Any Canadian motor carrier with employees operating cross-border must include in their company drug and alcohol policy, provisions for compliance with the U.S. rules, which center around alcohol and drug testing. The Canadian trucking industry is taking a leading role to assist affected companies in responding to those regulations. Although drug testing with some supervisor training is required by the regulations, the industry is urging Canadian companies to go beyond the regulations to develop comprehensive policies that also include employee education and access to treatment for employees. Some traditional EAPs still retain a substance abuse orientation, however, most EAPs address a much broader range of health and emotional issues, balancing prevention and remedial services. EAPs are also based on the principle that both employees and employers gain from the program.
Employees have access to confidential assessment and referrals to treatment professionals.
Employees who seek help and regain satisfactory performance will have their job security and promotional opportunities protected. Employers gain from increased productivity and quality, lower absenteeism, fewer disciplinary actions, reduced accidents and less turnovers. An EAP is usually developed jointly by management and unions or other groups representing employees, to help employees and, increasingly, their families who have personal problems that may affect them at work. Wherever possible, the program encourages the employee to seek counseling rather than face a possible dismissal. Employees who utilize the program must be assured of confidentiality.