Tel. No. : (02) 8461-6743 Mobile No.

: +63917-6500705/+63939-9182683
idcautomation@gmail.com / janemmanuelgarcia@gmail.com

MANUAL FOR
SAFE OPERATIONS
TABLE OF CONTENTS

Topic ............................................................................... Page

Safety and Health Policy ....................................................... 1

Safety and Health Objectives ................................................ 2

Job Site Inspections............................................................... 3

Contractor Safety Person ...................................................... 4

Personal Protective Equipment ............................................. 5

Safety Rules .......................................................................... 6

Job Safety Training ............................................................... 8

Safety Discipline ................................................................... 9

Emergency Procedures ........................................................ 10

Safety & Health Programs .................................................. 11

SAFETY AND HEALTH POLICY

IDC Automation & Industrial Services believes that NO JOB OR NO TASK IS

MORE IMPORTANT THAN WORKER HEALTH AND SAFETY.

If a job represents a potential safety or health threat, every effort will be made to plan a
safe way to do the task.

Every procedure must be a safe procedure. Shortcuts in safe procedures by either

foremen or workers will not be tolerated.

If a worker observes any unprotected job, which may pose a potential threat to their
health or safety, he or she must inform management and management must take adequate
precautions.

IF A JOB CANNOT BE DONE SAFELY IT WILL NOT BE DONE.

OUR FUTURES ARE ONLY BUILT THROUGH OUR PEOPLE. WE AIM TO

PROTECT THEM.

1
SAFETY AND HEALTH OBJECTIVES

IDC Automation & Industrial Services plans to achieve worker safety and health
through the following:

A. Using a qualified safety person.

B. Making regular job site safety inspections.

C. Enforcing the use of safety equipment.

D. Following safety procedures and rules.

E. Providing on-going safety training.

F. Enforcing safety rules and using appropriate discipline.

2
JOB SITE INSPECTIONS

The safety person or other designated person will tour each job site and observe potential
safety/health hazards, including the potential hazards of confined spaces and develop a
plan for safeguarding this company's workers which may include the following:

1. Removing the hazard.

2. Guarding against the hazard

3. Providing personal protective equipment and enforcing its use.

4. Training workers in safe work practices.

5. Coordinating protection of workers through other contractors.

A record of all safety inspections and correctional steps will be kept.

3
 SAFETY PERSON

FHILIP VILLANUEVA
Name

is the designated person to administer the safety and health program for this organization.
The responsibilities for this position are as follows:

1. Being knowledgeable of potential job hazards.

2. Assuring compliance with the client’s occupational safety and health standard
requirements.

3. Making regular safety inspections.

4. Establishing safety procedures.

5. Correlating regular safety training with lead persons.

6. Maintaining safety records.

4
PERSONAL PROTECTIVE EQUIPMENT

1. Head protection will be worn on job sites when there are potentials of falling
objects, hair entanglement, burning, or electrical hazards.

2. Eye protection will be worn when there are potentials of hazards from flying
objects or particles, chemicals, arcing, glare, or dust.

3. Protective footwear shall be worn to protect from falling objects, chemicals, or

stepping on sharp objects. Athletic or canvas-type shoes shall not be worn.

4. Protective gloves or clothing shall be worn when required to protect against a

hazard.

5
SAFETY RULES

ALL OF OUR SAFETY RULES MUST BE OBEYED. FAILURE TO DO SO WILL

RESULT IN STRICT DISCIPLINARY ACTION BEING TAKEN.

1. Keep your mind on your work at all times. No horseplay on the job. Injury or
termination or both can be the result.

2. Personal safety equipment must be worn as prescribed for each job, such as:
safety glasses for eye protection, hard hats at all times within the confines of the
construction area where there is a potential for falling materials or tools, gloves
when handling materials, and safety shoes are necessary for protection against
foot injuries.

3. Precautions are necessary to prevent sunburn and to protect against burns from
hot materials.

4. If any part of your body should come in contact with an acid or caustic substance,
rush to the nearest water available and flush the affected part. Secure medical aid
immediately.

5. Watch where you are walking. Don't run.

6. The use of illegal drugs or alcohol or being under the influence of the same on the
project shall be cause for termination. Inform your supervisor if taking strong
prescription drugs that warn against driving or using machinery.

7. Do not distract the attention of fellow workers. Do not engage in any act which
would endanger another employee.

8. Sanitation facilities have been or will be provided for your use. Defacing or
damaging these facilities is forbidden.

9. A good job is a clean job, and a clean job is the start of a safe job. So keep your
working area free from rubbish and debris.

10. Do not use a compressor to blow dust or dirt from your clothes, hair, or hands.

11. Never work aloft if you are afraid to do so, if you are subject to dizzy spells, or if
you are apt to be nervous or sick.

12. Never move an injured person unless it is absolutely necessary. Further injury
may result. Keep the injured as comfortable as possible and utilize job site first-
aid equipment until an ambulance arrives.

13. Know where firefighting equipment is located and be trained on how to use it.

14. Lift correctly - with legs, not the back. If the load is too heavy GET HELP. Stay
fit. Control your weight. Do stretching exercises. Approximately twenty percent
of all construction related injuries result from lifting materials.

6
15. Nobody but operator shall be allowed to ride on equipment unless proper seating
is provided.

16. Do not use power tools and equipment until you have been properly instructed in
the safe work methods and become authorized to use them.

17. Be sure that all guards are in place. Do not remove, displace, damage, or destroy
any safety device or safeguard furnished or provided for use on the job, nor
interfere with the use thereof.

18. Do not enter an area which has been barricaded.

19. If you must work around power shovels, trucks, and dozers, make sure operators
can always see you.

20. Never oil, lubricate, or fuel equipment while it is running or in motion.

21. Before servicing, repairing, or adjusting any powered tool or piece of equipment,
disconnect it, lock out the source of power, and tag it out.

22. Barricade danger areas. Guard rails or perimeter cables may be required.

23. Trenches over five feet deep must be shored or sloped as required. Keep out of
trenches or cuts that have not been properly shored or sloped. Excavated or other
material shall not be stored nearer than two feet from the edge of the excavation.
Excavations less than 5 ft may also require cave in protection in some instances.

24. Open fires are prohibited.

25. Know what emergency procedures have been established for your job site.
(location of emergency phone, first aid kit, etc.)

26. Never enter a manhole, well, shaft, tunnel or other confined space which could
possibly have a non respirable atmosphere because of lack of oxygen, or presence
of toxic or flammable gas, or has a possibility of engulfment by solids or liquids.
Make certain a qualified person tests the confined area with an appropriate
detector before entry, that the necessary safety equipment is worn. Standby
person may be required to be stationed at the entrance.

7
JOB SAFETY TRAINING

A. After inspecting a job site, the safety person or other designated person will
identify and evaluate all potential hazards for:

1. Injury Severity potential.

2. Probability of an accident.

B. This person will also appraise the skill and knowledge level of exposed workers.

C. Appropriate Training will be given.

1. Hazards will be pointed out.

2. Necessary precautions will be explained.

3. The higher the hazard the more detailed will be the training.

D. Records will be maintained for all training sessions with descriptions of topics
covered and names of workers trained.

8
SAFETY DISCIPLINE

A. Three-Step System

First violation: Written warning; copies to employee and

employee's file.

Second violation: Written warning; suspension for 1/2 or full

day without pay.

Third violation: Written report for file and immediate

termination.

B. Four-Step System

First violation: Oral warning; notation for personnel file.

Second violation: Written warning; copy for file or Personnel

Office.

Third violation: Written warning; one day suspension

without pay.

Fourth violation: Written warning and one-week suspension,

or termination if warranted.

C. A record will be maintained of all discipline.

9
EMERGENCY PROCEDURES

In case of an emergency on site the following procedures should be instituted at each site:

1. Method of communication should be determined at each site, telephone, radio, etc.

2. Emergency telephone numbers should be posted:

a. Police
b. Fire
c. Medical Response Team

3. Post near communication station the address of your site.

4. Post names of first aid responders on site.

5. Designate person to direct emergency crews to site of emergency.

6. Instruction to each employee if known harmful plants, reptiles, animals, or insects,

are present regarding all of the following:

a. The potential hazards.

b. How to avoid injury.
c. Applicable first aid procedures to be used in the event of injury.

10
 IDC DRUG-FREE WORKPLACE POLICY

Synergy Drives & Automation Corporation, (the Company) intends to help provide a safe and
drug-free work environment for our clients and our employees. With this goal in mind and
because of the serious drug abuse problem in today's workplace, we are establishing the
following policy for existing and future employees of Santillan Manpower General Services,
Inc.

The Company explicitly prohibits:

• The use, possession, solicitation for, or sale of narcotics or other illegal drugs, alcohol,
or prescription medication without a prescription on Company or customer premises or
while performing an assignment.
• Being impaired or under the influence of legal or illegal drugs or alcohol away from the
Company or customer premises, if such impairment or influence adversely affects the
employee's work performance, the safety of the employee or of others, or puts at risk
the Company's reputation.
• Possession, use, solicitation for, or sale of legal or illegal drugs or alcohol away from
the Company or customer premises, if such activity or involvement adversely affects
the employee's work performance, the safety of the employee or of others, or puts at
risk the Company's reputation.
• The presence of any detectable amount of prohibited substances in the employee's
system while at work, while on the premises of the company or its customers, or while
on company business. "Prohibited substances" include illegal drugs, alcohol, or
prescription drugs not taken in accordance with a prescription given to the employee.
The Company will conduct drug and/or alcohol testing under the following circumstances:
• RANDOM TESTING: Employees may be selected at random for drug and/or alcohol
testing at any interval determined by the Company.
If an employee is tested for drugs or alcohol outside of the employment context and the results
indicate a violation of this policy, or if an employee refuses a request to submit to testing under
this policy, the employee may be subject to appropriate disciplinary action, up to and possibly
including discharge from employment. In such a case, the employee will be given an
opportunity to explain the circumstances prior to any final employment action becoming
effective.

Joselito Misolas
IDC President Employee Representative
Signature over printed
name
 11

IDC HIV/AIDS WORKPLACE POLICY

I. General Statement
IDC Automation & Industrial Services (the Company) recognizes the seriousness of the
HIV/AIDS epidemic and its impact on the workplace. The Company supports the government
efforts to reduce the spread of infection and minimize the impact of the disease. The purpose of
this policy is to ensure a consistent and equitable approach to the prevention of HIV/AIDS among
employees and their families, and to the management of the consequences of HIV/AIDS,
including the care and support of employees living with HIV/AIDS. The policy has been
developed and will be implemented in consultation with employees at all levels. It is in
compliance with existing laws regarding HIV/AIDS.

II. Policy Framework & General Principles

IDC Automation & Industrial Services does not discriminate or tolerate discrimination against
employees or job applicants on any grounds, including HIV status. While Synergy Drives &
Automation Corporation recognizes that there are circumstances unique to HIV infection, this
policy rests on the principle that HIV infection and AIDS should be treated like any other serious
condition or illness that may affect employees. It takes into account the fact that employees with
HIV may live full and active lives for a number of years. The Company's commitment to
maintaining a safe and healthy work environment for all employees is based on the recognition
that HIV is not transmitted by casual contact.

Joselito Misolas
IDC President Employee Representative
Signature over printed name
 IDC MENTAL HEALTH & WELLBEING POLICY

PURPOSE
The purpose of this policy is for IDC Automation & Industrial Services to establish, promote
and maintain the mental health and wellbeing of all staff through workplace practices, and
encourage staff to take responsibility for their own mental health and wellbeing.
IDC Automation & Industrial Services believes that the mental health and wellbeing of our
staff is key to organizational success and sustainability.

GOALS
• To build and maintain a workplace environment and culture that supports mental health
and wellbeing and prevents discrimination (including bullying and harassment).
• To increase employee knowledge and awareness of mental health and wellbeing issues
and behaviours.
• To reduce stigma around depression and anxiety in the workplace.
• To facilitate employee’s active participation in a range of initiatives that support mental
health and wellbeing.

SCOPE
• This policy applies to all employees of IDC Automation & Industrial Services
including contractors and casual staff.

RESPONSIBILITY
All employees are encouraged to:
• understand this policy and seek clarification from management where required
• consider this policy while completing work-related duties and at any time while
representing IDC Automation & Industrial Services
• support fellow workers in their awareness of this policy
• support and contribute to IDC Automation & Industrial Services aim of providing a
mentally healthy and supportive environment for all workers.
All employees have a responsibility to:
• take reasonable care of their own mental health and wellbeing, including physical health
• take reasonable care that their actions do not affect the health and safety of other people
in the workplace.
Managers have a responsibility to:
• ensure that all workers are made aware of this policy
• actively support and contribute to the implementation of this policy, including its goals
• manage the implementation and review of this policy.

IMPLEMENTATION AND MONITORING

Within the establishment, the implementation of the policy and program shall be
monitored and evaluated periodically. The safety and health committee or its counterpart shall be
tasked for this purpose.

EFFECTIVITY
This Policy shall take effect immediately and shall be made known to all employees.

IDC President
Joselito Misolas
Employee Representative
Signature over printed name
 IDC MENTAL HEPATITIS B IN THE WORKPLACE POLICY

IDC Automation & Industrial Services is committed to conform to the established

standards assurance of customer satisfaction, protection of our environment and health and safety
in the workplaces.

The company promotes and ensures a healthy environment through its various health
programs to safeguard its employees. And as part of the company’s compliance to DOLE
Department Advisory No. 05, Series of 2010 (Guidelines for the Implementation of a Workplace
Policy and Program on Hepatitis B), this Program has been developed. This program is aimed to
address the stigma attached to hepatitis B and to ensure that the employees’ right against
discrimination and confidentiality is maintained.

This guideline is formulated for everybody’s information and reference for the diagnosis,
treatment, and prevention of Hepatitis B. This will inform the employees of their role as well as
the company in dealing with Hepatitis B. A healthy environment encompasses a good working
relationship and great output for continuous business growth.

I. Implementing Structure

IDC Automation & Industrial Services Hepatitis B workplace policy and program shall be
managed by its health and safety committee. Each division or department of the Company shall
be duly represented.

II. Guidelines

A. Education

1. Coverage. All employees regardless of employment status may avail of hepatitis B

education services for free;
2. Hepatitis B shall be conducted through distribution and posting of IEC materials and
counselling and/ or lectures; and
3. Hepatitis B education shall be spearheaded by the IDC Automation & Industrial
Services Medical Clinic in close coordination with the health and safety committee.

B. Preventive Strategies

1. All employees are encouraged to be immunized against Hepatitis B after securing

clearance from their physician.
2. Workplace sanitation and proper waste management and disposal shall be monitored
by the health and safety committee on a regular basis.
3. Personal protective equipment shall be made available at all times for all employees;
and
4. Employees will be given training and information on adherence to standards or
universal precautions in the workplace.

III. Social Policy

A. Non discriminatory Policy and Practices

1. There shall be no discrimination of any form against employees on the basis of their
Hepatitis B status consistent with the international agreements on non discrimination
ratified by the Philippines (ILO C111). Employees shall not be discriminated against,
from pre to post employment, including hiring, promotion, or assignment because of
 their hepatitis B status.
2. Workplace management of sick employees shall not differ from that of any other
illness. Persons with Hepatitis B related illnesses may work for as long as they are
medically fit to work.

B. Confidentiality

Job applicants and employees shall not be compelled to disclose their Hepatitis B status
and other related medical information. Co-employees shall not be obliged to reveal any personal
information about their fellow employees. Access to personal data relating to employee’s
Hepatitis B status shall be bound by the rules on confidentiality and shall be strictly limited to
medical personnel or if legally required.

C. Work-Accommodation and Arrangement

1. The company shall take measures to reasonably accommodate employees who are
Hepatitis B positive or with Hepatitis B - related illnesses.

2. Through agreements made between management and employees’ representative,

measures to support employees with Hepatitis B are encouraged to work through
flexible leave arrangements, rescheduling of working time and arrangement for return
to work.

D. Screening, Diagnosis, Treatment and Referral to Health Care Services

1. The company shall establish a referral system and provide access to diagnostic and
treatment services for its employees for appropriate medical evaluation/ monitoring
and management.
2. Adherence to the guidelines for healthcare providers on the evaluation of Hepatitis B
positive employees is highly encouraged.
3. Screening for Hepatitis B as a prerequisite to employment shall not be mandatory.

E. Compensation

The company shall provide access to Social Security System and Employees Compensation
benefits under PD 626 to an employee contracted with Hepatitis B infection in the performance of
his duty.

IV. Roles and Responsibilities of Employers and Employees

A. Employer’s Responsibilities

1. Management, together with employees’ organizations, company focal personnel for

human resources, and safety and health personnel shall develop, implement, monitor and
evaluate the workplace policy and program on Hepatitis B.

2. The Health and Safety Committee shall ensure that their company policy and
program is adequately funded and made known to all employees.

3. The Human Resources Department shall ensure that their policy and program
adheres to existing legislations and guidelines, including provisions on leaves, benefits
and insurance.

4. Management shall provide information, education and training on

Hepatitis B for its workforce consistent with the standardized basic information
package developed by the Hepatitis B TWG; if not available within the establishment,
then provide access to information.

5. The company shall ensure non-discriminatory practices in the workplace.

6. The management together with the company focal personnel for human resources
 and safety and health shall provide appropriate personal protective equipment to prevent
Hepatitis B exposure, especially for employees exposed to potentially contaminated
blood or body fluid.

7. The Health and Safety Committee, together with the employees’ organizations shall
jointly review the policy and program for effectiveness and continue to improve these by
networking with government and organizations promoting Hepatitis B prevention.

8. The company shall ensure confidentiality of the health status of its employees,
including those with Hepatitis B.

9. The human resources shall ensure that access to medical records is limited to
authorized personnel.

B. Employees Responsibilities

1. The employees’ organization is required to undertake an active role in educating and

training their members on Hepatitis B prevention and control. The IEC program must
also aim at promoting and practicing a healthy lifestyle with emphasis on avoiding high
risk behavior and other risk factors that expose employees to increased risk of Hepatitis
B infection, consistent with the standardized basic information package developed by the
Hepatitis B TWG.

2. Employees shall practice non-discriminatory acts against co-employees on the

ground of Hepatitis B status.

3. Employees and their organizations shall not have access to personnel data relating
to an employee’s Hepatitis B status. The rules of confidentiality shall apply in carrying
out union and organization functions.

4. Employees shall comply with the universal precaution and the preventive measures.

5. Employees with Hepatitis B may inform the health care provider or the company
physician on their Hepatitis B status, that is, if their work activities may increase the risk
of Hepatitis B infection and transmission or put the Hepatitis B positive at risk for
aggravation.

V. IMPLEMENTATION AND MONITORING

Within the establishment, the implementation of the policy and program shall be
monitored and evaluated periodically. The safety and health committee or its counterpart shall be
tasked for this purpose.

VI. EFFECTIVITY

This Policy shall take effect immediately and shall be made known to all employees.

Joselito Misolas
IDC President Employee Representative
Signature over printed name
 IDC EMPLOYEE CODE OF CONDUCT POLICY

IDC Automation & Industrial Services employee conduct policy outlines the expectations
regarding employees’ behavior towards their colleagues, supervisors and overall organization.

IDC Automation & Industrial Services promotes freedom of expression and open
communication while expecting all its employees to follow its code of conduct. The employees
should avoid offending, participating in serious disputes and disrupting our workplace. The
company also expect them to foster a well-organized, respectful and collaborative environment.

SCOPE
This policy applies to all our employees regardless of employment agreement or rank.

POLICY ELEMENTS
Company employees are bound by their contract to follow IDC’s Employee Code of Conduct
while performing their duties. SMGI outline the components of its Code of Conduct below:

COMPLIANCE WITH LAW

All employees must protect the company’s legality. Employees should comply with all
environmental, safety and fair dealing laws. IDC expect its employees to be ethical and
responsible when dealing with the company’s finances, products, partnerships and public image.

RESPECT IN THE WORKPLACE

All employees shall respect their colleagues. IDC is against any kind of discriminatory
behavior, harassment or victimization. Employees shall conform with IDC’s equal opportunity
policy in all aspects of their work, from recruitment and performance evaluation to interpersonal
relations.

PROTECTION OF COMPANY PROPERTY

All employees shall treat the company’s property, whether material or intangible, with respect
and care.
Employees:

• Shall not misuse company equipment or use it frivolously.

• Shall respect all kinds of incorporeal property. This includes trademarks, copyright and
other property (information, reports etc.) Employees shall use them only to complete their
job duties.

Employees shall protect company facilities and other material property (e.g. company cars) from
damage and vandalism, whenever possible.

Professionalism
All employees must show integrity and professionalism in the workplace:

• Corruption
IDC discourage employees from accepting gifts from clients or partners. IDC prohibit briberies
for the benefit of any external or internal party.
 • Job duties and authority
All employees shall fulfill their job duties with integrity and respect toward customers,
stakeholders and the community. Supervisors and managers mustn’t abuse their authority. IDC
expect them to delegate duties to their team members taking into account their competences and
workload. Likewise, IDC expect team members to follow team leaders’ instructions and
complete their duties with skill and in a timely manner. IDC encourage mentoring throughout the
company.

• Absenteeism and tardiness

Employees shall follow their schedules. IDC can make exceptions for occasions that prevent
employees from following standard working hours or days while generally, IDC expect
employees to be punctual when coming to and leaving from work.

• Conflict of interest
IDC expect employees to avoid any personal, financial or other interests that might hinder their
capability or willingness to perform their job duties.
• Collaboration
Employees are expected to be friendly and collaborative. One shall try not to disrupt the
workplace or present obstacles to their colleagues’ work.

• Communication
All employees must be open for communication with their colleagues, supervisors or team
members.

• Benefits
IDC expect employees to not abuse their employment benefits. This can refer to time off,
insurance, facilities, subscriptions or other benefits the company offers.

• Policies
All employees should read and follow all company policies. In any case of confusion stated in
each policies, it shall be the employees responsibility to communicate and ask their managers or
Human Resources (HR) department.
Disciplinary actions
The company may have to take disciplinary action against employees who repeatedly or
intentionally fail to follow its code of conduct. Disciplinary actions will vary depending on the
violation.
Possible consequences include:

• Demotion.
• Reprimand.
• Suspension or termination for more serious offenses.
• Detraction of benefits for a definite or indefinite time.

IDC may take legal action in cases of corruption, theft, embezzlement or other unlawful behavior.

Joselito Misolas
IDC President Employee Representative
Signature over printed name
 IDC SAFETY & HEALTH POLICY

IDC Automation & Industrial Services is committed to providing and maintaining a safe and
healthy workplace for all workers (including contractors and volunteers) as well as clients,
visitors and members of the public. Hazards and risks to health and safety will be eliminated or
minimised, as far as is reasonably practicable.

The responsibility for managing health and safety ultimately rests with the person in control of
the business or undertaking and management. Workers also have important responsibilities for
health and safety in the workplace.

We are committed to complying with the government’s Occupational Safety and Health
Standards, codes of practice and other safety guidance material.

MANAGEMENT RESPONSIBILITIES
• Ensure the business complies with all legislation relating to health and safety
• Eliminate or minimise all workplace hazards and risks as far as is reasonably practicable
• Provide information, instruction and training to enable all workers to work safely
• Supervise workers to ensure work activities are performed safely
• Consult with and involve workers on matters relating to health, safety and wellbeing
• Provide appropriate safety equipment and personal protective equipment
• Provide a suitable injury management and return to work program

WORKERS RESPONSIBILITIES
• Take reasonable care for their own health and safety
• Follow safe work procedures, instructions and rules
• Participate in safety training
• Report health and safety hazards
• Report all injuries and incidents
• Use safety equipment and personal protective equipment as instructed

Our goal is to provide a safe and healthy work environment that is free from workplace injury and
illness. This will only be achieved through the participation, co-operation and commitment of
everyone in the workplace.

Joselito Misolas

IDC President Employee Representative

Signature over printed name
ATTENDANCE LOGSHEET

Type:

Meeting Orientation/Cascading Reprimand/Disciplinary Action

Date: Program Details:

MANDATORY 8-HR SAFETY ORIENTATION FOR EMPLOYEES

Speaker/Conductor :

Full Name ID No. Department Signature

This Manual shall take effect immediately and shall be made known to all employees.

Joselito Misolas
IDC President
Employee Representative
Signature over printed name

Engr. Jan Emmanuel Garcia

Safety Manager