Drug and Alcohol Policy

1. PURPOSE

DCIRS Community Care (“DCIRS”) promotes a workplace free of substances that could cause harm to people and equipment or damage the company’s reputation in its community. This Policy provides clear guidelines and expectations relating to drugs and alcohol in the workplace. This Policy will commence from 1 May 2025. It replaces all other drug and alcohol policies of DCIRS (whether written or not).

2. APPLICATION

This Policy applies to employees, contractor (including temporary contractors), and agents of DCIRS. All relevant individuals are collectively referred to in this Policy as “worker.” Visitors to DCIRS must abide by this Policy for the duration of their visit. The Policy encompasses work undertaken away from a worker’s usual workplace, including remote work, and it includes workplace events.

3. DEFINITIONS

BAC means Blood Alcohol Content and is measured in grams of alcohol per 100 millilitres of blood (mg%).

Illegal substances are drugs or other substances, whether naturally occurring or synthetic, that are illegal to own, consume, or use, and include vaping.

4. POLICY

Workers must abide by this Policy for the duration of their employment with DCIRS.

Worker obligations

DCIRS expects its workers to attend their respective workplaces with the fitness and capacity to undertake their role safely. This includes managing personal and work life to ensure alcohol levels meet the requirements of this Policy. Workers should consider personal events in light of work rosters and duties and plan accordingly.

Workers must not:

• Attend the workplace having ingested illegal substances or alcohol or ingest illegal substances or alcohol while at work.

• Have illegal substances or alcohol in their possession at work (including their vehicles on Employer, client, or participant properties).

• Provide illegal substances or alcohol to another worker, client, or participant.

• Attend the workplace while taking medically prescribed or pharmacy substances that could impede safety (for example, substances that cause drowsiness or medications taken in excess of the prescribed amounts).

• Provide pharmacy or prescribed medication to another person (see Administration of Medication Policy for exceptions as part of client/participant care).

Workers must ensure they:

• Adhere to the full Policy and ask questions if unsure of the requirements.

• Adhere to driving laws while at work.

• Seek help for drug or alcohol related issues to protect themselves and others in the workplace (physical and psychological safety).

• Undertake training and education relating to this Policy as required by DCIRS.

• Report personal use of medications according to the Incident and Risk Reporting Policy to ensure safety in the workplace. This includes changes to medication (e.g. increasing a dosage, going off a strong medication, switching required medications, etc.).

• Report breaches to this Policy to ensure the safety of DCIRS’s workers, clients, participants, and community.

  
  

Alcohol at work

DCIRS recognises that a worker has the right to consume alcohol in their personal time. The intention of this Policy is to ensure workers are able to safely undertake their duties when called upon to do so. The general blood alcohol content (BAC) limit for this Policy is 0.02mg%. This limit acknowledges those rare occasions when a worker commencing their morning shift may have a small blood alcohol content remaining from a special event the night before. It is not permission to drink before or during work. Workers must ensure the whole Policy is read in conjunction with this clause. For tasks, licences and roles requiring zero BAC, a strict 0.00mg% must be maintained. It is not acceptable to operate equipment or vehicles requiring a zero measurement after consuming alcohol. If in doubt, workers in this category should seek confirmation from a medical professional.

Workplace events

From time to time, DCIRS may approve alcohol consumption at an approved workplace event at the sole discretion of its senior management. If permission is given, workers must ensure responsible drinking, which includes not consuming alcohol if under 18 years of age, not drinking to excess, and ensuring drinking does not lead to inappropriate workplace behaviours. Drink driving is illegal. It is the sole responsibility of the worker to manage their consumption of alcohol, including ensuring they have a safe method of transport home.

Drug and alcohol testing

In order to manage its workplaces and ensure the safety of its workers and its community, DCIRS reserves the right to request drug and/or alcohol testing at its discretion. The following examples provide context for when a worker or a group of workers may be required to undertake testing, but the list not exhaustive:

• After a safety incident, to determine if drugs or alcohol were involved.

• Where a worker displays signs of impairment or consumption including, but not limited to: o Unsteadiness / lack of coordination.

  • Bloodshot eyes or constricted or dilated pupils.

  • The smell of alcohol or drugs on their person. o Slurred speech.

  • Mood changes including irritability.

  • Inability to concentrate or memory problems.

  • Negative changes to behaviour or appearance.

  • Slowed reaction time.

• Where drugs or alcohol are found at work.

• Where a breach of this Policy is suspected.

If DCIRS reasonably believes that an employee has consumed drugs or alcohol in breach of its policy, it may request the individual to submit to a drug or alcohol test by a medical provider or pathology laboratory. Positive results for illegal substances and/or a BAC in breach of this Policy may result in disciplinary action, up to and including termination of employment.

Available support and contacts

Employees are encouraged to talk to their manager about personal drug or alcohol issues in order to access support. Managers will maintain a worker’s confidentiality and work with the employee to provide support as far as is reasonable to do so. Those who choose to disclose the need for help should understand that DCIRS cannot overlook its safety obligations and will need to act should it suspect a further breach of this Policy. Employees are strongly encouraged to contact the Employee Assistance Program for professional support and counselling for drug and alcohol issues affecting them or a family member. While accessing the EAP, an employee must continue to adhere to this Policy. This includes not turning up to work having consumed drugs and not turning up to work having alcohol in excess of the limits contained within this Policy.

EAP contact: support@eapassist.com.au or 0407 086 000.

See Mental Wellbeing Policy for information on mental health and the EAP.

Breach of Drug and Alcohol policy

Workers must comply with the terms and conditions contained in this Policy. Any breach of DCIRS’s policy may result in disciplinary action. In the case of employees of DCIRS who are found to have breached this Policy, they may be subjected to disciplinary action. The type and severity of the disciplinary action will depend upon the circumstances of the case and the seriousness of the breach. Disciplinary action may include termination of employment. Contractors or agents of DCIRS who are found to have breached this Policy may have their contracts with DCIRS terminated or not renewed. If DCIRS suspects that illegal substances have been brought onto its premises, or onto a client / participant’s premises, or possessed, transported, or handled by a worker in breach of this Policy, the police will be notified.

5. ASSOCIATED DOCUMENTS

• Code of Conduct Policy

• Recruitment and Selection Policy

• Workplace Health and Safety Policy

• Incident and Risk Reporting Policy

• Bullying, Harassment, and Discrimination Policy

• Mental Wellbeing Policy

• Administration of Medication Policy

6. VERSION AND REVIEW INFORMATION

DCIRS reserves the right to amend and vary this policy from time to time.

Version 1.0: 1 May 2025 Review date: 1 May 2028