1. PRESENTS Giving your fitness for duty program Backbone

2. As with any other implementation within your organization, there needs to be structure, strategy, and implementation. The fitness for duty program is no different. Over the next 30 minutes we will talk about policies. Do you have a policy? Does your policy need updating? Does your policy conform to the needs of your clients? These are all questions which need to be reviewed annually.

3. Objectives There are two main objectives of a Fitness for Duty Program in the workplace or is a third now at the forefront of our businesses? First is to create and maintain a safe work environment for your employees. The second objective is to help control and lower costs associated with workplace safety, with a view to remaining competitive in today’s global market. The third, and perhaps the biggest reason today is to conform to contractual obligations. This results in many improper non-conforming programs. Typically some companies just mirror the clients program, legal or not and most times they do the minimum required to get on the job site which may put them in a position to defend a program which is not even on paper, let alone communicated to their employees

4. Contractual Obligations Over the passed few years industry has been obliged to participate in drug testing programs as a requirement of contracts. Many programs have been disjointed and without purpose other than to fulfill contractual obligations. We believe that with a properly managed program there are exceptional benefits to both the company and their employees. Being under the influence of a drug or of alcohol while on the job poses serious safety and health risks, not only for the user, but to all those who work with or otherwise come into contact with the user.

5. Policy Development The policy is the backbone of all programs. Without a written policy your drug testing efforts may be wasted and may not be able to withstand legal challenge. All aspects of the program requirements are clearly defined including action required under varied circumstances. A few examples of the elements of a policy include: Policy Application - The company must detail who the policy applies to within the company (i.e. all employees, a select group of employees, contractors etc.) The application of the policy normally goes hand in hand with the persons for which the company is responsible/liable.

6. Policy Development Con’t Definitions - The policy should define terms contained in the document, thereby minimizing the chance of misinterpretation. Prohibitions – Expected conduct of the employees must be clearly outlined in the policy along with related consequences. In the policy the company should also encourage the employees to come forward without fear of reprisal. This will allow employees to seek assistance from the company outside the policy before drug problems lead to disciplinary action.

7. Policy Development Con’t Other areas that your policy should cover are: Specimen Adulteration Inability to provide an Adequate Sample Testing Procedures Self-Declaration and Rehabilitation Storage of Results and Confidentiality Contractor Responsibilities Accommodation Testing Applications etc.

8. Philosophy When developing a policy you must keep in mind that the Fitness for Duty Program is intended to provide a framework for dealing with the difficult, and often sensitive, issues stemming from substance abuse and related stress and fatigue. We believe that early intervention in such problem areas can assist individuals to better deal with a situation which might otherwise place at risk their own health and safety as well as the health and safety of others. “Remove the substance and keep the individual”

9. Thank You QUESTIONS Greg Demers General Manager CannAmm Occupational Testing Services 800-440-0023 Ext: 7507 greg.demers@cannamm.com