Alcohol & Drug Policy

Faucibus commodo massa rhoncus, volutpat. Dignissim sed eget risus enim. Mattis mauris semper sed amet vitae sed turpis id. Id dolor praesent donec est. Odio penatibus risus viverra tellus varius sit neque erat velit.

1. Purpose

1.1.As an organisation, we are committed to providing and maintaining a safe, healthy and productive workplace. We recognise the concerns of employees, members, customers and the general community with regard to the impact of alcohol and drug misuse. Our aim is to ensure all employees return home safely every day and others on the roads are not negatively impacted by our actions. While we do not wish to intrude into the private lives of our employees, if alcohol or drugs have a direct impact on an individual's work performance or on our safety standards, it is our responsibility to intervene.

1.2. The objectives of this policy are to:

1. a) reduce the likelihood of injury and damage resulting from the misuse of alcohol and/or drugs (including prescription drugs);

2. b) provide employees with an understanding of the behaviour expected of them during working hours;

3. c) ensure that employees who are consuming alcohol or other drugs out of work hours, don't do so in a way that impacts on their work -for example, through a hangover; and 4.

4. d) explain how incidents will be handled when an employee is demonstrating signs and symptoms that deem them unfit for work. This policy applies to all employees (full-time, part-time and casuals), contractors, sub-contractors and any other people who represent the organisation in any way - collectively referred to in this policy as 'employees'.

1. This policy is applicable in all work locations, and locations visited when driving for company purposes. Where an employee is co-located with another organisation, they will be expected to comply with.

2. This policy as well as the policy of the other organisation.

2. Alcohol & Drugs In The Workplace

1. As an employer, we will take all appropriate measures to reduce the risk of harm to all employees. All employees also have a responsibility when it comes to identifying and managing risks associated with alcohol and other drugs. Employees should be aware of the risks unique to our working environment. These risks include but are not limited to: employee fitness for work while driving on the road; risk taking behaviour and dangers caused by other drivers; use of heavy machinery and working around heavy machinery; handling of goods; and risks to the image and reputation of our business add any additional policy requirements here. The effects of alcohol and drug use can be long lasting, including through hangovers. Substance use outside of work hours may influence an employee's performance at work, including negatively impacting on their performance in the workplace and their ability to drive safely.

3. Responsibilities

Employers 3.1.Employer responsibility overview Under the Workplace Health and Safety Act 2011 and Occupational Health and Safety Act 2004 (VIC), as an employer we have a general duty of care towards employees and others who may be present in the workplace. The employer is responsible for: providing a safe workplace that ensures employees and others on the road are not exposed to unnecessary risks; giving employees information, instruction, training and supervision to enable them to work in a safe manner; consulting and cooperating with employees to reduce alcohol and drug related harm; ensuring that this policy is applied on a consistent and fair basis ; providing information and training about alcohol and drugs to help ensure employees are aware of the potential risks to health and safety associated with consuming these substances. 3.2.Alcohol and drug testing

3.2.Alcohol and drug testing As a company, we are authorised to carry out testing procedures for alcohol and drugs in the workplace. Alcohol and drug testing can be carried out at any time while employees are performing duties for the organisation. Employees should note that a refusal to take an alcohol or drug test will be deemed a positive test result and consequences will apply, which may include dismissal.

Circumstances where we may conduct alcohol or drug testing include, but are not limited to:

• pre-employment (as part of recruitment process); post incident;
• random testing for general deterrence; and breach of policy.

​3.3.Action upon a confirmed positive resultIf an employee returns a negative result for alcohol and/or drugs, no further action is taken and the employee returns to work. An employee that returns a positive result greater than 0.00% (alcohol) or a confirmed positive result (drugs) will be considered in a breach of this policy and will be required to undergo performance management which may include termination of their employment. If an employee refuses to participate in the drug or alcohol test, this will be assumed as a positive result and action will commence accordingly.

3.4.Confidentiality of results The results of alcohol and drug testing will only be retained if there is a positive result. These results will be disclosed to management and will be kept confidential. The employee is entitled to view and retain a copy of the results.

4. Employees

4.1 Employee responsibility overview Everyone in the workplace has a responsibility for maintaining a safe working environment. Employees should not be adversely affected by alcohol or drug use during working hours. Employees should be aware of their own ability to work and ensure they comply with this policy at all times. They should carry out a self- assessment (determine if you are fit for work) and inform their supervisor if they believe they are not fit for work. Employees are reminded that fitness for work encompasses your physical, mental and emotional state.

Except as set out in this policy, employees are not permitted to do the following:

• drive a vehicle while under the influence of alcohol while working;
• be unfit for work due to a hangover or the comedown effects of drugs;
• neglect to inform their supervisor of any side effects of medications that may affect their ability to work;
• misuse of medication, for example without a prescription or for non-medical purposes;
• be under the influence or use illegal drugs at work or during work hours (even when offsite); or
• possess alcohol or illegal drugs at work.

4.2 Prescription and over-the-counter drugs

Employees are required to inform their supervisor if they are taking medication which has the potential to adversely affect them, before commencing work. It is important that employees make sure they understand the potential side effects of their medication, for example by asking their GP or pharmacist about side effects. Employees are not required to reveal the nature of their condition, only inform their supervisor how their performance may be adversely affected.

It is the responsibility of the employee to ensure they are: taking the prescription or over-the-counter medication in accordance with the instructions from their GP or pharmacist, or those given on the pack. If these instructions are not readily available, the employee must take steps to find out including asking questions of their GP or pharmacist;

• not misusing the medication, including taking more than recommended or drinking alcohol while taking the medication (if it’s not advised);
• aware of their limitations while taking the medication (i.e. side effects that affect driving ability).

4.3. This paragraph has been intentionally left blank

4.4.illegal drugs Illegal drugs are not permitted on workplace premises or to be used during working hours. If an individual is found in the possession of an illegal drug or is deemed unfit for work by a supervisor as the result of illegal drug consumption, this could have consequences on their employment.

Employees should be aware that the comedown effects of illegal drugs can last for several days and that this may impact on their performance at work and cause safety issues. It is the employee's responsibility to ensure they are fit for work. The sale, transfer or manufacture of illegal substances in the workplace is a criminal offence and will be referred to Police for investigation and will result in instant dismissal. This includes prescription or over-the-counter drugs that are being distributed or consumed not for medical purposes, including 'synthetic' drugs.

4.5.Liability and workers compensation The employer will not accept liability for any damage to a company vehicle, an injury to another person, or damage to property if an employee's use of alcohol and/or drugs contributed to the incident. The employee will be personally liable in such circumstances. Employees should be aware that under the Workers Compensation and Rehabilitation Act 1958 (VIC) they are prevented from claiming worker's compensation (or their payments could be reduced) if they sustain an injury whilst being under the influence of alcohol or drugs.

4.6.Returning to work after being deemed unfit If an employee is sent home by a supervisor because they are deemed unfit for work due to alcohol and/or other drug consumption, prior to returning to work, the employee is to report to their supervisor. A medical certificate may be required from a medical practitioner prior to resuming work. Employees are required to cooperate in any investigation of such matters. Failure to cooperate or providing false information in an investigation may result in action being taken against the employee, as set out below under the heading 'Breach of this policy'.

4.7.Concerns about another employee Employees who have concerns about any individual not fit for work should inform their supervisor immediately. Further information about concerning signs and symptoms are detailed in Annex B.

5. Supervisors

5.1.The definition of a supervisor Assessing and determining if an employee is impaired by alcohol or drugs can be a complex process but it is often necessary for it to be made immediately to protect the safety of the employee and the worksite. All managers, supervisors and employees working in supervisory capacity (collectively referred to in this policy as 'supervisors') are authorised under this policy to determine if someone is not fit for work. Supervisors can make the assessment based on their observations and the conduct of the employee at the time. Supervisors should be aware of any work-related factors that may contribute to individuals developing alcohol or drug problems, and take steps to eliminate or minimise these factors. Further information on how to determine if someone is not fit for work is provided at Annex B.

5.2.Prescription and over-the-counter drugs Management will ensure that no employee is disadvantaged by reporting that they are taking medication on the advice of a medical practitioner and are not to request unnecessary information. If a supervisor suspects that an employee's ability to safely perform work (including drive a vehicle) is affected, they may take steps to address the issue, for example finding alternative duties.

5.3.Don't assume intoxication Supervisors should not assume difficulties in talking, lack of balance or coordination are necessarily related to alcohol or drug use. Other causes of impairment may include head injuries, fatigue or a medical condition. When employees are demonstrating these sorts of unsafe, concerning behaviours and there is no clear sign their behaviour is definitely a result of alcohol or drugs, appropriate medical intervention should be sought prior to arranging safe transport home for the individual.

5.4.Suspicion an employee possesses alcohol and/or drugs If a supervisor suspects that an employee has alcohol or illegal drugs in their possession at work, they may take any or all of the following steps: