees with their treatment and rehabilitation efforts.

2.3    The Library is:

a.    Not obligated to accommodate beyond the point of undue hardship.

b.    Not required to continue to employ any person whose job performance is impaired beyond the limit of reasonable accommodation because of a Substance Use Disorder.

c.    Not required to continue to employ or to re-employ any person who has participated in treatment and/or rehabilitation if that person’s job performance remains impaired beyond the limit of reasonable accommodation as a result of addiction to Alcohol, Medication or
Controlled Drugs.

3.    Confidentiality

3.1    Personal information collected, used or disclosed by the Library is in accordance with the B.C. Freedom of Information and Protection of Privacy Act (FIPPA) and the Library’s Protection of Privacy Policy.

3.2    Medical information is the personal property of the employee, however, failure to provide may impact an employee’s Return to Work, Stay at Work or entitlement to benefits or the accommodation process.

3.3    Unless the employee otherwise provides consent, the Library will:

a.    Maintain the confidentiality of information obtained under this Policy.
The Library will use obtained information only for the purposes of administering this Policy, where limited disclosure is necessary for related health and safety concerns (e.g. where there is deemed to be a potential for risk to self, others or the Library), or as required by law.

b.    Only disclose to the employee’s supervisor, manager or director information related to the employee’s fitness for work and any applicable restrictions; and further, such disclosure will only be undertaken where necessary for a legitimate work purpose.

Consequences flowing from a contravention of this Policy will be determined on a case by case basis, taking into account the relevant circumstances. However, in general:

1.    Employees who contravene this Policy may be subject to:

a.    In the case of culpable conduct, discipline up to and including termination of employment.

b.    In the case of non-culpable conduct, measures such as, but not limited to: removal from active duty; drug and/or alcohol testing; transfer to non-safety sensitive duties; medical assessment; monitoring programs.

c.    In the case of hybrid conduct (e.g. Substance Use Disorder related conduct which contains elements of culpable and non-culpable behavior), any combination of the measures outlined in (a) and (b) above, depending on the circumstances of each case.

2.    Employees who are in safety sensitive positions are additionally responsible for understanding that more significant consequences may result from their contravention of this policy, as impaired performance creates more serious safety risks for themselves and others.

3.    Contractors performing work or providing services on behalf of the Library who contravene this policy may be subject to termination of their contract.

• Code of Conduct
• Employees Driving Library (City) Owned or Leased Vehicles
• Protection of Privacy
• Whistleblowing - Reporting, Investigation and Protection