Purpose

The purpose of this policy is to establish a comprehensive and effective program for preventing and addressing substance and drug abuse in the workplace. This policy applies to all employees and contractors.

Policy Statement

We are committed to providing a safe and healthy work environment for all employees and contractors. Substance and drug abuse can have a serious impact on an individual’s health, safety, and productivity. It can also lead to accidents, injuries, and other costly problems.

We believe that prevention is the best way to address substance and drug abuse. We will provide education and training to employees and contractors about the risks of substance and drug abuse. We will also offer confidential counselling and support services to employees who are struggling with addiction.

Prevention

We will provide education and training to employees and contractors about the risks of substance and drug abuse. This education and training will cover the following topics:

• The effects of substance and drug abuse on the body and mind
• The signs and symptoms of substance and drug abuse
• The resources available to employees and contractors who are struggling with addiction

Intervention

If we believe that an employee or contractor is using substances or drugs in violation of this policy, we will take appropriate action. This action may include:

• Counselling and support services
• Discipline, up to and including termination of employment

We will also offer confidential support services to employees and contractors who are concerned about their own substance or drug use or the substance or drug use of a colleague.

Enforcement

This policy will be enforced in a fair and consistent manner. We will not tolerate substance or drug abuse in the workplace.

Reasonable suspicion

Employees are subject to testing based on, but not limited to, observations of apparent workplace use, possession, or impairment by at least two members of management. Management must use the reasonable suspicion observation checklist to document specific observations and behaviours that create a reasonable suspicion that an employee is under the influence of illegal drugs or alcohol. Examples include:

• Odors (smell of alcohol, body odor or urine).
• Movements (unsteady, fidgety, dizzy).
• Eyes (dilated, constricted or watery eyes, or involuntary eye movements).
• Face (flushed, sweating, confused or blank look).
• Speech (slurred, slow, distracted mid-thought, inability to verbalize thoughts).
• Emotions (argumentative, agitated, irritable, drowsy).
• Actions (yawning, twitching).
• Inactions (sleeping, unconscious, no reaction to questions).

When reasonable suspicion testing is warranted, both management will meet with the employee to explain the observations and the requirement to undergo a drug and/or alcohol test within two hours. Refusal by an employee will be treated as a positive drug test result and will result in immediate termination of employment.

Under no circumstances will the employee be allowed to drive himself or herself to the testing facility. A member of management must transport the employee or arrange for a cab and arrange for the employee to be transported home.

Detection

The company will use a variety of methods to detect substance and drug abuse in the workplace. This may include:

• Random drug testing
• Pre-employment drug testing
• Reasonable suspicion drug testing
• Employee self-disclosure

Prohibited Substances

The following substances are prohibited in the workplace:

• Illegal drugs
• Prescription drugs used without a valid prescription
• Over-the-counter drugs used in a manner that is not consistent with their intended use
• Alcohol consumption during work hours or while under the influence of alcohol is strictly prohibited.

Employee and Contractor Responsibilities

All employees and contractors are responsible for complying with this policy. This includes:

• Abstaining from the use of illegal substances and drugs while on company property or while working on company time
• Reporting any suspected substance or drug use to their supervisor
• Seeking help from the company’s confidential counselling and support services if they are struggling with addiction

Communication

This policy will be communicated to all employees through a variety of channels, including the company intranet, employee handbook, and training sessions. The company will also provide regular updates to employees on the company’s policies and procedures related to substance and drug abuse.

Consequences

Employees who violate this policy may be subject to disciplinary action, up to and including termination of employment. The company will also take appropriate action to address any safety or health concerns that arise from substance and drug abuse in the workplace.

Compliance

All employees, contractors, and visitors are expected to comply with this policy.

This policy is subject to change at the company’s discretion.

Contact Information

If you have any questions or concerns about this Policy, please contact admin@sekusile-ts.co.za