PowerPoint Presentation

[image] s.E.s.L. LIMITED MAXIMUM SECURITY.

PURPOSE To establish a procedure for the protection of employees from Substance Abuse at S.E.S.L LTD, to ensure their safety and well-being, as well as the safety and well-being of their fellow colleagues. INTRODUCTION Smoking, drugs, and alcohol abuse in the workplace represents a threat to a safe working environment for all employees. As a result, these activities are prohibited from all S.E.S.L LTD Sites and clients premises. Regulations for the benefit and protection of the rights and health of our human resources and physical assets are necessary. Therefore S.E.S.L Ltd has put into effect its No Smoking Policy, New Hire Substance Abuse Policy, as part of its Substance Abuse Policy. The purpose of these policies is not to restrict freedom of choice but to, Clear the air for a healthy working environment. Reduce damage to company’s property. Protect the client Identify if any employees as needed with substance abuse. Protect our employees from substance abuse. Protect the company’s image.

Drugs for the purpose of this policy includes all drugs and narcotics restricted by law as to their possession or use, along with synthetic or ‘designer’ drugs that have not been so regulated yet are capable of adversely affecting employee safety or work performance. Drugs also include prescription drugs used in an abusive or intoxicating manner. Persons under medical care shall discuss the potential side effects of prescribed medication with their physician and with their Supervisor, who will inform the HR department. SCOPE This policy highlights three sections: The No Smoking Policy The New Hire Substance Abuse Policy The Substance Abuse Policy DEFINITIONS Alcohol: Ethyl alcohol, or ethanol, is an intoxicating ingredient found in beer, wine, and liquor. Alcohol is produced by the fermentation of yeast, sugars, and starches. Drug: A drug, broadly speaking, is any substance that, when absorbed into the body of a living organism, alters normal bodily function. Prescription Medication: A prescription medication is a licensed medicine that is regulated by legislation to require a medical prescription before it can be obtained..

Drug/Alcohol Test: Is the technical analysis of a biological specimen- for example, Breath and Urine – to determine the presence or absence of specified parent drugs or their metabolites. S.E.S.L uses a minimum of a 7 point urine drug test that must include Cannabinoids (THC, Marijuana)Benzolecgonine (Cocaine) Opiates (Heroin) and a breath Alcohol test, with a zero tolerance standard. High-Risk Period: Public Holidays, times of celebration (Carnival, Christmas, New Year’s etc.) and any time identified as such by management. Smoking: the act of inhaling and exhaling the fumes of burning plant material. A variety of plant materials are smoked, including marijuana and hashish, but the act is most commonly associated with tobacco as smoked in a cigarette, cigar, or pipe. Tobacco contains nicotine, an alkaloid that is addictive and can have both stimulating and tranquilizing psychoactive effects. B.A.T: Breath Alcohol Technician.

PROCEDURE The NO Smoking Policy 1. There shall be absolutely NO Smoking on S.E.S.L. Compound sites and Clients premises except in the Designated Smoking Areas. 2. No person at any point in time should have in their possession any drug, device, or accessories for the purpose of smoking or otherwise, or use any drug, device accessories for the purpose of smoking or otherwise, while on S.E.S.L. Compound and Clients premises or while representing such. 3. No smoking includes, any act of placing a device or substance into your mouth for the purpose of smoking and are not limited to cigarettes, Hemp, Cigars, Vaping, use of a pipe Etc. New Hire Substance Abuse Policy 1. The New Hire Induction Procedure requires All new employees to complete a full medical screening and Seven point drug test which includes Cannabinoids (THC, Marijuana), Benzoylecgonine (Cocaine) Opiates (Heroin), and a breath alcohol test prior to the commencement of work by a PLEA Drug and Alcohol Approved Laboratory (ATTACHMENT 1) to ensure the employee is Fit to Work. This certificate is required on the day of their induction..

2. PLEA Drug and Alcohol Approved Laboratory (ATTACHMENT2) or internal testing will be performed. Failure of any of these tests will deem the individual ineligible for hire. SESL also can perform random drug testing internally during employment. (ATTACHMENT 3) Substance Abuse Policy 1. Random in house Drug and breath alcohol tests will be coordinated by the HSE Department (ATTACHMENT 3) on employees upon request by a Client as well as Management Official of S.E.S.L. Ltd, once verbal consent is obtained. If written consent is demanded, then the Consent to Drug and/or Alcohol Testing Form (SESL 07-01-01) will be applied. Refusal to undergo the examination will result in corrective action being considered according to the Disciplinary Policy and Procedure (SESL- 01-08) 2. Any employee in possession of alcoholic beverages, narcotics, drugs, or suspected of being under the influence of same, may be required to take a drug and/or alcohol test. If positive the employee will be required to do a full screening at their cost on the same day (within 12 hours) or nearest available time by a PLEA Drug and Alcohol Approved Laboratory (ATTACHMENT 1). Failure to do so and positive results will result in prompt disciplinary action. Nevertheless, if the tests are proven negative and verified from the source of the test, the costs shall be abided by the Company and work shall resume as normal..

3. If an employee determines that he has a problem with substance abuse and has come to the employer asking for assistance, the employer will provide the same without discrimination. 4. No employee or person will be searched, or urine drug screen conducted without verbal consent. If written consent is required, then the Consent to Drug and/or Alcohol Testing Form SESL 07-01-01 will be utilized. However, any employee who refuses to submit to a search, urine drug screen or is found in possession, use, or transportation of any illegal substances/drugs will be subject to disciplinary action up to and including discharge from employment. Testing prior to discharge or other disciplinary action is not required in situations where the faculties of the employee are obviously impaired. 5. on a client’s site, Employees are required to follow the Client’s Substance Abuse Policy, which will be conveyed, to them at the Client’s Orientation. Failure to comply could result in immediate dismissal and deem the employee ineligible for re-hire. Mode of Testing Breath Alcohol Testing – Passive and Active/Direct Testing Urine – Multi-Panel Drug Test Cup (Minimum 7 point Drug test).

Breath Alcohol Testing – Passive and Active Testing Breath Alcohol Testing will be done both internally (ATTACHMENT 3) and/or externally (PLEA Drug and Alcohol Approved Laboratory (ATTACHMENT 1)) in accordance to the substance abuse schedule (Please see attached schedule) as well as post-accident/incident/injury or with any suspicion/information of alcohol use..

Classification of S.E.S.L. Employees to be tested: Security Officers Supervisors Firearm Officers Critical Patrol Officers Drivers Treatment of a positive Breath Alcohol Test Result Employees producing a Positive test via passive method will undergo a second test with the active/direct method (Utilizing the Straw). Once the Test is confirmed positive via the Active/direct method the employee will be immediately removed from site. Any employee who produces a positive result will be allowed to be re-tested fifteen (15) minutes after the initial test..

Employees will be removed from site immediately with positive results and will not be able to work at any clients sites until approval is granted by the relevant client’s officials. Positive employees will have to meet with S.E.S.L. Ltd, HR and HSSE Department to discuss moving forward at their nearest convenience. This meeting will be scheduled within 72 hours of positive results. The HR and HSSE Department will come to a decision as to the best steps forward. (ATTACHMENT 2) If determined necessary positive employees will be given counseling either internally or externally. However there must be no discrimination against this employee. Employees will undergo retraining on Substance Abuse, awareness training and all relevant polices. Urine – Multi-Panel Drug Test Cup (Minimum 7 point Drug test) Urine - Multi-panel drug test will be done both internally (see ATTACHMENT 3) and/or externally (see ATTACHMENT 1). This will be done at intervals base on the requests by the client, at random intervals in conjunction with or without BAT testing and/or post- accident/incident/injury or with any suspicion/information of drug use..

Treatment of a Non-Negative Urine - Multi-Panel Drug Test Cup Employees producing a Non-Negative test via Urine – Multi-Panel Drug Test Cup will be immediately removed from site. Any employee who produces a Non-Negative result will be allowed to: 1. Request to do a second test using the direct observation method (where the Technician has to see the sample enter the cup.) At this time a deduction form will be filled out for the cost of the second test but will not be enforced unless a non-negative result appears. 2. If the Second test also produces a Non-Negative result the employees are allowed to request for the sample to be submitted for a GCMS (gas chromatography and mass spectrometry) test. The sample will be submitted to a PLEA Approved Lab (ATTACHMENT 1) to conduct such test. At this time a deduction form will be filled out for the cost of the GCMS test but will not be enforced unless a positive result appears. During the time of the initial test and receiving the results of the GCMS test the employee will not be allowed to return to work. 3. If the GCMS test results come back positive the employee will be responsible for all cost associated with the testing (GCMS + Multi-panel drug test cup.) Any employee who produces a Non-Negative/Positive result for Cannabinoids (THC, Marijuana) – will have the same options as stated above and will be guided by S.E.S.L. Limited Marijuana Policy (SESL-14-AD).

Employees will be removed from site immediately with Non-Negative/Positive results and will not be able to work at any Client’s sites until approval is granted by the relevant Client’s officials. Non-Negative/Positive employees will have to meet with S.E.S.L. Limited HR and HSSE Department to discuss moving forward at their nearest convenience. This meeting will be scheduled within 72 hours of positive results. The HR and HSSE Department will come to a decision as to the best steps forward. (ATTACHMENT 2). If determined necessary positive employees will be given counseling either internally or externally. However there must be no discrimination against this employee. Non-Negative/Positive employees must have submitted a negative result test from a PLEA Drug and Alcohol Approved Laboratory directly to the HR department. No other negative result will be accepted. (ATTACHMENT 1) Employees will undergo retraining on Substance Abuse and all necessary policies before being allowed to return to any location..

Reinstatement to resume Duties at Clients Site. For the employee to be reinstated to work at any of the Clients sites the following actions must be taken: A report must be submitted to the Client officials that will include: 1. Initial test result. 2. Circumstances of test (random, post-accident etc.) 3. Remediation actions (counseling, EAP, education) 4. Negative breathalyzer and a minimum of a 7 point urine multi-panel drug test from S.E.S.L LTD (ATTACHMENT 3) or PLEA Drug and Alcohol Approved Laboratory (ATTACHMENT 1) 5. Approval from the Clients Officials. Training/Awareness S.E.S.L. Limited will provide training/awareness sessions of all its employees working on the client’s sites on a Quarterly basis, on the Substance Abuse Policy, the effects of substances to an individual, Marijuana policy with pre and post-testing..

Managers, Supervisors or team leads to conduct Tool box talks and reminders of substance abuse on a weekly basis and per shift during high risk periods. REVIEW This procedure will be reviewed annually or as is necessary. CONCLUSION This procedure once followed will aim to: 1. Minimize/ eliminate the abuse and dependence of Alcohol and/ or Drugs amongst employees. 2. Enhance the well-being, safety, health, and productivity of employees in the workplace and by extension at home..

NAME: (IN BLOCK LETTERS) SIGNATURE: ID/DP/PP: REGIMENTAL NO. LOCATION: DATE:.

SUBSTANCE ABUSE POLICY ATTACHMENT 1 LIST OF APPROVED LABORATORY SITES LIST OF APPROVED LABORATORY SITES As of the 1st September 2023: PLEA Drug and Alcohol Laboratory Testing Approval Scheme – PLEA.

Name Of Laboratory Approved Site Address Contact Name Company Telephone Company E-mail Life Lab #80-90 Lady Hailes Avenue ,San Fernando Leigh-Anne Koulass Shand 657-1522 ikshand@lifelabltd.com Occumed Limited #7B Church Street Point Fortin Vedesh Balgobin 306-0553 vedeshb@occumedltd.com Occupational Medical Providers Ltd #74 Southern Main Road, Couva Dr. Clint Ramasir 221-9488 info@omp-ltd.com chantelle@omp-ltd.com Premier Specialty Clinic Ltd #26 Southern Main Road, California Meera Ramjit 348-6266 info@pscltt.com St Augustine Medical Lab 143 Eastern Main Road, St Augustine Dr. Balmiki Ramsaran/ Ms. Rodia Hoosain 663-2387 ramsaranstaml@gmail.com Victoria Health & Wellness Centre #14 Guppy Street, Vistabella San Fernando Roma Ajodha Seebaran 652-8334 romaseebaran@victorialaboratories.com Dr. Dion Carter #1 Pointe-a-Pierre Road San Fernando Dr. Dion Carter 653-0291 dr.dcarter@yahoo.com.

SUBSTANCE ABUSE POLICY ATTACHMENT 2 ROLES AND RESPONSIBILITY.

4. Must ensure that there Divisional Manager is notified. 5. Fill position on client’s site immediately as to not cause any delay in service. Divisional Managers: 1. Must ensure that BAT testing is conducted as per the schedule stated in the Substance abuse policy. 2. Must ensure that a Non-Negative/Positive employee is removed immediately from location. 3. Fill position on client’s site immediately as to not cause any delay in service. 4. Ensure that the employee is escorted home and should not be allowed to utilize a vehicle. 5. Must make contact with the HR department..

Human Resources: 1. Must ensure that BAT testing is conducted as per the schedule stated in the Substance abuse policy, randomly and after any accident/incident/injury or with any suspicion/information of drug or alcohol use. 2. Must ensure that if any person should test Non-Negative/Positive, is removed from the location immediately. 3. Must ensure that all relevant persons in dealing with this matter are contacted while keeping the employees confidentiality. 4. Offer assistance without discrimination if employee is identified as an abuser of drug or alcohol. 5. Organize Retraining for the employee in all necessary policies before being allowed to return to any location. 6. Send correspondence to the client’s officials of the incident, actions taken, mitigation methods in place, the welfare and rehabilitation of the employee and request reinstatement of the employee..

Health Safety Security Environmental: 1. Must ensure that BAT testing is conducted as per the schedule stated in the Substance abuse policy, randomly and after any accident/incident/injury or with any suspicion/information of drug or alcohol use. 2. Must ensure that if any person should test Non-Negative/Positive, is removed from the location immediately. 3. Retrain the employee in the Substance Abuse policy and all necessary policies before being allowed to return to any location. 4. Offer assistance without discrimination if employee is identified as an abuser of drug or alcohol. 5. Will furnish the CEO with a report, trend analysis and recommendations.

SUBSTANCE ABUSE POLICY ATTACHMENT 3 BAT/URINE SAMPLE COLLECTION TRAINED PERSONNEL.