Identification of Possible Drug and Alcohol Use a. Identification of the potential issue and determination of fitness for work Where a person suspects that another person may be affected by drugs or alcohol, they are to contact either the HR representative, the most senior Manager/Supervisor available; or the OH&S Manager. The respective manager will identify whether they believe the person is impaired (i.e. they are behaving in such a way that may be out of character or unsafe). Where practical, the manager should undertake the observation in the presence of at least one other person (for example, union delegate or OHS Representative). The Fitness for Work- observation record is to be used to assist in determining impairment (See Appendix A). Where the respective manager believes that the person may be impaired, they are to discuss the observed behaviour with the individual. It should be noted that the person may be impaired due to other fitness for work issues, such as emotional distress, illness, fatigue, chemicals or heat. The individual will be notified that they have the right to request that an employee representative (including union representative) supports and represents them in the interview. Where the manager does not believe the person is impaired or presents a safety hazard to themselves or others, no further action will be taken. Where, after discussion with the Employee, the Manager still has a belief that the employee is impaired, the Employee will be suspended on full pay until an investigation is completed. The Company will be responsible for ensuring that the Employee is able to return home safely by providing a taxi for the Employee to travel directly home.
Identification of Possible Drug and Alcohol Use. 5.5.1 Identification of the potential issue and determination of fitness for work Where a person suspects that another person may be affected by drugs or alcohol, they are to contact either the HR representative, the most senior Manager/Supervisor available or the OH&S Manager. The respective manager will identify whether they believe the person is impaired i.e. they are behaving in such a way that may be out of character or unsafe. Where practical the manager should undertake the observation in the presence of at least one other person (for example union delegate or OHS Representative). The Fitness for Work - observation record is to be used to assist in determining impairment. (See Appendix A) Where the respective manager believes that the person may be impaired they are to discuss the observed behaviour with the individual. It should be noted that the person may be impaired due to other fitness for work issues such as emotional distress, illness, fatigue, chemicals or heat. The individual will be notified that they have the right to request that an employee representative (including union representative) support and represent them in the interview. Where the manager does not believe the person is impaired or presents a safety hazard to' themselves or others no further action will be taken. Where, after discussion with the employee, the Manager still has a belief that the employee is impaired the employee will be suspended on full pay until an investigation is completed. The Company will be responsible for ensuring the employee is able to return home safely by providing a taxi for the employee to travel directly home. Where the person involved is not a Simplot Australia employee the Company will notify the employer and require the person's employer to manage the situation. In these circumstances non Simplot employees will not be able to return to a Simplot site until the employee's company has confirmed that the person is fit for work. The person's employer will be responsible for ensuring the employee is able to return home safely.
