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After several years of advocacy, Unifor Local 594 is pleased to announce that a mediated settlement has been reached regarding the Health & Wellness grievance originally filed in 2019. The agreement, signed on July 16, 2025, addresses several long-standing concerns related to the Company’s Alcohol and Substance Policy and its handling of medication disclosure requirements.
As a refresher, the current policy reads:
3. Medications: Employees are expected to responsibly use Medications, including those that are prescribed and over-the-counter. Medications of concern are those that inhibit or may inhibit an employee’s ability to perform their job safely and in an acceptable manner. A guideline on Medications is set out in Appendix C. The following are prohibited while on Company business, premises, and worksites:
· the intentional misuse of Medications (e.g. not using the Medication as it has been prescribed or directed by the pharmacy, using someone else’s prescription Medication, combining Medication and Alcohol or Substance use against direction);
· being under the influence of Medication which affects an employee’s ability to safely and acceptably perform their safety-sensitive position;
· the possession of prescribed Medications without a legally medically obtained prescription; and
· the distribution, offering or sale of Medications.
In the interest of health and safety and being Fit for Work, employees who require the use of Medication are expected to:
· investigate (through their doctor or pharmacist) whether the Medication can negatively affect their being Fit for Work by explaining their job functions; and
· Act responsibly and use a safe alternative Medication choice when available (e.g. non-drowsy).
** Note: If the Medication an employee is using will affect their ability to be Fit for Work, they are required to advise their Supervisor, Manager, and/or Health & Wellness of any need for modified work.
If there is any concern about safe performance due to Medication use, the employee may be assigned to alternate or modified duties, if available and at the discretion of the Company. CRC reserves the right to confirm the nature and duration of any required work modification with the treating physician through Health & Wellness without any breach of medical confidentiality or privacy laws. This may include requiring the employee’s physician to provide a written medical release authorizing ability to work or confirming appropriate work modifications.
This is an important provision to protect employees from working in safety-sensitive positions while using medications that could potentially impact their safe work performance.
Issues arose with the Company's application of the policy, requiring members to disclose medications even when the attending physician determined there would be no impact on their safe work performance.
This resolution ensures greater clarity, fairness, and consistency in how members’ fitness for work and medical privacy are managed. Below is a summary of what’s changing:
1. Job Demand Analysis (JDA) Forms
All JDA forms are now posted and available to employees on the CRC Portal under Health and Wellness → Health and Wellness Resources.
These forms outline the physical and cognitive demands of each role, helping both employees and healthcare providers understand the nature of “safety-sensitive” work at the Refinery. Previously, you had to request this information from H&W, which removed the veil of confidentiality.
2. New Verification of Medication Review Form
A new Verification of Medication Review Form has been developed to accompany the JDAs.
- Employees on prescribed medication should review the JDA with their doctor or pharmacist to determine whether the medication could impact their ability to be Fit for Work.
- The health professional will complete and sign the form to confirm the review has taken place.
- If the medication may cause impairment, employees must notify their Supervisor and Health & Wellness.
- If the medication does not cause impairment, it’s still recommended to keep a completed copy for personal records.
Paper copies of both the JDA and the verification form are available through Health & Wellness upon request.
3. Safety Talk and Training Updates
- A Safety Talk focused on Fit for Duty and the impact of medications will be distributed to all employees. Supervisors will also be directed to include it in upcoming toolbox meetings.
- The Alcohol and Substance Policy Computer-Based Training (CBT) has been updated to reflect these new processes. The Union has reviewed these revisions to ensure consistency with the policy.
4. Protecting Members’ Rights
This settlement was reached on a without prejudice basis — meaning it does not set a binding precedent for other matters, and the Company does not admit liability. However, it marks a significant step forward in promoting transparency, safety, and respect for members’ medical privacy.
Unifor 594 will continue to monitor the rollout of these changes to ensure they are implemented fairly and in line with the terms of the agreement.
If you have questions about the new forms or the Alcohol and Substance Policy, please reach out to your Unit Chairperson or Health & Safety Representative.
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