Drug and Alcohol Policy

{{company_name}}

{{company_address}}

Phone: {{phone}} | Email: {{email}} | Web: {{website}}

Drug and Alcohol Policy

Drug and Alcohol Policy

{{company_name}} {{company_address}} Phone: {{phone}} Email: {{email}} Website: {{website}}

1. Introduction

{{company_name}} is committed to providing a safe, healthy, and productive working environment for all its employees. The abuse of alcohol and drugs poses a serious threat to the health and safety of employees, the public, and the operational integrity of the company. This policy aims to minimise these risks by establishing clear guidelines regarding drug and alcohol use.

2. Scope and Application

This policy applies to all employees of {{company_name}}, including permanent, temporary, contract, and casual staff, as well as visitors and contractors while on company premises, at company-sponsored events, or while conducting company business. This policy covers all illicit drugs, controlled substances without a valid prescription, and alcohol.

3. Policy Statement

Employees are strictly prohibited from reporting to work or being at work under the influence of alcohol or illegal drugs. The possession, use, distribution, or sale of illegal drugs or unprescribed controlled substances on company premises, at company-sponsored events, or during working hours is strictly prohibited. The consumption of alcohol is generally prohibited during working hours, on company premises, or while operating company vehicles or machinery, unless explicitly authorised for company-sponsored events where controlled consumption may be permitted under strict supervision.

4. Definitions

**Alcohol:** Any beverage containing alcohol.

**Drugs:** Any illegal substance, or any prescribed medication used in a manner inconsistent with its prescription.

**Under the influence:** A state where an employee's physical or mental abilities are impaired due to drug or alcohol consumption, affecting their ability to perform duties safely and effectively.

5. Testing for Drugs and Alcohol

{{company_name}} reserves the right to conduct drug and alcohol testing under specific circumstances, including but not limited to:

a) **Pre-employment screening:** For all new hires.

b) **Reasonable suspicion:** Based on observable behaviour, appearance, speech, or body odour suggestive of drug or alcohol use.

c) **Post-accident/incident:** Following any workplace accident or incident involving injury or property damage.

d) **Random testing:** In safety-sensitive positions, where permissible by law.

e) **Return-to-duty/Follow-up testing:** For employees who have violated this policy and are returning to work or are enrolled in a rehabilitation program.

6. Confidentiality

All information related to drug and alcohol testing and any disciplinary actions taken will be treated with the utmost confidentiality, in accordance with applicable privacy laws and company policy. Access to such information will be limited to personnel on a need-to-know basis.

7. Consequences of Policy Violation

Violations of this policy will result in disciplinary action, which may include, but is not limited to, verbal or written warnings, suspension without pay, mandatory participation in a rehabilitation program, or immediate termination of employment, depending on the severity and frequency of the infraction. Refusal to cooperate with drug and alcohol testing will be considered a violation of this policy.

Any employee found to be using, possessing, or distributing illegal drugs on company property will be subject to immediate termination and may be reported to law enforcement authorities.

8. Assistance and Rehabilitation

{{company_name}} recognises that drug and alcohol dependency are serious health issues. Employees who voluntarily seek assistance for drug or alcohol problems before being identified for a policy violation may be offered support through employee assistance programs (EAP) or referrals to appropriate rehabilitation services. Such voluntary disclosure will be considered in any subsequent disciplinary decisions.

The company may require an employee to undergo rehabilitation at their own cost, or a cost sharing model depending on the circumstances, as a condition of continued employment following a policy violation.

9. Review of Policy

This policy will be reviewed periodically by {{company_name}} to ensure its continued effectiveness and compliance with relevant legislation. Any amendments will be communicated to all employees.

Employee Name: {{employee_name}}

Employee Signature: _________________________ Date: {{date}}

Company Representative Name: {{representative_name}}

Company Representative Signature: _________________________ Date: {{date}}