Purpose

Alcohol or other drug use can adversely impact a Worker’s performance and their ability to work safely, efficiently and with respect for others around them. This Policy confirms TEG’s approach in relation to maintaining a workplace free from the adverse effects of drugs and alcohol.

Scope

This Policy applies to any person who carries out work in any capacity for TEG at a TEG Workplace, third party site, home or other remote working location, including directors, employees (including casual employees), contractors and labour hire workers, apprentices, trainees and volunteers (Workers).

1. Policy Statement

TEG has a zero-tolerance policy regarding the use of illicit drugs on any business- related premises (e.g. TEG premises, client’s premises, venues etc.) or by a Worker in the course of performing their role. Contravening this Policy may lead to disciplinary action up to and including termination of the Worker’s employment or engagement.

TEG is committed to ensuring, so far as is reasonably practicable, the health and safety of all of its Workers while at work or in the course of performing their role.

Workers engaged by TEG are not to commence work, be at work or return to work while adversely impacted by alcohol or legally prescribed/illicit drugs.

2. Responsibilities and procedure

The use of drugs and alcohol, including legally prescribed drugs, may adversely impact a Worker’s capacity to perform their job safely, efficiently and with respect for other Workers, and may result in a risk of injury or a threat to the wellbeing of Workers.

Every Worker is responsible for taking reasonable care for their own physical and psychological safety and to ensure that their acts or omissions do not adversely affect the health and safety of other persons. Workers must:

• be fit and well enough to do their job; and
• not be adversely affected by alcohol or drugs or use, possess, sell or dispense illegal drugs while at work (whether at a TEG Workplace, home or other remote working location).

This includes when attending any external functions, meetings and conferences or undertaking any activity where it is deemed that the Worker carries out any work for, or is a representative of, TEG.

If a Worker needs to take prescription medication, they should ask their doctor about the medicine’s likely adverse effects on their ability to do their work. In those circumstances they should speak with their manager about any adverse effects of their medication on their ability to perform their role competently and safely, so that suitable arrangements can be made as appropriate.

In the event a Worker is adversely affected at work due to drug or alcohol use, the following procedure must be followed:

a) a Worker must report the adversely impacted Worker (including if it is themselves) to their immediate manager. The affected Worker must remove themselves from the workplace and cease undertaking their role for TEG until they are unaffected;

b) the affected Worker must inform their manager of the circumstances under which they became adversely affected by drugs or alcohol. A manager may direct a Worker to stop working if they are satisfied that a Worker is adversely affected by alcohol or drugs or has otherwise breached this Policy;

c) the manager should report the matter to the People and Culture team to determine the appropriate course of action; and

d) TEG may take appropriate steps in relation to the matter, including but not limited to requiring the Worker to obtain a medical certificate from a qualified medical practitioner nominated by TEG declaring that they are fit for normal duties.

Workers in breach of this Policy may be subject to disciplinary action, up to and including termination of employment or engagement.

3. Driving and Company vehicles

Workers should ensure that they have a safe means of transport to and from functions if they plan to consume alcohol.  Under no circumstances are Workers to drive a company vehicle or other vehicle when their blood alcohol limit exceeds the legal limit or are otherwise adversely affected by alcohol or adversely affected by drugs.

TEG will accept no liability for any damage to a company vehicle, injury to any person, or damage or injury to any third party, incurred while the driver of the TEG vehicle is in breach of this policy or of the law. All liabilities rest with the driver concerned.

4. Work related functions

Work-related social functions (eg Worker celebrations or client lunches) may have alcohol present for consumption. Workers are permitted to consume alcohol responsibly and in moderation at these functions but should, if they are to return to work after the social function, consider whether they may be adversely affected by any consumption of alcohol on their return to work and exercise good judgment about whether any consumption of alcohol is appropriate.

When planning a work-related social function, sensible precautions should be considered such as:

• Serving non-alcoholic and low alcohol drinks
• Providing food in addition to drinks
• Setting a cut-off time for functions and parties
• Monitoring and preventing excessive consumption of alcohol
• Ensuring Workers have a safe way to get home

5. Related documents, forms and tools

The Employee Assistance Program (EAP) is a professional counselling service that offers confidential, short-term support for a variety of work-related and personal problems that may be affecting you at work or at home. The EAP gives Workers access to qualified professionals to help on a range of different concerns related to managing personal issues, strategies to deal with conflict and difficult situations, nutrition and lifestyle advice, financial counselling, family assistance, and career development and planning.

All Workers can access the EAP program and counselling can be provided in person or by phone/ chat. To access the service, you can call 1300 687 327 (from Australia), 0800 666 367 (from New Zealand) or book an appointment on the website www.convergeinternational.com.au.

General

This Policy does not form part of a Worker’s contract (of employment or otherwise) and does not impose any binding obligations on TEG. TEG may vary this Policy from time to time.