BG Brisbane Employee Induction

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Drug and Alcohol Management Policy

1.      Purpose

BG Brisbane  (the Business) has an obligation to provide a safe working environment, so far as is reasonably practicable, for all workers and others in the workplace.

Workers who are impaired by drugs or alcohol present a substantial safety risk to themselves and others in the workplace as being under the influence of drugs or alcohol may affect their judgment, coordination, motor control, concentration and alertness, leading to increased risk of injury or accidents to themselves and co-workers and also unforeseen damage to plant and equipment.

In addition to increasing the risk of serious incidents, drug and alcohol use also increases the potential for absenteeism, substandard performance, poor employee morale and health.

As such, this policy aims to support and enforce Click here to enter text. commitment to creating and maintaining a safe work environment, free from hazards or risks associated with drugs and alcohol and possible impairment in the workplace

2.   Scope

This policy applies to:

2.1    All workers of the Business for the avoidance of doubt, “workers” has the same meaning as defined in the Workplace Health and Safety Act 2011 (Qld) i.e. employees, contractors, subcontractors, outworkers, apprentices and trainees, work experience students, volunteers and PCBUs who are individuals if they perform work for the business.

2.2    All of the Businesses workplaces and other places where workers may be working or representing the Business (e.g. when visiting a customer, client or supplier)

This policy does not form part of any contract of employment or contract for service.

3.     Workers’ Responsibilities

3.1   All workers must:

3.1.1 comply with this policy;

3.1.2 observe all directions from the Business in regards to this policy;

3.1.3  recognise that performance of duties could be affected by alcohol or drugs; and

3.1.4 immediately notify the Business if they are aware of any breach of this policy by another worker.

3.2  Subject to any disclosures required by law, any notifications received by the Business will be treated confidentially. Failure to report any                        breach of this policy by another worker may itself constitute a breach of this policy.

3.3    Except as set out in this policy, workers must not:

3.3.1  attend work, commence work, continue work or return to work having consumed alcohol and/or drugs, such that it may impair their                            performance and/or result in them being in breach of the law;

3.3.2 consume drugs and/or alcohol at the workplace; or

3.3.3 possess, distribute, sell, use or consume illegal drugs in the workplace.

3.5   Such conduct constitutes serious misconduct. It may also constitute a criminal offence, in which case the Business may notify the police, or                  other appropriate government authority.

3.6   Any worker who is using prescription or over-the-counter medication that may impair them in the performance of their normal duties, must                report the medication and potential effects to the Business, prior to commencing work.

4. Management Responsibilities

4.1   The management of the Business is responsible for maintaining a harmonious and healthy work environment.

4.2   Management must also ensure that the work performance of workers, visitors and third parties is not impaired or impacted by the effects of               alcohol or substance abuse within the site and at external functions as a representative of the Business.

4.3  The management of the Business supports the importance of Brisbane Markets Limited’s promotion of safety within the Brisbane Markets site,            including the requirements of the Brisbane Market Regulations.

5.    Drug and Alcohol Testing Process

5.1  If the Business suspects, on reasonable grounds, that a worker is under the influence of drugs or alcohol in breach of this policy, the Business              will take steps to address the issue. Reasonable grounds may include (but are not limited to) where the worker:

5.1.1  is unable to co-ordinate their actions;

5.1.2 has red or bloodshot eyes, or dilated pupils;

5.1.3 smells of alcohol;

5.1.4 has slurred speech;

5.1.5 acts contrary to their normal behaviour;

5.1.6 exceeds alcohol concentration limits applicable to the task they perform or may be called on to perform;

5.1.7 is not behaving in a professional and competent manner and in accordance with the business standards; or

5.1.8 otherwise appears to be impaired or affected by drugs or alcohol.

5.2   Workers may be subject to drug and alcohol testing as follows:

5.2.1 pre-employment or pre-engagement ;

5.2.2 random ‘drug and alcohol testing’ as determined by either the Business, Brisbane Markets Limited’s site testing program or any                                      other third party as required;

5.2.3 for cause testing should they be reasonably suspected of being under the influence of drugs or alcohol in breach of this policy;

5.2.4 following involvement in a workplace incident/accident; and

5.2.5 returning to work following an absence from a positive drug or alcohol test result prior to resuming their work duties.

6. Breach of Policy

6.1   A worker will breach this policy if he or she records a positive test result, even if the worker is not impaired. A positive test result is described             as follows:

6.1.1  A positive test result for drugs will be to the relevant levels in the Australian Standard 4760:2019;

6.1.2 A positive test result for alcohol will be a blood alcohol concentration (BAC) of equal to or more than 0.05g/100ml (0.05%);

6.1.3 The exception to the point above are those workers who are involved in the following high risk activities, who, if tested, must                                             provide a BAC of 0.00g/100ml (0.00%):

      • operation of forklifts and vehicle loading cranes;
      • operation of commercial and heavy vehicles;
      • handling hazardous chemicals;
      • operation of fixed rotating machinery, e.g. lathes, drill press, belt grinder;
      • operation of power tools, including chainsaws; or
      • welding and/or grinding activities.

6.2   Any discussions with a worker about the results of drug or alcohol testing will remain confidential so far as is possible to protect a worker’s                  privacy.

6.3   A worker will also breach this policy if he or she refused to submit to a test as per the requirements of this policy.

7.      Disciplinary Action

7.1 Workers are subject to disciplinary action up to and including termination or instant dismissal of employment or engagement if they:

7.1.1 report for duty in an intoxicated manner;

7.1.2 consume alcohol and drug substances in the workplace;

7.1.3 provide and/or encourage other staff to consume alcohol or drug substances at the workplace;

7.1.4 return a positive alcohol test or a non-negative drug test, which is confirmed as positive through secondary testing; or

7.1.5 refuse to submit to a drug or alcohol test as required by either the employer, Brisbane Markets Limited’s site testing program or any                              other third party as required.

7.2  Where a worker returns a positive reading to an alcohol test or a non-negative result for a drug test, a repeat test will be immediately                              conducted if requested by the worker concerned, so as to confirm the initial result.

7.3   Where a non-negative result is returned for a drug test, the worker will be requested to undertake a second test which will be analysed in a                    laboratory so as to confirm a positive or negative result.

7.4    A positive or non-negative result, or refusal to take a test, will result in the worker having their Forklift Operators Permit suspended                               immediately by Brisbane Markets Limited and the following process will apply:

7.4.1  The worker is not to commence work or return to normal duties if a positive alcohol test is returned.

      •  the confirmed positive test result is to be recorded on the worker’s employment file;
      •   the worker will be transported from the workplace to their home address;
      •   the worker must present for work on the next working day and provide a negative test result; and
      •   the worker will be required to utilise their sick leave, or other available leave entitlements, until they are capable of providing a        negative test.

7.4.2  The worker is not to commence work or return to normal duties if a non-negative drug test is returned;

      • A second test is conducted immediately to provide confirmation of the result by an accredited 4760 laboratory;
      • The worker will be transported from the workplace to their home address; and
      • The confirmatory results will be received by the Business and/or BML.
          1. If the confirmatory test result is negative, the worker is fit for duties and can either commence or resume work; or
          2. Should the confirmatory test show a positive result, then the worker is deemed unfit for duties and suspended.
            • The worker will be transported from the workplace to their home address;
            • The worker will be subject to the disciplinary action under this policy
      • The worker will be required to utilise their sick leave, or other available leave entitlements, until they are capable of providing a negative test.

7.4.3 The worker refuses to undertake a drug test they will be disciplined in accordance with this policy and be stood down until such time as                         they return a negative test.

8.    Education and Training

8.1      All workers (including new workers) will be provided with education about the effects of drugs and alcohol in the workplace in conjunction                   with this policy.

8.2       By completing the following Worker Acknowledgement you have acknowledged that you have been provided with, read and understood                        information on:

8.2.1  The effects of drugs and alcohol in the workplace;

8.2.2 The consequences of being under the influence of drugs and alcohol in the workplace;

8.2.3 The company Drug and Alcohol Management Policy (including the testing process)


It is well known that the use of alcohol and other drugs can have a harmful effect on the health, safety and wellbeing of
individuals, either within or outside a work environment. In a workplace, this harmful effect potentially extends to
the health and safety of colleagues, co-workers, customers and to the workplace in general.
The use of alcohol and other drugs, even in small amounts, can have a variety of effects on users :

  • performance issues,
  • Mood changes and risk taking behaviour including violence
  • poor judgement & reasoning,
  • loss of control and coordination,
  • ability to concentrate
  • reduced alertness.
  • a negative impact on some of our social interactions.
  • Long term health effects (ie liver disease, brain damage)

On a worksite, the use of alcohol and other drugs may result in:

  • mistakes,
  • accidents and injuries
  • damage to workplace equipment, causing subsequent injuries
  • a deterioration in workplace relationships
  • increased sickness-related absenteeism
  • lateness and lost time
  • a decrease in productivity
  • a decrease in staff morale

The residual effects of alcohol consumption (a ‘hangover’) may also impair work performance, especially memory
retrieval processes.

Alcohol and other drug use can lead to long-term health problems for workers who may experience an increase in mental, physical and social problems and generally take longer to recover after an accident or illness. The use of alcohol and other drugs can also lead to increased risks or unpredictable behaviour when combined.
For example, alcohol can magnify the effect of sleeping pills, tranquilisers, cold remedies and cannabis.

For Help or More Information:

Adis 24/7 Alcohol and Drug Support

Adis 24/7 Alcohol and Drug Information Service offers confidential and anonymous telephone counselling and information for individuals, parents, and concerned others.

Adis can undertake telephone assessments, provide information about the effects of specific drugs and provide advice on various treatment options.  They can also help clients contact the best service for their needs.

Adis also manages two specialist services:

  • Clean Needle Helpline: information about safe disposal of injecting equipment and location of needle and syringe programs.
  • Community Services Information Line: contact details and advice about specific services to meet your needs.

Adis is available 24 hours, 7 days a week by calling 1800 177 833 (freecall) or visit their website :