OHS Policy Development (Samples)

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    Alberta Government OHS Alberta Government OHS

Focus on Policy Development

Module 5: Policy development (handout)

Alcohol/Drug Policy Development and Employee Testing
Information about developing and applying a company policy on alcohol and other drug use, and about employee testing for alcohol or other drugs.

View List of Alberta Government OHS Related Websites

 Canadian Initiative on Workplace Violence Canadian Initiative on Workplace Violence

Policy & Procedures
Audits Organizational Assessments

How many times have you suspected that the culture of a workgroup is directly or indirectly contributing to a toxic workplace, characterized by grievances, allegations of abuse or chronic conflict? Commonly, these types of situations tend to linger, requiring a constant infusion of Human Resource time and energy. If you have experienced this…you are probably not alone...

Benefits Canada Benefits Canada

Key steps to implementing a policy addressing marijuana in the workplace
Employers often feel they’re between a rock and a hard place when it comes to drugs and alcohol in the workplace. On the one hand, they have a legal duty to accommodate employees who suffer the disability of addiction or who have been prescribed medication. On the other hand, they also have a legal duty to protect the health and safety of those employees, their co-workers and the general public...

Better Impact Better Impact

Arrive Safe and Sound
Tips
to Help With Your Nonprofit’s Vehicle Safety Program

Canadian Center for Occupational Health and Safety (CCOHS) Canadian Center for Occupational Health and Safety (CCOHS)

Guide to Writing an OHS Policy Statement Why should I have an occupational health and safety (OHS) policy statement?
Canadian health and safety legislation requires employers to have a health and safety program in their workplace. A written occupational health and safety policy helps promote an effective OHS program. Such a policy should reflect the special needs of your workplace and should be regularly reviewed and updated. This document will assist you in writing and applying a policy for your workplace. This policy communicates a commitment to health and safety. It should be signed by a senior manager or president to further demonstrate the commitment to health and safety.

What elements should be in a substance use or impairment in the workplace policy?
A substance use or impairment in the workplace policy should emphasize that the program is confidential and be jointly created by both labour and management. Elements of the policy would include: definition of substance use and abuse, and impairment statement of who is covered by the policy and/or program statement of the employee's rights to confidentiality that employee education will be provided (e.g., a substance-free awareness program, prevention and resilience education) that training will be provided to employees, supervisors, and others in identifying impaired behaviour provision for assisting substance users outline of how substance use and impairment will be addressed in the workplace if necessary, statement of under what circumstances drug or alcohol testing will be conducted provision for disciplinary actions

CTV CTV

Workplace substance-use policies would help Canadians: report
Not enough companies have comprehensive substance-use policies and those that provide them offer inadequate measures to help struggling employees, the Canadian Centre on Substance Use and Addiction says in a report aimed at bringing awareness to workplace practices before marijuana is legalized this summer. Loss of productivity, absenteeism and increased costs are just some of the outcomes of unaddressed substance-use issues, says the report based on a review of about 800 companies, 35 publicly available policies, interviews with a dozen experts on their company policies and responses to an online survey...

EHS Today EHS Today

Opioids in the Workplace
Employers that provide assistance to workers affected by drug abuse have a lower turnover rate. There are five key components to an effective substance abuse program: written policy, effective and accurate drug testing, employee education, supervisor training and an employee assistance program. A strong written policy should come with a clear, written verbage on expectations and behaviors that violate the policy, what substances are included in testing and the consequences of abuse. “Don’t just grab a policy from the internet and implement it,” Gomsak said

Employment & Human Rights Laws in Canada Employment & Human Rights Laws in Canada

Update on Random Drug Testing in the Workplace
With the legalization of marijuana looming on the horizon this summer, concerned employers are thinking about how to keep drugs out of the workplace. While random workplace drug testing might seem like an attractive option, in Canada the law remains unsettled on what’s permitted...

Energy Now Energy Now

BULLETIN: Preparing Employers for Cannabis Legalization – Wendy Ferguson If you’re interested in understanding our Alberta government’s position on the subject, they have developed a cannabis resource segment at: www.alberta.ca/cannabis-legalization. This is what the Alberta government has to say on their website about cannabis legalization and the workplace: “Impairment at work is dangerous for yourself and others. Talk to your employer to learn more about policies relating to impairment on the job.” Are you ready for when your employees come and talk to you to learn more about your policies relating to impairment on the job? The onus is on Alberta employers to prepare for the coming changes.

You should update your existing policies to ensure that cannabis is addressed.  Attention should be placed on an employee’s duty to disclose impairment and the consequences of a policy violation.   If your company does not have the following policies, this has become a priority:

Many organizations already have these policies in place and they just need to update their policies accordingly.  If your company does not have these policies in place, please call Stick People Solutions for support.   We are currently offering a comprehensive Cannabis policy package, including an employee suspicion checklist for your front-line managers.  Any questions at all, we’d be happy to help!

Field Law Field Law

Canada: Cannabis In The Workplace: A Few Things Employers Might Get A Taste Of

Field Law offers training on how to deal effectively and legally with cannabis use by employees through customizable workshops, seminars, and lunch and learn sessions. They also provide contract and policy creation and review to encourage a “fit for work” culture and ensure safety in the workplace to the fullest extent. To schedule a workshop, or get an initial assessment of your drug and alcohol policy, contact Christin Elawny at celawny@fieldlaw.com or call 403-260-8583.

First Reference First Reference

With Human Resources PolicyPro - Alberta Edition
All of the researching, writing, and formatting is done for you! This all-in-one policy-building resource offers not only sample policies but also commentary and related precedents to help you understand each policy in the context of relevant legislative requirements.

 

Government of Canada Government of Canada

Policy on Occupational Safety and Health
Gives direction to departments and agencies on providing employees with a safe and healthy working environment, as well as occupational health services, thereby reducing the incidence of occupational injuries and illnesses. This policy has been designated by the Treasury Board as a key policy for the management of human resources.

HR Council for the Nonprofit HR Council for the Nonprofit

HR Policies & Employment Legislation Developing HR Policies
Defining policy and procedure
Essential HR policy topics
Essential content of a practical, useful policy
Common features of a practical policy
Role of the board of directors in HR policy development
How to write HR policies and procedures
Communicating HR policy to the organization
Reviewing and updating policies

Knowsley Council Children’s Social Care Knowsley Council Children’s Social Care

Social Care Lone Working Policy General Risk Assessment, together with a range of advice and guidance for staff.

Micmillan Micmillan

Medical Marijuana in the Workplace: Risks for Employers
As the use of medical marijuana continues to increase across Canada, employers will be encouraged to place a high priority on making changes to their workplace policies

Mission of Hope Mission of Hope

Sample/Example of Employment/Volunteer Policy: Drugs & Alcohol

Remember you cannot just copy another policy - your policy must reflect your agencies position so draw from examples but don't copy without adjustments.

Nonprofit Risk Management Center Nonprofit Risk Management Center

Lend a Helping Handbook: Employment Policies Worthy of Your Mission(PDF)
Employee handbooks exist on a wide spectrum—ranging from those that are actually read, respected, and applied, to those that are downright dangerous and expose your nonprofit to legal and employment practices risks. Creating effective employee handbooks and organizational policies are a good risk management practice; they increase the likelihood of a shared and consistent view about the organization’s values and key policies. They also provide a helpful roadmap for supervisors and managers charged with enforcing policies.

My Risk Management Policies
Need to draft a new policy today? My Risk Management Policies enables users to draft custom policies in minutes. My Risk Management Policies helps users customize sample policy language to create a policy suitable for their organizations. My Risk Management Policies offers 170+ policies, many of which are suitable for an employee handbook, and others are core organizational policies that most nonprofits need. You can share your policies as Word documents or PDFs, or return to the My Risk Management Policies app to store and edit your policies virtually–it’s like a virtual policy filing cabinet!

Ontario College of Social Workers and Social Service Workers Ontario College of Social Workers and Social Service Workers

Harm Reduction Policy for Social Work Practice
We recommend an agency wide harm reduction mandate that incorporates harm reduction principles into social work practice, research and education. Our strategic proposal is embedded in evidence-­‐based practice to scientifically support this integration of harm reduction policies...

Social Research and Demonstration Corporation (SRDC) Social Research and Demonstration Corporation (SRDC)

The Social Research and Demonstration Corporation (SRDC) is a non-profit research organization, created specifically to develop, field test, and rigorously evaluate new programs. Their mission is to help policy-makers and practitioners identify policies and programs that improve the well-being of all Canadians, with a special concern for the effects on the disadvantaged, and to raise the standards of evidence that are used in assessing policies. Our offices are located in Ottawa, Toronto, and Vancouver.

The Globe and Mail The Globe and Mail

Five tips for employers creating a marijuana policy at work

Employers should include a specific section on medical marijuana outlining which forms of medical proof will be required and what accommodation is available. The policy can include references to Health Canada's ACMPR guidelines.

Workable Workable

Workplace Policies
Your workplace policies help you build a lawful and pleasant workplace where your employees can thrive. We crafted a template to help you communicate your basic workplace policies pertaining to confidentiality, health & safety and anti-violence practices. Include this template in your Employee Handbook.

Substance abuse company policy template
This Substance Abuse Company Policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.