Chapter 3.1 – Drugs and Alcohol

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Purpose and Objectives ​

To contribute to the health, safety and well-being of employees and others by implementing and maintaining an alcohol and other drug management program that supports the workplace management/prevention of alcohol and other drug use.

Scope

This policy and procedure apply to the following people:

  • Employees including Apprentices and Trainees;
  • Contractors, Subcontractors and Labour Hire Companies;
  • Work Experience Students; and
  • Volunteers

Policy Statement

The consumption of alcohol, improper use of medication or use of dangerous drugs above the prescribed levels described in this Policy, can result in poor physical coordination, hindering judgment and decreased alertness leading to an increased work health and safety risk to the person hindered and those around them.

Certain types of over the counter “pharmacy” medicine and some herbal products can cause affected judgment and decreased alertness, leading to an increased work health and safety risk to the person hindered and those around them.

To control the risks associated with the use of alcohol and other drugs above the prescribed levels described in this Policy (including medication) in the workplace,our company will:

  • Test for alcohol and other drug use above the prescribed levels described in this Policy, where a worker shows signs of being hindered by the presence of alcohol and other drug use above the prescribed levels described in this Policy; following a workplace incident; and randomly as described in this Policy;
  • Act to prevent workers endangering the safety of themselves or others through the use of alcohol and other drugs above the prescribed levels described in this Policy;
  • Ensure prospective new employees undergo an appropriate pre-employment medical assessment as required;
  • Provide information to workers on responsible alcohol and other drug use;
  • Foster an attitude amongst workers that it is not acceptable to attend or remain at work whilst hindered by the presence of alcohol and other drugs above the prescribed levels described in this Policy; and
  • Ensure that details regarding a worker’s alcohol and other drug consumption issues, associated treatment and/or counselling, will be kept confidential, subject to the provisions of the law.

Procedure

Dangerous Drugs

The carrying, storing, or use of dangerous drugs at workplaces, the sale, transfer or manufacture of dangerous drugs in the workplace or the unlawful distribution of prescription drugs in the workplace shall constitute misconduct and will result in disciplinary action being taken against the employee in accordance with the organisation’s Discipline Procedure and Employee Code of Conduct.

Assessing the Risk

Medication ​

Our company recognises the importance of taking prescribed medication, however, certain types of prescription or pharmacy medicine and some herbal products can cause hindered judgment and decreased alertness. Workers who are required to take medication must ensure that the medication side effects do not endanger their own or others’ workplace health or safety and that they do not breach road use legislation by operating any vehicle or vessel whilst under the influence of the medication.

Before taking medication, workers must discuss any possible medication side effects with their doctor or health care professional.

Where a health care professional advises a worker that there may be side effects from the medication, the worker must provide their Supervisor with a letter from their health care professional detailing those effects.

The Supervisor, in conjunction with the Safety Advisor, will then decide on control measures that may be taken to minimise the workplace risks.

Alcohol and other Drug Use

Supervisors who suspect a worker is putting their own or another person’s safety at risk due to the consumption of alcohol and/or drugs above the prescribed levels described in this Policy must:

  • Immediately remove the affected worker to a safe location;
  • Consider whether the suspicious indicators could be as a result of other causes, for example, illness, fatigue or inadvertent exposure to a hazardous substance in the workplace;
  • Ask the worker if they are hindered by the presence of alcohol and/or drugs above the prescribed levels described in this Policy; and
  • Where a risk from the presence of alcohol and other drugs above the prescribed levels described in this Policy, is identified by the Supervisor they must immediately organise for the worker to be interviewed by the Overseer/Manager/Director, and the Safety Advisor as appropriate. ​

A Supervisor/Overseer/Manager/Director may reasonably suspect that a worker is not fit for work if one or more of the following, but not limited to, signs exist:

  • Advice from a co-worker who believes the worker may be hindered by the presence of alcohol and other drugs above the prescribed levels described in this Policy;
  • Evidence linking the worker with the use of alcohol and/or drugs above the prescribed levels described in this Policy while at work. This evidence may include items found in work vehicles or workplaces;
  • The worker’s speech is slurred or different to their normal speech pattern;
  • The worker’s breath smells of alcohol;
  • The worker staggers or their movements are jerky and off target;
  • The worker admits to drinking a certain quantity of alcohol or taking a drug;
  • The worker’s eyes are bleary and heavy;
  • The worker exhibits a dulled, tired appearance;
  • The worker is uncharacteristically aggressive or excitable in their speech or manner;
  • The worker’s face is uncharacteristically flushed;
  • The worker’s pupils are large or unusually narrowed, with a sluggish reaction to light; or
  • The worker’s sense of time is defective (e.g. being unable to repeat the time of incidents).

Alcohol and other Drug Use – Contractors

Where it is suspected by the Overseer/Manager/Director that a contractor is putting their own or another person’s safety at risk due to the consumption of alcohol and other drugs above the prescribed level described in this Policy , the contractor shall be given a chance to explain the reason they are hindered by alcohol and/or drugs. Based on the available evidence and the contractor’s response, it may be determined that the seriousness of the behaviour warrants suspension or early termination of the contract. Any such action must only be taken by having regard to the relevant requirements of the Work Health and Safety Act 2011, and where applicable, Employee Code of Conduct.

Assessment by Management of a Worker Affected by Alcohol and other Drugs

After initial suspicion of alcohol and/or drug use above the prescribed level described in this Policy, the relevant Overseer/Manager/Director will then interview the worker to determine whether:

  • ​​The worker appears to be affected by alcohol and/or drugs;
  • The worker because of their state poses a safety risk to themselves or another person; and
  • There are any mitigating circumstances (e.g. bereavement, domestic matters)

The interview should be held between the worker, their Supervisor, and the worker’s Overseer/Manager/Director. The Safety Advisor may also be present or will otherwise assist as requested.

The worker can also elect to have a support person (e.g. family member, friend, Union representative) present during the interview providing the support person can attend within the testing timeframe.

The Overseer/Manager/Director will commence the interview by providing details of the allegation and then give the worker the opportunity to explain their behaviour, work performance and/or safety performance.

Where the Overseer/Manager/Director is satisfied the worker poses a safety risk due to suspected alcohol and/or drug consumption or where the worker admits that their poor behaviour, a work performance and/or safety performance, is due to alcohol consumption and/or drug use above the prescribed levels described in this Policy, the worker shall be requested to:

  • Complete the Worker Permission Form for Drug and Alcohol Testing Form; and
  • Where there is a suspicion of alcohol use, undergo a breath analysis test using an Australian Standards approved AS 3547 Breathalyser in accordance with the testing methods; and/or
  • Where there is a suspicion of drug use, undergo an oral fluid test using an Australian Standards approved oral testing device in accordance with the testing methods; or undergo urine testing as required or other acknowledged “best practice” testing as deemed appropriate under the circumstances;
  • The worker at their election may have a witness present, who will be bound to maintain the confidentiality of the process. ​
  • If the worker fails any of the above tests they shall be given a chance to explain the reason they have failed the alcohol and other drug tests.
  • At the completion of the interview, the Overseer/Manager/Director shall take the following action if they consider the worker is unfit for work.

Organise for the worker to be either:

In the case of failing the in-house breathalyser test – our company will make appropriate transport arrangements to return the hindered worker to their place of residence. The worker shall remain on leave without pay for the rest of that work day; or

In the case of returning a non-negative in-house oral fluid drug test – the Overseer/Manager/Director shall request that the worker undergoes confirmation drug testing by providing a further oral fluid sample in a collection device. The oral fluid sample will then be sent by the organisation to an independent and accredited laboratory for testing for the presence of dangerous drugs. The worker must also provide a urine specimen as requested. The urine sample will then be sent as required to an independent and accredited laboratory for the testing for the presence of dangerous drugs at the prescribed levels described in this Policy. Our company will make appropriate transport arrangements to return the affected worker to their place of residence. The worker shall remain on leave without pay until a negative result is received from the testing laboratory on either the original sample or subsequent samples.

Depending on the circumstances the Chief Executive Officer/Director/Overseer can also take the following additional action:

  1. ​Suggest the worker attend alcohol and other drug counselling;
  2. Initiate disciplinary action;
  3. Direct that the worker not return to work until they have a medical certificate indicating that they are fit to return to normal duties;

The worker must return a negative “Return to Work” test prior to starting the next shift

Direct the worker, upon their satisfactory return to work, to participate in target/random alcohol and other drug l tests for a set period (minimum of 12 (12) target/random tests over twelve (12) months). ​

Before recommencing work with our company the worker must be interviewed by the Overseer/Manager/Director. The Safety Advisor may also be in attendance. The Overseer/Manager/Director shall discuss the following at the interview:

  1. Details of the worker’s unsatisfactory behaviour or work performance;
  2. The standard of performance required;
  3. The potential risk to the worker’s safety and the safety of others due to the use of alcohol and other drugs above the prescribed levels described in this Policy;
  4. Alcohol and other Drug support services available; and
  5. The process to be implemented if the occurrence is repeated.

During the interview, the Overseer/Manager/Director will request that the worker undergoes a further in-house alcohol and other drug tests if the worker shows signs of being unfit for work because of alcohol and other drug use above the prescribed levels described in this Policy.

If the worker returns a confirmed alcohol test and/or a non-negative onsite initial oral fluid test, they shall not be permitted to remain at work. Council will provide appropriate transport arrangements for the worker to be taken home.

Workers who are sent home will be required to take leave without pay for a confirmed alcohol positive, whilst they are absent from work.

Workers who are sent home will be required to take leave with pay for a “non-negative “onsite initial oral fluid result, whilst they are absent from work. If the confirmatory result is not consistent with declared medication, any time off will be either annual leave or leave without pay.

Claims Made by Co-workers

Our company encourages workers to speak up about safety hazards in the workplace. All workers have an obligation to contact their Supervisor or Overseer/Manager/Director if they witness or have evidence that an employee is putting their own or another person’s safety at risk due to alcohol and other drug use above the prescribed levels described in this Policy.

Where a co-worker reports a fellow worker to their Supervisor or management due to a suspicion of unfitness for duty due to alcohol and other drugs use above the prescribed levels described in this Policy:

  1. The co-worker at their request may remain anonymous;
  2. The Supervisor/Overseer/Manager of a worker under suspicion must determine for themselves whether the worker appears to be hindered by alcohol and other drugs use above the prescribed levels described in this Policy and whether for cause/suspicion/target testing is required.

Alcohol and other Drug Testing

Pre-employment Testing

Persons accepting employment with our company will be required to participate in a pre-employment medical with a General Practitioner, which includes performing an alcohol and other drug l test. Where a positive pre-employment alcohol and other drug test is returned, our company may terminate the employee’s employment, or perform re-testing over a period at the employer’s discretion.

Nominated Testers

Our company will identify certain personnel that will undergo training to become certified and authorized alcohol and other drug testers. These employees may perform testing of any staff member, as required.

Testing Following a Serious Incident

Where a worker has been involved in a serious incident or near miss incident at the workplace the employer may request that the worker undergoes an alcohol and other drug tests.

Testing Timeframes

While every attempt will be made to alcohol and other drug test the worker as soon as possible following a serious incident, for cause, near miss or cause for suspicion, target, the following timeframes are the preferred timeframes:

Alcohol Test (in-house) – within one hour of management being notified;

Dangerous Drug Test (in-house) – within two hours of management being notified;

Testing timeframes for workers working in safety-sensitive aviation activities shall be in accordance with our company’s Drugs and Alcohol Management Plan for Safety-Sensitive Aviation Activities.

Please note: The the employer reserves the right to bring in a NATA accredited collecting and testing agency as required.

In-House Testing Methods

Serious incident or for cause for suspicion testing for the presence of alcohol and other drugs above the prescribed levels described in this Policy will be conducted by certified and authorized workers using the following methods:

Alcohol – testing for the presence of alcohol in the suspected person will be conducted using an Australian Standards 3547 approved Breathalyser and in accordance with the Collection Procedures for Breath Alcohol Tests;

Drugs – specimen collection, storage, handling, on-site initial testing and, if required, dispatch of human oral fluid to the laboratory will be conducted in accordance with Australian Standard AS4760 Procedures for Specimen, Collection, and the Detection and Quantitation of Drugs in Oral Fluid. Urine testing as required by the company with be conducted under AS/NZS 4308: 2008 (Procedure for the collection, detection and quantitation of drugs of abuse in urine). This may be conducted off-site as required from time to time and as directed by the organisation.

Any departure from the specified sample collection procedures will not invalidate a drug test result provided that the procedures followed do not cast doubt on the accuracy and reliability of the collection process with due regard to sample security and chain of custody requirements. Oral fluid specimens collected should only be used for the specific purpose of drug analysis e.g. they are not to be used for DNA testing.

Self-Testing For Alcohol and Other Drugs

Workers have the opportunity to test themselves if they think they may be unfit for work due to the effects of alcohol. and other drugs.

Self-testing will not result in disciplinary action under this Policy if the worker performs the test before they commence work and they immediately notify their Supervisor that they are unfit for work.Our company will make appropriate transport arrangements for the hindered worker to be taken home and workers will be required to take leave without pay whilst absent from work.

Workers found abusing the self-testing process by being continually absent from work as a result of the self-testing test results, will be subject to a work performance review and possible disciplinary action.

Random Alcohol and other Drug Testing

Our company will perform random alcohol and other drug tests in the workplace. The process will involve a random selection of employees in a fair and transparent manner. The random testing may be performed by an external provider (e.g. testing/laboratory agency), or it may be performed by the organisation’s nominated testers.

Employees will be required to participate in the alcohol and other drug tests when they are randomly selected, regardless of how recently or frequently they have been tested.

The organisation, at its discretion, may keep confidential records of the tests performed. Only general statistics from the random testing program will be reported to the Committee/ CEO (e.g. number of people tested in a recent random testing program).

Workers visiting other workplaces may be required to submit to alcohol and another drug testing as required by the workplace owners or, in the case of certified aerodromes, Civil Aviation Safety Authority (CASA) approved testers. They must notify our company immediately if they have been tested by other workplace owners and/or CASA approved testers and the results of any such tests.

Blanket Alcohol and Other Drug Testing

All Employees and/or other persons in a particular workgroup or workplace are testes. Rather than randomly selected percentage of the particular workgroup or workplace.

Negative Readings

Where alcohol and other drug l testing reveals that the worker under suspicion was not affected by alcohol and other drugs, all leave taken or wages lost shall be reinstated by our company.

Refusal to Undergo an Alcohol and other Drug Test

Where a worker refuses to undergo an alcohol and other drug tests our company will make appropriate transport arrangements to return the worker to their place of residence. The worker shall remain on leave without pay for the rest of that work day. They will be required to perform and achieve a negative return to work test on an alcohol and other drug tests before they can return from their leave.Our company will also discipline the worker for not following a reasonable and lawful direction, as per the Employee’s Code of Conduct They will also need to participate in the Target testing program as described above for a period of 12 months.

Tampering With Alcohol and other Drug Test

Any attempt to tamper or alter any in-house or external alcohol and other drug tests shall constitute serious misconduct and will result in disciplinary action.

Airport Drugs and Alcohol Management Program

All workers working in safety-sensitive aviation activities (e.g. airside grass slashing, runway line painting, conducting runway inspections) must comply with the Civil Aviation Safety Regulations 1998.

The legislation allows Civil Aviation Safety Authority personnel to conduct random testing for alcohol and other drugs using breath for the presence of alcohol and oral fluid for the presence of drugs on any person performing safety-sensitive aviation activities at certified aerodromes.

The legislation also requires our company to have a Drugs and Alcohol Management Plan for Safety-Sensitive Aviation Activities (DAMP). The DAMP allows for alcohol and other drug l testing by our company based on suspicion or following an incident, return to work and pre-employment.

Where a worker working in a safety-sensitive aviation activity is found to be unfit for work due to alcohol and other drugs, Council’s DAMP must be followed.

Social Functions

The Chief Executive Officer or delegate must give prior approval for any social function that is being organised by or for workers, and which is either being held on our company’s premises or is clearly associated with the organisation.

Assistance Programs

Our company recognises that there may be workers who have alcohol and other drug consumption issues These workers will be encouraged to raise the issue with their Supervisor or seek professional counselling available through programs/organisations that provide preventative and counselling services.

Promotion of Alcohol and other Drugs

Promoting the consumption of alcohol and other drugs in the workplace by way of advertising (e.g. posters, cardboard cut-outs) is not permitted.

Alcohol and other Drug Education and Training

Workers will be advised of the alcohol and other drug management requirements. This may occur through attending formal training sessions, receiving instruction from their Supervisor during a team meeting, completing the induction process upon their commencement with our company, receiving newsletters and Memorandums, posters and pamphlets being placed around the workplace, and other such avenues.

Confidentiality

Confidentiality of all information will be maintained strictly throughout this process, subject to the provisions of the law. Confidential information and documentation will be restricted to the worker’s Supervisor/Manager/Director, Safety Advisor, Senior Human Resources and Payroll Officer and the Chief Executive Officer.

Discipline Procedure

The company Discipline Procedure will be followed by management, on a case by case basis for alcohol and/or other drug incidents in the workplace. Disciplinary action will be in accordance with the company Discipline Procedure; Employee Code of Conduct and the Work Health and Safety Act 2011 and associated Regulations.

Dispute Resolution Procedure

Workers have the right to lodge a grievance where they believe that inappropriate or unreasonable action has been initiated by our company in response to suspected alcohol and other drug use above the prescribed levels described in this Policy.

Where a worker is found to have made a knowingly false or vindictive claim regarding the alleged behaviour of another worker, management shall investigate the claimant’s conduct and take appropriate action in accordance the company’s Discipline Procedure and Employee Code of Conduct.

Responsibilities

Workers:

Workers shall not present themselves for work, or remain at work, if:

They have consumed alcohol and/or have taken a drug above the prescribed levels described in this Policy that could hinder their ability to work safely;

They have taken an alcohol and/or drug test that day and returned a confirmed positive alcohol reading or a “non-negative:’ drug test;

They are expected to operate plant or drive vehicles and suspect they would exceed the permitted breath alcohol concentration level or are otherwise unfit for duty; or

Their ability to work safely is compromised by an alcoholic hangover and/or the effects of a drug above the prescribed levels described in this Policy.

Workers must:

Comply with this Alcohol and other Drug Policy;

Speak to their Supervisor in relation to concerns about the use of alcohol and other drugs above the prescribed levels described in the Policy at work;

Advise their Supervisor if they are taking either prescription or non-prescription medication which may hinder their safety at work; and

Immediately speak to their Supervisor if they have concerns about working with another worker whose ability to work safely appears to be compromised by the presence of alcohol and other drugs above the prescribed levels described in this Policy (or, in the case of concerns about their Supervisor, speak to the Manager/Director).

Workers who are on the On-Call Roster for after-hours incidents and emergencies must:

  1. Not consume alcohol and other drugs above the prescribed levels described in this Policy, which could hinder their ability to work safely whilst on-call; and
  2. Make alternative arrangements with management if they are unable or unfit to attend a call-out (which will result in the worker losing their entitlement to any on-call allowances or similar payment for that period). ​

Directors, Managers and Supervisors

Directors, Managers/Overseer and Supervisors are responsible for:

  1. Ensuring that all workers are made aware of this Policy;
  2. Ensuring workers under their supervision or control do not put their own or another person’s safety at risk due to the consumption of alcohol and other drugs, above the prescribed levels described in this Policy;
  3. Managing the work performance of workers and/or monitoring the performance of persons working in their area of responsibility; and
  4. Ensuring workers who notify our company that they have an alcohol and other drug consumption issue, maintain confidentiality and are offered appropriate support and counselling.

Safety Advisor

The Safety Advisor is responsible for:

  1. Ensuring workers are made aware of this Policy;
  2. Including this Alcohol and other Drugs Policy is included in the worker induction process;
  3. Assisting with any incident investigations;
  4. Evaluating the outcomes of incident investigations to ensure that all procedures have been followed correctly;
  5. Providing advice to Directors, Managers, Supervisors, Health and Safety Representatives and workers relating to the use of alcohol and other drugs above the prescribed levels described in this Policy;
  6. Compiling and tabling incident statistics to the Health and Safety Committee;
  7. Developing and distributing safety procedures throughout the company ; and
  8. Ensuring safety information on our company‘s intranet site/computer network and notice-boards is current.

Senior Human Resources and Payroll Officer

The Senior Human Resources and Payroll Officer is responsible for:

  1. Ensuring prospective employees are made aware of this Policy through the recruitment and selection process, and arranging pre-employment alcohol and another drug testing as appropriate;
  2. Advising and assisting the Safety Advisor and management with disciplinary actions and remedial strategies as appropriate; and
  3. Recommending ongoing education or awareness training to the Safety Advisor relating to alcohol and other drug matters.

Definitions

Assistance Program - a confidential, professional counselling service.

Binge Drinking - the act of drinking heavily over a short period of time or drinking continuously over a number of days or weeks.

Breath Alcohol Concentration (BrAC) - The percentage of alcohol in a person’s exhaled breath, taken from deep in the lungs.

Dangerous Drugs - those drugs that are prohibited by the Queensland Drugs Misuse Act 1986 and the Queensland Drugs Misuse Regulation 1987. Examples include amphetamines (Ecstasy, speed), cannabis, cocaine and heroin.

Dangerous Incident - means an incident in relation to a workplace that exposes a worker or any other person to a serious risk to a person’s health or safety emanating from an immediate or imminent exposure to:

  1. an uncontrolled escape, spillage or leakage of a substance; or
  2. an uncontrolled implosion, explosion or fire; or
  3. an uncontrolled escape of gas or steam; or
  4. an uncontrolled escape of a pressurised substance; or
  5. electric shock; or
  6. the fall or release from a height of any plant, substance or thing; or
  7. the collapse, overturning, failure or malfunction of, or damage to, any plant that is required to be authorised for use under a regulation; or
  8. the collapse or partial collapse of a structure; or
  9. the collapse or failure of an excavation or of any shoring supporting an excavation; or
  10. the inrush of water, mud or gas in workings, in an underground excavation or tunnel; or
  11. the interruption of the main system of ventilation in an underground excavation or tunnel; or
  12. any other event prescribed under a regulation;
  13. but does not include an incident of a prescribed kind.

Drug - for the purpose of this Policy, either medication, prescribed and/or over the counter or a dangerous drug.

Contractor - for the purpose of this Policy, “contractor” refers to a person who enters into a formal contract to perform work for Council and in the execution of this work is required to provide a safe system and place of work for the contractor’s employees and others.

Confirmed Positive Test - for the purpose of this Policy, a “confirmed positive test” is where a positive alcohol and/or drug test has been returned.

High-Risk Activity - activities that could result in death or bodily harm including “high-risk construction activity” (refer to the Queensland Work Health and Safety Regulation 2011). Activities may include working at heights, working in confined spaces, trenches, working on or adjacent to a road, using a hazardous substance etc.

Medication - legal prescription and non-prescription drugs including legal herbal products.

Permitted Breath Alcohol Concentration (BrAC) Levels - Legislated breath alcohol concentration levels in Queensland are as follows:

  1. Holder of a learner, provisional (P1/P2), probationary or restricted licence (regardless of age) – 0.000% BrAC
  2. Holder of a licence learning to drive the next higher class of licence under the authority of their provisional (P1/P2), probationary or open licence – 0.000% BrAC
  3. Holder of an open licence – 0.050% BrAC
  4. Holder of a licence when driving a tractor, truck, bus, B-double, road train, articulated motor vehicle, specially constructed vehicle or vehicle carrying dangerous goods – 0.000% BrAC
  5. Holder of a licence driving a tow truck, pilot or escort vehicle escorting an oversize vehicle – 0.000% BrAC
  6. Holder of a licence driving a vehicle carrying a placard load of dangerous goods – 0.000% BrAC
  7. All class RE motorbike licence holders for the first 12 months of riding regardless of their age or class of vehicle licence held – 0.000% BrAC
  8. All class RE motorbike licence holders learning to ride a class R motorbike under the authority of their class RE provisional, probationary or open licence – 0.0% BrAC
  9. Workers operating earthmoving machinery (e.g. graders, rollers, backhoes) or lifting equipment (e.g. forklift, elevating work platform) – 0.000% BrAC
  10. Traffic controllers while on duty – 0.000% BrAC
  11. Persons performing safety-sensitive aviation activities – below 0.020% BrAC
  12. Workers on-call or responding to after – hour’s emergencies

Workers who are rostered according to our companys’s on-call arrangements are required to have a breath alcohol concentration of 0.000%BrAC for activities covered by Queensland legislative breath alcohol concentration levels. Workers not required to perform this type of work must have a breath alcohol concentration of less than 0.050%. (This BrAC level will be subject to any changes in Commonwealth legislation to the existing 0.050% legal limit).

In cases where a worker is requested to respond to an after-hours call, the worker is required to immediately notify their on-call Supervisor if he/she is unable to meet the expectations of this Drug and Alcohol Policy, in which case the Supervisor will make alternative arrangements.

Where a work activity is not covered by legislation, the following breath alcohol concentration levels shall apply:

  1. Workers – less than 0.050% BrAC
  2. Workers operating ride-on mowers or plant – 0.000% BrAC
  3. Workers undertaking high-risk activities – 0.000% BrAC
  4. Workers on-call – less than 0.050% BrAC

Although the above are permitted legislative breath alcohol concentration levels. Council has endorsed 0.000% across the board for all Staff.

Health Care Professional - for the purpose of this Policy, “health care professional” refers to doctors (general practitioners and specialists), pharmacists, and other healthcare providers.

Person Conducting a Business or Undertaking (PCBU) - is as defined by the Work Health and Safety Act 2011, and includes a person or entity (e.g. a partnership) that has responsibilities for management and/or control of a workplace.

Confirmed Positive Test Result - in the case of a drug and/or alcohol test, a positive test result indicates the current or recent presence of drugs and/or alcohol in the person’s physiological system; at a level above the permitted level (e.g. BrAC above 0.000% is not permitted for a person operating plant). (Also called a “confirmed positive test”).

Notifiable Incident - means:

  1. the death of a person; or a serious injury or
  2. illness of a person; or
  3. a dangerous incident.

Safety Sensitive Aviation Activities - any actions taken by a person in an aerodrome testing area (including the person’s presence in the area) other than as a passenger (e.g. airside grass slashing, runway line painting, conducting runway inspections)

Serious Incident – for the purpose of this Policy, a Serious Incident is a Serious Injury or Illness, a Notifiable Incident, or a Dangerous Incident, or any other incident that did or could have resulted in injury or illness to a person.

Serious Injury or Illness - an injury or illness requiring the person to have:

A. immediate treatment as an in-patient in a hospital; or immediate treatment for:

  1. the amputation of any part of his or her body; or
  2. a serious head injury; or
  3. a serious eye injury; or
  4. a serious burn; or
  5. the separation of his or her skin from an underlying tissue (for example, de-gloving or scalping); or
  6. a spinal injury; or
  7. the loss of a bodily function; or
  8. serious lacerations; or
  9. medical treatment within forty-eight (48) hours of exposure to a substance; and includes any other injury or illness prescribed under a regulation but does not include an illness or injury of a prescribed kind.

Supervisor - a person involved with the Management or Control of a Workplace (e.g. Supervisor, Foreman, and Person in Charge or Leading Hand).

Worker - for the purpose of this Policy, “worker” is as defined by the Work Health and Safety Act 2011, and includes a person who carries out work in any capacity for a person conducting a business or undertaking (i.e. temporary or permanent employee, contractor, subcontractor, employee of a labour-hire company, outworker, trainee, apprentice, volunteer, work experience student, or a person of a prescribed class).

Worker Unfit for Duty - a person who has their level of safety diminished due to a loss of their physical coordination, judgment or alertness, which may be due to the effects of fatigue, alcohol and/or drugs.

Workplace - a place where work is carried out for a business or undertaking and includes any place where a worker goes, or is likely to be, while at work (i.e. vehicle, vessel, aircraft or other mobile structure, and any waters and any installation on land, on the bed of any waters or floating on any waters).

Documentation

  • Alcohol and other Drug Support Services
  • Fatigue Identification Form
  • Fatigue Management Policy
  • Permission Form for Alcohol and other Drug Testing
  • Collection Procedures for Breath Alcohol Testing
  • Collection Procedures for Drug Tests – Oral Fluid
  • Collection Procedures for Drug Test – Urine