1. POLICY

1.01 CCNM is committed to providing a smoke-free and vape-free environment for all employees, students, residents and visitors.

1.02 CCNM complies with external program requirements (where applicable), and supports employee and student well-being

1.03 CCNM has a general interest in the well-being of its community. What employees and students do in their private lives is generally outside the scope of this policy. However, CCNM may have a responsibility to address substance use outside of work if the conduct of an employee or student affects their work, interferes with the activities of other College stakeholders, interferes with the safety of the CCNM community, or brings the College into disrepute.

1.04 CCNM will not tolerate, and will take action against, the unlawful manufacture, distribution, dispensation, possession or use of a Controlled Substance on College Property by any employee or student, or by any employee or student while conducting College business.

2. SCOPE

2.01 This policy applies to all employees, students, faculty, residents, and visitors of CCNM.

3. DEFINITIONS

3.01 “CCNM Property” means any property owned or controlled by CCNM, where applicable.

3.02 ‘Substance(s)” means all substances included in Schedules I, II, III, IV or V of the Controlled Drugs and Substances Act, tobacco, cannabis, and alcohol. For the purposes of this policy, this includes substances that impair an individual’s ability to perform work safely even when used lawfully.

3.03 ‘Smoking” includes inhaling, exhaling or holding lighted Substances (whether recreational or medicinal).

3.04 “Vaping” means holding, inhaling, or exhaling vapour from an electronic cigarette or cannabis vape.

3.05 “Impairment” means a condition in which a person’s physical or mental abilities are reduced due to Substance use, such that their ability to perform work safely is impeded or reasonably thought to be impeded.

4. RESPONSIBILITIES

4.01 Employees are responsible for:

• I. Reporting to work, including off-site College activities, in a condition that allows them to perform their jobs professionally, safely and perform fit for duty.
• II. Ensuring that Substances used outside of working hours do not impair their ability to perform duties during work hours.
• III. Notifying their supervisor within five days of any criminal drug-related conviction.

4.02 Managers are responsible for:

• I. Enforcing this policy in a reasonable, fair, and consistent manner.
• II. Informing Human Resources if there is a reasonable concern about an employee’s Impairment.
• III. Ensuring that employees who are Impaired are not permitted to continue working where there is a reasonable concern that safety may be compromised.

4.03 Human Resources are responsible for:

• I. Communicating the policy to all employees during Orientation and ongoing policy distribution.
• II. Supporting managers and supervisors in addressing situations involving employee Impairment, including providing guidance on appropriate actions and available resources.
• III. Being involved in the investigation and management of any violations of this policy, including ensuring that appropriate procedures and disciplinary processes are followed.

4.04 Academic Department is responsible for:

• I. Communicating the policy to all students during Orientation.
• II. Informing Security, Human Resources, and/or management (as applicable), if there is reasonable concern about student or faculty Impairment.

4.05 Students are responsible for:

• I. Reporting to College activities not Impaired and in a condition that allows them to perform professionally and safely.
• II. Ensuring that their own behaviour and work performance remains appropriate while engaging in College activity and is not affected by excessive alcohol consumption or misuse of Substances.
• III. Notifying the College within five days of any criminal drug-related conviction.

4.06 The Senior Leadership Team (SLT) of the College will on a biennial basis review this policy and program to determine its effectiveness and implement any needed changes.

• Relevant departments of the College will ensure that any disciplinary sanctions under this policy are consistently enforced.

5. PROCEDURES

5.01 Smoking, vaping, or the consumption of alcohol is prohibited on CCNM Property, except where explicitly permitted under approved College processes or designated areas (if applicable).

5.02 Where any employee, student, resident, or visitor is found to be smoking, vaping, or consuming alcohol in violation of this policy:

• I. The individual must be directed to cease the activity immediately
• II. CCNM Security and/or management must be notified as soon as reasonably possible to ensure the situation is addressed appropriately, documented and any required follow-up actions are initiated

5.03 During the employee orientation, the Human Resources Department will inform all employees of this policy.

5.04 Where an employee, student, resident, or visitor is suspected or found to be Impaired while on CCNM property or participating in CCNM activities:

• I. The individual must not be permitted to continue working, studying, or participating where safety may be compromised
• II. CCNM Security and/or management will be notified immediately
• III. Appropriate steps will be taken to ensure the immediate safety of the individual and others, safe transportation or removal from the premises if required.

5.05 Further violation of this policy may result in disciplinary actions up to and including termination or dismissal.

6. STANDARDS OF CONDUCT

6.01 Employees and students who may be having difficulty with alcohol and/or drugs are encouraged to seek appropriate counselling. CCNM will, when required, educate its students and employees on the health risks associated with the use of various Substances and will refer employees and students to appropriate counselling and treatment programs through the Employee Assistance Program and the Student Counsellor. Assistance is available through the health plans for CCNM staff and students.

6.02 For a description of the health risks associated with the use of Substances please refer to the Mental Health and Addiction Index on the CAMH website: camh.ca/en/health-info/mental-illness-and-addiction-index.

7. LEGAL SANCTIONS

7.01 Various federal and provincial laws prohibit the possession, distribution, and/or use of controlled substances. The legal drinking age In Ontario and British Columbia is 19. Ontario law prohibits the sale of alcoholic beverages except by those licensed to sell such beverages. The operation of a vehicle while under the influence of alcohol or other Substances is a violation under Canadian law.

7.02 Cannabis (marijuana), whether used for recreational or medical purposes, is governed by federal and provincial legislation. While recreational cannabis is legal in Canada, its use is restricted in workplaces and prohibited in enclosed workplaces, and may be prohibited in public places under applicable provincial legislation.

7.03 CCNM will comply with applicable human rights legislation regarding the accommodation of individuals authorized to use medical cannabis, to the point of undue hardship.

Related Policies

• NA

Legislation, standards, and regulations

• Controlled Drugs and Substances Act (Canada)
• Occupational Health and Safety Act (OHSA)
• Smoke-Free Ontario Act, 2017 (SFOA)
• Occupational Health and Safety Regulation (BC)
• Workers Compensation Act (British Columbia)