If an employee reports to work under the influence of prohibited substances/alcohol and in the opinion of Oilcheck management is deemed unfit to perform his/her normal duties due to the effects of prohibited substances/alcohol, the employee will not be permitted to remain at work and will be sent home in a taxi, the cost of which may be deducted from the next pay.

Prohibited substances must not be brought into or consumed in the workplace. Employees taking prescribed medications or pharmaceutical drugs which may impair their judgment or work performance must advise their immediate supervisor of the likely effect of the medications so that appropriate work assignments can be given.

It is important to note that any employee who breaches the Company’s Prohibited Substances and Alcohol Policy will be subjected to the Company’s disciplinary procedures. Such a breach may place your continued employment in jeopardy.

Smoking Policy
Oilcheck has a Duty of Care to provide and maintain a working environment that is safe and without risks to the health and safety of employees, visitors and contractors.

As such smoking is permitted only in designated areas. Employees may only smoke during authorised breaks.

Any employee found to be smoking in a non-designated area and/or whilst not on an authorised break will be subjected to the company’s disciplinary procedures. Such a breach may place your continued employment in jeopardy.

Workplace Harassment and Bullying Policy
Oilcheck considers bullying and harassment in the workplace as inappropriate and unacceptable behaviour. Employees found to have conducted or condoned bullying may be subject to disciplinary action.

An employee is subject to workplace bullying if subjected to repeated behaviour by another person, including the person’s supervisor, a co-worker or group of co-workers such that the behaviour:

• Is unwelcome and unsolicited
• The person considers the behaviour to be offensive, intimidating, humiliating or threatening and
• A reasonable person would consider to be offensive, humiliating, intimidating or threatening.

Workplace bullying and harassment does not include reasonable management action taken in a reasonable way in accordance with Oilcheck policies and procedures in connection with the person's employment.

Employees who consider that they are being bullied or harassed should:

• If it is reasonable to do so, in the circumstances, immediately (and politely) inform the person involved that they believe their behaviour is unacceptable, outlining clear examples, and that it must cease, or
• If it is not reasonable to do so or if the behaviour continues consult your OH&S representative or supervisor who will take appropriate action.

Rehabilitation Policy

• Oilcheck is committed to providing employees with assistance in the process of rehabilitation, in the event of an employee sustaining a work-related injury or illness.
• We are committed to returning employees to pre-injury condition and will provide appropriate rehabilitation and return to work programs for any employee who incurs a work related injury or illness. Our intention is to assist in the complete and effective recovery of injured employees.

Our objectives are to:

• Ensure the welfare of injured employees is maintained
• Identify and assess the need for rehabilitation and commence the process as early as possible
• Facilitate the early and safe return to work of any employee following a work related injury or illness
• Provide and monitor suitable duties to ensure effectiveness and avoid exacerbation
• Ensure that employees are informed of their rights and responsibilities and are involved in all decisions and actions related to their rehabilitation
• Ensure appropriate training and education of all personnel involved in rehabilitation in line with designated responsibilities
• Ensure that participation in the return to work/rehabilitation process will not disadvantage employees.