Z Staffing ("the Company") provides a work environment that aims to ensure the health, safety, respect and productivity of all employees. The Company acknowledges that the use of drugs and alcohol may impair an individual's capacity to perform their job safely, efficiently and with respect for work colleagues and customers.

The use of such substances may result in the risk of injury or a threat to the well-being of the impaired employee, other employees, and customers as well as members of the public.

The Company has an obligation under work health and safety legislation to provide a safe work environment.

The purpose of this policy is to maintain a work environment that is free from the negative effects of drug and alcohol use.

The Company policy is that employees must not be under the influence of alcohol or drugs when performing any work duties for the Company, at the workplace or otherwise, including (but not limited to) the circumstances set out below. Employees must not commence work or return to work whilst under the influence of alcohol or drugs.

The consequences of breaching this policy will include disciplinary action up to and including termination of employment.

In so far as this policy imposes any obligations on the Company, those obligations are not contractual and do not give rise to any contractual rights. To the extent that this policy describes benefits and entitlements for employees, they are discretionary in nature and are also not intended to be contractual. The terms and conditions of employment that are intended to be contractual are set out in your written employment contract.

The Company may unilaterally introduce, vary, remove or replace this policy at any time.

The standards expected of employees include:

• Under work health and safety legislation, employees must take reasonable care for their own health and safety while at work and ensure their acts or omissions do not adversely affect the health and safety of other workers in the workplace
• Employees must not present for work whilst under the influence of alcohol or illicit drugs, and at all times carry out their duties and responsibilities in a safe manner. This includes the recognition of the potential negative effects and performance impacts associated with a ‘hangover’ after alcohol use or the ‘coming down’ effects after the use of other drugs.
• Employees who have been prescribed any medication that may impact on the safety of themselves or others in the workplace and/or affect their work performance are required to inform Z Staffing about the likely potential effects before commencing any duties. The employee is not required to reveal the nature of the condition being treated or the type of medication, only that they are taking medication which has the potential to impact upon safety.
• Employees must behave responsibly when consuming alcohol or prescription medication while attending a work endorsed event, work social function, or when taking prescription medication while attending work.
• Employees should be aware of their own ability to work. They should carry out a self assessment and inform a manager if they believe they are affected by alcohol or other drugs. This also applies to employees who are performing work from home/telecommuting.
• Registered health practitioners have additional responsibilities in relation to mandatory reporting and must advise the Australian Health Practitioner Regulation Agency (AHPRA) if they have formed a reasonable belief that a registered health practitioner has behaved in a way that constitutes notifiable conduct. Notifiable conduct by registered health practitioners includes practising while intoxicated by alcohol or drugs.
• A registered health practitioner must immediately advise Z Staffing when the status of their professional registration with the registration board or membership of the professional association changes. A change to the status of the health practitioner’s registration includes, but is not limited to suspension, conditions, restrictions and undertakings.

USE OF COMPANY VEHICLES

• Company vehicles are not to be driven by anyone who is under the influence of alcohol or drugs. The Company will not accept 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 Company vehicle is in breach of this policy or of the law. All liabilities shall rest with the person operating the Company vehicle

MACHINERY

• No machinery is to be operated or used by anyone who is under the influence of alcohol or drugs.

PRESCRIPTION DRUGS

• If you take prescription drugs, please check with your doctor to establish if the use of the drug will impact on your work performance and particularly your ability to operate machinery or drive vehicles. If it will, please obtain this advice in writing from your doctor and provide it to your manager or supervisor before undertaking any work that may be impacted by you taking prescription drugs.

SMOKING

• The Company observes a no-smoking policy in all premises, including in Company vehicles. Should employees wish to smoke, they are to do so away from the Company premises and on their own break times, not during working hours.
• By law, smoking and vaping is banned within four metres of an entrance to any public hospital or registered community health centre in Australia.
• Public hospitals and registered community health centres may also have policies in place that further limit smoking within their outdoor areas. These policies apply in addition to the statewide legislative ban. It is the employee's responsibility to familiarise themselves with the facilities relevant policy.

WORK ENDORSED EVENTS AND WORK SOCIAL FUNCTIONS

• Responsible service of alcohol practices will be observed at all work endorsed events and work social functions. These practices include but are not limited to appropriate serving sizes, choice of non-alcoholic drinks, availability of food, safe transport options.
• It is illegal to provide any person under the age of 18 with alcohol, and it is also illegal to provide any person with illicit drugs.
• Any employee attending a work endorsed event or work social function where the consumption of alcohol is permitted and the employee chooses to consume alcohol, must abide by the following restrictions:
  • Employees must consume alcohol responsibly.
  • Employees must not become inebriated.
  • Employees must uphold an appropriate standard of behaviour at all times.
  • Employees should arrange a safe means of transport to and from such functions when transport has not been provided. This includes not driving while under the influence of alcohol in accordance with policy and road transport laws.
  • Employees must not attend work endorsed events or work social functions while affected by illicit drugs.

OTHER POLICIES

Employees and staff are encouraged to read this policy in conjunction with other relevant Company policies, including:

• Code of Conduct;
• Workplace Health and Safety Policy.

COMMERCIAL-IN-CONFIDENCE

Document Title Alcohol & Drug Policy

Release Date 06 May 2024

Review Date 06 May 2025