DRUGS AND ALCOHOL IN THE WORKPLACE. The Company is committed to providing a safe work environment for all employees. The Company is responsible under various OHS legislative for providing a working environment that is safe and which minimise risk to the health and safety. All employees have a responsibility to co-operate with the company to maintain a safe working environment. The Company identifies the use of drugs and alcohol in the workplace as a major occupational health and safety risk factor. To this end, any employee found in possession of, consuming or affected by alcohol or illicit drugs on company operating plant premises during working hours will be subject to Disciplinary Procedures and may include Summary Dismissal. If however, any employee believes that they have a dependency problem and wish assistance form the company to resolve the problem, they should approach the site superintendent who will then advise management. The employee will then have to undergo counselling/rehabilitation and not be under the influence of drugs or alcohol in the workplace in the future. Under such approaches made by an employee would be strictly confidential and treated on its merits.
DRUGS AND ALCOHOL IN THE WORKPLACE. City agrees to amend City Council Policy 4004, "Drugs and Alcohol in the Workplace," to define the specific and articulable behaviors which constitute "reasonable suspicion" for drug and alcohol testing, and POA agrees that the policy, as amended, applies to its members, but that random testing will not apply to Association members.
DRUGS AND ALCOHOL IN THE WORKPLACE. ZERO TOLERANCE Where required urine Drug tests may be requested. In each instance the relevancy of the test will be stated. This makes it a workplace issue if:
DRUGS AND ALCOHOL IN THE WORKPLACE. Where the workplace is under the control of a host trainer, you must abide by all the requirements of the Drug and Alcohol Policy in place at that workplace. If you can’t access your host’s policy, then you shall follow our policy as under: ♦ Employees shall not use and/or consume alcohol or illegal drugs during working hours. ♦ Employees who have consumed alcohol or illegal drugs prior to commencing work, and who are affected to the extent that they: o are unable to perform their work duties to a satisfactory standard o have impaired judgment o are putting at risk their health and safety, and/or the health and safety of others o shall not commence work. ♦ Should an employee have already commenced work under the influence of alcohol or illegal drugs, and exhibits behaviour that puts at risk their health and safety, and/or the health and safety of others, then the host trainer shall contact an Apprenticeships Queensland Employment Consultant who will report the incident to the General Manager. ♦ If an employee is taking prescription drugs under the supervision of a medical practitioner, and that medication makes the employee drowsy or impairs judgment, the employee shall not operate machinery or equipment. Please note that Apprenticeships Queensland has established a Drug and Alcohol Management Program. This means that you may be required to submit to a random drug and alcohol test under our policy. If your host has a Drug and Alcohol Management Program that includes random testing, you may be required to submit to a random drug and alcohol test under their policy. Behaviour contrary to these instructions will be dealt with under the provisions of “The Vocational Education, Training and Employment Act 2000.” ANTI-SMOKING (Construction Sites) In addition to the health issues surrounding smoking in the workplace, many building sites have supplies of flammable materials and substances present. Smoking in these environments is an unacceptable hazard due to the risk of fire or explosion. The policy seeks to eliminate this hazard. Policy Statement • No employee of Apprenticeships Queensland is permitted to smoke within the boundary of any site (including residential, commercial or industrial sites) during working hours.
