Purpose

The purpose of this policy is to:

·         Reinforce our responsibility and commitment to ensure a safe and healthy workplace for all team members.

·         Ensure that the team members can work in an environment free of alcohol and drug use or abuse.

·         Outline the company's expectations and requirements for creating and maintaining an alcohol and drug free work              environment, and for dealing with substance abuse in the workplace.

Introduction

Under the Health and Safety in Employment Act 1992 & Amendments 2002, Noel Leeming Group Ltd (NLG) has an obligation to manage all hazards in the workplace.

Being under the influence of drugs or alcohol while in the workplace is deemed as hazardous.  The Company reserves the right to test team members for alcohol or drug consumption.  If the Company has a reasonable cause to believe that you are under the influence of alcohol or drugs and it is altering your behaviour, you may be asked to submit to drug or alcohol testing.You may be required to submit to testing in the following circumstances: 

• If there is a reasonable suspicion that you are impaired by drugs and/or alcohol,

• As the result of an accident, incident or near miss.

Examples of reasonable cause may be, but are not limited to the following:

·         Erratic behaviour

·         Changes in behaviour

·         Aggression

·         Tardiness

·         Slurred speech

·         Loss of balance

·         Muddled speech

·         Short attention span

·         Excessive energy

This is not an exhaustive list and other behaviours may be deemed as reasonable cause.

It is considered serious misconduct to attend work impaired by non-prescriptive drugs and/or alcohol or to refuse to submit to testing if requested in any of the circumstances above. Disciplinary action up to and including dismissal may occur if you refuse a request for testing, there is a breach of policy or a test returns a positive result.

All team members at NLG are expected to report fit for duty at their scheduled work time.  They shall be able to fulfil their duties safely and in an acceptable manner without limitation due to the use or after effects of alcohol, non-prescription drugs, prescribed medications, or any other substances that may alter behaviour.

Being under the influence of drugs can have adverse effects on the workplace, customer service and the ability to accomplish the goal of a drug free workplace.  The Company emphasises that there is no tolerance for misuse of drugs or alcohol.  Team members who arrive at work where their ability to carry out the duties of their role is impaired by drugs or alcohol may be subject to disciplinary action up to and including dismissal.

The Company prohibits the use, manufacture, sale, distribution, transfer, consumption or possession of alcohol, drugs or utensils on Company property, this includes in Company vehicles and when representing the Company.  Bringing unauthorised non-prescription drugs or alcohol onto Company premises, consumption of those drugs or alcohol on Company property or during work hours (including breaks) without authorisation is strictly prohibited

Where a team member has been asked to attend work on their rostered day(s) off, it is their responsibility to refuse the work if they have recently consumed/ingested behaviour altering drugs or alcohol.

Team members who are prescribed medication are expected to ask their GP what effect the medication will have on their ability to perform the duties of their role (includes ability to operate vehicles if applicable) and report any restrictions to their manager who will discuss alternative duties with them if required.

Team members shall not operate a Company motor vehicle while under the influence of drugs or in excess of legal alcohol limits.  Conviction of a drink driving offence while driving a company vehicle is viewed as serious misconduct and may result in dismissal without notice.

All team members should also adopt responsible behaviour when at Company functions where non-employees are present and at events such as supplier evenings.  The Company requires professionalism from all team members in all work related dealings with co-workers, suppliers and non-employees.  Informal and formal Company functions shall be considered as the 'workplace' and as such the provisions of this policy shall apply.

Breach of this policy is deemed Serious Misconduct and may result in disciplinary action, up to and including dismissal.