Prevention our safe choice Policy to Prevent Workplace Alcohol and Drug Problems POLICY AND GUIDELINES

Transcription

1 Prevention our safe choice Policy to Prevent Workplace Alcohol and Drug Problems POLICY AND GUIDELINES

2 Prevention: our safe choice POLICY TO PREVENT WORKPLACE ALCOHOL & DRUG PROBLEMS

3 Dear colleagues, As part of CN s unwavering commitment to safety, all employees must do their utmost to safeguard themselves, their coworkers, their customers and their communities at all times. To perform at your best, you need the reassurance that you re working in a healthy and safe environment and have complete confidence in your colleagues ability to perform. A fundamental part of our commitment to health and safety is the company s zero tolerance for impairment in the work place, which is described in this booklet: CN s Policy to Prevent Workplace Alcohol and Drug Problems. This policy, which was introduced in 1997 and updated in 2004, is one of our key strategies to ensure that we are the safest railroad in North America. It covers all employees of CN and its subsidiaries in Canada, as well as contractors and tenants, and sets a higher standard for those employees who work in safety sensitive positions. This booklet also contains guidelines to help you understand exactly how the policy is applied. It is your responsibility to read the policy and guidelines to become fully familiar with them, as well as their application and consequences for you in your job Keep in mind that our policy stresses prevention, as well as assistance, for employees who may be having problems. These services, largely coordinated through CN s award-winning Employee and Family Assistance Program, are free of charge and strictly confidential. The EFAP is there to help employees and their families cope with a broad range of personal problems, including divorce and marital issues, stress and anxiety, childcare, eldercare, financial and legal problems, and bereavement, and the misuse of drugs or alcohol. To use the EFAP in Canada, call (English) or (French). Should you have any questions, please don t hesitate to talk to your supervisor, or your local Human Resources contact. Thank you for your full cooperation and support in this very essential initiative. E. Hunter Harrison President and Chief Executive Officer

4 Prevention: our safe choice POLICY TO PREVENT WORKPLACE ALCOHOL & DRUG PROBLEMS

5 TABLE OF CONTENTS Introduction 5 Policy to Prevent Workplace Alcohol and Drug Problems 6 Guidelines 9 Policy Standards 10 Definitions 13 Safety-sensitive Positions 15 Roles and Responsibilities 16 Consequences of a Policy Violation 20 Alcohol & Drug Testing 22 Testing Procedures 25 Impaired Driving Charges or Convictions 27 Escort Procedures 28 Searches 28 Guidelines on Hosting 29 Standards & Procedures for Contractors & Tenants CN Property/CN Work 31 Appendix APPENDIX A.1 The Role of the EFAP in the Policy 33 APPENDIX A.2 How to Access CN s EFAP 35 APPENDIX B Union/Management Agreement on the Control of Drug and/or Alcohol Abuse 36 APPENDIX C Medication Guidelines 37 Questions and Answers 38

6 Prevention: our safe choice POLICY TO PREVENT WORKPLACE ALCOHOL & DRUG PROBLEMS

7 INTRODUCTION The purpose of this guide is to help you understand the policy and your responsibilities, There are three main parts: 1. The Policy 2. The Guidelines clarify and expand on all aspects of the policy 3. Questions and Answers frequently asked questions about the policy About This Policy For many years, CN has had a variety of programs and practices pertaining to alcohol and drug use. This policy consolidates these programs and provides a comprehensive set of guidelines for all of CN s Canadian workforce. The policy clearly defines who is covered, the standards and consequences of violation. This policy applies to all Canadian-based CN employees, as well as contractors, subsidiaries, tenants, and guests; provides clear supporting guidelines to help everyone implement the policy; establishes and clearly describes serious consequences of policy violations; includes provisions for drug testing (not random); clearly defines roles and responsibilities that make everyone accountable; and requires employees who must have a valid driver s license or who operate railway equipment to report impaired driving charges or convictions. More Information If you have questions about any aspect of the policy or require additional copies of this policy or information about the EFAP, contact your Human Resources representative. Introduction 5

8 Introduction Canadian National (CN) is committed to the health and safety of its employees, the public and the environment in order to become the safest railway in North America. As part of this commitment, CN, its employees and unions, have a responsibility to maintain a safe workplace, free from the negative effects of alcohol and other drugs. As such, CN has zero tolerance for impairment in the workplace. Management, unions and employees are concerned with alcohol and other drug use because it can affect the health, safety, performance and conduct of employees on the job, and impose hardships on the employer, employee, co-workers and family. In this light, CN has introduced this policy as an important component of its overall safety program to minimize risk in all operations. Policy Scope This policy applies to all employees of CN and its subsidiaries who are based in Canada. Those employees in safety sensitive positions are held to a higher standard and are subject to more serious consequences because of the direct impact that these positions have on safety. In addition, Canadian-based employees who operate into the United States are subject to the rules and regulations governing cross-border operations. U.S.-based employees of CN are subject to the rules and regulations of that jurisdiction. Because company concern for safety extends to the operations of contractors and tenants, they are also expected to adhere to these standards, in whole or in part, as a condition of contract or lease. Policy Statement All employees are required to report and remain fit for duty, free of the negative effects of alcohol and other drugs. It is strictly prohibited to be on duty or to be in control of a CN vehicle or equipment while under the influence of alcohol or other drugs, including the after-effects of such use. Specifically, the use, possession, presence in the body, distribution or sale of illegal drugs while on duty (including during breaks), on or off company premises, on company business, or on company premises including vehicles and equipment, is prohibited. Possession, distribution or sale of beverage alcohol, and the consumption of any form of alcohol, is prohibited while on duty (including during breaks), on company premises, including vehicles and equipment, off company premises, or on company business. Employees are expected to use over-the-counter or prescription medications responsibly. All employees, in particular those in safety sensitive positions or who can be in the control of a CN vehicle or equipment, are responsible for investigating whether the medication will affect safe operations. Employees are required to check with their own physician or pharmacist, report any concerns to CN s designated medical provider and abide by their recommendations to ensure safety. Policy 6

9 Prevention and Assistance Personal problems affecting an employee s performance, health or safety can often be overcome with proper education, counseling or treatment. CN is committed to helping any employee who may have a problem related to alcohol or any other drug. However, the employee must be willing to address the problem before it has any impact on performance. Seeking assistance is the preferred method of dealing with these problems. In these cases, the employee s employment or advancement opportunities will not be affected, provided approved rehabilitation is undertaken and results in satisfactory control of the problem. Employees should encourage co-workers who may have a current or emerging alcohol or drug problem to contact the Employee and Family Assistance Program (EFAP), where assistance will be provided in line with the company s EFAP policy. Using the services provided by the EFAP does not eliminate the requirement to meet performance expectations. In addition to the educational program outlined in the EFAP policy, CN provides educational and awareness programs for employees concerning this policy and its application. Available Means to Assess and Monitor Policy Compliance Supervisory Management of Performance: Supervisors will be trained as to their responsibilities in administering this policy. Medical Assessments of Fitness for Duty Employees who work in or transfer into safety sensitive or safety critical positions are required to undergo pre-placement and periodic medical assessments that evaluate the impact, if any, of medical conditions on fitness for work. As part of these assessments, heath conditions such as substance abuse disorders can be identified, assessed and monitored through medical examination, and biological testing (including drug testing). Where an employee in a safety sensitive or safety critical position is diagnosed as having a substance use disorder, medical monitoring, including drug and alcohol testing, may be required to ensure on going fitness for duty in this position. Reasonable Cause and Post Accident Testing Biological testing for the presence of drugs in urine or alcohol in the breath is conducted where reasonable cause exists to suspect alcohol or drug use or possession in violation of this policy, including after an accident or incident. Post accident testing is done after any significant accident or incident where an experienced operating officer, upon consideration of the circumstances, determines that the cause may involve or is likely to involve a rule violation and/or employee judgment. In cases of reasonable cause or post accident testing, any employee whose breath alcohol concentration is over 0.04 or who tests positive for illegal drugs would be considered to be in violation of this policy. Employment Contracts Employees may be monitored on the compliance of this policy, including testing for drugs and alcohol, as part of their employment contract. This would be established as a condition of continuing employment or reinstatement after dismissal. Policy 7

10 Searches CN reserves the right to conduct unannounced searches for alcohol or drugs where there are reasonable grounds to believe they are present on premises, vehicles and equipment owned, leased, or otherwise controlled by CN. Impaired Driving Charge or Conviction Employees who require a valid driver s license in the performance of their duties or who operate railway equipment and where driving privileges are lost or suspended due to an impaired driving charge or conviction while not on duty, nor in a CN vehicle, nor on CN premises, must immediately report such loss to their supervisor. A medical assessment will then determine whether the employee suffers from a substance use disorder. Rule G and Rule G By Pass This policy supplements but does not modify the General Safety Rule 1.1, Canadian Rail Operating Rules (C.R.O.R.) Rule G and the Union/Management Agreement on The Control of Drug and/or Alcohol Abuse. (Rule G By Pass). Nothing in this policy reduces the requirements of Rule G (given in the policy guidelines) or changes the provisions of the Rule G By Pass agreement (summarized in the policy guidelines). Hosting* To demonstrate CN s commitment to a safe, healthy workplace free of the negative effects of alcohol or other drug use, the company supports and provides guidance for responsible hosting practices, including designated driver programs. Violations Violation by an employee will result in corrective action up to and including dismissal. Violation by contractors or tenants will be considered a breach of their contract or lease. Refusal to complete the testing process set out under this policy is considered a policy violation. Authority The Senior Vice-President, Network Operations and the Vice-President, People, in consultation with other Vice-Presidents and Divisional Heads, are jointly responsible to develop and implement information, education, testing and follow-up required under this policy. Supporting Guidelines See your supervisor for detailed guidelines supporting this policy which address implementation, testing procedures, consequences of policy violation, reinstatement requirements, procedures for EFAP referral, designated safety sensitive positions, and other related issues. * Hosting Practices on page 29 Policy 8

11 GUIDELINES In support of a safe work environment, the following guidelines have been developed to clarify and implement Canadian National s (CN) Policy to Prevent Workplace Alcohol and Drug Problems. In the event that a situation arises that is not covered in these guidelines, please contact your supervisor or Human Resources representative. Guidelines 9

12 POLICY STANDARDS To minimize the risk of unsafe and unsatisfactory performance due to the use of alcohol or other drugs, all employees must report and remain fit for duty, and respect the following standards: Alcohol Possession, distribution or sale of beverage alcohol, and the use of any form of alcohol, is prohibited while on duty (including during breaks on or off CN property), on company business, or on company premises, including vehicles and equipment. Limited exceptions to this restriction will be allowed with prior approval of a Vice-President. This does not limit retail outlets and licensed business establishments from carrying out their normal operations. Presence in the body of alcohol above a BAC of 0.04, when on duty or on company business or premises, is also prohibited for all employees. In any situation where employees are to be tested with reasonable cause including after an accident or incident, they are prohibited from using alcohol within eight hours of the accident or incident, or until tested or advised that a test will not be necessary. Illegal Drugs The use, possession, presence in the body, distribution or sale of illegal drugs is prohibited while on duty (including during breaks), on company business, or on company premises, including vehicles and equipment. Any presence in the body of illegal drugs, as demonstrated by a positive drug test with reasonable cause or after an accident, is in violation of this policy. Medications All employees are required to use medications, both prescribed and over-the-counter, responsibly. The possession of prescribed medications without a legally obtained prescription, and the distribution, offer or sale of prescription medications is prohibited. The intentional misuse of medications (e.g. using the medication not as it has been prescribed, using someone else s prescription medication, combining medication and/or alcohol use against direction) is prohibited while on duty (including during breaks), on company business, or on company premises, including vehicles and equipment. Medications of particular concern are those that inhibit or may inhibit an employee s ability to perform a job safely and productively. (See Appendix Medication Guidelines). All employees are expected to manage potential impairment during working hours due to the legitimate use of medications. Employees are required to contact their personal physician, pharmacist or designated medical provider to determine if the medication or combination of medications can have a negative impact on performance, and to take appropriate steps to manage any associated risk. All employees holding a safety sensitive position and in the control of a CN vehicle or equipment are expected to investigate whether the medication will affect safe operations by checking with their own physician or pharmacist and report any concerns to CN s designated medical provider (at ). The medical provider will assess the situation to determine whether the employee can safely perform regular duties. Where it is determined that continued use of the medication will affect the individual s ability to operate safely, employees are required to respect any recommendations including modified work, if needed and available, in order to eliminate safety risks. Guidelines 10

13 Employees On-Call It is the employee s responsibility to remain fit for duty when on call. For the purposes of this policy, unionized employees receiving compensation for being on call are considered on duty. If an employee is not on call and unexpected circumstances arise (e.g. an emergency situation) when he/she is requested to perform unscheduled services while under the influence of alcohol, drugs, or medications, it is the responsibility of that employee to refuse the request and ask that the call to work be delegated to another employee. The inability of an employee in this situation to accept a work assignment will not result in corrective action. Implications for C.R.O.R. Rule G and Rule G By Pass Agreement The requirements of this policy align with and supplement the requirements of Rule G and the Rule G By Pass agreement. CROR Rule G: The use of intoxicants or narcotics by employees subject to duty, or their possession or use while on duty, is prohibited. The use of mood altering agents by employees subject to duty, or their possession or use while on duty, is prohibited except as prescribed by a doctor. The use of drugs, mood altering agents or medications, including those prescribed by a doctor, which, in any way, will adversely affect their ability to work safely, by employees subject to duty, or on duty, is prohibited. Employees must know and understand the possible effects of drugs, medication or mood altering agents, including those prescribed by a doctor, which, in any way, will adversely affect their ability to work safely. Rule G By Pass Where employees are eligible for Rule G By Pass under the terms of the Union/Management Agreement on The Control of Drug and/or Alcohol Abuse, the employee will not be considered in violation of the Policy to Prevent Workplace Alcohol and Drug Problems or in violation of Rule G but will be subject to the terms of the Rule G By Pass Agreement (please refer to HR for the full terms of this agreement). By Pass agreement covers employees from UTU, TCRC, RTC, IBEW, BMWE Applies to employees subject to Rule G Applies where employees who are under the influence of alcohol or drugs on the job are reported by a co-worker or where they are reported by a supervisor before the start of their work shift. (CN Police are considered to be supervisors for the purposes of Rule G By Pass). Employees are eligible for only 1 Rule G By Pass in their career at CN. Under a Rule G By Pass, employees are required to comply with the evaluation and any subsequent recommendations. Guidelines 11

14 Medical Assessments of Fitness for Duty Employees who work in safety sensitive positions (including safety critical positions) are required to undergo medical assessments before placement in a safety sensitive position; on a periodic basic, as long as they work in a safety sensitive position; and, as medically indicated when they have a health condition that can affect the safety of operations. Part of the medical assessments of fitness for duty, employees will be assessed for substance use disorders as well as other medical conditions that can have an impact on safety. Assessments will be done according to good medical practices and will be managed by Medical Services When employees in a safety sensitive position are diagnosed as having a substance use disorder, they may be required to comply with a relapse prevention agreement in order to maintain fitness for duty in a safety sensitive position. This agreement is a confidential, therapeutic agreement between the employee and Medical Services who will monitor fitness for duty and compliance with the relapse prevention agreement. The exact terms of the relapse prevention agreement will be established by the medical professional monitoring fitness for duty based on good medical practices. Where the monitoring process has established that an employee does not comply with a relapse prevention agreement, management will be informed that the employee is not medically fit for work in a safety sensitive position because of non-compliance with this agreement. Return to work in the safety sensitive position would then be governed by the provisions of a Contract for Continuing Employment established between the Union and the Company, subject to meeting the requirements for fitness for duty. Guidelines 12

15 DEFINITIONS For the purposes of this policy, the following definitions will apply. Alcohol Alcohol means the intoxicating agent in beverage alcohol, ethyl alcohol, or other low molecular weight alcohols including methyl and isopropyl alcohol. Beverage alcohol refers to wine, beer, distilled spirits and similar products. Company Canadian National and CN each refer to Canadian National Railway Company and its wholly owned subsidiaries. Company Business Refers to all business activities in pursuit of the corporate objectives undertaken by employees or contractors in the course of the company s operations, whether conducted on or off company premises. It includes all situations when an employee is representing the company, or when a contractor or contractor s employees provides services to the company. Company Premises Includes but is not restricted to, all land, property, structures, installations, facilities, vehicles and equipment owned, leased, operated or otherwise controlled by the company. Contractor Refers to any company or individual providing contracted services to CN or on behalf of CN and not on the company payroll. Drug Is any substance (illegal drugs, over-the-counter or prescribed medications), the use of which has the potential to change or adversely affect the way a person thinks, feels or acts. For the purposes of this policy, drugs of particular concern are those that may inhibit an employee s ability to perform their job safely and meet performance expectations. An illegal drug is any drug or substance which is not legally obtainable and of which the use, sale, possession, purchase or transfer is restricted or prohibited by law (e.g. street drugs such as marijuana and cocaine). Employee Refers to the company s regular, part-time, and seasonal employees on the CN payroll, including students and temporary employees. Guidelines 13

16 Fitness for Work/Duty Means being able to safely perform assigned duties at a level which meets performance expectations without any limitations due to the use or after-effects of alcohol, illegal drugs or medications or other health conditions. On Duty For employees covered by the Rule G By-Pass Agreement, the definition of on duty will be as per that agreement. Other employees will be considered on-duty when they have reported for duty and are being compensated. Any employee being compensated for being on call will be considered to be on duty. Post Accident Employees involved in significant accidents or collisions where the cause may involve a rule violation and/or employee judgment will be required to undergo drug testing by urinalysis and breath alcohol testing as soon as possible after the accident. Note: Rail/highway crossing accidents and accidents entirely attributable to natural causes, vandalism or trespassing do not require post-accident testing for employees. For post accident drug and alcohol testing, call the CN Police Call Centre at Safety Sensitive Positions Safety-sensitive positions are those which the company determines have a key and direct role in rail operation where impaired performance could result in a significant incident affecting the health and safety of employees, customers, the public, property or the environment. This includes all employees who are in safety critical positions as designated by the Safety Critical Position Rule, as well as all employees who are required to rotate in safety sensitive positions or regularly relieve employees in these positions. This also includes supervisors and managers who perform the duties of safety sensitive or safety critical positions. Classification of positions as safety sensitive is given in the SAP-HR system (qualification). Supervisor means the individual in authority over a particular area or shift, including team leaders, managers and others in positions of authority. Tenant refers to any company or person, including employees and subcontractors, doing business or working on CN property under a lease, license, or contract agreement. Guidelines 14

17 SAFETY-SENSITIVE POSITIONS Safety-sensitive positions are those which the company determines have a key and direct role in rail operation where impaired performance could result in a significant incident affecting the health and safety of employees, customers, the public, property or the environment. This includes all employees who are in safety critical positions as designated by the Safety Critical Position Rule, as well as all employees who are required to rotate in safety sensitive positions or regularly relieve employees in these positions. This also includes supervisors and managers who may have to perform the same duties. Safety sensitive positions include all employees who operate on track railway equipment, including the operation of train, rail traffic control, high rails, work equipment or other on track equipment, as well as employees who operate lift equipment over 60 tons. The following and comparable occupations are deemed to be safety sensitive positions under this policy (note that this is not a complete list of job titles that would be considered safety sensitive please consult your HR Manager or SAP-HR system to determine if a specific job title is considered to be safety sensitive ). Transportation Department All engineers, brakemen, conductors, RTC, Yard Masters and all other positions designated as being safety critical under the Safety Critical Position Rule of the Railway Safety Act All supervisors and managers who are subject to CROR. Mechanical Department All employees who are required to operate on track equipment outside of yard limits, including all those assigned to road repair service All employees who operate lift equipment over 60 tons Engineering Department All employees covered by the following Collective Agreements between the Company and: Brotherhood of Maintenance of Way Employees covering: Work Equipment Department (Agreement 10.3) Track Department (Agreement 10.8) Bridge and Structures Department (Agreement 10.9) International Brotherhood of Electrical Workers (Agreement 11.1) (Except employees of the Electronic Repair Center in Winnipeg) Intermodal Department Heavy Equipment Operators Guidelines 15

18 ROLES AND RESPONSIBILITIES Every employee and contractor has a responsibility to ensure that CN remains a safe and healthy workplace free of the effects of alcohol and drugs. There are certain groups that have specific roles to help implement this policy. These are described below: The Employee Every employee has the right to expect a safe and healthy workplace. As such, every employee must report and remain fit for duty free of the negative effects of alcohol and drug use, and comply with the standards set out under this policy. Employees are required to: a. read and understand the policy and their responsibilities; b. cooperate with any medical assessment or recommendations made by a health care professional, including following monitoring or aftercare programs required after primary treatment for substance use disorders; c. manage potential impairment during working hours due to the legitimate use of medications by contacting their personal physician or pharmacist to determine if they can have a negative impact on performance; those in safety sensitive positions must investigate any concerns with their personal physician or pharmacist and report those concerns to CN s Medical Services who will assess the situation and advise the company of any requirement for medical restrictions or temporary reassignment; d. seek advice and follow appropriate treatment promptly if they suspect they have a substance dependency or emerging problem; e. report any loss of driving privileges to their supervisor if driving or the operation of on track equipment is required in the performance of their duties, and in addition, report any charges for an impaired driving offense which occurs at any time in a company vehicle; f. not transfer any work responsibilities, including control of a company facility (or part thereof), piece of machinery, motor vehicle or railway equipment, or supervision of a worksite, to a co-worker whom the employee reasonably suspects may be unsafe due to the negative effects of drugs or alcohol, and promptly report their concerns to their supervisor; g. abide by any additional fitness for duty policy provisions, including those governing alcohol and drug use in other operating jurisdictions; and h. cooperate with any investigation into a policy violation, including testing for drug or alcohol use. In addition to the above, when at work, employees are encouraged to look out for other employees, contractors, or visitors in terms of safety and take appropriate action, such as advising the appropriate person, to ensure that they do not remain in an unsafe condition on CN property. Any employee who has knowledge or suspicion of any breach of this policy is required to take the appropriate action to address the situation. Failure to do so may result in corrective action up to and including dismissal. Guidelines 16

19 The Supervisor & Manager of People At All Levels Supervisors are entitled to receive a full training program in order to apply this policy and: a. will monitor and measure the performance of those that report to them against established performance standards; b. will be responsible for identifying early on and handling all performance problems, including those which may be caused by alcohol or other drug use; if an individual s work performance has deteriorated to an unacceptable level, or their actions or condition can jeopardize their safety or that of others, then supervisors are ultimately responsible for taking appropriate action; c. will confront employees about performance problems and assess their ability to perform the job. Where they have objective grounds to believe performance problems may be health-related, they may refer the employee to the Employee and Family Assistance Program (EFAP) for confidential assistance, or to the employees physician for a medical assessment. If an employee refuses the referral, the performance management process will continue and health reasons cannot be cited by the employee as a contributing cause to the problem. Where a supervisors have concerns about the ability of an employee in a safety sensitive position to work safely because of a known or suspected health problem, they should refer the employee to CN Medical Services, documenting the reasons for concern. d. will refer an employee for an alcohol and drug test with a reasonable cause or after an accident, as and when required to do so under this policy; (the decision to refer will normally be made in conjunction with a second person a more senior manager, another supervisor, CN police, etc.); e. will monitor contractors and their employees to ensure compliance with this policy and take action as specified; f. will identify situations where an unannounced search for alcohol or drugs on company premises is justified, and will be responsible for contacting CN Police before initiating any such action; and g. will play a key role in the communication, implementation and monitoring of this policy. Any supervisor who has knowledge or suspicion of any breach of this policy must take the appropriate action to address the situation. Failure to do so may result in corrective action up to and including dismissal. For further information on appropriate action in case of a breach of this policy, contact the Human Resources Manager. Medical Services Medical Services, as delegates of CN s Chief Medical Officer,are charged with assessing fitness for duty. In situations where an employee is unsafe for regular duty, or requires a leave of absence for medical reasons, Medical Services will advise the supervisor: of the need for a leave or modified work, or the nature of medical restrictions when the employee is likely to be returning to work, and will confirm when the employee is fit to return to full duty. Guidelines 17

20 In addition to the above, Medical Services a. will establish the requirements for treatment, rehabilitation and monitoring programs for employees in safety sensitive positions who are diagnosed as having substance use disorders; b. monitor compliance with medically indicated relapse prevention agreements implemented for employees in safety sensitive positions who are diagnosed as having substance use disorders; c. administer the testing component of employment contracts established as terms of reinstatement or continuing employment; d. assess fitness for duty of employees who contact Medical Services because of concern over the use of medication; e. assess fitness for duty of employees in cases where supervisors have documented reasons for believing that a health condition of an employee in a safety sensitive position may be adversely affecting the safety of operations; and, f. act as administrator of the drug testing required for reasonable cause and post accident testing under this policy, including handling collection, lab analysis and reporting. EFAP Provider FGI is the professional counseling resource contracted by CN. Their counselors are located from coast to coast and are available by telephone 24 hours a day, seven days a week. For English, call ; for French, call While they are not directly involved with this policy, they are available to assist employees and their families who may be experiencing alcohol or drug problems. Employees and their immediate families may contact FGI at any time for free, confidential assistance with personal problems such as, but not limited to: family concerns, work concerns, substance abuse, financial issues, eldercare, etc. Medical Services may also refer employees to FGI as part of a rehabilitation program when appropriate. FGI staff at the numbers are also available to coach supervisors and co-workers on how to deal with concerns regarding co-workers and employees. The EFAP Peer Groups The EFAP Peer Groups are made up of concerned CN employees at locations throughout the company. Peers are expected to be familiar with this policy and to: support and motivate individuals seeking help for personal problems; act as advocates and promoters of the EFAP locally; act as a resource to employees, union leaders and supervisors, providing information on the EFAP process; and support co-workers in reintegrating into the workplace and remaining healthy. In addition, the Peer Groups raise local concerns with the EFAP Manager, which are addressed at that level or with the Senior Advisory Committee on the control of alcohol and drugs. Guidelines 18