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Contact Info /h4>
Emergency Contact Information
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Fines and Citations Policy
All Inspections, Citations, Tickets, Fines and any other interaction with enforcement agencies MUST be submitted to the Company IMMEDIATELY, no later than at the end of the trip during which they were incurred.
The Driver agrees that the Company will handle ANY Federal and Provincial Offense matters, in a manner which will benefit both the Company and the Driver.
The Driver agrees that the Company will have final authority to make the selection of a Legal Representative (including but not limited to an agent, paralegal or lawyer) to represent the Driver and/or Company in all Federal and Provincial Offense matters.
The Driver agrees that based on the initial discussion between the Company and the Driver, and any other evidence, the Company will decide whether they will proceed with challenging the offence(s), or paying the fine(s), depending on the severity of possible ramifications including conviction(s), CVOR or Driver License points, and any associated costs and/or financial penalties.
In each individual instance, it is agreed that the Company and its Legal Representative will determine whether the offense should be resolved (reduced to a lesser charge or to a lower loss of CVOR or Driver’s License points) or go to trial, based on the evidence at hand and on the opinion of the likelihood of success.
The Company will discuss each matter with the Driver during the process of the case, keeping the Driver informed of the progress, evidence, possible resolutions or whether no resolutions are available.
I, The Driver, understand that fees, fines and/or any other expenses paid in relation to offenses will be deducted from my pay as outlined and required by the Company.
Acknowledgement and Agreement
I, acknowledge that I have read and understand the Citations and Fines Policy of Target Traders Inc. I agree to adhere to this policy and will ensure that employees working under my direction adhere to this policy. I understand that if I violate the rules set forth by this policy, I may face disciplinary action up to and including termination of employment.
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Substance Abuse Policy (Drug and Alcohol)
The UNITED Group of Companies is committed to the health and safety of its employees and has adopted this policy to communicate its expectations and guidelines surrounding substance use, misuse, and abuse.
Employees under the influence of drugs or alcohol on the job can pose serious health and safety risks to both themselves and their fellow employees. To help ensure a safe and healthy workplace, UNITED Group of Companies reserves the right to prohibit certain items and substances from being brought on to or present on company premises.
Drug: Any substance that has the potential effect of intoxicating its user and/or altering an employee’s ability to perform his or her duties whether obtained legally or illegally. This includes but is not limited to recreational cannabis, cocaine, opiates, and amphetamines.
Drug paraphernalia: Material or equipment used or intended for use in injecting, ingesting, inhaling, or otherwise introducing an illegal or controlled drug, into the human body.
Prescribed Drug: Any drug an employee has been prescribed by a physician and which the employee is in possession of, and is using, lawfully.
Alcohol: Any beverage containing any quantity of alcohol, including, beer, wine, and distilled spirits.
Workplace: Any site at which an employee performs work related to his or her employment with UNITED Group of Companies, including a customer work site or any place an employee is located while acting in his or her capacity as an employee or while representing the organization.
Incident: An occurrence, circumstance or condition that caused significant damage to person, property, reputation, security or the environment. An incident can result from an employee’s actions, or failure to take action.
Near Miss: An occurrence, circumstance or condition that had the potential to cause significant damage to person, property, reputation, security or the environment. A near miss can result from an employee’s actions, or failure to take action.
The following expectations apply to employees and management alike while conducting work on behalf of the company, at the workplace:
1. Employees are expected to arrive to work fit for duty and able to perform their duties safely and to standard;
2. Employees must remain fit for duty for the duration of their shift;
3. Use, possession, distribution, or sale of drugs or alcohol during work hours, including during paid and unpaid breaks, is strictly prohibited;
4. Employees are prohibited from reporting to work while under the influence of alcohol, recreational cannabis and any other non-prescribed drugs;
5. Use and possession of prescribed drugs is permitted during working hours, subject to the terms and conditions of the company’s policies (as outlined below) and all applicable legislation; and
6. Employees are expected to abide by all governing legislation pertaining to the possession and use of cannabis.
An employee required by his or her physician to possess and/or consume a prescribed drug is required to advise their direct supervisor and Human Resources in advance of bringing such prescribed drug to the workplace and/or prior to appearing at the workplace under the influence of such prescribed drug. Once advised the direct supervisor and Human Resources will work with the employee to determine whether the presence or use of the prescribed drug can be accommodated within the bounds of the company’s obligations under applicable health and safety and human rights legislation. Where accommodation includes the employee possessing the prescribed drug in the workplace, the employee will be provided with written permission from the organization for such possession, on the terms and conditions set out therein.
Even in respect of a prescribed drug, failure to advise the company in advance of bringing the prescribed drug to the workplace or attending at the workplace under the influence of a prescribed drug is strictly prohibited and will lead to discipline up to and including the termination of employment for cause.
Roles and Responsibilities
UNITED Group of Companies will:
Clearly communicate expectations surrounding alcohol and drug use, misuse, and abuse;
Maintain a program of employee health and awareness;
Provide a safe work environment; and
Review and update this policy regularly.
Identify any situations that may cause concern regarding an employee’s ability to safely perform their job functions;
Ensure that any employee who asks for help due to a drug or alcohol dependency is provided with the appropriate support (including accommodation) and is not disciplined for doing so; and
Maintain confidentiality and employee privacy.
Abide by the provisions of this policy and be aware of their responsibilities under it;
Arrive to work fit for duty, and remain so for the duration of their shift;
Perform work safely in accordance with established safe work practices;
Avoid the consumption, possession, sale, or distribution of drugs or alcohol at the workplace;
When off duty, refuse a request to come into work if unfit for duty;
Report limitations and required modifications as a result of prescription drugs;
Report unfit co-workers to management;
Seek advice and appropriate treatment, where required;
Communicate dependency or emerging dependency to management or human resources; and
Follow the after-care program, where established.
Suspicion of Impairment
The following procedure may be enacted if there is reasonable belief that an employee is impaired at work:
If possible, the employee’s manager or supervisor will first seek another manager’s or supervisor’s opinion to confirm the employee’s status.
Next, the manager or supervisor will consult privately with the employee to determine the cause of the observation, including whether substance abuse has occurred. Suspicions of an employee’s ability to function safely may be based on an observed violation of this policy, strong circumstantial evidence, or specific and objective observations about the employee’s actions, conduct, appearance or demeanor that would suggest the employee may be impaired. If the employee exhibits unusual behaviour including but not limited to slurred speech, difficulty with balance, watery or red eyes, or dilated pupils, or if there is an odour of alcohol, the employee should not be permitted to return to their assigned duties in order to ensure their safety and the safety of other employees or visitors to the workplace.
If an employee is considered impaired and deemed “unfit for work,” this decision is made based on the best judgement of two members of management and DOES NOT require a breathalyzer or blood test. The employee may be advised that the company has arranged a taxi or shuttle service to safely transport him or her to the home address or to a medical facility, depending on the determination of the observed impairment. The employee may be accompanied by a manager or supervisor or another employee if necessary.
An impaired employee will not be allowed to drive. The employee should be advised if he or she chooses to refuse the company organized transportation and decides to drive his or her personal vehicle, the company is obligated to and will contact the police to make the police aware of the situation.
A meeting may be scheduled for the following work day to review the incident and determine a course of action which may include a monitored referral program as part of a treatment plan.
Post-Incident of Near Miss
Where an employee is involved in an Incident or Near Miss, the employee will immediately be required to cease working. UNITED Group of Companies will perform an initial inquiry to determine what factors may have contributed to the Incident or Near Miss, which may include speaking with the employee. If there is no reasonable explanation for the Incident or Near Miss, the employee may be removed from the workplace pending further investigation.
Possession at Work
Possession of alcohol, drugs, and drug paraphernalia on company property is prohibited. Company property encompasses all company owned or leased property used by employees, including without limitation parking lots, vehicles, lockers, desks, and closets.
Possession of alcohol, drugs, and drug paraphernalia is also prohibited while employees are acting on behalf of the organization off of company premises. This includes attending events as a company representative.
UNITED Group of Companies reserves the right to, with reasonable cause, inspect any and all property on its premises for the presence of drugs. An employee found in possession of a drug in the workplace (save and except a prescribed drugs for which the employee has sought, and obtained, written permission to possess in the workplace), or who refuses to cooperate in an inspection, may be subject to disciplinary action up to and including the termination of employment for cause.
UNITED Group of Companies understands that certain individuals may develop a chemical dependency to certain substances, which may be defined as a disease or disability. Employees are not excused from their duties as a result of their dependencies. UNITED Group of Companies promotes early diagnosis. Any employee who suspects that they might have an emerging drug or alcohol problem is encouraged to seek appropriate treatment promptly.
Where an employee in a safety-sensitive position has a drug or alcohol dependency, the employee is required to disclose their use of drugs and/or alcohol to the company. The purpose of this requirement is to protect the health and safety of all employees in the workplace. Where an employee discloses a drug or alcohol dependency, the employee will be provided with accommodation consistent with the company’s obligations under the applicable human rights legislation. However, such disclosure must occur before an employee is involved in an incident or near miss in the workplace. UNITED Group of Companies places primary importance on deterring similar behaviour by other employees and will terminate an employee for failing to disclose drug or alcohol use in accordance with this policy, unless termination is unjust in all the circumstances.
The company will work with the individual who requests accommodation in an effort to ensure that the measures taken are both effective and mutually agreeable, up to the point of undue hardship. Employees are encouraged to communicate any need for accommodation to their immediate supervisor, and to work with them in addressing the concern.
Employees are encouraged to communicate if they have a dependency or have had a dependency so that their rights are protected and they can be accommodated appropriately. Employees will not be disciplined for requesting help or due to current or past involvement in a rehabilitation effort.
All medical information will be kept confidential by UNITED Group of Companies, unless otherwise authorized by law.
Where an employee uses medical cannabis, it is expected they provide medical documentation reasonable in the circumstances for use by UNITED Group of Companies and abide by the company’s accommodation policy.
Agreement for the Continuation of Employment
The company reserves the right to invoke an agreement for the continuation of employment in accordance with an employee’s commitment to become and remain alcohol- and drug-free. The agreement will outline the conditions governing the employee’s return to the job and the consequences for failing to meet the conditions.
An agreement for the continuation of employment may include a requirement for drug or alcohol testing.
Employees may be subject to disciplinary action up to and including termination of employment for failure to adhere to the provisions of this policy, including but not limited to:
Failure to meet prescribed safety standards as a result of impairment from alcohol or drugs; and
Engaging in illegal activities (for example, selling drugs or alcohol while on company premises).
I, acknowledge that I have read and understand the Substance Abuse Policy (Drug and Alcohol) of UNITED Group of Companies. I agree to adhere to this policy and will ensure that employees working under my direction adhere to this policy. I understand that if I violate the rules set forth by this policy, I may face disciplinary action up to and including termination of employment.
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