Fitness for Work Policy

Purpose. This policy sets the expectation that every worker presents fit for work, free of the effects of alcohol, drugs and fatigue, because the plant, cranes, vehicles and hot work used at Ironbark are unforgiving of impaired judgement.

1.Purpose and scope

Operating lathes, cranes, welding equipment and site vehicles while impaired puts the worker and others at serious risk. This policy applies to all employees, apprentices, labour hire personnel and contractors at every Ironbark site and on customer sites. Many mining and quarry customers apply their own fitness for work rules and Ironbark workers must comply with those rules as a condition of site access.

2.Alcohol and drugs

Workers must not attend work, operate plant or drive company vehicles while affected by alcohol or drugs, including prescription medication that impairs performance. The company will conduct testing before entry to customer sites that require it, after incidents where impairment is a possible factor, and at random across the workforce. A worker who is taking prescribed medication that carries an impairment warning must tell their supervisor before starting work.

• Blood alcohol limit for all work is zero
• Testing will be carried out by an accredited provider
• A positive result will result in removal from the workplace for the shift and a formal process
• Support through the employee assistance program will be offered before disciplinary action where appropriate

3.Fatigue

Shutdown work often involves long shifts and travel. Workers must not work more than fourteen hours in a day including travel and must have at least ten hours break between shifts. Supervisors must plan rosters to meet these limits and must send a worker home, with pay for the rostered hours, if the worker is too fatigued to work safely.

4.Self-reporting and reporting concerns

A worker who believes they are not fit for work for any reason must tell their supervisor before starting work. A worker who believes a colleague is not fit for work must raise it with the supervisor immediately. Raising a concern in good faith will never be treated as a disciplinary matter.

5.Responsibilities and review

Supervisors must observe their teams at the start of every shift and act on signs of impairment or fatigue. The General Manager owns this policy and will review it annually with the health and safety committee.