[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-0-en-105":3,"doc-seo-325212-105":59,"doc-detail-325212-en":130},{"code":4,"msg":5,"data":6},0,"success",[7,13,18,23,28,33,38,43,48,51,55],{"id":8,"doc_module":4,"doc_module_name":9,"category_name":10,"show_sort_weight":11,"slug":12},1,"Document","Story & Novel",90,"story-novel",{"id":14,"doc_module":4,"doc_module_name":9,"category_name":15,"show_sort_weight":16,"slug":17},2,"Literature",80,"literature",{"id":19,"doc_module":4,"doc_module_name":9,"category_name":20,"show_sort_weight":21,"slug":22},4,"Exam",70,"exam",{"id":24,"doc_module":4,"doc_module_name":9,"category_name":25,"show_sort_weight":26,"slug":27},5,"Comic",60,"comic",{"id":29,"doc_module":4,"doc_module_name":9,"category_name":30,"show_sort_weight":31,"slug":32},6,"Technology",50,"technology",{"id":34,"doc_module":4,"doc_module_name":9,"category_name":35,"show_sort_weight":36,"slug":37},7,"Healthcare",40,"healthcare",{"id":39,"doc_module":4,"doc_module_name":9,"category_name":40,"show_sort_weight":41,"slug":42},8,"Research & Report",30,"research-report",{"id":44,"doc_module":4,"doc_module_name":9,"category_name":45,"show_sort_weight":46,"slug":47},9,"Religion & Spirituality",20,"religion-spirituality",{"id":46,"doc_module":4,"doc_module_name":9,"category_name":49,"show_sort_weight":46,"slug":50},"World Cup","world-cup",{"id":52,"doc_module":4,"doc_module_name":9,"category_name":53,"show_sort_weight":52,"slug":54},10,"Lifestyle","lifestyle",{"id":56,"doc_module":4,"doc_module_name":9,"category_name":57,"show_sort_weight":24,"slug":58},19,"General","general",{"code":4,"msg":60,"data":61},"ok",{"site_id":62,"language":63,"slug":64,"title":65,"keywords":66,"description":67,"schema_data":68,"social_meta":123,"head_meta":125,"extra_data":127,"updated_unix":129},105,"en","impaired-at-work-a-guide-to-accommodating-substance-dependence","Impaired at Work - A guide to accommodating substance dependence","","A guidance publication for federally regulated employers on addressing substance dependence in the workplace in a way that aligns with Canadian human rights legislation. It explains that substance dependence is defined as a disability under the Canadian Human Rights Act and outlines the rights and responsibilities of employees, job applicants, employers, unions, and employee representatives. It describes the duty to accommodate, emphasizes respectful and collaborative processes, and provides a structured five-step approach, including recognizing signs, discussing the issue, gathering relevant medical information, accommodating, and follow-up and adjustment.",{"@graph":69,"@context":122},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":35,"@type":76,"position":81},"https://docshare.wps.com/document/healthcare/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/impaired-at-work-a-guide-to-accommodating-substance-dependence/325212/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/impaired-at-work-a-guide-to-accommodating-substance-dependence/325212.png","ImageObject",300,407,{"name":92,"@type":93},"Quinn Holloway","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-27","2026-09-21",true,{"@type":102,"interactionType":103,"userInteractionCount":39},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"What does this guide say substance dependence means under the Canadian Human Rights Act?","Question",{"text":112,"@type":113},"The guide states that dependence on drugs or alcohol is defined as a disability. 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No. HR4-40/2017E-PDF ISSN 978-0-660-07244-9  \nThis publication is available on the CHRC’s website [at: www.chrc-ccdp.gc.ca](at: www.chrc-ccdp.gc.ca)  \n[DISCLAIMER: This guide is not a substitute](DISCLAIMER: This guide is not a substitute)[ ](DISCLAIMER: This guide is not a substitute)[for legal advice. Drug and alcohol testing can](for legal advice. Drug and alcohol testing can)[ ](for legal advice. Drug and alcohol testing can)raise questions not only about the human rights of employees but also their privacy rights as well as other legal and regulatory requirements. An employer considering drug and alcohol testing should seek legal advice.  \nThis guide represents the most recent guidance on this issue, and replaces any and all previous CHRC guidance or policy documents on this issue.  \nTable of Contents  \nIntroduction ....................................................................................... 1  \nThe duty to accommodate ................................................................ 3  \nFive steps to accommodating substance dependence .................... 4  \nSTEP 1: Recognize the signs .......................................................... 5  \nSTEP 2: Talk about it ....................................................................... 6  \nSTEP 3: Gather and consider the relevant medical information ...................................................................... 8  \nSTEP 4: Accommodate ..................................................................11  \nSTEP 5: Follow-up and adjust ....................................................... 14  \nHow far does accommodation for substance dependence have to go? .................................................................. 15  \nKey considerations regarding drug and alcohol testing .................. 16  \nFrequently asked questions for employers ......................................17  \nDrug and alcohol testing ..............................................................18  \nYour duty to accommodate substance dependence ...................21  \nCannabis in the Workplace .......................................................... 23  \nTOOLS FOR EMPLOYERS IMPAIRED  \nWORK  \n1  \nIntroduction  \nThe purpose of this guide is to help federally-regulated employers address substance dependence in the workplace in a way that is in harmony with human rights legislation. This guide outlines the rights and responsibilities of the employee, job applicants, the employer, unions and/or employee representatives.  \nThe Canadian Human Rights Act defines dependence on drugs or alcohol (substance dependence) as a disability.  \nThis means that when an employee is diagnosed with substance dependence, they have a right to be accommodated by their employer—just as anyone else with a disability.  \nAs with all other disabilities, the employee, the employer, and union and/or employee representatives must all cooperate to find reasonable accommodation for the employee. This guide helps employers respond to possible substance dependence in the workplace—whether it is through:  \n disclosure by the employee,  \n observation of signs of substance dependence, or  \n a positive drug or alcohol test.  \nThe guide also takes employers through the process of accommodating an employee with substance dependence.  \nIt is important for employers to remember that fear of stigma and discrimination often prevents people with sub","cbCainsVptpD7pi0","https://ap.wps.com/l/cbCainsVptpD7pi0","pdf",708604,26,"English","# Introduction\n## The duty to accommodate\n## Five steps to accommodating substance dependence\n## How far does accommodation for substance dependence have to go?\n## Key considerations regarding drug and alcohol testing\n## Frequently asked questions for employers","[{\"question\":\"What does this guide say substance dependence means under the Canadian Human Rights Act?\",\"answer\":\"The guide states that dependence on drugs or alcohol is defined as a disability. This gives employees a right to be accommodated by their employer.\"},{\"question\":\"What is the duty to accommodate according to the guide?\",\"answer\":\"Employers must adjust rules, policies, or practices that negatively affect individuals or groups based on prohibited grounds of discrimination. The duty may require treating someone differently to prevent discrimination.\"},{\"question\":\"What five steps does the guide recommend for accommodating substance dependence?\",\"answer\":\"The guide presents five steps: recognize the signs, talk about it, gather and consider relevant medical information, accommodate, and follow up and adjust.\"}]","Impaired at Work - A guide to accommodating substance dependence | PDF",1789969960,66]