Health and Safety Policy Statement

Policy

The Management of Calder Stewart Industries is committed to ensuring that all work undertaken is completed in a professional, safe and environmentally acceptable manner. Our policy on Safety & Health together with appropriate codes of practice, and relevant legislation will form the minimum standard by which our work will be carried out. Our Health and Safety Policy has been developed to ensure that:

		Workplace hazards are identified and appropriate controls are put in place;
		Workplace injuries, accidents and near misses are accurately reported and recorded;
		An early return to the workplace for injured workers is facilitated in a safe and controlled manner;
		Workplace exposures do not adversely affecting workers health
		Drug or Alcohol impairment does not effect workplace safety;
		Provisions are made to provided appropriate Health and safety training;
		Work place environments and facilities are designed, constructed and maintained to provide safe working conditions;
		Staff are actively involved in the review and refinement of workplace safety, health and environmental procedures and issues;
		Vehicles, plant and equipment are selected and maintained so as to provide safe conditions for staff, contractors and the general public;
		Regulations, legislative requirements, codes of practice and Industry best standards are adhered to; and,
		There are regular audits for compliance with our Health and safety procedures.

We are committed to a program of continual improvement of Health and safety

All staff and contractors working on behalf of Calder Stewart Industries will demonstrate a commitment to workplace Health and Safety, as this is an integral part of how we do business.

This document is the principle authority for Calder Stewart Industries Health and Safety Policy but does not take precedence over any information or instructions contained within the Health and Safety in Employment Amendment Act 2002.


Drug and Alcohol Policy

Calder Stewart Industries has an obligation under the Health and Safety in Employment Act 1992 (and its 2003 amendment) to provide a safe and healthy working environment.
Management recognises that alcohol and other drug dependencies are diseases which when bought into the workplace can expose workers to additional and unnecessary risk of harm. To manage this, Calder Stewart have become one of the very first construction industry employers to introduce a comprehensive Drug and Alcohol programme.
We aim to provide a healthy and safe working environment by providing staff, managers and contractors with a drug and alcohol programme that focuses on training, rehabilitation and support.

It is Calder Stewart policy that:

General

	(a)	The workplace is free from the adverse effects of drugs and alcohol misuse and abuse.
	(b)	Employees, contractors and employees of contractors must not provide an unacceptable risk through misuse or abuse of performance impairing substances and are expected to report for work in a condition to perform their duties in a safe, productive and healthy manner which does not endanger themselves, other employees or the public.
	(c)	Involvement with drugs and/or alcohol, which results in unacceptable risk while at work, is serious misconduct, which will result in disciplinary action including dismissal.
	(d)	Unlawful manufacture, distribution, dispensing, possession or use of controlled substances by an employee does not occur in the workplace, and is regarded as serious misconduct, which will result in disciplinary action including dismissal.

Education/Training Rehabilitation

	(a)	An education programme on the implications of the D&A policy, the drug testing options, the manner in which the drug and alcohol tests will be conducted and options for employees to seek professional assistance to address alcohol or drug problems will be provided.
	(b)	Training in the recognition of drug and alcohol misuse and identifying reasonable cause will be mandatory for managers and supervisors.
	(c)	Support for employees seeking professional assistance to address alcohol or drug problems is available by way of an Employee Assistance Programme (EAP) which will be introduced concurrently with the D & A policy.

Testing

(a)

Testing for the presence of drugs and/or alcohol may be conducted: as part of pre-employment screening;     if there is reasonable cause to suspect an employee’s fitness for work is affected by the consumption of alcohol or drugs;     following an accident, or following an incident where there was potential for major harm or loss;     periodically on a randomly selected cross section of employees as a deterrent to drug/ alcohol misuse, and     at random intervals on individuals who have previously tested positive, whether or not they have been required to enter a substance abuse counselling programme.

Urine specimen collection and alcohol testing will only be carried out by appropriately trained personnel. Urine testing for drugs will be carried out by a laboratory accredited to the Australian/ New Zealand Standard, AS/NZS 4308:2001 “Procedures for the Collection, detection and quantitation of drugs of abuse in urine” (or any updated versions)

	(a)	A level of alcohol in an employee’s system greater than that specified from time to time in Section 11 (a) of the Land Transport Act 1998 while involved in company duties or on company property is prohibited. This figure is currently 400µg/L (breath) or 0.080g/100mL (blood) for over 20 year olds and 150 µg/L or 0.032g/100mL for under 20 year olds.
	(b)	A level of an illegal drug, party drug or a prescribed drug present in an employee’s system greater than the accepted international standard as defined by the Australian/New Zealand Standard AS/NZS 4308:2001 (or any updated versions) while involved in company duties or on company property is prohibited.