Drugs and Alcohol Management Procedure

Consultation, Communication, and Information

The Drugs and Alcohol Management procedure is to be made available to all subcontractors engaged on HY projects prior to their workers commencing at the workplace and be communicated to all workers during the site induction process.  Subcontractors will be informed of their responsibilities and that of their workers in relation to compliance with this procedure at time of tender.

Other communication and consultative processes used within in the workplace to raise drug and alcohol awareness may include but are not limited to:

• General Company inductions
• Site inductions
• Site presentations e.g. Construction & Other Industry Drug Alcohol Program, MIC
• Consultative group meetings
• Toolbox meetings
• Newsletters, hazards alerts
• Site notice boards

Education and Training

HY recognises the importance of developing a workplace culture through education and training where workers are prepared to encourage each other to be safe and not enter the workplace while under the influence or affected by drugs and/or alcohol while at work.

DRUGS AND ALCOHOL MANAGEMENT TRAINING

The following training is to be completed by HY Site Staff:

• Drug and Alcohol General Awareness training, which covers:
  • The health and safety implications of drug and alcohol use.
  • Medications which may affect the worker’s ability to work safely.
  • Medications and other factors which may trigger a non-negative.
  • Recognition of the early indication of drug and alcohol abuse.
  • The adverse effects that drugs and alcohol may have on health, and the related risks to safety and the environment.
  • Treatment and rehabilitation, including HY’s Employee Assistance Program (EAP).
  • Resources available for counselling and/or rehabilitation and the procedures for obtaining assistance or referring workers for assistance.
  • The contents and requirements of this drug and alcohol clause.
  • Levels of drug and alcohol consumption.
  • The use of available alcohol testing equipment for personnel who wish to test themselves voluntarily before the start of their normal shift.
• Reasonable cause indicators

DRUGS & ALCOHOL EMPLOYEE WORKSHOPS

Information is to be made available to workers on site (e.g. as part of site induction). Topics include:

• Expectations for Fitness for Work
• Types of testing (Voluntary/Self, Random, Targeted, Post Incident Testing, Return to Work, For-Cause)
• Training
• Support for persons undertaking testing
• Refusal to undergo tests or comply with testing procedure
• Testing Process
• Actions which shall be taken when a Worker returns a Positive Result to an alcohol or drugs test.
• Support Services

EDUCATION BY SUBCONTRACTORS

Subcontractors are required to provide education to their workers including:

• Information sessions on roles and responsibilities under relevant legislation
• The need for early recognition and detection of drug and alcohol abuse within the workforce
• Provision of relevant alcohol and drugs awareness literature, including information about the adverse effects that drugs and alcohol may have on health and the related risks to safety
• Toolbox talks and other meetings
• Specialist programs presented by external representatives.

Subcontractors should also provide practical guidelines and training to managers and supervisors for dealing with persons who may be affected by alcohol or other drugs, including the correct application of disciplinary sanctions.

Drugs and Alcohol in The Workplace

FUNCTIONS

Periodically, HY may organise, endorse, sponsor, or allow social functions where a limited amount of alcohol may be consumed to celebrate various achievements, successes, or milestones. Socially acceptable behaviour is expected, and responsible service of alcohol applies. 

POSSESSION, PURCHASE, SALE OR CONSUMPTION

Workers must not have drugs in their possession, for purchase, sale or for consumption at the workplace, except for:

• drugs prescribed by a medical practitioner and used as prescribed; or
• non-prescribed drugs (being over the counter medications) and used in accordance with manufacturer’s instructions

Possession, purchase, sale or consumption of illicit drugs at the workplace will be considered serious misconduct. 

DRUGS & DRUG PARAPHERNALIA

Should drugs or drug related paraphernalia be found on site, HY site supervision is to be contacted immediately.  The HY supervisor will:

• Notify State/Regional HSE Manager
• Photograph the material, substance or paraphernalia
• Secure items and record details e.g. date, what, where, who found the substance
• Ensure that appropriate precautions are taken when handling/removing the drugs and/or paraphernalia e.g. gloves, sharps container
• Ensure a responsible HY person is present when handling/removing the drugs
• Ensure that the drugs or paraphernalia are not destroyed

PRESCRIPTION AND NON-PRESCRIBED (OVER-THE-COUNTER) MEDICATIONS

Workers taking prescribed medication should find out how it affects them by consulting their doctor.  During this consultation workers should explain their work duties to the doctor in order to determine if their ability to work safely will be affected by the medication.  Wherever possible, workers should ask the pharmacist about the short and long term effects of non-prescribed medication and whether their ability to perform their work duties safely may be affected.  Any directions or warnings on the medication should also be read carefully and followed.

If a worker’s ability to safely perform their normal work duties is affected by taking medication, the worker should obtain this advice in writing from the medical practitioner and/or pharmacist and provide it to their supervisor, and worker representative if they so wish, as soon as practicable.

Any worker required to participate in drug testing is obliged to declare to the tester, any medication taken immediately prior to the test being conducted. Such information will be kept confidential and only used in determining if such medication has contributed to or caused a non-negative result. 

COMBINING MEDICATIONS

Workers should be aware that combining different medications may increase the intensity or completely alter the effect of the medication.  It is advisable for workers to seek advice from their doctor or pharmacist about any possible side effects arising from mixing medications.

SAFEGUARDS FOR MEDICATION USE

If a worker knows or feels that their ability to work safely may be affected because of medication, prior to commencing work the worker should inform their direct supervisor and safety advisor that they are taking medication and of the effects of the medication. 

It is not necessary for the worker to disclose the illness for which they are taking the medication.  The provision of such information is kept in confidence.

If the worker can perform their usual work duties safely, the supervisor should monitor the worker to ensure there are no signs of performance impairment.

If the worker is unable to perform their usual work tasks safely, the worker should not commence or return to work.

SUPPORT, COUNSELLING AND ASSISTANCE

HY recognises that some people may require treatment and/or support for drugs and/or alcohol related issues.

HANSEN YUNCKEN WORKERS

If a HY worker suspects they have a dependency condition related to drugs and/or alcohol they are encouraged to make use of the HY Employee Assistance program (EAP) and seek appropriate support and assistance.

Where requested by a HY worker, the State/Regional HSE Manager and/or HR Manager/Advisor will facilitate the provision of support consistent with the HY Employee Assistance Program (EAP).

With the approval of the Business Unit Manager, personal leave benefits, long service leave, annual leave (where accrued) or unpaid leave may be available to the worker undertaking drug and/or alcohol rehabilitation or counselling.  Such approval should not be unreasonably withheld.

Where the worker takes up the offered support the employer will assist the individual in developing a structured process to manage their fitness for work issue.  The details of the plan should be agreed between the parties and may include the aim of the process, the actions to be taken, the progress reporting procedure, the review date, and the timeframe for return to work.

In the event of suspension due to the return of a positive result, the State/Regional HSE Manager and/or HR Manager/Advisor will, in consultation with the worker, develop a structured process to ensure the worker’s successful return to the work environment.

SUBCONTRACTOR WORKERS

As part of addressing drug and alcohol issues in the workplace, all subcontractors are strongly encouraged to make arrangements for the provision of an Employee Assistance Program (EAP).

Drug and Alcohol Testing

The following drug and alcohol testing may be undertaken at HY project sites. Any project specific requirements are documented in that project’s Work Health & Safety Management Plan (WHSMP).

TEST TYPES

The options for testing are:

• Voluntary / Self-testing 
• Random Testing
• Targeted Testing
• Post Incident Testing
• Return to Work testing
• For-Cause Testing

If any of these testing types are in use as per documented in the project’s WHSMP or DAMP, testing is to be conducted in accordance with the following:

VOLUNTARY / SELF-TESTING 

A facility for self-testing for alcohol will be available for workers prior to presenting for work and for use following a prescribed function.  A wall mounted breathalyser or hand held breathalyser will be located in a clearly defined and accessible area within / near the site amenities that can be accessed prior to entering the site.

Workers who suspect they may be affected by drugs are encouraged to voluntarily attend a recognised drug & alcohol testing facility or a General Practitioner prior to entering the workplace.  Voluntary drug testing must be conducted in the workers own time.

Workers undertaking self-testing for alcohol and/or voluntary testing for drugs do so on their own accord, therefore no documentation is recorded by HY.

Workers who return a positive self-test/voluntary result should report it to their supervisor and must not undertake any work.

RANDOM TESTING

Random testing is to be conducted at least once per month on site.  Sampling for Random Testing is to be conducted using one of the following methods:

Marbles

• A bag of marbles numbered 0 to 9 are to be available on site on the day selected for testing.
• A representative of the Tester selects a marble from the bag. This is to be witnessed by the Site Manager and HSR(s) if elected.  The number selected is recorded and the marble returned to the bag.
• Site Office staff and workers are selected for testing if the last number of their HY Site Induction number is the same as the number of the marble selected.  The Site Induction number of the person selected is recorded on the test records maintained by the Tester.
• Site Visitors are required to draw a marble from the bag. If the marble selected is the same as the marble selected by the Tester, the Site Visitor is selected for testing.

Random Generator

• List of workers to be tested are generated using random number generating software/app
• Each worker must be able to be identified by a number
• The software must contain numbers for all workers at the worksite. Software is then used to generate a list of random numbers that then correlate to workers.

The above process shall continue until the following minimum numbers have been achieved;

• where there are less than 30 workers on site – at least 10% of the workforce per month
• where there are 30 to 100 workers on site – a minimum of 5 workers per month 
• where there are greater than 100 workers on site – a minimum of 10 workers per month

The following people are to be tested but excluded from the numbers above:

• Site visitors or volunteers are selected for a random test
• Workers who have previously tested positive and are being tested as part of their return to work requirements

TARGETED TESTING

High Risk Construction Work (HRCW) activities will be targeted, selection based on the project High Risk Identification process.  The Site Manager is to select one or more subcontractors identified as undertaking HRCW for the month.

The targeted testing process may include but is not limited to workers:

• Who are undertaking / exposed or likely to be exposed to HRCW
• Across various locations or areas throughout the workplace e.g. a specific level of a multi-level structure
• From a specific work group / trade or subcontractor

Workers to be subject to testing shall be randomly selected from the signoff record of the relevant SWMS. Sufficient workers shall be selected to achieve the following;

• Where there are less than 30 workers who have signed the SWMS at least 10% shall be selected for each Subcontractor.
• Where there are 30 to 100 workers who have signed the SWMS – a minimum of 5 workers shall be selected for each Subcontractor.

Specific activities

The HSE Coordinator shall liaise with the State/Regional HSE Manager to identify specific activities that may be subject to targeted testing. These may include but are not limited to;

• Tower crane erection or decommissioning
• Heavy lifts
• Activities near or adjacent to the public or significant assets

POST INCIDENT TESTING

The decision to perform testing post incident is to be determined by the Project Manager.

Workers are to be supervised by the Project Manager (or delegate) continually from the time of the incident until they have completed all testing required.  For privacy reasons, the worker may request the Project Manager (or delegate) to leave the room during the testing process.

Post Incident Testing will be conducted as soon as practical and when it is safe to do so.  The HSE Coordinator or State/Regional HSE Manager will arrange for the testing of the worker(s).

An injured person who requires immediate medical attention may only be tested when it is appropriate.  This will be determined by the State/Regional HSE Manager and/or HSE Coordinator in consultation with suitably trained medical personnel.

RETURN TO WORK TESTING

A worker who has provided a positive result is required to provide the HY HSE Coordinator with a negative return to work test result before returning to a HY project.  The worker may choose to provide the report from a test conducted at either an accredited test facility or General Practitioner.

When the worker returns to a HY project after having recorded a positive result they will also be required to undergo testing by participating in three random tests over the three month period.

FOR-CAUSE TESTING

Where a worker’s behaviour indicates that they may be impaired due to alcohol or drugs, a formalised assessment must be completed.  Two Responsible Persons are required to make an assessment using the For-Cause Assessment form.

Where a worker’s workgroup is represented by a HSR the HSR shall be consulted and engaged in the assessment process. Testing will only be undertaken after both Responsible Persons have completed the formalised assessment and both concluded testing is warranted.

For-Cause testing may also take place where HY learns, from a credible source, that the worker is at risk of impairment of drugs and/or alcohol, or where the worker is observed (whether by HY or a credible source) using, possessing, distributing or consuming drugs or alcohol during work time or during any breaks, whether on or off site.

The Responsible Persons are to request a discussion with the worker in a private location.  The privacy of the worker is a priority and the discussion should be held away from other workers.  The worker may request a Support Person to be in attendance.

The worker is to be clearly informed by the Responsible Persons of the indicator(s) upon which reasonable suspicions are based.

The worker is to be given an opportunity to explain their behaviour.  A person may appear to be affected from alcohol or drugs but not necessarily have taken any such substances.  For example, the worker may be suffering the side effects of medication prescribed by their treating doctor or suffering from sleep deprivation because of a personal trauma or concern.  

Where the Responsible Persons assess that the worker appears unable to continue working in a safe manner as a result of other factors they will:

• Consult with the worker’s employer as to the availability and suitability of alternative duties or other control measures to ensure the worker’s safety and the safety of others at the project, or
• Make arrangements for the worker leave the project until they are fit to resume duties.

Testing Protocols

TESTERS

Drug and alcohol testing is only to be undertaken by Testers who have been authorised by HY as follows:

• Independent third parties who are certified for drug and alcohol testing in accordance with the current versions of AS 3547, AS/NZS 4760 and AS/NZS 4308
• Personnel who are trained in alcohol testing, including training in AS 3547, the breathalyser used, and the HY Drug and Alcohol Management procedure

Privacy and Confidentiality

Testing is to be conducted in a location that to all reasonable extent possible maintains the privacy and dignity of the individual.

All information gathered as a result of drug and alcohol testing is collected in such a way that that maintains confidentiality as follows:

• Information related to drug and/or alcohol testing is not disclosed to any person or persons other than authorised officers of HY, the worker’s employer, and a representative/s authorised by the worker
• HY will only release information to a third party as required by law
• The General Manager and Business Unit Manager are authorised to access, delegate and assign authority for access and use of the information obtained under this procedure, including but not limited to authorised government agencies and insurers (for claims submissions, where applicable)

Records management

HY records pertaining to test results are to be regarded as confidential information and access to be restricted to those who have a genuine requirement to access the results of the drug and/or alcohol test.  Records of positive test results are to be retained in a secure facility for a period of seven (7) years.

Workers Selected for Testing

A worker selected for testing:

• Is required to present themselves for testing immediately
• Must provide photographic evidence of their identity (e.g. driver’s license)
• May request the presence a support person to witness the test.  The presence of a support person must not in any way affect or hinder the testing process or the results of the testing.
• Must not consume food or drink for 15 minutes prior to the Initial Test.  Smoking is also not permitted as it may distort the test results.

Testing of a worker under the age of 18 (or a work experience person) is to be referred to the HY HR Manager/Advisor and an appropriate parent or guardian informed that testing is to take place.  A parent or guardian who wishes to attend must do so promptly, and no later than one hour from the time that they are notified of the requirement for a test.  Alternatively, the underage worker may nominate a Support Person.

Should a worker refuse to undertake a drug and alcohol test or comply with testing procedure as described by the tester:

• The Tester will immediately inform the HY Manager who will attend the testing area
• The worker will be offered the test again.  If the worker still refuses to take the test, the HY Manager will discuss the refusal and likely consequences with the Worker and try to determine the reasons for refusal.  After consultation, the worker will be re-offered to take the test.  This will be the third and final offer to be tested.
• If the worker still refuses and in the absence of a reasonable excuse the refusal will be treated as a Positive Result.

The worker must undertake the testing procedure as directed by the tester and not damage, interfere or in any way attempt to adversely influence the outcome of the testing process.

Serious Misconduct

The following are classified as Serious Misconduct with regards to drugs and alcohol:

• Possession, purchase, sale or consumption of illicit drugs
• Abusive or aggressive behaviour
• The return of a third positive drugs or alcohol test result from Random, Targeted, Post Incident or Reasonable Cause testing
• The return of a second non-negative or positive test result by a Visitor
• Tampering, damaging or interfering with test facilities or samples
• Failure to follow directions given by the tester during the testing process

Serious misconduct will result in the worker or visitor being prohibited from any HY workplace for a period of not less than 3 months.

Testing Methods

In respect of alcohol and any of the substances listed below, subject to testing detectable levels, there is a zero level tolerance to drugs and alcohol on HY projects.

ALCOHOL

The breath alcohol concentration limit for workers and other persons at a HY project is 0.00% BAC.

Workers identified to participate in alcohol testing will be required to carry out a test using a calibrated breath testing device as per AS 3547:2019.  The test will be conducted by a Tester.

If the first test has a reading above 0.00% BAC then a second test will be carried out fifteen (15) minutes after the first test.  If the second test has a reading above 0.00% BAC then the result will be recorded as a positive result.

If the worker presents a positive result, their employer will be expected to make arrangements to transport the worker to their place of residence.

Where a worker presents a negative result, the worker will be permitted to resume their normal duties.

DRUGS

The following substances are tested for as part of drug testing:

• Opiates
• THC
• Cocaine
• Benzodiazepines
• Amphetamine
• Methamphetamine

Test cut off concentrations are in accordance with:

• AS/NZS 4760:2019 – Procedures for specimen collection and the detection and quantitation of drugs in oral fluid
• AS/NZS 4308:2008 – Procedures for specimen collection and the detection and quantitation of drugs of abuse in urine

Declared medication

Workers required to undertake drug testing may choose to declare any medication taken immediately prior to the initial test being conducted.  Such information is kept confidential and only used in determining if such medication has contributed to a non-negative result. 

Initial Drug Test

Workers identified to participate in a drug test will be required to undergo an oral swab test as per AS/NZS 4760:2019.  The initial test will be conducted by a Tester.

Negative result

Where a worker presents a negative result, the worker will be permitted to resume their normal duties.

Non-negative result

If a worker returns a non-negative result, they will be required to provide a second sample (confirmatory test sample) to be taken fifteen (15) minutes after the initial test.

The confirmatory test sample will consist of an “A & B” sample to be forwarded to a certified laboratory.  The “A” sample will be tested to provide a confirmed result while the “B” sample will be retained should the worker wish to have it tested by an alternative certified laboratory.

Once the worker has provided a sample for confirmatory testing, the HY Manager will be advised.  A worker who returns a non-negative test result will:

• Be required to leave the workplace immediately and be stood down pending the receipt of a confirmatory result. The worker’s employer is to make arrangements to transport the worker to their place of residence.
• Not be able to return to a HY workplace until confirmatory test results are made available (generally within 48 -72 hours)

Confirmatory Drug Test

Negative result

The Certified Laboratory will forward the results to the HSE Coordinator who will then advise the worker and their employer that the confirmatory test result was negative.  The worker will be permitted to resume their normal duties.

Positive and consistent with declared medication

Upon receipt of the confirmatory test report, the worker and their employer will be advised in writing that the confirmatory test was positive and consistent with the medication disclosed by the worker.

The worker will not be permitted to return to the workplace until they can prove they are fit to return to work.

Positive and not consistent with medication

Upon receipt of the confirmatory test report, the worker and their employer will be advised in writing that the confirmatory test was positive and inconsistent with the medication disclosed by the worker.

Such a result will be recorded as a positive result.

Non-Negative Results (Visitors)

A visitor returning a non-negative result will be required to leave the workplace immediately.  A record will be kept of the Visitor’s name and their employer notified. 

Any subsequent non-negative result by the same Visitor will be classified as Serious Misconduct.

Inconclusive Test Results

Should a worker return two inconclusive test results in succession over a thirty minute period the worker will be requested to provide a urine sample for testing to be conducted within the following hour.

The taking of the sample and subsequent urine testing is to be conducted in accordance with AS 4308: Procedures for specimen collection and the detection and quantitation of drugs of abuse in urine.

If the worker refuses to provide a urine sample and in the absence of a reasonable excuse the refusal will be treated as serious misconduct.

Positive Results

The following sets out the action that will be taken when a worker returns a positive alcohol or drugs test result.

Subcontractor Worker

First occasion

A worker who has received a positive result following testing will: 

• Be informed their behaviour constitutes misconduct
• Receive documented verbal caution with employer formally notified of caution   
• Be made aware of the consequences of testing positive
• Be reminded of their obligations to present, and remain, in a fit state at work
• Be provided with information as to relevant counselling, rehabilitation and support services
• Be required to attend a predetermined drug and alcohol awareness training program before returning to a HY site
• Be required to return a “negative” result before returning to the workplace
• Be required to agree to “return to work testing” for a period of three months upon their return to a HY site
• Re sit the HY General induction before recommencing on any HY project

Second occasion

A Worker who has received two (2) Positive Results following testing will:

• Be informed their behaviour constitutes serious misconduct
• Be issued with a formalised written warning
• Made aware of the additional consequences of a second positive test
• Reminded of their obligations to present, or remain at work in a fit state
• Be offered counselling and support by their employer
• Be required to attend a suitable drug and alcohol awareness training program before returning to a HY site
• Be required to return a “negative” result before returning to the workplace.
• Be required to agree to “return to work testing” for a period of three months upon their return from suspension.
• Re sit the HY General induction before recommencing on any HY project

Third occasion

The return of three positive results for alcohol and/or other drugs by a worker will be classified as Serious Misconduct.

Hansen Yuncken Worker

A HY Worker who has received a positive result following testing will be informed such a result is considered to be a breach of their employment conditions.

State/Regional HSE Manager and HR Manager/Advisor will, in consultation with the Business Unit Manager, facilitate the immediate implementation of the relevant HY misconduct / disciplinary procedure.

First occasion

Be stood down without pay immediately pending consultation with Business Unit Manager, HSE Manager & HR Representative 

• Be informed the positive test result constitutes misconduct 
• Receive a written warning and have the details placed on file
• Be made aware of the consequences of testing positive
• Be reminded of their obligations to present, or remain at work in a fit state
• Be offered counselling and support in the form of the established EAP 
• Be required to attend a predetermined drug and alcohol awareness training program before returning to any HY workplace
• Undergo a re induction into Hansen Yuncken policies and procedures before recommencing on any HY workplace
• Be required to return a “negative” result before returning to the workplace
• Be required to agree to “return to work testing” for a period of three months upon their return to the workplace

Second occasion

A HY Worker who has received a second Positive Result following testing will:

• Be stood down without pay immediately pending consultation with Business Unit Manager, State/Regional HSE Manager & HR Representative  
• Be informed of the consequences of testing positive and their obligations to present, or remain at work in a fit state
• Be informed second positive result may result in the dismissal of the Worker consistent with the relevant HY misconduct /disciplinary procedure and the Workers employment conditions
• Be informed their behaviour constitutes serious misconduct 
• Receive a written warning and have the details placed on file
• Be informed of the additional consequences of a second positive test 
• Be reminded of their obligations to present, or remain at work in a fit state 
• Be offered counselling and support through an appropriate provider
• Be required to attend a suitable drug and alcohol awareness training program before returning to a HY site
• Be required to return a “negative” result before returning to the workplace
• Agree to “return to work testing” for a period of three months upon their return from suspension

Third occasion

A HY Worker who has received three (3) Confirmed Positive Results for alcohol and/or drugs will be stood down immediately and dismissed.

Definitions and Abbreviations

BAC – measurement of alcohol in the body, in grams of alcohol per 100 millilitres of blood and recorded as a percentage

Building Work – building work as defined in the Building and Construction Industry (Improving Productivity) Act 2016

Certified Laboratory – a laboratory that meets minimum Australian performance standards set by an accrediting agency being the National Association of Testing Authorities (NATA)

Confirmatory Drug Test – an analytical test performed by a NATA accredited Laboratory to identify the presence of drugs in accordance with the current AS/NZS 4760 or AS/NZS 4308

Illicit Drugs – drugs that are prohibited by law.

Inconclusive Test Result – a test result that shows no result i.e. is neither positive or non-negative

Initial Testing – a valid method used to exclude the presence of alcohol and/or a drug or a class of drugs as provided by AS 3547, AS/NZS 4760 or AS/NZS 4308

Non-Negative Result – an initial drug test result that is at or above the relevant cut-off concentration and therefore does not exclude the presence of a drug or class of drugs.  A result that requires confirmatory testing of the specimen to unequivocally determine the presence or absence of a drug.

Negative Result – a test result below the relevant cut-off concentration or limit of reporting

Positive Result – a test result:

• for alcohol; a confirmatory sample returning a result in excess of the target concentration for BAC
• for drugs; an accredited laboratory confirmatory sample returning a result at, or in excess of, the cut-off concentration for the relevant substance

Prescription medication – medication that is prescribed by a doctor

Responsible Persons – appropriately trained HY Staff/Workers competent to assess fitness for work and for-cause

Support Person – a person chosen by the worker to accompany them during the testing process. This person must be able to attend the workplace within one hour of request. This may be the relevant HSR.

References

• Work Health & Safety Regulation 2011 (QLD), 2012 (SA/TAS) and 2017 (NSW)
• Occupational Health and Safety Regulations 2017 (Victoria) 
• AS 3547 – Breath alcohol testing devices
• AS/NZS 4760 – Procedure for specimen collection and the detection and quantification of drugs in oral fluid
• AS/NZS 4308 – Procedures for specimen collection and the detection and quantitation of drugs of abuse in urine

Associated Documents

• Hansen Yuncken Code of Conduct
• Hansen Yuncken WHS policy
• Hansen Yuncken Fitness for Work Policy
• Fitness for Work procedure
• HY Reasonable Cause Assessment form template