Alcohol and drugs in the workplace

Date modified: June 6, 2026

1. Purpose

Boulart is committed to maintaining a healthy and safe workplace. The Company takes all necessary measures to protect the health, safety, and physical and psychological well-being of its employees.

This policy applies to all Boulart employees, regardless of employment status. Its purpose is to ensure that all employees report to work and remain fit for duty throughout their entire work shift.

2. Scope

This policy applies to all Boulart employees, regardless of employment status.

3. Policy Statement

The use of drugs, alcohol, cannabis, or certain medications may impair cognitive abilities, including motor skills, coordination, judgment, alertness, and concentration.

4. Definitions

Fit for Duty

A physical, mental, and psychological condition that enables an employee to perform their duties safely without posing a risk to themselves or others.

Impairment

A condition resulting from the use of alcohol, cannabis, drugs, medications, or any other substance that may affect physical or cognitive abilities.

5. Employee Expectations

Employees are expected to:

• Read, understand, comply with, and adhere to this policy at all times.
• Report to work fit to perform their duties throughout their entire shift.
• Perform their work with due care and diligence.
• Take all reasonable precautions to protect their own health, safety, and physical and psychological well-being, as well as that of other persons present in or around the workplace.
• Inform their manager or Human Resources of any prescribed or over-the-counter medication that may impair alertness, coordination, judgment, or the ability to work safely.

The following are prohibited:

• Reporting to work while impaired.
• Consuming alcohol or drugs during working hours.
• Possessing, distributing, or selling illegal drugs on Company premises.
• Using cannabis on Company premises or during working hours.

6. Reporting and Complaint Handling

Any employee who observes behaviors, signs, or situations that may compromise workplace safety must immediately report them to their supervisor or Human Resources.

In the event of a report, Boulart is committed to:

• Respecting the privacy rights of the individual concerned and maintaining confidentiality to the extent permitted by law and necessary to manage the situation.
• Taking reasonable measures to develop practices and actions that appropriately address the situation.
• Ensuring that policies and practices are applied in a fair and non-discriminatory manner.

Signs That May Warrant Intervention

• Smell of alcohol or alcohol on the breath.
• Unsteady gait or loss of balance.
• Slurred speech.
• Red or glassy eyes.
• Abnormally dilated or constricted pupils.
• Excessive drowsiness.
• Slowed reactions.
• Unusual behavior.
• Confusion or disorientation.
• Lack of coordination.
• Unusual errors or unsafe behaviors.

7. Roles and Responsibilities

All managers and Human Resources personnel are responsible for enforcing this policy.

Managers are responsible for ensuring that employees are fit to perform their duties safely and comply with workplace rules, procedures, and safety requirements.

If a Manager Believes an Employee Is Impaired

A manager who witnesses or has reasonable grounds to believe that an employee is impaired and unable to safely perform their duties must:

• Immediately remove the employee from their work duties and explain the reasons for the action.
• Notify Human Resources.
• Conduct an appropriate review and assessment of the situation while maintaining discretion and confidentiality.
• Inform the employee that appropriate measures may be taken based on the findings of the review and investigation. Depending on the circumstances, the employee may be removed from work while the situation is being assessed, in accordance with Company policies and applicable laws.
• Ensure that the employee leaves the workplace safely (e.g., taxi, family member, or other safe transportation).

Safety-Critical Positions

Employees working in safety-critical positions must be fit for duty at all times. Any situation suggesting possible impairment will result in the employee being immediately removed from their duties until the situation has been assessed.

Positions considered safety-critical include:

• Forklift operators
• Electromechanics, electrical technicians, and welders
• Machine operators
• Employees performing lockout/tagout activities
• Employees working at heights
• Employees operating mobile equipment or lifting equipment

8. Disciplinary Measures

Failure to comply with this policy may result in administrative or disciplinary action, up to and including termination of employment, depending on the severity of the circumstances.

9. Resources

Boulart encourages any employee who is experiencing substance dependency issues or who believes they may be at risk to seek assistance from their supervisor, the Human Resources Director, or the Quality and OHS Director. Any voluntary request for assistance will be treated confidentially and with respect.

The inConfidence Employee and Family Assistance Program (EFAP) provided by Medavie Blue Cross is a confidential resource available to all employees and their immediate family members.

Employee and Family Assistance Program (EFAP)

To register for the EFAP, visit: inConfidence | Medavie Blue Cross.

24/7 Crisis Support Line

1-855-933-0103

Employees may also access support through their physician, pharmacist, local community health centre (CLSC), or a specialized addiction treatment and rehabilitation service.