B A L O O T S I E N G I N E E R I N G

POL001

SAFETY, HEALTH AND ENVIRONMENTAL POLICY

OMAATLA ENTERPRISE SERVICE recognises and accepts its responsibility as an employer to

provide a safe and healthy workplace and work environment for all its employees and others (clients,
visitors, contractors and members of public) and is committed to achieving and maintaining the highest
standard of Health and Safety at all times and to eliminating conditions that could result in personal
injury, death or ill health.

OMAATLA ENTERPRISE SERVICE assumes responsibility for the environment by identifying

environmental aspects and putting controls in place to minimize the impact thereof on the environment
in which we conduct our business.

The organization requires and commits its activities within the workplace to conform to relevant
legislation and other requirements.

We undertake to –

 Provide employees and other stakeholders with guidance on and training in the identification,
assessment and control of hazards in the workplace;

 establish effective management of SHE risks which depends on the commitment and cooperation
of everyone in the organization;

 consult with all employees in a meaningful and effective manner on SHE issues, enabling each
employee to contribute to decisions that may affect their health, safety and welfare at work;

 dually appointed members of management to take responsibility for the health and safety of
employees and other people working under their direction;

 comply with all applicable legislation and other requirements;

 train our employees, contractors and others affected by our actions in the importance to
preserve the environment for future generations;

 strive to reduce, re-use and recycle waste generated by our activities and educate our employees
and contractors in the importance thereof;

 conduct our business in such a manner as to prevent any pollution of storm water drains, water
ways, air and soil; and

 see to it that contractors working on behalf of OMAATLA ENTERPRISE SERVICE shall also
conduct their activities in an SHE compliant manner that will ensure the safety, health and
welfare of all stakeholders

As required in terms of the provisions of the OHS Act and other relevant Environmental Legislation, the
following shall be implemented to achieve the above-mentioned statements:

 SHE audits and risk assessments;

 SHE safe method statements/procedures/inspections;

 analysis of OHS workplace inspections and incident investigations being in place to ensure
ongoing compliance with the OHS Act and COID Act requirements; and

 awareness/statutory training on all relevant SHE issues.

This policy shall be reviewed annually.

Date: Rev: 00 Approved by:

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______________________________ ___________________________
CEO/MD (OHSA 16.1) DATE

ALCOHOL AND DRUG POLICY

OMAATLA ENTERPRISE SERVICE recognizes that the presence in the workplace of persons who are
under the influence of alcohol or drugs constitutes a safety risk to themselves and others and that such persons
may also have a detrimental effect on the high standards of performance and conduct expected by the
organization. The purpose of this guideline is to ensure a working environment that is free of alcohol and drug
abuse.

No persons who are or appear to be under the influence of intoxicating and/or unlawful substances shall be
permitted to enter or remain on the organization’s premises or that of a Client.

Under no circumstances shall company vehicles or vehicles used for the conduct of company business be
operated by an employee whose ability to drive is impaired by alcohol or drugs.

Employees who attempt to enter the workplace at any time while under the influence of alcohol or drugs or who
have in their possession intoxicating liquor or unlawful drugs while at work shall be dealt with in accordance to
the applicable legislation and OMAATLA ENTERPRISE SERVICE’s internal procedures.

Employees taking prescription drugs which may affect their judgement or ability to perform their job or operate
vehicles to conduct business, shall establish the effects of the medication and shall timeously advise the
organization so that appropriate safety measures can be taken.

OMAATLA ENTERPRISE SERVICE has the right to assess of an employee's state of sobriety and to take
protective and corrective action if it is reasonable to suspect that the employee is under the influence of alcohol
or drugs.

Signs that may indicate that an employee is under the influence of alcohol may include:

 Slurred speech/stuttering
 Stumbling
 Smell of alcohol
 Red eyes
 Strange or aggressive behaviour

Signs that may indicate that an employee is under the influence of drugs may include:

 Dazed and "out of it" appearance

 Slurred speech
 Red eyes
 Lethargy, for example, slow movements or responses
 Strange behaviour

Employees suspected of being under the influence of such substances shall be dealt with in accordance with
internal procedures.

___________________________ ______________________
Date: Rev: 00 Approved by:
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CEO/MD (OHSA 16.1) Date

SMOKING POLICY

The purpose of this document is to provide guidelines of acceptable smoking practices in a working
environment.

There is increasing recognition of the need to restrict smoking in the workplace for medical, legal and financial
reasons, including recognition of the health effects of passive smoking, of the need to manage the risk of
liability from diseases caused by passive smoking, and of encouraging smoking cessation as part of health
promotion in the workforce.

As an employer, OMAATLA ENTERPRISE SERVICE, has a legal duty to take reasonable care to protect its
employees. In attempt to consider and accommodate the needs of smokers and non-smokers and to provide all
our employees with a safe and healthy working environment, OMAATLA ENTERPRISE SERVICE, has
compiled this document.

Smoking will not be prohibited in workplaces, but designated smoking areas will be provided to accommodate
smokers in accordance with the Tobacco Products Act, 1993.

Smokers should manage their smoking breaks in a responsible manner to respect departmental needs and
management discretion. Prolonged or frequent absences could be dealt with as a matter of performance and
conduct.

Employees shall strictly follow signs indicating the presence of a smoke free area.

While on a site, employees of OMAATLA ENTERPRISE SERVICE shall:

 Strictly adhere to the Client’s Smoking Policy;

 Strictly obey all Smoking signage;

 Not smoke in parked vehicles.

In mining environments:

 Smoking will only be allowed on surface level in designated smoking areas;

 Smoking will be strictly prohibited underground;

 Possession of any tobacco product or other related substance, lighters and/or other related contraband
is prohibited.

________________________ ___________________________
SIGN: CEO (OHSA 16.1) DATE

Date: Rev: 00 Approved by:

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CELLPHONE POLICY

Use of cellphones while driving

OMAATLA ENTERPRISE SERVICE strictly prohibits its employees from using a hand-held
communication device while driving. This includes a cellphone, microphone or other communication device,
as per the South African National Road Traffic Act.
 You may use such a device ONLY IF it is NOT being held in your hand or with any other part of your
body (e.g. it may NOT be gripped under your chin either).
 
 You may also not use the cellular phone at traffic lights even when the vehicle is not moving – if the
engine is running you are considered to be driving.
 

 Transgressing the Rules of the Road includes taking photos, browsing the internet and participation
on social media platforms when driving.

Should an employee need to make or receive a call, they should pull over at a safe spot and make or receive
the call.

Using cellphones on Client’s site

Employees of OMAATLA ENTERPRISE SERVICE shall comply with all Client rules with regards to cell
phone usage while on their site.

Employees shall familiarize themselves with the Client’s Cellphone Policy and ensure adherence to the Policy
at all times.

Employees shall ensure that they fully comprehend the Client’s rules and requirements before commencing
work.

___________________________ ______________________
CEO/MD (OHSA 16.1) DATE

Date: Rev: 00 Approved by:

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PREGNANCY POLICY

OMAATLA ENTERPRISE SERVICE is aware of its legal obligations towards pregnant and breastfeeding
employees under the Basic Conditions of Employment Act, 1997 (BCEA) – CODE OF GOOD
PRACTICE ON THE PROTECTION OF EMPLOYEES DURING PREGNANCY AND AFTER THE
BIRTH OF A CHILD.

OMAATLA ENTERPRISE SERVICE is responsible to provide and maintain a work environment that is
safe and without risk to the health and safety of employees.

Section 26(1) of the BCEA prohibits employers from requiring or permitting a pregnant employee or an
employee who is breast-feeding to perform work that is hazardous to the health of the employee or the health
of her child.

Once an employee has informed the management of OMAATLA ENTERPRISE SERVICE of her
pregnancy, Management will be responsible to ensure that she does not perform any work that may be
hazardous to her or the unborn child.

Employees shall familiarize themselves with the Client’s Pregnancy Policy and ensure adherence to the Policy
at all times.

___________________________ ______________________
CEO/MD (OHSA 16.1) DATE

Date: Rev: 00 Approved by:

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HIV / AIDS POLICY

OMAATLA ENTERPRISE SERVICE recognizes its responsibility to provide a safe and healthy work
environment for all its employees, whether employed directly or indirectly, to protect human rights and give
moral support in the event of an Employee becoming, infected with Human Immunodefiency Virus (HIV) or
Acquired Immune Deficiency Syndrome (AIDS).

OMAATLA ENTERPRISE SERVICE therefore has the following policy with regards to HIV/AIDS.
— OMAATLA ENTERPRISE SERVICE does not include, or require HIV/AIDS testing as a pre-
employment screening, but encourages testing in the annual physical examination on a voluntary and
confidential basis.
— OMAATLA ENTERPRISE SERVICE treats all Employees, whether infected with HIV/AIDS or not,
in an equal and non-discriminatory manner. This includes job application, selection, hiring,
advancement, discharge, training or other condition and privileges of employment.
— OMAATLA ENTERPRISE SERVICE allows Employees infected with HIV/AIDS to continue
working provided he/she complies with the Company’s accepted work performance standards, and
medical authorities indicate that he/she condition and presence at work does not threaten themselves
or other employees.
— OMAATLA ENTERPRISE SERVICE undertakes to create a positive, supportive work environment
for its Employees infected with HIV/AIDS and will maintain a flexible and reasonable attitude to
employment condition, unless it may impose an undue hardship on the business or operations. In the
case that Employee is per doctor’s order unable to work, it may consider terminating the employment
in accordance with OMAATLA ENTERPRISE SERVICE rules and procedures, and as per Labour
Laws.
— OMAATLA ENTERPRISE SERVICE keeps all medical information, medical records or related
information in absolute confidence, and will request its sub-contractors to do so. An employee
infected with HIV/AIDS is not required to inform OMAATLA ENTERPRISE SERVICE, except at
his/her own discretion.
— OMAATLA ENTERPRISE SERVICE undertakes to provide education, training, orientation and
information for all Employees in order to equip them with the knowledge, understanding, right
attitude and awareness of HIV/AIDS problems including the encouragement for Employees to
contribute to an HIV/AIDS Programme.
— OMAATLA ENTERPRISE SERVICE provides consultation, information and help through the
Human Resources/ Personnel Department to give understanding of the illness or recommends
appropriate organizations that provide such services.

_____________________________ ___________________
CEO DATE

Date: Rev: 00 Approved by:

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PERSONAL PROTECTIVE EQUIPMENT POLICY

OMAATLA ENTERPRISE SERVICE is committed to assess the risks of related activities and conditions to
determine where there is a possibility of exposure to hazards that are detrimental to the health and safety of
employees. Where it is not practical to safeguard a condition or situation, PPE must be provided. All PPE
provided shall be appropriate to the risk

OMAATLA ENTERPRISE SERVICE shall ensure that personal protective equipment is provided,
maintained and effectively applied as part of an overall risk management strategy and safely disposed of to
prevent possible adverse SHE impacts.

It is OMAATLA ENTERPRISE SERVICE’s policy to provide PPE only as a last resort where Engineering
Controls, Administrative Controls and other management procedures are not effective or possible.

The issuing of PPE shall be done in accordance with the following guidelines:

 PPE shall be issued free of charge;

 The use of PPE will be enforced by management;
 PPE remains the property of OMAATLA ENTERPRISE SERVICE and depending on the nature of
the PPE, must be handed back on termination of service;
 Any employee who has been supplied with any device, appliance or any other article for the sake of
good health and/or safety, is compelled to use or wear it;
 Employees are responsible for properly maintaining PPE issued to him or her. It should always be in a
clean and safe condition;
 If PPE is lost, stolen or damaged, it must be reported immediately by the employee to his or her
supervisor. OMAATLA ENTERPRISE SERVICE shall replace such PPE;
 OMAATLA ENTERPRISE SERVICE shall replace worn PPE as and when required;
 PPE shall be inspected on a regular basis to ensure it can still provide effective protection;
 Disciplinary action may be instituted after an investigation has been conducted in the following
instances: -
 Refusal or failure to use the PPE supplied
 The incorrect usage of PPE after training has been provided
 Wilful damage to PPE

_____________________________ ___________________
CEO/MD (OHSA16.1) DATE

Date: Rev: 00 Approved by:

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Date: Rev: 00 Approved by: