Viscount Drug and Alcohol Policy
Purpose
The purpose of this policy is to:
• Describe a systematic approach to controlling the risks associated with Drugs and Alcohol in the workplace
• Provide all Team Members with information on the management of Drugs and Alcohol and this policy
• Provide guidelines for recognising Drug and Alcohol related risks at work
Scope
This policy applies to all Team Members:
• employees including management & workers,
• labour hire personnel,
• contractors, sub-contractors, apprentices, trainees, volunteers and visitors.
• the definition of Team Member extends to those gaining work experience, performing outwork or working from home or any work-related activity on behalf of Viscount regardless of the time or location.
Responsibilities
All Team Members are required to:
• Familiarise themselves and comply with all requirements of this policy
• Ensure they are fit to attend work
• Advise if their ability to perform their role safely is impacted by medical treatment and provide a letter from their doctor if required.
• Attend Drug and Alcohol training as directed
WHSE Team is required to:
• Ensure this policy has been understood and implemented at each Viscount site across all functions.
• Ensure this policy is reviewed periodically to ensure compliance with any legislation or best practice
Site Managers or Authorised Management (Management) representatives are required to: Ensure that the requirements of the policy are adhered to
• Ensure that Team Members are aware of the requirements of the policy
• Provide annual refresher training and document attendees
WHSE Team and People and Capability are required to:
• Assist Workplace Managers and Management Representatives with compliance of the policy
• Consider Drug and Alcohol risk factors in incident investigations, and monitoring and responding to trends in such incidents
• Record Drug and Alcohol incidents/injuries in Velocity and on the Health and Safety Risk Register
Supervisors are required to:
• Ensure Team Members under their supervision comply with this policy
• Are aware of the requirements of the policy
• Ensure the requirements of the policy are adhered to
Accredited Collection Agency
Adulterated Specimen
Alcohol
An external entity appointed to carry out Drug and Alcohol testing.
A specimen that has been altered by the donor to defeat a drug test.
A colourless, volatile, flammable liquid, C2H5OH, synthesised or obtained by fermentation of sugars and starches and widely used, either pure or denatured, as a solvent and in drugs, cleaning solutions, explosives, and intoxicating beverages.
Amphetamine-type substances include, but are not necessarily limited to, the following: amphetamine, methylamphetamine, methylenedioxymethamphetamine (MDMA), and methylenedioxyamphetamine (MDA)
Approved Social Event
Australian & NZ Standard
Benzodiazepines
Chain Of Custody
Confirmatory Test
Drugs
For Cause Testing
Legal Drugs
Non-Negative result
An event on or off site where permission has been granted by the CEO or Executive where alcohol will be provided to Team Members by Viscount. Consumption of drugs and alcohol is not permitted on operating facilities.
Each of:
• AS 3547:2019 Breath alcohol testing devices
• AS/NZS 4308:2008 Procedures for specimen collection and the detection and quantification of drug abuse in urine and;
• AS 4760:2019 Procedure for specimen collection and the detection and quantitation of drugs in oral fluid, or a more recent published amendment or version of the above Standards.
Benzodiazepines is the term used to refer to drugs such as Oxazepam, Temazepam, Diazepam, Nitrazepam, Clonazepam and their metabolites. Brand names for several widely used prescription drugs, which include Benzodiazepines, are Valium, Librium, Serapax, Mogadon and Rohypnol.
Chronological documentation and or paper trail, showing the seizure, custody control transfer and analysis of urine or other samples provided in accordance with this policy.
A second analytical test conducted in a laboratory after drugs have been detected during an initial drug screening test.
Drug means a substance that has a physiological effect on the body, either by itself or through its metabolite(s).
Is a workplace drug and alcohol test conducted when there is specific, observable evidence or reasonable suspicion that a Team Member is under the influence of a substance which has the potential to place the Team Member at risk.
Drugs which include Legal Medication and legal non medication drugs such as caffeine.
A preliminary screening test for the presence of drugs which indicates the presence of a substance. Not confirmed by laboratory analysis
Opiates The term used to refer to drugs such as Morphine, Codeine, Heroin, and 6-acetylmorphine.
Positive A positive result which been confirmed by an Accredited Collection Agency.
Prescription or Pharmaceutical Medication
Medication which is prescribed to the Team Member or is obtained as over the counter medication.
Sample A urine sample taken immediately prior to the testing to be administered.
Team Members
Team Member Assistance Program (EAP)
Policy Requirements
• employees including management & workers,
• labour hire personnel,
• contractors, sub-contractors, apprentices, trainees, volunteers and visitors.
• the definition of Team Member extends to those gaining work experience, performing outwork, working from home or any work-related activity on behalf of Viscount regardless of the time or location.
A program providing access to support Team Members who experience difficulties both within and external to their work environment which may affect their ability to perform their work duties.
The use of Drugs and Alcohol has the potential to impact the health, safety and wellbeing of our TeamMembers and their families, the safety of operations and the safety of other people who interact with the company. All Drug and Alcohol testing (for cause, after incident, random or pre-employment) must be conducted in accordance with the processes outlined in this policy.
TeamMembers must not:
Consume any drugs or alcohol at any time or location (on or off site) to an extent that effects their ability to work safely and in a responsible manner, if they are returning to work duties on that day or shift.
TeamMembers must report immediately to a Management Representative if they observe any Team Members appearing to be potentially at risk due to the consumption of Drugs or Alcohol while on Viscount sites or whilst undertaking any work activity for Viscount.
Team Members must participate in Drug and Alcohol testing during working hours:
• Where there are reasonable grounds or suspicion that a Team Member’s safety or welfare might be at risk due to the use of Drugs or Alcohol (for Cause Testing)
• When requested by Viscountafter an Incident or potential serious injury / fatality
• When requested as a part of a job pre-employment assessment process including job transfers When requested by Viscount as part of a random testing program
• In an event where confirmed drugs are found on a site
Prescribed Limits - Alcohol
Viscount requires that all Team Members are fit for work and not affected by Alcohol.
Team Members must be within the following prescribed limits in the following circumstances:
Driving a company vehicle outside work hours with no expectation to be called into work
In line with State and Territory legislation.
Prescribed Limits - Drugs
Viscount requires that all Team Members are fit for work and not affected by Drugs.
Team Members must be below the target and cut-off concentrations for the presence of the following Drugs in oral fluid (saliva) or urine as per the relevant Australian and NZ Standard (unless verified by a medical doctor as due to the appropriate use of medication):
Amphetamine-type substances;
• Benzodiazepines;
• Cannabinoids;
• Cocaine and metabolites;
• Opiates; and Oxycodone
TeamMembers must not have other mood-altering Drugs in their system, which may reasonably be expected to affect their ability job to perform their jobs safely.
Additional drugs that may reasonably be expected to affect workplace safety may be also tested per the relevant Australian and NZ Standard for all types of testing.
Note: Testing as per the relevant Australian and NZ Standard tests for drug use, rather than actual impairment. Inactive metabolites of prohibited drugs may remain in a person’s system, and exceed the target and cut-off concentrations, even after the effect of the drug has worn off and the person is no longer regarded as being impaired. If an individual returns a confirmed positive result from drugs or alcohol consumed outside Viscount’s workplaces, the individual will be in breach of this Policy
Work function guidelines
In Viscount we value employee contribution to our results and believe that celebrating success is part of that positive culture we wish to have. As such, from time to time there will be workplace celebrations and recognitions events that may include the provision of and consumption of alcohol.
We put safety first in our organisation and as such need to ensure that the functions are carried out in a way that is safe and respectful for our employees. To this end, the following guidelines must be adhered to:
1. There is to be a pre-set limit on the amount of alcohol consumed by each individual.
• While at the function, employees are not to purchase drinks separately from the function.
2. Plan prepared from management on the safe transport to and from the venue.
• We will always refund Taxi or Uber receipt for transport to or from the venue.
3. Code of Conduct, EEO policy and other policies as varied from time to time apply at the function.
4. An agreed start and finish time.
• Management must be present at the agreed finish time to officially close the function.
• Participants are then required to leave the venue. They cannot stay at the venue and continue to party after the function as this can still be seen as part of the official function.
5. Communication to all attendees of these requirements before the event
Training And Education
Training and education on health and safety risks relating to Drugs and Alcohol and the requirements of the policy must be provided at the start of implementing this policy, at induction, prior to introduction of significant changes (e.g. introduction of random Drug and Alcohol testing), and at regular intervals (for example reinduction). Records must be kept confirming the training that has been completed.
Types of Testing
Pre-Employment and Job Transfer Drug Testing
Pre-employment testing is to be conducted using urinary drug testing unless this facility is not available or a medical or law enforcement professional recommends otherwise. All job transfers where a Team Member is transferring into a safety sensitive role must undertake a Drug and Alcohol test as part of the transfer process.
For Cause and After Incident Drug Testing
For Cause Testing may be carried out where any Team Member’s behaviour raises concern to any Team Member , a Management Representative or others regarding their fitness for work. The Team Member with the concerns over a Team Member’s behaviour must raise the matter with a Management Representative. Where the Management Representative has reasonable grounds to suspect a Team Member may be potentially at risk due to the potential use/abuse of Drugs and/ or alcohol they are to complete an observation of the Team Member with another Management Representative.
Events that may initiate for Cause Testing may include, but are not limited to, any one or a combination of the following:
• erratic, abnormal, or unusual behaviour
• near misses or incidents where safety is compromised
• observations of where Team Members may have difficulty completing tasks, safe operation of plant, machinery or mobile equipment or where there is a reduction in decision making ability.
• Impaired motor skills or reduced ability to perform tasks normally expected
• Slurred speech
Physical signs and symptoms consistent with excessive alcohol or drug use (including but not limited to smell)
• Impairment in learning and memory, perception and judgment
• Personal disclosure of drug use
• Changes in behaviour
Where reasonable grounds are confirmed by the second Management Representative, the Management Representative is to complete the following:
• conduct and document initial investigations/observation
• ensure the Team Member is moved to a safe location
• maintain confidentiality
• escalate to a member of the Executive Team and People & Capability
After Incident Testing
• Where there has been an incident an after-incident test must be considered in consultation with People and Capability or a member of the Executive team.
• One or more people involved may be tested. In the event of a Team Member injury, Drug and Alcohol testing must not compromise medical care.
Random Testing
Unannounced random testing for drugs and alcohol will only be undertaken by the Company where it is a customer requirement or in ‘safety sensitive’ areas. Where a random testing requirement is required as part of a written contract for services by a customer, the requirement will not be agreed to by the Company until it is satisfied with the customer’s reasons for mandatory random testing. Such a requirement will be made known to TeamMembers carrying out the work and the process of random testing clearly explained to them. Where there is a justified requirement for random testing, a randomly selected sample of Team Members will be selected to participate in the test by the external testing agency. If TeamMembers wish to, they can nominate someone to observe the random selection process.
We consider the following positions to be safety sensitive:
• Any role that requires driving a vehicle for the purpose of performing their role
• Any role where work is performed on or near plant and equipment including mobile plant
Refusal To Take Testing
A refusal to undertake Drug and Alcohol testing is considered failing to follow a reasonable direction and may constitute misconduct. If the Team Member refuses to attend testing, they will be directed to go home following transport being arranged. Team Members must not drive home from site, refusal to attend testing or refusal to go home constitutes a breach of this policy and may result in disciplinary action being taken against the Team Member
The Management Representative must explain the potential disciplinary consequences if a Team Member refuses to undergo Drug and Alcohol testing. Refusal may result in application of disciplinary action, which may include termination of employment.
Suspicious Sample On Site
In the event where a package or sample is found on site that may contain or be drugs the Manager should be notified immediately. The sample taken to the office, a representative from People and Culture is notified and then the police are called for a nonemergency situation on 13 14 44 (Australia) or 105 (New Zealand) to come and assess the package or sample.
Testing Results
The Responsible Management Representative is to ensure that: all Drug and Alcohol tests are to be conducted by an Accredited Collection Agency engaged by Viscount
• all Confirmatory Tests are to be conducted by an Accredited Testing Laboratory
• where an Accredited Collection Agency conducts testing, they must report results to the designated People and Capability representative.
Where an initial drug test is a non-Negative result, then a Confirmatory Test (in a certified or other reputable and experienced laboratory where a certified lab is not available) is required. The Team Member must be provided transport home.
Where a Positive test for alcohol or “confirmed positive” test for other drugs has been recorded, and the test indicates use of an illegal drug or inappropriate use of another drug, the Management Representative reviews the case in consultation with the relevant People and Capability Representative or member of the Executive Leadership Team.
Where a “confirmed positive” test is recorded at pre-employment, the recruitment process ceases, and the candidate is not eligible to be employed.
For a temporary labour hire worker seeking full-time employment who tests positive they need to undergo further testing and until this time are suspended from work. Upon the “confirmed positive” the worker is no longer allowed to work on site unless agreed by the company and agency, which may include further testing.
At the People & Capability / Management’s discretion a Drug and Alcohol test can be requested for Team Members transferring to a safety sensitive role. Where a current Team Member returns a non-negative result, their manager will be notified and they will be stood down whilst awaiting confirmatory results.
Where a “confirmed positive” test is recorded by an existing Team Member , they may be offered access to EAP and may be required to participate in a rehabilitation program. Should the Team Member refuse to participate in any rehabilitation program this may result in disciplinary sanctions up to and including termination of employment for the Team Member
TeamMember’s will be required to participate in an individual random targeted unannounced testing program for a period of up to two years following completion of a rehabilitation program.
In the event a TeamMember records a further ‘confirmed positive’ test the Management Representative, following consultation with the relevant People and Capability determines further actions which may include disciplinary action up to and including termination of employment.
Where a contractor returns a Positive result, the Management Representative is to advise the contractor that they will not be allowed on site. In the first instance a contractor returns a confirmed Positive result they may be allowed back on to site at the discretion of the Management Representative and will be required to participate in a rehabilitation program and participate in an individual random targeted unannounced testing program for a period of up to two years following completion of a rehabilitation program.
Any contractor who has a second confirmed positive is not to be allowed on site again. These requirements are to be reflected in all contract agreements.
Adulterated Specimen
A sample must be reported as an invalid test when it has been adulterated in the following situation:
I. a Urine Sample falls outside the specified temperature range, or II. a Urine Sample is suspected of being substituted with another substance and/or sample not provided at time of test, or III. a Urine Sample or saliva sample contains a masking agent which has been added to the sample, ingested by the TeamMember and/or applied to the TeamMember’s body (substances used as masking agents will require confirmation by the Accredited Collection Agency), or IV. for any other factor based on the opinion of the Accredited Collection Agency.
Where it appears that there is an Adulterated Specimen, after consultation with the relevant People & Capability and/or Management Representative disciplinary action may be undertaken. Where the sample has not been adulterated with but reflects a normal variation, this does not necessarily imply any conscious adulteration. In all instances where the sample is rejected, the Team Member will be asked by the Accredited Collection Agency to repeat the test.
If the TeamMember is unable to provide a valid sample within the allowed time or refuses to give a sample or leaves the workplace without a valid reason and after being requested to stay for the purpose of such a test, an investigation will be conducted and where appropriate, disciplinary action undertaken.
Through further analysis, interpretation and/or expert opinions of samples submitted to the laboratory (in accordance with local standards), that the sample has been adulterated, it may result in disciplinary action which could include dismissal.
Drug Tests
Where a confirmed Positive is returned and there is evidence of Legal Drugs that would account for the Positive test, there will not be any disciplinary action. Unless that Team Member had not previously advised the Management Representative of any prescribed medication.
Alcohol Tests
A Positive blood alcohol level (during working hours) to the extent that there is a concern for their ability to operate safely and in a responsible manner will be reported to the Management Representative at the time of the test. The Team Member is to be stood down immediately and the Management Representative must ensure they are transported home safely.
Disciplinary Action
Where a TeamMember returns an initial negative test result for an Alcohol or Drug test, the Management Representative is to return the TeamMember to their normal duties unless there are other unresolved fitness for work issues or concerns. Where there are remaining concerns for the Team Member’s wellbeing and safety, the People and Capability WHSE Team should be consulted to determine an action plan.
Where a Team Member returns an initial non-Negative result, the Team Member is to be stood down on full pay until the investigation is completed and the Confirmatory Test is available. The Management Representative must ensure they are transported home safely.
Where a Team Member has received a confirmed Positive test for blood alcohol or a confirmed Positive drug test, which is not consistent with declared medication, there is the potential for disciplinary action to be taken, which may include termination of employment. The disciplinary action taken will be determined on a case-by-case basis and will consider the circumstances including any mitigating factors.
The Management Representative and/or People & Capability will arrange a suitable time to meet with the Team Member and their nominated support person, if they wish to bring one, to discuss the allegations and allow the Team Member time to provide a response to the allegations.
The discussion will be based on the test results and the results of the investigation.
The discussion is to include the following:
• results of the incident investigation
• offer of EAP and/or any rehabilitation
• discuss any disciplinary action up to and including dismissal
• access to TeamMember and/or annual leave for EAP or rehabilitation
• steps to be taken before returning to work
• possible actions if there is a second Positive test within 2 years
Team Members who voluntary notify of a Drug or Alcohol related problem will not be subject to disciplinary action (unless it is immediately prior to a test or after an incident) and must be offered access to EAP. Team members will be asked to leave site and may be required to participate in a rehabilitation program prior to returning to site. Prior to returning the Team Member must demonstrate that they have completed their rehabilitation program if required and can now comply with the requirements of the policy. The Wellbeing team will be consulted as part of this process to ensure the Team Member receives support through this process.
If through an external party, the contractor or labour hire company must provide evidence that the labour hire Team Member or contractor has resolved their Drug and or Alcohol issue.
In circumstances where a Team Member’s behaviour or conduct may involve a breach of any laws, the company may notify the police or other relevant authority
Prescription and Pharmaceutical Medication
All TeamMembers who are taking prescription or pharmaceutical medication for a legitimate medical purpose must ensure that the following is undertaken:
I. The TeamMember takes the prescription or pharmaceutical medication as prescribed by their medical practitioner and normal directions applying to the use of the medication
II. The TeamMember understands the impact drinking alcohol has on prescription or pharmaceutical medication
III. The Team Member confirms with their medical practitioner or pharmacist if their ability to safely perform their role may be impacted whilst taking the prescription or pharmaceutical medication
Where a Team Member is taking prescription or pharmaceutical medication that may impact on their fitness for duty they must inform their Management Representative. This includes medicinal marijuana prescribed by a treating practitioner. A risk assessment must be completed to determine the level of risk where a Team Member notifies that they are taking a Legal Medication, this is to be managed by the WHSE Team
In the event a Team Member receives a confirmed Positive test which is consistent with Legal Medication the People and Capability Team must ensure a Risk Assessment is completed with the Management Representative.
Possession of Drugs and Alcohol
If Viscount suspects that a TeamMemberhas Drugs or Alcohol in their possession at work, Viscount will undertake an investigation to attempt to determine whether the Team Member has Drugs or Alcohol in their possession
If a Team Member refuses to cooperate, following consultation with the People & Capability may be subject to disciplinary action. Viscount must ensure that the Team Member is provided access to a support person during the investigation.
Appendix
Drug and Alcohol Testing
Drug and Alcohol testing must be completed by an Accredited Collection Agency that complies with the required local standards.
The testing providers in Australia and NZ are:
Drug Detection Agency (TDDA)
TDDA Contact details: Integrity Sampling
• AUSTRALIA 1300 4 DETECT (1300 4 33 8328)
• NEW ZEALAND 0508 DRUGTEST (0508 3784 8378)
The testing procedure must include:
• The TeamMember being tested must produce either photo identification or be identified to the tester by a Management Representative.
• An external accredited organisation must be utilised to undertake all Drug and Alcohol testing, this includes onsite testing.
• Collection of the sample must be undertaken by a qualified collector working for an Accredited Collection Agency which has been approved by People and Capability.
Drug testing must comprise an initial screening test followed by a Confirmatory Test using mass spectrometry/gas chromatography or equivalent if the initial screening test is a Non-Negative result.
• Full Chain Of Custody procedure of the sample must apply.
• Processes must be in place to ensure confidentiality of Team Member’s health information obtained as part of the testing process and reporting of results (e.g. Team Members being tested will be asked to declare all medications that can indirectly identify medical conditions not relevant to safe performance of work).
• Accredited Collection Agencies used for drug testing analysis must be experienced and accredited and must conduct the analysis in full compliance with the relevant standard.
The authorised collector and/or tester is required to:
• explain the collection and testing process
• ask the TeamMember to list any medication taken recently including proprietary or over the counter medication and the time and amount of last alcohol consumption
• conduct the test, and if required, transport specimens to the nominated laboratory for analysis in accordance with the relevant specified process
Random Drug Testing
Where a Site or Management Representative wishes to introduce random testing, the following process must be adopted in consultation with the WHSE Team and a representative of People and Culture
• Consultation must be undertaken with TeamMembers, the consultation process must be documented.
• The Viscount selected Accredited Collection Agency must be utilised and training must be provided to TeamMembers about the process.
Saliva based testing will be utilised in the first instance. If results indicate the presence of unauthorised substances, further testing will be carried out via a urine sample.
The Management Representative responsible for the site will need to ensure that the business or site establishes in consultation with the TeamMembers:
• A testing frequency
• Random selection process conducted by the Accredited Collection Agency based upon a current TeamMember listing
On the day that testing is to be undertaken the Accredited Collection Agency notifies the Management Representative of the Team Members who have been selected. Where a Team Member is unable to participate in the test due to absence from work or for operational reasons verified by the Management Representative, a test may be scheduled within thirty days.
At the time of the scheduled test the Management Representative is to ensure:
• The Team Member is informed of the requirement to undertake the tests and the disciplinary consequences of failure to undertake the test or tampering with the process
• Where a Team Member refuses to take the test inform the TeamMember that it will be treated as a failure to follow a reasonable directive and Viscount requirements
• In the event of a non-Negative result or refusal to undertake a test, transport is arranged for the TeamMember to be taken home
The authorised collector and/or tester:
• Explains the collection and testing process
• Asks the TeamMember to list any medication taken recently including over the counter medication and the time and amount of last alcohol consumption
• Conducts the test, and if required, transports specimens to the nominated laboratory for analyses in accordance with the specified process.
Any TeamMember who leaves the site having become aware of their potential inclusion in random testing being conducted on that day and without an explanation satisfactory to the Management Representative, may be subject to disciplinary action following an investigation.
Post Incident Testing
When are Drug and Alcohol Tests Required following an incident?
A Drug and Alcohol test must be conducted in accordance with this policy for any Team Member who is involved in or may have contributed to an incident which:
a. Results in the death or serious injury of any person;
b. Involves significant damage to property;
c. Involves mobile plant; or
d. Had the potential to cause death, significant damage or serious injury to any person. The testing will be conducted as soon as possible following the incident however the Team Members’ health and safety will always take precedence over a Drug and Alcohol test.
It is the sole discretion of Viscount if rehabilitation support is offered.
Observation Checklist
Must be used when determining if there is Reasonable Suspicion a TeamMemberis under the influence of Drugs or Alcohol.
All team members can use this checklist.
Team Member Name:
Position:
Observation Date:
Site:
What duties was the Team Member performing?
Behaviour
Unsteady gait, stumbling
Drowsy, lethargic, sleepy
Agitated, anxious, restless
Suspicious, paranoid
Inappropriate, uninhibited
Discussions about obtaining/using drugs/alcohol
Quality
of Work
Clear refusal to do assigned tasks
Decreased efficiency or productivity
Careless operation of equipment
Unsupported explanations for poor performance
Appearance
Flushed complexion
Tearing, watery eyes
Small (constricted) pupils
Disheveled clothing
Changes after breaks or lunch
Speech
Slurred, thick
Loud, boisterous
Nonsensical, silly
Job Performance
Excessive unauthorised absences
Frequent patterned absences
Frequent concern about safety breaches
Observer Name:
Observer Signature:
Date:
Time:
Hostile, belligerent
Irritable, moody
Depressed, withdrawn
Hyperactive, fidgety
Frequent breath-freshener use
Discussions about death, suicide, harming others
Significant increase in errors
Inconsistent quantity/quality of work
Procrastination on significant decisions or tasks
Change in written or verbal communication
Needle marks
Irritable, moody
Clumsy, uncoordinated
Unkempt appearance
Bloodshot eyes
Incoherent
Rapid, pressured
Cursing, inappropriate
Excessive tardiness
Frequent unexplained disappearances
Interferes with or ignores policies
Unresponsive, distracted
Clumsy, uncoordinated
Tremors, shakes
Flu-like illness complaints
Disoriented, confused, unfocused
Behaviour that disrupts workflow
More than usual supervision necessary
Sunglasses at inappropriate times
Large (dilated) pupils
Unfocused, blank stare
Cold, clammy, excessive sweating
Exaggerated enunciation
Excessively talkative
Unusually slow, soft
Excessive extension of breaks or lunch
Frequent Monday/Friday absences
For Cause Testing Process Flowchart
Observed behaviour causes concern that a Team member may be impaired due to Drugs and Alcohol
Obsercation checklist completed
Team Member advised that a Drug and Alcohol Test is required
Team Member: Stood down on full pay until results of confirmatory tests is received
Incident cuases concern that a team member could be impaired due to the effects of Drugs and Alcohol
Relevant Supervisor or Manager determines whether to test in consultation with another management rep
Drug and Alcohol Provider contacted and requested to attend site
Team member undertakes testing with provider
Test results received by Manager who informs Team Member
Non-Employee: Stood down from site (Manager advised)