Trackita

Trackita transforms enterprises to improve their technology, processes and people.

Alcohol and Drugs

Purpose: To provide a safe, healthy, and respectful environment that minimizes risks associated with alcohol and drug use.
Scope: Applies to all employees, contractors, and visitors at any company workplace or function, including client sites and company-sponsored events.

On-Duty Use: Consumption or possession of alcohol or illicit drugs is not permitted during working hours or at any workplace unless expressly authorized (e.g., special events).
Impairment: Arriving to work or a client site under the influence of alcohol or drugs is strictly forbidden and may lead to disciplinary action, including termination.
Client Representation: Employees must never present themselves to clients under the influence of any substance that could impair judgment or safety.

Authorized Consumption: Alcohol may be permitted at certain company-sanctioned functions (such as team-building events or client-related gatherings). In these cases:
- Moderation: Employees should consume alcohol responsibly, keeping professional conduct and company reputation in mind.
- Manager Approval: Managers should communicate clearly when and where alcohol is allowed, and set reasonable limits.
Consequences: Any misuse of alcohol, including intoxication or disruptive behavior, may result in disciplinary measures.

Company Vehicles: Operating a company-owned or leased vehicle while under the influence of alcohol or drugs is prohibited.
Personal Vehicles on Company Business: Employees using their own vehicles for work-related travel must comply with all legal limits (e.g., blood alcohol concentration) and company expectations for professional conduct.
Rideshare or Alternate Transport: If an employee believes they are unable to drive safely due to alcohol consumption, they must seek alternative transportation (e.g., rideshare, public transport).

Disclosure: Employees should inform management if they are taking prescription or over-the-counter medication that may affect their ability to perform their job safely (e.g., drowsiness, impaired concentration).
Medical Guidance: It is the employee’s responsibility to consult a healthcare professional regarding any side effects that could impact their work duties.
Fit for Work: Even prescription medications should not render an employee unfit or unsafe to carry out their responsibilities, including interactions with clients.

Employee Support: Where feasible, the company may provide confidential referrals to counseling or rehabilitation services for employees struggling with substance issues.
Early Intervention: Employees are encouraged to seek help proactively if they suspect a substance problem is affecting their wellbeing or performance.

Investigations: Any suspected violation will be handled promptly and in accordance with fair investigation procedures.
Disciplinary Action: Depending on severity, breaches may result in warnings, suspension, or dismissal. Illegal activities may be reported to law enforcement.
Zero Tolerance for Impairment: Safety risks or reputational harm to the company and its clients will not be tolerated under any circumstances.

Regular Review: This policy may be reviewed periodically to ensure it aligns with current Australian laws and industry best practices.
Communication: Any changes will be communicated to all employees and incorporated into onboarding materials for new hires.