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“Tn our opinion, Weyerhaeuser is taking a heavy-handed approach and we believe they don’t
realize their new policy does not cut it in our workplaces... — IWA 3rd v.p. Wilf McIntyre

Brother Pisak says that one consent form, which also stipulates that workers per-
forming “safety sensitive” tasks can’t have a drink within 8 hours prior to report-
ing to duty, has not yet been imposed by the company.

Another form the company has ready for mandatory signing is “way over the
top” says Brother Hallen.

It says that if tested positive as defined by “Weyerhaeuser’s Health and Safety
Standard,” the worker has to agree to meet a Substance Abuse Professional (SAP)
as directed by Weyco and follow any treatment the SAP lays out. Then, the employ-
€e, “subject to specific circumstances” agrees to be fired if they engage in
Prohibited Conduct within two years of the date indicated; or fail to meet the SAP
as directed; or don’t comply with a SAP-determined treatment program; or refuse
to test for controlled substance or as determined by the SAP.

“What Weyerhaeuser is trying to do is dominate the individual and shackle them
to a program run by the company and their Substance Abuse Professionals,” says
Mallen. “Who know how these SAP’s are going to operate and to what extent they
would go, in ruling over the activities of our members?”

NATIONAL UNION MONITORING WEYCO’S MOVES

IWA National Safety Council chairperson Les Veale, who holds his seniority at the
Weyerhaeuser New Westminster Lumber division, says the whole union rejects the
company’s approach to substance abuse.

Although the program has not yet appeared in his home Local 1-3567, the union
pees that it will be imposed in the future on the Coast and Interior regions
of B.C.

“Weyerhaeuser is trying its hardest to impose this type of policy which exists in
the United States. Our whole union, in every province where this company oper-
ates — and the IWA (see article bottom right) is keeping a close eye on develop-
ments,” says Brother Veale.

WEYCO’S TESTING GROUNDS

Weyerhaeuser plans to impose Canada-
wide, mandatory alcohol and drug-test-
ing for what it calls “separate scenar-
jos.” Here, very briefly, are the condi-
tions under which they say they can test
individuals for substances while taking
measures “to ensure the privacy and
dignity of employees...”

SAFETY CERTIFICATION TESTING — all
workers who are candidates for what the
company defines as “safety sensitive”
positions, whether they are offered
employment or are transferred in for the
first time.

INTERVENTION/FOR-CAUSE ~ any worker
who is seen having or performing in an
unusual manner indicating possible drug
and/or alcohol impairment.

POST ACCIDENT INCIDENT TESTING
~will occur with the unit manager’s
approval where one or more of the
following occurs:

+a fatality or significant body injury.

» significant damage to company
property or equipment.

* possible exposure to legal action or
liability.

+ significant environmental damage or a
near miss that management believes
could have resulted in the above.

POST ACCIDENT TESTING PROCEDURES
- Where the post accident test is done,
alcohol testing shall be carried out within
eight hours and drug testing within

32 hours.

RETURN TO DUTY/FOLLOW-UP

— Conditions of an employee's or
candidate's return to work and follow-up
is to be monitored and controlled by a
substance abuse professional, and if
applicable, the worker’s union representa-
tive. In most cases, a return to work
‘occurs under a procedure set out by the
company itself.

for your sample

WHAT THE IWA IS DOING
ABOUT WEYCO’S POLICY

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PHOTOS BY NORMAN GARCIA

= Weyerhaeuser Canada
wants to put in its new
policy in all Canadian
operations. It has started in
Alberta and Saskatchewan
at oriented strandboard
operations and a plywood
mill. Photos taken at
Weyco’s Drayton Valley OSB
plant.

“This is a big issue for the IWA,” says
the national union’s third vice president
Wilf McIntyre. “Weyerhaeuser intends
to put their arbitrary substance impair-
ment policy into all of their workplaces
and for our union, that means workers
in B.C., Alberta, Saskatchewan and
Ontario will be affected. They
(Weyerhaeuser) want to impose their
policy on our members and we are try-
ing to convince
the company that
it is not the way
to go,” adds
Brother McIntyre,
who is the national
officers’ liaison
with IWA locals.

In Alberta

Local 1-207 and
Saskatchewan
Local 1-184, workers, some after minor
incidents, were taken off the job for
mandatory urine samples at oriented
strandboard and plywood operations.

In both local unions, both individual
and policy grievances have been filed.
In cases of individuals, the union says
the policy is unreasonable and discrim-
inatory and is a violation of the collec-
tive agreement which denies the work-
er the right to work their normal shifts.
In the case of the policy grievance the
union argues that the Weyco policy,
which includes mandatory testing, con-

Wilf Mcintyre

sent forms and Return to Duty
Agreements, and discipline for infrac-
tions, is unreasonable, discriminatory,
an invasion of personal privacy and is a
denial of exclusive representation
rights of the union, in violation of the
collective agreement.

“First of all, we want Weyerhaeuser to
stop what it is doing and, if they have
evidence that an employee has a drug or
alcohol issue, encourage them to seek
assistance within existing Employee
and Family Assistance Programs,” says
McIntyre. “The approach the company
is taking, is destructive to its relation-
ship with the workers and the union.”

The union has sought legal counsel
and is currently putting a plan together
to take on the issue. The union’s coun-
sel and Weyco are attempting to negoti-
ate a protocol agreement to expedite the
policy grievance/arbitration in all com-
pany operations in Canada.

“Since the Weyerhaeuser policy is
national in scope, we want our strategy
to eventually deal with all company
workplaces in the IWA in Canada,” says
Brother McIntyre. “Down in the United
States the Weyerhaeuser company may
be able get away with this type of thing,”
adds McIntyre. “In our opinion,
Weyerhaeuser is taking a heavy-handed
approach and we believe they don’t real-
ize their new policy does not cut it in
our workplaces in Canada.”

JUNE 2003 THE ALLIED WORKER If 11