COCA-COLA AMATIL (N.Z.) LIMITED - Drug & Alcohol Policy January 2015
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COCA-COLA AMATIL (N.Z.) LIMITED
Drug & Alcohol Policy
January 2015
Author: Human Resources
Approved by: GMHR
Date: January 2015
Page 1 of 131. PURPOSE & INTENTION
Drugs and alcohol can have a significant impact on the occurrence of injury and ’near misses’ in
the workplace, as well as negatively affecting employee productivity. The objective of this Policy is
to maintain a drug and alcohol-free workplace which will help ensure a safe and productive
workplace and to provide education and treatment to our employees.
2. SCOPE
This policy applies to all employees, contractors and visitors who are involved in any activity
conducted by or on behalf of the company.
3. POLICY SUMMARY
• This policy outlines the company’s objective to identify and eliminate the hazards and risks
associated with being under the influence of and/or the use of alcohol and drugs at work
and assisting employees in managing their responsibilities in regard to alcohol and other
illegal drugs.
• The company is committed to:
• Providing a safe work environment for all employees
• Encouraging and assisting employees to realise their full personal potential within an
environment that actively promotes their health, wellbeing and safety;
• Minimising alcohol and other drug related harm to individuals, property and the
reputation of the company;
• Encouraging moderation and a responsible attitude toward the consumption of
alcohol;
• Meeting legal and compliance responsibilities across all company related activities.
• The use of drugs and alcohol by employees at work or an employee attending work under
the influence of drugs or alcohol, can have serious consequences for the safety of other
employees as well as for the employee affected. The company has no desire to intrude into
employee’s personal lives, however, use of drugs or alcohol or being under the influence of
drugs and alcohol can have an adverse effect on workplace health and safety.
• The company has a legitimate interest in taking appropriate action if alcohol or drug use is
adversely affecting health, safety or performance of an individual or group within the
company or the CCANZ community, or brings the company into disrepute.
§ All members of the CCANZ community share responsibility for protecting themselves, their
colleagues and the company’s reputation by exemplifying high standards of professional and
personal conduct.
Author: Human Resources
Approved by: GMHR
Date: January 2015
Page 2 of 134. ALCOHOL
Alcohol is permitted on company sites for manufacture, storage, sale and distribution purposes
only.
All company premises are alcohol free sites for the purposes of consumption. This means that the
consumption of alcohol on company property at any time is prohibited unless as an express
requirement of your role i.e. part of a recognised quality check process during manufacture of the
product.
Further to this, at the commencement of each shift and during working hours individuals must not
under any circumstances be intoxicated or adversely affected by alcohol as to prevent or impair
the proper performance of duties, whether being the employee’s own duties or the duties of any
other person.
If the company determines that an employee is impaired by alcohol, the company will direct that
employee to cease work immediately. Where an employee has been encouraged to seek
assistance for an alcohol problem, under the Drug & Alcohol Policy, but fails to do so and his or her
actions impact on the safety or enjoyment of other employees, disciplinary action or other
company procedures may be instituted.
ALCOHOL & COMPANY VEHICLES
• Employees who drive any company vehicle must not consume alcohol during working hours
or while at work, unless authorised by your manager. (Refer Prohibition of Alcohol Summary
on Page 3)
• In certain circumstances where an employee consumes alcohol while on authorised
company-related activities, the company will provide alternative methods of transportation,
such as taxi vouchers or reimbursement of travel. This must be authorised by your manager
in advance.
• Any employee, who is driving a Company vehicle and is found to have an excess breath
alcohol level and is charged by NZ Police as being over the legal limit for driving will be
subject to disciplinary action including dismissal.
• Any employee who is required to have a valid driving licence as part of their role
requirement and is found to have an excess breath alcohol level resulting in loss of their
licence whilst driving a personal vehicle may be subject to disciplinary action including
dismissal.
ALCOHOL & MACHINERY
• Individuals covered under the scope of this policy must not under any circumstances
operate machinery for the purposes of company-related activities or otherwise while under
the influence of any level of alcohol.
• For the test to be positive there must be a level of alcohol on the employee’s system higher
than 100mg/per litre of breath.
Author: Human Resources
Approved by: GMHR
Date: January 2015
Page 3 of 13EMPLOYEE EVENTS INVOLVING ALCOHOL
• The company recognises that, from time to time, employees may enjoy a variety of social
activities offsite which may include the consumption of alcohol. Prior approval must be
sought from your manager to consume alcohol while off-site during work hours or at any
time you are representing the company.
• Consumption of alcohol in the workplace is prohibited, except when those who are 18
years of age or older are participating in a company-sponsored or work-related event.
• Where alcohol is to be consumed at a company-sponsored or work-related function, the
company promotes the following guidelines:
o Ensure there are light and non-alcoholic drinks available;
o Offer plenty of good solid food such as fruit, vegetables with dips, bread, cheese
board, hot savouries & seafood. This slows down the effects of alcohol;
o Ensure there is enough food to last to the end of the function;
o Keep chips, nuts and other salty foods to a minimum as they increase thirst;
o Set a reasonable finishing time to avoid excessive drinking;
o Limit the amount of alcohol that is available to a reasonable amount per person;
o Ensure those who drink excessively and display inappropriate behaviour are advised
that this is not acceptable and that the proper procedure for breaches of this policy
are followed;
o Ensure alcohol is not consumed by employees, contractors or subcontractors who
are required to return to their duties following a social activity that includes alcohol;
o A proper liquor license must be in force with a licensed manager on duty on
premises at all times.
• Employees are personally responsible for their behaviour and conduct.
SUMMARY OF CONSUMPTION OF ALCOHOL PROHIBITION:
Consent Scenarios Potential Consequences
During working hours or while at work
Strictly Prohibited Zero Tolerance
- While operating company equipment
(any level of Could lead to disciplinary action including
- While on a CCANZ site
alcohol) dismissal
Personal Responsibility Applies
- Training, Product Sampling CCANZ Code of Conduct applies, breaches
Acceptable
- As a requirement of your role description could result in disciplinary action
(within
- Authorised Research & Development
responsible legal
- Authorised staff functions offsite or entertaining NZ law applies to driving offences. CCANZ
limits)
whilst representing the company* Motor Vehicle policy applies to driving while
* Must not intend to return to the workplace over the legal alcohol limit and may result in
prosecution and dismissal.
After working hours, during personal time
Personal Responsibility Applies
Acceptable CCANZ Code of Conduct applies to work
- Driving company vehicle
(within related events.
- Authorised staff functions offsite or entertaining
responsible legal
whilst representing the company*
limits) NZ law applies to driving offences. CCANZ
* Must not intend to return to the workplace
Motor Vehicle policy applies to driving while
over the legal alcohol limit and may result in
prosecution and dismissal.
Author: Human Resources
Approved by: GMHR
Date: January 2015
Page 4 of 135. DRUGS
• Any of the following actions constitutes a breach of this Policy and may subject an
employee to disciplinary action including immediate termination:
• Using, selling, purchasing, transferring, possessing, manufacturing, or storing an illegal
drug or drug paraphernalia, or attempting or assisting another to do so, while in the
course of employment or engaged in a company related or sponsored activity, on
premises, in owned, leased, or rented vehicles, or on business or during working
hours;
• Working or reporting to work, conducting company business or being in the
workplace while under the influence of an illegal drug, alcohol or in an impaired
condition.
• Whilst this Policy focuses on the abuse of illicit drugs and alcohol, employees need to be
aware that taking or failing to take, certain types of prescribed medicine may also affect
the safety of themselves and others. If the employee is aware potential side effects from
prescribed medicines could occur then they are required to make their manager aware of
these.
• The company recognises that people may have legitimate medical reasons for taking some
drugs, specifically where a medical practitioner has prescribed lawful drugs for medical
purposes or where the drug is lawfully available at pharmacies (with or without a
prescription) and is required for medical purposes (referred to in this policy as ‘prescription
and pharmacy drugs’).
• If the company suspects that an individual’s ability to efficiently and safely perform their
duties is affected by prescription or pharmacy drugs, the company may take steps to
address the issue in accordance with this policy.
DRUGS & COMPANY VEHICLES/MACHINERY
• Where individuals are taking prescription or pharmacy drugs that contain a warning that
the person should not drive a vehicle or operate machinery, that individual must not drive a
Company vehicle or operate machinery.
• Further, if individuals taking prescription or pharmacy drugs feel their ability to safely drive a
vehicle or operate machinery is affected, they must not drive a Company vehicle or
operate machinery and must notify their manager of the situation.
DRUG & ALCOHOL TESTING
Drug and Alcohol testing may be conducted as part of the investigation and disciplinary process in
the following situations;
• After an incident or accident occurs where either the person’s actions may have
contributed or their behaviour/conduct was observed as potentially indicating drug and/or
alcohol use and where no other reasonable explanation is provided.
• With reasonable cause…
o If an employee’s behaviour/conduct is symptomatic of impairment and where no
other reasonable explanation is provided, or
o Where there is reasonable belief that consumption is occurring during working hours.
Author: Human Resources
Approved by: GMHR
Date: January 2015
Page 5 of 13Testing must be initiated in consultation with the Safety & Wellbeing Manager post-
accident/incident and with a P&P Consultant for reasonable cause situations. Please refer to
attachment 1 for the CCANZ Drug & Alcohol Testing procedure and attachment 2 for Drug and
Alcohol Positive Test Cut-off Limits.
All testing for drugs will be conducted in accordance with the current AU/NZS 4308 standard or any
updates.
If an employee unreasonably refuses to undertake a Drug or Alcohol test when an
accident/incident has occurred and/or there is reasonable cause to suspect that Drugs or Alcohol
maybe a factor or concern it would be treated as serious misconduct and may result in disciplinary
action up to and including dismissal.
REHABILITATION
Rehabilitation, through EAP (Employee Assistance Programme), is available for employees who
voluntarily seek assistance for a drug or alcohol problem.
A rehabilitation programme will also be available for employees who have the successful
participation in the Drug or Alcohol rehabilitation programme as a condition of their ongoing
employment with CCANZ. Employees who are part of this programme may have random Drug or
Alcohol testing form a part of their rehabilitation.
The programme consists of an initial assessment and three sessions with a Drug & Alcohol Addiction
Counsellor. Additional sessions will be provided on a case by case basis as required.
6. FAILURE TO COMPLY WITH POLICY
• The consequences for employee safety of failing to abide by this Policy can be extreme,
both for the employee and others (this includes refusing to undertake a drug or alcohol test
if requested). Failure to comply with this Policy may result in action up to, and including
dismissal.
• If any individual covered under this policy is deemed to be intoxicated, inebriated or unduly
under the influence of alcohol and/or drugs or in possession of illegal drugs while at any
company workplace or situation where employees or other parties may be working for or
representing the company, disciplinary action may be taken, up to and including dismissal.
• If any individual covered under this policy is caught and/or convicted of driving under the
influence of drugs and/or alcohol, while driving a company vehicle disciplinary action may
include dismissal in accordance with the Motor Vehicle Policy.
• The company will not bear any costs associated with drink driving offences, regardless of
whether the incident leading to the conviction arose during the course of company
business.
• The company reserves the right to send the employee home on sick leave if the employee
appears to be unfit to work for any reason, in the opinion of the employee’s immediate
manager for health and safety reasons until a proper investigation can be undertaken.
Author: Human Resources
Approved by: GMHR
Date: January 2015
Page 6 of 137. NEW EMPLOYEES
• All new employees must be introduced to this policy through their induction process. The
new employee’s immediate manager, supported by the HR Team is responsible for this.
• An acknowledgment form (as attached) must be signed by the new employee in all cases.
• Certain roles within the company require individuals to be of legal drinking age. These roles
may include duties such as the sale, sampling, manufacture, supply, promotion or delivery
of alcohol related products.
8. CONTRACTORS
• Managers with accountability for supervising the work of contractors and subcontractors
must ensure they understand and comply with this Policy during the induction process.
• An acknowledgment form (as attached) must be signed by the new contractor in all cases.
9. LEGAL COMPLIANCE
Compliant with relevant legislation and Industrial Standards, as well as current and developing
Company practices reviewed as part of the Company’s external audit programme.
INDUSTRIAL STANDARDS
• AS/NZS 4308: 2008 Procedures for specimen collection and the detection and quantitation of drugs of
abuse in urine.
RELEVANT LEGISLATION
• Health and Safety in Employment Act 1992
• Health and Safety in Employment Amendment Act 2002
• Health and Safety in Employment Regulations 1995
• Health and Safety in Employment (Prescribed Matters) Regulations 2002
• Injury Prevention, Rehabilitation Compensation Act 2001
• Land Transport Act 1998
• Land Transport Amendment Act 2005
• The Alcoholism and Drug Addiction Act 1966
• Sale of Liquor Act 1989
• Misuse of Drugs Act 1975 and amendments
• Privacy Act 1993
• Human Rights Act 1993
• Bill of Rights Act 1990
10. BREACH OF POLICY
• A breach of the Drug & Alcohol Policy constitutes serious misconduct and will be dealt with
according to CCANZ’s General Conditions of Employment Policy.
• Breaches of this Policy must be raised with the employee’s Direct Manager. Any recurrence
must be referred to your Immediate Manager, and the relevant HR Consultant.
Author: Human Resources
Approved by: GMHR
Date: January 2015
Page 7 of 13• All employees will be given a right of reply in a fact finding scenario prior to any disciplinary
action being taken.
11. OTHER RELEVANT POLICIES
• House Rules
• Code of Conduct
• Vehicle Policy
12. POLICY VARIATION
Coca-Cola Amatil (NZ) reserves the right to amend or alter this policy at any time.
13. ATTACHMENTS
1. CCANZ Drug & Alcohol Testing Procedure
2. Drug and Alcohol Positive Test Cut-off Limits
3. Procedure for Post-Accident or Incident Testing
4. Procedure for Reasonable Cause Testing
5. Form A – Manager/Supervisor Checklist
6. Form B – Reasonable Cause Testing
7. Form C – Post Accident/Incident Testing
8. Drug & Alcohol Policy - Acknowledgment Form
9. FAQs
Author: Human Resources
Approved by: GMHR
Date: January 2015
Page 8 of 131. CCANZ DRUG & ALCOHOL TESTING PROCEDURE
The flowchart below provides a summary of CCANZ’s Drug & Alcohol Testing procedures;
No End
Employee involved in Conduct Sufficient cause to Undertake Post Accident or
Yes Yes
Accident/Incident? Investigation conduct D&A test? Incident D&A Test
No
Follow CCANZ
Employee’s actions and/or Undertake
Conduct Serious
behaviour suggest D&A use and/ Yes Reasonable Positive Result? Yes
Investigation Misconduct
or impacting on work? Cause D&A test
Procedure
No
Manager/Supervisor fully
investigates EAP/Safety/
other issues
No
Employee returns to work
with no loss of earnings
Employee undertakes
Employee volunteers to join
Yes Voluntary Rehabilitation End
Voluntary Rehabilitation Program
Program
No
End
Author: Human Resources
Approved by: GMHR
Date: January 2015
Page 9 of 132. DRUG AND ALCOHOL POSITIVE TEST CUT-OFF LIMITS
Alcohol Tests
Onsite: For the test to be positive there must be a level of alcohol on the employee’s system higher
than 100mg/per litre of breath.
Conducted by Police: Will adhere to NZ Land Transport levels.
Drug Tests
Cut-off level
Compound
(µg/L)**
Morphine 300
Codeine 300
6-Acetylmorphine* 10
Amphetamine 150
Methylamphetamine 150
Methylenedioxymethylamphetamine 150
Methlenedioxyamphetamine 150
Benzylpiperazine* 500
Ephedrine* 500
Phentermine* 500
Pseudoephedrine* 500
11-nor-delta-9-tetrahydroccannabinol-9-carboxylic acid 15
Benzoylecgonine 150
Ecgonine methyl ester 150
Oxazepam 200
Temazepam 200
Diazepam 200
Noriazepam 200
-hydroxy-alprazolam 100
7-amino-clonazepam 100
7-amino-flunitrazepam 100
7-amino-nitrazepam 100
* These drugs may be optionally tested within each class and the specified cut-off levels shall apply.
** Cut-off levels may change with any future updates of AS/NZS 4308:2008.
Examples of illicit drugs (with street names) that may return positive test results include;
• Cannabis: marijuana, pot, hash, dope, dak, weed
• Hash oil
• Methamphetamine: P, speed, ice, yaba
• MDMA: Ecstasy, E
• Heroin
• Cocaine
• LSD
NB: this list is not exhaustive.
Author: Human Resources
Approved by: GMHR
Date: January 2015
Page 10 of 133. PROCEDURE FOR POST ACCIDENT OR INCIDENT TESTING
Accident or Near
Miss Occurs Sufficient cause? No
Yes
Complete Form C – Post Accident/
Incident Testing
Sign off from
manager/supervisor and No End
S&W manager?
Yes
Inform Employee of
Emergency situation Accompany requirement to
Injury prevents
where not practicable to Yes employee at all Yes undergo test prior to
immediate testing?
test? times return to work (if
applicable)
No
Follow up in
writing
Offer employee copy of D&A
No
testing policy
Offer employee opportunity for
support person to be present
Explain;
- Policy
- Testing procedure
- Result of refusing to undertake a
test
Accompany employee at all times
Arrange for test to be undertaken
Follow CCANZ Serious
Employee Misconduct Procedure for
Yes
refuses test? failure to follow a reasonable
request
No
Suitably qualified person tests
employee
Manager/Supervisor fully
Positive Employee returns to work
No investigates EAP/Safety/ End
Result? with no loss of earnings
other issues
Yes
2nd/confirmation test
conducted
No
Positive
Result?
Alcohol Yes Drugs Yes
Remove employee Employee suspended on pay
from site. Provide pending results of confirmation
transport drug test
Follow CCANZ Serious Author: Human Resources
Misconduct Procedure Approved by: GMHR
Date: January 2015
Page 11 of 134. PROCEDURE FOR REASONABLE CAUSE TESTING
Employee’s conduct/
behaviour suggests that Complete Form B – Reasonable
drugs and alcohol are Cause Testing
being used and/or
impacting on work
Sign off from
manager/supervisor and No End
P&P consultant?
Yes
Offer employee copy of D&A
testing policy
Offer employee opportunity for
support person to be present
Explain;
- Policy
- Testing procedure
- Result of refusing to undertake a
test
Accompany employee at all times
Arrange for test to be undertaken
Follow CCANZ Serious Misconduct
Employee
Yes Procedure for failure to follow a
refuses test?
reasonable request
No
Suitably qualified person tests
employee
Manager/Supervisor Employee returns to
Positive
No fully investigates EAP/ work with no loss of End
Result?
Safety/other issues earnings
Yes
2nd/confirmation test
conducted No
Yes
Positive
Result?
Alcohol Yes Drugs Yes
Remove employee Employee suspended on pay
from site. Provide pending results of confirmation
transport drug test
Author: Human Resources
Follow CCANZ Serious Approved by: GMHR
Misconduct Procedure Date: January 2015
Page 12 of 139. FAQ’s
Why do we need a Drug and Alcohol Policy?
CCANZ is committed to ensuring a safe workplace for all. We seek to make every reasonable effort to
minimise the risks to the safety and well-being of our employees, contractors or visitors in our workplaces.
Drugs and alcohol can have a significant impact on the occurrence of injury and ’near misses’ in the
workplace, as well as negatively affecting employee productivity. The purpose of this policy is to prevent the
risk factors associated with the use of drugs and alcohol, thereby significantly reducing the risk of injury to the
user, as well as others.
CCANZ believe that alcoholic beverages should be consumed responsibly. Because we operate in the non-
alcoholic and alcoholic beverage industry, it is important that everyone understands the liability and
consequences of any incidents that involve unseemly, life threatening, illegal, or other careless or dangerous
behaviour/acts while under the influence of drugs and or alcohol.
CCANZ is committed to providing a work environment promoting healthy and safe workplaces where all
employees, contractors or subcontractors are fit to perform their duties. The use of and/or consumption of
drugs and alcohol that has an impact on (or the potential to have an impact on) an individuals or others
safety, health and productivity will not be tolerated by CCANZ.
What does ‘dry site’ mean?
The unauthorised consumption, sale or supply of alcohol by employees, contractors or subcontractors while at
work, on a CCANZ site or while travelling in a Company vehicle at any time is also strictly prohibited unless this
is an express and authorised requirement of your role description such as entertaining customers, sampling or
research & development.
What are the travel arrangements when I go to a staff event or entertain customers?
In certain circumstances where an employee consumes alcohol while on authorised Company business, or at
authorised Company functions CCANZ will provide alternative methods of transportation such as Taxi Chits or
reimbursement of travel. This must be authorised by your manager in advance.
For all other instances it is the employees personal and financial responsibility to ensure they arrive home safely
without breaching this policy and New Zealand law.
Can I drink alcohol in my personal time if I am driving a company vehicle?
For all other times outside of working hours where individuals enjoy personal usage of company vehicles, it is
the employees personal and financial responsibility to ensure they arrive home safely without breaching this
policy and New Zealand law.
I take doctor prescribed medication – will I be in breach of this policy?
Those who are taking prescription or pharmacy drugs for medical purposes will not breach this policy by
attending work. However, prescription and pharmacy drugs much be taken in accordance with the
instructions of their medical practitioner and normal directions applying to the use of those drugs to ensure a
safe work environment. Prescription and pharmacy drugs must not be misused or abused under this policy.
People are responsible for informing themselves of the impact of consumption of alcohol on prescription and
pharmacy drugs and ensuring they limit consumption accordingly. It is also each individual’s responsibility
when taking prescription and pharmacy drugs to check with their medical practitioner about the effect of the
drug on their ability to drive vehicles, operate machinery and safely perform their normal work duties. If ability
to perform work safely is affected, he or she should obtain this advice in writing from their medical practitioner
and provide it to his/her Immediate Manager or the Safety and Wellbeing Manager as soon as practicable.
Author: Human Resources
Approved by: GMHR
Date: January 2015
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