Symmetrical Group

Policies and Procedures

OHS&E\MANAGEMENT PLANS

SG-MP-31-07 Drug and Alcohol Management Plan

INDEX

1.        Purpose

2.        Scope

3.        Policy / Procedure Statement

3.1                Prescribed Limits for Alcohol and Drugs

3.1.1        Working While Affected by Alcohol or Drugs

3.2.                Education and Awareness

3.3.                Employee Assistance Program

3.4.                Alcohol Consumption on Site

3.4.1.        Alcohol at Company Functions

3.4.2.        Alcohol Whilst Travelling on Company Business

3.5.                Possession of Alcohol or Drugs

3.6.                Prescription and Over the Counter Drugs

3.6.1.        Notification of Prescription and Over the Counter Drugs

3.7.                Testing for Drugs and Alcohol

3.7.1.        Changes to Testing Requirements

3.7.2.        Random Testing

3.7.3.        For Cause Testing

3.7.4.        Testing if Suspected of Being Affected by Drugs or Alcohol

3.7.5.        Self-Testing

3.7.6.        Refusal to Test or Sign the Consent Form

3.7.7.        Failure to Provide a Sample

3.8.                Registering a Positive Result – Employees Only

3.8.1.        1st Positive Result

3.8.2.        2nd Positive Result

3.8.3.        Pre-Employment Medicals

3.8.4.        Visitors

3.8.5.        Duration of Positive Results

3.8.6.        Serious Misconduct

3.9                Recording and Reporting Drug and Alcohol Test Results

3.10.          flowchart - Registering a Positive Result – Notification Process

Appendix 1 – Substances Tested

1.         Purpose

The  purpose  of  this  procedure  is  to  describe  a  systematic  process  for  managing  the  risks  which alcohol and drugs may pose to an individual’s ability to work safely.

2.         Scope

This procedure applies to all Symmetrical Group employees, contractors and visitors at all sites. 

3.         Policy / Procedure Statement

The drug and alcohol management procedure is designed to:

• Create  a  safe  and  healthy  work  environment  which  is  free  from  hazards  that  may  be associated with the use of alcohol and drugs;Provide  education  and  awareness  training  to  employees  and  contractors  about   issues arising  from  alcohol  or  drug  use  and  ways  to  seek  treatment  for  a  drug  and/or  alcohol related problem;
• Ensure an Employee Assistance Program (EAP) is provided to employees, that can offer confidential and professional help for drug and alcohol related matters;
• Foster an attitude amongst all employees, contractors and visitors that it is not acceptable to come to work under the influence of alcohol or any other drug that may compromise their ability to work safely;
• Ensure personnel who are in breach of this procedure as a result of alcohol or drug use are managed in a fair and constructive manner;
• Establish an on-site drug and alcohol testing program and define the maximum allowable concentrations, where applicable, of alcohol and drugs; and Ensure the company meets its legal obligations with respect to providing a safe working environment for its employees and the general public.

3.1        Prescribed Limits for Alcohol and Drugs

3.1.1.    Working While Affected by Alcohol or Drugs

Symmetrical Group  employees,  contractors  and  visitors  shall  be  fit  for  work  and  not  present  for  work  or  be working with:

• A Breath Alcohol Concentration (BrAC) that is greater than the equivalent of 0.000g of alcohol in 210L of breath which may be expressed as 0.000%; or
• Urine levels of drugs which are greater than the applicable confirmatory target concentrations for those drugs set out in Australian/New Zealand Standard 4308 ‘Procedures for specimen collection and the detection and quantification of drugs of abuse in urine’ (Australian Standard), as amended from time to time;
• Urine levels of other drugs that may not be set out in the Australian Standard, but which Symmetrical Group considers may compromise workplace safety; and Has notified its employees, contactors and visitors are prohibited (Prohibited Substances).

3.2.      Education and Awareness

Awareness and education sessions shall be provided to Symmetrical Group employees and contractors. These  drug  and  alcohol  awareness  sessions  are  designed  to  educate  employees  and  contractors  on the:

• Requirements of the Symmetrical Group Drug and Alcohol Management Procedure;
• Effects of drugs and alcohol on fitness for work and the associated health effects; and
• Resources available for obtaining assistance for drug and alcohol related problems.

       All  visitors  to Symmetrical Group  sites  should  be  made  aware  of  the  drug  and  alcohol  management  procedure prior to or upon arrival to site.

3.3.      Employee Assistance Program

An  Employee  Assistance  Program  (EAP)  is  provided  to  Symmetrical Group  employees  and  their  immediate  family  for  work  or  personal  issues  including  matters  related  to  drugs  and  alcohol.  EAP  services  are confidential and provided free of charge. Contractor personnel should be provided with access to EAP services through their own contracting company.

3.4.      Alcohol Consumption on Sit

Alcohol shall not be consumed by Symmetrical Group employee's, contractors or visitors during working hours.

3.4.1.    Alcohol at Company Functions

At management’s discretion, the amount of alcohol provided to employees, contractors and visitors at out-of-hours  company  functions  should  be  limited.  The  function  host  should  also  ensure  that  low alcohol  drinks,  non-alcoholic  drinks  and  sufficient  quantities  of  food  are  provided.  The  function  host should also take reasonable steps to ensure that attendees leave the function safely. It  is  the  responsibility  of  all    employees,  contractors  and  visitors  to  ensure  that  they  do  not breach the terms contained in this procedure by reason of having attended a company function.

3.4.2.    Alcohol Whilst Travelling on Company Business

When  travelling  on  company  related  business,  employees,  contractors  and  visitors  shall  ensure  that their  alcohol  consumption  does  not  compromise  the  health  and  safety  of  themselves  or  others  or contravene   the   local   laws   where   they   travel.   If   visiting   a   site   or   remote   location, employees, contractors  and  visitors  shall  make  themselves  aware  of  the  particular  site  requirements  relating  to drugs and alcohol and comply with those requirements.

3.5.      Possession of Alcohol or Drugs

Employees,  contractors  and  visitors  found  in  the  workplace  to  be  in  possession  of  the  following,  shall be subject to disciplinary action:

• Alcohol; or
• Illegal drugs; or
• Prohibited Substances.

3.6.      Prescription and Over the Counter Drugs

The  use  of  prescription  or  over  the  counter  drugs  may  affect  a  person’s  ability  to  perform  safely  or productively.  It  is  the  intention  of  this  procedure  to  assist persons  who  take  prescription  or  over  the counter drugs to work in a safe manner. No   employee,   contractor   or   visitor   shall   be   in   breach   of this procedure regarding the taking of prescribed or over the counter drugs so long as:

• Where the drugs are prescription drugs, the employee, contractor or visitor has a current and valid  prescription for the drugs which is supported by medical documentation advising that the person can still complete there normal duties.
• The drugs are declared at the time of the test; and
• The drugs are taken in accordance with the prescribed or recommended dosage.

There are several types of drugs which may affect safety and performance including but not limited to:

• Hypnotics and sedatives;
• Anti-depressants;
• Antihistamines;
• Stimulants and appetite suppressants; and
• Analgesics / codeine.

It  is  the  individual’s  responsibility  to  ensure  that  if  they  are  taking  prescribed  or  over  the  counter

medication,  that  they  have  asked  their  doctor  or  pharmacist  if  there  is  a  risk  that  it  could  affect  their ability  to  perform  their  job  safely.  If  the  advice  is  that  performance  or  safety  could  be  compromised then  they  should  inform  their  Supervisor  and  site  Injury  Management  Advisor  to  arrange  a  safe  and suitable working agreement or seek appropriate information to ensure that the individual or others are not  placed  at  risk.  This  could  range  from  appropriate  alternate  duties  that  may  be  undertaken,  to  the individual  needing  to  take  sick  leave  or  the  individual  being  reviewed  by  the  company  occupational physician.

3.6.1.    Notification of Prescription and Over the Counter Drugs

Some medication that  a doctor may prescribe, or components of some medications that are  available over  the  counter  may  produce  a  positive  drug  screening  test  result  in  tests  carried  out  under  this procedure. When  undertaking  a  drug  test  the  individual  should  advise  the  Testing  Service  Provider  if they are taking over the counter or prescription drugs. If   the   drug   screening   test   result   is   positive   and   consistent   with medication disclosed,then the individual shall be allowed back to work, provided they do not appear adversely affected and are fit for work,  and  the  urine  sample  shall  be  sent  to  the  laboratory  for  confirmation  testing.  A  confirmed positive drug test result shall be managed in accordance with section 3.8 of this procedure. If  the  drug  screening  test  result  is  positive  and  inconsistent  with  the  medication  declared,  then  the individual  shall  be  sent  home  (or  to  their  accommodation)  and  the  urine  sample  shall  be  sent  to  the laboratory   for   confirmation   testing.   A   confirmed   positive   drug test result shall be managed in accordance with section 3.8 of this procedure.

3.7.      Testing for Drugs and Alcohol

All Symmetrical Group employees and contractors on site shall submit to testing in the circumstances outlined in this section. Visitors should also be subject to testing. Substances that may be included in site testing regimes are listed in Appendix 1.

The testing process may be undertaken as follows:

?    Alcohol Breath Test only; or

?    Alcohol Breath Test and a Urine Drug Test.

Alcohol

Breath  testing  for  alcohol  shall  be  conducted  by  the  Testing  Service  Provider  using  an  electronic

breath  analysis  device  that  has  been  calibrated  and  certified  by  an  accredited  testing  agency.  Breath specimen  collection  and  testing  shall  be  performed  in  accordance  with  recognised  breath  testing practices and the device manufacturer’s instructions. If  an  initial  test  of  an  individual’s  breath  sample  is  greater  than  0.000%  they  shall  be  required  to  wait 30 minutes, at which time a follow-up test shall be conducted. During this period of time the individual should not  leave the testing facility  and is  not permitted to smoke. The second  breath test result shall be the result recorded. A  person  shall  record  a  positive  test  result  if  the  follow-up  test  exceeds  0.000%,  in  which  case  the positive result shall be managed as per section 3.8 of this procedure.

Drugs

Urine specimen collection and testing procedures shall be in accordance with the Australian Standard and  the  device  manufacturer’s  instructions,  or  forwarded  to  an  accredited  laboratory  for  testing  of drugs not set out in the Australian Standard. The list of A person shall record a positive test if:

• The onsite drug screening test result is positive for one or more drugs AND that test is confirmed by an accredited laboratory using the target concentrations for the drug(s) specifically stated in the Australian Standard; and/or
• In relation to a Prohibited Substance, the laboratory result shows a level of the drug(s) which has been determined by an accredited laboratory as being reliable proof of ingestion of that drug(s).
• Employees, contractors or visitors who record a positive drug test result shall be recorded and managed as per section 3.8 of this procedure.

3.7.1.    Changes to Testing Requirements

If there are any changes or additions to the types of drugs being tested, all employees and contractors shall  be  notified.  Notifications  shall  occur  prior  to  the  commencement  of  the  new  or  modified  testing requirements being implemented.

3.7.2.    Random Testing

A  random  drug  and  alcohol  testing  program  shall  apply  to  all  employees,  contractors  and  visitors  on site. The random selection methodology shall consider the following principles for random testing:

• Testing  of  both  day  and  night  shifts,  week  days  and  weekend  days  (approximately  in proportion to the number of employees and contractors working these shifts);
• Testing on different days and/or different times of the day; and
• Testing based on a selection of employees, contractors and visitors, work areas or entire sites.

The  minimum  testing  frequency  rates  for  random  testing  shall  be  determined  by  the  Head  of  Health and Safety. Site Managers reserve the  right to increase the number of tests being conducted across the site (e.g. increase  testing  during  major  shut-down  activities  in  line  with  the  increased  number  of  personnel  on

site). Site Managers also reserve  the right to implement blanket testing (i.e. testing of all personnel in

one or more defined work group/s which may be over a defined period of time). Testing may be limited

to an alcohol only test or a combined alcohol breath test and a urine drug test.

A  number  of  random  selection  methodologies  may  be  used  including  the  swipe  card  system  or  the “bag and marble” system. These may also be altered under the discretion of the site Health and Safety

Manager. Approximately  every  40th  visitor  and  escort  (employee/contractor  outside  of  their  normal  shift  roster) should also be tested for alcohol. Control  Band  Guidelines  to  assist  in  determining  when  corrective  action  is  required  (e.g.  what  course of action if there is a spiked increase in the number of positive tests) are in Appendix 1.

3.7.3.    For Cause Testing

Employees,  contractors  and  visitors  directly  involved  in  an  incident  or  near  miss  shall  be  tested  for drugs  (which  may  include  Prohibited  Substances)  and  alcohol  where  it  is  practicable  to  do  so  (For Cause Test). Significant incidents may include (but are not limited to):

• Vehicle accidents;
• Incidents resulting in injuries requiring medical treatment;
• Property damage; or
• Reportable near misses.

The  For  Cause  Test  (using  FRM-HSE-SAF-055)  should  be  taken  as  soon  as  practicable  after  the

incident occurred. The Supervisor shall escort the  individual to the testing facility. If there is a positive test  result  from  a  For  Cause  Test  then  this  information  shall  be  made  available,  if  required,  for  any

subsequent investigation.

3.7.4.    Testing if Suspected of Being Affected by Drugs or Alcohol

Any individual who has reason to believe that an employee, contractor or visitor (a suspected person) is   affected   by   alcohol   or   drugs   (e.g.   where   a   suspected   person   is   observed   to   be   acting   with aggressive,  erratic  or  dangerous  behaviour  that  raises  concerns)  shall  notify  the  suspected  person’s Supervisor,   who   may   then   initiate   alcohol   and/or   drug   testing   (which   may   include   Prohibited Substances) in relation to that person.

The  test can only be sanctioned once an incident report has been filed,  state  the  reasons  for  the request  and  be  signed  by  the Symmetrical Group Supervisor.

provided  the  reasons  given  by  the  person  for  requesting  the  test  are  considered  appropriate  by  the suspected  person’s  Supervisor  and  the  Supervisor  shall  escort  the  suspected  person  to  the  testing facility. The  suspected  person  is  able  to  have  a  support  person  of  their  choice  involved  in  the  process.  The test should be taken by the suspected person as soon as practicable after the concerning behaviour is notified to the suspected person’s Supervisor.

A  suspected  person  may  be  removed  from  site  based  on  observed  behaviour,  regardless  of  the outcome of the alcohol and/or drug test.

Visitors

An employee or contractor who has reason to believe that a visitor is affected by alcohol or drugs shall contact  the  visitor’s  host  and  explain  their  concerns  to  the  visitor’s  host  and  the  reason  for  those

concerns  being  held.  Provided  the  reasons  are  considered  appropriate  by  the  visitor’s  host  or  a supervisor,  the  visitor’s  host  shall  ensure  that  the  visitor  submits  to  an  alcohol  and/or  drug  test.  If a visitor refuses to undergo an alcohol and/or drug test or a positive result is returned, the visitor shall be

required to leave site.

3.7.5.    Self-Testing

Employees and contractors may choose to regulate their own fitness for work by electing to undertake

a  self-test  prior  to  attempting  to  enter  site.   If  an  employee  or  contractor  returns  a  positive  alcohol  or drug test result, they shall immediately remove themself from site and inform their supervisor they are not  fit  for  work.  If  applicable,  the  person’s  private  vehicle  shall  remain  where  it  is  unless  private arrangements are made for its collection from site. A  positive  result  from  a  self-test  shall  not  be  subject  to  disciplinary  action  unless  unacceptable  levels of absenteeism result.

Alcohol

Self-testing  for  alcohol  may  only  be  done  at  a  designated  test  facility  and  must  be  performed  prior to the start of shift and before attending their work area.

Drugs

Self-testing for Prohibited Substances may be done voluntarily off site at the individual’s own expense. Self-testing for drugs that are set out in the Australian Standard may be done voluntarily off site at the individual’s  own  expense  or  by  requesting  a  drug  screen  test  which  must  be  undertaken  by  the  site Testing Service Provider (for which no records will be kept). If  the  test  returns  a  positive  result,  the  individual  should  not  commence  work  until  a  negative  result  is returned.

3.7.6.    Refusal to Test or Sign the Consent Form

Refusal by an employee or contractor to submit to, or cooperate fully with the administration of a drug and/or  alcohol  test,  including  refusal  to  sign  the  testing  consent  form,  shall  result  in  that  person’s Supervisor being called upon to counsel and encourage that person to take the test. If an employee or contractor  still  refuses  to  undertake  a  test,  the  refusal  shall  be  considered  Serious  Misconduct  and managed in accordance with section 3.8 of this procedure. Failure  to  present  to,  or  avoidance  of,  a  drug  and/or  alcohol  test  without  a  reasonable  explanation shall   be   treated   as   a   Refusal   to   Test   and   be   managed   in   accordance   with   section   3.8   of   this procedure. If  a  visitor  refuses  to  submit  to  a  drug   and/or  alcohol  test,  they  shall  be  required  to   leave  site immediately.

3.7.7.    Failure to Provide a Sample

If  an  individual  is  unable  to  provide  a  urine  sample  immediately  upon  being  requested  to  do  so  in accordance  with  this  procedure,  they  shall  be  given  access  to  approximately  600mL  of  water  over a

three hour period and shall not leave the testing facility until a urine sample is provided. Failure to provide a sample within 6 hours of being requested to do so, without a valid medical reason, shall   be   considered   Serious   Misconduct   and   managed   in   accordance   with   section   3.8   of   this procedure.

3.8.      Registering a Positive Result – Employees Only

The  following  section  is  applicable  to  employees  only.   Contracting  Partners  are  expected  to  manage their  own  workforce  in  compliance  with  their  approved  Fitness  for  Work  policy.    In  the  event  of  a contracting partner not having a policy they must apply the following procedure as minimum. Refer to the process described in flowchart in section 3.10 for the notification of positive results.

3.8.1.    1st Positive Result

Where  an  employee  returns  a  positive  result  for  alcohol,  Prohibited  Substances  or  drug  use  not

notified or medically explainable the following shall apply:

Alcohol

If   the   alcohol   test   is   positive,   the   employee,   the   employee’s   Supervisor   and   a   HR representative shall be notified and the Supervisor shall:

• Instruct the employee to seek medical assistance and/or counselling (i.e. through the EAP) – this shall occur through formal discussions with a HR representative.
• Instruct the employee that they are required to leave site and not to return to work that day/shift.
• Arrange transport for the employee from site to home (or to their accommodation). If relevant, the employee’s vehicle shall remain where it is unless private arrangements are made for its collection. If an employee refuses transport, they shall sign a form acknowledging they were offered transport but declined.
• Instruct the employee that they shall be required to submit to alcohol testing and produce a test result below the prescribed limit at the commencement of their next work day/shift.
• Employees who are sent home (or to their accommodation) and will be unpaid for that time.
• Employees shall be issued a written notification outlining the expectations and consequences of a further breach of this procedure and the requirement to submit to regular testing. A copy shall be kept on the employee’s personnel file (maintained by the HR department).
• The Supervisor shall liaise with HR to determine whether disciplinary action in relation to the breach of this procedure shall result.
• The employee shall be provided with a copy of their test results.
• The employee shall be required to submit to six tests over a period of six months.

Drugs (including Prohibited Substances)

In  cases  where  drug  screening  testing  is  available  for  drugs  (including  Prohibited  Substances),  the following shall apply:

• If the initial drug screen is positive for drug use not declared by the employee or medically explainable, the employee, the employee’s Supervisor and a HR representative shall be notified and the Supervisor shall:
• Instruct the employee that they are required to leave site and not return to work that day/shift. Arrange transport for the employee from site to home (or to their accommodation). If relevant, the employee’s vehicle shall remain where it is unless private arrangements are made for its collection. If an employee refuses transport, they shall sign a form acknowledging they were offered transport but declined.
• Instruct the employee that they shall present themselves for a further drug screening test on their next normal work day/shift. If the test is negative the employee shall be able to resume their normal duties If this follow-up drug screening test is positive AND the confirmatory test result is also positive and does not show a decreasing level then this occurrence shall be treated as a second positive. In the case of cannabis, if an employee is still showing a positive test result the Company shall examine the level of cannabis as determined by the laboratory tests. If the laboratory test result shows a 50% increase in the level from the initial drug test, then the occurrence shall be treated as a second positive. Employees who are sent home in accordance with this clause shall be put on paid special leave for a maximum period of up to 12 calendar days from the date of the first test. If a negative screen result or confirmatory laboratory test is not provided within 12 calendar days, any further absence beyond those days shall be unpaid special leave.

• If a laboratory test confirms the positive result the Supervisor and a HR representative shall:
• Instruct the employee to seek medical assistance and/or counselling (i.e. through the EAP) – this shall occur through a formal discussion with a HR representative.
• Employees shall be issued a written notification (using FRM-HSE-SAF-059) outlining the expectations and consequences of a further breach of this procedure and the requirement to
• submit to regular testing. A copy shall be kept on the employee’s personnel file (maintained by
• the HR department).
• The Supervisor shall liaise with HR to determine whether disciplinary action in relation to the breach of this procedure shall result.
• The employee shall be provided with a copy of their laboratory test results
• The employee shall be required to submit to six tests over a period of six months.

Drugs (including Prohibited Substances)

In cases where drug screening testing is not available for drugs (including Prohibited Substances), the following shall apply:

• If the laboratory test confirms a level of a drug that is reliable proof of ingestion of that drug, then the employee, the employee’s Supervisor and a HR representative shall be notified and the Supervisor shall:

• Instruct the employee that they shall provide a retest urine sample that shall be sent off to the laboratory. The employee shall not be allowed back to work until the retest results are below the confirmatory cut-off levels. This may require repeat retest urine samples being sent off to the laboratory.
• Instruct the employee that they are required to leave site.
• Arrange transport for the employee from site to home (or to their accommodation). If relevant, the employee’s vehicle shall remain where it is unless private arrangements are made for its collection. If an employee refuses transport, they shall sign a form acknowledging they were offered transport but declined.
• Employees who are sent home (or to their accommodation) in accordance with this clause shall be put on paid special leave for a maximum period of up to 12 calendar days from the date of the first test. If a negative test is not provided within 12 calendar days, any further absence beyond those days shall be unpaid special leave.
• Instruct the employee to seek medical assistance and/or counselling (i.e. through the EAP) – this shall occur through a formal discussion with a HR representative.
• Employees shall be issued a written notification outlining the expectations and consequences of a further breach of this procedure and the requirement to submit to regular testing. A copy shall be kept on their personnel file (maintained by the HR department).
• The Supervisor shall liaise with HR to determine whether disciplinary action in relation to the breach of this procedure shall result.
• The employee shall be provided with a copy of their laboratory test results
• The employee shall be required to submit to six tests over a period of six months.

3.8.2.    2nd Positive Result

If  an  employee  records  a  second  positive  test  result  for  alcohol  or  drugs,  within  two  years  of  the  first positive result for either alcohol or drugs, they shall be subject to disciplinary action up to and including termination  of  employment.  An  employee  whose  employment  is  terminated  in  accordance  with  this clause shall be prohibited from  entering  a Symmetrical Group site for a  period  of 2  years starting from  the date on which their employment was terminated.

3.8.3.    Pre-Employment Medicals

If  an  employee  returns  a  positive  drug  and/or  alcohol  result  for  a  pre-employment  medical,  then  that person  may not  be  appointed  to  that  position.   If  the  employee  is  currently  employed  on  site  then  the test result shall be regarded as a positive result under this procedure.

3.8.4.    Visitors

If  a  visitor  records  a  positive  drug  and/or  alcohol  test  result,  they  shall  be  required  to  leave  site immediately.

3.8.5.    Duration of Positive Results

If  an  employee  does  not  have  a  repeat  positive  drug  and/or  alcohol  result  within  two  years  from  the date of the first positive result, previous results shall be considered null and void.

3.8.6.    Serious Misconduct

If  an  employee  is  found  to  have  deliberately  breached  this  procedure,  instant  dismissal  may  apply.

Examples of such deliberate actions include, but are not limited to:

• Knowingly providing false or misleading information;
• Sample tampering or equipment tampering, e.g. sample substitution, dilution or addition of adulterant substances;
• Recording a BrAC of >0.050%;
• Recording a positive result for more than one substance;
• Refusing to provide a sample within 6 hours of being instructed to do so in accordance with this procedure; or
• Refusing to comply with testing procedures in accordance with this procedure.

9. Recording and Reporting Drug and Alcohol Test Results

Drug   and   alcohol   testing   records   shall   be   kept   in   a   secure   location   by   the   Health   and   Safety Department.  The  laboratory  used  to  conduct  testing  of  samples  from  the  site  collecting  agency in  line with  the  Australian  Standard,  shall  maintain  all  records  in  a  secure  location  in  accordance  with  the National Pathology Accreditation Advisory Council (NPAAC) Guidelines or equivalent. Records of breaches shall be maintained by the HR department.

If  requested,  the  HR  department  shall  report  on  the  number  of  first  positive  drug  and/or  alcohol  test results  and  number  of  employees  whose  employment  has  been  terminated  as  a  result  of  drug  and/or alcohol use.   This shall be de-identified data only. The  Health  and  Safety  department  shall  report  the  testing  frequency  data  and  number  of  confirmed positive results for each month. This shall be de-identified data only.

3.10.   Flowchart - Registering a Positive Result – Notification Process

Appendix 1 – Substances Tested

Substances included in site testing regimes may include:

• Synthetic cannabinoids
• Amphetamine type substances
• Benzodiazepines
• Cannabis metabolites
• Cocaine metabolites
• Opiates
• Alcohol

Date published: 25/07/2013

* -25/07/2013 12:27:06 PM