Alcohol and Other Drugs Policy
Bvlgari is committed to providing a safe, healthy and productive work environment. The
Company also endeavours to maintain a positive professional profile with customers, suppliers
and other members of the public.
Bvlgari promotes and maintain a workplace that is free from the risks associated with alcohol and
other drugs and to support the health and well- being of all persons in the workplace.
Scope
This policy applies to all persons (including employees, contractors, on-hired employees and
members of the public) who have cause to be on the Company site.
Definitions
For the purposes of this policy:
Drugs means Prohibited Drugs and Non-Prohibited Drugs;
Non-Prohibited Drugs means prescriptions or over-the-counter drugs;
Prohibited Drugs means all drugs whose use, possession, sale or manufacture is prohibited by law;
Workplace (for the purpose of this policy) means any of the Company's premises; the premises of
the Company's customers and suppliers; the premises of a Company function or event; a
Company owned or leased motor vehicle and any venue at which the person is acting as a
representative of the Company.
Non-Prohibited Drugs
If a person is required to take a Non-Prohibited Drug he or she must consult his or her doctor or
pharmacist prior to taking the Non-Prohibited Drug to learn of any side effects that may affect the
person's ability to perform normal duties and maintain a safe working environment.
If a person is required to take a Non-Prohibited Drug that may potentially impair his or her ability to
drive, operate machinery or equipment or otherwise perform work safely, the person must notify
his or her relevant Medical Officer of the medication and its likely affects. Such notification must
be given before the person commences work under the influence of such Non-Prohibited Drug.
A person:
must ensure that any Non-Prohibited Drug is taken strictly as directed; and
must not operate plant or equipment where the safety or welfare of the person or others may be
at risk.
The Company reserves its right to require a person to undergo a medical assessment by the
Company's choice of medical practitioner for the purpose of ascertaining the effect of the Non-
Prohibited Drug on the person's ability to perform his or her work in a safe manner.
When requested by the Company, a person is required to submit to examination by the
Company's choice of medical practitioner and authorise the Company and the examining
medical practitioner to exchange information relating to his or her work or employment at the
Company and the examination findings.
If a person has been taking a Non-Prohibited Drug and then, whether on instruction from a
medical practitioner or otherwise, discontinues the use of the Non-Prohibited Drug, the person
must notify his or her relevant Medical Officer of the likely affects of discontinuing use of the Non-
Prohibited Drug, if discontinuing use of the Non-Prohibited Drug may potentially impair his or her
ability to drive, operate machinery or equipment or otherwise perform work safely. Such
notification must be given before the person discontinues the use of such Non-Prohibited Drug.
Prohibited Conduct
The following conduct will constitute serious misconduct and may be grounds for a person's
summary dismissal and/or removal from the Workplace:
_the use or possession of Prohibited Drugs at the Workplace.
_making an offer to sell Prohibited Drugs or Non-Prohibited Drugs at the Workplace.
The Company may take whatever other action it deems necessary, or action it is required to take
by law when dealing with allegations of prohibited conduct by persons covered by this policy.
Being Under the Influence of Prohibited Drugs or Alcohol
All persons must be free from the influence of Prohibited Drugs whilst at the workplace and/or
whenever operating Company equipment.
Alcohol may only be brought on site with prior approval of the Supervisor who will specify the
conditions under which alcohol will be permitted.
Requirement to Hold Valid Motor Vehicle License
Where a person is required to operate a registered motor vehicle on a public road as part of his or
her work, the person must report to his or her Supervisor any matter that results in him or her
ceasing to hold a current driver's licence (including suspension) due to an Alcohol or Drug-related
driving offence.
Testing for Alcohol and Other Drugs
Where the Company has reason to suspect that a person is under the influence of Alcohol or
Drugs in possible contravention of this policy, the Company may direct the person to undergo an
Alcohol and/or Drug test.
If a person is directed to participate in an Alcohol and/or Drug test and he or she refuses to
undergo such a test, this may be considered to be a refusal of a reasonable and lawful direction
which may result in disciplinary action which may include termination of employment or services
for refusal to obey a lawful and reasonable direction.
