Calder Stewart Industries

Calder Stewart Industries has an obligation under the Department of Labour's 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
    • The workplace is free from the adverse effects of drugs and alcohol misuse and abuse.
    • 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.;
    • 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.
    • 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
    • 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.
    • Training in the recognition of drug and alcohol misuse and identifying reasonable cause will be mandatory for managers and supervisors.
    • 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
    • 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.
  • Standards
    • 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 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.
    • 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.