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Drugs and Alcohol
Employees must comply both E4 People and client's Drug & Alcohol Policies
Our commitment to enforcing the Drugs & Alcohol Policy
Employee responsibilities
include but are not limited to:
- arriving at work unimpaired by alcohol or other drugs and carrying out your normal work activities without exposing yourself or others to health and safety risks;
- clarifying with your doctor or pharmacist if the medication you have been provided could impair your ability to safely perform your role;
- reporting any concerns to your Manager immediately if you think alcohol or other drug use by another employee may affect theirs and/or others safety. This information will be managed confidentially.
Management responsibilities
include but are not limited to:
- ensuring all employees are aware of the terms of this Policy;
- managing any breaches of this policy in a timely and confidential manner;
- ensuring testing results are managed confidentially.
Drugs & Alcohol Policy
The Details
Alcohol
Employees must not consume or attend work under the influence of alcohol, nor are they permitted to bring alcohol onto a client’s site.
Management may grant exceptions to this policy by allowing the consumption of alcohol during specified times at specified places. Where consumption of alcohol is permitted by a Director, employees must practice responsible drinking. Consumption of alcohol will never be accepted as a justification for offensive or inappropriate behaviour.
Where work related functions involve the consumption of alcohol, appropriate management of the situation will apply.
This may include:
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events that are subject to approval from the Directors;
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events that will incorporate availability of low-alcohol and non-alcoholic alternatives to full strength drinks;
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where reasonable, the event will incorporate availability of food to reduce the effects of alcohol.
If an employee is required to resume work after attending an event where alcohol consumption is permitted, they must either refrain from drinking or ensure they are unaffected by alcohol when they return to work.
Illegal or illicit drugs
Illegal or illicit drugs are not permitted to be brought into or consumed at E4 People or a client’s premises.
Any employee found to be in possession of, using, providing or trafficking (or attempting to use, provide or traffic) drugs to any person whilst in the workplace (whether those drugs are present in the workplace or to be provided to another person away from the workplace) will face disciplinary action up to termination.
The act of purchasing, manufacturing or selling illicit drugs at E4 People, at a client’s premises, work-related function, while on company grounds or while in command of a company vehicle or vehicle rented by the company will be grounds for an immediate dismissal.
Prescription medication
Nothing in this policy prevents employees who have been prescribed prescription medication by a medical practitioner from possessing or using those drugs at the dosage that has been prescribed to them.
We may require written confirmation from the prescribing doctor that the use of the prescribed drug will not impair an employee’s work performance.
Abuse of prescribed drugs is not permitted and will be treated the same as illegal drug use under this policy.
Smoking
Employees may only smoke during agreed breaks.
Employees who smoke must take care to ensure their smoking does not affect other employees, and that all smoke odour is eliminated before re-entering the workplace.
When attending a client’s site, employees are prohibited from smoking inside or around the client’s premises.
Dealing with employees under the influence of illegal drugs or alcohol
If we have reason to believe that an employee may be under the influence of illegal drugs and/or alcohol at work, we may:
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require them to cease working;
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require them to leave the premises;
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require them to undergo a drug or alcohol test in a manner stipulated by us;
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not permit them to return to work until we are satisfied, they are not under the influence of drugs or alcohol; and/or
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take appropriate disciplinary action.
What happens if an employee breaches their obligations under this policy?
Any employee in breach of this policy may be subject to disciplinary action, which may lead up to termination of employment.