Fitness For Work Policy

FITNESS FOR WORK POLICY
Contents
1. Purpose & Application
1.1. Purpose
1.2. Application
2. Policy Framework
2.1. Definitions
2.2. Shared Responsibility Model
2.3. Risk Management Approach to Fitness for Work
3. Fatigue Management
3.1. Overview
3.2. Risk Controls
3.3. Exception Management
3.4. Flow Chart
4. Drugs and Alcohol

4.1. Overview
4.2. Alcohol
4.3. Illicit Drugs
4.4. Legally Prescribed Drugs
4.5. Types of Testing
4.6. Witness During Testing / Assessment
4.7. Investigations and Disciplinary Action
4.8. Flow Chart
5. Mental and Physical Health

5.1. Overview
5.2. Mental Health
5.3. Physical Health
5.4. Management of Work Related Conditions
5.5. Management of Non Work Related Conditions
5.6. Functional Assessments / Independent Medical Examinations
Appendix 1 – Mental and Physical Health Resources

Appendix 2 – Impairment Assessment Checklist
_________________________________________________________________________
P-WHS-0.050 MCEC Fitness for Work
Date Approved: 29/5/2018
1
1. PURPOSE AND APPLICATION
1.1 Purpose
The purpose of this policy is to so that MCEC can provide a safe and healthy workplace This is so that
all employees, contractors and suppliers who come to work at MCEC can go home safely to their
families. Specifically the purpose of this policy is to;
 Eliminate where possible and/or reduce health and safety risks relating to fatigue, drugs,
alcohol, mental and physical health.
 Ensure governance and compliance with relevant policies and legislation.
 Provide clear guidelines on processes to follow and consequences that may occur where
breaches of the policy arise.
 Provide clear guidelines on how to support persons impacted.
 Promote a safe and healthy workplace.
1.2. Application
This policy applies to all employees of MCET. Any contractors and suppliers will be expected to abide
by this policy for the duration of their presence at MCEC.
This policy should be read in conjunction with but does not form a part of other relevant MCET
policies and procedures as well as the below legislation (as amended or replaced);
 The Melbourne Convention and Exhibition Centre Agreement 2015

 Employee’s Contracts of Employment
 Fatigue Prevention in the Workplace Guide (Worksafe Victoria)
 Disability Act 2006
 Occupational Health and Safety Act 2004
 The Workplace Injury, Rehabilitation and Compensation Act 2013
2. POLICY FRAMEWORK
2.1. Definitions
Item Definition
Blood Alcohol Content (BAC) Refers to the amount of alcohol present in the
bloodstream. A BAC of 0.05% (point zero-five) means that
there is 0.05 grams of alcohol in every 100 millilitres of
blood.
Body Clock The internal body clock (circadian clock) which is
responsible for the sleep/wake cycle.
Environmental Conditions Harsh and/or uncomfortable environmental conditions
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2
Item Definition
can contribute to the risk of fatigue. Heat, cold and
vibration.
Fatigue Is more than feeling tired or drowsy. It is an acute and/or
ongoing state of tiredness that leads to mental or physical
exhaustion and prevents people from functioning within
normal boundaries.
Hazards Anything that has the potential to cause injury or illness,
or damage to plant or property.
Heavy, Manual and Stressful Work Concentrating for extended periods of time, performing
repetitious or monotonous work and performing work
that requires continued physical effort.
High Risk Work / Work Area High risk work (HRW) refers to work that requires a
person to have a licence to perform that work, this
includes but isn't limited to; working at heights, in
confined spaces etc. and also includes the area in which
that work is being undertaken.
Illicit Drugs Drugs that are illegal under relevant laws in Australia (e.g.
Cannabis, Heroin, Methamphetamines and their
analogues).
Impairment Assessment Refer Appendix 2.
Legally Prescribed Drugs Drugs that are prescribed by a doctor or legally obtained
through a pharmacy or similar.
Mental Illness A health problem that significantly affects how a person
feels, thinks and interacts with other people. It is
diagnosed according to standardised criteria.
Normal Duties/On Shift The period of time an employee is undertaking their
duties in accordance with their contract of employment.
Reasonable Cause To have knowledge of facts which, although not
amounting to direct knowledge, would cause a reasonable
person, knowing the same facts, to reasonably conclude
the same thing.
Rest Period A period allocated for recovery and/or restorative sleep
Risks The chance or probability that a person will be harmed or
experience an adverse health effect if exposed to a
hazard.
Risk Assessment A documented process of identifying hazards, assessing
the risks and determining the control measures.
Roster A programmed sequence of attendance at work
Safety Representative An employee of MCET in a Safety related role (e.g. Safety
Manager/Advisor).
Shift Work A pattern of work rosters including day and/or night
periods.
Work Functions Work functions include but are not limited to social and
business development functions (e.g. end of year parties,
awards dinners etc).
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3
2.2. Shared Responsibility Model

Fitness for work should be managed under a model of shared responsibility where each of
employees, suppliers, contractors and MCET management has a role to play.
MCET Management Employees Suppliers / Contractors

Provide a safe and healthy Work to appropriate standards Work to appropriate standards
workplace and processes and processes
Consider the health and safety Consider the health and safety Consider the health and safety
of employees before agreeing of themselves and colleagues of themselves and MCET
to requests from clients, before agreeing to requests employees
customers, suppliers and from clients, customers,
contractors suppliers and contractors
Perform their duties diligently Perform their duties in line with
and to the best of their ability their contract
and in line with their contract
of employment
Notify relevant safety Notify relevant safety
representatives where hazards representatives where hazards
or risks are observed or risks are observed
Adhere to all relevant policies Adhere to all relevant policies Adhere to all relevant policies
and legislation and legislation and legislation
2.3. Risk Management Approach to Fitness for Work

Is a way of recognising that each situation has its own characteristics and these circumstances
should be assessed to decide the best way of addressing the fitness for work (fatigue, drugs and
alcohol, mental and physical health) related risks. This is achieved through identifying the following;
Work Related Hazard Examples Non Work Related Hazard Examples
Roster patterns (e.g. late finishes / early starts) Quality of Sleep

Duration of shifts Social Life
Timing of shifts (e.g. overnights) Other Employment
Environmental conditions (e.g. heat, cold, wind, Travel Time to and from work
sun, noise etc.)
Type of work being undertaken (e.g. heavy,
manual work, office work)
Availability of alcohol in the workplace
Employees, Clients, Suppliers and Contractors
that are unfamiliar with MCET operations
Work Related Risk Examples Non Work Related Risk Examples
High Turnover Relationship Issues

Poor Business Performance Mental Health Issues
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4
Dissatisfied Customers Physical Health Issues
Workplace Injuries
3. FATIGUE MANAGEMENT
3.1. Overview
MCET management acknowledges that the effective management of fatigue is an important element
of the overall health, safety and wellbeing of all employees. The effective management of fatigue
should be done under a model of shared responsibility.
It is a condition of employment that employees do not undertake work when they are unfit as a
result of fatigue. This also applies to suppliers and contractors.
3.2. Risk Controls

Mental and Physical Demands of Work  For MCET Management to provide and
employees to use plant, machinery and
equipment (e.g. forklifts, trolleys etc.)
where possible to eliminate or reduce
the physical demands of work.
 For MCET Management where possible
design roles to have a variety of tasks.
 For MCET Management to allow for an
employees to take additional rest
periods where required.
Work Scheduling, Planning and Working Time  It is the responsibility of MCET
Management to ensure that sufficient
resources are allocated to events and
that adequate rest periods are built into
event schedules.
 Employees should not be rostered to or
work shifts longer than 14 hours (or in
the case of high risk work 12 hours).
Employees should not be rostered to or
work shifts with less than 10 hour break
between shifts.
work more than four overnights in a
row.
 Employees should have at least two days
off after sequential overnight shifts.
work more than eight days in a row.
work more than 60 hours in a week.
 Where it is reasonably practicable work
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5
should not be undertaken between the
hours of 2am – 6am.
 Where an employee works longer than a
14 hour shift or finishes after 2am upon
request a Cabcharge will be made
available to the employee.
Environmental Conditions  MCET Management should avoid

scheduling work during periods of harsh
environmental conditions.
 MCET Management should provide and
employees should wear PPE where there
is no alternative (e.g. Jackets, Hats,
Sunscreen etc).
Individual Factors  Employees have an obligation to notify
their manager if they have individual
circumstances that may place them at a
heightened fatigue risk.
 Examples of this are including but not
limited to;
- Multiple employers.
- Long travel times (i.e. greater than
90 minutes each direction).
Training and Information  MCET Management should provide and
employees should attend relevant
training and information to its
employees on how to effectively manage
fatigue.
Monitoring and Review  MCET Management should monitor and
review hazards and risks relating to
fatigue by reviewing incidents, near
misses and other data.
3.3. Exception Management

The management of exceptions to the above risk controls is a shared responsibility between
Employees, Department Managers (or their delegated representative) and MCET Management. It is
the responsibility of;
 Employees – to notify their Department Manager within a reasonable timeframe if they

expect that they will work outside of the above risk control guidelines.
 Department Managers (or their delegated representative) – to effectively manage
exceptions in line with departmental specific guidelines.
 MCET Management – to support Departmental Managers in coming up with suitable
exception management guidelines.
Examples of factors to consider when managing exceptions include;
_________________________________________________________________________
6
 The level of skill and experience of the person

 The amount of supervision available at the time
 The type of work being undertaken
 Any other relevant factor as determined by the department.
3.4. Flow Chart
Incident or Reasonable
Cause of Impairment
Conduct
impairment
assessment
Not Impaired
Impaired
Sent Home (a) Follow Dept

Procedure (b)
The following is a guideline on the process to follow where an employee is identified as being
impaired by fatigue;
(a). Cab voucher offered and paid of the remainder of the shift.
(b). Worker to be sent home and cab voucher offered if outside of policy defined risk controls.
_________________________________________________________________________
7
4. DRUGS AND ALCOHOL
4.1. Overview
MCET management acknowledges that the effective management of drugs and alcohol is an
important element of the overall health, safety and wellbeing of all employees. The effective
management of drugs and alcohol should be done under a model of shared responsibility of
employees, suppliers, contractors and MCET management.
It is a condition of employment that employees do not undertake work when they are unfit as a
result of impairment from drugs and/or alcohol. This also applies to suppliers and contractors.
A risk management approach will be applied to the management of drug and alcohol issues in the
workplace.
4.2. Alcohol
MCET management acknowledges that the consumption of alcohol is a characteristic of society.
However there is a requirement to manage workplace risks arising from impairment.
It is a condition of employment that all employees carry out their work not impaired by alcohol and
in line with the below prescribed levels. This also applies to all suppliers and contractors.
Prescribed levels of Blood Alcohol Concentration (BAC)

High Risk Work Environment 0.00%
Normal Duties 0.05%
Work Functions No prescribed level. In line with code of conduct
and responsible service of alcohol guidelines.
If an employee, supplier or contractor is tested and exceeds these prescribed levels they will be
deemed unfit.
Consumption of Alcohol on MCEC Premises

As a general rule alcohol should not be consumed on MCEC premises during shift and/or in uniform
unless participating in a workplace function or entertaining clients. The below are exceptions to this;
MCEC Served Alcohol (e.g. Pop Up Bars or Goldfields Restaurant)

Alcohol may be consumed by employees at licenced premises provided employees are not in
uniform or on shift and behaviour is in line with the code of conduct.
MEC Level 5 Rooftop

Alcohol consumption by employees is permitted on the MEC level 5 rooftop provided employees are
not in uniform or on shift and behaviour is in line with the code of conduct.
_________________________________________________________________________
8
4.3. Illicit Drugs

MCET management does not tolerate unauthorised possession, use and/or distribution of illicit
drugs (including synthetically derived substances) in the workplace. For the avoidance of doubt
these also include prescription drugs that are not prescribed to the person. Employees doing so will
be subject to disciplinary procedures and in certain circumstances MCEC may hand matters over to
the police.
It is a condition of employment that all employees carry out their work not impaired by illicit drugs.
This also applies to all suppliers and contractors.
Prescribed levels of Illicit Drugs

High Risk Work Under the cut off for the Australian Standard
(AS4760)
Normal Duties Under the cut off for the Australian Standard
(AS4760)
Work Functions Under the cut off for the Australian Standard
(AS4760)
If an employee, supplier or contractor is tested and exceeds these prescribed levels they will be
deemed unfit.
4.4. Legally Prescribed Drugs

Legally prescribed drugs may impair performance and impact on a person’s capacity to undertake
their duties. These legal medications may also result in a positive drug test conducted in line with
this policy.
At the time of purchasing the individual should consult with their medical practitioner or chemist
regarding their work requirements. It is also the responsibility of the employee to alert their
supervisor and/or Safety Representative of any medication that may lead to performance
impairment so that suitable duties may be arranged.
Prescribed levels of Legally Prescribed Drugs

High Risk Work As prescribed from treating doctor/chemist and
medication warning sticker
Normal Duties As prescribed from treating doctor/chemist and
Work Functions As prescribed from treating doctor/chemist and
If an employee, supplier or contractor is tested and found to be undertaking duties in conflict to

medical advice then they will be deemed unfit.
_________________________________________________________________________
9
4.5. Types of Testing
All employees, contractors and suppliers are required to undertake drug and/or alcohol testing in
line with this policy and the below types of testing.
Alcohol Testing
Breath testing may be conducted by trained MCET representatives using suitably calibrated devices.
Drug Testing
Initial saliva drug testing may be conducted by a 3rd party provider engaged by MCET with
confirmation tests undertaken by the same 3rd party provider.
Reasonable Cause
If a colleague, health and safety representative, supervisor/manager or other employee suspects
that someone may be impaired as a result of drugs and/or alcohol then the relevant MCET
representative should use the impairment assessment checklist and process flow chart below to
ascertain whether it is reasonable to undertake a drug and/or alcohol test.
Post Incident & Near Miss

Any incident that is reportable to WorkSafe Victoria may result in the person/s involved in this
incident being subject to drug and/or alcohol testing.
Voluntary
If an individual is concerned that they may be impaired and unable undertake their duties due to
being under the influence of drugs and/or alcohol they should alert their supervisor/manager. That
person may be provided access to the testing program to ascertain their fitness for work.
Alternatively employees may consult with their treating doctor to obtain a fitness assessment; in the
event that the employee chooses to meet with their treating doctor they will not be paid for this
time or may use their personal leave.
Rehabilitation
Individuals who return a confirmed positive test, in excess of the prescribed levels may be subject to
an increased frequency of testing. This increased frequency applies once the employee returns to
work and has provided a negative test result. Up to 3 additional tests may occur for a period of up
to 6 months post any return to work in order to support their rehabilitation and successful return.
Such tests would be scheduled randomly during this period and undertaken in line with alcohol
and/or drug testing types specified above.
Pre-Employment
Some candidates may be required to undertake pre-employment drug and/or alcohol testing as a
part of the recruitment process. The decision on which roles this applies to is at the sole discretion of
_________________________________________________________________________
10
MCET management. Factors when deciding which roles to test may include but not be limited to the
level of responsibility of the role and the amount of high risk work which is undertaken in the role.
4.6 Witness During Testing / Assessment
Employees, suppliers or contractors cannot be reasonably refused a request to have a witness

present when being subject to either a drug/alcohol test and/or impairment assessment.
Employees, suppliers or contractors cannot reasonably refuse a request for the person undertaking
the testing to have a witness present when undertaking a drug/alcohol test and/or impairment
assessment.
4.7. Investigations and Disciplinary Action
The focus of this policy is the wellbeing of all employees. However, where breaches of this policy are
suspected matters may be investigated. Employees found in breach of the policy may be subject to
disciplinary action up to and including the termination of employment.
Factors that may be taken into consideration when deciding on the level of disciplinary action may
include but not be limited to;
 The behaviour and conduct of the employee (both at the time of the incident and during any
subsequent investigation and meetings)
 The level of intoxication and/or refusal to be tested
 The severity of the hazard / risk of the incident
 The level of disclosure of the employee
 The employee’s willingness to engage in rehabilitation (e.g. Employee Assistance Program,
External Rehabilitation, Performance Improvement Plan etc.)
 Previous breaches of the policy.
Employees will not be permitted to return to work until a medical clearance (i.e. negative drug
and/or alcohol test result) is provided. Employees will be stood down on unpaid leave until such
clearance is provided or they agree to and provide a negative test result.
_________________________________________________________________________
11
4.8. Flow Chart
Incident or Near Miss
Reportable Non
(to Worksafe) Reportable
Conduct
D&A Test Conducted Impairment
Assessment
(*At the discretion of MCET
Management)
No Reasonable
Reasonable
Cause
Cause
D&A Test Nil Action

Conducted
Non Negative Negative result

Result
Confirmation Nil Action

Test (If Drugs)
_________________________________________________________________________
12
Suspected Impairment
(Non Incident Related)
Conduct
impairment
assessment
No Reasonable
Reasonable
Cause
Cause
D&A Test Nil Action

Conducted
Non Negative Negative

Results Result
Confirmation Nil Action

Test (If drugs)
_________________________________________________________________________
13
The following is a guideline on the process to follow at the conclusion of the initial drug and / or
alcohol test;
 The person tested should be made aware of the test result.

- If the result is negative then the person should return to work.
- If the result is non negative (in the case of drugs) or in excess of the prescribed BAC
concentration in the case of alcohol then the employee should be stood down, sent
home and paid (if an employee) for the remainder of the shift for that day.
 A meeting may then be arranged between the person and the relevant manager and/or
OHS/P&C representative to discuss the matter and reach an outcome in terms of any
disciplinary action that may occur.
5. MENTAL AND PHYSICAL HEALTH

5.1. Overview
MCET management acknowledges that the effective management of mental and physical
health is an important element of the overall health, safety and wellbeing of all employees.
The effective management of mental and physical health should be done under a model of
shared responsibility of employees, suppliers, contractors and MCET management.
It is a condition of employment that employees do not undertake work when they are unfit
as a result of mental or physical health conditions that would render them unable to fulfil
the inherent requirements of their role. This also applies to suppliers and contractors.
5.2. Mental Health

The mental health of employees is instrumental to organisational success and to building a
positive work culture. Mental health issues can affect anyone and at any time and the
objective of this policy is to establish, promote and maintain the mental health and
wellbeing of employees.
MCEC management will take reasonable steps to promote mental health and wellbeing in
the workplace. Such steps may include but not be limited to;
 Employee Assistance Program

 Peer Support Programs
 Provision of Education Sessions and Materials
Refer Appendix 1 for further resources on Mental Health.
_________________________________________________________________________
14
5.3. Physical Health
The physical health of employees is instrumental to organisational success and to overall
wellbeing of employees. Physical health issues can affect anyone and at any time and the
objective of this policy is to establish, promote and maintain the physical health and
wellbeing of employees.
MCEC management will take reasonable steps to promote physical health and wellbeing in
the workplace; Such steps may include but not be limited to;
 Employee Health Checks

 Flu Shots
 Provision of Education Sessions and Materials
Refer Appendix 1 for further resources on Physical Health
5.4. Management of Work Related Conditions

The management of work related conditions sit outside the scope of this policy and should
be managed in accordance with ‘Workplace Injury Rehabilitation and Compensation Act
2013’.
5.5. Management of Non-Work Related Conditions

Employees are encouraged to discuss with their manager any non-work related conditions
that may impact their ability to fulfil the inherent requirements of their role either on a short
term or ongoing basis.
In the case of non-work related conditions MCET will make reasonable attempts to arrange
suitable duties. In the event that suitable duties cannot be arranged then employees should
seek to use their personal leave entitlements if these are available to them or alternatively
should seek to take unpaid leave.
In the case of suspected or diagnosed non work conditions, whereby the employee is unable
to fulfil the inherent requirements of their role. MCET may seek to either engage with the
employee’s treating doctor (via written consent from the employee) and / or reasonably
direct the employee to attend an independent medical examination in order to ascertain the
employee’s fitness for work and / or suitability for ongoing employment.
5.6. Functional Assessments / Independent Medical Examinations

Some roles at MCEC may be functionally evaluated to establish a level of mental and/or
physical capacity in order to assess what the inherent requirements of the role are.
Employees or prospective employees may be required to undertake functional assessments
and/or independent medical examinations so as to establish that they have the required
level of capacity for the role in which they are applying for.
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15
Appendix 1
Mental Health Resources
https://www.lifeline.org.au/
https://www.beyondblue.org.au/
https://www.entertainmentassist.org.au/
Physical Health Resources
https://www.australia.gov.au/directories/australia/health/resources-list
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16
Appendix 2: Impairment Assessment Checklist
1. Assessment Details:
Date: Location:
Time: Requested By:
2. Reason for Assessment:
 Fatigue Related
 Drug Related
 Alcohol Related
Justification (MUST BE COMPLETED):

__________________________________________________________________________________
__________________________________________________________________________________
_____________________________________________________________
3. Details of Persons Involved in the Assessment:

Assessed Person: Position Title:
Work Location:
Assessor Name: Position Title:
Work Location:
Witness 1 Name:
Witness 2 Name:
4. Impairment Assessment Observations
A/ Speech Normal Clear Fast Slow Slurred Incoherent
Other ……………………..
B/ Eyes Normal Glazed Bloodshot Pupils enlarged Pupils pinpoint
Other ………………………
C/ Breathing Normal Short Slow Laboured Shallow
Other ………………………
D/ Skin Normal Flushed Pale Perspiration Rashes / Ulcers
Other …………………….
E/ Actions Normal Violent/Angry Emotional Restless Sluggish/Clumsy
Other ……………………..
F/ Balance Normal Unsteady Staggering Falling Over
Other ……………………….
H/ Attitude Cooperative Hostile Anxious Depressed Cocky
Other ……………………….
I / Comprehension
Normal / Good Poor Other……………………...
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17
5. Comments from Assessed Person
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
______________________________________________
6. Other Observations / Comments
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
____________
7. Outcome (this section to only be completed by Authorised Person) Yes No
Opinion: I suspect the assessed person may be impaired:
(This is based on cluster of items identified in section 4 above)
Opinion: I believe the assessed person should undertake a drug test
Opinion: I believe the assessed person should undertake an alcohol test
8. Sign off
Position Name Signature Date
Assessed person
Assessor
P+C / OHS Representative

(if available)
Supervisor / Manager
(if available)
Witness 1
Witness 2
Only the signature of the Assessor is required to progress the assessment to drug and alcohol
testing
A copy of this document should be retained in the assessed person’s employee file
_________________________________________________________________________
18

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What is the purpose of the policy?

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What are some of the definitions provided in the policy?

What are some of the definitions provided in the policy?

FITNESS FOR WORK POLICY

4. Drugs and Alcohol

5. Mental and Physical Health

Appendix 1 – Mental and Physical Health Resources

 The Melbourne Convention and Exhibition Centre Agreement 2015

2.2. Shared Responsibility Model

MCET Management Employees Suppliers / Contractors

2.3. Risk Management Approach to Fitness for Work

Work Related Hazard Examples Non Work Related Hazard Examples

Roster patterns (e.g. late finishes / early starts) Quality of Sleep

Work Related Risk Examples Non Work Related Risk Examples

High Turnover Relationship Issues

3.2. Risk Controls

Environmental Conditions  MCET Management should avoid

3.3. Exception Management

 Employees – to notify their Department Manager within a reasonable timeframe if they

Examples of factors to consider when managing exceptions include;

 The level of skill and experience of the person

3.4. Flow Chart

Sent Home (a) Follow Dept

Prescribed levels of Blood Alcohol Concentration (BAC)

Consumption of Alcohol on MCEC Premises

MCEC Served Alcohol (e.g. Pop Up Bars or Goldfields Restaurant)

MEC Level 5 Rooftop

4.3. Illicit Drugs

Prescribed levels of Illicit Drugs

4.4. Legally Prescribed Drugs

Prescribed levels of Legally Prescribed Drugs

If an employee, supplier or contractor is tested and found to be undertaking duties in conflict to

4.5. Types of Testing

Post Incident & Near Miss

4.6 Witness During Testing / Assessment

Employees, suppliers or contractors cannot be reasonably refused a request to have a witness

4.7. Investigations and Disciplinary Action

4.8. Flow Chart

Incident or Near Miss

D&A Test Nil Action

Non Negative Negative result

Confirmation Nil Action

D&A Test Nil Action

Non Negative Negative

Confirmation Nil Action

 The person tested should be made aware of the test result.

5. MENTAL AND PHYSICAL HEALTH

5.2. Mental Health

 Employee Assistance Program

Refer Appendix 1 for further resources on Mental Health.

 Employee Health Checks

Refer Appendix 1 for further resources on Physical Health

5.4. Management of Work Related Conditions

5.5. Management of Non-Work Related Conditions

5.6. Functional Assessments / Independent Medical Examinations

Mental Health Resources

Physical Health Resources

Justification (MUST BE COMPLETED):