Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
-Refer to Scenario 8-1. As the HRM, what are the three types of legislation that require clear policies in dealing with substance abuse and selection?

Question

Quizplus · Accepted Answer

Clear policies for substance abuse and selection are required by health and safety legislation to ensure a safe workplace, human rights legislation to protect employees from discrimination and harassment, and privacy legislation to protect employees' personal information. All of these types of legislation are relevant to dealing with substance abuse in the workplace. Employment equity and labour legislation may also be relevant, but they are not specifically mentioned as required for clear policies related to substance abuse and selection. Constitutional, criminal, and civil legislation may also be relevant, but they do not specifically pertain to HR policies and procedures related to substance abuse and selection. Similarly, employment standards legislation may be relevant, but it does not specifically address substance abuse and selection.

Scenario 8-1 The Federal Transportation Safety Board Recently Stated That Provincial Ferries