Alcohol and Other Drug Procedure

1. PURPOSE The purpose of this procedure is to define the method and responsibility for the management of risk associated with the effects of Alcohol and other Drugs in the workplace above the prescribed levels described in this Procedure. Employees are required to be below the prescribed levels described in this Procedure, prior to commencing and for the duration of their time at work.

2. SCOPE This procedure applies to all employees and prospective employees of the company including permanent full time, part-time and casual employees, visitors, contractors, labour hire and work experience students. The Engenco Alcohol and other Drug Policy and this procedure shall apply whist attending any company site, any other site as a company representative, at all company functions and while travelling on behalf of the company.

3. DEFINITIONS AND ABBREVIATIONS Shall

indicates a mandatory requirement

Should

indicates a preferred approach

Alcohol

Any beverage that contains alcohol, such as beer, wine or distilled spirits.

BrAC

Breath Alcohol Concentration expressed as grams/210L exhaled breath

Breathalyser

A certified and calibrated instrument for measuring the amount of alcohol in the breath in accordance to as 3547:1997

Collections Officer

A authorised, certified and trained person who will instruct and assist individuals at a collection site. They will receive and make the initial examination of the urine specimen.

Confirmatory Test

A second and more detailed analytical test of a sample that is examined at a NATA AS/NZS 4308:2008 &/or AS4760:2006 accredited laboratory.

Drugs

An illicit substance/prescription medication or over the counter medication that causes addiction, habituation or a marked change in consciousness

Illicit Drug

Any drug that is illegal, including prescription drugs, illegally obtained and prescription drugs not used for the prescribed purpose or in the prescribed dose. This includes marijuana.

Prescription/

Prescribed drugs and over the counter drugs (such as Sudafed, Nurofen Plus, Panadeine) which have been legally obtained and are being used for the purposes for which they have been prescribed or manufactured.

Over the counter Medication Prescription Drug

Drugs that are required to be prescribed by a medical practitioner

Document Title: Alcohol and Other Drug Procedure File Location: Engenco Portal. Business Guides Applicable to: All Business Units within the Engenco Group Version history for audit requirements is available upon request to the document owner.

Page 1 of 10 Version: 4.0 Released: 19/09/2016 Uncontrolled when Printed. Printed: 23/09/2016

Hindered

Diminished level of normal functionality, resulting in being mentally or physically unfit for work.

Illness

Hindrance of normal physical function. An illness will affect a person’s ability to operate normally.

ug/L

A symbol used for micrograms per litre, which is one millionth of a gram per litre. Can also be expressed as nanogram per millilitre (ng/m L)

Confirmed Drug Positive Result

A test result that is in excess of the threshold limits as specified by the AS/NZS4308:2008 (Procedures for specimen collection and the detection and quantitation of drugs of abuse in urine) and/or AS4760:2006 (Procedures for specimen collection and the detection and quantitation of drugs of abuse in oral fluid)

Responsible Manager

The person responsible for managing the testing process on site on a testing day. This includes being the point of contact for the 3rd party provider and the responsibility for managing outcomes from test results

4. RELEVANT DOCUMENTS: AS/NZS 4308:2008 - Procedures for Specimen Collection and the Detection and Quantitation of Drugs of Abuse in Urine. AS4760:2006 - Procedures for Specimen Collection and the Detection and Quantitation of Drugs of Abuse in oral fluid.

5. RESPONSIBILITY AND ACCOUNTABILITY: 5.1. Engenco CEO: The Engenco CEO is accountable for the effective implementation and operation of this Alcohol and other Drug Procedure. This includes the provision of training, education and other support programs and the periodic review of the implementation and effectiveness of the procedure.

5.2. General Managers: General Managers are accountable for the effective implementation and operation of this Alcohol and other Drug Procedure in their areas of responsibility. This includes the provision of training, education and other support programs and periodic review of the implementation, application and effectiveness of the Policy. A General Manager has responsibility for determining whether an individual is fit for work, and where possible verified and or supported by a medical practitioner. The fitness for work decision shall be based on the General Managers opinion and discussion/ consultation with a second Manager or HR representative.

5.3. Managers, Supervisors, Coordinators, Team Leaders: Managers, Supervisors, Coordinators and Team Leaders are accountable for ensuring that all individuals are aware of and comply with this Procedure and that the Procedure is applied fairly and consistently to everybody. They are also responsible for assessing the fitness for work of individuals under their control and taking prompt and appropriate action to address declining safety or work performance as a result of alcohol or other drug use above the prescribed levels described in this Procedure, in the same manner as for any other cause. All Managers, Supervisors, Coordinators and Team Leaders will be appropriately trained to ensure their competency in handling these matters and in some cases suitably qualified to perform specimen collection and screening for on-site drug testing. (unit of competency ODTSCS001A) or equivalent

Document Title: Alcohol and Other Drug Procedure File Location: Engenco Portal. Business Guides Applicable to: All Business Units within the Engenco Group Version history for audit requirements is available upon request to the document owner.

Page 2 of 10 Version: 4.0 Released: 19/09/2016 Uncontrolled when Printed. Printed: 23/09/2016

5.4. All Employees: Everybody is accountable for:    

Ensuring that they are not in an unfit state due to the adverse effects of alcohol or other drugs above the prescribed levels described in this Procedure. Ensuring they do not perform their job, remain at work, or undertake any related activity if they are under the presence of Alcohol or other drugs above the prescribed levels described in this Procedure. Notifying a Manager, Supervisor, Coordinator or Team Leader of any situation where you believe a person is under the presence of Alcohol or other drugs above the prescribed levels described in this Procedure. Notifying a Manager, Supervisor, Coordinator or Team Leader of any situation in which this Procedure may have been breached.

This includes:  

The unauthorised consumption of alcohol or other drugs on site or during work. The failure to notify Supervisors or Managers of the consumption of prescription or over the counter medication which may hinder the ability to perform duties in a safe and adequate manner, and as such the employee’s fitness for work.

6. DRUGS AND ALCOHOL 6.1.

The Presence of Alcohol and other Drugs

The use of alcohol and other drugs above the prescribed levels described in this Procedure can affect a person’s efficiency, performance and judgment. This can expose employees and other people to risks and/or injury and may cause property damage and/or loss. The Company will not tolerate the behaviour of employees who attend work or return to work under the presence of alcohol, illicit drugs or undisclosed over the counter or prescription drugs above the prescribed levels decribed in this Procedure. The Company requires all employees to comply with the below limits.

6.2. Alcohol and Other Drug Cut-Off Levels The maximum acceptable level of BrAC while at work is 0.00%. The Company follows the Australian Standard/New Zealand Standard (AS/ NZS) 4308:2008 Initial Test and Confirmatory Test Cut-off levels for urine drug testing and/or (AS/ NZS) 4760:2006 Initial Test and Confirmatory Test Cut-off levels for oral fluid drug testing. These standards are the only acceptable levels for drugs in the body: Refer to Appendix 1 and 2 for AS/NZS cut-off levels.

6.3. Drugs – Illicit, Prescription and Over the counter The use of drugs (illicit, prescription or over the counter medication) above the prescribed levels described in this Procedure, which can result in potential hindrance of work performance and fitness for work, constitutes a breach of this Policy. Any person found in possession of or consuming drugs (other than for prescribed medical purposes with supported documentation and/or over the counter medication) of any description in the workplace (including while on Company related travel or at any Company function) may be subject to instant dismissal. Some prescription and over-the-counter drugs can affect performance and/or interfere with drug testing. The following substances may result in a “non-negative” on-site drug test: cold and flu medications (Codral, Demazin, Duro-tuss etc.) hypnotics, sedatives, anti-depressants, antihistamines, stimulants, appetite suppressants and analgesics/codeine (Nurofen Plus, Panadeine Forte). Document Title: Alcohol and Other Drug Procedure File Location: Engenco Portal. Business Guides Applicable to: All Business Units within the Engenco Group Version history for audit requirements is available upon request to the document owner.

Page 3 of 10 Version: 4.0 Released: 19/09/2016 Uncontrolled when Printed. Printed: 23/09/2016

If an employee is required to operate vehicles or machinery, and is taking prescribed and/or over the counter medication that carries a warning regarding the operation of vehicles or machinery, they must notify their Manager/ Supervisor prior to start of shift. Employees using prescribed medication and/or over the counter medication, should ask their doctor or chemist what effects the medication may have on them. If an employee has doubt about their ability to perform any or all of their normal duties, they must notify their Manager/ Supervisor immediately. The employee will be requested to obtain advice from their medical practitioner, and if necessary, will be provided with alternative duties.

6.4. Alcohol The use of alcohol above the prescribed levels described in this Procedure, which results in potential hindrance of performance, and fitness for work, constitutes a breach of this Policy. The Company enforces a BrAC level of 0.00% while an employee is working. Any person found in possession of, consuming or hindered by alcohol on company premises will be subject to the Disciplinary Procedure. Transport to ensure safe travel to his/her place of residence will be made available. Any employee who consumes alcohol (including drinks at a function, lunch or meeting) must not return to work if they have a BrAC reading of greater than 0.00%. Where an employee has a BrAC of greater than 0.00% and less than 0.05% they are not fit for work, and must arrange their safe transport home. If an employee is not fit to drive (>0.05%), transport to ensure safe travel to his/her place of residence will be made available. Any employee who drives a company vehicle with a BrAC level in excess of 0.05% is breaking the law, and will be subject to disciplinary action. Any employee who is considered as either a Rail Safety Worker or a Professional driver and either enters the rail reserve or drives a company vehicle with a BrAC level in excess of 0.00% is breaking the law, and will be subject to disciplinary action. Any employee who is on an Availability Roster, or may be required to carry out work duties must maintain a BrAC of less than 0.00%. If an employee is requested to work and believes their BrAC is greater than 0.00%, they must inform their Manager and must not commence work. If an employee on an availability roster fails to maintain a BrAC of less than 0.00% while on call they may be subject to disciplinary action. 6.4.1.

Company Organised Functions

The Company has on occasion, and may continue to provide and serve alcohol at Company organised functions at off Company premises. Two distinct types of Company functions have been identified: 

.



Offsite Company Employee Functions; For example Christmas Parties, Social Club Events



Offsite Organised Customer Functions; including but not limited to Cocktail Parties, Dinners, Sporting Events and any other function for the purpose of entertaining customers.

The BrAC limit of 0.00% will not apply at the above correctly authorised Company functions. All employees are however expected to observe the Company’s Code of Conduct, Engenco policies and procedures and the Law. Any breach of the Code of Conduct at a Company function may be subject to disciplinary action as defined by the Code. It is the responsibility of all employees of the Company to report anyone they reasonably suspect to have breached the code to their Supervisor / Manager.

Document Title: Alcohol and Other Drug Procedure File Location: Engenco Portal. Business Guides Applicable to: All Business Units within the Engenco Group Version history for audit requirements is available upon request to the document owner.

Page 4 of 10 Version: 4.0 Released: 19/09/2016 Uncontrolled when Printed. Printed: 23/09/2016

6.4.2.

Persons Under the Age of 18

The supply of alcohol to, or consumption of alcohol by persons under 18 years of age is an offence under the law. No person under the age of 18 shall be supplied with, or consume alcohol provided by the Company or social club at any time. The Company will ensure that there is soft drink available at all company and social club functions.

6.5. Other Workplaces / Sites It is the responsibility of every employee to ensure that they comply with any site specific Alcohol and other Drug requirements on any customer or supplier site. Company employees on clients’ sites are required to abide by and co-operate with the requirements of the clients Alcohol and other Drug Policy and Procedures including, where required, undertaking Alcohol and other Drug testing. In the event of an employee testing a confirmed positive for alcohol and/or a “non-negative” on-site drug test, in these circumstances, the employee should immediately contact their Manager/ Supervisor who will undertake to arrange safe transport of the employee and the vehicle to the nearest Company location. The employee’s Manager should immediately contact the HR Manager. Under no circumstances should the employee drive a vehicle or operate any machinery. Employees who have either a confirmed alcohol breath test and/or a confirmed laboratory drug test on a client’s sites will have a confirmed positive for either result recorded in the Alcohol and other Drug file located in the HR department subject to the terms as defined in this procedure. Where a customer has higher thresholds or an inconsistent Alcohol and Other Drugs policy, this procedure shall apply.

7. TESTING AND SCREENING A random/blanket Alcohol and other Drugs testing program will apply to all employees. It is a condition of employment that employees undertake an Alcohol and other Drug test when requested. Where an employee is requested to undertake a Drug test, they are encouraged to disclose any prescription or over the counter medication taken in the last fourteen (14) days (e.g. cold and flu medication, pain killers etc.) to the approved tester to avoid misinterpretation of results. It is in the employee’s best interests to disclose any prescription and/or over the counter medication, as failure to do so may result in unnecessary disciplinary action. Disclosure of medication is not required unless a non-negative on-site result is obtained. The following types of testing will be used:     

Random Testing and/or Blanket Testing For Cause/Post Incident/Suspicion Return To Work Target Testing Pre-Placement Medical Testing

7.1. Random and/or Blanket Testing A random and/or Blanket Drug and Alcohol testing program will apply to all employees. All Engenco sites shall be tested a minimum once throughout the year. The random testing of Engenco facilities is coordinated by a 3 rd party provider, to ensure that this process is fair and objective, the provider will schedule the testing days and conduct this process. Testing of employees working out in the field may also be tested by a trained and authorised Engenco Group employee.

Document Title: Alcohol and Other Drug Procedure File Location: Engenco Portal. Business Guides Applicable to: All Business Units within the Engenco Group Version history for audit requirements is available upon request to the document owner.

Page 5 of 10 Version: 4.0 Released: 19/09/2016 Uncontrolled when Printed. Printed: 23/09/2016

Employees will not be notified of the schedule of alcohol and other drug testing prior to the day. HR or an appropriate alternative Company contact will be advised by the testing provider approximately one week prior to the scheduled testing. The 3rd party provider or the certified, trained and authorised Engenco Group employee will present on site, where the employees will be notified of testing. The collection officer will conduct Alcohol and other Drug tests. The Company reserves the right to amend and adjust the random system from time to time as appropriate. Employees will be notified in advance of all changes.

7.2. Testing Methodology Testing will involve the sample collection and testing of breath for the presence of alcohol and either urine and/or oral drug (saliva) screen for the presence of drugs, according to an approved procedure. Sample collection and testing shall be conducted by certified, trained and authorised Engenco Group employees or by external accredited providers, in accordance with a detailed procedure approved by the Engenco CEO and reviewed annually. When testing urine samples, testing will be conducted on each site in a private toilet facility, and be performed in accordance with AS/NZS4308-2008 and measured against the acceptable levels as outlined in in this procedure. Oral drug (saliva) screening shall be performed in accordance with AS4760-2006 and measured against the acceptable levels as outlined in in this procedure.

7.3. For Cause/ Post Incident Testing/Suspicion Employees involved in a serious incident may be required to undergo alcohol andr other drug testing. Serious incidents may include (but not limited to): 

Vehicle Accidents



All injuries treated by a medical practitioner



Property Damage



Near Misses



Verbal/Physical Fighting

The Responsible Manager shall define when the incident-triggered testing is to take place.

7.4. Other Criteria for Triggered Testing If there is reason to believe that an employee is under the presence of alcohol and other drugs above the prescribed levels described in this Procedure, the employee may be required to undergo an alcohol and other drug test. Alcohol and other Drug tests may be required by any Manager in consultation with a second Manager. 7.4.1. Return to Work Testing If an employee has returned a confirmed positive test for either Alcohol and/or Drugs they will be required to return a negative Alcohol and other Drug test before they are allowed back to work. 7.4.2. Target Testing If an employee has returned a confirmed positive Alcohol and other Drug test, as part of the agreed return to work plan, they must submit to 2 “Target” Alcohol and other Drug test in each of the first, second and third months following the confirmed positive result. Please Note: Employee will still be part of the random and/or blanket test program. The company reserves the right to implement a more stringent return to work plan based on factors such as the nature of the offence ,

regulatory compliance requirements, customer expectations andnd the risk profile of the activities the employee is to be engaged in. Document Title: Alcohol and Other Drug Procedure File Location: Engenco Portal. Business Guides Applicable to: All Business Units within the Engenco Group Version history for audit requirements is available upon request to the document owner.

Page 6 of 10 Version: 4.0 Released: 19/09/2016 Uncontrolled when Printed. Printed: 23/09/2016

7.4.3. Additional Testing At the discretion of Engenco Senior Management, negative on-site urine and/or oral fluid (saliva) samples may be sent for additional Target testing. Target Testing may include but not limited to “Synthetic Cannabinoids, “Bath Salts” “Anabolic Steroids”, Donors will be notified that they have being randomly selected in all such cases.

7.5. Pre-Placement Medical Drug and Alcohol Testing The Company will conduct Alcohol and other Drug testing as per this Procedure, as part of a pre-placement medical examination. Any prospective employee of the Company must undergo an Alcohol and other Drug test.

7.6. Labour Hire or Casual Staff All labour hire or casual staff shall be subject to the Alcohol and other Drug testing requirements outlined in this procedure while working on behalf of Engenco or at any Engenco controlled site. Contract labour shall be subject to pre-placement medical Alcohol and other Drug testing. When testing is conducted at an Engenco site, all labour hire, casual staff or contractors on site at that time shall be automatically tested.

7.7. Pre work Self-Testing Sites may provide facilities and training so that employees can conduct self-testing for alcohol only, prior to commencing work. This self-testing shall be non-mandatory and subject to a disclaimer because subsequent company-managed testing in accordance with this procedure and the results thereof shall have absolute precedence of determining compliance with this procedure and the related policy.   

Employees need to self-test before “clocking” in to work; If they are not fit to work (>0.00%BrAC