Alcohol and Drug Abuse Policy
ITSA requires people to be fit for work and free from impairment that endangers themselves, others, information or property. This policy applies during work, business travel, on-call response, driving, remote duties and customer-site activity. It combines immediate safety controls, fair assessment and access to appropriate support.
1 Prohibited conduct and fitness
Do not work, drive, operate equipment, access safety-critical systems or attend a customer site while impaired by alcohol, unlawful drugs, misused medication or another substance. Do not possess, distribute, sell or consume unlawful substances at work or use ITSA resources for that purpose. Comply with lawful site restrictions and applicable road-traffic rules.
ITSA requires no alcohol consumption before or during safety-critical work, including driving, electrical tasks, work at height, machinery, heavy lifting and emergency response. A statutory driving limit is not a workplace permission to consume alcohol. If on-call and unable to respond safely, notify the responsible supervisor immediately so that another competent person can be arranged.
2 Medication voluntary disclosure and events
Use prescribed medication as directed. If it may affect alertness, coordination or judgement, seek clinical advice and tell the responsible supervisor about necessary work restrictions before hazardous duties, without providing unnecessary diagnoses. The supervisor must consider temporary reassignment, safe transport or fitness advice. Medical information must be restricted and handled confidentially.
Alcohol at a specifically authorised company social event must not be provided in a way that pressures participation or permits harassment or unsafe conduct. No person may resume safety-critical duties or drive while unfit. Arrange safe transport where necessary. The authorisation of an event does not override a client-site prohibition, lawful age restriction or this policy's fitness requirements.
3 Responding to suspected impairment
A supervisor who reasonably suspects impairment must prioritise safety, remove the person from hazardous duties, arrange a private discussion and obtain another responsible observer where practical. Record objective signs and relevant facts, including the person's explanation, rather than labels or assumptions. Fatigue, illness or a medical emergency may resemble intoxication and must be considered.
Do not allow an apparently impaired person to drive away or perform hazardous work. Arrange safe assistance, medical assessment or transport as appropriate, seeking emergency care for concerning symptoms. Do not use restraint, searches or disclosure beyond lawful authority. Immediate removal from a task is a precaution, not a disciplinary finding.
4 Testing safeguards
Testing may be used only under a lawful, necessary and proportionate documented procedure communicated in advance, taking account of the Labour Act, privacy, the task's risk and any binding agreement. It must not be introduced through arbitrary demands or discriminatory selection. Reasonable-suspicion, post-incident or safety-critical testing requires an identified legitimate basis; no blanket random-testing programme is established by this policy alone.
Explain the reason, method, handling of results, limitations and available challenge. Use trained authorised personnel, suitable calibrated equipment, chain-of-custody controls and confirmatory clinical or laboratory testing where needed. A screening result does not necessarily prove impairment, and residual detection of a substance does not establish current inability to work. Consider legitimate medication and medical advice.
Protect dignity and confidentiality and give an opportunity to explain or challenge a result. Refusal to test must be assessed individually against the lawfulness and reasonableness of the request and the person's reasons; it is not automatically proof of intoxication or grounds for dismissal. Seek appropriate labour or clinical advice where needed.
5 Support dependency and return to work
Encourage early voluntary requests for help. The person responsible for HR or the Managing Member should discuss available clinical assessment, counselling or rehabilitation options and leave or adjustment arrangements, subject to applicable law and available resources. ITSA does not promise an existing employee-assistance programme, paid treatment or a guaranteed external provider unless separately arranged.
Assess dependency, health and incapacity issues on their facts and distinguish them from deliberate misconduct. A reasonable return-to-work plan may include fitness advice, agreed restrictions, support and follow-up appropriate to the role. Disclosure seeking help must not itself trigger retaliation. It does not remove the duty to report for work safely or excuse unrelated wrongdoing.
6 Fair process records and accountability
Investigate alleged breaches fairly, considering reliable evidence, task risk, medical factors, consistency and alternatives. Apply lawful discipline or incapacity procedures and allow a meaningful response and required representation. There is no automatic dismissal rule based solely on suspicion, a screening result, a voluntary disclosure or a request for treatment.
Restrict records to people with a lawful need and retain them only for an appropriate purpose and period. Supervisors normally need fitness and restrictions, not detailed clinical data. Train relevant supervisors and personnel, review incidents and this policy annually, and address customer-site coordination before work. Concerns or retaliation can be raised through the Whistleblower Policy or appropriate labour channels.