POLICY IMPLEMENTATION WILL INVOLVE THE FOLLOWING STEPS. PC/Employer and Union shall agree on a policy start date. Engagement of an agreed training and rehabilitation/treatment service providers. Provision of on-going Workplace Impairment Training (WIT) and Preliminary Impairment Assessors training (PIA). Ongoing promotion of this policy A purpose of the policy and procedure is to provide protocols and procedures for workplace alcohol and other drug testing that are evidence-based, consistent with best practice, comply with relevant Australian Standards, and contribute to workplace safety and worker wellbeing. The following drug and alcohol testing programs will be adopted:
(a) Self-testing;
(b) Random Shift testing;
(c) For-cause testing;
(d) Post-incident testing;
(e) Reasonable concern testing;
POLICY IMPLEMENTATION WILL INVOLVE THE FOLLOWING STEPS. 6.1. In consultation with the Employees or other person nominated by the Employee (e.g. Union or other representative) and within three (3) months of mobilising to site, the Employer shall:
i. Engage a suitability qualified and experienced training provider(s).
ii. Engage a suitability qualified, accredited, and experienced independent testing provider(s).
iii. Identify and engage with rehabilitation/treatment service providers and other referral services within the vicinity of the project as required.
iv. Agree the Workplace Impairment Officer, who will undertake the Workplace Impairment Training (WIT) and Preliminary Impairment Assessor’s Training (PIA).
6.2. A purpose of the policy and procedure is to provide protocols and procedures for workplace alcohol and other drug testing that are evidence-based, contemporary, comply with relevant Australian Standards, and contribute to workplace safety and worker wellbeing.
6.3. The following drug and alcohol testing programs will be adopted:
i. Self-testing;
ii. Random drug testing;
iii. Random or blanket alcohol testing;
iv. For-cause testing;
v. Post-incident testing;
vi. Reasonable concern testing;
vii. Testing of Minors
6.4. Any Employee who has been assessed as being impaired shall be provided the details of suitable rehabilitation/treatment provider(s) and advised to contact them. The Employee will also be provided the details of the Employee Assistance Program (EAP) and encouraged to utilise their services as well.
6.5. The Employee will be permitted to access personal leave in the first instance and then take accrued personal leave entitlements for the period of time they are accessing the treatment provider.
6.6. The Employer shall facilitate all onsite training, testing and other requirements under this Impairment Policy to ensure the project maintains a fair and consistent approach across the project.
6.7. The Employer shall ensure subcontractors engaged for onsite works are obligated to comply with this Impairment Policy and be responsible for ensuring compliance whilst its Employees are working on the Project. The Employer shall bear all reasonable costs associated with the testing contained under this Policy, unless agreed otherwise.
