1. INTRODUCTION
Castle Hill RSL Club Ltd (CHRG) aims to provide to all employees, sub-contractors, members, and visitors who enter the premises, the assurance that every effort is being made to ensure their health, safety and welfare whilst they are here.
All employees are to be ‘fit for work’ when presenting for work. To be considered fit for work, a person must be in a state (physical, mental and emotional) which enables them to perform their role safely and does not threaten or otherwise negatively affect the health and safety of themselves or others.
The purpose of this Policy is to ensure all employees are fit for work, particularly in light of the negative effects fatigue, mental unwellness and the use of drugs and alcohol can have, by causing impairment leading to increased risk of workplace injury and personal illness.
As individuals, we all have a personal responsibility to ensure our health and safety, and that of others.
This policy applies to all employees of CHRG and all persons performing work at the direction of, or on behalf of CHRG (for example contractors, subcontractors, agents, consultants, and temporary staff collectively referred to as ‘workers’).
2. NON-WORK INJURIES
Non-work injuries may have the potential to impact on the health, safety and wellbeing of employees or their colleagues and may also have the potential to inhibit the employee’s ability to fulfill the full inherent requirements of their role.
To reduce the risk to both the employee and the employee’s team, CHRG requires a medical clearance before returning to work after a non-work-related injury. Dependent on the type and severity of the injury CHRG may request employees to have their medical practitioner assess their fitness against the requirements of their role or obtain an independent medical examination.
Where possible, CHRG will endeavour to provide relevant suitable duties where the employee has some capacity to work (within restrictions outlined by their medical practitioner), however cannot guarantee the availability of suitable duties at any given time or stage of the recovery process.
3. MENTAL & EMOTIONAL WELLBEING
People who are mentally and emotionally well are better able to process and understand information, handle challenges, keep problems in perspective and bounce back from setbacks. Working in a state of poor mental or emotional wellbeing can impact on the health, safety and wellbeing of employees or their colleagues and may also have the potential to inhibit the employee’s ability to fulfill the full inherent requirements of their role.
CHRG encourages the use of personal leave where a team member is unable to perform their role safely due to their mental or emotional wellbeing.
Team members may access the CHRG Connect program for additional support.
4. FATIGUE
No employee is to commence or continue work if they are fatigued to such an extent that their condition may risk their safety, or the safety of other people, property, or the environment.
Leaders are authorised to prevent any employee or contractor from commencing work or continuing to work if there is a reasonable belief that the person is excessively fatigued to a level that could be hazardous.
The following guidelines have been established to ensure that leaders will not plan or authorise work arrangements for employees who are fatigued or are likely to become fatigued to an unsafe level during the work period.
Employees must:
Not work more than 12 hours in any one shift without prior agreement.
Not work more than 45 hours in a rostered week without prior agreement.
Have a minimum rest period of not less than 10 hours between rostered shifts.
Not work more than 12 shifts within 14 consecutive days.
Not work more than 10 shifts in a row.
Exceeding these hours shall only be permitted once the risk of fatigue has been assessed, an acceptable outcome achieved, and the agreement of our WHS Manager and the employee(s) concerned has been reached.
At times, CHRG employees may be required to fly or drive long distances as part of their role. In these circumstances, employees are responsible for planning their travel, including appropriate controls to manage identified risks.
CHRG recognises the impact of traumatic events on the well-being and fatigue of our staff. Therefore, immediately following a traumatic event, all employees involved will have a mandatory paid day off, ensuring their emotional and mental health is supported.
5. DRUGS AND ALCOHOL
5.1.In
The Workplace
No employee is to commence work whilst under the influence of alcohol or drugs or return to work after having consumed alcohol or drugs, and still being affected by them.
The possession, consumption, or administration of illegal drugs is prohibited at all CHRG venues.
The consumption of alcohol is prohibited during work hours (including breaks), other than at approved functions (as defined in this Policy).
CHRG will not accept liability for any damage to any CHRG vehicles or equipment; injury to any person; or damage to any third party / property while the employee is in breach of this Policy, or the law.
5.2.Approved Functions and Socialising
In special circumstances, such as Christmas parties or other similar work functions, CHRG may approve the moderate consumption of alcohol. Where approved, a specified timeframe will be nominated for the function.
October2023
When consuming alcohol at an approved function, all employees must behave in a responsible manner that is consistent with CHRG’s professional image and responsible service of alcohol expectations. While employees may socialise in our licenced venues after the completion of their shift, they must change out of their uniform and abide by entry requirements, including appropriate conduct in relation to the consumption of alcohol.
5.3.Prescription and Legal Drugs
Should it be necessary to take legal non-prescription drugs or medication prescribed by a medical practitioner, you should take all reasonable steps to:
Take any medication in accordance with the recommendations of the medical practitioner and/ or manufacturer.
Ascertain and discuss the possible side effects of the medication which may increase their risk to safety at work with their medical practitioner.
If the use of the medication has the potential to impact on your fitness for work, you are to obtain written evidence of your fitness to work from your medical practitioner and provide it to your leader prior to the commencing work.
5.4.Drug & Alcohol Testing
To ensure the maintenance of this policy, CHRG reserves the right to conduct drug and alcohol testing. Our testing program is in place to create a safe work environment, the program is not intended to create, nor operate to create a work environment which is harsh, unjust, or unfair.
Testing may be carried out as follows:
Pre-employment testing: as part of a pre-employment medical;
Causal testing: causal testing may be conducted in the following circumstances;
When a person is involved in a ‘major’ incident; a close call with a rating of ‘high’ or higher; or that resulted in a medical treatment injury;
When, by way of observation, there is reasonable belief that a person is under the influence of drugs or alcohol; and
Repeat testing for a person who has previously returned a positive result.
The following actions may result in disciplinary action, up to and including, termination of employment:
Returning a non-negative drug or alcohol test.
Tampering with an alcohol or drug testing sample.
Refusal or deliberate failure to undertake testing.
Avoidance of random testing.
Testing will be carried out by a nominated provider, in accordance with Australian standards. Testing will be paid for by CHRG, with the collection, use and disclosure of the information in accordance with our Privacy Policy.
6. SUPPORT AND COUNSELLING
If an employee discloses that they have an issue that is, or has the potential to, affect their fitness for work, they will be directed to free of charge counselling and support services such as the allocated employee assistance program (EAP).
7. BREACH OF THIS POLICY
Breaches of this policy may result in counselling and or disciplinary action, up to and including dismissal.
8. REVIEW OF THIS POLICY
This policy will be reviewed every two years to ensure it remains consistent with all relevant legislative requirements, as well as the changing nature of the company or more frequently where legislative requirements are changed or amended.
9. POLICY COMMUNICATION AND EDUCATION
This policy will be stored on CHRG’s intranet site. It will be incorporated into induction/onboarding programs and CHRG will conduct education sessions on the application and operation of this policy as required and when any changes to the policy are implemented.
10. DOCUMENT HISTORY
Preparedby: Approvedby: Date: Version: Comments
Alison Brinkman Head of People & Purpose David O’Neil Group CEO 1/10/2023 1.0 First Issue