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NDIS Practice Standard 2: Provider Governance and
Operational Management #

1.0 Purpose #

This policy’s focus is to ensure that all employees are aware that drug use or possession and the consumption of alcohol or intoxication at the workplace will not be tolerated.

iSeekSupport has a duty of care to ensure that the workplace is free from hazards and unnecessary risk. Staff have a responsibility to ensure the safety of:

  • Themselves,
  • Their fellow workers,
  • Participant,
  • Contractors and
  • Visitors.

The effects of alcohol and other drugs on a person’s ability to work safely must be understood. The effect of a range of substances, including alcohol, cannabis, opiate analgesics, hallucinogens, volatile substances and stimulants, is detrimental to the safety standard. Prescription and over-the-counter medication may affect a person’s ability to work safely, as can combining different drugs or mixing drugs with alcohol.

Our strategy is to ensure workplace hazards and risks associated with the use of alcohol and other drugs are eliminated or reduced as far as practicable.

2.0 Scope #

This policy applies to management, staff, contractors, volunteers and visitors. It will outline the disciplinary procedures, employee assistance programs and counselling services available to those employees who experience problems with drugs and alcohol.

3.0 Policy #

iSeekSupport is committed to providing a safe and healthy workplace. Alcohol and Drugs (whether used during private life or at the workplace) are factors that reduce a person’s ability to work safely by impending a person’s ability to exercise judgment, coordination, motor control, concentration and alertness.

  • Staff and contractors under the influence of alcohol and or drugs become a workplace health and safety liability by increasing the risk of injury and illness to themselves and others. Staff and contractors must:
  • Not work while under the influence of alcohol, illegal drugs or drugs taken for non-medicinal purposes, which would affect their ability to perform their work safely and efficiently.
  • Report to work in a condition they are fit to perform their duties safely
  • Be taken home or not work when intoxicated – iSeekSupport will arrange for transport
  • Monitor their alcohol consumption when representing the organisation or at an iSeekSupport event.

The CEO may ask them to cease if they are unable to represent the organisation or are at any risk.

3.1 Possession and sale of alcohol #

  • Possession or distribution/sale of alcohol or illegal drugs during work hours or being under the influence of alcohol or drugs whilst working on behalf of ISeekSupport will result in disciplinary action up to and including termination, depending on the severity of the incident.
  • Provision of alcohol at ISeekSupport events will be at the discretion of the management considering the nature of the event, time and the likely number of attendees.
  • The sale of alcohol is prohibited.
  • A staff member or sub-contractor on the job for ISeekSupport is involved in unauthorised possession or use of alcohol or under the influence of alcohol will be subject to investigation. In either of these cases, if the initial finding is substantiated, disciplinary action up to and including termination will apply.

3.2 Controlled substance and alcohol #

A staff member on the job is found to be involved in the manufacture, distribution, dispensing, possession or used a controlled substance, or is under the influence of such, will be suspended from work immediately, pending further investigation.

3.3 Employee Responsibility #

As employers, we are responsible for providing a safe workplace; staff work safely and within certain safety guidelines set out by our organisation and work health and safety legislative requirements. Staff must ensure that they do not jeopardise their safety, the safety of their colleagues or any visitors.

Staff use of drugs and alcohol impacts their ability to fulfil their work health and safety obligations. Staff under the influence will jeopardise their safety and the safety of all others in the workplace.

Failure to encompass the duty of responsibility by staff can impact their worker’s compensation entitlements, state fines linked to Safe Work, or internal disciplinary procedures.

Staff members responsibilities include:

1. Immediately and honestly reporting any accident and/or injury on the prescribed forms;

2. Visiting a medical practitioner if required to have accident symptoms recorded and treated;

3. Continuing to visit medical practitioner when and as required until a full or partial clearance has been given to return to work;

Compensation will not be paid if the employee:

  • Was under the influence of alcohol and drug addiction
  • Was not using protective clothing or equipment as required by the employer
  • Committed an act of serious or willful misconduct.
  • False claims will be refused, and the employee may be liable for prosecution for fraud.

3.4 Employee Assistance Program #

iSeekSupport will endeavour to offer assistance to any employee who is experiencing performance-related problems at work. Where appropriate, the CEO or their delegates will be available to discuss any difficulties a staff member is experiencing, which directly impacts their ability to work efficiently and safely.

Where required, the CEO or their delegates may refer staff to the appropriate medical services or counselling services. In particular, performance issues related to drug and alcohol use will be referred to a medical centre for professional assistance.

3.5 Confidentiality #

All procedures regarding drug and or alcohol counselling shall remain confidential between the staff and the management of iSeekSupport unless the information is needed for workers compensation purposes.

Should the evidence of drug use by an employee be bought to the attention of iSeekSupport by another employee, the evidence will be investigated further.

The accusation may require further staff questioning; however, no personal information shall be revealed to co-workers unnecessarily.

3.6 Safeguards for Medications #

When a staff member’s ability to work safely may be affected due to medication, the staff member should inform the CEO or relevant managerial staff member of the effects of the medication. The staff member doesn’t need to disclose the illness for which they are taking medication.

It may also be appropriate for the staff member to provide some means of verification as to the side effects of the medication, such as a medical certificate if medication is to be taken over an extended period.

If an employee can perform their usual work duties safely, an appropriate person should monitor their safety performance.

If staff cannot perform their usual work tasks safely, they should not be assigned those usual tasks. Where practicable, an employee should be given reasonable alternative work until consumption of the medication ceases.

When a staff member is unable to complete usual work duties safely for an extended time, and there is no alternative work available for the staff member, there needs to be consultation between the staff member concerned and the CEO or their delegates to discuss steps that can be taken until the staff member can resume duties. The process of consultation also needs to address issues of transport away from the workplace. Staff should only recommence normal duties when they can work safely.

3.7 Third Persons at the workplace #

Responding to a hazard presented by alcohol and other drugs may also include a situation where a third person enters the workplace affected by alcohol and other drugs. When this situation occurs, the employer and staff member must respond by minimising the risk of an impaired third-person presenting a hazard at the workplace.

4.0 Procedures #

4.1 Dealing with an impaired third person #

The procedures outlined below should be followed if a third person at the workplace appears to be impaired by alcohol and other drugs.

  • CEO or their delegates should approach the impaired person (where applicable)
  • If any other person identified the impaired person, they must immediately report the intoxication to the CEO or their delegates
  • If the person is aggressive or appears unpredictable, the CEO or their delegates may request the assistance of more than one person for the initial approach. The initial approach should be quietly assertive and not aggressive, argumentative or threatening.

4.1.1 Dealing with substance-impaired persons in the workplace #

  1. avoid using terms such as You’re drunk
  2. be brief, firm and calm
  3. advise the Practice Manager
  4. Use the affected person’s name, speak slowly and clearly and repeat your message if necessary (I am instructing you to leave our premises. If you do not leave, I will contact the police)
  5. do not argue or debate; repeat your message;
  6. try to persuade them not to drive their o vehicle.

4.1.2 Impaired Person Refuses to Co-operate #

  1. Ensure that the Director has been contacted;
  2. Assess dangers;
  3. Evacuate all surrounding people at risk from the location of the impaired person or isolate the impaired person;
  4. Contact the police and advise them of your circumstances. If necessary, request police assistance to escort the person off the premises.

4.2 Disciplinary Procedures #

4.2.1 Policy infringement #

iSeekSupport has a no-tolerance approach to the use of drugs and alcohol in the workplace. Our organisation will not tolerate the possession of or intoxication by drugs or alcohol at the workplace. Should an employee test positive for any illicit or contraband drugs or show a positive blood alcohol test, they will be seen by iSeekSupport to be under the influence of intoxication.

Should an employee be shown to be under the influence, it will be viewed by iSeekSupport as a direct infringement of this policy. Any infringement of this policy will result in the commencement of disciplinary procedures against the staff member.

Disciplinary procedures may result in the termination of an employee from their position

4.2.2 Positive results #

Staff will be counselled about their drug or alcohol abuse and whether they are prepared to undergo counselling, warn them of the dangers of being under the influence in the workplace and warn the staff member that further violation of our policy will result in dismissal.

iSeekSupport Policy and Procedure – Published 09.02.2022 #

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