FIDDIL LIMITED

HSE POLICY

FIDDIL LTD Management is committed to protecting the Health and safety of its staff
and third parties, including minimizing damage to assets and the environment in which it
carries out its activities. We ensure our activities; products and services are conducted
satisfactorily in accordance with local and international regulatory requirements and
standards.
To ensure that this is accomplished, FIDDIL LTD shall strive to:

● Give highest priority to protecting the health of our employees and third parties.
● Protect and preserve the environment in which we conduct our activities
● Comply with industry standards in order to achieve best practice in our operations.
● Identify, assess and provide adequate controls for HSE hazards/risks in operations to
eliminate or reduce risk to As Low As Reasonably Practicable (ALARP).
● Reduce waste-material and energy efficiency.
In order to achieve the objectives above, FIDDIL LTD will distill the objectives above
into staff tasks and targets to ensure ownership and continuous improvement.

If a job cannot be done in compliance with FIDDIL HSE Policy, it will not be done!

Signed By……
Odili, J.O.
Managing Director
 FIDDIL LIMITED

HEALTH AND SAFETY POLICY STATEMENT

We are committed to comply with all applicable safety and health legal requirements.
The following are the company employee’s commitments to Health and Safety:
• Comply with Health and Safety regulations, policy and procedures.
• Use all required personal protective equipment.
• All employees shall report unsafe conditions and/or hazards to their supervisors
promptly.
• Promptly report all injuries/incidents and work related diseases and actively
participate in the Return to Work process in accordance with our Return to Work
Policy.
• Attend all required health and safety training.
• Follow safe work instructions and assist in prevention.
• Accept direct responsibility and accountability for all matters relating to Health
and Safety for the employees and/or contractors they supervise directly and/or
indirectly.
• Maintain and ensure transfer of knowledge of all duties and obligations, client
requirements and FDL policies and procedures.
• Provide appropriate training in use of equipment, safe work practices and
procedures and handling of hazardous materials.
• Investigate accidents/incidents and perform workplace inspections.
• Review any accident investigation and facilitate the corresponding corrective
action plan.
• Take every other reasonable precaution to protect employees.

Signed By……
Odili, J.O.
Managing Director
 FIDDIL LIMITED

ENVIRONMENTAL POLICY STATEMENT

FIDDIL is aware of the impact of her activities on the environments of her operation.

Her preoccupation shall be centered on:

 Ensuring compliance with international standards on environment

 Managing all categories of waste from cradle to grave.

 Predicting likely environmental hazards associated with our jobs

 Minimizing acts capable of causing such hazards

 Instituting proper machinery for monitoring, assessing and auditing our

performances

 Carrying out contingency operations to ascertain environmental damages.

 Ensuring adequate follow-up against re-occurrence

Signed By……
Odili, J.O.
Managing Director
 FIDDIL LIMITED

OCCUPATIONAL HEALTH POLICY STATEMENT

It is the policy of FIDDIL LIMITED to recruit and maintain a virile workforce.

Invariably:

 All personnel to be engaged in the execution of the project shall be certified

medically fit after a thorough medical examination that would be conducted by our
retainer clinic.
 We will maintain at the work site, a first aid Box adequately stocked with drugs that
are relevant to the job, and suitable for the number of persons on site. Every
location where work is going on shall have access to a First aid box. A nurse will be
responsible for drug dispensation and shall maintain a register according to a plan.
 Near the work area, good and conducive accommodation shall be provided for site
personnel, this should be standard air-conditioned accommodation (houseboat)
throughout the duration of the project. The accommodation furniture shall include but
not limited to two double bunk beds per room for company staff, tables, and chairs.
Provision shall be made to prevent the ingress of insects and pets. The
accommodation shall have sleeping facilities toilets and sanitary facilities, laundry
rooms, cooking areas, mess, recreation room, first aid room and communication
facilities. Refused disposal facility shall equally be provided in line with SEPE
standard.

Signed By……
 Odili, J.O.
Managing Director

FIDDIL LIMITED

DRUG AND ALCOHOL POLICY STATEMENT

IN FIDDIL LIMITED, our drugs and Alcohol Policy is synonymous with our Health Policy
Objectives. We shall remain committed to maintaining the Health Standard thereby
inculcating in our workers the basic Health Education and stressing unacceptable
behavioral pattern dangerous to health.
We shall therefore,
1. The intake of Drugs or Alcohol during work hours is highly prohibited
2. To be under the influence of drugs or alcohol, contravenes Company Policy and
as such may be seen as misconduct.
3. All employees are required to submit to a drug/alcohol screen if we have
reasonable suspicion to believe that he/she has violated the prohibitions
concerning alcohol and/or controlled substances based on observations
concerning the appearance, behavior, speech or body odors of that person.
4. Employees maintaining or using prescribed medications shall report the
circumstances and effects to their supervisor.
5. Drug and alcohol screening will be performed by the company’s approved and
qualified medical clinic with a medical officer to perform the tests and all results
are treated with confidentiality.

Signed By……
Odili, J.O.
Managing Director
 FIDDIL LIMITED

SECURITY POLICY

FIDDIL LIMITED is committed to achieving, improving and maintaining the highest standards of
security for lives and properties in all her business.

Accordingly: -
 Adequate arrangements shall be made to identify, assess and manage security risks to
personnel, information and property so as to minimize their impact on the business.
 Fiddil shall establish and maintain efficient 24-hour daily communication link between
head office and worksites.
 Physical security facilities such as barriers and locking devices as appropriate shall be
used to discourage easy access to Fiddil premises by unauthorized persons.
 Fiddil, shall in addition to employing or engaging indigenes of the immediate host
community as security personnel, also engage the services of law enforcement agencies
(Nigerian Navy & Police force) as back up.
 Our trained security personnel shall be on guard all the time to protect the Company,
Client and/or third party personnel and assets involved in our operations.
 The armed security personnel shall adhere strictly to regulations governing the use of
fire arms at all Fiddil locations.
 Fiddil shall cooperate and develop interface with Clients and other third parties to avoid
unnecessary delays, shut down and unwarranted man-hour loss in its operations.
 Any community disturbance or threat shall be reported to Clients and other third parties
without delay and efforts shall be made to remain in harmony with the host community.

Fiddil shall remain fully committed to continually achieving success in this regard by carrying out
programs that are designed to address security measures for employees, information and
properties.

It is the responsibility of FIDDIL LTD to audit and implement this policy.

Signed By……

Odili, J.O.
Managing Director
FIDDIL LIMITED

NO SMOKING POLICY

FIDDIL LTD is committed to encouraging, promoting and maintaining a healthy working

environment aimed at the safety and comfort of staff and visitors.

This Policy has been established to restrict smoking within Fiddil premises and all

worksites controlled by Fiddil, and those activities carried out by Fiddil sub-contractors.

All staff are expected to respect the provisions as detailed below

 Smoking is hazardous to health and is actively discouraged

 Smoking any substance, by any method is prohibited in non-smoking areas such

as which includes but not limited to offices, stairways, parking lots, company

vehicles/equipment, servicing areas, warehouse and other enclosed areas.

 This policy applies even in the absence of ‘NO SMOKING’ signs.

 There shall No Smoking except in designated areas.

Any breach of this policy shall be subject to disciplinary action.

Signed By……
Odili, J.O.
 Managing Director

FIDDIL LIMITED

INDUSTRIAL RELATIONS POLICY

It is the policy of Fiddil Ltd to operate our business in a manner that provides and
preserves a harmonious place of work for all our workers within the bounds of the
applicable industrial relations instruments including agreements and awards, and where
all levels of management are focused on ensuring that all work is carried out with
minimal disruption and with maintained industrial harmony.

AIMS AND OBJECTIVES

We consider that the good management of industrial relations is an important aspect of

our business. To achieve this, we will:

Provide a safe and harmonious working environment which is conducive to keep our
workers content and achieving our operational goals

Comply with all applicable industrial laws, regulations, statutory obligations, awards,
agreements and national and state codes of practice and guidelines

Monitor industrial relations performance and activities of subcontractors and suppliers

and maintaining effective communication with them, while recognizing their right to have
their own industrial relations policies and arrangements

Develop and improve the skill of workers to enable them to work efficiently in a
constantly evolving environment and to strive to reach their maximum potential

RESPONSIBILITIES

All levels of management of this company will:

Maintain an open relationship with workers, reasonable management of industrial

issues and expect the same from all other interested parties

Apply all policies and procedures in an equitable and fair manner regardless of position
Promote open and effective communication between workers at all levels and resolve
disputes quickly and efficiently

Signed By……
Odili, J.O.
Managing Director
FIDDIL LIMITED

COMMUNITY RELATIONS POLICY

FIDDIL limited is highly committed to developing and maintaining friendly and mutually
beneficial relationship with its host communities’ Leaders, youth leaders and other
interest groups in the communities.

FIDDIL intends to achieve this objective by:

 Establishing and maintaining an effective communication channel with host
communities.

 Prohibition of employee’s interference in local affairs as well as behaviors regarded

by the communities as being inconsistent or offensive to local traditions, customs or
religious practices.

 Using dialogue always.

 Encouraging and involving host communities in our projects by hiring of indigenous

personnel to give economic empowerment to a number of people residing in the host
community.

 Respect of the existing political and cultural institution of the indigenes

 Contributing our quota in supporting developmental activities beneficial to the entire

community.
Signed By……
Odili, J.O.
Managing Director

FIDDIL LIMITED

SEAT BELT POLICY

FIDDIL LTD recognizes Seat Belt Policy as a result-oriented measure towards

lessening the impact of Traffic Accidents on drivers and passengers.

Accordingly:

 All Vehicles shall be fitted with seat belts at seating positions

 All Drivers and passengers MUST fasten their seat belts before any journey

movement

 Violators shall be sanctioned.

 The company shall replace all damaged seat belts as at when due

Drivers shall constantly be sent on Defensive Driving Courses (DDC) to enhance

their driving competence.
Signed By……
Odili, J.O.
Managing Director

FIDDIL LIMITED

HSE INCENTIVE SCHEME

To encourage workers to perform well and achieve greater heights in HSE,

Management has approved the under listed attractive incentives for workers according
to merit.

 Drivers/Quartermasters and Operators: A commendation letter duly signed by the

Managing Director for one year accident free operations plus 5% Basic salary.
 Supervisors and Site Engineers: 50% Basic 1-month salary for every one year
incident – free operation
 HSE personnel and others: 50% Basic 1-month salary for every one year incident –
free operation
 HSE WINNERS AWARD for any three workers with the best HSE performance
record throughout the project life.
 The site management and HSE committee may recommend quarterly HSE AWARD
or any other award/bonus as may be deemed necessary by the site management.
Signed By……
Odili, J.O.
Managing Director

FIDDIL LIMITED

PERSONAL PROTECTIVE EQUIPMENT (PPE) POLICY

The policy of Fiddil limited is to provide quality Personnel Protective Equipment for her
workers according to the need. Central in the provision shall be viable machinery for
educating workers on the importance of the materials and adequate usage.

ACCORDINGLY:

 All workers on site shall be made to wear their individual protective equipment at
work sites.
 No worker shall be allowed to stay or work on site without a complete and
appropriate PPE gear.
 Adequate arrangements shall be made to stock the materials on site against
emergencies and to keep records of such stock as available, including requisition
records.

HOWEVER, EFFORTS TOWARDS THIS PROTECTION SHALL BE GUIDED BY A

SOUND PPE MANAGEMENT PLAN.
Signed By……
Odili, J.O.
Managing Director

FIDDIL LIMITED

SUB-CONTRACTING POLICY

Any third party hired by FIDDIL LIMITED to participate or for the purpose of supplies

shall be referred to as a subcontractor. Such contractors shall be audited on HSE,

financial capability, and legality of its operations as well as quality standards.

The contractors that meet the required standards shall be considered for third party

services.

Strict adherence to the above stated requirements should be ensured at all times, as

violation will result to termination of subcontracting relationship.

Signed By……
Odili, J.O.
Managing Director

FIDDIL LIMITED

DISCIPLINARY ACTIONS TO BE ENFORCED FOR BREACH OF HSE RULES

STEP I. WARNING
Any worker who refuses to comply with company HSE rules or one who breaks the
rules knowingly or unknowing shall be called to order and be warned not to do so again.
The warning shall be written.

STEP II. QUERY

Any worker who breaks company HSE rules despite the previous warning shall be
written to explain why a disciplinary action should not be carried out against him/her.
The query should be answered in black and white and must be received within 36
hours.
STEP III. SUSPENSION
If the explanations given to the query are not satisfactory, the worker shall be made to
proceed on a given period of suspension as defined in the suspension letter. He shall
lose all his entitlement within the period of suspension. After the suspension period, his
entitlement shall be restored.

STEP IV. DISMISSAL

The worker shall be dismissed if he continues to flout company HSE rules (after he
might have been suspended). Any worker dismissed in this regard shall not be entitled
to any benefit.

Signed By……
Odili, J.O.
Managing Director