Under legislation we, as your employer/contractor, have a duty to ensure so far as is reasonably practicable, the health and safety and welfare at work of all our employees and similarly you have a responsibility to yourself and your colleagues. The use of alcohol and drugs may impair the safe and efficient running of the business and/or the health and safety of our employees.

If your performance or attendance at work is affected as a result of alcohol or drugs, or we believe you have been involved in any drug related action/offence, you may be subject to disciplinary action and, dependent on the circumstances, this may lead to your dismissal.

 

We acknowledge individuals can encounter factors that can affect them both inside and outside of work. It is well known that the consumption of alcohol and drugs may affect an individual’s ability to perform tasks safely and productively. Fatigue, stress, mental illness and general health related issues can also affect an individual’s ability to act safely.

 

All individuals have a responsibility not to endanger themselves or others. For clarity, this policy is specifically intended to include the consumption of alcohol or illegal drugs outside working hours, which could impact upon the individual during working hours.

 

The Company requires that:

  • During duty no one must be under the influence of alcohol or drugs (prescribed or non-prescribed that may affect work related performance)
  • Alcoholic beverages must not be consumed during duty and / or within the last 12 hours before duty.
  • Alcohol must not be consumed on any company or customer sites; there are no exceptions to this rule.

 

Possession and Consumption of Drugs

Illicit drugs (including, but not restricted to, marijuana, amphetamines, cocaine, hallucinogens and heroin) must not be brought onto, consumed or be offered to other personnel on any company or customer site under any circumstances. The sale, transfer or manufacture of illicit drugs by a member of personnel will be seen as gross misconduct and immediate dismissal will apply.

 

Legal drugs (including prescribed medication) reasonably required by a person for medicinal purposes may be brought to and consumed onsite or within facilities. However, the individual must without any delay notify the project supervisor and give an explanation of the medicine / drug being carried and for which purpose it has been brought onsite.

Any consumption of legal drugs must be in accordance with the recommended dose or the prescribed dose or the person’s doctor. This does not imply that a person may take prescribed drugs regardless of their impact. They may only attend work where the medication does not cause them to react unsafely.

If an individual is required to consume legal drugs (including prescribed medication) for medical purposes, then the following will apply:

  • That person must notify the their immediate manager should the medical practitioner advise the prescription may affect the employee’s ability to undertake their duties in a safe manner or of any warnings attached to the medication which may impact on the person’s ability to work safely; If that person’s performance is likely to be affected as a result of taking the medication to the extent that the risk to the individual or others is increased, then the Manager will consult with that individual to make adjustments to the work requirements, where practicable. It is recommended that an individual discusses, with their medical practitioner, what effects their prescription medication may have, if any.
  • If it is not practicable to make adjustments to the work requirements, the individual will be sent home 
  • Drugs (including prescription and over the counter medication) must not be offered to another person.
  • The employee must only consume the dosage as prescribed by their medical practitioner.

 

  • Over the counter medications must only be taken in accordance with the manufacturer’s directions.  If there is any doubt regarding the impact that this medication may have on an employee to undertake their duties in a safe manner, then advice should be sought from the pharmacist. If the pharmacist indicates that the medication may impact on the employee’s ability to perform their work safely then they must advise their Manager.

 

Alcohol & Drugs Testing 

  1. The Company reserve the contractual right to carry out alcohol and drug testing on personnel during their normal working hours. These tests are random and do not imply suspicion in relation to any individual.
  2. If you are required to submit to a test, you will have the right to be accompanied by a fellow work colleague available at the time of the request. 
  3. You retain the right to refuse to be tested, however, you should be aware that your refusal may be regarded as breach of contract which may lead to disciplinary action and result in your dismissal.

 

The company also reserves the right to arrange a drug and/or alcohol test should an employee be involved in:

  • An incident that puts themselves and/or others at risk.
  • An incident that puts property, plant or equipment at risk.
  • Following a near miss situation

 

Personnel should report any concerns they may have about a colleague relating to such matters directly to one of the company Directors for attention.