CABGOC – Cabinda Gulf Oil Company Limited

Human Resources
Policy 601 - Drugs & Alcohol
Revised November 2021

General
The purpose of this policy is to establish rules regarding the use of drugs and alcohol at
CABGOC. The Policy applies to all payroll employees, contractors and visitors.
Scope
This Policy applies to employees of all payrolls and contractors working in CABGOC while in
CABGOC’s premisses or property. The objective of this policy and its complementing guidelines
is to educate and inform CABGOC employees, contractors and visitors of CABGOC’s position
on the use of drugs and alcohol at any of its facilities or while executing any of its activities
performed anywhere in the world; to regulate control measures of drugs and alcohol use; and to
ensure identified cases are dealt with in a procedurally fair manner.
Responsibilities
All employees are responsible for complying with this policy. Supervisors have increased
responsibility to ensure that this policy is communicated to contractors and visitors in their
respective groups of activity. Security, Medical and HES will be involved in the provision of
controls which include searching and testing for cause to ensure compliance with this policy.
Procedure
This policy will be communicated to all employees and contractors by Human Resources (HR)
Announcements and reinforced by HR Busniess Partners (HRBP) and it will be reviewed
periodically to ensure its enforcement. Supervisors are required to give a copy if this policy to
employees to read, require their signature and send to HR to be filed in the employees’ file.
This policy prohibits the unauthorized use, possession, distribution, purchase or sale of drugs &
alcohol by any person while on CABGOC’s premises or CABGOC sponsored properties. Where
reasonable cause or reasonable grounds exist, CABGOC reserves the right to conduct searches
and to conduct drug & alcohol testing in circumstances set out in the CABGOC guidelines on
Drugs & alcohol testing.
Employees must inform their supervisor immediately if they are taking medication that could
impair their ability to effectively and or safely perform their job duties.
Supervisors must ensure that an employee is immediately removed from CABGOC’s premises,
through notification or observation of unacceptable job performance or unusual behavior,or
whenever there is reasonable cause to believe that the employee may be under the influence of
alcohol or other substance.
The following constitute violations of this policy: 1) a verified positive drug test result 2) a
verified test result of 0.04 percent or higher alcohol blood concentration (BAC); 3) verified test
result of above 0.00 percent BAC in cases of safety sensitive work environment; 4) refusal to be

CABGOC Human Resources

Policy 601 – Drugs & Alcohol
tested for drug or alcohol. These violations are cause for disciplinary action, up to and including
termination.

Supervisors, in consultation with HRBP, are responsible for initiating corrective action when they
have reasonable cause to believe that an employee is not in compliance with this policy.
Failure to comply with this policy may result in a disciplinary action up to termination.

CABGOC reserves the right to modify or terminate this policy at any time and for any

reason For further guidance or concerns related to this policy, contact your HRBP.

References:

Policy 800 - Disciplinary

CABGOC Employee Assistance Program (EAP)

Signature:

Date:

CABGOC Human Resources

Policy 601 – Drugs & Alcohol