Policies

AFRICA FORMWORK (PTY) LTD – CAPE TOWN Doc No: AFW_HSMS_CPT_01
AFRICA Page: Page 1 of 11

HEALTH & SAFETY MANAGEMENT SYSTEM
FORMWORK Rev: 00
PROJECT: HSE: ROSENBERG
(PTY) LTD Date: 25/04/2023
ALCOHOL & DRUG MANAGEMENT POLICY
PURPOSE
AFRICA FORMWORK is concerned and recognizes a responsibility to provide a safe, healthy, and
productive work environment for all employees. This Policy is designed to help accomplish that goal by
eliminating drug and alcohol abuse among our employees. Employees who use illegal drugs or abuse
other controlled substances or alcohol tend to be less productive, less reliable, less cautious, and prone to
greater absenteeism resulting in the potential for increased cost, delay and risk in our Company’s business.
Ultimately, they threaten our competitiveness.
We believe our employees have the right to work with persons free from the effects of alcohol and drugs.
This Policy is designed to help accomplish that goal by eliminating alcohol and drug abuse among our
employees.
We regret any inconvenience that may be caused to employees who do not abuse alcohol or drugs. We
believe, however, that the benefits to be derived from this Policy in terms of enhanced safety, productivity,
and quality of the workplace will more than make up for any inconvenience to the rest of us. We seek the
understanding and cooperation of all employees in implementing this Policy to make our Company a safe
and enjoyable place to work.
CONDITIONAL JOB OFFER SCREENING
The Company will utilize conditional job offer screening practices to prevent hiring or rehiring.
(a) individuals who use illegal drugs or (b) individuals whose use of legal drugs or alcohol indicates a risk
of unsatisfactory or unsafe job performance.
USE, POSSESSION, OR SALE OF DRUGS OR ALCOHOL
ALCOHOL
The possession, consumption, purchase, or sale of alcohol on Company premises is prohibited.

Furthermore, no employee shall be under the influence of alcohol while performing Company business off
Company premises if such use or influence in the opinion of the Company may affect the safety of the
employee, co-workers or members of the public, the employee’s job performance, or the safe or efficient
operation of the Company. Any exception to this Policy for special situations (e.g., Christmas parties) must
be approved in advance by the President and conducted in accordance with any limitations which
accompany approval.
FORMWORK Rev: 00
(PTY) LTD Date: 25/04/2023
In addition, persons whose positions with the Company require driving Company equipment or vehicles as
a part of their work may be removed from such positions if found to have been driving under the influence
of alcohol whether on duty or off.
LEGAL DRUGS
The use of illegal drugs may affect the safety of the employee or co-workers or members of the public, the
employee’s job performance, or the safe or efficient operation of the Company facility. “Legal Drug”
includes prescribed drugs and over-the-counter drugs which have been legally obtained and are being
used for the purpose for which they were prescribed or manufactured. Therefore, any employee who is
taking any legal drug which might impair safety, performance, or any motor functions must advise his/her
supervisor before reporting to work under such medication. If the Company determines that such does not
use does not pose any safety or product quality risk, the employee will be permitted to work. A letter of
certification from his/her physician must be provided upon request for the employee’s personnel file.
ILLEGAL DRUGS
The use, purchase, sale, transfer, possession, being under the influence, or the presence in one’s system
of a detectable amount of an illegal drug by any employee is prohibited where the employee is on Company
premises or is performing Company business, or where such activity away from the Company premises or
business affects the employee’s suitability for continued employment or may harm the reputation of the
Company and its employees. It also includes marijuana, amphetamines, cocaine, opiates, phencyclidine,
barbiturates, benzodiazepines, methadone, and propoxyphene.
DRUG AND ALCOHOL SCREENING
 A urinalysis, or other drug/alcohol screening may be conducted:

 To all applicants to whom a job offer has been made.
 Post-accident or if probable cause is suspected.
 When there is reason to believe that an employee may be using drugs or may be under the influence of
drugs or alcohol.
 As part of periodic follow-up testing if the employee is found to have breached these policies but has
been permitted to remain employed.
 Whenever an employee is working in a job classification which has been designated by the Company
as a “safety risk classification”.
 An employee’s cooperation with such a test is required as a condition of employment. The employee’s
refusal to cooperate with such a request and provide a specimen may be grounds for termination
where there is any reason to believe that the employee has violated this Policy and the employee’s
refusal to cooperate prevents a medical determination of his/her condition.
 Employees who produce a “diluted” urine specimen will be given only one (1) additional opportunity to
submit one (1) additional specimen at the employee’s cost. This specimen must be given by the
employee at the Company’s designated collection facility according to established Company protocol
for urine collection and tested by the Company’s designated NIDA approved laboratory at the
FORMWORK Rev: 00
(PTY) LTD Date: 25/04/2023
employee’s cost. Further, this additional specimen must be collected within eight (8) hours from the
time the employee is notified of the “diluted” specimen.
SEARCHES
 Routine searches of Company property may be conducted at times unannounced, this includes, but is
not limited to, lockers, storage areas, jobsite trailers, Company vehicles and rooms normally used to
store employee’s personal property.
 Should the Company suspect that an employee has sold, purchased, used or possessed alcohol, drugs
or drug paraphernalia on Company premises, the Company may inspect the employee’s personal
effects (lunch boxes, toolboxes) or automobile on Company property.
VIOLATIONS OF POLICY
Any violation of this Policy may be grounds for termination. However, in some circumstances and at the
sole discretion of the Company, a lesser penalty may be selected.
If the employee has not engaged in misconduct, unsafe conduct or poor job performance, but is found to
have alcohol or drugs in his/her system, the employee may be placed on an unpaid medical leave
(maximum one month) until he/she presents reliable medical evidence that he/she has overcome any
substance use problem, and he/she shall be reinstated to his/her former position if he/she consents in
writing to occasional testing on request over the next 12 months to be certain that he/she has not resumed
usage of drugs or alcohol in violation of this Policy. If such subsequent usage is detected, the employee will
be terminated.
SELF-IDENTIFICATION TO COMPANY MANAGEMENT/SUPERVISION
Employees who take the initiative of advising their supervisor or manager that they have a medical problem
with regard to alcohol or drug use, who have not engaged in misconduct or repeated poor performance at
work, and who demonstrate a commitment to take the necessary remedial action, will be provided a
medical leave of absence for such purpose.
VIII. RESERVATION OF RIGHTS
The Company reserves the right to change, rescind or depart from this Policy in whole or in part. Nothing in
this Policy alters an employee’s status. The Company hopes each employment relationship will be a happy
and enduring one. Nevertheless, employees remain free to rescind their employment at any time with or
without cause.
FORMWORK Rev: 00
(PTY) LTD Date: 25/04/2023
……….……………………………… ………………………
Signature: (16.1 / 16.2): Date
ENVIRONMENTAL POLICY
Our policy is to reduce the impact of the firm’s operations on the environment. The goal is to promote
sustainability and environmental awareness at all levels of the company by:
 Complying with all applicable environmental legislation and sustainability commitments

 Measuring and analyzing the carbon footprint of our business activities in conjunction with other climate
change mitigation and adaptation efforts
 Preventing pollution and reducing consumption of resources through waste management strategies
that promote waste minimization re-use, recovery, and recycling, as appropriate.
 Incorporating energy efficiency measures into the firm’s facilities and promoting efficient energy use in
all areas of business activity
 Promoting and continuing to invest in technologies that provide alternatives to business travel.
 Adopt a procurement programme which considers the environmental impact of products and services
and supports the purchase of energy-efficient products.
 Ensure our staff are aware of the environmental impacts of their work activities and encourage them
through regular awareness and training to minimize those impacts.
 Promoting the protection and enhancement of biodiversity and ecosystems through employee
awareness programs and stakeholder engagement
 Pursuing a programme of continuous improvement by reviewing our Environmental Management
System and related objectives and targets, policies, and practices
……………………………… ………………………
This policy will be reviewed on a regular basis to evaluate continued relevance and to monitor compliance.
FORMWORK Rev: 00
(PTY) LTD Date: 25/04/2023
GENERAL DUTIES OF EMPLOYEES AT WORK
Every employee shall at work-
(a) take reasonable care for the health and safety of himself and of other persons who may be affected
by his acts or omissions;
(b) as regards any duty or requirement imposed on his employer or any other person by this Act, co-
operate with such employer or person to enable that duty or requirement to be performed or
complied with;
(c) carry out any lawful order given to him, and obey the health and safety rules and procedures laid
down by his employer or by anyone authorized thereto by his employer, in the interest of health or
safety;
(d) if any situation which is unsafe or unhealthy comes to his attention, as soon as practicable report
such situation to his employer or to the health and safety representative for his workplace or section
thereof, as the case may be, who shall report it to the employer; and
(e) if he is involved in any incident which may affect his health or which has caused an injury to himself,
report such incident to his employer or to anyone authorized thereto by the employer, or to his health
and safety representative, as soon as practicable but not later than the end of the particular shift
during which the incident occurred, unless the circumstances were such that the reporting of the
incident was not possible, in which case he shall report the incident as soon as practicable
thereafter.
……………………………… ..............…………..
16(1) / 16(2) Signature Date:

FORMWORK Rev: 00
(PTY) LTD Date: 25/04/2023
GENERAL DUTIES OF EMPLOYERS TO THEIR EMPLOYEES
(2) Every employer shall provide and maintain, as far as is reasonably practicable, a working environment that is
safe and without risk to the health of his employees.
(3) Without derogating from the generality of an employer's duties under subsection (1), the matters to which
those duties refer include in particular-
(a) the provision and maintenance of systems of work, plant, and machinery that, as far as is reasonably
practicable, are safe and without risks to health;
(b) taking such steps as may be reasonably practicable to eliminate or mitigate any hazard or potential hazard to
the safety or health of employees, before resorting to personal protective equipment;
(c) making arrangements for ensuring, as far as is reasonably practicable, the safety and absence of risks to
health in connection with the production, processing, use, handling, storage or transport of articles or
substances;
(d) establishing, as far as is reasonably practicable, what hazards to the health or safety of persons are attached
to any work which is performed, any article or substance which is produced, processed, used, handled, stored
or transported and any plant or machinery which is used in his business, and he shall, as far as is reasonably
practicable, further establish what precautionary measures should be taken with respect to such work, article,
substance, plant or machinery in order to protect the health and safety of persons, and he shall provide the
necessary means to apply such precautionary measures;
(e) providing such information, instructions, training, and supervision as may be necessary to ensure, as far as is
reasonably practicable, the health and safety at work of his employees;
(f) as far as is reasonably practicable, not permitting any employee to do any work or to produce, process, use,
handle, store or transport any article or substance or to operate any plant or machinery, unless the
precautionary measures contemplated in paragraphs (b) and (d), or any other precautionary measures which
may be prescribed, have been taken.
(g) taking all necessary measures to ensure that tire requirements of this Act are complied with by every person
in his employment or on premises under his control where plant or machinery is used;
(h) enforcing such measures as may be necessary in the interest of health and safety;
……………………………… ..............…………..
16(1) / 16(2) Signature Date:

FORMWORK Rev: 00
(PTY) LTD Date: 25/04/2023
HIV & AIDS POLICY
PURPOSE
The purpose of this policy statement is to set out the Company’s stance on HIV/AIDS and to reassure
employees that they will not be in any way discriminated against by virtue of their HIV status should
they choose to disclose it. This policy also seeks to protect the legal right to work of employees who
are diagnosed with HIV/AIDS. Our policy is to encourage sensitivity to and understanding for
employees affected by HIV/AIDS.
BACKGROUND
The company recognizes the human tragedy caused by the HIV/AIDS epidemic, particularly in
Southern Africa. We are concerned about the gravity and implications of the epidemic for our company,
employees and their families and the communities within which we serve. Our aim is to reduce the fear
of HIV/AIDS and to minimize the social, economic, and developmental consequences of this epidemic
on our company and its people.
We believe in responding as far as is reasonably possible to the human needs of the epidemic in a
supportive, positive, and non-discriminatory manner, so that people living with HIV/AIDS are able to be
open about their HIV status without fear of stigma or rejection.
The company believes non-discrimination, as well as consultation, inclusivity and encouraging full
participation of all stakeholders are key principles, which underpin its HIV/AIDS responses.
The magnitude of the health challenges posed by HIV/AIDS is such that the individual companies could
achieve much more by addressing them in a coordinated way that shares knowledge and experience
where possible. An effective response to HIV/AIDS requires a partnership between all stakeholders.
We are committed to maintaining a healthy work environment by protecting the physical and emotional
health and well-being of all employees in the workplace. We also have a continuing commitment to
provide employment for people with physical disabilities who are able to work.
LEGAL FRAMEWORK
This policy shall be read in conjunction with the Constitution of South Africa, Act No 108 of 1996 and
other relevant legislation, which includes, but is not limited to the following:
II. The Constitution, 1996 (Act 108 of 1996)

JJ. Employment Equity Act, 1998 (Act 55 of 1998)
KK. Labour Relations Act, 1995 (Act 66 of 1995)
LL. Occupational Health and Safety Act, 1993 (Act 85 of 1993)
MM. Basic Conditions of Employment Act, 1997 (Act 75 of 1997)
FORMWORK Rev: 00
(PTY) LTD Date: 25/04/2023
KEY PRINCIPLES UNDERLYING THE POLICY
NON-DISCRIMINATION
The Company does not tolerate any form of unfair discrimination against those infected with HIV and
takes all reasonable steps to respect their dignity and their individual human rights. All employees,
supervisors, managers, who know (or think they know) an individual’s HIV status are made aware of
the requirements and responsibilities of disclosing this information to a third party, and the
consequences that could arise if this responsibility is disregarded.
The Company recognizes that it takes courage for individuals to disclose their HIV positive status, and
that such disclosure challenges the stigma associated with the epidemic. The Company encourages
employees to be open about their HIV or AIDS status if they so wish and will take all reasonable steps
to ensure that such employees are not unfairly discriminated against or stigmatized and that they have
access to appropriate counselling and support.
Employees living with HIV/AIDS shall be afforded the same rights and privileges and will have the
same obligations as all other employees. Employees or prospective employees will not be
discriminated on purely on the basis of their HIV status, as long as they can and do fulfill the
requirements of the job that they have been employed to do, or an alternative position that they have
been deployed to for purposes of reasonable accommodation.
CONFIDENTIALITY AND DISCLOSURE

All employees have a constitutional right to confidentiality about their HIV status. All employees and
management are bound by this right to confidentiality and shall not disclose that information to any third
party without the employee’s written consent, no matter how they came to know about it. Employees
are under no obligation to inform management of their HIV status.
An employee who is, or becomes, HIV infected has the right to confidentiality and privacy, as is the
case with an employee who has experienced or is experiencing any other medical or psychosocial
related incident or injury. HIV infected employees are not obliged to inform management, or any other
person in their organization, of their HIV status. There is no justification for asking job applicants to
disclose HIV related personal information. Nor are employees obliged to reveal such personal
information to fellow employees.
MANAGEMENT RESPONSIBILITY
Management has a responsibility to show leadership in addressing the epidemic. In terms of getting rid
of stigma and discrimination management needs to show the way to the rest of the employees by being
knowledgeable about the risks and prevention of HIV. Management needs to lead by example.
Employees living with HIV/AIDS have the same rights and obligations as all other staff. Any employee
with a life-threatening disease or HIV/AIDS is expected to meet the same performance requirements
that apply to other employees.
FORMWORK Rev: 00
(PTY) LTD Date: 25/04/2023
If a situation arises where an employee is found to be HIV positive, and where his/her performance is
affected, it is management's duty to ensure that they are not discharged without due consideration.
Management has a duty, nevertheless, to ensure that productivity and morale is not disrupted.
EMPLOYEE RESPONSIBILITY:
While AIDS is a life-threatening disease, on the basis of current medical and scientific evidence, it is
commonly accepted that the HIV virus, which causes AIDS, is not transmitted through casual personal
contact under normal working conditions and the risk to the health of co-workers or customers is not
present under normal working conditions. The co-workers of persons living with HIV/AIDS are therefore
expected to continue normal working relationships with such persons. Refusal by fellow-workers to
work with an infected person will be regarded as unacceptable and may lead to disciplinary action,
where appropriate, in terms of the company's code. Refusal to work with a colleague who is merely HIV
positive will not be tolerated. If this is the case, the offending employee must be counselled and
informed as to the non - infectious nature of HIV through casual (non-sexual) contact.
RECRUITMENT, TERMINATION AND FAIR DISCRIMINATION:

Employees who become HIV positive will continue to be employed until they become medically unfit to
work, provided that they meet required performance standards and are not a threat to their own safety
or that of others.
Employees who are HIV positive should not be subject to unfair discrimination and should be fully
entitled to continued training and staff development as well as remaining eligible for promotion.
VOLUNTARY COUNSELLING AND TESTIN

The Company encourages all employees who are at risk of HIV infection to undergo voluntary
counselling and testing. We believe that voluntary counselling and testing for HIV is a critical
intervention that helps to link care and support for those with HIV infection to other outside prevention
programmes aimed at turning the tide of the HIV/AIDS epidemic. No employee is forced or coerced to
undergo such testing and would have to give informed consent before agreeing to any actions.
PREVENTION THROUGH CONDOM DISTRIBUTION

The Company will aim to distribute free condoms in the workplace, as condom distribution is
acknowledged as a very important means of HIV/AIDS prevention. The visibility of condoms in the
workplace are a reminder to employees of the risks of having unprotected sex and would therefore
serve to change sexual behavior in the long run.
……………………………… ………………………
FORMWORK Rev: 00
(PTY) LTD Date: 25/04/2023
This policy will be regularly reviewed in light of the ongoing changes in the understanding and response
to the HIV/AIDS epidemic worldwide.
OCCUPATIONAL HEALTH & SAFETY POLICY:

HEALTH & SAFETY POLICY:
AFRICA FORMWORK is committed to providing a safe and healthy workplace for all our employees and
contractors.
We believe that all injuries are preventable and that excellence in health and safety is the key to our long-
term success. We as AFRICA FORMWORK are committed to compliance with any and all governmental
ACT’s, regulations, and industry best practices and will use audits to measure, share and improve our
health and safety program.
AFRICA FORMWORK will hold all levels of management accountable for providing a safe work
environment and enforcing safe work procedures and practices. Management and supervisors will lead
and demonstrate their commitment to health and safety by example and will ensure that the personnel that
they are responsible for have the necessary knowledge to work safely.
Supervisors will give health and safety the same priority as productivity, environmental issues, or quality
control. They must know and comply with applicable occupational health and safety requirements. A
supervisor is defined in the Occupational Health and Safety Regulation as “a person who instructs, directs
and controls workers in the performance of their duties.” Any person regardless of title who meets this
definition even temporarily has the responsibilities of a supervisor for the workers under their control.
AFRICA FORMWORK will hold all employees and contractors accountable for following safe work
procedures and reporting unsafe acts and safety incidents. We will ensure timely follow-up to safety
incidents.
Workers have general responsibilities for their own health and safety and that of other persons. In addition,
they have the responsibility to refuse unsafe work. Discriminatory action will not be taken against them for
refusing to do unsafe work.
Employees from every area of the company, regardless of position, will be encouraged to contribute to the
company health and safety program. AFRICA FORMWORK encourages the involvement of all workers in
the development of the program. We will provide support and promote the program to ensure that safety
has the overriding priority.
Employee cooperation and compliance with the health and safety program at AFRICA FORMWORK is a
condition of employment.
FORMWORK Rev: 00
(PTY) LTD Date: 25/04/2023
……………………………… ………………………

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AFRICA FORMWORK (PTY) LTD – CAPE TOWN Doc No: AFW_HSMS_CPT_01

AFRICA Page: Page 1 of 11

ALCOHOL & DRUG MANAGEMENT POLICY

CONDITIONAL JOB OFFER SCREENING

USE, POSSESSION, OR SALE OF DRUGS OR ALCOHOL

The possession, consumption, purchase, or sale of alcohol on Company premises is prohibited.

DRUG AND ALCOHOL SCREENING

 A urinalysis, or other drug/alcohol screening may be conducted:

SELF-IDENTIFICATION TO COMPANY MANAGEMENT/SUPERVISION

VIII. RESERVATION OF RIGHTS

 Complying with all applicable environmental legislation and sustainability commitments

GENERAL DUTIES OF EMPLOYEES AT WORK

Every employee shall at work-

16(1) / 16(2) Signature Date:

GENERAL DUTIES OF EMPLOYERS TO THEIR EMPLOYEES

16(1) / 16(2) Signature Date:

HIV & AIDS POLICY

II. The Constitution, 1996 (Act 108 of 1996)

KEY PRINCIPLES UNDERLYING THE POLICY

CONFIDENTIALITY AND DISCLOSURE

RECRUITMENT, TERMINATION AND FAIR DISCRIMINATION:

VOLUNTARY COUNSELLING AND TESTIN

PREVENTION THROUGH CONDOM DISTRIBUTION

OCCUPATIONAL HEALTH & SAFETY POLICY:

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