Workplace Impairment

1. Workplace Impairment <insert facilitator’s name> <insert date>

2. About this sample PowerPoint: • Slides are created in an accessible format • Slides may benefit from formatting with your corporate/Ministry slide background and logos • Please feel free to revise these slides to fit the needs of your team

3. Agenda • Meeting Objectives and Learning Agreement • What is Impairment? • Why does it matter? • Safety Sensitive Positions • Impaired by … ? Cannabis and other substances and conditions • Support for Problematic Substance Use • MyHR resources

4. Meeting Objectives At the end of this meeting, we should have a common and shared understanding of: • Expected workplace behaviour • Workplace impairment • Our shared responsibility for workplace safety • Where to find information and access services

5. Learning Agreement • Actively contribute to achieving the meeting objectives • Only share your own stories • Respect the privacy of others • Be empathetic and respectful • Questions are good

6. What is impairment? • What does workplace impairment mean to you? • What would it look like? • What might cause employees to be impaired?

7. Not Just Drugs or Alcohol What product could this warning below refer to? When using this product: • Marked drowsiness may occur • Avoid alcoholic drinks • Alcohol, sedatives and tranquilizers may increase drowsiness • Be careful when driving a motor vehicle or operating machinery • Excitability might occur, especially in children

8. Not Just Drugs or Alcohol • In the BC Public Service, 29% of men & 35% of women don’t get the recommended amount of sleep for their age and family status

9. Why does impairment at work matter? • If you were impaired at work, how would your job ability be affected? • If others on the team were impaired, how would that affect you? • What’s the risk to the workplace and the public service if employees are impaired?

10. Safety-sensitive positions • Safety-sensitive positions are ones where impaired performance (for whatever reason) may result in a significant incident affecting the health or safety of employees, clients, the public, property or the environment. If you don’t have any safety sensitive positions at your workplace, please remove this slide

11. BC Public Service - Corporate Values Integrity Curiosity, Service, Passion, Teamwork, Accountability & Courage

12. Oath and Standards of Conduct

13. BC Public Service - Standards of Conduct The Standards of Conduct have been updated: Employees must conduct themselves professionally, be fit for duty and be free from impairment (for example: from alcohol or drugs)

14. Fit for Duty A physical, mental and emotional state that enables employees to perform their job tasks competently and continuously in a manner which does not compromise the integrity of the BC Public Service or create a safety hazard to themselves or others

15. Addition to HR Policy 4 “Disclosure or Observation of Impairment” Summary: • Employees must report impairment to their supervisor prior to attending, commencing or continuing work • Supervisor will then assess the employee’s fitness for duty

16. Addition to HR Policy 4 “Disclosure or Observation of Impairment” Summary: • Employees who are impaired and present a safety risk to themselves or others must not stay at the workplace • Employer must not allow an impaired worker who who may endanger themselves or other at the workplace

17. Addition to HR Policy 4 “Disclosure or Observation of Impairment” • WorkSafeBC’s Occupational Health and Safety Regulation requires employees who are impaired for any reason, including but not limited to the use of legal substances, to report the fact they are impaired to their supervisor. • Employees must report impairment to their supervisor prior to attending, commencing or continuing work; the supervisor will then assess the employee’s fitness for duty.

18. Addition to HR Policy 4 “Disclosure or Observation of Impairment” • The Occupational Health and Safety Regulation also prohibits supervisors from assigning employees to activities where a reported or observed impairment may create an undue risk to the worker or anyone else. • The employer must not knowingly permit a person to remain at any workplace while the person's ability to work is affected by alcohol, a drug or other substance so as to endanger the person or anyone else.

19. A Look at Cannabis - Effects • Impacts the brain – causes cognitive & performance deficits • Decreases attention, concentration, reaction time • Impacts judgment, decision making, risk taking, impulsivity • Causes sensory distortion, reduced working memory • Increases chronic health conditions • Increases risk of psychotic mental disorders (particularly in people under age 25 years) Is cannabis addictive? 10% Risk of Addiction

20. About Cannabis Impairment • Cannabis impairment varies depending on the person, the strain, and the situation. • Average amounts of “THC” in cannabis (the ingredient that creates “high”) have increased substantially:

21. Cannabis – Intoxication vs. Impairment • Intoxicationeffects of cannabis can be felt immediately after smoking, vaporizing or dabbing: • May last up to 6 hours or longer. • If you eat or drink cannabis, effects can occur within 30 minutes to 2 hours; may last up to 12 hours or longer • Impairmentlasts longer; may last for more than 24 hours after cannabis use • Attention, concentration, inhibition & impulsivity may be impaired up to 20 days after use

22. Support for Substance Use Disorders • These include counselling and other services offered by Employee and Family Assistance Services • Occupational Health Program • Substance Use Disorder Treatment Funding program

23. MyHR Resources • Impairment in the Workplace • Impairment in the Workplace • Questions and Answers for Managers/Supervisors • Questions & Answers for all Employees • AskMyHR