University of Saskatchewan
PA-14: Wellness Program

The University of Saskatchewan has developed an institutional wellness strategy. The goal the University of Saskatchewan’s wellness strategy is “To create an environment that promotes and supports the health and well-being of all who study and work at our campuses”

Student Wellness Resources:

The Student Wellness Centre, located on campus, provides the following services to students free of charge: doctor and nurse appointment, mental health assessment, consulting and counselling, nutritional counselling, and sexual health care including contraception counselling and STI prevention, testing and treatment. Physiotherapy, message therapy and chiropractic care are also available as fee for service. Through a free “Guidance Resources” program, off-campus and distance students can speak with financial experts, health coaches, mental-health clinicians, and lawyers

Employee Wellness Resources:

The University of Saskatchewan Employee and Family Assistance Program is a free and confidential service that provide psychological counselling, work-life solutions, health coaching and crisis intervention for employees (faculty and staff) and their families. Short-term disability (STD) and long-term disability (LTD) benefits are also available to employees.

A wellness web page and outreach booths at campus events provide educational resources and assist students, staff and faculty in accessing these resources.

Policy

1. Consumption and Locations

a) In accordance with Provincial legislation, Cannabis consumption is not permitted by any individual on University Property, any public place, or space including student residences.
b) Cannabis plants are not permitted to be grown on University grounds or in buildings, with the exception of bona fide research projects as part of the University’s research agenda.
c) Smoking of any Lawful Substance is prohibited in all University Property buildings, residences, parts of buildings, enclosed spaces, leased spaces, parking lots, University owned or leased vehicles and outdoor seating areas that are part of a restaurant or licensed facility.
d) The University will designate various locations across campus where Smoking (excluding Cannabis) and Alcohol consumption by staff, faculty, students, and visitors is permitted.
e) Alcohol, Smoking, and consumption of Lawful Substances (excluding Cannabis as per sub-section (a) above) are not permitted in locations other than designated areas. As per subsection (a) above, consumption of Cannabis is not permitted.
f) Alcohol may only be served/permitted in the specific locations designated on the University’s liquor permit. Occasional exceptions may apply for special events subject to approval from the appropriate Senior Leader. It is not permissible to serve any other Lawful Substances otherwise.
g) Alcohol and Lawful Substances cannot be consumed by those under legal age as defined by provincial legislation.
h) The possession, manufacture, use, exchange, sale or transfer of all Illicit Substances on University Property at any time is strictly prohibited.

2. Student Residences

a) The possession and consumption of Alcohol and Lawful Substances in residences shall be governed by this policy, the Residence Handbook and Agreement, other applicable University policies and any applicable provincial or federal laws. This policy is intended to complement the Residence Handbook and Agreement, other applicable University policies and any applicable provincial or federal laws, not supersede them.
b) Any storage or consumption of Cannabis in a student residence is prohibited.
c) Only persons of legal age may consume Alcohol and/or Lawful Substances (excluding Cannabis) in resident’s rooms or apartments.
d) The consumption of Alcohol or Lawful Substances is not permitted in public spaces including but not limited to common rooms, washrooms, student lounges, stairways, hallways, and games or laundry rooms.
e) Manufacturing or sales of Alcohol in University Residences are prohibited.
f) Cannabis plants are not permitted to be grown, transported or stored within or around student residences.

3. Safety and Risk Management

a) In order to properly address safety and risks within employment, the following apply to employees of the University:
i. Employees may use Lawful Substances (said use or consumption being in accord with this Policy) that do not interfere with an employee’s ability to be Fit for Work and are being used as directed or prescribed by an attending/treating medical professional.
ii. It is the responsibility of every employee when taking any Lawful Substance that is prescribed by a physician to review their job duties with their attending/treating medical professional to confirm that the use of the Lawful Substance will not impair the safe and efficient performance of the job duties and assignments or otherwise cause the Employee not to be Fit for Work.
iii. Employees in Safety Sensitive Positions must refrain from the use of any Lawful Substance while at work as such use will be considered a breach of this Policy.
b) In order to properly address safety and risks for students acting in a safety sensitive capacity, as well as to enhance a positive experience for all students, students are expected to be free from impairment of Alcohol or Lawful Substances when attending scheduled learning activities.
c) In certain instances, including but not limited to the health professions, both employees and students may be subject to licensing and/or regulatory standards of their profession that place additional restrictions on the consumption of Lawful Substances causing impairment or endangering individual and/or patient safety.

4. Testing

a) To achieve the goals of this Policy, the University may conduct Testing of employees in Safety Sensitive Positions, in the following circumstances:
i. There is reasonable cause to believe the employee is impaired at work or not Fit for Work, including but not limited to observed use or possession of a Lawful Substance or Illicit Drug during employment, and/or any observable change in an employee’s behaviour or ability to perform the regular duties of their job that is impacting their work performance, absenteeism, or illness for themselves or others.
ii. The employee has been involved in a workplace Incident.
b) The University may conduct Testing in non-Safety Sensitive positions or Safety-Sensitive positions when it is a component of an employee’s return to work program.
c) A positive Testing result obtained pursuant to this policy does not necessarily reveal that an employee is not Fit for Work or has a Substance Use Disorder, and may be investigated further to determine an appropriate course of action. However, a positive Test alone or with other observations of an employee’s behaviour, performance, or attendance may demonstrate that an employee is impaired and not Fit for Work, which shall be a breach of this Policy giving rise to disciplinary action.
c) Testing and Test results will be considered highly confidential, and will be handled in accordance with the University’s privacy obligations pursuant to applicable legislation.
e) Failure to participate in Testing in accordance with this Policy may result in disciplinary action.

5. Accommodation
a) The University recognizes the duty to accommodate employees as it relates to an Employee’s Substance Use Disorder.
i. The University treats accommodation requests relating to Substance Use Disorder very seriously and will appropriately support the accommodation process. Employees that are affected by a Substance Use Disorder that impairs their ability to be Fit for Work or perform work safely are expected to disclose such information that relates to a workplace accommodation. No employee with a Substance Use Disorder will be disciplined because of the employee’s disclosure of a Substance Use Disorder or involvement in a rehabilitation efforts.
ii. Employees who choose not to disclose such a need for accommodation arising from a Substance Use Disorder and are involved in an Incident where the employee is not Fit for Work are subject to discipline. Similarly, employees seeking an accommodation for Substance Use Disorder after a workplace incident will not prevent the employee from being disciplined.
iii. The University may require an employee who seeks or is undergoing treatment to enter into a return-to-work agreement, a requirement of which may be that the employee submit to periodic testing for Lawful or Illicit Substances.
iv. Any further information and procedures related to medical accommodation of employees as it relates to substance use disorder can be referenced in the University’s Medical Accommodation guidelines.
b) A student who wishes to access an academic accommodation related to Substance Use is directed to contact Access and Equity Services