DRUG AND ALCOHOL MANAGEMENT PLAN/POLICY (DAMP) …

Royal Flying Doctor Service (Queensland Section)

Title DAMP Policy Document Id D00050359 Parent Human Resources Manual HRM-01 Version 28.0 Chapter Code of conduct Modified 03/10/17

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DRUG AND ALCOHOL MANAGEMENT PLAN/POLICY (DAMP) PART 1

1.1 PURPOSE

To ensure that workplace risks associated with the consumption of alcohol and other drugs (AOD) are

controlled and that all aviation regulatory and other statutory requirements are adhered to. This policy

and its integrated procedures constitutes the Royal Flying Doctor Service (Queensland Section) (RFDS)

Drug and Alcohol Management Plan for the purposes of the Civil Aviation Safety Regulations 1998

(CASAR) Part 99.

1.2 SCOPE

This policy applies to all Royal Flying Doctor Service of Australia (Queensland Section) Limited and

RFDS (Qld) Services Limited (herein referred to as RFDS) employees, contractors and volunteers at all

RFDS locations. The RFDS considers that all employees contribute to the safety of the service and as

such have responsibilities, rights and obligations under this Drug and Alcohol Management Plan (DAMP)

as defined herewith. The scope of the policy extends to the holistic management of alcohol and drugs in

the workplace and is not confined to alcohol and drug testing alone. There is strong evidence that

applying an Alcohol and Other Drugs (AOD) Policy within an organisation assists in minimising alcohol

and drug related incidents.

1.3 POLICY

It is a condition of employment with the RFDS that employees do not consume or be under the influence

of alcohol and other drugs and as such, place themselves or others at risk; breach any legislation and

applicable RFDS policies or bring the RFDS into disrepute, in the course of their work duties. The RFDS

takes the issue of alcohol and other drugs in the workplace very seriously, particularly in light of the

safety critical activities of the services delivered by the RFDS.

This policy serves to strike a balance between supporting and assisting employees who may have

alcohol and drug dependency issues and taking a strong stand against harmful alcohol and drug use.

RFDS will support and facilitate the health, safety and welfare of all employees by:

> Promoting personal responsibility in relation to the consumption of alcohol

> Prohibiting the use of illicit drugs, and

> Promoting responsible and lawful use of prescribed and over the counter medication.

It is RFDS Policy that:

> Illicit drugs will not be tolerated in any RFDS workplace.

> Working under the influence of alcohol or drugs will not be tolerated in any RFDS workplace.

> Individuals feeling affected by prescription drugs will stop work immediately and inform their

supervisor or manager.

> Alcohol will not be consumed during work hours at any RFDS workplace except where alcohol is

available at functions approved in writing by the Chief Executive Officer.

> At management approved functions, each individual is responsible for ensuring that their

consumption of alcohol is kept within legal limits.

> Employees whose performance is affected by alcohol or drugs and therefore fail to comply with

any aspect of this RFDS DAMP, will be subject to RFDS’s performance management process

that may result in disciplinary action, including termination.



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1.4 DEFINITIONS/ABBREVIATIONS

> AOD: alcohol and other drugs

> Approved Laboratory: National Association of Testing Authorities (NATA) accredited laboratory

authorised to interpret AOD tests

> Approved Tester: An authorised person who has completed comprehensive training to enable

them to take body samples for alcohol and drug tests

> ASIC: Aviation Security Identification Card – required for all air crews and other employees who

are required to frequently access a secured area of an airport e.g. airside, hangar

> At Risk Activity: A work-related activity/task with the potential to cause injury or harm to the

employee or others within the work environment

> CASA: Civil Aviation Safety Authority

> CASR: Civil Aviation Safety Regulations 1998

> DAMP: Drug and Alcohol Management Plan

> DAMP Contact Officer: Individuals responsible for liaising with CASA and other authorities

regarding the DAMP and all aspects of the Alcohol and Other Drugs (AOD) program. The DAMP

Contact Officers at the RFDS are the Health, Safety and Environment Manager and the Aviation

Safety Manager

(Contact details available on the intranet)

> DAMP Supervisor: A trained individual who may form an opinion about whether a person is

adversely affected by drugs or alcohol. The DAMP Supervisors at the RFDS include:

o Aviation Line Managers, including Manager of Engineering Operations

o Manager - Clinical and Base Operations

o Flight Standards Pilots

o Senior Base Medical Officers

o Base Services Coordinator

o Delegated representatives of the Executive Leadership Team.

o Other Senior Managers

(Contact details available on the intranet)

> Drug or Alcohol Intervention Program may consist of any of the following:

o assessment

o treatment, including:

- education

- counselling

- consultation with health care professionals

- pharmacotherapy

- residential or non-residential treatment programs

o monitoring and follow up action

> High Risk SSAA employees: For the purposes of this DAMP, a high risk SSAA employee is

defined as those employees who either operate an aircraft e.g. pilots, operate or maintain aircraft

e.g. engineers, or whose duties require them to work for the majority of their work hours within an

RFDS aircraft e.g. flight nurses.

> MRO: The Medical Review Officer is an external consultant who is a registered medical

practitioner that has competence in interpreting alcohol and other drugs test results, has



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knowledge of substance use disorders and has knowledge of Part 99 of the Civil Aviation Safety

Regulations 1998.

> Reasonable Suspicion: Where a DAMP Supervisor or Manager has formed an opinion that a person is adversely affected by a testable drug or under the influence of alcohol.

> Pre-employment test: Test conducted prior to commencing employment with RFDS or as soon as is reasonably practicable.

> Pre-deployment: Prior to transferring from a non-SSAA role to a SSAA role.

> RFDS: The Royal Flying Doctor Service Australia (Qld Section) and RFDS Qld Services Limited.

> Serious Incident, Post Incident:

> (As defined by Part 99, CASR 1998):

o The occurrence gives rise to a danger of death or serious harm to a person or

o The occurrence gives rise to a danger of serious damage to an aircraft or property and

o Serious incidents (incidents of a high-risk nature as defined by the RFDS Risk Register).

(As defined by Part 3, section 35 of the Qld WH&S Act 2011)

o the death of a person; or

o a serious injury or illness of a person; or

o a dangerous incident: section 37 of the Qld WH&S Act 2011.

> SSAA: Safety Sensitive Aviation Activity (as defined by Part 99, CASR 1998). Refer to Appendix B – definition of SSAA activities

> SSAA Employees: Employees undertaking SSAA as defined by part 99, CASR 1998.

> Safety Sensitive Employees: All RFDS employees involved in safety sensitive work of a non-aviation nature.

> Targeted Testing: Testing for a testable drug or alcohol on targeted work tasks / positions and shall be conducted by an Approved Tester.

> Test results

o Negative – Test results from the initial test are within the prescribed levels.

o Non-negative – Test results from the initial test exceed the prescribed limit.

o Positive – Test results from a confirmatory test exceed the prescribed limits.

The confirmatory test results are assessed by an accredited testing laboratory arranged by the relevant

AOD testing provider.

1.5 RESPONSIBILITIES

1.5.1 RFDS

The RFDS has the responsibility to:

> Undertake a review of the Drug and Alcohol Management Plan - Policy at intervals no greater

than 5 years, or as directed by CASA.

> Must not permit an employee to perform or be able to perform in an SSAA role when aware of a

non-negative or positive AOD result, until the MRO advises that it is safe to do so.

> Must not permit an employee to perform or be able to perform in an SSAA role when the

employee has refused to undertake AOD testing or has interfered with the integrity of the test.



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> Must not permit an employee to remain in the workplace when their behaviour or performance is

suspected of being under the influence of AOD and therefore putting themselves and or

colleagues/property at risk.

> Must not permit an employee to perform or be able to perform in an SSAA role if a DAMP

Supervisor suspects an employee may be under the influence of AOD.

> Must not permit an employee to perform or be able to perform in an SSAA role when the

employee has been involved in an accident or serious incident until notified of a negative AOD

test result.

1.5.2 All Employees

Employees have the responsibility to comply with this policy and to:

> Ensure he or she is not under the influence or impaired by alcohol or other drugs while at work

and while representing the RFDS.

> Report any alcohol or other drug related incidents (the option to report confidentially is available).

> Report any alcohol or other drugs issues which may impact on their own ability to work safely.

> Comply with any external, internal or targeted alcohol and other drugs testing request where

required by legislation or this RFDS Policy. Note: Refusal to participate in AOD testing will be

treated as a non-negative result.

> Attend RFDS required alcohol and other drugs education or training sessions.

> Attend a nominated alcohol and other drugs intervention program at the request of the MRO.

> Withdraw from SSAA duties or workplace duties as determined and directed by a DAMP

Supervisor or DAMP Contact Officers.

> Follow all instructions by a DAMP Supervisor or DAMP Contact Officer.

> Cease performing SSAA if they:

- Return a non-negative/positive result (initial/confirmed) for an alcohol or other drugs test.

- Fail to comply with a request to provide a sample for alcohol and drug testing under this

program.

- Interfere with a sample provided for testing.

- Are involved in an incident that may be related to alcohol or drugs.

- Are suspected with reasonable cause by a Supervisor/Manager of being effected by alcohol

or drugs.

- Are feeling affected by alcohol or illicit and prescription drugs.

> Complete internal RFDS refresher training for Alcohol and Other Drug Use every 2.5 years.

1.5.3 DAMP Supervisors

DAMP Supervisors have the responsibility to:

> Maintain privacy and confidentiality at all times in relation to AOD matters.

> Monitor employees work presentation and performance.

> Approach employees where there is reasonable suspicion that they may be affected by alcohol or

other drugs.

> Take any reasonable steps to prevent harm due to risk created by alcohol or other drugs

consumption by employees.

> Refer any at-risk employee to the RFDS Employee Assistance Program (EAP).

> Fulfil the role of a DAMP Supervisor for the purposes of the Part 99, CASR 1998 and this policy.

> Contact the RFDS DAMP Contact Officer/s when assistance is required.



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> Complete internal RFDS refresher training and CASA required training for Alcohol and Other

Drug Use every 12 months.

1.5.4 DAMP Contact Officer/s

DAMP Contact Officers have the responsibility to:

> Maintain DAMP records in a secure location.

> Destroy / delete DAMP records after 5 years (within a 6 month timeframe).

> Maintain privacy and confidentiality at all times.

> Liaise with CASA regarding DAMP and all aspects of AOD programs.

> Liaise with Approved Testing providers.

> Liaise with the Medical Review Officer.

> Coordinate DAMP education for employees.

> Provide assistance and advice to DAMP Supervisors.

> Complete internal RFDS refresher training and CASA required training for Alcohol and Other

Drug Use every 12 months.

1.6 PERSONNEL

1.6.1 Safety Sensitive Employees

RFDS has identified three categories of employees based on their activities undertaken. While this

DAMP applies to all RFDS employees, their rights and responsibilities under this DAMP are dependent

on their employee category. These categories are described in the table below.

Category Employees Examples

1

Safety Sensitive

Aviation Activity

(SSAA) Employees

> Pilots

> Engineers

> Cabin Crew, including Flight Nurses and

Medical Officers

> Any other employee requiring an ASIC and

undertaking any activity airside.

2

Safety Sensitive

Employees

> All employees involved with Safety Sensitive

duties, not defined as SSAA (as outlined in

Category 1) e.g. PHC Nurses.

3 Non – Safety Sensitive

Employees

> All employees not involved with Safety

Sensitive duties e.g. administration

All employees have a duty of care to disclose to the RFDS if they have consumed a level of alcohol, or

are taking any drug, that may affect their ability to safely perform their duties.

1.6.2 SSAA Employees

These employees fall within Part 99 of the CASR 1998 definition of SSAA personnel. These employees

must meet all the provisions in these Regulations and those defined in this policy.

1.6.3 Clinical Employees

These employees are bound by their respective registration body’s code of ethics. Continued

professional registration may be dependent on adherence to the professional code. Abuse of alcohol and

other drugs affecting the ability to practice safely may lead to deregistration.



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1.6.4 Contractors, Volunteers and Students

Contractors, volunteers or students undertaking or available to undertake Safety Sensitive Aviation

Activity work or providing goods or services impacting on Safety Sensitive Aviation Activities will need to

declare that their organisation has a compliant DAMP in place. Where the organisation is not required by

regulation or other reason to have a DAMP, they must comply with the RFDS DAMP. Volunteers testing

positive to an alcohol or drug test will be afforded the same rights and responsibilities as employees.

Contractors testing positive will be reported to their employer and not permitted back onto RFDS

premises or re-engaged until RFDS receives documented assurance from a MRO that they comply with

the RFDS DAMP provisions.

1.6.5 Medical Review Officer (MRO)

The MRO is an external, Medical Practitioner appointed by the RFDS who meets the requirements of

Part 99, CASR 1998. The MRO is responsible for reviewing confirmatory positive results, reviewing

medical information relating to a person’s failure to supply a body sample for AOD testing (because of a

medical condition), identifying whether a confirmatory positive result for other drugs was as a result of a

therapeutic drug and determining an individual’s ability to return to a safety sensitive role. The MRO will

liaise with the RFDS DAMP Contact Officer regarding return to work plans, but will ensure that doctor /

patient confidentiality is maintained at all times.

1.6.6 Employees Driving for Work Purposes

A motor vehicle used for work purposes is by definition, a workplace, meaning that alcohol and other

drugs provisions in the Transport Operations (Road Use Management) Act Queensland 1995 apply

whilst driving for work purposes. Driving is by definition ‘safety sensitive’ work. The Transport Operations

(Road Use Management) Act Queensland 1995 imposes stringent requirements on motorists, including

those driving for work purposes.

This act imposes blood alcohol concentration limits on alcohol intake of 0.05 for those with a full licence

and zero for those with “P” plates and total prohibition of illegal drugs for all licence holders. (For

additional information, refer to the Work-Related Driver Safety Policy).

1.6.7 Employees Attending Social Functions and Events

Where employees are attending events and functions where they are representing the RFDS it is

expected that all employees will act in a mature, responsible and law-abiding manner regardless of

whether on or off shift as required by the:

> National Code of Conduct; and the

> Tobacco, Drugs and Alcohol in the Workplace Policy.

Where practicable and where the RFDS has some control over such functions or events, RFDS

management may take reasonable steps to minimise the risk of harm such as:

> Reminding employees of the above policy before the event

> Encouraging employees to make safe transport arrangements for themselves, partners and co-

workers.

> If alcohol is to be served on any RFDS premises, the function coordinator will require written

authority from the CEO or delegated ELT member.

> Serving light or non-alcoholic and/or restricting serving sizes of beverages, thereby allowing people

to manage their alcohol intake.

> Any drinks package will adhere to defined start and finish times.

> Providing food.

> Providing alternative transport arrangements for those that are unfit to drive.



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It is an RFDS expectation that all employees will exercise due care and take personal

responsibility for their actions.

PART 2

2.0 PROCEDURES

The DAMP has three key components:

1. Education/Instruction / Information program.

2. Alcohol and Other Drugs testing program.

3. Alcohol and Other Drugs response program.

2.1 EDUCATION / INSTRUCTION/INFORMATION PROGRAM

The RFDS Education/Instruction/Information Program consists of the following components:

> Written information to all employees prior to commencement of the DAMP and upon recruitment

> Orientation training of all new employees

> Training of all existing employees

> Training of DAMP Supervisors

> Refresher training for employees at intervals no greater than 2.5 years.

Training requirements are laid out in the RFDS Learning and Development Policy.

Employees will also receive information regarding DAMP in their employment orientation from the DAMP

Contact Officer.

2.2 ALCOHOL AND OTHER DRUGS TESTING PROGRAM

In addition to alcohol and other drugs testing undertaken by regulatory bodies (e.g. CASA or the police),

the RFDS administers an internal alcohol and other drugs testing program.

This program applies to all employees.

Please note:

Mandatory pre-employment drug and alcohol screening does not apply to those being

employed for a period of less than 4 weeks, unless being employed in a SSAA role.

Employees under 18 years of age who are employed within non-SSAA roles are exempt

from pre-employment and random screening, unless his/her manager deems it necessary

(at which time prior parental approval must be obtained).

The method of testing is by body sample (breath and/or saliva and/or urine testing). AOD testing

requirements are outlined in the table below:

Testing Required RFDS Imposed CASA Imposed

Pre-employment/ Pre-deployment Breath & Urine sample N/A

Reasonable Suspicion Breath & Urine sample N/A

Post Serious Incident Breath & Urine sample N/A

After enforced leave on the basis of a positive test / self-referral

Breath & Urine sample N/A

Random Testing Breath & Saliva Breath & Saliva

Targeted Testing Breath & Urine sample N/A



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*CASA reserves the legal right to deem any employee a SSAA employee based on activities undertaken during

random testing. NOTE: Category definitions outlined on Page 5 of this policy

Confirmatory Tests

An external MRO is appointed and is to be consulted when any test result is confirmed as positive. A

positive test is defined as a test result confirmed as exceeding the threshold set by statutory bodies. The

following table defines the thresholds:

Employees Alcohol Threshold

Testable drug** threshold

Category 1

SSAA Employees

Less than 0.02 grams in 210 litres of breath

As per AS/NZS 3547

Category 2 & 3*

Non-SSAA employees

Less than 0.05 grams in 210 litres of breath

As per AS/NZS 3547

*CASA reserves the legal right to deem any employee a SSAA employee based on activities undertaken

during random testing

**Testable drug categories are opiates, cocaine, amphetamines, methamphetamines and THC (cannabis).

2.2.1 RFDS Imposed Testing

Testing method

Testing for alcohol and drugs will be undertaken by an accredited testing agency (external to the RFDS,

in accordance with the relevant Australian Standards.

Methods:

> Breath testing in accordance with AS 3547:1997 “Breath and Alcohol testing device for personal

use”.

> Urine testing in accordance with AS 4308:2001 “Procedures for specimen collection and the

detection and quantitation of drugs of abuse in urine”

> Oral fluid testing in accordance with AS 4760:2006 “Procedures for specimen collection and the

detection and quantitation of drugs in oral fluid”.

Circumstances

2.2.1(a) Pre-employment and pre-deployment

A person will be required to undergo an AOD test prior to, or as soon as reasonably practicable after

commencing with RFDS.

A person’s offer of employment may be withdrawn or the employment may be terminated if the employee

has returned a confirmed positive result.

Method of testing:

> Alcohol – breath



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> Other Drugs – urine

2.2.1(b) Upon Reasonable Suspicion

A person will be tested if a Damp Supervisor or Manager has reasonable grounds to suspect that an

employee may be adversely affected by alcohol or testable drugs while performing duties for the RFDS.

Grounds for reasonable suspicion:

The grounds for reasonable suspicion of a person being impaired by alcohol or drugs will depend upon

the circumstances in each case. In all cases, an objective assessment of the suspicion will be

established based upon facts or other relevant information.

Behavioural indicators that may trigger a request for reasonable suspicion testing may include:

> Observed use of alcohol or drugs;

> Smell of alcohol on breath;

> Unusual, aggressive or abnormal behaviour;

> Difficulty in maintaining a normal balance e.g. unsteady gait;

> Poor coordination and slowed reactions;

> Slurred speech;

> Fluctuating mood;

> Illogical and/or unrelated responses to questions or enquiries; and or

> Confusion, inability to understand and connect thoughts.

Method of testing:


> Other Drugs – urine and / or saliva

2.2.1(c) Random Testing

An employee or a group of employees may at any time and without notice be requested to provide a

sample for the purpose of drug and alcohol testing. Random testing will be conducted on the basis that

the sites and dates will be selected at the discretion of RFDS. Testing will be administered by an

independent drug and alcohol testing organisation.

All employees are required to make themselves available for testing. The time of testing will be arranged

so as to create the least disruption as possible to normal operations. An employee who is engaged in a

high priority or time critical aeromedical or similar task at the time of testing will not be tested but may be

tested during the next testing cycle.

At all times, an external MRO will be consulted if the result of the confirmatory test is positive.

Method of testing:


> Other Drugs – initial test saliva, confirmatory test (if required) – urine.

Frequency of testing:

> High risk SSAA employees – aim to conduct at least one drug and alcohol test in every 6

months period per individual

> Other SSAA employees – aim to conduct at least one drug and alcohol test in every 12 month

period per individual, and

> All other employees – aim to conduct at least one drug and alcohol test in every 24 month

period per individual.



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2.2.1(d) Post Serious Incident

This AOD test will be conducted should an event occur whereby:

> The occurrence gave rise to a danger of death or serious harm to a person or;

> The occurrence gave rise to a danger or serious damage to an aircraft or property

In the event of post incident or reasonable suspicion testing, alcohol testing will take place as soon as

reasonably practicable by an accredited external agency.

Alcohol and Drug testing will be conducted by an independent and appropriately authorised agency e.g.

Medvet, using equipment that conforms to AS 4308:2001 or AS 4760:2006, provided ‘suitable conditions’

exist.

‘Suitable test conditions’ exist where, after an accident or serious incident, testing can be conducted:

> Within 12 hours of the accident or incident for drug testing

> Within 2 hours of the accident or incident for alcohol testing; and it is practicable to conduct a

test.

All testing will be undertaken in a sensitive and private manner.

Method of testing:

> Alcohol - breath

> Other Drugs – urine and/or saliva

Should an employee, contractor or volunteer be suspected of being under the influence of alcohol and

other drugs or involved in a serious incident, the RFDS DAMP Contact Officer/s must be telephoned

immediately, regardless of the circumstances surrounding the suspicion/ incident.

2.2.2 CASA Imposed Testing

CASA will undertake random AOD testing on any SSAA employee or any employees that fall within the

definition of personnel undertaking or available to undertake SSAA.

CASA random testing will take place by:

> Oral fluid testing for testable drugs other than alcohol; and

> Breathalyser tests for alcohol.

All CASA testing will be undertaken by Approved Testers. All testers will be issued an identity card that

they must display and show to any donor who so requests. CASA approved testers will provide the

donor with information indicating either a negative or non-negative result.

In the event of initial non-negative results for alcohol and or other drugs a confirmatory test must be

conducted. Furthermore, the donor will be requested by the approved tester to cease undertaking SSAA

and the DAMP Contact Officer will be informed to ensure the removal of the donor from a SSAA

environment.

Approved testers, when undertaking confirmatory alcohol testing will undertake a second test no sooner

than 20 minutes after the initial test. An evidential breath analyser that meets Australian Standards and

in current calibration will be used in the confirmatory test which will alleviate the need for blood testing.

Upon receipt of the confirmed laboratory result the Medical Review Officer will contact the donor as soon

as practical and confirm if the result has been reported as positive or negative.

If the result is confirmed as positive, the MRO will investigate the nature of the result and determine if

there is a legitimate reason for the positive result (to be reported as negative) or verify it as a confirmed

positive. Upon receiving a negative result, the donor is immediately able to return to their SSAA. When

samples are required to be sent to an approved laboratory for confirmation, the tester will divide the

samples into Sample A and Sample B.



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Both samples will be allocated a sample number and sealed securely with tamper evident seals. Each

seal will contain the donor’s details and the tester’s initials (for secondary identification purposes). The

donor will be required at all times to witness the approved tester’s actions.

Upon arrival at the laboratory, Sample A will be tested for any of the testable drug groups. If the test

result for Sample A is confirmed by the laboratory as a confirmed positive, the donor may ask the

laboratory to conduct a further confirmatory test on Sample B or have Sample B transferred to another

approved laboratory at the donor’s expense.

It is acknowledged that some over-the-counter and prescription therapeutic drugs may produce positive

test results. A non-exhaustive list of such drugs is included in Appendix A.

It is not the intention of this policy to stop employees taking over the counter and prescription

medications as and when required for legitimate use. However, SSAA employees are encouraged to

discuss with their pharmacist or doctor the impact any over the counter or prescription drug may have on

their ability to conduct SSAAs and disclose to RFDS if they have consumed a level of alcohol, or are

taking any drug, that may affect their ability to carry out an SSAA.

2.3 ALCOHOL AND OTHER DRUGS RESPONSE PROGRAM In the event of a non-negative test result, the employee will be removed from all SSAA and Safety

Sensitive duties and (if required) the workplace to ensure nobody is exposed to an unacceptable level of

risk. The employee will be offered support and counselling.

For ‘other drugs’ a confirmatory test of the non-negative result will be actioned as soon as reasonably

possible (where possible, within 24 hours) and the MRO will be consulted if the confirmatory test is

positive.

The RFDS will undertake the following in the event of a confirmed positive test, excluding pre-

employment testing:

> Assess the seriousness of the event, taking into consideration the level of risk posed to employees,

clients and members of the public,

> Consult with the employee to investigate any mitigating circumstances,

> Consult with the Medical Review Officer, and

> If appropriate consult with CASA.

Following an assessment of the event, RFDS will decide upon the next course of action, which will

include either:

> Rehabilitation to achieve a return to their role,

> Rehabilitation into a non-Safety Sensitive role,

(both of the above may involve disciplinary action) or

> Disciplinary action which may include termination of employment.

2.3(a) Rehabilitation

To facilitate the employee returning to their role, RFDS may undertake the following;

> Arrange a comprehensive assessment from an appropriate health care professional,

> Consider recommendations from the assessment regarding education, counselling and

treatment,

> Require an additional test, with a negative result for persons who had confirmed positive drug

results,

> Ensure the MRO is satisfied of the person’s fitness for work, and

> Implement a return to work plan.



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Where an employee is removed from SSAA or Safety Sensitive duties, as a result of an initial non-

negative AOD test result and until the DAMP Contact Officer is advised by the MRO that it is safe to do

so, the employee can not return to SSAA or Safety Sensitive duties.

Where appropriate, the RFDS may provide alternative suitable duties. In the event that there are no

alternative suitable duties, the employee will be required to take a period of leave. Leave will be granted

at the discretion of the relevant Line Manager and the Head of People and Corporate Services.

2.3(b) Disciplinary action, including termination

Where the RFDS believes disciplinary action of any nature is relevant to the circumstances of a positive

test result, disciplinary action, including termination will commence.

This disciplinary action may result in the termination of the person’s employment with RFDS.

Employees failing to present for or comply with testing, assessment or treatment (rehabilitation) without

good reason may also face disciplinary action and will be treated as returning a non-negative result.

New employees may have their offer of employment withdrawn or their employment may not continue in

the event of a confirmed positive test (where it is determined by the MRO to be other than for legitimate

medical treatment).

A confirmed positive test will be deemed as negative if after assessment by an MRO it is determined that

the result is one of legitimate medical treatment. However, the RFDS reserve the right to examine future

or current employment if the medical condition associated with the treatment results in the employee not

being able to safely perform the inherent requirements of the role.

Royal Flying Doctor Service > (Queensland Section)

DRUG AND ALCOHOL MANAGEMENT PLAN/POLICY (DAMP)

Title DAMP Policy Document Id D00050359 Parent Human Resources Manual HRM-01 Version 28.0 Chapter 'Code of Conduct’ Modified 03/10/17

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PART 3

3.1 POLICY REVIEW This DAMP will be reviewed at least every 5 years or as directed by an applicable statutory authority. Under Part 99, of CASR 1998, this DAMP is subject to changes directed by CASA at any time.

3.2 RECORD KEEPING Records relating to the RFDS DAMP will be kept for 5 years and stored securely by the DAMP Contact Officer. At the conclusion of this period the records will be destroyed. Under Part 99, of CASR 1998 CASA may audit the operation of the DAMP and its records at any time.

3.3 PRIVACY The Privacy Act 1988 may apply to information gathered under this program and information held in relation to the outcomes of alcohol and other drugs testing, whether conducted under the RFDS or CASA. The RFDS DAMP is consistent with the requirements of the Privacy Act 1988 and the RFDS will comply with any obligations it may have under that act in the handling of personal information collected under the program.

3.4 PROVISION OF DATA TO CASA The DAMP Contact Officer may be required to report in writing to CASA all of the RFDS DAMP information required by the Part 99, CASR 1998 at each six month reporting period.

3.5 REFERENCES > Work Health and Safety Act Queensland 2011 > Work Health and Safety Regulations 2011 > Civil Aviation Safety Regulations 1998 > CASA AOD 2008/1 – Alcohol and other drugs testing > Transport Operations (Road Use Management) Act Qld 1995 > RFDS National Code of Conduct > Workers Compensation and Rehabilitation Act 2003

3.6 Related documentation: > Consent Form for Alcohol Testing > Tobacco, Alcohol and Other Drugs In the Workplace Policy > Aviation Security Identification Card Policy > RFDS DAMP Frequently Asked Questions > DAMP Supervisor Contact Details > RFDS DAMP Contact Officer Details > Work Related Driver Safety Policy




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APPENDIX A

Medications sold in Australia that can cause confirmed positive Drug Tests (for opiates)

NB. This list is not exhaustive and new medications come onto the market relatively frequently. Employees should check with their doctor or pharmacist as to whether a medication might have safety implications or lead to a positive test for a testable substance.

Morphine Methadone Codeine

Anamorph Kapanol Morphine

Sulfate Injection BP (DBL)

Morphine Tartrate Injection (DBL)

MS Contin MS Mono Ordine Sevredol

Biodone Forte Methadone

Syrup Physephone

Actacode Aspalgin Bis-Pectin Bronchitis Balsam Chemists’ Own Cold &

Flu Day / Night Chemists’ Own Cold &

Flu Relief Tablets Chemists’ Own Dolased

Analgesic - Calmative Chemists’ Own Dolased

Day / Night Pain Relief Chemists’ Own Dry

Cough Chemists’ Own

Expectalix Expectorant Cough Mixture

Chemists Own Pain Tablets

Chemists’ Own Pain Tabsules

Codalgin Codalgin Forte Codalgin Plus Codapane Codapane Forte Codapane Linctus Codeine Phosphate Codeine Phosphate

Injection USP Codiphen Prodeine Forte Prodeine – 15 Tensodeine Veganin

Codis Codral 4 Flu Tablets Codral Forte Codral Linctus Codral Original Cold &

Flu Tablets Codral Original Day &

Night Cold & Flu Tablets Codral Pain Relief Comfarol Forte David Craig Codeine

Linctus Demazin Day & Night

Cold & Flu Disprin Forte Dolaforte Dymadon Co. Dymadon Forte Fiorinal Fiorinal – Dental Gold Cross Codeine

Linctus Mersyndol Mersyndol DayStrength Mersyndol Forte Nucosef Syrup Nurofen Plus Painstop Day-Time Pain

Reliever Painstop Night-Time Pain

Reliever Panadeine Panadeine Forte Panadeine – 15 Panafen Plus Panalgesic Panamax Co.

For further information relating to drugs and their effects, please refer to: http://aod.casa.gov.au/aod/health_information/index.html.




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APPENDIX B

CASR 1998: Section 99.015 - Definition of Safety Sensitive Aviation Activities (SSAA)

> Any activity undertaken by a person, other than as a passenger, in an aerodrome testing

area; and

> Calculation of the position of freight, baggage, passengers and fuel on aircraft; and

> The manufacture or maintenance of any of the following:

o Aircraft;

o Aeronautical products;

o Aviation radionavigation products;

o Aviation telecommunication products; and

> The certification of maintenance of a kind mentioned in paragraph above; and

> The fuelling and maintenance of vehicles that will be used to fuel aircraft on aerodrome

testing areas; and

> Activities undertaken by airport security guard or a screening officer in the course of the

person’s duties as a guard or officer; and

> Activities undertaken by a member of the crew of an aircraft in the course of the person’s

duties as a crew member; and

> The loading and unloading of trolleys containing baggage for loading onto aircraft and the

driving of such trolleys; and

> Activities undertaken by a holder of an air traffic controller licence in the course of the

person’s duties as a controller; and

> Activities undertaken by the supervisor of a holder of an air traffic controller licence in the

course of the person’s duties as a supervisor; and

> Providing flight information and search and rescue alert services:

o To a pilot or operator of an aircraft immediately before the flight of the aircraft; or

o To a pilot or operator of an aircraft, during the flight of the aircraft; or

o As an intermediary for communication between a pilot or operator of the aircraft,

and an air traffic controller; and

> Providing aviation firefighting services.

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