Document No:

Oman Society for Petroleum Services OPAL-STD-HSE-06 Rev 0

Illegal Drugs and Alcohol Standard Issue Date: 01/04/2019

ILLEGAL DRUGS
AND ALCOHOL
STANDARD

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Illegal Drugs and Alcohol Standard Issue Date: 01/04/2019

Ministry Endorsement

Ministry of Oil and Gas

H.E. Eng. Salim bin Nasser Al Aufi Signature:

The Under Secretary

Ministry of Oil Gas Date:

Document Approval

Document Authority Document Custodian Document Author

For illegal Drugs and Alcohol Standard

Working Committee

Chairman, OPAL Chief Executive Officer, OPAL QHSE Executive Manager, OPAL
Dr. Amar Al Rawas Fathy Al Mendhry Dr Ramesh Sivathanu

Date: Date: Date:

Revision Status

Revision Version No. Date Status

April, 2022 Next revision due

Rev. 0 V 1.0 April, 2019 Issued for use

User Notes:
This document was prepared and agreed upon by the Operators represented through the OPAL Operators’
Safety, Health and Environment Managers Steering Committee (OSHEMCO).

This document is the property of OPAL and intents to serve the needs of any Oil and Gas Companies li-
censed under MOG and/ or registered with OPAL/ JSRS. This document can also be referred and followed in
other sectors in Oman. It is the user’s responsibility to ensure that they are referring the latest version of any
hard copy or electronic copy. For assistance, contact OPAL QHSE Dept.

Any printed version or electronic copy downloaded from any website is uncontrolled copy.

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Operators CEO Commitment

By endorsing this illegal Drugs and Alcohol Standard (OPAL-HSE-STD-06), each entity will individually
seek its reasonable endeavor to comply with the said standard with effect from 1st June 2019:

Signatures:

………………………….. …………………………..

Mr. Raoul Restucci Mr. Yousuf Al Ojaili

Managing Director, President,
Petroleum Development Oman BP Oman | BP Exploration (Epsilon) LTD

………………………….. …………………………..

Mr. Steve Kelly Mr. Zhang Jianli

President and General Manager, Managing Director,
Occidental of Oman Daleel Petroleum Company LLC

………………………….. …………………………..

Mr. John Malcolm Mr. Usama Al Barwani

Executive Managing Director, Chief Executive Officer,
Oman Oil Company E&P LLC Petrogas EP

………………………….. …………………………..

Mr. Walter Simpson Mr. Gary Duncan

Managing Director, General Manager,
CC Energy Development ARA Petroleum

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…………………………..
…………………………..
Mr. Ahmed Al Jahadhmi
Mr. Harib Al Kitani
Chief Executive Officer,
Chief Executive Officer,
Oman Oil Refineries and Petroleum Industries
Oman LNG LLC
Company

………………………….. …………………………..

Mr. Amrou A.Al-Sharif Mr. Abdulfattah Al Zaabi

President & Chief Executive Officer, Country Manager,
Oman Lasso E&P Masira Oil Limited

………………………….. …………………………..

Mr. Ali Al Batrani Mr. Chris Breeze

Chief Executive Officer, Country Chariman,
Hydrocarbon Finder Shell Oman

………………………….. …………………………..

Mr. Ahmed Syaifudin Mr. Sultan Al Bartmani

General Manager, Acting Executive Managing Director,
Medco Arabia Ltd Oman Gas Company S.A.O.C

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A. Operators Safety, Health and Environment Managers Steering Committee (OSHEMCO), 2016

Name Job Title Organization

Hassan Al Ajmi Mukhaizna HES Manager Occidental Oman
Kamil Al Lawati GOO HSE Manager BP Oman
Dawood Al Badaai QHSSE Senior Manager Daleel Petroleum
Moussa Al Hajri Head of HSE CCED
Majid Al Saidi Safety Manager ORPIC
Mohamed Al Salmani / Corporate Health, Safety & Environment Manager /
PDO
Younis Al Hinai Head HSE Corporate Planning & Assurance, MSE/5
Moosa Al Habsi HSE Manager Oman LNG
Sulaiman Al Sulaimi HSE Team Lead OOCEP
Dr. Ramesh Sivathanu QHSE Executive Manager OPAL
Steve Piscina HSE Manager ARA Petroleum
Amur Salim Al Barwani Corp Manager QHSSE Petrogas E&P LLC

B. OPAL Illegal Drugs and Alcohol Standard - Working Group, 2018

Name Job Title Organization

Hassan Ali Al-Ajmi Mukhaizna HES Manager
Occidental Oman
Dr. Khalid Rushdi Medical Supervisor
Dr. Ramesh Sivathanu QHSE Executive Manager OPAL
Dr. Issa Said Al Shuaili / Oman Health Manager;
BP Oman
Dr. Huda Hassan Al Badwawi Occupational Health advisor
Dr. Salim al Sawai Head, Occupational Health and Hygiene, MCOH; PDO
Sulaiman Al Sulaimi HSE Team Lead
OOCEP
Zaid Al Manji Security & Crisis Management Advisor
Said Al Harthy HSE Compliance and Assurance Manager
CCED
Kylan Al Harthy HSE Superintendent
Steve Piscina HSE Manager ARA Petroleum
Dr. Ali Mohammed
Manager Occupational Health ORPIC
Al Lawati
Todd Bell Occupational Health Head OLNG
Gharib al Busaidi QHSSE Planning and Reporting Lead Daleel Petroleum
Abraj Energy
Dr. Ilyas Ahmed HSE Manager
Services
Dr. Justus Harding QHSE Manager Bauer Nimr
Dipl. Ing. Peter Michael Shaleem
QHSE Manager
Hamel Petroleum

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TABLE OF CONTENTS

1 ABBREVIATIONS & DEFINITIONS.................................................................................................................2

2 GLOSSARY.....................................................................................................................................................3
3 PURPOSE.......................................................................................................................................................4
4 APPLICABILITY..............................................................................................................................................4
5 POLICY...........................................................................................................................................................4
5.1 DRUG AND ALCOHOL POLICY......................................................................................................................5
5.2 PROHIBITED CONDUCT................................................................................................................................5
5.3 DRUGS AND ALCOHOL TESTING.................................................................................................................6
5.4 TESTING FACILITIES, PERSONNEL AND PROCEDURES..........................................................................6
5.5 TYPES OF TESTS TO BE PERFORMED.......................................................................................................8
5.6 CONSENT FOR TESTS, COMPLIANCE, NON-COMPLIANCE AND DISCIPLINE......................................11
5.7 LEGAL DRUGS (MEDICATION)...................................................................................................................11
5.8 SEARCHES FOR UNAUTHORIZED DRUGS OR ALCOHOL......................................................................12
5.9 EMPLOYEE ASSISTANT PROGRAM / REHABILITATION SUPPORT........................................................13
5.10 VIOLATIONS.................................................................................................................................................13
5.11 DISCIPLINARY MEASURES........................................................................................................................13
5.12 IMPLEMENTATION.......................................................................................................................................14
6 ROLES AND RESPONSIBILITIES................................................................................................................14
6.1 SENIOR MANAGEMENT..............................................................................................................................14
6.2 MANAGERS..................................................................................................................................................14
6.3 HUMAN RESOURCES..................................................................................................................................15
6.4 HEALTH, SAFETY, SECURITY AND ENVIRONMENT.................................................................................15
6.5 LEGAL DEPARTMENT..................................................................................................................................15
6.6 SUPERVISORS.............................................................................................................................................15
6.7 MEDICAL STAFF...........................................................................................................................................15
6.8 MEDICAL REVIEW OFFICER.......................................................................................................................15
6.9 EMPLOYEES, CONTRACT PERSONNEL AND VISITORS.........................................................................15
7 REFERENCES..............................................................................................................................................15
8 APPENDICES...............................................................................................................................................16
APPENDIX A: DRUG AND ALCOHOL POLICY EXAMPLE.......................................................................................17
APPENDIX B: SUBSTANCES, REQUIRING TESTING............................................................................................17
APPENDIX C: PRE-EMPLOYMENT ACKNOWLEDGEMENT & SCREENING CONSENT FORM...........................18
APPENDIX D: PERIODIC ACKNOWLEDGEMENT & OPEN SCREENING CONSENT FORM................................19
APPENDIX E: SCREENING CONSENT FORM........................................................................................................20

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DrugsDrugs
and Alcohol Standard
and Alcohol Standard
IssueIssue
Date: 01/01/2019
Date: 01/04/2019

1 1 ABREVIATIONS
ABBREVIATIONS & DEFINITIONS
& DEFINITIONS
Term Definition
The intoxicating agent in beverage alcohol, ethyl alcohol, or other low molecular
Alcohol
weight alcohols including methyl and isopropyl alcohol.
The consumption of any beverage, mixture, or preparation, including any
Alcohol use
medication, containing alcohol. [Caution: many cough medicines contain alcohol.]
A drug used as prescribed by a licensed medical professional, or an over-the-
Authorized drug
counter drug used as intended by the manufacturer.
Chain of Custody (CoC) is a legally defensible management system of sample
control, which tracks samples from the point of collection to the reporting of the
Chain of Custody
results. It is designed to link the samples to the donor, and the results to the
samples.
Real or personal property owned, leased or utilized by Employer to conduct
business, including without limitation offices and other structures such as portable
Employer Facilities
units, yards, storage areas, parking areas, residential camps and buildings, and
other assembly areas.
All property, offices, facilities, land, parking lots, buildings, structures, fixtures,
Employer installations, areas, ships, boats, vessels, aircraft, automobiles, trucks, and any
Premises / other vehicles, equipment or property, whether owned, leased, used or controlled
Property by an Employer entity. It also includes all modes of transportation whether owned,
leased, provided by or rented by any Company entity or employee.
Independent Contract Personnel, their employees or subcontractors working on
Contract Personnel
Employer Property.
A controlled substance is generally a drug or chemical whose manufacture,
possession, or use is regulated by the Government of the Sultanate of Oman,
such as prescription medications that are designated by law. Examples include
narcotics, certain depressants, certain stimulants, hallucinogens, cannabis,
Controlled
marijuana and designer and synthetic drugs and chemicals, whether or not
substance
specifically listed in those of the Government of the Sultanate of Oman. Also
included are substances yet to be discovered that may affect or may have
propensity to affect a user in a manner similar to currently known controlled
substances.
Any substance or chemical that has mind or function altering effects on the human
body, including, without limitation, Controlled substances, prescription and over-
Drug
the-counter medications. Drugs under this Policy comprise two categories -
Authorized Drugs and Unauthorized Drugs.
Drug Use Any form of consumption, ingestion, inhaling, injecting or absorption.
The possession of a controlled substance of which is unlawful under Government
illegal drug of Oman Law. The term “illegal drug” does not mean use of a controlled substance
pursuant to a valid prescription or other uses authorized by law.
A licensed physician responsible for receiving laboratory results and who is
Medical Review knowledgeable of substance abuse disorders. The MRO must have appropriate
Officer (MRO) medical training to interpret and evaluate test results in conjunction with medical
history and any other bio-medical information.
A specimen that is reported by the laboratory as positive for drug(s)/drug
Non-Negative
metabolite(s), adulterated, substituted and/or invalid.
On one’s person, in one’s personal effects, in one’s vehicle, or under one’s
Possession
control.
Sale Any exchange, transfer or sharing, whether for money or otherwise.

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Term Definition
A portion of a specimen (such as hair, blood or urine) that is maintained under a
separate chain of custody for a confirmation test, if the initial specimen is positive.
Split Sample
Split Samples may be offered for all testing except pre-placement, unless
required by law.
Any drug or Controlled substance that cannot be obtained legally, is represented
as being illegal, or has been illegally obtained. This also includes, without
limitation, the following:
• Prescription drugs obtained without a prescription or in the name of a
different person
• Prescribed or over-the-counter drugs used other than as instructed
• Any prescription or over-the-counter product (whether physician
approved or not) which may affect work performance by altering the mind,
Unauthorized drug mood, behavior, emotions, reasoning, performance or physical functions
of the employee, and which has not been specifically approved for the
employee’s on-the-job use by the Employer
• Misuse of permitted, legal, authorized or uncontrolled substances in a
manner which will alter the mind, mood, behavior, emotions, reasoning,
performance or physical functions of the user, including, by way of
example, the misuse of various paints, glues, aerosols, aromatics and
inhalants to produce such an effect on the user.
Herbal or food products containing a controlled substance
Affected by Drugs at or in excess of the lower of threshold levels determined the
laws of the Government of the Sultanate of Oman, or by Alcohol at the lower of
Under the 0.04 grams/210 liters of breath or greater by weight/volume as determined by
Influence breathalyzer or the applicable legal threshold under the laws of the Government
of the Sultanate of Oman, as determined by an appropriate measure in
accordance with the Omani law.

2 GLOSSARY
2 GLOSSARY
Term Definition
CoC Chain of Custody
GC/MS Gas Chromatography / Mass Spectrometry
HR Human Resources
HSE Health, Safety and Environment
MD Ministerial Decision
MDMA 3,4-methylenedioxy-methamphetamine (Ecstasy Molly)
MoMP Ministry of Man Power
MRO Medical Review Officer
PCP Phencyclidine
PPE Personal Protective Equipment
RD Royal Decree
ROP Royal Oman Police

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3 3 PURPOSE
PURPOSE
The purpose of this document is to provide minimum requirements and guidelines for Oil and Gas
Companies (refer herein as Employer) to develop and implement programs to prevent incidents
that may result from drug or alcohol use or abuse or the possession and use of prohibited items.
This standard pertains to all Oil and Gas Companies, and their contractors and visitors who have
cause to be on their properties.
This standard describes the Employer's means of identifying and preventing substance abuse by
employees, Contract Personnel· and visitors doing business with or working for Employer, working
on Employer Property or using Employer Property. This standard complies with the requirements
of the laws and regulations of the Government of the Sultanate of Oman:
• Royal Oman Police 17/1999 Drugs Law
• Royal Oman Police Security System for Oil and Gas Installations
• Royal Decree No. 72/91 Social Security Law
• Royal Decree No. 17/99 For Issuing the Law of Narcotics & Psychotropic Control (1999)
• Law of Narcotics & Psychotropics control & It’s Executive Rule published by Executive Office
of National Committee for Narcotics & Psychotropics Substances Affairs (2008)
• Ministry of Health MD 98/2001 Drugs Policy
• Ministry of Health Guide to Management of Narcotics & Psychotropic Substances in Health
Institutions & Pharmaceutical Establishments (2016)
• Ministry of Manpower MD No. 133/2018 Amend some of Occupational Health, Safety under
MD 286/2008 at Workplace Facilities Regulations Under Labor Law
• RD 35/2003 Labour Law
• MD 286/2008 Occupational Safety and Health Regulation

NOTE:
This standard is separate from and in addition to any applicable drug and alcohol program, or
restrictions upon possession, mandated by the Government of the Sultanate of Oman.
Every Employer is responsible for awareness of and compliance with this Standard. Employer are
also required to mandate for contractors to maintain a Drug and Alcohol policy including random
testing of Contract Personnel's employees, which is acceptable to the Employer. Any individual
found or suspected to be in violation of the Drug and Alcohol policy, whether an employee, Contract
Personnel or visitor, will be denied access to the job site, work assignment or Employer Property.

4 4 APPLICABILITY
APPLICABILITY
This standard is applicable to Oil and Gas sector of the Sultanate of Oman.

5 5 POLICY
POLICY
5.1 Drug and Alcohol Policy
The Employer shall establish, implement and maintain Drug and Alcohol Policy that:
• includes a commitment to fulfill the requirement of the Drug and Alcohol Policy.
• includes clear expectations from employees, contractors and visitors to comply with the
requirement of the Drug and Alcohol Policy.
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• includes accountability in case of violation of the Drug and Alcohol Policy.

The Drug and Alcohol policy shall:
- be available as a documented information
- be communicated within the Employer organization
o It is every Employer’s responsibility to ensure that employees within the Employer
Company are aware of the Policy and in compliance with its terms and conditions.
o Contract Personnel providing services to the Employer are required to inform their
employees of the Policy.
o Visitors to Company Facilities shall also be made aware of the Policy, as appropriate.
o In the languages where by every employee is aware and understood the policy and
consequence actions.
- be available to interested parties, as appropriate;
- be relevant and appropriate.
Appendix A provides an example of a Drug and Alcohol Policy.

5.2 Prohibited Conduct

The following are prohibited and shall be regarded as a violation of this standard and applicable
laws:

5.2.1 General
• The use or abuse of any substance that adversely affects health, safety, environment and
security
• The use of any substance that causes or tends to contribute to unacceptable work
performance, reporting for work or working while under their influence.

5.2.2 Alcohol, illegal or Unauthorized Drugs and Prohibited / Controlled Substances

• The use, possession, manufacture, distribution, dispensing, sale, purchase or transfer of
Alcohol or Unauthorized Drugs or prohibited / controlled substances by employees, Contract
Personnel or visitors while performing work for Employer or on Employer Property.
• Reporting to work or working, while Under the Influence of an Unauthorized Drug and/or a
measurable amount of Alcohol in the body.
• The presence, in any detectable amount, of an illegal or Unauthorized Drug, Alcohol or
prohibited controlled Substances in an employee or Contract Personnel or visitor, while
performing Employer business or while on Employer premises. Any person who tests positive
for any Unauthorized Drug or Alcohol, unless the person demonstrates an acceptable medical
justification or official prescription for the use of the drug and has received prior authorization
from Employer to be in possession of such drug at Employer Property.
• The use or possession of unauthorized prescription Drugs or unauthorized over-the-counter
Drugs, while on Employer property.

5.2.3 Authorized Drugs

• The use of an Authorized Drug in a manner other than intended, or the use of an Authorized
Drug by someone other than the person for whom the prescription was issued.

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• Reporting to work or working while Under the Influence of an Authorized Drug if the use poses
a threat to the safety of the employee or Contract Personnel, coworkers, or the public, or if the
job performance of the employee or Contract Personnel is adversely affected by the Authorized
Drug.
• Employees, contract personnel or visitors taking physician-prescribed marijuana will disqualify
employees, Contract Personnel or visitors from performance of any job on Employer premises.
Similarly, use of locally legally available herbal products containing controlled substances such
as narcotics or cocaine will disqualify the employee or Contract Personnel from the
performance of any job.

5.3 Drugs and Alcohol Testing

All employees and Contract Personnel may be required to undergo Alcohol or Unauthorized
Drug testing, to the maximum extent permitted by applicable laws of the Government of the
Sultanate of Oman.
Such testing may include, without limitation, amphetamines, cocaine, marijuana, opiates and
phencyclidine (PCP), synthetic opiates, MDMA (Ecstasy), Alcohol and any other substances
which Employer may choose to include in its testing protocols or that are recommended by the
applicable government authorities. (Appendix B: Substances requiring testing)
Any personnel having any detectable amount of Alcohol as determined by or another
appropriate measure will be removed from job duties for a minimum period of one shift and
shall be subject to disciplinary action under this standard.
When requested by Employer, employees and Contract Personnel are required, as a condition
of employment and/or access to Employer Property or facilities, to submit blood, urine, hair or
other scientifically valid drug and/or alcohol tests. Additionally, Employer reserves the right to
require employees to submit to drug/Alcohol testing as a condition of transfer or reassignment.

5.3.1 Limit values for Alcohol

Alcohol limit for an exhaled breath sample is 0.0 micrograms (μg) per 100 milliliters (ml). The
alcohol limit in blood is 0.0 milligrams (mg) per 100 milliliters (ml), referred to as zero (0)
percent (0.00%). The cut-off limit for alcohol is a reading of 0.0mg/ml.

5.4 Testing Facilities, Personnel and Procedures

5.4.1 Testing Facility
Testing for Controlled Substances will be performed only within a supervised system, using an
independent drug/Alcohol testing service, laboratories and designated Employer Medical
Review Officer (MRO).
The laboratory (private contract agency or medical facility), as well as the specific testing
methods to be used, shall be selected with the assistance of the Employer’s MRO.
In the event that it is necessary to utilize local or other drug testing laboratories, the Employer
MRO approve those selections, prior to their use.
In the event of a work-related accident, affected personnel will be tested for alcohol and drug at
the Employer’s medical facility.
In addition to the designated Employer MRO, other personnel authorized by Employer’s Senior
Management or their designate are also permitted to conduct tests.
As needed, sample collection for drug screening may also be directed by the employee’s
supervisor, with the prior approval of the Human Resources (HR) Department. A supervisor,
trained as per the instructions of MRO, shall use the drug testing kit and follow procedures provided
by the Employer Drug and Alcohol Policy.

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5.4.2 Testing Procedure

The independent testing service will select collection sites, as appropriate.
Employees and Contract Personnel will comply with all procedures and protocols established by
the independent testing service.
The testing procedures will incorporate, as appropriate, the use of urine analysis, breath analysis,
saliva, blood testing, hair testing, or other scientifically valid tests.
In those circumstances where a split sample is available to Employer, a positive drug test result
will be confirmed by use of gas chromatography/mass spectrometry (GC/MS) testing or other
appropriate method to verify the presence of the substance(s) or metabolites detected in the
original test (refer to Note 1, below).
NOTE:
If testing is done by a governmental or law enforcement agency, or in a circumstance in
which Employer does not have a split sample or a reasonable opportunity to conduct
confirmation testing, Employer may take disciplinary action, up to and including termination,
based on a non-negative test result conducted and verified by authorized governmental
agency or law enforcement agency without confirmation testing.
The testing method for Drugs will utilize accepted standard threshold levels for the original test and
for any subsequent confirmation testing. Confirmation testing by Employer for Drugs will only test
for the presence of the substance(s) or metabolites originally detected.
Breath tests for Alcohol and confirmation (refer to Note above) will be conducted using an evidential
breath testing device.

5.4.3 Sample Collection & Chain of Custody (CoC)

Sample collection for testing will be conducted by MRO or other personnel authorized by
Company’s Senior Management or their designate.
All procedures shall be followed to ensure that the proper Chain of Custody (CoC) is maintained.
Initial samples will be collected and tested on site. Sample preservation, if applicable shall be
followed. Samples taken under CoC conditions shall be treated as potential evidence. CoC is a
very prescriptive procedure and shall be strictly followed. The MRO or his designate must be able
to defend against all potential allegations of sample tampering.
The Consent Forms (Appendices) can be used as evidence if test results are challenged. Any
discrepancies or omissions on the form or during sample collection can be used to invalidate test
results. If the MRO or his designate is unable to follow the procedure exactly, a management of
change process shall be followed in order to provide any explanation for use of alternative
procedures. For example, any changes to the procedure shall be documented and understood and
agreed by donor.
If there are any problems or questions at any time during the collection, the MRO or his designate
shall contact the HSE Department for advice.

5.4.4 Results Confirmation:

If the results are negative, no further testing will be done. If the results are non-negative, a
confirmatory test will be done and sent off-site to either ROP laboratory or specialized external
laboratory for validation.

5.4.5 Refusal to test or Sample Adulteration:

Refusal to consent to a required test, failure to produce an adequate volume of specimen without
medical justification, adulteration, attempted adulteration or substitution of a specimen shall

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constitute violation of the Employer’s Drug and Alcohol Policy and will subject the employee or
Contract Personnel to disciplinary action, up to and including termination (refer to Section 5.6.2).

5.4.6 Review of Drug and Alcohol Test Results by Medical Review Officer (MRO)
The MRO will review and interpret the results of the Drug and/or Alcohol tests or abnormal
specimen results obtained through the drug testing program.
A Non-negative Drug test result does not automatically identify an employee/Contract
Personnel/applicant as a user of prohibited Drugs. The medical team must review confirmed
positive drug test results and determine whether a legitimate alternative medical explanation could
account for the non-negative result.
The medical team’s review may include interviewing the affected employee/Contract
Personnel/applicant and reviewing the medical history and other bio-medical information regarding
the affected person.
The medical team reports the test results to Employer. Test results may be coordinated between
or among the medical team, the testing laboratory, the HSE Department and HR Department.

5.4.7 Confidentiality
Laboratory test results detailing the specific drug type and level will be treated by Employer as
confidential, and will be disclosed only to the MRO or other designated employer representative,
unless such reporting is required by any applicable laws.
The MRO will disclose only information necessary for the HR Department to initiate appropriate
action, under the Employer Drug and Alcohol Policy.
Information that will be disclosed to the Employer HR Department for action shall include the MRO
verified report.

5.5 Types of Tests to be Performed

Six types of testing that may be required, those include pre-placement, random testing, reasonable
suspicion, post incident/accident, return to work and post-rehabilitation.
All laboratory test results for Drugs shall be reviewed, interpreted and verified by the medical team
before being reported.

5.5.1 Pre-Placement/Post-Offer
Employer must require testing of candidates for employment for Drugs and/or Alcohol as part of
the pre-placement process. All applicants who have received a conditional offer of employment will
be required to submit to drug and Alcohol testing, prior to starting his or her employment. The
prospective employee will be given a copy of the Employer’s Drug and Alcohol Policy to read and
a copy of the Appendix C Pre-Employment Acknowledgement & Screening Consent Form to sign
and return to the appropriate Employer HR Representative. Employer may test for any substances
under this Policy. In most cases, the test may include hair or urine testing for drugs, although other
appropriate test methods may be used at Employer’s sole discretion. Employer will withdraw the
conditional offer of employment to any applicant who tests positive for unauthorized Drugs, or for
an Alcohol.

5.5.2 Random
Employer shall implement a random testing program, under the Drug and Alcohol policy, in
accordance with applicable requirements of the laws and regulations of the Government of the
Sultanate of Oman.

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All employees and Contract Personnel are included in the Random Drug and Alcohol Testing
Program.
A method of random selection is administered by the independent testing service, to ensure that
the selection of any person is random. Each time a random selection occurs, all members of the
test pool are subject to selection. No member of the pool will be excluded, merely because he/she
has been randomly selected and/or tested earlier. The tests shall occur randomly throughout the
year. A target of minimum 5% of the test pool members will be tested each year. However,
Employer reserves the right to amend this minimum percentage upward at any time at its sole
discretion. When an employee or Contract Personnel has been notified of his/her random selection,
he/she must report to the test collection site within 30 minutes in addition to reasonable travel time.

5.5.3 Reasonable Suspicion/Cause

The Employer Drug and Alcohol Policy shall include a provision for an employee or Contract
Personnel to be tested, when there is a specific, objective and articulate facts and reasonable
suspicion that the employee or Contract Personnel is currently in possession or Under the
Influence of Alcohol, Unauthorized Drugs or other chemical substances. The decision to test must
be based on specific physical, behavioral, or performance indicators of probable Drug or Alcohol
use.
These situations may include, but are not limited to, the following:
• When a supervisor has observed or has been informed of the presence of Alcohol or Drug
odors, paraphernalia, containers etc.
• When the behavior of an employee or Contract Personnel indicates he or she is unable to
safely or satisfactorily perform his/her job or is Under the Influence of Drugs, chemical
substances or Alcohol.
• Repeated errors on the job, rule violations or unsatisfactory time and attendance patterns,
particularly if these are coupled with another specific event that indicates possible Drug
Use and/or Alcohol Use.
If the supervisor has a reasonable suspicion that an employee or Contract Personnel is Under the
Influence of Drugs or Alcohol, the supervisor, with proper management approval, will request the
employee or Contract Personnel sign Appendix D Periodic Acknowledgement & Open Screening
Consent Form (if the employee or Contract Personnel has not already done so) and take the
employee or Contract Personnel to a designated facility for a Drug and Alcohol test. The
individual(s) shall be temporarily removed from their position, pending receipt of any test results.

5.5.4 Post-Incident/Accident Testing

The Employer Drug and Alcohol Policy shall include a provision to perform post incident / accident
testing. When an employee or Contract Personnel is involved in a workplace incident or accident,
which may have been caused by impaired judgment or performance, the employee or Contract
Personnel will be required to submit to post incident/accident drug/Alcohol testing. The incident or
accident may occur at or on Employer Property, or outside of Employer Property, during the course
and scope of employment. The test should take place as soon as possible after the
incident/accident, preferably within the first 2 hours, but no later than 24 hours after the
incident/accident.
The manager, in consultation with the Employer HR, will make the determination to test, based
upon available information. If an employee or Contract Personnel is taken to the hospital, the test
request will be provided by Employer to the medical staff at the hospital, together with a copy of
the Employer Drug and Alcohol Policy.
In the event of any incident/accident, the involved employees or Contract Personnel or persons in
the immediate vicinity of the incident/accident, whose impaired judgment or performance may be
a contributing factor to the incident/accident, are also subject to Drug/Alcohol testing.

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If an employee or Contract Personnel is taken to a medical facility, the employee or Contract

Personnel shall be advised that the drug and/or Alcohol screening test is to be administered by
such medical facility. Employees or Contract Personnel not taken to a medical facility should be
tested in accordance with standard post-accident testing procedures. Employees or Contract
Personnel may also be tested according to procedures in Section 5.4. Any refusal shall be reported
to the Employer’s HR Department by the supervisor.
If the test indicates a positive result, if the employee or Contract Personnel refuses to take the test,
or if the specimen has been adulterated by the employee or Contract Personnel, disciplinary action
up to and including dismissal shall be determined after the situation has been reviewed by the
Employer line management.
Nothing in this Standard nor in the Employer Drug and Alcohol Policy shall be construed to require
the delay of necessary medical attention for injured persons following an accident or to prohibit an
employee from leaving the scene of an accident for the period necessary to obtain assistance in
responding to the accident, or to obtain necessary medical care.

5.5.5 Testing Prior to Return to Work

Employees and Contract Personnel allowed to return to work after having tested positive or
admitted to Controlled Substance abuse shall be required beforehand to demonstrate that they are
free from Controlled Substances abuse. Employer shall require a test, prior to return to work,
following rehabilitation.

5.5.6 Post-rehabilitation Testing

After successfully completing the initial program and as a condition of continued employment,
employees and Contract Personnel, who have undergone rehabilitation treatment for dependency
upon Controlled Substances or Alcohol may be required to submit to periodic Controlled Substance
screening tests. The employee or Contract Personnel will be required to authorize the rehabilitation
facility to provide to Employer status reports regarding his/her participation in the Employee
Assistant / Rehabilitation program.

5.5.7 Re-analysis of Original Specimen

Employee or Contract Personnel, whose drug test was reported as positive by the medical team,
may request a reanalysis of the original specimen if the employee or Contract Personnel submits
a written request to the Employer within 5 days of being made aware of the test results. The
employee or Contract Personnel must pay for the cost of the reanalysis. If the results are negative,
Employer will reimburse the individual for the cost of the reanalysis. The reanalysis may be
conducted at the same laboratory where the specimen was initially tested or at another laboratory
with Employee’s prior approval and the sample shall be tested only for the presence of the
substance(s) or metabolite(s) for which the original test was reported as positive.

5.6 Consent for Tests, Compliance, Non-compliance and Discipline

5.6.1 Consent for Tests
Pre-Employment Screening is conducted upon all potential employees.
After initial selection, successful employment candidates will be given a copy of the Drug and
Alcohol Policy to read, and Appendix C Pre-Employment Acknowledgement & Screening Consent
Form to sign, thereby acknowledging that they:
a) have received a copy of the Drug and Alcohol Policy;
b) agree to comply with its terms and conditions; and

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c) consent to give a test sample at the request of Employer under the terms of the Drug and
Alcohol Policy and to have the test results released to the HSE Department. (Refer to
Appendix C Pre-Employment Acknowledgement & Screening Consent Form).

Refusal to sign the Appendix C Pre-Employment Acknowledgement & Screening Consent Form
is grounds for withdrawal of the offer of employment.
Consent for all other screenings shall be obtained as follows:
1) All employees or Contract Personnel are required to sign an Appendix D Periodic
Acknowledgement & Open Screening Consent Form acknowledging that they:
a) have received a copy of the Drug and Alcohol Policy;
b) agree to comply with its terms and conditions; and
c) consent to give a test sample at the request of Employer under the terms of this Policy and
to have the test results released to the HSE Department (Refer to Appendix E Screening
Consent Form).
Refusal to sign Appendix D Periodic Acknowledgement & Open Screening Consent Form
is grounds for discharge and/or termination.
2) Company employees and selected Contract Personnel will be periodically required to
electronically execute an Appendix D Periodic Acknowledgement & Open Screening Consent
Form.
3) Other Contract Personnel required to furnish screening samples pursuant to the Policy will be
given a copy of Appendix E Screening Consent Form to sign, authorizing release of the test
results to Company.

5.6.2 Compliance, Non-compliance and Discipline

The failure by any employee or Contract Personnel to comply with all procedures and protocols
established by an independent or HSE Department approved testing service or Employer is a
violation of the Drug and Alcohol Policy and may result in disciplinary action, up to and including
termination from employment at the Employer or permeant expulsion from Employer Property,
whichever is applicable.

5.7 Legal Drugs (Medication)

Medication, consisting of legal (physician-prescribed or over-the-counter) drugs may degrade the
performance of personnel, rendering them unable to satisfactorily or safely perform their duties
and consequently may compromise the safe work environment for the employee or Contract
Personnel, co-workers or the public, Employer property, facilities or assets.

5.7.1 No Exception
Reporting for work or working while taking legal (physician-prescribed or over-the-counter) drugs
(medication) is sufficient grounds for disciplinary action unless with prior, written, approval of
Employer.

5.7.2 Consultation
Employees and Contract Personnel are responsible for consulting with a medical professional to
ensure that working, while taking a legal drug, does not compromise their ability to safely or
satisfactorily perform their job.

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5.7.3 Notification
Employees and Contract Personnel shall advise their supervisor or Employer's HSE Department
in writing whenever they work while taking a legal drug that may adversely affects health, safety,
security, the environment, or job performance.

5.7.4 Prescriptions
Employees and Contract Personnel who test positive on a Controlled Substance test for legal drugs
that require a prescription must submit confirmation of the prescription from the prescribing
physician addressed to the Employer.

5.8 Searches for Unauthorized Drugs or Alcohol

Company may conduct unannounced searches for Unauthorized Drugs or Alcohol, in or on any
Employer Property.
Employer has the right to inspect all its premises, including parking lots, surrounding grounds, work
areas, offices, camp rooms, lockers, desks, tool boxes, lunch boxes, clothing, vehicles and all other
property located on Employer Property, as warranted, including, without limitation, packages,
containers, vehicles or personal property of employees or Contract Personnel brought onto
Employer Property.
Employer Management will determine when search and/or screening procedures are required at
Employer Facilities to provide a safe environment or to protect Employer assets.
Where required by applicable government law, rule or regulation, search and/or screening
procedures will be conducted in accordance with such law, rule or regulation.
Employees, Contract Personnel and visitors will be required, as a term and condition of
employment and/or access to Employer’s property or facilities, to submit to periodic searches of
personal property, including, but not limited to, lunch boxes, luggage, containers, packages,
toolboxes, brief cases, purses, clothing and vehicles brought onto Employer property.
The refusal or failure of an employee, Contract Personnel or visitor to cooperate in a search is a
violation of the Employer Drug and Alcohol Policy and is grounds for disciplinary action as
explained in further details below.
Where possible, searches must be conducted in the presence of the individual concerned, with
one or more witnesses present and with due regard to cultural considerations.
Searches of employee, Contract Personnel or visitor personal property should be done only upon
entry or exit from Employer property or when there is a reasonable suspicion that such person
possesses or is Under the Influence of Alcohol, chemical substances or drugs or possesses an
unauthorized weapon or explosives.
No person should be touched, as part of a search, or detained, without his or her consent.
Person(s) being searched may be asked to empty pockets, hats, outer clothing, including jackets,
coveralls or slickers etc.
Any prohibited or illegal substances or unauthorized weapons or explosives, discovered during a
search, will be turned-over to the authorities concerned.

5.9 Employee Assistant Program / Rehabilitation Support

The company/employers recognise that alcohol or drug dependency/addiction are treatable
conditions. Employees who believe they have a dependency are encouraged to seek medical
advice at the earliest opportunity. Assistance will then be provided in accordance with the
rehabilitation process through the Company’s HR and/or HSE Departments. Limited time-off with
pay will be granted to staff enrolled in rehabilitation programs; however, enrolment does not provide
an excuse for further misconduct or abuse, which will be regarded as a disciplinary matter.

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5.10 Violations
Failure to comply with any provision of the Employer Drug and Alcohol Policy will be considered a
violation or refusal to submit to required searches or screening will be cause for denial of access
to Employer Facilities and will subject the individual to disciplinary action, up to and including
termination of employment and removal from Employer Facilities.

5.10.1 Reporting Violations

Employees and Contract Personnel must immediately report known or suspected non-compliance
with the Employer Drug and Alcohol Policy, or applicable procedures or guidelines (referenced in
Section-7), to their immediate supervisor or through any of the channels identified by the Employer,
including to a representative of the Employer’s HR Department, HSE Department or the Legal
Department.

5.11 Disciplinary Measures

5.11.1 General
All disciplinary actions applied under the Drug and Alcohol Policy will be consistent with Employer’s
progressive disciplinary practices.

5.11.2 Warning
When an employee or Contract Personnel refuses to comply with and submit to tests referred to
below for Drugs or Alcohol or Controlled Substances or to fully cooperate in any searches, the
supervisor, in all instances, will explain to the person that non-compliance with the following
requests will be viewed as insubordination and is grounds for disciplinary action, which may include
denial of access to Employer Facilities and/or termination of employment or contract, without prior
warning:
i) submit to urine or other Controlled Substances screening tests;
ii) fully cooperate in any search;
iii) disclose and explain the nature of any suspected substance and its use;
iv) leave the work area or Employer Facility when asked to do so by an authorized Employer
representative; or
v) comply with other reasonable requests (including, but not limited to, signing a Consent
Form), as the case may be.
Any insubordination shall be reported to line management and/or HR department, by the
supervisor.
The supervisor, in all instances, will explain to the person that adulteration, attempted adulteration
or substitution of a specimen will result in termination of their employment contract with the
Company.

5.11.3 Continued Insubordination

If the person continues to refuse to submit to tests or to cooperate in any searches, he or she may
be required to leave the Employer Facilities, immediately. Employees may be suspended without
pay pending further investigation. The employee's supervisor will notify the employee of his/her
employment status, after consultation with Human Resources. Contract Personnel and/or visitors
who refuse to cooperate will be required to leave the location and their employer will be notified,
as appropriate.

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5.11.4 Use of Force

Employer management and supervisors shall not use force in seeking compliance with screening
and/or search requirements under their Drug and Alcohol Policy. Security personnel or authorities
concerned should be informed if the supervisor determines that, as per the Drug and Alcohol
Policy, the employee or Contract Personnel should not be allowed to remain in the work area and
the person refuses to leave the Employer Facilities when requested to do so.

5.11.5 Transportation
If the person requested to leave appears to be Under the Influence of Alcohol and/or Controlled
Substances, transportation should be provided to his or her residence (for employees) or to the
Contract Personnel’s nearest location. If the employee or Contract Personnel refuses
transportation, local law enforcement should be notified.

5.12 Implementation
Appropriate procedures and guidelines to implement the Employer Drug and Alcohol Policy shall
be adopted and approved by the senior management of the employer, with appropriate review by
Human Resources, Legal and HSE Departments. If any provision of the Drug and Alcohol Policy
conflicts with, invalid or unenforceable under applicable laws of the Government of the Sultanate
of Oman, the applicable laws shall govern, and all unaffected provisions of the Policy will continue
to be valid and enforceable to the fullest extent, allowed by law.

6 6 ROLES AND
ROLES RESPONSIBILITIES
AND RESPONSIBILITIES
6.1 Senior Management
• Approving all programs under the Drug and Alcohol Policy;
• Ensuring that sufficient resources are allocated to enforce the Drug and Alcohol policy;
• Authorizing personnel to perform collection of samples for testing for Unauthorized drugs;

6.2 Managers
• to decide whether a test for Alcohol or Controlled Substances should be administered to an
employee or Contract Personnel, if involved in a work-place accident.

6.3 Human Resources

• to Liaise, as required, with senior management to determine disciplinary action in the event
of violations of the Drug and Alcohol Policy.

6.4 Health, Safety, Security and Environment

• the implementation and enforcement of the Drug and Alcohol Policy, including delegation
to appropriate department personnel;
• the development and implementation of procedures and guidelines to create awareness,
conduct training and ensure compliance under the Drug and Alcohol Policy.

6.5 Legal Department

• to review all procedures and guidelines written for implementation of the Drug and Alcohol
Policy.

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6.6 Supervisors
• To communicate the Drug and Alcohol policy to employees, Contract Personnel and
visitors;
• To request that a test for Alcohol or Controlled Substances is administered to an employee
or Contract Personnel, if there is reasonable suspicion.

6.7 Medical Staff

• Perform testing for Controlled Substances.
• Supervise testing for Controlled Substances at laboratory.

6.8 Medical Review Officer

• Review and interpret the results of the Drug and/or Alcohol tests or abnormal specimen
results obtained through the drug testing program;
• Generate report of test results for use by Employer.

6.9 Employees, Contract Personnel and Visitors

• Employees, Contract Personnel and Visitors are responsible to be aware of and comply
with all the requirements of the Drug and Alcohol Policy.

REFERENCES
7 7 REFERENCES

Document Number Description

Ministry of Manpower Amend some of Occupational Health, Safety at Workplace Facilities
MD No. 133/2018 Regulations Under Labor Law

Appendix B Pre-Employment Acknowledgement & Screening Consent Form

Appendix C Periodic Acknowledgement & Open Screening Consent Form
Appendix D Screening Consent Form
Ministerial Decision – Drugs regulations
MoH 98/2001
Royal Oman Police Drugs Law
Royal Oman Police Security System for Oil Installations
Oman Royal Decree Social Security Law
No. 72/91
Oman Royal Decree Issuing law of Narcotics & Psychotropic Control
No. 17/99
Law of Narcotics & Published by Executive Office of National Committee for Narcotics &
Psychotropics control Psychotropics Substances Affairs (2008)
& It’s Executive Rule

Conforming Products List of Evidentiary Breath Measurement Devices

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8 APPENDICES
8 APPENDICES
Appendix A: Drug and Alcohol Policy Example
Appendix B: Substances requiring testing
Appendix C: Pre-Employment Acknowledgement & Screening Consent Form
Appendix D: Periodic Acknowledgement & Open Screening Consent Form
Appendix E: Screening Consent Form

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Appendix A: Drug and Alcohol Policy Example

“THE USE OR ABUSE OF ANY SUBSTANCE THAT ADVERSELY AFFECTS SAFETY OR JOB PERFORMANCE IS A
VIOLATION OF EMPLOYER POLICY. THEREFORE, THE USE, POSSESSION, SALE, PURCHASE, OR TRANSFER OF
ALCOHOL OR ILLEGAL OR UNAUTHORIZED DRUGS BY EMPLOYEES OR CONTRACT PERSONNEL WHILE ON
THE JOB OR ON EMPLOYER PROPERTY IS PROHIBITED. REPORTING TO WORK OR WORKING WHILE UNDER
THE INFLUENCE OF ALCOHOL OR ILLEGAL OR UNAUTHORIZED DRUGS IS PROHIBITED. REPORTING TO
WORK OR WORKING WHILE UNDER THE INFLUENCE OF A LEGAL OR AUTHORIZED DRUG IS PROHIBITED IF
THE EMPLOYEE'S USE OF THE LEGAL OR AUTHORIZED DRUG POSES A THREAT TO THE SAFETY OF THE
EMPLOYEE, COWORKERS, OR THE PUBLIC OR IF THE EMPLOYEE'S JOB PERFORMANCE IS SIGNIFICANTLY
AFFECTED BY THE LEGAL OR AUTHORIZED DRUG. VIOLATION OF THIS POLICY IS GROUNDS FOR
DISCIPLINARY ACTION UP TO AND INCLUDING TERMINATION OF EMPLOYMENT WITHOUT NOTICE.”

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Appendix B: Substances, requiring testing

When there is a reasonable suspicion of substance misuse and/or under the circumstances (Reasonable cause, Post-
accident/incident, random, Pre-employment/Preplacement/periodic) a urine sample shall be tested for the presences of the
following 10-point drug group:
• Amphetamines
• Barbiturates
• Benzodiazepines
• Cannabis
• Cocaine
• Methamphetamines
• Methadone
• Opiates
• Buprenorphine
• Ketamine

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Appendix C: Pre-Employment Acknowledgement & Screening Consent Form

I acknowledge that I have seen, read or had read to me, Employer Drug and Alcohol Policy.

I understand that as part of the pre-employment evaluation process I will be required to undergo a physical examination and/or
provide specimens for Controlled Substances screening tests. I understand that the presence of Controlled Substances not
prescribed by a licensed professional, the abuse of legal drugs prescribed by a licensed professional or the excessive use or
dependence on alcohol may be cause for the rejection of my application for employment.

I hereby authorize the laboratory selected by Employer to release the results of the Controlled Substances screening tests in
a confidential manner to Employer.

I understand that this form will become part of my personal file and that any false statement is a basis for rejecting my
application for employment.

I declare the above to be true to the best of my knowledge and I am aware that any non-declaration of significant medical
problems may result in termination of my employment.”

Signature

Print Your
Name Here

Date

PLEASE RETURN IN SELF-ADDRESSED ENVELOPE TO:

Employer Name and Address

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Appendix D: Periodic Acknowledgement & Open Screening Consent Form

I hereby acknowledge that I have been given access to a copy of the Employer’s Drug and Alcohol Policy document for review;
that I have had an opportunity to read or have read to me, and to ask questions about the Policy; and that I understand the
requirements of the Policy.

I understand that, among other things, (i) the Employer’s Policy requires employees and Contract Personnel to submit to tests
to be analyzed for the presence of unauthorized Controlled Substances; (ii) the presence of a detectable trace of any
unauthorized Controlled Substance at or above the threshold limit established by the Company is grounds for disciplinary
action; and (iii) my cooperation is voluntary, but that refusal to submit a specimen for testing is grounds for disciplinary action.

I agree to comply with the terms of the Policy or any changes or amendments thereto and I understand that non-compliance
with the Policy will result in disciplinary action, including denial of access to Company Facilities and/or termination of
employment or contract without prior warning.

I hereby consent and agree to give a sample of my urine, blood, breath, hair and/or other scientifically valid drug/alcohol
screening test sample requested pursuant to the Policy by the Employer at any time in the future. Further, I hereby authorize
the laboratory selected by the Employer to release the results of any such future Controlled Substances screening tests in a
confidential manner to the Employer.

My electronic signature hereof acknowledges that I have carefully read and understand the foregoing statements.

Signature

Print Your Name Here

Date

Witness Signature

Print Witness Name Here

Date
PLEASE RETURN IN SELF-ADDRESSED ENVELOPE TO:
Employer Name and Address

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Appendix E: Screening Consent Form

I acknowledge that I have seen, read or had read to me Employer’s Drug and Alcohol Policy.

I hereby consent and agree to give a sample for scientifically valid tests for Controlled Substances pursuant to the Policy and
authorize the laboratory selected by Employer to release the results of the Controlled Substances screening tests in a
confidential manner to Employer.

I hereby acknowledge that the samples are my own. Further, I attest that the samples were labeled in my presence and
initialed by me prior to being forwarded to the appropriate testing facility.

My signature below acknowledges that I have carefully read and understand the foregoing statements.

Signature

Print Your Name Here

Date

Witness Signature

Print Witness Name Here

Date
PLEASE RETURN IN SELF-ADDRESSED ENVELOPE TO:
Employer Name and Address

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