Drug and Alcohol Policy Guide

Dunstan Hills Ltd

 

 

1.        Testing Generally

Any employee may be tested for the presence of drugs and/or alcohol in any of the following circumstances:

  1. As part of pre-employment screening or as a condition of employment hereunder;
  2. If there is reasonable cause to suspect that the employee’s fitness for work is affected by the consumption of alcohol or drugs;
  3. Following an accident or following a ‘near miss’ incident which did not result in injury, illness or damage, but could have potentially done so;
  4. At random intervals.

 

2.         Alcohol Testing

  • Employees are prohibited from having a level of alcohol which is more than 10% of 400µg/L (breath) or 0.080g/100mL (blood).
  • Testing will generally be by breathalyser and will only be carried out by appropriately trained personnel.
  • If an employee disputes the breathalyser result, the Employer will arrange for a blood test, at its cost.
  • The Employee will reimburse the Employer for the full cost of the blood test if the blood test subsequently confirms that the Employee has exceeded the maximum level referred to above.
  • An Employee being tested under clauses 28 b, or c, will be stood-down on full pay pending completion of the breathalyser test and any subsequent blood test required by him.
  • If the results of the testing indicate a level in excess of the acceptable maximum level under this policy, then the employer has grounds for standing the employee down without pay (and must consult the employee before doing so) and will be required to attend a formal disciplinary hearing.
  • The Employer will not make any other decisions about the Employee’s employment until he has had an opportunity to provide an explanation or response in accordance with the Employer’s formal disciplinary procedures.

3.         Drug Testing

  • Employees are prohibited from having a level of an illegal drug, party drug or a prescribed drug greater than the accepted international standard as defined by the Australian/New Zealand Standard AS/NZS 4308:2008 (or any updated version).

 

  • Urine testing for drugs will be carried out by medical practitioner or by a laboratory accredited to the Australian/New Zealand Standard, AS/NZS 4308:2001 (urine testing standard).
  • Test results will be notified to the Employee as soon as practicable after they become available to the Employer.
  • An Employee being tested under clauses 28 b, or c, will be stood-down on full pay pending completion of the first test.
  • A “Negative” result requires no further analysis and the Employee will return to full duties as soon as reasonably practicable.
  • A “Not Negative” result requires a second stage of testing to confirm the type and level of drug present.
  • A “Not Negative’ gives the Employer grounds for standing the employee down without pay (and must consult the employee before doing so) and the Employer will be required to attend a formal disciplinary hearing.
  • The Employer will not make any other decisions about the Employee’s employment until he has had an opportunity to provide an explanation or response in accordance with the Employer’s formal disciplinary procedures.
  • The following will be treated as a positive result without the need for the two-step testing referred to above:
  1. If a sample fails to read at body temperature
  2. If a sample is not provided with 2 hours
  3. If there is evidence of tampering of a sample
  4. If there is a refusal to provide a sample
  5. If a sample from one employee is passed off as another employee’s

 

 

 

 

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