WILL INVOLVE THE FOLLOWING STEPS. 6.1. PC/Employer and Union shall agree on a policy start date.
6.2. Engagement of an agreed training and rehabilitation/treatment service providers.
6.3. Provision of on-going Workplace Impairment Training (WIT) and Preliminary Impairment Assessors training (PIA).
6.4. Ongoing promotion of this policy
6.5. 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.
6.6. 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;
(f) Testing of Minors.
6.7. Any employee who is assessed as being impaired shall be advised to contact the rehabilitation/treatment provider.
6.8. 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.
6.9. With the endorsement/acceptance of the Impairment Policy the Principle Contractor (PC) will undertake to not pass the implementation and cost of drug and alcohol testing to its subcontractors.
6.10. It will also ensure compliance with this policy as follows:
(a) Subcontractors will be contractually required to comply with this procedure as a condition of contract/EBA;
(b) All direct employees of the PC as a condition of their employment must agree to adhere to the terms and conditions of the impairment policy.
6.11. Notwithstanding anything else contained in the policy, the costs of all testing contained within this policy shall be borne by the PC unless otherwise specified in this document.
WILL INVOLVE THE FOLLOWING STEPS. PC/Employer and Union shall agree on a policy start date.
