Concern for the health, safety and well being of our employees, our customers and the public will continue to be a major commitment of Condor. The Company recognizes alcohol and drug abuse as a health, safety and security problem. Condor expects all employees to assist in maintaining a work environment that is free of alcohol and drugs.
The use, possession, concealment, transportation, promotion, sale or consumption of alcohol, illicit drugs or the misuse of prescription or “over-the-counter” drugs paraphernalia and similar items used for substance abuse is prohibited on Company premises or Company work sites. Further, this policy applies to circumstances deemed by the company to present a serious risk to the interests of Condor in terms of employee and public safety, the Company’s financial integrity, the security and safety of its property or the protection of its public reputation.
The use of alcohol or drugs to a degree which may affect safety, job performance or impair health will be treated as a “major infraction” of Company policy and will be cause for disciplinary action.
POLICY AND IMPLEMENTATION
All employees are to perform assigned tasks to the standards set forth in their respective job descriptions. No person will be allowed to work or to remain on Company premises or work sites whenever there is reasonable cause to believe that person has consumed alcohol, has ingested illicit drugs or is improperly using prescription or “over-the-counter” drugs. For purposes of this policy, reasonable cause shall mean any observation of impaired motor skill proficiency, impaired judgment, or unusual conduct or any reliable information provided to the Company of such consumption either at work or an inappropriately short time prior to reporting to work.
Any employee taking a legal drug or medication which is known to possibly affect or impair judgment, coordination or perception so as to adversely effect the ability to perform work in a safe and productive manner must notify his/her manager prior to engaging in Company business. The supervisor will determine whether the individual may remain at work or whether work restrictions are required.
Employees reporting to work:
- Will be sober and fit for duty
- If under the influence of alcohol or drugs, must advise their manager accordingly upon reporting for work, or when contacted to work on an emergency or other unscheduled basis
- If perceived to be under the influence of alcohol or drugs will be immediately removed from the workplace and evaluated by the department manager
- If unfit for duty, the employees condition will be noted and will result in disciplinary action.
Employees that are contacted to report for work for an emergency or other unscheduled reason must in addition to the above, advise the person contacting them if they are under the influence of alcohol or drugs or otherwise unfit for duty.
An employee who displays evidence of alcohol or drug consumption while in a position involving public contact or whose duties impact on his/her safety or the safety of others will be removed from the workplace and will be subject to disciplinary action.
Off duty consumption of alcohol and drugs to the point that they adversely affect an employee’s job performance, or which could jeopardize the safety of other employees, Condor’s customers, the public or company property is proper cause for disciplinary action including termination of employment.
It is recognized that for any alcohol and drug offenses, absolute confidentiality must be preserved. Condor will exercise the highest care and precaution to protect the confidentiality of any employee disciplined under this policy in a manner that respects the dignity and privacy of the individual.
ADMINISTRATION
The company reserves the right to temporarily remove, reassign, or suspend any employee pending a determination of fitness for work, safety risk, assessment of a substance abuse problem or completion of an investigation into a possible violation of this policy.
It is incumbent upon the persons organizing company social events to conduct the event in a manner that promotes moderation (through control of the duration of beverage service or other means) and is in keeping with the integrity, security and safety of Condor and its employees and customers.
Alcohol and Drug Testing
Because Condor business is extremely safety-sensitive any employee may be required to undergo an alcohol or drug test prior to or during commencement of work in which they are scheduled to be involved. All new employees as well as all employees returning from vacation may be required to undergo an alcohol and drug test. When pre-placement testing is performed, employment at Condor is conditional on a negative alcohol and drug test.
Employees may be required to undergo substance testing under the following additional circumstances:
a) The employee is involved in an on the job accident, near miss or incident regardless of whether any persons sustained injury.
b) Where a supervisor has reasonable cause to believe an employee has acted in contravention of this policy.
c) When required in the ordinary course of business as stipulated in a contract between Condor and a customer.
d) During or after a rehabilitation program for a period of up to twenty-four months.
e) As and when requested by the federal or provincial statutes, regulations or orders.
f) Annually, semi-annually, periodically or site specific when due to the nature of sensitive work assignments of employees whose job duties could affect personal, co-workers, public and environmental safety.
g) The Company will perform tests of all employees, randomly, periodically and for reasonable cause.
An employee who:
a) Fails to report at a company designated facility for an alcohol test
b) Refuses to submit to an alcohol and drug test
c) Tampers or attempts to alter a test sample
is in violation of this policy and subject to disciplinary action including termination of employment for cause.
NOTES:
Transport Canada approved repair stations are not required to have a drug policy in place.
Condor Aircraft has decided to take this responsibility on its own for the safety of employees and customers.
As per FAA regulations provisions of drug testing policy shall not apply “outside the territory of the United States”.
All Drug and Alcohol testing and support will be conducted by:
Starpoint Health Corp.
Occupational Health & Medical Clinic
202, 3716 – 61 Ave. SE
Calgary, Alberta T2C 1Z4
PH: 403-236-8400 F: 403-206-7763
www.starpoint.ca