Frequently Asked Questions
Does the drug and alcohol online training apply to all Canadian provinces?
Our generic Workplace Alcohol and Drug Training is appropriate for employees and leaders in any industry or organization across Canada. The learning material is consistent with the Canadian Model alcohol and drug policy template. Developed by Canada’s leading alcohol and drug policy expert, Barbara Butler, the course delivers the most current information and today’s best practices for workplace alcohol and drug testing programs and procedures.
My company has operations in the U.S. and must meet DOT Regulations. Does Corridor's training cover this?
Yes. Corridor offers an on-demand DOT version of Workplace Alcohol & Drug Training specifically for supervisors of cross-border drivers and workers. The course provides a detailed overview of the Regulations that guide the U.S. Department of Transportation’s alcohol and drug testing program (Part 40). To purchase the DOT course on-demand, select Workplace Alcohol & Drug Training (DOT) – For Supervisors from the list of available On-Demand Online Training programs. Or contact us for more information on customizing this program for your company.
Does the course include information on medical marijuana?
Yes. Both the employee and supervisor alcohol and drug courses provide an overview of marijuana as a psychoactive substance, including information on medical marijuana and pending legalization legislation. Our courses are continually updated as new information becomes available.
Does the online training cover the Canadian legalization of recreational cannabis?
Yes. Both the employee course and supervisor course provide the latest information on the recent legislation tabled to legalize the use of recreational marijuana. Our drug and alcohol training continues to be updated as new information becomes available.
How often is the alcohol and drug training updated?
Corridor’s generic alcohol and drug training is kept “evergreen” with new information and updates as they occur. We ensure that updates to workplace programs and procedures are integrated appropriately and in a timely manner.
How do I know this training will fit with my company?
Our generic courses provide basic, practical guidance so employees and supervisors understand workplace expectations related to alcohol and drug use. The learning material is designed to complement policies and procedures your company may already have in place by providing the practical “how to” side of policy application in day-to-day work life.
Alternatively, you can take the next step and contact us to learn how we can integrate your company policy and procedures into a customized learning program.
What if my company doesn't have a drug and alcohol policy?
If your company does not have a policy, Corridor’s generic courses equip you with the latest information on typical workplace expectations and responsibilities, including how to handle workplace alcohol and drug situations and testing procedures. Not only will the training support your corporate social responsibility, but it ensures you and your staff understand how and when to address issues in this area so they don’t compromise the safety of your operations.
What can employers do to meet their obligations?
Drug & Alcohol Awareness training is a key component in all Fitness for Duty policies. Organizations should review their existing policies and practices, or develop new ones, to make sure everyone understands their rights and obligations relating to cannabis use and the Human Rights Code.
Corridor’s alcohol and drug training program is designed to educate supervisors on how and when to trigger drug and alcohol testing and ensure employees understand their responsibilities as well as what to expect if sent for testing. Work performance can be impacted by drug use of any kind – alcohol, recreational or medical cannabis, prescription drugs or illegal drugs. The courses provide clear guidelines and resources to understand reasonable cause or suspicion, drug and alcohol testing processes.
Why is compliance important?
The following answer is from the Competition Bureau of Canada.
A well structured compliance program provides a framework for compliance with the Acts. Some of the specific benefits of a credible and effective program may include the following:
- maintaining a good reputation;
- improving a business’ ability to recruit and retain staff—a business with a reputation for compliance is likely to attract higher quality employees and have a better employee retention rate;
- improving a business’ ability to attract and retain customers and suppliers who value companies that operate ethically;
- reducing the risk of non compliance;
- triggering early warnings of potentially illegal conduct;
- allowing a business to qualify for favourable treatment in sentencing, or reducing costs related to litigation, fines, AMPs, adverse publicity and the disruption to operations resulting from a Bureau investigation and/or proceedings before the court;
- reducing the exposure of employees, management and the business to criminal or civil liability;
- educating employees as to the appropriate course of conduct if called upon to provide evidence in the course of an inquiry by the Bureau, or if the company is the target of such an inquiry;
- assisting a business and its employees in their dealings with the Bureau—for example, by identifying contraventions of the Act early enough to request immunity or leniency; and
- increasing awareness of possible conduct in breach of the Act among competitors, suppliers and customers in the market.
What happens if there is a social event after work and someone uses alcohol or cannabis?
Employers have the right to implement policies concerning substances as they see fit. This right extends to the use of substances such as cannabis and alcohol in the workplace.
Does the legalization of cannabis mean that employees can vape, smoke or ingest cannabis in the workplace?
No. The legalization of cannabis does not change the fact that using cannabis in any form before or during working hours will cause you to be unfit for work and is particularly dangerous for workers in safety-sensitive positions. In fact, the Occupational and Environmental Medical Association of Canada (OEMAC) – doctors who focus on health and safety in the workplace – have stated that irrespective of the source of cannabis, any use can lead to impairment which may adversely impact the performance of individuals at work. For this reason, a worker who tests positive for cannabis (THC) will typically face disciplinary action as outlined in their employer’s Alcohol and Drug Policy.
As long as I have authorization for medical cannabis, can I use it on the job as needed?
No. Even though the Cannabis Act allows physicians to authorize cannabis for treatment purposes, its use can cause you to be unfit for work. Cannabis, whether authorized for medical use or used recreationally, is impairing. It can present serious negative impacts on your work performance, cognitive functioning, psychomotor skills and driving skills. Cannabis use, whether recreational or medically authorized affects a wide range of job functions especially where alertness and ability to react swiftly to unexpected situations is needed. A positive test for cannabis (THC) while at work or on call – even if it is being used for medical purposes – will typically be considered an Alcohol and Drug Policy violation.
I’ve heard that CBD products do not contain any THC so they are safe to use at work. Is this true?
No. CBD Products are not THC-free. While the popularity of CBD use for medical purposes is growing, these products will still contain some amount THC. The amount of THC can be anywhere from 0.3% up to 30%. Any products purchased through a Health Canada Licensed Provider, including a legal retail establishment, must be labeled with the CBD and THC content. No matter how it is administered, CBD products with low level THC can still cause THC to get into your blood stream and end up in your brain, causing impairment.
What are the benefits of an effective Corporate Compliance Program?
This question is covered in our Drug & Alcohol online training product line: Employees, Supervisors and Supervisor DOT.
What are the rules for drug testing in Canada?
This question is covered in our Drug & Alcohol online training product line: Employees, Supervisors and Supervisor DOT.
Are there alternatives to drug testing?
This question is covered in our Drug & Alcohol online training product line: Employees, Supervisors and Supervisor DOT.
How can you effectively measure impairment of Cannabis?
This question is covered in our Drug & Alcohol online training product line: Employees, Supervisors and Supervisor DOT.
What are employee’s responsibilities regarding workplace impairment?
This question is covered in our Drug & Alcohol online training product line: Employees, Supervisors and Supervisor DOT.
Does legalization of Cannabis mean employees can be impaired at work?
This question is covered in our Drug & Alcohol online training product line: Employees, Supervisors and Supervisor DOT.
Does the duty to accommodate include medical Cannabis?
This question is covered in our Drug & Alcohol online training product line: Employees, Supervisors and Supervisor DOT.
How far does the duty to accommodate employees using medical cannabis extend?
This question is covered in our Drug & Alcohol online training product line: Employees, Supervisors and Supervisor DOT.
Is there a difference between CBD and Cannabis for the duty to accommodate?
This question is covered in our Drug & Alcohol online training product line: Employees, Supervisors and Supervisor DOT.
Can an employee be fired for using cannabis at work?
This question is covered in our Drug & Alcohol online training product line: Employees, Supervisors and Supervisor DOT.