Heron Island Resort – General Policy

Drugs and Alcohol

This policy establishes guidelines to provide a safe, healthy and secure work environment for
employees and ensures that all employees are aware of their responsibilities regarding drugs
and alcohol at the workplace.

POLICY
Aldesta Heron Island Resort Pty Ltd (Heron Island) aims to maintain a healthy and productive
workplace free from non-prescription drugs and to ensure that alcohol is only consumed on
Company premises at authorised Company functions. Responsible consumption of alcohol is
permitted in staff accommodation and staff bar facilities, as per site-specific policies and liquor
licensing regulations.

Aldesta Heron Island Resort Pty Ltd (Heron Island) recognises that alcohol or other substance
misuse may impair the ability to perform properly and can have serious adverse effects on the
productivity of the workplace, safety of the employee or other employees, clients and visitors,
and on the reputation of the organisation.

Employees, including employees who are off duty but are required to be “on call” and ready
for duty at short notice, must therefore not present themselves for work in a condition that is
influenced by the consumption of alcohol / drugs or other substances to the extent that their
judgement or work performance or behaviour is impaired. “Impaired” includes experiencing
the after-effects of consuming alcohol/ drugs (e.g. “hung-over”). It is strictly prohibited to
manufacture, possess, sell or use a controlled substance at the workplace. Any offence may
result in termination of employment and may lead to possible prosecution.

Employees must not operate Aldesta Heron Island Resort Pty Ltd (Heron Island)
vehicles/plant/equipment/machinery/marine vessels unless they are:
 0.00 blood alcohol content;
 not under the influence or effect of other substances or drugs, to the extent that their ability
to competently and safely operate the vehicles/plant/equipment/machinery/marine
vessels may be impaired;

Under this policy “workplace” means any buildings and land thereon and work locations where
Aldesta Heron Island Resort Pty Ltd (Heron Island) business is conducted and includes Aldesta
Heron Island Resort Pty Ltd (Heron Island) plant and equipment (including vehicles and marine
vessels), staff accommodation and all areas of a Aldesta Heron Island Resort Pty Ltd (Heron
Island) Resort, unless expressly excluded. A workplace is also any location where a Aldesta
Heron Island Resort Pty Ltd (Heron Island) officer is on official Aldesta Heron Island Resort Pty Ltd
(Heron Island) business.

Alcohol
Employees are not permitted to consume or be under the influence of alcohol during work
hours or on Company premises with the exception of authorised Company functions.
Responsible consumption of alcohol is permitted in staff accommodation and staff bar facilities,
as per site-specific policies and liquor licensing regulations.
The authorisation of alcohol at a Company function is done so purely at the discretion of
management. This authorisation may be removed or refused at any time for an event or an
individual.

Under no circumstances is alcohol permitted in Aldesta Heron Island Resort Pty Ltd (Heron
Island) workplaces’ public areas or back of house during trading hours other than for the
purpose of sale to the public. Alcohol is never to be consumed while on duty in view of
customers or guests, except at an authorised Company function.

Employees must be sure to remove anything which may identify them as a Aldesta Heron Island
Resort Pty Ltd (Heron Island) employee (e.g. name badge, uniform) before attending any
activities or premises in their own time at which alcohol may be consumed (e.g. jetty, bar
restaurants, staff bar). This includes going out after work or attending a resort bar with shared
guest / employee utilisation.

Employees on duty must not drink alcohol, even at approved functions, if they are required by
law or Aldesta Heron Island Resort Pty Ltd (Heron Island) to have a Blood Alcohol Content of
0.00 during the course of their duties.

Alcohol at Company Functions

An authorised Company function is one approved by the senior manager responsible for the
resort or department manager, including activities such as ‘Friday night drinks’ and similar
gatherings.

Alcohol must not be removed from a company function, nor may alcohol be consumed in any
area other than that in which the function is being held.

Whilst moderate consumption of alcohol at approved company functions is accepted,

excessive consumption of alcohol will not be tolerated. Intoxication and/or offensive behaviour
is not acceptable and may result in disciplinary action.

Accident or Injury
 Employees who are involved in an accident while under the influence of alcohol/drugs or
who have consumed alcohol/drugs while undertaking Aldesta Heron Island Resort Pty Ltd
(Heron Island) duties need to be aware that WorkCover/TAC benefits may be nullified.
 Where an employee has an accident in Aldesta Heron Island Resort Pty Ltd (Heron Island)
registered vehicle/mobile equipment and is tested over the relevant legal limit for operating
that vehicle, Aldesta Heron Island Resort Pty Ltd (Heron Island)’s insurance may be
invalidated. Under these circumstances, the employee may be fully responsible for all
damages and costs and any criminal charges.
 Employees must be aware that Aldesta Heron Island Resort Pty Ltd (Heron Island) approval
for moderate consumption of alcohol at after-hours’ functions does not lessen the
employee’s responsibility to comply with State and Federal drink/driving laws or to take all
reasonable care for the health and safety of themselves and others.

Drugs
Employees are not permitted to possess, manufacture, sell or be under the influence of illegal
substances at the workplace. This includes illegal drugs as defined by state and federal law
and prescription medication which has not been prescribed to the possessing employee by a
registered medical practitioner.
Under no circumstances is prescription medicine to be offered to other employees. Medication
(both requiring and not requiring a prescription) must be in a secure place or kept with the
employee at all times. Under no circumstances are medications of any sort to be consumed in
view of customers.

Employees taking medication should ask their doctor or pharmacist what side effects are
possible. They should clearly explain the types of tasks they will be required to perform so that
the doctor can advise them of how the medication may impact on their ability to perform their
duties.

Side effects which could affect work performance include:

 drowsiness;
 being less alert;
 tiredness;
 difficulty in concentration;
 slowed reaction times or decreased physical coordination;
 and increased/decreased physical energy.

Caution should also be taken when combining medications. Employees should seek advice
about possible interactions and side effects of combining medications that may affect work
performance.

If an employee is taking any medication which has potential side effects that could effect their
work (e.g. drowsiness), they must notify their manager prior to taking the medication or
commencing their duties. If the manager decides that the employee is unable to perform their
normal duties safely, where possible, they will assign them reasonable alternative duties until
they are able to safely return to their normal duties, or , if no alternate duties are available,
direct the employee to utilise accrued personal leave (paid or unpaid) for the shift.

Investigations
Where Aldesta Heron Island Resort Pty Ltd (Heron Island) has behavioural evidence through
work practices that any aspect of this policy may be breached by an employee, it has a right
to conduct an investigation which may include relevant testing for alcohol and/or drugs. These
investigations may include the application of the drug and alcohol testing program.

Possession of Illegal Substances

In line with Aldesta Heron Island Resort Pty Ltd (Heron Island)’s Residential Agreement/Staff
Accommodation Agreement and our OH&S Policy, while not only a criminal offence, Aldesta
Heron Island Resort Pty Ltd (Heron Island) believes that possession of illegal substances at the
workplace constitutes a risk to Health and Safety and our reputation. Therefore, Aldesta Heron
Island Resort Pty Ltd (Heron Island) reserves the right to search any workplace to ensure our duty
of care to staff, guests and visitors is fulfilled. This includes the right to search an employee’s
belongings in circumstances where Aldesta Heron Island Resort Pty Ltd (Heron Island) has cause
to believe any aspect of this policy has been breached by an employee.
RESPONSIBILITIES

Team Member
 Responsible for not presenting themselves for work in a condition that is influenced by the
consumption of alcohol / drugs or other substances to the extent that their judgement or
work performance or behaviour is impaired. Responsible for observing federal and state law;
 Responsible for informing Line Manager when prescription drugs which may impact
performance are being taken;
 Responsible for not bringing the company into disrepute due to their actions;
 Responsible for ensuring that they do not operate Aldesta Heron Island Resort Pty Ltd (Heron
Island) plant/equipment unless they are:
- below the relevant legal Blood Alcohol Content limit prescribed for the Employee’s
licence and that category of vehicle/equipment
- not under the influence or effect of other substances or drugs, to the extent that their
ability to competently and safely operate the plant/equipment may be impaired; and
 Responsible for advising their Line Manager of concerns about working with any employee
who may be under the influence of alcohol/drugs or other substances to the extent that the
employee’s judgement, work performance or behaviour may be impaired.

Department Manager
 Responsible for promoting employee’s knowledge and compliance with this policy through
regular refreshers and communication at meetings;
 Responsible for following the procedure set out in this policy in circumstances where the Line
Manager has behavioural evidence of work practices that indicate an employee may be
under the influence of alcohol or other drugs; and
 Responsible for taking appropriate action such as performance management or referral
assistance when the employee subsequently returns to work.

PROCEDURE
Where an employee has reported to work and their actions, such as speech, appearance or
performance appear to be impaired, the senior Manager responsible for the site may
reasonably believe the employee may be under the impairing influence of alcohol or drugs.
The Manager must have the behaviour witnessed by at least one other Manager or Supervisor.

Common indicators that a person may be under such an impairing influence are:

 A change in a person’s normal speech pattern

 Inability to achieve normal performance standards
 Balancing and /or body co-ordination problems
 Diminished comprehension skills and/or abilities
 Drowsiness and/or loss of consciousness
 Irrational or irregular behaviour
 Abusiveness and/or threatening behaviour
 Disrespect of property and/or lawful commands
 Tardiness and/or absence from duty
 Dilation of pupils or pinpoint pupils
 Alcohol detection from breath
In such circumstances, the employee will be suspended with pay and a follow up meeting
scheduled to discuss the employee’s actions. Suitable transport will be arranged for the
employee to reach their residence or a medical practitioner (at the expense of Aldesta Heron
Island Resort Pty Ltd (Heron Island)).

An investigation into the alleged behaviour will be conducted, and may include blood or other
testing for the presence of alcohol or drugs in the body, especially in the incidence of a safety-
related incident. Depending upon the outcomes of the investigation including the employee’s
response, normal disciplinary procedures may apply, and/or Aldesta Heron Island Resort Pty Ltd
(Heron Island) can recommend to an employee to seek treatment for substance-related
problems.

Nothing in this policy or procedure excludes an Employees/Manager/Supervisor’s OH&S

responsibility to provide a safe working environment for all employees. Therefore, employees, at
the discretion of their Manager/ Supervisor may be asked to undertake alternative duties, or to
cease duty for the remainder of the day, on paid personal leave (if available) or unpaid leave
for that period, if it is determined that in the opinion of the Supervisor/Manager, judgement or
work performance is affected for whatever reason.

Suspected Drug/Alcohol Problem

If it is suspected that an employee has a problem with drugs or alcohol, the situation is to be
referred to the General Manager and People and Culture Manager.

Employees experiencing substance-related problems will be encouraged to seek help or will be

offered advice and assistance on the understanding that:
 alcohol/drug addiction is recognised and dealt with as an illness which can be treated;
 the matter will be treated as confidential, subject to legal requirements in relation to
drug misuse;
 they will have the opportunity to discuss the matter, once it is evident or suspected that
work performance, behaviour and/or relationships are affected
 they have the right to be accompanied to such a discussion by their Union
representative or a support person;
 any absence from work to receive treatment will be granted within the organisation’s
personal leave provisions, provided that the employee cooperates fully. This absence to
receive treatment may include time spent away from the Resort to receive treatment. In
this instance, all meals and accommodation accessed away from the resort will be at
the employee’s expense;
 employment rights will be safeguarded during any period of treatment and the
employee will have the right to return to the same or a similar job unless there is reason to
believe that such a resumption of duties may not be in his/ her interests or those of the
organisation;
 if the unacceptable behaviour and/or performance continues when the employee
returns to the workplace, disciplinary action will be considered up to and including
termination of employment.
In the event that alcohol or other drugs are affecting the work performance of a staff member,
the concern of Aldesta Heron Island Resort Pty Ltd (Heron Island) is to restore and maintain
satisfactory work performance, whilst maintaining our duty of care. Staff will be supported and
encouraged to seek rehabilitation; however, normal disciplinary action will proceed if required.
Drug and Alcohol Testing
Aldesta Heron Island Resort Pty Ltd (Heron Island) may ask an employee to submit to a drug
and/or alcohol test when the Line Manager has behavioural evidence through work practices
to believe that any aspect of this policy may be breached by an employee. The Manager
must have the behaviour witnessed by at least one other Manager or Supervisor.
The Manager may ask an employee to submit to testing as soon as the behaviour is observed.
The Line Manager will seek the employee’s consent to the testing by requesting the employee
sign a Consent and Release Letter. Refusal to submit to the drug and/or alcohol test may result
in disciplinary action up to and including termination of employment.

Post-Accident, Incident or Near Miss Incident Testing: Any employee involved in an on-the-job
accident or injury under circumstances that indicate possible use or influence of unauthorised
drugs and/or alcohol in the accident or injury event may be asked to submit to a drug and/or
alcohol test. "Involved in an on-the-job accident or injury" means not only the one who was
injured, but also any employee who potentially contributed to the accident or injury event in
any way.

Random Selection Testing: Certain categories of employees will be subject to periodic and/or
random drug and alcohol testing based upon requirements of law. Unless otherwise prohibited
by law or restricted by applicable state or local statute or regulation, or other legally binding
agreement, where circumstances warrant, and upon the approval of the Human Resources
Department, employees will be subject to random drug and/or alcohol testing

Aldesta Heron Island Resort Pty Ltd (Heron Island) will conform to all applicable laws,
regulations, and agreements relative to such drug and/or alcohol testing.

Breach of this policy may be considered as an act of "serious misconduct" under our Code of
Conduct. A person so offending may have their employment with Aldesta Heron Island Resort
Pty Ltd (Heron Island) terminated. In addition to Aldesta Heron Island Resort Pty Ltd (Heron
Island)’s own disciplinary processes, where it is suspected that the employee’s behaviour is
unlawful Aldesta Heron Island Resort Pty Ltd (Heron Island) reserves the right to also inform the
police.
Acknowledgement Form
Thank you for taking the time to read over this policy.

Please complete the following Acknowledgement Form:

I acknowledge that I have received and read the “Drugs and Alcohol Policy” and I understand
that it includes fundamental terms and conditions that govern my employment with Heron
Island Resort.

I understand my requirements to comply with the drugs and alcohol policy and other practices
as described in this handbook. I also understand that Heron Island Resort may update or add to
any of the above conditions and I will be notified during the course of my employment.

I also understand that if I have any questions or concerns regarding any aspect of my
employment or conditions I should speak directly with my Line Manager for clarification.

Lais de Oliveira Mendes 03/11/2022

Name: Signature: Date:

Manager: Signature: Date: