HR Governance: Employee Relations

Alcohol & Drug Policy

POLICY
When you come to work, you must be fit for work. Your ability to work safely and productively must not
be impaired by Alcohol, Cannabis, prescription drugs, or over-the-counter drugs, or any other impairing
substance. The use and after effects of Alcohol, Drugs and Medications can adversely affect the safety
and well-being of employees and the public. They can also negatively impact the workplace, and job
performance.

BC Hydro’s Life Saving Rule # 8 states: Don’t work while under the influence of Alcohol or
drugs.

This Policy includes:

• Clarification of Life Saving Rule #8: Don’t work while under the influence of Alcohol or drugs.
• Expectations for the use and possession of Alcohol, Drugs and Medications in relation to your
work for BC Hydro.
• Information on assistance available to employees struggling with Alcohol or drug dependency.

The Policy is addressed through nine key principles.

1. Be fit for work.
2. Don’t use Alcohol or Drugs at BC Hydro Events or when representing BC Hydro during working
hours.
3. Prevent Workers you suspect are unfit for duty or in violation of this Policy from working and
notify a manager. We will investigate.
4. Use Medication responsibly. If Medication has the potential to impair your ability to work safely
and productively, let us know. We’ll work to accommodate you.
5. We support Employees struggling with Alcohol and Drug dependency to overcome dependency
and reasonably accommodate them in their recovery and return to work.
6. Records collected under this Policy are confidential, and will only be disclosed in limited
circumstances.
7. Designated Worksites may have site specific rules.
8. We respect your personal privacy and activities outside work.
9. Violations of this Policy have consequences.

We all have a role to play in ensuring that Alcohol and drug use does not impact the safety of our
workplace. This Policy applies to BC Hydro Employees (including subsidiary employees) while they’re
engaged in BC Hydro Business, whether working on BC Hydro Worksites or those of others, while they
represent BC Hydro, and when operating vehicles and testing equipment on behalf of BC Hydro.

bchydro.com
 These attached appendices also form part of the Policy:
• Appendix A: Key Definitions
• Appendix B: Alcohol and Drug Investigation and Testing Procedure
• Appendix C: Recovery Support Services

Please note that capitalized and defined terms are described in Appendix A. We may update this Policy
as necessary to respond to BC Hydro’s evolving business requirements.

APPLYING THE POLICY

1. Be fit for Work.

Don’t Work while impaired by the use or after effects of Alcohol, Drugs or Medications.

Being fit for Work also means:

• When you’re paid to Work, you’re expected to remain fit to Work. This includes when you’re on
scheduled standby. If you’re called in unexpectedly and are impaired by the use, or after effects,
of Alcohol, Medications or Drugs, refuse the unscheduled request to work.
• Don’t use, possess, distribute, sell or offer to sell Alcohol, Drugs (including Cannabis or any
products containing Cannabis), Illicit Drugs, or Mood Altering Substances), or Drug
Paraphernalia while at Work, including during work breaks. This does not apply to the
possession of Medications.
• Provided you comply with applicable laws, you may have Cannabis or sealed containers of
Alcohol stored in personal vehicles on BC Hydro Worksites if it’s locked in the trunk of your
vehicle or otherwise secured. This exception does not apply to BC Hydro vehicles – Alcohol,
and Drugs are prohibited in BC Hydro vehicles at all times.
• If your job requires you to have a valid drivers' license, immediately inform your manager if your
license is suspended or revoked for any reason, especially if this occurred while operating a BC
Hydro vehicle or while driving on BC Hydro business.

2. Don’t use Alcohol or Drugs at BC Hydro Events or when representing BC Hydro during working
hours.

When you’re attending training or events, or any BC Hydro Event during normal working hours or after
hours, don’t consume Alcohol or Drugs.

If you’re representing BC Hydro at non-BC Hydro events/training/seminars that are outside normal
working hours, you may consume Alcohol provided you drink responsibly and follow applicable laws. If
you consume Alcohol at these events, don’t return to Work, or operate BC Hydro vehicles or equipment
afterward. Don’t consume cannabis when you’re representing BC Hydro, at any time.

Exceptions for Alcohol (these exceptions don’t apply to Drugs, including Cannabis):
• Pre-approval - BC Hydro may allow the consumption of Alcohol at BC Hydro Events outside
normal business hours or at events during normal business hours with the advance approval of
an Executive Team member.

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 • Conditions of Pre-approval - If you’re attending an event where an Executive Team member has
pre-approved the consumption of Alcohol, you’re expected to drink responsibly and organizers
are expected to comply with applicable event guidelines. BC Hydro will reimburse the
reasonable cost of transportation home from a BC Hydro Event where Alcohol is served.
• Hosting - If you’re hosting guests when conducting BC Hydro Business away from BC Hydro
Worksites and other than at a BC Hydro Event, you may make Alcohol available to your guests,
provided you ensure the safety of guests (e.g. provide transportation home). If you’re hosting
guests on BC Hydro Worksites, Alcohol may only be provided or consumed with the prior
approval of your Executive Team member. If you consume Alcohol when hosting, don’t return to
Work or operate BC Hydro vehicles or equipment afterward.
• Expenses - Alcohol may be paid for by BC Hydro credit card or expense reimbursement
(subject to our business and travel expense policies and procedure) if the consumption of
Alcohol was pre-approved by an Executive Team member, or if you’re hosting guests on BC
Hydro Business away from BC Hydro Worksites. Otherwise, don’t expense or pay for Alcohol on
a BC Hydro credit card. Drugs (including Cannabis) can’t be paid for by BC Hydro credit card or
expensed.

3. Prevent Workers you suspect are unfit for duty or in violation of this Policy from working and
notify a manager. We will investigate.

Working while impaired by Alcohol, Drugs, or Medication puts Employees at high risk of injury or death.
If you believe another Worker is unfit for duty or otherwise in violation of this Policy, you must notify a
manager immediately. The Worker will be temporarily removed from duty or reassigned to non-safety
sensitive duties and an investigation will be undertaken. That investigation may include Alcohol and
Drug testing.

We may also investigate when there is reason to believe that substances are present on BC Hydro
Worksites in violation of this Policy. Notify your manager immediately if you believe (i.e. behaviour,
odour) that Alcohol, Drugs or Drug Paraphernalia are on BC Hydro Worksites. The manager will decide
whether to investigate, including whether to involve law enforcement.

You’re required to cooperate with any investigation into potential violations of this Policy. It’s a violation of
this Policy if you fail to cooperate in an investigation (including failure to attend an assessment), refuse to
take an Alcohol and Drug test when required, or if you fail an Alcohol or Drug test.

Details on Alcohol and Drug investigations and testing are described in Appendix B.

4. Use Medication responsibly. If Medication has the potential to affect your ability to work safely
and productively, let us know. We’ll work to accommodate you.

You’re expected to be fit for Work and some Medications may impair your ability to perform your job
safely and productively. If you need to use Medication, you must use it responsibly.

Responsible use of Medication

Use Medications in accordance with the instructions from your licensed medical professional, and verify
(through your physician, pharmacist, or another licensed medical professional) whether the Medication
can negatively affect safe and productive performance of your job duties. Use a safe, non-impairing
alternative to the Medication when one is available (e.g. non-drowsy).

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 When you’re working, or on BC Hydro Worksites, don’t:
• Misuse Medications in a way that could negatively impact job performance (e.g. not using the
Medication as instructed, using someone else’s Medication).
• Possess Medications that have not been prescribed to you.
• Distribute, offer or sell prescription or authorized Medications (e.g. trafficking).

Disclosure of Medication

If the Medication you use has the potential to affect your ability to Work safely and productively, you’re
required to immediately let your manager or HR business partner know that you may need modified
work. You aren’t required to disclose the details of your Medication or your medical condition to your
manager. Once you disclose, your manager or HR business partner will refer you to BC Hydro’s
Recovery Services.

You may be required to disclose the details of your Medication and any functional limitations to
Recovery Services so that they can evaluate the nature and duration of work modifications required.
Recovery Services may:

• Follow up with your treating physician or an occupational health or addictions specialist to

confirm any work modification you require, and
• Require (if the Medication is Medical Cannabis), a note from your licensed medical practitioner:
o Confirming the authorization to use medical cannabis along with details regarding the
authorization (e.g. quantity, strain, method and timing of consumption, and duration of the
authorization); and
o Indicating whether the authorized use of Medical Cannabis could interfere with your ability to
safely perform your job duties and identify any need for modified duties.

Re-assignment/medical work modification

If you’re taking Medications that have the potential to negatively affect the safe and productive
performance of your Work, BC Hydro may assign you alternate duties and a medical work modification
(if available) or work accommodation. This is consistent with our duty to accommodate under human
rights legislation.

5. We support Employees struggling with Alcohol and Drug dependency to overcome dependency
and reasonably accommodate them in their recovery and return to work.

We recognize that Alcohol and Drug dependency are treatable illnesses. We provide support to Employees
to overcome dependency and work to reasonably accommodate disabilities due to Alcohol or Drug
dependency. Our programs provide access to medical and rehabilitation assistance through financial
assistance for treatment, leaves from work for treatment, disability benefits and return to work agreements
following treatment.

Our goal is to have Employees with Alcohol or Drug dependencies manage their illness and successfully
return to work. Details on BC Hydro’s process for helping Employees with an Alcohol or Drug dependency
are described in Appendix C of this Policy.

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6. Records collected under this Policy are confidential, and will only be disclosed in limited
circumstances.

We’ll maintain the confidentiality of your records collected under this Policy except where limited
disclosure is necessary for health and safety concerns (e.g. there is a potential for risk to you, others or
BC Hydro), or otherwise as authorized or required by law. Anyone receiving information in accordance
with this Policy is expected to take precautions to ensure any documents are secure and remain
confidential as contemplated by this Policy. Information about your medical functionality (e.g. fitness for
work and any functional restrictions that may apply) may only be shared with those individuals who
need to know the information for work purposes (including human resources, discipline, or grievance
administration purposes) to determine your fitness for work, an appropriate work accommodation, and
return to work program.

All records relating to employee personal information collected under this Policy will be stored in
accordance with the Freedom of Information and Protection of Privacy Act and used only for the
purposes for which they were collected.

7. Designated Worksites may have site specific rules.

Modifications to this Policy may be developed for Worksites with employee housing, or for designated
safety sensitive Worksites. Any unique rules or modifications to this Policy will be provided to
Employees working or visiting those Worksites. If you’re working at or visiting one of the designated
Worksites, comply with this Policy as well as any modifications applicable to the Worksite.

8. We respect your personal privacy and activities outside work.

What you do outside of Work, when you’re not representing BC Hydro or on our Worksites, isn’t our
business unless your off-Work activities have the potential to negatively affect BC Hydro’s Business,
reputation, and work environment (e.g. if you consume Alcohol or Drugs on your personal time but
report to Work impaired by Alcohol or Drugs or their after effects, it becomes our concern).

9. Violations of this Policy have consequences.

If you’re found to have violated this Policy, we’ll consider all of the circumstances of the violation
including any dependency or recovery issues, and take the disciplinary action that we consider
appropriate for the situation, up to and including termination.

If we find that an Employee has violated this Policy, but we’re prepared to continue their employment,
the Employee may be required to comply with any conditions BC Hydro sets out to continue their
employment. Conditions will be based on the circumstances, such as recommendations by any
substance abuse professionals involved, but may include reassignment, compliance with treatment
and aftercare, performance expectations, satisfactory Alcohol and Drug test(s), no further Policy
violations, and other conditions appropriate in the circumstances. Failure to comply with the conditions
may lead to further disciplinary action up to and including termination.

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Alcohol and Drug Policy Appendices
APPENDIX A: KEY DEFINITIONS

“Alcohol” refers to beer, wine and distilled spirits, and includes the intoxicating agent found in
medicines or other products.

“BC Hydro Business” refers to all business activities undertaken by Employees in the course of BC
Hydro’s operations, whether conducted on or off BC Hydro Worksites.

“BC Hydro Event” refers to any event organized by BC Hydro and paid for in whole or part by BC
Hydro. BC Hydro Events do not include voluntary social events organized between colleagues after
working hours. When considering whether an event is truly a “BC Hydro Event,” some factors to
consider:

• If attendance at the event is voluntary or is there is an expectation that the Employee attend as
a part of their employment?
• If the event on the Employee’s own time or is the Employee paid to attend?
• If the event is organized by BC Hydro or by Employees or clients?
• What is the level of support BC Hydro provides?

Examples:
• Not BC Hydro events – informal pub night organized by a few workers, social club events, the
BC Hydro Hockey Tournament (even though some funding is provided), Women’s Network
events
• BC Hydro Events – Safety Rodeo, Century Club Banquet, customer development activity,
department holiday party

“Contractor /Contract Worker” refers to any individual that BC Hydro has contracted to perform a
service on BC Hydro Worksites or as a representative of BC Hydro and is paid on an invoice or fee for
service basis. This includes third party contractors, subcontractors, sole providers/proprietors and
consultants.

“Drug” means any substance, including but not limited to Illicit Drugs, Cannabis, or other mood altering
substances the use of which has the potential to change or adversely affect the way a person thinks,
feels or acts. For purposes of this Policy, Drugs of concern are those that impair a worker’s ability to
perform his or her job safely and productively.

Cannabis refers to cannabis lawfully obtained and lawfully used including cannabis products
such as edibles, teas, oils, creams, and so on.

Illicit Drug means any drug or substance which is not legally obtainable and whose use, sale,
possession, purchase or transfer is restricted or prohibited by law (e.g. street drugs such as
cocaine).

Mood Altering Substance refers to any other product that is legally or illegally used, resulting
in cognitive or physical limitations that negatively impact performance on the job (e.g.
cathinone “bath salts,” doda, glues, aerosols, and other similar products).

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“Drug Paraphernalia” refers to any personal property which is associated with the use of any drug,
substance, chemical or agent, the possession of which is unlawful in Canada. This would also
include any product or device that may be used to attempt to tamper with a testing sample.

“Employee” includes all permanent full time, part time, temporary, casual and seasonal employees on
the payroll of BC Hydro or one of its subsidiaries.

“Impaired Driving” includes testing over the legal limit, driving while impaired, or a refusal to submit
to or provide a sample for an Alcohol or drug test as requested by a law enforcement officer.

“Medication” refers to a Drug obtained legally, either over-the-counter or through a doctor or

licensed medical professional’s prescription or authorization. The following is a non-exhaustive list of
Medications which can have a negative impact on performance:

i. Antihistamines - are widely prescribed for hay fever and other allergies (e.g. Allegra,
Dimetane). They are also found in many cold medications. These medications may cause
drowsiness.

ii. Motion Sickness Drugs - are used to prevent motion sickness and nausea (e.g. Gravol,
Antivert). Side effects may include drowsiness.

iii. Barbiturates, Sedatives, Hypnotics, Tranquilizers, Antidepressants - (e.g. Ativan, Imovane,

Paxil). Potential side effects may include mild sedation, hypnotic state, dizziness or
drowsiness.

iv. Narcotics - (e.g. Demerol, Codeine, OxyCodone and Percoset). Codeine is often found in
combination drugs such as 222s or 292s or Tylenol 1, 2, 3s. Drowsiness, dizziness, and
light-headedness may be side effects.

v. Stimulants - Medication used for central nervous system stimulation and for appetite
suppression can produce sensations of well-being which may have an adverse effect on
judgment, mood and behaviour (e.g. amphetamines or medications sold as "diet pills").

vi. Anticonvulsants - are used to control epileptic seizures and can cause drowsiness in some
patients (e.g. Dilantin).

vii. Muscle relaxants - are used to treat musculoskeletal pain (e.g. Flexeril, Robaxisal). Most
common side effects are sedation and drowsiness.

viii. Cold tablets/cough mixtures – in particular, nighttime remedies can cause drowsiness (e.g.
Sinutab, Contac, Triaminic, Tussionex and preparations containing dextromethorphan
(DM) or codeine).

“Medical Cannabis” means Cannabis that a licensed medical practitioner has authorized an
Employee to use pursuant to the Access to Cannabis for Medical Purposes Regulations.

“Reasonable Cause” means reasonable cause to believe that the actions, appearance, behaviour, or
conduct of a Worker at Work, or on BC Hydro Worksites indicates the Worker is impaired by the use or
after effects of Alcohol, Drugs, or Medication. Observations that give rise to a Reasonable Cause may
include but aren’t limited to:

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 • Observed use or evidence of use of a substance (e.g. smell of Alcohol or Cannabis);
• Erratic or atypical behaviour or changes in behaviour of the Employee;
• Changes in the physical appearance or speech patterns of the Employee; and
• Any other observations that suggest and Employee may be impaired by the use or after effects of
using Alcohol, Drugs or Medications.

“Safety Sensitive Positions” refers to any position in which individuals have a key and direct role in
an operation where performance impacted by Alcohol, Drug or Medication use could result in a Serious
Incident or a failure to adequately respond to a Serious Incident, and could affect the health, safety or
security of the employee, other persons, property or the environment.

“Serious Incident” is an incident that resulted or had reasonable potential to have resulted, in a
fatality or permanently disabling injury.

“Work” refers to a Worker performing their scope of their job duties and responsibilities, whether
conducted on or off BC Hydro Worksites.

“Worker” includes Employees and Contractor/Contract Workers performing Work for BC Hydro.

“Worksites” includes, but is not necessarily restricted, to all land, facilities, worksites, workplaces,
work camps, and vehicles owned, leased or otherwise controlled by BC Hydro for the purpose of
conducting BC Hydro Business and work sites where BC Hydro Business is being performed by an
Employee.

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APPENDIX B: ALCOHOL AND DRUG INVESTIGATION AND TESTING PROCEDURE

1. Investigations

The following procedures apply during an investigation:

If a Worker is suspected of being unfit for Work as a result of being impaired by the use or after effects
of using Alcohol, Drugs, or Medications, the manager will notify Human Resources, and the Worker will
be interviewed and given an opportunity to provide an explanation for their behaviour or condition. After
the interview, if the manager has Reasonable Cause to believe that the Worker is under the influence of
Alcohol, Drugs, or Medications, the manager will:

• Remove the Worker from Work until an investigation is complete.

• Inform the Worker’s employer or contract representative if the Worker is a Contractor/Contract
Worker.
• Refer the Worker for medical attention if there appears to be immediate medical concerns (e.g.
a local hospital or clinic) and provide the Worker with transportation and ensure they’re
accompanied to the hospital/clinic.
• If the Worker is an Employee, refer the Employee for an Alcohol and Drug test as soon as
possible after determining there is Reasonable Cause.
o The need for a test must be documented as part of the preliminary investigation as soon
as practicable.
o Should there be any delay in the testing, Employees to be tested must not use Alcohol,
Drugs, or Medications (unless prescribed by a licensed medical practitioner or
administered by a first responder) until after the test has been completed, or they are
advised a test is not required.
o If applicable, the Employee’s union will be notified that an investigation is taking place. A
request for union representation will not unduly delay the investigation.
• Consider referring the Employee for a fitness for duty assessment.
• Take any other action appropriate in the situation.

2. Alcohol and Drug Testing

Our Alcohol and Drug testing program is an important part of our commitment to Employee and workplace
safety.

All Employees are subject to Alcohol and Drug testing for:

Return to Work – Post Violation: If an Employee violates this Policy and employment is
continued, the Employee will be required to pass a return to work test and may be subject to
unannounced testing as a condition of continued employment by BC Hydro.

Return to Work – Post Treatment: On a case-by-case basis, unannounced testing may be used
as a monitoring tool to support the recovery of an Employee returning to work after treatment for
an Alcohol or Drug dependency (this will likely be included in a return to work agreement).

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Employees in Safety Sensitive Positions are also subject to Alcohol and drug testing for:

Reasonable Cause: An employee will be sent for Alcohol and Drug testing, when BC Hydro has
Reasonable Cause to believe the Employee is impaired by the use or after effects of Alcohol, Drugs or
Medications.

Post Incident: An Employee involved in a Serious Incident may be sent for Alcohol and Drug testing as part
of a full investigation into the circumstances.

All Employees may be subject to Alcohol and Drug testing for:

Customer Requirements: Alcohol and Drug testing may be required in additional situations as a condition of
compliance with customer requirements (e.g. site access testing).

Candidates for employment in some Safety Sensitive Positions are subject to Alcohol and Drug testing for:

Pre-Employment: Candidates seeking employment with BC Hydro in some Safety Sensitive Positions must
successfully undergo a pre-employment Alcohol and Drug test prior to being eligible for employment with
BC Hydro.

Contractors/Contract Workers may be subject to Alcohol and Drug testing, however their employer is
responsible for all testing activities.

3. Alcohol and Drug Testing Procedures

The following procedures apply during Alcohol and Drug testing:

The Alcohol and drug testing process is based on rigorous collection, analysis and reporting procedures
designed to ensure the accuracy and integrity of the results. Steps in the testing process are highlighted
below. BC Hydro reserves the right to implement different testing procedures and change testing levels
as advances are made in testing technology.

Generally, the process is as follows:

• Testing will be conducted in those circumstances outlined under the Policy to determine the
presence of five classes of Drugs and Alcohol: cannabinoids, amphetamines, cocaine,
opiates, phencyclidine and Alcohol. If BC Hydro concludes there is justification to include
additional Drugs in this list, Employees will be advised of the change. Testing for additional
Drugs may also be required on an individualized basis on the advice of a treatment centre or
substance abuse professional in a post-treatment situation.

• Collection of specimens for Drug testing and administration of Alcohol tests will be
performed by trained collection agents and laboratory testing will be conducted by a fully
qualified and accredited laboratory.

• Alcohol tests will be administered by a breath analyzer. Drug tests will be administered by
collection of a sample of urine, oral fluid or in rare cases, hair. Tests may be administered
using a quick test at the collection site with confirmation testing at the lab should it be required.
Laboratory analysis of using parallel technologies may, but are not required to be, used.

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 • A positive Drug test is one in which the amount of Drug in the sample identified by the
confirmation test is at or exceeds the cut-off levels outlined by the United States Department of
Transportation (“US DOT”) at the time. Even though BC Hydro is not regulated by the US DOT,
the regulations are considered to be the gold standard of Drug testing rules in North America.
Please note, the US DOT cut off levels may change from time to time (e.g. due to
advancements in testing technology).

• Laboratory confirmed positive drug test results will be reviewed by a qualified Medical Review
Officer (MRO).

• In the case of a verified positive drug test result, or a tampered or substituted finding, the
Employee may ask the MRO to require the split sample to be tested (or for single sample
collection, their sample to be retested) within seventy-two (72) hours of receiving their results.
If a second confirmed positive test is reported, the person who requested the second analysis
is responsible for reimbursing BC Hydro for the associated costs.

• If the test is reported as dilute and negative, or cancelled because the specimen is
invalid, the Employee will be required to provide an additional specimen for testing as
soon as possible.

• All test results will be reported directly to Employee Relations and/or Recovery Services or
designate. Except for the release of information in accordance with this Policy and in
situations affecting the health and safety of workers and the public, results of all testing will be
maintained by Employee Relations and kept confidential unless otherwise required by law or
authorized by order of a tribunal, arbitrator or court.

Additional testing may be required if it is a customer requirement:

 Employees will be advised in advance of any additional customer requirements, including any
requirement to pass an Alcohol and Drug test prior to working at a customer’s site.

 BC Hydro will work with customers who require site access testing to exempt BC Hydro
Employees from the requirement to pass an Alcohol and Drug test prior to working at a
customer’s site.

 If BC Hydro is unable to obtain an exemption for its Employees, it will work with the Employee
and/or Union to address any outstanding issues arising from the requirement for site access
Alcohol and Drug testing.

 If BC Hydro is unable to reach an agreement with the Employee or Union related to the
customer’s required site access Alcohol and Drug testing, BC Hydro will look at other
alternatives to get the work completed.

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APPENDIX C: RECOVERY SUPPORT SERVICES

If you’re struggling with an Alcohol or Drug dependency, BC Hydro is here to help.

Seeking help and support

Contact your personal physician, or available community services for help with an Alcohol or Drug
problem, or any other problem that may affect your Work. To access BC Hydro programs, contact
Recovery Services, your HR business partner, your manager or your Union representative, as soon as
possible. Early intervention improves your chances for a lasting recovery. We’ll help you access
rehabilitation programs and medical benefits, and may provide partial funding for programs to help you
overcome Alcohol or other drug dependency.

Accessing assistance or declaring a problem doesn’t eliminate the need to perform your Work to a
satisfactory level. You won’t be disciplined for voluntarily seeking help through BC Hydro, but you can’t
avoid discipline or performance management by declaring you have a dependency after breaching this
Policy.

After you ask for help

If you come forward voluntarily to seek help with an Alcohol or Drug dependency, you will be referred
for a Substance Abuse Professional (“SAP”) assessment and supported through a treatment and
aftercare program consistent with the SAP’s recommendations and your applicable benefit coverage.
Recovery Services manages the referral process, and any return to work conditions (e.g. monitoring
program) to support your ongoing recovery.

Aftercare
If you complete primary treatment (e.g. residential or out-patient treatment) for Alcohol or drug
dependency as a result of a performance-related referral, or if you’ve been provided treatment
assistance from BC Hydro, you’re required to participate in an aftercare program consistent with your
SAP’s recommendations upon your return to work to help you maintain recovery. You’ll be required to
enter into a written return to work agreement with us that will outline the conditions governing your
return to work.

For more information, please see the BC Hydro Alcohol and Drug Treatment Program Guideline on
Hydroweb

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