Scenario 1 The Federal Transportation Safety Board recently stated that Provincial Ferries Inc., 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. 1. 2. Refer to Scenario 1. There are many actions the HR Manager can take. What would be an important step in dealing with this situation? a. establish policies and procedures to support whistle blowers b. adopt discrimination prevention policies and practices c. ensure valid and reliable drug and alcohol testing d. educate management on drug and alcohol testing procedures Refer to Scenario 1. What two types of legislation are particularly important in this situation? a. the Employment Equity Act and the Canadian Charter of Rights and Freedoms b. provincial human rights laws and workers compensation acts c. the Canada Labour Code and the Canadian Human Rights Act d. provincial human rights law and public transportation legislation 3. Refer to Scenario 1. In this situation, what legally protected ground would mandatory employee drug testing be violating? a. health and safety b. mental and physical disability c. there is no violation d. workplace substance abuse Refer to Scenario 1. What type of drug and alcohol testing is acceptable? a. pre-employment drug and/or alcohol testing where employees operate heavy equipment b. random drug testing where included in company policy manual c. random alcohol testing of employees in non-safety-sensitive positions if testing is also carried out for ALL employees of the ompany d. random alcohol testing of employees in safety-sensitive positions where drug or alcohol is established as a problem 5. 6. 7. d. random alcohol testing of employees in safety-sensitive positions where drug or alcohol is established as a problem Refer to Scenario 1. Which of the following legal and ethical best practices are NOT permissible in dealing with substance abuse in the workplace? a. drug and alcohol policies b. training and education for managers and employees c. confidential channels to access assistance d. drug and alcohol testing Refer to Scenario 1. Which ethical issue is particularly relevant to drug-testing methods? a. privacy b. discrimination c. addiction d. costs Refer to Scenario 1. According to the Canadian Human Rights Act, which of the following does NOT qualify as a prohibited ground for discrimination? a. physical or mental disability b. an employer's perception that a disability makes an individual unfit to work c. a previous drug or alcohol problem d. excessive drinking of alcohol 8. Refer to Scenario 1. All of the following are proactive measures to address workplace drug and alcohol problems, EXCEPT which one? a. introducing an employee assistance program and/or health promotion program b. training staff to identify a person's state of impairment c. training supervisors to confront employees about substandard performance that may be drug or alcohol related and offer help through the Employee Assistance Program d. taking disciplinary action by terminating employment if employee's substance abuse behaviour continues