Medication and Accommodation

An Employee may use physician prescribed or over-the-counter medication provided that the use of such drugs does not adversely affect the safe and effective job performance of the Employee or any other individuals at the Centre. An Employee whose prescribed or over-the counter medication may cause the Employee to become under the influence and/or may affect his or her job performance must immediately report such use to his or her Supervisor/Manager prior to the beginning of his or her scheduled shift. An Employee does not have to disclose their specific medical diagnosis; however, they may be required to provide a medical prescription for the use of the medication.

The disclosure of use and the proper use of medication is not grounds for disciplinary action. The Centre will work with Employees who request and/or require accommodation to explore accommodation options that are safe, effective and mutually agreeable.

Should an Employee be required to consume medical cannabis prior to attending work or at the Centre, he or she must report the use to the Supervisor/Manager as the consumption of such substance may affect the performance of his or her duties. The Centre will outline appropriate parameters for the consumption of medical cannabis while complying with the Ontario Human Rights Code.

Employees who are prescribed the use of medication that may result in them being impaired at work agree that the Centre may require the Employee to submit to an Independent Medical Examination (“IME”) in the event that the medical information received from the Employee’s treating physician is deficient or insufficient for the Centre to fulfill its accommodation obligations and/or its obligations under the Occupational Health and Safety Act.

The Centre will take appropriate steps to accommodate Employees who are addicted to drugs or alcohol. If an Employee has an addiction that may impact his or her ability to work safely and/or productively, he or she is responsible to communicate this potential impact to the ability to work safely and/or productively to the Centre in sufficient detail and to co-operate with the Centre to facilitate an appropriate course of action.

Discipline

Failure to comply with this policy may result in disciplinary action up to and including termination from employment.

This policy is not intended to prevent employees from drinking alcohol at any Centre-sponsored social event. However, employees are not permitted under any circumstances to consume recreational cannabis at any Centre-sponsored social event, whether inside or outside the event location in designated smoking areas.