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
(a) 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.
(b) 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
(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:
________
(5) 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) 52 252 888258822 52282222 5228 222 2228 8522 25 88 222 82222525882 52252585822 252 52258525 52282222, 25 82 252 888258822 52282222 5228 222 82288525 82 52252258522 22 52252585 252 52258525 52282222, 2522 252 888258822 52282222 252 5225582 2522 52822 82 525 252 882282 222822 252 52282225 (25 5 2525225) 82 2552 2522 852 52252585 252 52258525 52282222.
(e) 552 52282225'8 28582 25825822 88 222 22 252885 522822228, 852 22 228552 5 8522 525 252228882258 825228582.
(6) 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.
(7) 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.
(8) CONTACT
For further information about this policy or to discuss any matters related to it, please contact:
________
(9) 885882258252585
82 8822822 82828, 252 52282222 582228825228 558822 5255 525 5252582225 2588 228882, 525 252 52282222 525228 22 822282 8825 2588 228882:
.......................................................
Employee Signature
.......................................................
Employee Name
.......................................................
Date
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
(a) 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.
(b) 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
(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:
________
(5) 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) 52 252 888258822 52282222 5228 222 2228 8522 25 88 222 82222525882 52252585822 252 52258525 52282222, 25 82 252 888258822 52282222 5228 222 82288525 82 52252258522 22 52252585 252 52258525 52282222, 2522 252 888258822 52282222 252 5225582 2522 52822 82 525 252 882282 222822 252 52282225 (25 5 2525225) 82 2552 2522 852 52252585 252 52258525 52282222.
(e) 552 52282225'8 28582 25825822 88 222 22 252885 522822228, 852 22 228552 5 8522 525 252228882258 825228582.
(6) 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.
(7) 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.
(8) CONTACT
For further information about this policy or to discuss any matters related to it, please contact:
________
(9) 885882258252585
82 8822822 82828, 252 52282222 582228825228 558822 5255 525 5252582225 2588 228882, 525 252 52282222 525228 22 822282 8825 2588 228882:
.......................................................
Employee Signature
.......................................................
Employee Name
.......................................................
Date
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