Safe, responsible operations and accountability for our actions are core values that Omega takes seriously. At every location where Omega does business, we seek to preserve a safe, healthy and productive work environment for employees. Substance use and abuse in the workplace run counter to these core values.

Substance use and abuse increases the potential for accidents, absenteeism, substandard performance, poor employee morale and health, and has the potential to damage the company’s reputation amongst surrounding communities. For these reasons, Omega will act to eliminate substance use and abuse in the workplace. Accordingly, we have adopted the following Substance Abuse Policy, which covers all employees. As a condition of continued employment with the company, employees must comply with this policy.

Substance defined

For the purpose of this policy, the term “substance” includes alcohol, controlled substances, illegal drugs, prescribed and over-the-counter medications and any other substance that may be inhaled, injected, ingested or introduced into the body in any other way that may alter an individual’s mood, perception, coordination, response, performance or judgment.

Prescription and over-the-counter medications

Many medications available via prescription or for purchase over the counter have side effects that may alter an employee’s ability to do his or her job safely and effectively. It is the employee’s responsibility to obtain the information required to determine whether the use of such medication could negatively affect their productivity or ability to perform their job safely. Accordingly, the employee should discuss their work responsibilities with their personal physician to determine whether the use of any prescription and/or over-the-counter medication could adversely affect their ability to perform their job safely.

Seeking voluntary assistance

There are instances when employees may voluntarily seek assistance for substance use and abuse problems. In these instances, Omega will assist affected employees, without subjecting them to discipline. Any employee who has completed a rehabilitation programme must be drug free before returning to work.

Detectable trace amounts

It is a violation of this policy for employees to report for duty or remain on duty:
  • (a) with any detectable trace amount of any illegal drug, alcohol or controlled substance (except as prescribed by a licensed medical practitioner for current use) in their systems; or,
  • (b) while under the influence of any substance that could in any way adversely affect their health or safety, the health or safety of others, or their ability to represent the company in an appropriate manner.

Prohibited activities

Possession or use of alcoholic beverages, controlled substances, illegal drugs and drug paraphernalia is prohibited at client locations or company sites or property.
Certain activities at client locations or company sites or property are considered serious misconduct and will result in immediate termination and notification, where appropriate, of law enforcement or other government authorities. These activities include the illegal production, distribution, possession or use of illegal substances.

Off-the-job substance abuse

Off-the-job involvement in substance abuse activities, which could affect job performance or the employee’s ability to represent the company in an appropriate manner, may result in disciplinary action up to and including termination.

Notification of charges

Employees are required to notify Omega if they are charged with a violation of a criminal drug statute whilst in the workplace. This notification should be directed to the employee’s Department Manager no later than five (5) working days after the employee is charged.

Contractors, subcontractors, their employees, agents and visitors

Contractors, subcontractors, their employees, agents and visitors should be advised of this policy. Omega reserves the right to require contractors to search and/or screen their employees before entering company premises, while engaging in company business, or while operating company equipment.


This policy applies to all employees, except as prohibited by applicable federal, state or local law. The company reserves the right to interpret, modify or revise this policy in whole or in part, without notice, except as required by applicable federal, state or local law. Nothing in this policy is to be construed as an employment contract, nor does this alter an employee’s employment at-will status.


Omega's AKAN contact
Kjersti Reiersen