Drug and Alcohol Policy

DRUG AND ALCOHOL POLICY

________ (ACN.............................) ("Employer")

Effective date: ________

This Drug and Alcohol Policy ("Policy") applies at all times to all employees of Employer ("Employees") unless Employer expressly provides otherwise.

Employer is committed to providing a pleasant, safe and professional workplace for all Employees. Alcohol and drug abuse is a health risk for the user and for those around them. Such abuse can impair the judgment of the user and can put others in danger.

Employer expects Employees to maintain high professional standards at all times when representing Employer and at all times during work hours.

It is detrimental to these goals if Employees consume illicit drugs or alcohol, are under the influence of illicit drugs or alcohol, or possess or distribute illicit drugs, during work hours.

This Policy is intended to serve as a guide and does not create any contractual obligation on any party.

(1) ALCOHOL

(I) It is strictly prohibited for an Employee to work for Employer while under the influence of alcohol. Unauthorised consumption of alcohol during work hours or on Employer property is also strictly prohibited.

(II) Employer acknowledges that alcohol consumption is a lawful activity and that Employees are free to consume alcohol in their own time. However, Employer requires that any alcohol consumption away from Employer property or outside of work hours does not interfere with an Employee's ability to safely and professionally perform his or her duties for Employer, and does not negatively impact on Employer in any way.

(2) ILLICIT DRUGS

(a) It is strictly prohibited for an Employee to work for Employer while under the influence of an illicit drug.

(b) It is strictly prohibited for an Employee to work for Employer if the Employee's performance, judgment, coordination or well-being could reasonably be impaired during work hours as a result of the Employee's consumption of an illicit drug.

(c) The manufacture, possession, distribution, sale, purchase or consumption of illicit drugs during work hours, on Employer property, or at any Employer related event is strictly prohibited.

(3) LAWFUL DRUG USE

In the event that an Employee uses lawful drugs for legitimate medical reasons, and if such lawful drug use may reasonably be expected to interfere with the Employee's ability to safely and professionally perform his or her duties for Employer, or may reasonably be expected to negatively impact on Employer in any way:

(a) The Employee must notify Employer as soon as possible.

(b) Employer may assign the Employee to other duties until such time as Employer is satisfied that the Employee's lawful drug use is no longer expected to interfere with the Employee's ability to safely and professionally perform his or her duties for Employer or to negatively impact on Employer.

(4) TESTING

(a) Employer reserves the right to require the Employee to submit to routine drug and/or alcohol tests at the following intervals: ________.

(b) Employer reserves the right to require the Employee to submit to random drug and/or alcohol tests.

(c) In the event that Employer has a reasonable suspicion that the Employee is using illicit drugs or is under the influence of alcohol during work hours, Employer may require the Employee to immediately stop work and to submit to a drug and/or alcohol test.

(d) The drug and/or alcohol tests described under the preceding sub-clause(s) may include:

(I) urine test;

(II) blood test;

(III) saliva test; and

(IV) any other legitimate and reasonable drug or alcohol testing methods that the Employer deems appropriate in the circumstances.

(e) In the event that the Employee returns a positive test for drugs and/or alcohol, the matter will be handled, and the Employee may be disciplined, in the following manner:

________

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(6) OBSERVING AFFECTED EMPLOYEES

(a) All Employees have a responsibility to look out for other Employees, and to ensure that they help the Employer to provide a safe and professional workplace.

(b) If any Employee ("Observing Employee") reasonably suspects that another Employee ("Impaired Employee") is impaired by drugs and/or alcohol in contravention of this Policy, then it is the Observing Employee's obligation to:

(I) if safe and appropriate to do so - take any reasonable and necessary steps to minimise any risks posed by the Impaired Employee (for example, by encouraging them not to handle dangerous equipment or interact with the public); and

(II) notify the Employer (or a manager) as soon as possible.

(c) Any communication between the Observing Employee and the Employer or manager will be handled in strict confidence.

(d) If the Observing Employee does not feel safe or is not comfortable approaching the Impaired Employee, or if the Observing Employee does not consider it appropriate to approach the Impaired Employee, then the Observing Employee may refrain from doing so and may simply notify the Employer (or a manager) so that they can approach the Impaired Employee.

(e) The Employer's first priority is not to punish Employees, but to ensure a safe and professional workplace.

(7) EMPLOYER SUPPORT

(a) Employer acknowledges that drug and alcohol abuse are health issues which can be successfully managed and treated in many cases.

(b) While the Employee remains entirely responsible for the Employee's own actions, and for the Employee's recovery, Employer is committed to helping Employees who are willing to do what is necessary to overcome these issues.

(c) Employer will provide a referral to a relevant treatment provider in the event that treatment is required.

(d) Employer will provide the Employee with relevant information regarding drug and/or alcohol treatment if required.

(e) In the event that the Employee requires time away from work in connection with the Employee's treatment for drug and/or alcohol abuse, personal leave or other leave may be made available to the Employee.

(f) Any arrangements for extended time away from work may be made based on the advice of a treatment provider.

(g) Employer may require a medical certificate before granting any time off work.

(h) Any information about the Employee's treatment or circumstances will be treated by the Employer with strict confidence, and in accordance with Australian privacy law.

(i) The Employer will not provide any referrals and will not provide any information to third parties without the Employee's consent.

(8) DISCIPLINARY ACTION

In the event that an Employee breaches this Policy, the following disciplinary procedures may apply, in Employer's sole discretion:

(a) a formal warning;

(b) a requirement to provide an apology (either verbal or in writing);

(c) a requirement to attend training;

(d) a requirement to attend counselling;

(e) demotion;

(f) a missed opportunity for promotion;

(g) suspension;

(h) termination.

(9) CONTACT

For further information about this policy or to discuss any matters related to it, please contact:

________

(10) ACKNOWLEDGEMENT

By signing below, the Employee acknowledges having read and understood this Policy, and the Employee agrees to comply with this Policy:

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Employee Signature

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Employee Name

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Date