McCOLLS TRANSPORT - Port Augusta

OHS&W POLICY
DRUG & ALCOHOL POLICY/TESTING
PROCEDURES
Version No: 1
Reviewed:
Next Review:
MISSION STATEMENT
Port Augusta City Council (PACC) is committed to providing a safe and healthy workplace for
all employees, visitors and providers of contract service working on PACC property or with
PACC machinery or transport equipment. To this end the City Manager is committed to a
drug and alcohol free workplace with the principle of zero tolerance applying to illicit drugs
and a level of .02 will apply to alcohol; notwithstanding that State Government Law will take
precedence.
The City Manager recognises the concerns of employees, clients and the general community
with regard to the impact of drugs, alcohol and other substance abuse. The City Manager is
therefore committed to ensure that drugs, alcohol and other substance abuse has no
adverse impact on the health and safety of all employees, contract staff and visitors at PACC
work sites.
DRUG AND ALCOHOL POLICY/TESTING PROCEDURES
1. The possession, consumption, sale or distribution of illicit drugs on or in a PACC
workplace and perimeters is strictly prohibited. Contravention of this policy shall lead to
dismissal.
2. Unless there is prior Senior Management (or PACC) approval for special occasions, the
consumption, sale or distribution of alcohol on or in a PACC workplace or perimeters is
strictly prohibited. Contravention of this policy may lead to dismissal.
3. Any employee or contract worker attending work at a PACC workplace under the affects
or influence of alcohol or illicit drug will not be permitted to commence or continue
work. A breach of this policy shall lead to disciplinary action, which may include
dismissal.
4. The bringing onto a PACC workplace or perimeters of alcohol (without formal approval)
or illicit drugs is strictly prohibited. Contravention of this policy may lead to dismissal.
5. To ensure a zero tolerance workplace employees (when requested by the Work
Supervisor) will be required to undertake a drug screening procedure, involving a saliva
screening. Such screening procedure will be carried out in private, in the workplace, and
all participating employees will be made aware of the results immediately. Should the
result indicate a positive reading then disciplinary action may result.
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INDEPENDENT DRUG SCREENING PROCESSES
Screening Procedure
The City Manager will arrange a professional organisation with appropriately trained staff to
conduct three types of screening (depending on circumstances).
Random screening is where employees are selected on a random basis by Integrity
Sampling and tested.
Critical Incident screening will occur when there has been and accident or incident involving
injury or damage to property.
Causal screening will occur where a Work Supervisor has cause to believe that the person
selected for screening is affected by their intake of drugs or alcohol.
‣ All screening is carried out by Integrity Sampling staff using a mouth (saliva) swab, Cozart
Drug Detection System and an Alcolizer breath analysis instrument.
‣ All screenings are conducted in a neutral location within the workplace, away from the
mainstream workplace.
‣ Each screening is conducted in private, individually, and without the presence of
management. However the employee may select a witness, if they desire.
‣ The actual screening mouth swab used on the employee is called a primary sample.
‣ All screening results remain confidential between the employee, the City Manager and
the Integrity Sampling Staff.
‣ Each employee is asked a series of six questions prior to their individual screening :‐
1. Have you taken anything orally in the previous 10 minutes
2. Have you consumed any alcohol in the previous 8 hours
3. Have you taken any illicit (illegal) drugs in the previous 24 hours
4. Are you currently under the affect of any illicit drugs
5. Are you taking any pharmaceutical drugs
6. Are you presently on any medication
‣ Should an employee answer “yes” to any of these questions then further information
will be sought. Such as type of drug, time taken, quantity consumed and are they
prescribed
‣ The only equipment used to screen the saliva of the employee is the approved Cozart
Equipment and the Alcolizer breath analysis instrument.
‣ Should an employee refuse to take this test, the City Manager will treat this as a positive
test, and disciplinary action will take place which may include dismissal. Should the
employee decide to take the test after this is explained and it is a negative test they will
resume normal duties after the testing procedure.
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POST SCREENING PROCEDURES
Negative Result
‣ In the event of a “negative” reading the employee and the City Manager will be
immediately advised of the result. The employee then returns to their workplace.
‣ No opinions of the City Manager or other staff are considered by Integrity Sampling.
‣ Each result is documented by the Integrity Sampling staff and a copy will be made
available to the employee and/or the City Manager upon request.
‣ The sample is immediately disposed of by the tester in the presence of the employee.
Positive Result
‣ In the event of a “positive” reading the employee and the City Manager are immediately
advised of the result. No opinions or comments are offered or considered by the
Integrity Sampling staff.
‣ The result is recorded on Integrity Sampling documentation. The employee is invited to
sign the documentation. Such documentation shall include time and date of the
screening, the employee’s details, the screening number and result.
‣ The employee is able to offer any comment on the “positive” screening result, should
they choose. Any discussion on the “positive” result is strictly between the employee
and the Integrity Sampling staff.
‣ In the event of a “positive” result a “chain of custody” process will immediately take
place.
‣ The “chain of custody” process ensures the primary sample remains intact at all times.
‣ The primary sample is then prepared, in the presence of the employee for analysis at
Dorevitch Pathology.
‣ The vial is sealed with a “chain of custody” seal.
‣ The tester will forward the vial of the primary sample to Dorevitch Pathology for
confirmation of the initial screen.
‣ Dorevitch Pathology is to supply a certificate of their independent screening result and
the City Manager will receive a copy of the certificate (usually within 48 hours).
‣ In the intervening period whilst waiting for the confirmed (or otherwise) screening
result, the employee is to be stood down with pay until further written notice from the
City Manager. Any assistance will be given to the employee to arrive home safely. No
employee will be permitted to return to work until they have a negative test result. Any
employee who returns a confirmed positive result, will be offered the services of PACC’s
Employee Assistance Program.
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‣ If an employee returns a confirmed positive test result, the stood down period will be
deducted from the employees sick leave (or other leave if there is no sick leave), on the
basis that the employee is deemed to be unfit for work.
‣ Integrity Sampling staff do not participate in any negotiations or discussions related to
employment or workplace warning with the employee or PACC.
‣ All costs associated with any screenings by Integrity Sampling or confirmations by
Dorevitch Pathology shall be paid by the Port Augusta City Council.
DEFINITIONS
Illegal Drugs
Use of drugs such as heroin, amphetamines, cocaine and cannabis are illegal and are
prohibited from PACC workplaces. They can significantly impair and individual’s work
performance and substantially increase the probability of a workplace accident.
Prescription Medicines
Can only be obtained with written prescription from a doctor. These medicines are provided
to treat medical conditions. Sometimes these medicines can affect one’s ability to drive
vehicles and/or operate equipment. (Therefore it is important to ask one’s doctor about
possible side affects and provide a copy of the drug usage leaflet to the Works Supervisor, if
requested).
Pharmaceutical Drugs
Are drugs, which can be purchased from a pharmacy (over‐the‐counter medicines). They
include drugs, which can contain various chemicals, including pseudoephedrine and
codeine. These medications may affect one’s ability to drive vehicles and operate
equipment.
(It is the employee’s responsibility to ascertain if the affect of these drugs will impair one’s
ability to safely drive vehicles or operate equipment).
Dismissal
The process of dismissal will be the responsibility of the City Manager; and will involve the
following three steps :‐
1. Upon a confirmed positive test result, a written warning will be given; in addition to the
offer of the services of the Employee Assistance Program.
2. Upon a second confirmed positive test result, a written serious warning will be given; in
addition to a further offer of the services of the Employee Assistance Program.
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3. A third confirmed positive test within a two year period may result in dismissal. The City
Manager however reserves the right on compassionate grounds to provide further
warnings in special case circumstances only.
Employee
Reference to employee to also mean contractor; if applicable in the context.
This Policy is to become effective from the date of adoption by the PACC’s Management
Group.
Policy endorsed by the OHS&W Committee on 27 February 2007.
Policy originally adopted by the PACC’s Management Group on 28 February 2007.
Subsequent amendments have occurred on
____________________________________________
SIGNED:
…………………………………
Responsible Officer
Date: _____/_____/_____
………………………………………
Chairperson, OHS&W Committee
Date: _____/_____/_____
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