Common use of Fitness for Work Clause in Contracts

Fitness for Work. Employees are required to comply with the Company’s alcohol and other drug testing program and reasonable testing programs of external companies if working on the external Company’s site/s. The Company’s alcohol and other drug testing program will not use blood and/or urine. This clause recognises that some drug and alcohol tests conducted at customer’s premises might produce a positive test that indicates a potential health and well being risk. Many of the Company’s customers expect their employees and suppliers to be drug-free, so it is damaging for the Company’s relationship with its customers if its employees test positive, even though they may not be impaired at the time. The Company will manage the issue of any positive tests at customer’s premises in a sensitive and caring manner, mindful of the business impacts. It is expected that any employee who tests positive will work co-operatively with the Company with the objective of avoiding future re-occurrences. (a) The Company’s employees will be required to abide by reasonable drug and alcohol testing policies of companies who have contracts with the Company, and who routinely require such testing of other contractors and internal employees. (b) The parties agree that a positive test at a customer’s site may require the removal of the Company’s employee from that customer’s site. Each incident will be assessed on its merits using the Company’s People Performance Framework, a typical approach would be: • If the Company’s employee tests positive under the customer’s testing methodology, the employee may be removed from the customer site and may be taken home or to the quarters/motel if residing away from home. The employee’s supervisor will schedule an interview to discuss the incident during the next rostered shift, with a view to offering counselling and medical assistance to help address any problem that might exist. A plan to ensure future tests do not produce a positive result will be jointly developed. A sensitive and caring approach will be taken by both the supervisor and the employee. This is not a disciplinary process and the employee will be paid as per the normal shift for all purposes of this clause. • If the employee tests positive a second time under the customer’s testing methodology within 6 months, an interview will be held. The employee may be required to produce a clear test before being rostered for work at any customers’ premises that requires fitness for duty testing. A further action plan will be developed to ensure future tests do not produce a positive result. Any counselling and medical assistance offered to the employee to help address an apparent problem must be accepted. This is not a disciplinary process and the employee will be paid as per the normal shift for all purposes of this clause. • If the Company’s employee tests positive for a third time under the customer’s testing methodology within 12 months, then this may invoke a disciplinary process under the Company’s People Performance Framework. There will continue to be an emphasis on working positively with the employee to address any issues of addiction. A clear test may be required for the employee before returning to a customers’ workplace. A further action plan will be developed, but failure to comply will be considered to be a serious breach of the Company’s Code of Conduct. (c) For the purposes of this Clause, ’customers’ includes but is not limited to mine sites, ports and other transport/logistics companies. Failure to agree to participate in the testing procedure when the request is made within the terms of this Agreement will be treated as if the employee has failed the test, and actions will be similar to those outlined above.

Fitness for Work. Employees are required to comply with the Company’s alcohol and other drug testing program and reasonable testing programs of external companies if working on the external Company’s site/s. The Company’s alcohol and other drug testing program will not use blood and/or urine. This clause recognises that some drug and alcohol tests conducted at customer’s premises might produce a positive test that indicates a potential health and well being risk. Many of the Company’s customers expect their employees and suppliers to be drug-free, so it is damaging for the Company’s relationship with its customers if its employees test positive, even though they may not be impaired at the time. The Company will manage the issue of any positive tests at customer’s premises in a sensitive and caring manner, mindful of the business impacts. It is expected that any employee who tests positive will work co-operatively with the Company with the objective of avoiding future re-occurrences. (a) . The Company’s employees workers will be required to abide by reasonable drug and alcohol testing policies of companies who have contracts with the Company, and who routinely require such testing of other contractors and internal employees. (b) . The parties agree that a positive test at a customer’s site may require the removal of the Company’s employee from that customer’s site. Each incident will be assessed on its merits using the Company’s People Performance Framework, a typical approach would be: • If the Company’s employee tests positive under the customer’s testing methodology, the employee may be removed from the customer site and may be taken home or to the quarters/motel if residing away from home. The employee’s supervisor will schedule an interview to discuss the incident during the next rostered shift, with a view to offering counselling and medical assistance to help address any problem that might exist. A plan to ensure future tests do not produce a positive result will be jointly developed. A sensitive and caring approach will be taken by both the supervisor and the employee. This is not a disciplinary process and the employee will be paid as per the normal shift for all purposes of this clause. • If the employee tests positive a second time under the customer’s testing methodology within 6 months, an interview will be held. The employee may be required to produce a clear test before being rostered for work at any customers’ premises that requires fitness for duty testing. A further action plan will be developed to ensure future tests do not produce a positive result. Any counselling and medical assistance offered to the employee to help address an apparent problem must be accepted. This is not a disciplinary process and the employee will be paid as per the normal shift for all purposes of this clause. • If the Company’s employee tests positive for a third time under the customer’s testing methodology within 12 months, then this may invoke a disciplinary process under the Company’s People Performance Framework. There will continue to be an emphasis on working positively with the employee to address any issues of addiction. A clear test may be required for the employee before returning to a customers’ workplace. A further action plan will be developed, but failure to comply will be considered to be a serious breach of the Company’s Code of Conduct. (c) . For the purposes of this Clauseclause, ’customers’ includes but is not limited to mine sites, ports and other transport/logistics companies. Failure to agree to participate in the testing procedure when the request is made within the terms of this Agreement will be treated as if the employee has failed the test, and actions will be similar to those outlined above.

Fitness for Work. ‌ 15.1 Employees are required to comply with the Company’s alcohol and other drug testing program and reasonable testing programs of external companies if working on the external Company’s site/s. s. 15.2 The Company’s alcohol and other drug testing program will not use blood and/or urine. . 15.3 This clause recognises that some drug and alcohol tests conducted at customer’s premises might produce a positive test that indicates a potential health and well being risk. Many of the Company’s customers expect their employees and suppliers to be drug-free, so it is damaging for the Company’s relationship with its customers if its employees test positive, even though they may not be impaired at the time. . 15.4 The Company will manage the issue of any positive tests at customer’s premises in a sensitive and caring manner, mindful of the business impacts. It is expected that any employee who tests positive will work co-operatively with the Company with the objective of avoiding future re-occurrences. (a) 15.5 The Company’s employees will be required to abide by reasonable drug and alcohol testing policies of companies who have contracts with the Company, and who routinely require such testing of other contractors and internal employees. (b) 15.6 The parties agree that a positive test at a customer’s site may require the removal of the Company’s employee from that customer’s site. Each incident will be assessed on its merits using the Company’s People Performance Framework, a typical approach would be: • : 15.6.1 If the Company’s employee tests positive under the customer’s testing methodology, the employee may be removed from the customer site and may be taken home or to the quarters/motel if residing away from home. . 15.6.2 The employee’s supervisor will schedule an interview to discuss the incident during the next rostered shift, with a view to offering counselling and medical assistance to help address any problem that might exist. . 15.6.3 A plan to ensure future tests do not produce a positive result will be jointly developed. A sensitive and caring approach will be taken by both the supervisor and the employee. This is not a disciplinary process and the employee will be paid as per the normal shift for all purposes of this clause. • . 15.6.4 If the employee tests positive a second time under the customer’s testing methodology within 6 months, an interview will be held. The employee may be required to produce a clear test before being rostered for work at any customers’ premises that requires fitness for duty testing. . 15.6.5 A further action plan will be developed to ensure future tests do not produce a positive result. Any counselling and medical assistance offered to the employee to help address an apparent problem must be accepted. . 15.6.6 This is not a disciplinary process and the employee will be paid as per the normal shift for all purposes of this clause. • . 15.6.7 If the Company’s employee tests positive for a third time under the customer’s testing methodology within 12 months, then this may invoke a disciplinary process under the Company’s People Performance Framework. . 15.6.8 There will continue to be an emphasis on working positively with the employee to address any issues of addiction. A clear test may be required for the employee before returning to a customers’ workplace. . 15.6.9 A further action plan will be developed, but failure to comply will be considered to be a serious breach of the Company’s Code of Conduct. (c) 15.7 For the purposes of this Clause, ’customers’ includes but is not limited to mine sites, ports and other transport/logistics companies. . 15.8 Failure to agree to participate in the testing procedure when the request is made within the terms of this Agreement will be treated as if the employee has failed the test, and actions will be similar to those outlined above.

Fitness for Work. Employees are required to comply with the Company’s alcohol and other drug testing program and reasonable testing programs of external companies if working on the external Company’s site/s. The Company’s alcohol and other drug testing program will not use blood and/or urine. This clause recognises that some drug and alcohol tests conducted at customer’s premises might produce a positive test that indicates a potential health and well being risk. Many of the Company’s customers expect their employees and suppliers to be drug-free, so it is damaging for the Company’s relationship with its customers if its employees test positive, even though they may not be impaired at the time. The Company will manage the issue of any positive tests at customer’s premises in a sensitive and caring manner, mindful of the business impacts. It is expected that any employee who tests positive will work co-co- operatively with the Company with the objective of avoiding future re-occurrences. (a) The Company’s employees workers will be required to abide by reasonable drug and alcohol testing policies of companies who have contracts with the Company, and who routinely require such testing of other contractors and internal employees. (b) The parties agree that a positive test at a customer’s site may require the removal of the Company’s employee from that customer’s site. Each incident will be assessed on its merits using the Company’s People Performance Framework, a typical approach would be: • If the Company’s employee tests positive under the customer’s testing methodology, the employee may be removed from the customer site and may be taken home or to the quarters/motel if residing away from home. The employee’s supervisor will schedule an interview to discuss the incident during the next rostered shift, with a view to offering counselling and medical assistance to help address any problem that might exist. A plan to ensure future tests do not produce a positive result will be jointly developed. A sensitive and caring approach will be taken by both the supervisor and the employee. This is not a disciplinary process and the employee will be paid as per the normal shift for all purposes of this clause. • If the employee tests positive a second time under the customer’s testing methodology within 6 months, an interview will be held. The employee may be required to produce a clear test before being rostered for work at any customers’ premises that requires fitness for duty testing. A further action plan will be developed to ensure future tests do not produce a positive result. Any counselling and medical assistance offered to the employee to help address an apparent problem must be accepted. This is not a disciplinary process and the employee will be paid as per the normal shift for all purposes of this clause. • If the Company’s employee tests positive for a third time under the customer’s testing methodology within 12 months, then this may invoke a disciplinary process under the Company’s People Performance Framework. There will continue to be an emphasis on working positively with the employee to address any issues of addiction. A clear test may be required for the employee before returning to a customers’ workplace. A further action plan will be developed, but failure to comply will be considered to be a serious breach of the Company’s Code of Conduct. (c) For the purposes of this Clause, ’customers’ includes but is not limited to mine sites, ports and other transport/logistics companies. Failure to agree to participate in the testing procedure when the request is made within the terms of this Agreement will be treated as if the employee has failed the test, and actions will be similar to those outlined above.

Fitness for Work. Employees are required to comply with the CompanyQR Network’s alcohol and other drug testing program and reasonable testing programs of external companies if working on the external Companycompany’s site/s. The CompanyQR Network Pty Ltd’s alcohol and other drug testing program will not use blood and/or urine. This clause recognises that some drug and alcohol tests conducted at customer’s premises might produce a positive test that indicates a potential health and well being risk. Many of the Company’s customers expect their employees and suppliers to be drug-free, so it is damaging . 8.2.1 Process for the Company’s relationship with its customers if its employees test positive, even though they may not be impaired at the time. The Company will manage the issue of any positive tests at customer’s premises in a sensitive and caring manner, mindful of the business impacts. It is expected that any employee who tests positive will work co-operatively with the Company with the objective of avoiding future re-occurrences.testing on external customers’ premises (a) The CompanyQR Network Pty Ltd’s employees workers will be required to abide by reasonable drug and alcohol testing policies of companies who have contracts with the CompanyQR Network Pty Ltd, and who routinely require such testing of other contractors and internal employees. (b) The parties agree that a positive test at a customer’s site may require the removal of the CompanyQR Network Pty Ltd’s employee from that customer’s site. Each incident will be assessed on its merits using the CompanyQR Network Pty Ltd’s People Performance Framework, a typical approach would be: • ▪ If the CompanyQR Network Pty Ltd’s employee tests positive under the customer’s testing methodology, the employee may be removed from the customer site and may be taken home or to the quarters/motel if residing away from home. The employee’s supervisor will schedule an interview to discuss the incident during the next rostered shift, with a view to offering counselling and medical assistance to help address any problem that might exist. A plan to ensure future tests do not produce a positive result will be jointly developed. A sensitive and caring approach will be taken by both the supervisor and the employee. This is not a disciplinary process and the employee will be paid as per the normal shift for all purposes of this clause. • ▪ If the employee tests positive a second time under the customer’s testing methodology within 6 months, an interview will be held. The employee may be required to produce a clear test before being rostered for work at any customers’ premises that requires fitness for duty testing. A further action plan will be developed to ensure future tests do not produce a positive result. Any counselling and medical assistance offered to the employee to help address an apparent problem must be accepted. This is not a disciplinary process and the employee will be paid as per the normal shift for all purposes of this clause. • ▪ If the CompanyQR Network Pty Ltd’s employee tests positive for a third time under the customer’s testing methodology within 12 months, then this may invoke a disciplinary process under the CompanyQR Network Pty Ltd’s People Performance Framework. There will continue to be an emphasis on working positively with the employee to address any issues of addiction. A clear test may be required for the employee before returning to a customers’ workplace. A further action plan will be developed, but failure to comply will be considered to be a serious breach of the CompanyQR Network Pty Ltd’s Code of Conduct. (c) For the purposes of this Clauseclause, ’customers’ includes but is not limited to mine sites, ports and other transport/logistics companies. Failure to agree to participate in the testing procedure when the request is made within the terms of this Agreement will be treated as if the employee has failed the test, and actions will be similar to those outlined above.. SCHEDULE 1 ADMINISTRATION STREAM (AS) AND PROFESSIONAL/TECHNICAL STREAM (PT) S1.1 Inconsistency with Agreement

Fitness for Work. 24.1 Employees are required to comply with the Company’s Company‟s alcohol and other drug testing program and reasonable testing programs of external companies if working on the external Company’s Company‟s site/s. s. 24.2 The Company’s Company‟s alcohol and other drug testing program will not use blood and/or urine. . 24.3 This clause recognises that some drug and alcohol tests conducted at customer’s customer‟s premises might produce a positive test that indicates a potential health and well being risk. Many of the Company’s Company‟s customers expect their employees and suppliers to be drug-free, so it is damaging for the Company’s Company‟s relationship with its customers if its employees test positive, even though they may not be impaired at the time. . 24.4 The Company will manage the issue of any positive tests at customer’s customer‟s premises in a sensitive and caring manner, mindful of the business impacts. It is expected that any employee who tests positive will work co-operatively with the Company with the objective of avoiding future re-occurrences. (a) 24.5 The Company’s employees Company‟s workers will be required to abide by reasonable drug and alcohol testing policies of companies who have contracts with the Company, and who routinely require such testing of other contractors and internal employees. (b) 24.6 The parties agree that a positive test at a customer’s customer‟s site may require the removal of the Company’s Company‟s employee from that customer’s customer‟s site. Each incident will be assessed on its merits using the Company’s Company‟s People Performance Framework, a typical approach would be: • : 24.6.1 If the Company’s Company‟s employee tests positive under the customer’s customer‟s testing methodology, the employee may be removed from the customer site and may be taken home or to the quarters/motel if residing away from home. The employee’s employee‟s supervisor will schedule an interview to discuss the incident during the next rostered shift, with a view to offering counselling and medical assistance to help address any problem that might exist. . 24.6.2 A plan to ensure future tests do not produce a positive result will be jointly developed. A sensitive and caring approach will be taken by both the supervisor and the employee. This is not a disciplinary process and the employee will be paid as per the normal shift for all purposes of this clause. • . 24.6.3 If the employee tests positive a second time under the customer’s customer‟s testing methodology within 6 months, an interview will be held. The employee may be required to produce a clear test before being rostered for work at any customers’ customers‟ premises that requires fitness for duty testing. A further action plan will be developed to ensure future tests do not produce a positive result. Any counselling and medical assistance offered to the employee to help address an apparent problem must be accepted. This is not a disciplinary process and the employee will be paid as per the normal shift for all purposes of this clause. • . 24.6.4 If the Company’s Company‟s employee tests positive for a third time under the customer’s customer‟s testing methodology within 12 months, then this may invoke a disciplinary process under the Company’s Company‟s People Performance Framework. There will continue to be an emphasis on working positively with the employee to address any issues of addiction. A clear test may be required for the employee before returning to a customers’ customers‟ workplace. A further action plan will be developed, but failure to comply will be considered to be a serious breach of the Company’s Company‟s Code of Conduct. (c) 24.7 For the purposes of this Clauseclause, ’customers’ ‟customers‟ includes but is not limited to mine sites, ports and other transport/logistics companies. . 24.8 Failure to agree to participate in the testing procedure when the request is made within the terms of this Agreement agreement will be treated as if the employee has failed the test, and actions will be similar to those outlined above.