Corporate Policies - Substance Abuse

Question 1

In accordance with the City of Hamilton Substance Abuse Policy (HR 39-11), Managers and
Supervisors are responsible to encourage employees to self-disclose any conditions or concerns
including substance use that might impair their job performance.

A. True
B. False

Answer 1

A. True

Question 2

In accordance with the City of Hamilton Substance Abuse Prevention Policy (HR 39-11),
Supervisors shall:

A. Maintain confidentiality and Employee privacy as outlined in the Code of Conduct for Employees
policy
B. Send the Employee home if it is suspected that they are impaired or unfit for duty
C. Identify and address any situation where an employee appears to be impaired/unfit for work that
could impact their ability to perform their job in a safe, competent or efficient manner
D. Contact a Union Representative and have them question the Employee that you suspect may be
impaired or unfit for duty

Answer 2

C. Identify and address any situation where an employee appears to be impaired/unfit for work that could impact their ability to perform their job in a safe, competent or efficient manner

Question 3

According to Corporate Procedure ‘Substance Use for Safety-Sensitive Positions; use
and the after-effects of alcohol and illicit drugs, or side effects of the use of
medication, could impair employee performance or could compromise health and
safety. Symptoms of impaired behaviour could include:

A. Uncharacteristic or abnormal behaviour (e.g. euphoria, frequent or rapid mood swings, excitement,
confusion, irritability, aggressiveness, remoteness)
B. Smell of alcohol or drugs (on breath, or clothing, or in the air surrounding the employee)
C. Diminished performance (e.g. sporadic work pace, neglect of duty, increase in mistakes, difficulty
communicating or recalling instructions)
D. All of the above

Answer 3

D. All of the above

Question 4

According to Corporate Procedure ‘Substance Use for Safety-Sensitive Positions’;
warning signs of possible Substance Use Disorder could include:

A. Disheveled or inconsistent appearance (e.g. always wearing long sleeves on very hot days, possibly
intended to cover track marks on the arms)
B. Decrease in risk-taking behaviour
C. Frequent but unspecified medical complaints
D. Both A and C are correct

Answer 4

D. Both A and C

Question 5

According to Corporate ‘Substance Use for Safety-Sensitive Positions’; there are steps
to take if you suspect an employee is impaired. Supervisors are required to exercise
good judgement and to seek out advice from the Human Resources Division when
required. The steps to be taken if you suspect that an employee is impaired will
depend on the behaviour exhibited or the circumstance surrounding the suspicion.
Which of the following is not a step a supervisor should take with a suspected
impaired employee?

A. Remove the employee to a private and safe location and seek an explanation for the behaviours or
circumstances. Ask the employee if they consumed alcohol or cannabis, has taken drugs, or is on any
medication, If the employee says no to substance use, ask if there are any other reasons explaining
why they may be behavingin the manner that they are
B. If it is necessary to remove the employee from the workplace, the employee shall drive themselves
home
C. If there is reasonable cause to suspect that an employee holding a safety-sensitive position is
impaired by alcohol or drug use (including medications), the employee must be immediately
removed from duty
D. Document the employee’s behaviour, the circumstances, and the employee’s responses

Answer 5

B. If it is necessary to remove the employee from the workplace, the employee shall drive themselves home