Chapter 20 Online Hour Task
Policy Regulation of Alcohol and drug testing, workplace harassment, and personal use of workplace technology (Social Media)
Drug and Alcohol Testing Regulation at Workplace:
In the case that an employee does test positive for drug use, or fails a sobriety test, you need to decide what type of disciplinary action will be taken. Perhaps surprisingly, the consensus among most experts is immediate termination. “When someone is truly under the influence of something and being a liability at work, that's definitely a terminable offense.”
Though the safest, and perhaps smartest thing to do is fire the employee, some employers opt for an alternative, such as helping the worker enroll in a drug or alcohol rehabilitation …show more content…
Information about other resources for a worker to seek help to address workplace harassment (e.g. union representative, joint health and safety committee member or health and safety representative, Human Rights Legal Support Centre or employee assistance program, as appropriate).
Social Media Regulation at Workplace: people are more prone to developing a social media addiction than others. It doesn't necessarily mean that you taking ten seconds to check Facebook after you turn off your smartphone alarm equates to being a social media addict. However, if you find social media negatively impacts other aspects of your life (like work), it's a problem whether you're "really" an addict or not.
If you're a small business owner, you need to ensure that you and your employees aren't falling into this trap. Start by assigning no more than two people to oversee the social media engagement of your company. Ideally, you might have a social media manager and perhaps an assistant manager. They should provide you with regular reports on what they've accomplished, improvement in numbers and details on how social media is translating into conversions or more loyal …show more content…
There are four basic circumstances in the workplace that warrant the use of drug testing, which should each be listed in your policy:
1) Job applicants. This is generally the area where most employers begin the process of screening. According to Bowser, it's wise to wait until you've selected the job candidate to administer the drug test – that way, you don't waste money on people you're not going to hire, anyway. This rule can also apply to current employees who apply for promotions.
2) Post-accident. If you are suspicious of the circumstances surrounding a workplace accident, testing all parties involved could clear you and your company of legal responsibility. However, make sure your policy spells out who will be tested, and when. 'This must be a defined term in your policy,' says Bowser. 'Are you only going to test when someone is injured, or also when something could have happened?'
3) Random employee testing. While random testing can help maintain a drug-free workplace, employers should keep in mind that 'random' isn't necessarily synonymous with 'surprise.' 'It doesn't mean you decide on the Friday that you're going to do it,' says Bowser. You can explicitly say in your policy, for example, that employees will be subject to a 1 in 3 chance each year of being tested. Bowser recommends hiring a third party entity to randomly draw names, to decrease the chance of discrimination
Policy Regulation of Alcohol and drug testing, workplace harassment, and personal use of workplace technology (Social Media)
Drug and Alcohol Testing Regulation at Workplace:
In the case that an employee does test positive for drug use, or fails a sobriety test, you need to decide what type of disciplinary action will be taken. Perhaps surprisingly, the consensus among most experts is immediate termination. “When someone is truly under the influence of something and being a liability at work, that's definitely a terminable offense.”
Though the safest, and perhaps smartest thing to do is fire the employee, some employers opt for an alternative, such as helping the worker enroll in a drug or alcohol rehabilitation …show more content…
Information about other resources for a worker to seek help to address workplace harassment (e.g. union representative, joint health and safety committee member or health and safety representative, Human Rights Legal Support Centre or employee assistance program, as appropriate).
Social Media Regulation at Workplace: people are more prone to developing a social media addiction than others. It doesn't necessarily mean that you taking ten seconds to check Facebook after you turn off your smartphone alarm equates to being a social media addict. However, if you find social media negatively impacts other aspects of your life (like work), it's a problem whether you're "really" an addict or not.
If you're a small business owner, you need to ensure that you and your employees aren't falling into this trap. Start by assigning no more than two people to oversee the social media engagement of your company. Ideally, you might have a social media manager and perhaps an assistant manager. They should provide you with regular reports on what they've accomplished, improvement in numbers and details on how social media is translating into conversions or more loyal …show more content…
There are four basic circumstances in the workplace that warrant the use of drug testing, which should each be listed in your policy:
1) Job applicants. This is generally the area where most employers begin the process of screening. According to Bowser, it's wise to wait until you've selected the job candidate to administer the drug test – that way, you don't waste money on people you're not going to hire, anyway. This rule can also apply to current employees who apply for promotions.
2) Post-accident. If you are suspicious of the circumstances surrounding a workplace accident, testing all parties involved could clear you and your company of legal responsibility. However, make sure your policy spells out who will be tested, and when. 'This must be a defined term in your policy,' says Bowser. 'Are you only going to test when someone is injured, or also when something could have happened?'
3) Random employee testing. While random testing can help maintain a drug-free workplace, employers should keep in mind that 'random' isn't necessarily synonymous with 'surprise.' 'It doesn't mean you decide on the Friday that you're going to do it,' says Bowser. You can explicitly say in your policy, for example, that employees will be subject to a 1 in 3 chance each year of being tested. Bowser recommends hiring a third party entity to randomly draw names, to decrease the chance of discrimination