Today, one of the foremost issues my clients see in their workplaces is the prevalence of prescription drugs. They want to know: how do I monitor my workforce for legal drug use, and how do I put that into my company policy? Reasonable suspicion testing is a leading indicator, meaning it plays an important part in impacting future behavior. Rather than using lagging indicators to measure occupational health and safety outcomes, it is a preventative approach.
Every great business, has a great team behind it. Jamie Jamison started her SureHire career nearly 6 years’ ago as SureHire’s first ever Accounts Administrator. Jamie’s passion and relentless desire to grow led to many opportunities throughout the company. Read on to learn more about Jamie:
When we send a worker into an exposed zone, we put them at risk. Long-term health problems are very expensive to employers. Increased health insurance costs, increased Workers' Compensation claims, hiring and turnover costs, damage to company reputation, and much more damages an employer's bottom line when attention is not paid to leading indicators in lung health.
Driving is one of the highest risk activities an employer ever requires employees to undertake. Unlike a stationary position or a routine task, the types of drivers and other vehicles sharing the road with your employees are not under the supervision of the employer. As a result, organizations have started implementing driver safety programs that support employers in feeling confident they are able to hire the most resourceful, receptive, and qualified candidates.
Though there is much to be deliberated on the subject of legalized cannabis regulation, one thing is clear: the danger of a positive test result. A TPA can provide a neutral environment in which employees can learn and ask questions outside the presence of supervisors and management. Like strategy, capital and talent recruitment are pertinent to your business plan, if your policy is up-to-date and reflects your safety goals, you will have success.
A recent 2018 arbitration decision found that allowing an employee who was using medical marijuana every evening to work in a safety-sensitive position was an undue hardship on the employer.
The WCB system is heavily legislated and can be complex to navigate. The process varies from province to province. A firm understanding of policies, the industry, tribunals, and the internal practices of Worker’s Compensation Boards is necessary to give you the best chance to successfully have requests approved..