DRUG AND ALCOHOL POLICY

1: INTRODUCTION

It is a fact that a large percentage of people who abuse drugs or alcohol have jobs. These
same employees can cause the vast number of workplace accidents and episodes of violence
that occur every year, costing businesses billion’s each year!

GRID LINE CONSTRUCTION acknowledges the need for a drug and alcohol policy which
applies to all employees irrespective of status. It objective is to ensure employees receive
training and information on sensible drinking and drug awareness. The aim is to encourage
those with drug or alcohol-related problems to seek the support of medical advice and
counselling by an outside agency.

2: GENERAL PRINCIPLE

GRID LINE CONSTRUCTION recognizes that drug or alcohol abuse at its various levels is a
health problem requiring sympathetic help and special treatment. It is the aim of this policy to
provide this.

3: ORGANISATION

The Managing Director is the Director with the responsibility for the implementation of this policy;
and;

 Responsible for advice on suitable outside agencies and counsellors.

 Implementing a training programme
 The name of external drug and alcohol counsellors and how they can be contacted will
be posted on notice boards. All such counsellors will be made aware of this policy on
drugs and alcohol.

4: ARRANGEMENTS

4.1: Information:
Every employee will be given a summary of the main points of this policy and anyone with a
drug or alcohol-related problem will be encouraged to seek counselling. A training session and
leaflets on sensible drinking and drug awareness will be provided and repeated periodically.
4.2: Removal of Stress:
It is accepted that stress at work can contribute to drug or alcohol abuse. We are therefore
committed to identifying and reducing workplace stress factors.
4.3: Reducing Opportunity to Drink at Work:
Research shows quite clearly that some jobs involve a much higher risk of alcohol abuse than
others. The social pressure to drink can be stronger in some working communities. Irregular
hours, travel and separation from the family and the strain of a heavy workload are just some of
the common job-related causes of alcohol abuse.
The Company recognizes that such problems, coupled with the opportunity to drink at work,
create a hazard. Therefore:
4.3.1. Alcohol will not be available on company premises during working hours. This will apply
throughout the company, at all levels, without exception.
4.3.2. At any social functions organized by the company, among the beverages provided, there will
always be non-alcoholic drinks available.

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4.4: Solvents abuse at work
Where problems involve the deliberate or unintentional abuse of solvents, whether or not used
in the workplace, the person concerned will be covered by this policy. Where abused solvents
are specifically work related, the employer will ensure that the use of solvents has been subject
to the provisions of the Control of Substances Hazardous to Health Regulations/Policy, that the
risks involved have been assessed and that measures have been taken to reduce all exposures
to solvents to the lowest that is reasonably practicable.
4.5: Prescribed Drugs
Where problems involve the deliberate or unintentional abuse of prescribed drugs, the person
concerned will be covered by this policy.

5. CONFIDENTIALITY

The Company undertakes to ensure that any counselling is strictly confidential and that any
records compiled by a counsellor will be treated as the individual property of that counsellor. No
discussions about an employee will take place between the Company and the counsellor
without the written permission of the person concerned.

All employees will have the right to be represented by representative of their choice in any
meeting with the company if they so wish.

6. JOB SECURITY

The company accepts that job security will be maintained for any employee participating in
treatment and/or counselling in an attempt to deal with drug or alcohol abuse.

Where an employee has to be away from work to undergo treatment, their job will be held open
in accordance with normal sickness procedures. However, it has to be accepted that, in the
long-term, job security must depend on work returning to an acceptable level. Advice will be
sought and consideration given as to whether the person’s original job would be consistent with
maintaining recovery. The employee’s pension/provident fund rights will be protected during
treatment and counselling.

7. DISCIPLINARY PROCEDURES

Drug or alcohol abuse will not in itself constitute grounds for dismissal, unless the person’s
action or performance reaches an unacceptable level. Such cases will be dealt with under
normal disciplinary procedures.

Where an employee is referred for treatment under this policy, any disciplinary procedures
associated with drug or alcohol abuse will be suspended and remains so for the duration of the
treatment.

Where an employee with a drug or alcohol-related problem, is able to continue to perform

his/her duties whilst undergoing treatment, adequate time off for treatment will be allowed.

Relapses will be referred to the independent counsellor for assessment and consideration given
to further job protection.

8. TREATMENT AND ADVICE

Any employee with a drug or alcohol-related problem is encouraged to seek guidance and
assistance from the recommended local counselling agency.

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 Where indicators, such as poor work performance, absenteeism, poor health or deteriorating
behaviour, indicate a possible problem, employees will be advised to refer themselves for
confidential counselling and advice. Paid time off for counselling and treatment will be allowed
in accordance with the normal sick pay scheme.

Refusal of treatment will not in itself be grounds for discipline, unless an employee’s action or
performance reaches an unacceptable level. Such a case would then be dealt with under
normal procedures.

9. TESTING

There will be random or company-wide drug or alcohol testing.

If testing procedures are agreed, they must only be enacted on suspicion based on specific
personal observations that the person concerned is under the influence of drugs or alcohol.
Tests will be at the expense of the Company.

Any person testing positive shall have the right to challenge the results and obtain an
independent analysis of the sample.

Any person testing positive, who accepts the results, will be referred for treatment and advice in
accordance with the rest of this policy.

Drug and Alcohol Policy

Purpose

The objective of this Policy is to develop a drug and alcohol-free workplace which will help ensure a
safe and productive workplace and to provide education and treatment to our employees. In order to
further this objective, the following rules regarding alcohol and illegal drugs in the workplace have been
established.

Policy

1. The company shall implement a comprehensive drug and alcohol abuse education
programme. As part of that programme, information will be provided on the availability of
Employee Assistance programme services.
2. Alcoholism and other drug addictions are recognized as diseases responsive to proper
treatment and this will be an option as long as the employee cooperates. Employee
Assistance Programme (EAP) will be made available to assist employees.
3. The manufacture, distribution, dispensing, possession, sale, purchase or use of a controlled
substance on company property is prohibited.
4. Being under the influence of alcohol or illegal drugs on company property is prohibited. The
unauthorized use or possession of prescription drugs or over-the-counter drugs on company
property is prohibited.
5. Employees who violate this Policy are subject to appropriate disciplinary action
including termination.
6. The Policy applies to all employees of the company regardless of rank or position and
includes temporary and part-time employees.

Definitions

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Company Premises – All company property including vehicles, lockers and parking lots.

Company Property – All company owned or leased property used by employees such as vehicles,
lockers, desks, closets, etc.

Drug – A drug is any chemical substance that produces physical, mental, emotional or behavioural
change in the user.

Drug Paraphernalia – Equipment, a product or material that is used or intended for use in concealing
an illegal drug or for use in injecting, ingesting, inhaling or otherwise introducing into the human body
an illegal drug or controlled substance.

Fitness for Duty – To work in a manner suitable for the job. To determine “fitness”, a medical
evaluation may include drug and/or alcohol testing.

Illegal Drug – An illegal drug is any drug or derivative thereof which the use, possession, sale, transfer,
attempted sale or transfer, manufacture or storage of is illegal or regulated under any national,
provincial or local law or regulation and any other drug, including (but not limited to) a prescription drug,
used for any reason other than a legitimate medical reason and inhalants used illegally. Included is
marijuana or cannabis in all forms.

Reasonable Cause/Reasonable Suspicion – Supported by evidence strong enough to establish that

a Policy violation has occurred.

Under the Influence - A state of having a blood alcohol concentration of 0.10 or more.

General Policy Provisions

Any of the following actions constitutes a violation of the 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 sponsored activity, on premises, in owned, leased or
rented vehicles or on business.
 Working or reporting to work, conducting company business or being on premises or in a
company-owned, leased or rented vehicle while under the influence of an illegal drug, alcohol or
in an impaired condition.

Preventive Acts

 Employees taking drugs prescribed by an attending physician must advise their direct
supervisor, in writing, of the possible effects of such medication regarding their job performance
and physical/mental capabilities. This written information must be kept confidential and
communicated to the direct supervisor prior to the employee commencing work. All medical
information will be kept confidential and the employer,

 Without exception, will punish any breach of privacy and confidentiality in this regard. All
prescription drugs must be kept in their original container.

 Any employee involved in a work related accident where alcohol or drugs are believed to be a
contributing factor will be referred to an employee assistance counsellor in addition to any other
accident investigation activities.

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Supervisory and Employee Training

Supervisors will receive training regarding the Drug and Alcohol Policy and the use of the Employee
Assistance Programme. All employees will receive copies of the Drug and Alcohol Policy and
information about the Employee Assistance Program.

Employee Assistance Programme (EAP)

The company will provide employees and their families with confidential, professional assessment and
referral for assistance in resolving or accessing treatment for addiction to, dependence on, or problems
with alcohol, drugs or other personal problems adversely affecting their job performance. Confidential
assessment and referral services will be provided without cost to the employee or family member. The
cost of treatment, counselling or rehabilitation resulting from EAP referral will be the responsibility of the
employee.

When documented job impairment has been observed and identified, a supervisor may recommend
participation in the EAP. Any action taken by the supervisor, however, will be based on job
performance.

Supervisor referrals to the EAP will include employee’s release of information consent form to be
returned to the company supervisor by the EAP. Refusal to participate in or failure to complete the
EAP-directed program will be documented. Should job performance not improve after a reasonable
amount of time, the employee is subject to progressive corrective action up to and including termination
of employment.

Self-referral by employees or family members is strongly encouraged. The earlier a problem is

addressed, the easier it is to deal with and the higher the success rate. While self-referral in itself does
not preclude the Company’s use of corrective actions, participation in an EAP-directed programme may
enable the supervisor to allow time for completion of such program before initiating or determining
additional corrective actions.

EAP-related activities, such as referral appointments will be treated on the same basis as other
personal business or health matters with regards to use of sick leave or compensation time. Sick leave
may be taken as needed, while compensation time must be pre-approved.

Co-ordination with Law Enforcement Agencies

The sale, use, purchase, transfer or possession of an illegal drug or drug paraphernalia is a violation of
the law. The Company will report information concerning possession, distribution or use of any illegal
drugs to law enforcement officials and will turn over to the custody of law enforcement officials any such
substances found during a search of an individual or property. Searches will only be conducted of
individuals based on reasonable cause and only of their vehicles, lockers, desks or closets when based
on reasonable suspicion. The Company will co-operate fully in the prosecution and/or conviction of any
violation of the law.

The Company reserves the right to interpret, change, suspend, cancel or dispute, with or without
notice, all or any part of this Policy, or procedures or benefits discussed herein. Employees will be
notified before implementation of any change.

Other Laws and Regulations

The provisions of this Policy shall apply in addition to, and shall be sub-ordinate to any requirements
imposed by applicable federal, state or local laws, regulations or judicial decisions. Unenforceable
provisions of this Policy shall be deemed to be deleted.

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Alcohol and Drugs Policy

This Company is aware of its responsibilities to provide, as far as is reasonably practicable, a safe and
healthy working environment and recognizes that this can be put at risk by those who misuse alcohol or
drugs to such an extent that it may affect their health, performance, conduct and safety, or the safety of
others whilst in the workplace.

All employees, regardless of status, are expected to adhere to and observe, current and future
legislation and both this company and client policies and rules regarding the consumption of alcohol
and/or drugs whilst on, or reporting for duty or whilst on company or client premises.

The consumption of alcohol on This Company’s premises is not allowed except at authorized Company
functions or with the prior consent of senior management. Any employees, regardless of status, found
consuming either drugs or unauthorized alcohol on company premises, or thought unfit to carry out
their normal duties through the unauthorized consumption of such, may be subject to disciplinary
action.

This Company reserves the right to remove from site and suspend from work any employee suspected
to be in breach of this policy through misuse of alcohol or drugs, pending further investigation.

Any employee found to be in breach of legislation and/or either Company or Client police or rules may
be subject to disciplinary action for gross misconduct that may lead to summary dismissal.

Anyone taking prescribed or over the counter medication should inform his or her manager on reporting
for duty and before actually commencing work.

This Company would prefer to help staff who might have a problem, not penalize them. Staff would
seek help and declare a belief that they have a problem concerning either alcohol or drugs will be dealt
with sympathetically by the Company and support will be given where possible.

___________________________________ ______________
CEO APPROVAL DATE

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