My knowledge base does not contain a specific Canada Industry Practices document template for a Drug and Alcohol Policy. However, I can provide general safety guidelines and information on regulatory compliance for substance abuse prevention in the workplace based on industry best practices and the documents I have access to.

Key elements that should be included in a policy about impairment:

• Clear statement of what is considered impaired behavior.
• Address changes in an employee's attendance, performance, or behavior.
• Address appearance of impairment at work (e.g., odor of alcohol or drugs, glassy or red eyes, unsteady gait, slurring, poor coordination).
• Address working in an unsafe manner or involvement in an incident.
• Address failing a drug or alcohol test.
• Address consistent lateness, absenteeism, or reduced productivity or quality of work. [1] [1]

A Drug and Alcohol Policy should ensure that no employee should possess, purchase, sell, or use illegal or legal substances that may impair judgement while at work. If an employee is on any prescription medication that may impact their ability to perform their job, they should inform their supervisor immediately. Substance abuse is a disability and should any employee require substance abuse assistance, they must inform their human resources manager in writing. HR will work with the employee to get them the help they need. Seeking help is not grounds for dismissal. [4]

When creating a policy, it's important to consider that impairment can result from various situations, not just substance use. These can include fatigue, family problems, or medical conditions. [2]

The policy should be written in consultation with the health and safety committee or representative, workers or their representatives, and the involvement of management. The written policy statement is a pledge to employees and therefore the employer is ultimately responsible for its content. It should be approved, dated, and signed by the senior executive of the organization. [3]

An effective policy statement should include:

• The importance of consultation and co-operation between management and employees for effective implementation of policy and any related programs.
• Commitment to monitor the policy's effectiveness by having a method for setting and reviewing OHS objectives and targets.
• Commitment to provide adequate funds and details of how resources such as money or staffing will be available. [3]

The procedure should:

• State the arrangements that are in place to support and implement it. Items such as safety meetings, safe working procedures, occupational hygiene, and education and training should be outlined.
• Address the types of hazards associated with the organization. Depending on the types of tasks performed and the hazards present, it may be necessary for the employer to become fairly specific and detailed in outlining hazards.
• Discuss the active and ongoing participation of employees in helping to achieve the objectives.
• Be amended from time to time. They must keep pace with the changes occurring at the workplace, industry "good practice" guidelines, and applicable legislation, codes, or standards. [3]