Drug and Alcohol Management Program.doc

STANDARD PRACTICE PROCEDURESPP-009 DRUG AND ALCOHOL MANAGEMENT PROGRAM1.PURPOSEDowner EDI Rail (DEDIR) is committed to providing a zero harm culture that supports fitness for work and a safe working environment free from the risks associated with drugs and alcohol which can impair the ability to maintain safe work practices. The purpose of the program is to achieve the highest standards of health and safety by maintaining a drug and alcohol safe workplace, in keeping with the DEDIR Drug and Alcohol Policy.This procedure will be periodically reviewed to identify best practice in drug and alcohol testing.DEDIR encourages employees who may have a drug and or alcohol problem to seek professional guidance and the company will assist in such efforts.2.SCOPEThis procedure applies to all employees, contractors, subcontractors and their own personnel as DEDIR recognises that being affected by the unsafe use of drugs and alcohol represents a serious hazard within the workplace. Visitors are also expected to comply with relevant aspects of this procedure.The co-operation and support of all personnel in the management of this procedure is essential. All people have a responsibility to reduce the risk of injury of work as a result in the unsafe use of drugs and alcohol.DEDIR recognises that drug and alcohol testing should not be the only means of assessing workers ability to work safely. Procedures associated fitness for work include Fatigue Management (SPP-010), Injury Management (SPP-012), Health Assessment (SPP-325) and the DEDIR Employee Assistance Program (EAP).Employee Assistance Program (EAP)Health Assessment(nts(SPP-325)Injury Management(SPP-012)Fatigue Management(SPP-010)Drug and Alcohol Management Program (SPP-009)Fitness for Work3.REFERENCESDowner EDI Rail Management System ManualDowner EDI Rail Fitness for Work PolicyDowner EDI Rail Drug and Alcohol PolicyDowner EDI Rail Social Event PolicyAS/NZS 4308 Procedures for the collection, detection and quantification of drugs of abuse in urineAS 3547Breath alcohol testing devices for personal useOHS Acts and RegulationsRail Safety Acts and RegulationsNational Rail Safety Accreditation Package (NAP)SPP-125Recruitment and Selection ProcedureSPP-302Calibration SystemSPP-310TrainingSPP-059HSE Incident Reporting and InvestigationSPP-325Health Assessment4.DEFINITIONSAuthorised Sampling Agent:An authorised agent appointed by DEDIR to conduct drug and / or alcohol testing. Urine samples shall only be taken by individuals who satisfy the requirements of AS/NZS 4308 (Referred to as a collector in AS/NZS 4308). Breathalyser:A device used to measure alcohol levels by breath testing which complies with AS3547: Breath alcohol testing devices for personal use. All devices must be calibrated as per Calibration Systems (SPP-302).Breath Analysis:An analysis of a sample of the persons breath carried out by means of an approved breath analysis instrument.Confirmatory Test:A second procedure using a mass spectrometer to identify and quantify the presence of a specific drug or metabolites. The analysis will be conducted from the original sample and be conducted by a NATA Accredited Laboratory.Contractor:Includes supervised contractors (labour hire) and unsupervised contractors, including subcontractors and their own personnel, who are engaged by DEDIR to perform work or carry out a service.Drug(s):All substances tested recognised in AS/NZS 4308, being opiates, sympathomimetic amines, cannabis metabolites, cocaine metabolites and benzodiazepines, including prescribed medication. Some examples of the different classes of drugs are below.Class of DrugExamples of the Classes of DrugsOpiates Heroin, Codeine, MorphineSympathomimetic aminesEcstasy, Speed, IceCannabis metabolitesMarijuana, Hash, PotCocaine metabolitesCocaine, Crack, CokeBenzodiazepinesValium, Benzos, MoggiesDrug Cut-off Level: The drug cut-off levels are defined in AS/NZS 4308 and are expressed in mg/ L, (microgram per litre). Analysis at or above the drug cut off level is deemed to be detected (nonnegative or a positive test result) and analysis below the drug cut off level is deemed to be not detected (negative test result). Detection at levels below the cut-off level is deemed to be not detected and therefore not reportable.Employee:A DEDIR employee.EAP - Employee Assistance Program:A private counselling service provided by DEDIR to assist employees with the resolution of personal and work related problems which may affect their work performance or quality of life. (Contact Human Resources for the current EAP details).Impairment:A state where an individuals ability to perform work safely and effectively is reduced.Immunoassay: A litmus test, often referred to as a Dipscan, conducted in the initial screening for drugs.NATA Accredited Laboratory:National Association of Testing Authorities (NATA) is Australias national laboratory accreditation authority, NATA accreditation recognises and promotes facilities competent in specific types of testing, measurement, inspection and calibration.Personnel:All DEDIR employees (inclusive of management), contractors, subcontractors and their own personnel.Prescribed Limit of Alcohol:The prescribed limit of alcohol is 0.02 grams or more of alcohol in 210 litres of breath or 100 millilitres of blood. Note in Victoria the limit is 0.00 grams.Rail Safety Worker:A railway employee or contractor who conducts rail safety work, being;Work that involves or relates to the driving or operation of a train or trains; orWork that involves or relates to the control of the movement of a train or trains; orWork that involves or relates to the design, construction, repair, maintenance, upgrading, inspection, testing or removal of rail infrastructure or rollingtock; orWork involving the development, management or monitoring of safeworking systems for railways; orOther work of a kind prescribed by regulations for the purposes of this definition.Referee Sample: A second bottle of the collected urine sample, which is sealed and securely stored for analysis in the event of a disputed analysis. Testing Officer:A person approved by DEDIR who is trained and certified to conduct drug and alcohol testing as defined within any Rail Safety Act, Regulation and standard. This person may be a DEDIR employee or an employee of the Authorised Sampling Agent, such as Frontline Diagnostics. DEDIR employees authorised to conduct drug testing are issued with an authority certificate which must be produced when conducting drug and alcohol testing.Transport Safety Regulator:StateRegulatorWebsiteNew South WalesIndependent Transport Safety and Reliability R.auQueenslandQueensland T.auSouth AustraliaTransport SA.auNorthern TerritoryDept of Infrastructure, Planning and E.au TasmaniaDepartment of Infrastructure, Energy and Resources - T.auVictoriaPublic Transport Safety VictoriaDepartment of Transport .auWestern AustraliaDepartment for Planning and I.au5.PROCESS FLOWCHARTRefer to the appendix for the flowchart.6.PROCESS AND RESPONSIBILITIES6.1General Requirements6.1.1The inappropriate possession, supply or consumption of drugs on DEDIR premises or while performing DEDIR work is prohibited for all personnel.6.1.2The possession, supply or consumption of alcohol on DEDIR premises or while performing DEDIR work is prohibited for all personnel.6.1.3There may be exemptions to the principle set out in 6.1.2 for DEDIR approved events held off-site, if personnel are not required to return to the workplace. The DEDIR Social Event Policy must be applied in these circumstances.6.1.4Driving company vehicles whilst under the influence of alcohol and or drugs is prohibited.6.2Education and Training6.2.1DEDIR is committed to providing training to all personnel on their responsibilities to drugs and alcohol in the workplace and education programs to increase awareness of drugs and alcohol related issues. 6.2.2Training about drugs and alcohol responsibilities in the workplace shall be provided during the induction of new personnel and ongoing training for all personnel through toolbox talks. This training shall include, but not limited to, advising of their responsibility for;Ensuring they do not by consumption of drugs and alcohol endanger their own safety or the safety of any other person in the workplace or member of public,Attending and resuming work not under the influence of drugs and or alcohol,Notifying their manager or supervisor if they are aware that their work performance or conduct could be adversely affected or if there is a risk to safety to themselves or other persons as a result of a prescribed or non-prescribed drug,Notifying their manager or supervisor if they are concerned about other personnel because of a perceived safety risk,Following all DEDIR policies and procedures applicable to drugs and alcohol in the workplace and also in respect of rehabilitation programs endorsed by DEDIR.6.2.3Education programs shall be periodically conducted to inform personnel of constructive ways in which they can reduce the harmful impacts of drugs and alcohol on them and within the workplaces as well as the testing procedures contained in this policy and responsibilities as per 6.2.2. 6.2.4Participation at the Frontline Diagnostics Drug and Alcohol Tool Box Talk, which is inclusive of company policy and procedure awareness, must be recorded in Clyman under the code; D&ATBT Drug & Alcohol Tool Box Talk.6.2.5Managers / Supervisors shall be involved in programs to increase their knowledge about their roles and responsibilities in regard to personnel who are unsafe, impaired or experiencing difficulties associated with drug or alcohol use. The programs will provide them with the skills and knowledge to identify personnel who are experiencing difficulties and to constructively intervene in workplace problems and make referrals to the EAP where necessary.6.2.6Participation at the Frontline Diagnostics Fit for Work Training for Managers and Supervisors must be recorded in Clyman under the code; D&AFFW Drug & Alcohol Fit for Work.6.3Training of Testing Officers6.3.1Facilities that appoint a DEDIR employee as a Testing Officer must provide approved training according to State Rail Safety Legislation. 6.3.2All testing officers conducting drug and alcohol tests must be trained in the use of testing equipment, AS/NSZ 4308 and AS 3547 and deemed competent.6.3.3Training records must be maintained and a relevant drug and alcohol testing certificate issued by the training provider. 6.4Employee Assistance Program (EAP)6.4.1DEDIR provides and funds as per the current contract the services of an EAP. DEDIR encourages employees to address drug, alcohol and other personal problems through this service.6.4.2The EAP is a confidential service that helps employees deal with a variety of personal problems that may affect their work. Attending counselling is voluntary for an employee and information disclosed is confidential between the employee and the provider. 6.4.3The company is aware that employees undergoing rehabilitation from dependence on drugs and or alcohol will take time to recover. Rehabilitation programs will be supported and employees are encouraged to work with their Manager / Supervisor to determine suitable work adjustments required during the program.6.4.4Where an employee is absent due to rehabilitation then they shall have access to accrued leave while in a rehabilitation program on production of a doctors certificate.6.4.5Managers / Supervisors can also access the EAP service provider to obtain advice and assistance in dealing with drug or alcohol related issues in the workplace, such as appropriate ways to approach a person and refer them for assistance.6.5Types of Testing6.5.1Within this policy drug and alcohol testing is a tool to deal effectively with drug and alcohol related risk in the workplace. Testing provides a way of ensuring that the organisations approach to the matter is being effective. 6.5.2The following types of testing are used within DEDIR;Pre-employment Periodic Health AssessmentsVoluntaryRandomSuspected ImpairmentPost Incident6.6Pre-Employment Testing / Periodic Health Assessments6.6.1Pre-employment drug and alcohol testing shall be conducted in accordance with the companys recruitment procedures, refer to Recruitment and Selection Procedure (SPP-125) and Health Assessment (SPP-325).6.7Voluntary Testing6.7.1Personnel wishing to ensure their fitness for work by volunteering to do an alcohol test prior to commencement of work may use the facility breathalyser, where available.6.7.2Voluntary testing can only be performed prior to a person commencing their shift. Should the person record a result that is at or above the prescribed limit they should wait 30 seconds and carry out another test. If the second result is at or above the prescribed limit the person must contact their supervisor and advise them of their absenteeism from work due to sickness and arrange for a safe means home. The person should not return to work until their next rostered shift and after performing another breath analysis test resulting in a negative result.6.7.3A positive voluntary test conducted prior to the commencement of shift shall not be treated as positive under this policy.6.7.4Personnel are encouraged to self disclose if they have a problem with drugs or alcohol. Any employee who is having difficulty controlling their use of drugs or alcohol are encouraged to self identify their difficulty. Management should refer the employee to the company EAP.6.8Random Testing6.8.1Management will arrange to carry out random drug and alcohol testing at a minimum of three (3) times a year, at each Facility. Additional testing may be conducted at the discretion of the Facility Manager.6.8.2The random testing shall be carried out on a minimum of ten percent (10%) of total personnel and visitors at each site Facility on each occasion, or a total of 5 persons, which ever is the greatest, using a ballot or similar non-discriminatory method witnessed by an employee representative. Personnel working at satellite sites are to be included in the ballot of the main Facility.6.8.3Initial testing will be conducted by Testing Officers employed by either Downer EDI Rail or Authorised Sampling Agents. 6.8.4Any person selected for testing;will be requested to undergo a breathalyser test and / or provide a urine sample for an immunoassay test,has the right to request a union or other representative to observe the test(s), has the right to request the testing officer to produce their authority certificate prior to being tested,will be required to complete a declaration and consent for the test(s).6.8.5Supplying false information on this form may result in disciplinary actions in accordance with the companys disciplinary procedures and refusal to supply a sample shall be treated as a positive test result.6.8.6In the event that a person fails to supply a urine sample that person may be directed to stay with the Testing Officer for a period of time until a sample is provided. If it is suspected that the person is impaired based on reasonable cause, refer to 6.15 the Testing Officer may direct the person to a medical practitioner, hospital or other suitable provider for further testing. It is advised that the Human Resources or HSE Department at Head Office is contacted in the event of a fail to supply.6.9Sample Validity6.9.1If the validity of a collected sample cannot be established, or if it is suspected that the sample may have been adulterated or substituted, then another sample shall be collected as soon as possible. If the validity of the second sample can not be established both samples shall be deemed non-negative as per 6.11 and forwarded for confirmatory testing.6.9.2After two samples have been collected consent from the person being tested is required for any additional collection of samples during a random test.6.10Negative Test Results6.10.1If the initial test(s) results are negative, being below the cut-off level for drugs or the prescribed level of alcohol, the person may return to the workplace and any sample disposed of. 6.11Non-Negative Test Results - Drug6.11.1If the immunoassay test result is non-negative, being at or above the cut-off level, the initial sample and referee sample shall be forwarded to a NATA Accredited Laboratory for confirmatory testing. The Testing Officer shall ensure chain of custody of the samples.6.11.2Where personnel have returned a non-negative test result, regardless if they had declared taking prescription medication, they may be deemed not fit for work and may be instructed to leave the site immediately. In this circumstance the personnel shall be offered a safe means of travel to their home. An employee is entitled to claim sick leave until the NATA Accredited Laboratory confirms the samples. A contractors employer shall be notified.6.11.4Where an employee who has declared taking prescription medication is unfit to return to work, either on normal duties or alternative suitable duti