PROJECT REPLACEMENT OF 34 INCH

Project: WORK METHOD OF STATEMENT

PIPELINE SECTION X 11 KM TOPOGRAPHIC SURVEY

Contractor: Alshola Almudia & Solcomei Document Number :TP-210364 GT SRTPPL 11

PM PR 013 1

Contractor Job Number : ED031

S IRT E OIL
COMPANY Contract Number : 98 208-530-410
Project N° TP-210364 GT
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Drug and Alcohol Policy

002 05/04/2019 Issue for Review and Approval A.B.Mohamed S.Karoui

001 27/01/2019 Issue for Review and Approval A.B.Mohamed S.Karoui
000 20/01/2019 Issue for Review a A.B.Mohamed S.Karoui
Rev. Date REVISION TITLE PREPARED CHECKED APPROVED

Contractor Document Number: SRTPPL-PPL-QC-PR-009 Rev 02

 PROJECT REPLACEMENT OF 34 INCH
Project: WORK METHOD OF STATEMENT
PIPELINE SECTION X 11 KM TOPOGRAPHIC SURVEY

Contractor: Alshola Almudia & Solcomei Document Number :TP-210364 GT SRTPPL 11

PM PR 013 1

Contractor Job Number : ED031

S IRT E OIL
COMPANY Contract Number : 98 208-530-410
Project N° TP-210364 GT
Sheet 2/ 9

Table of contents
INTRODUCTION ..................................................................................................................... 3
DRUG AND ALCOHOL POLICY .......................................................................................... 3
WORK RULES GOVERNING SUBSTANCE USE .............................................................. 4
EMPLOYEE ASSISTANCE AVAILABLE ........................................................................... 6
ADMINISTRATION ................................................................................................................. 7
ALCOHOL AND DRUG TESTING........................................................................................ 8

Contractor Document Number: SRTPPL-PPL-QC-PR-009 Rev 02

 PROJECT REPLACEMENT OF 34 INCH
Project: WORK METHOD OF STATEMENT
PIPELINE SECTION X 11 KM TOPOGRAPHIC SURVEY

Contractor: Alshola Almudia & Solcomei Document Number :TP-210364 GT SRTPPL 11

PM PR 013 1

Contractor Job Number : ED031

S IRT E OIL
COMPANY Contract Number : 98 208-530-410
Project N° TP-210364 GT
Sheet 3/ 9

INTRODUCTION

As we are all increasingly aware, the abuse of alcohol and drugs is a problem that has a
direct negative impact on the workplace and on the strength of Africa business as a whole.
The connection between substance abuse and the safety, morale and job performance of
the individual employee and of his/her co-workers is well known.

As a responsible employer, and as a company dedicated to the pursuit of excellence,

ALSHOLA-SOLCOMEI is concerned with eliminating the effects and dangers of alcohol
and drug abuse from the workplace and from the job sites. Accordingly, the company has
implemented a Drug and Alcohol Policy, which is aimed at establishing a work
environment that is as safe and productive as possible. This policy has been incorporated
into the terms and conditions of employment with ALSHOLA-SOLCOMEI; it's contractors.

DRUG AND ALCOHOL POLICY

Concern for the health, safety and well being of our employees, our customers and the
public will continue to be a major commitment of ALSHOLA-SOLCOMEI (hereinafter
referred to as Company"). Recognizes that alcohol and drug abuse is a health, safety and
security problem. ALSHOLA-SOLCOMEI expects all employees to assist the Company in
maintaining a work environment that is free of alcohol and drugs.

The possession or consumption of alcohol or illicit drugs, or the misuse of prescription or

"over the counter" drugs is prohibited on work sites, or in circumstances deemed by the
company to present a serious risk to the interests of the Company in terms of employee
and public safety, the Company’s financial integrity, the security and safety of its property,
or the protection of its public reputation.

The use of alcohol or drugs to a degree which may affect safety or job performance, or
which impairs the health of the employee, will be treated as major misconduct, a serious

Contractor Document Number: SRTPPL-PPL-QC-PR-009 Rev 02

 PROJECT REPLACEMENT OF 34 INCH
Project: WORK METHOD OF STATEMENT
PIPELINE SECTION X 11 KM TOPOGRAPHIC SURVEY

Contractor: Alshola Almudia & Solcomei Document Number :TP-210364 GT SRTPPL 11

PM PR 013 1

Contractor Job Number : ED031

S IRT E OIL
COMPANY Contract Number : 98 208-530-410
Project N° TP-210364 GT
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violation of this policy and cause for disciplinary action, including termination of
employment for cause.

In the event that a company who has contracted work out to us has a more stringent drug
and alcohol policy their policy may take precedent over the Company’s. Employees
working in that particular situation will be notified if this is the case.

Work Rules Governing Substance Use

ALSHOLA-SOLCOMEI will not allow a person to work or to remain on Company

premises or on work sites whenever there is reasonable cause to believe that person has
consumed alcohol, has ingested illicit drugs or is improperly using prescription or "over
the counter" drugs, such that there is any risk whatsoever that such person's ability to
conduct himself/herself and to discharge his/her functions properly and safely is
impaired. For the purposes of this Policy, reasonable cause shall mean any observation
of impaired motor skill proficiency, impaired judgment or unusual conduct, or any reliable
information provided to the Company of such consumption either at work or an
inappropriately short time prior to reporting for work.

All employees are expected to perform to the standards set forth in their respective job
descriptions. Declines in work performance due to substance abuse will be addressed
initially in the same manner as performance deterioration for any reason. However, the
use of alcohol or illicit drugs or the misuse of prescription or "over the counter" drugs on
work sites, in Company vehicles (whether owned or contracted), or while on Company
business is a violation of this Policy and shall be cause for disciplinary action, including
termination of employment.

Any employee taking a legal drug medication, whether or not prescribed by a licensed
medical practitioner, which is known to possibly affect or impair judgment, coordination or
perception so as to adversely affect the ability of the employee to perform his/her work in
a safe and productive manner, must notify his/her supervisor prior to engaging in
Company business. It is the responsibility of the employee to be aware of the
possible side effects of any medication they consume.

Contractor Document Number: SRTPPL-PPL-QC-PR-009 Rev 02

 PROJECT REPLACEMENT OF 34 INCH
Project: WORK METHOD OF STATEMENT
PIPELINE SECTION X 11 KM TOPOGRAPHIC SURVEY

Contractor: Alshola Almudia & Solcomei Document Number :TP-210364 GT SRTPPL 11

PM PR 013 1

Contractor Job Number : ED031

S IRT E OIL
COMPANY Contract Number : 98 208-530-410
Project N° TP-210364 GT
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The supervisor will determine whether that person can remain at work or whether work
restrictions are required.

Employees reporting for work:

a) Are expected to be sober, well rested and fit for duty;

b) If under the influence of alcohol or drugs, must advise their supervisor accordingly
upon reporting for work, or when contacted to work on an emergency or other
unscheduled basis;
c) If perceived by a supervisor to be under the influence of alcohol or drugs will be
immediately removed from the workplace and be evaluated by the supervisor;
d) If unfit for duty, the employee's condition will be noted and will result in disciplinary
action.

Employees that are contacted to report for work for emergency or other unscheduled
reasons:

a) Must advise the person contacting them if they have consumed alcohol within twelve
(12) hours of reporting;
b) Must, if requested by a supervisor, submit to sobriety testing, including physical testing
of motor skills and reactions;
c) If perceived to be under the influence of alcohol or drugs will be immediately removed
from the workplace and be evaluated by the supervisor.
An employee in a position involving public contact or whose duties impact his/her safety
or the safety of others who may not be impaired, but who displays evidence of alcohol
consumption - such as alcohol on the breath - will be removed from the workplace, and
may be subject to disciplinary action.

Off-duty consumption of alcohol and drugs which adversely affects an employee's job
performance, or which could jeopardize the safety of other employees, the Company's
customer, the public or Company property, is proper cause for disciplinary action
including termination of employment.

Contractor Document Number: SRTPPL-PPL-QC-PR-009 Rev 02

 PROJECT REPLACEMENT OF 34 INCH
Project: WORK METHOD OF STATEMENT
PIPELINE SECTION X 11 KM TOPOGRAPHIC SURVEY

Contractor: Alshola Almudia & Solcomei Document Number :TP-210364 GT SRTPPL 11

PM PR 013 1

Contractor Job Number : ED031

S IRT E OIL
COMPANY Contract Number : 98 208-530-410
Project N° TP-210364 GT
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Employee Assistance Available

As part of the ALSHOLA-SOLCOMEI overall concern for the health and well-being of its
employees, the Company will provide all employees with educational information on the
medical, financial and emotional toll that substance abuse takes on the individual, his/her
family and other employees.

The Company shall arrange an Employee Assistance Program ("EAP"), which provides
help and information to employees who suffer from substance abuse problems. However,
it is the responsibility of each person to seek assistance from the EAP before
performance problems lead to disciplinary action. Once a violation of the Policy occurs,
subsequent employee use of the program on a voluntary basis will not lessen disciplinary
action.

The employee's decision to seek prior assistance from the EAP will not result in
disciplinary action. An employee's use of the EAP will, however, not be a defence to the
imposition of disciplinary action where facts substantiating a violation of this Policy are
obtained independent of the EAP.

Where an employee's job-related problems are known to be a result of a drug and

alcohol problem, termination of employment may result if remedial action has been
considered and rejected by the Company, or when the employee has either rejected
assistance or has demonstrated a lack of serious commitment to overcoming the
problem.

The EAP will be available to provide assessment, diagnosis, treatment and follow-up
counseling from appropriate agencies as required. If treatment requires time away from
the work site as recommended by a counsellor or doctor, provisions of the Company's
disability income plans will apply, provided that the employee follows the treatment
program prescribed.

Any employee entering a treatment program will be required to sign a release of

information form allowing the administrators of such program to confirm to management
of the Company any work limitations, suggested job modifications, reassignment or

Contractor Document Number: SRTPPL-PPL-QC-PR-009 Rev 02

 PROJECT REPLACEMENT OF 34 INCH
Project: WORK METHOD OF STATEMENT
PIPELINE SECTION X 11 KM TOPOGRAPHIC SURVEY

Contractor: Alshola Almudia & Solcomei Document Number :TP-210364 GT SRTPPL 11

PM PR 013 1

Contractor Job Number : ED031

S IRT E OIL
COMPANY Contract Number : 98 208-530-410
Project N° TP-210364 GT
Sheet 7/ 9

absence from work, and the employee's entry and commitment to the program.

It is recognized by the company that for an alcohol and drug program to be effective,
absolute confidentiality must be preserved. The Company will exercise reasonable care
to protect the confidentiality of the employee in a manner, which respects the dignity, and
privacy of the individual.

Administration

The Company reserves the right to temporarily remove, reassign or suspend any
employee pending a determination of fitness for work, safety risk, assessment of a
substance abuse problem or completion of an investigation into a possible violation of this
Policy.

To help ensure a safe, healthy and productive work environment, the Company reserves
the right to carry out reasonable searches of individuals and their personal effects when
entering Company premises or Company work sites. Entry onto Company premises or
Company work sites constitutes consent to a search of the person and his/her personal
effects, including, without limitation, packages, briefcases, purses and lunch boxes, or of
any office, locker, closet, desk or vehicle on Company premises or work sites.

For the purpose of administering this Policy, any alcohol or drug testing shall be performed
at a medical facility designated by the Company. The Company will not accept test results
from any facility other than the one designated by the Company.

In circumstances of a positive test, an employee has the right to request a retest of the
original specimen within thirty (30) days of notification. Costs incurred for a positive retest
will be borne by the employee.

The Managing Director may authorize alcohol to be present at Company functions. It is

incumbent upon the persons organizing the event to conduct the event in a manner, which,
through control of the duration of beverage service or other means, promotes moderation
and is in keeping with the integrity, security and safety of Moraik, its employees and
customers.

Contractor Document Number: SRTPPL-PPL-QC-PR-009 Rev 02

 PROJECT REPLACEMENT OF 34 INCH
Project: WORK METHOD OF STATEMENT
PIPELINE SECTION X 11 KM TOPOGRAPHIC SURVEY

Contractor: Alshola Almudia & Solcomei Document Number :TP-210364 GT SRTPPL 11

PM PR 013 1

Contractor Job Number : ED031

S IRT E OIL
COMPANY Contract Number : 98 208-530-410
Project N° TP-210364 GT
Sheet 8/ 9

Alcohol and Drug Testing

It is the intent of the Company that all new hires undergo an alcohol and drug test within
ninety (90) working days after the start of their employment. Continued employment with
the Company is conditional on a negative alcohol and drug test.

Employees may be required to undergo substance testing under the following

circumstances:

a) The employee is involved in an on-the-job accident or near miss, regardless of whether

that person sustained injury;
b) Where a supervisor has reasonable cause to believe an employee has acted in
contravention of this Policy;
c) During or after a rehabilitation program for a period of up to twenty-four (24) months;
d) When required in the ordinary course of business as stipulated in a contract between
the Company and an Operator on a particular work site.

An employee who:

a) Fails to report at a Company designated facility for an alcohol or drug test;

b) Refuses to submit to an alcohol or drug test; or
c) Tampers or attempts to tamper with a test sample

Is in violation of this Policy and is subject to disciplinary action including termination of

employment for cause.

An employee whose drug or alcohol test is confirmed to be positive will be subject to the
following action:

The person will be informed of the results by his/her direct supervisor or other designated
person and will be suspended without pay immediately, and upon review be subject to
termination of employment.

Contractor Document Number: SRTPPL-PPL-QC-PR-009 Rev 02

 PROJECT REPLACEMENT OF 34 INCH
Project: WORK METHOD OF STATEMENT
PIPELINE SECTION X 11 KM TOPOGRAPHIC SURVEY

Contractor: Alshola Almudia & Solcomei Document Number :TP-210364 GT SRTPPL 11

PM PR 013 1

Contractor Job Number : ED031

S IRT E OIL
COMPANY Contract Number : 98 208-530-410
Project N° TP-210364 GT
Sheet 9/ 9

If employment is not terminated, the following course of action will take place:

a) The person will receive written notice from the Company stating he/she will not be
permitted to return to work unless he/she provides a confirmed negative drug and alcohol
test, from a Company approved facility, to 123 Company within 45 days of the date of the
notice. Included in the written notice will be instructions that misuse of alcohol or drugs is
contrary to Company policy and that he/she must remain free of alcohol and drugs while
attending to Moraik business, on Company premises or work sites;

b) If the person fails to provide a negative test result within the 45 day period, he/she will
be dismissed immediately for cause;

c) If the employee provides a confirmed negative test result within the 45 day period, the
employee will be permitted to return to work;

d) Any employee who returns to his/her position pursuant to paragraph (c) above will be
required to submit to random alcohol and drug testing at the request of the Company for a
period of twenty-four (24) months from the date of his/her return to work. THIS IS A
CONDITION OF CONTINUED EMPLOYMENT WITH ALSHOLA-SOLCOMEI. As well,
the employee may be required to attend counseling sessions through the Company's
Employee Assistance Program;

e) Should any test during the twenty-four (24) month period referred to in paragraph (d)
above be confirmed positive for alcohol or drugs, the employee will be immediately
dismissed for cause.

Contractor Document Number: SRTPPL-PPL-QC-PR-009 Rev 02