DRUGS & ALCOHOL POLICY iis Statement sets out the STS's policy in respect of any employee whose proper performance of their duties is or maybe impaired as a result of drinking alcohol or tal drugs. STS expects each employee to behave responsibly to ensure that alcohol and drugs will not be used in a way that affects Health and Safety in the workplace or the ability to do their job. POLICY As part of STS concern for health, safety, and environmental protection, we are continually striving to “lead the way” in our policies and standards in corporate behaviour and as such this calls for commitment from all of us. ‘The Company will encourage any employee with an alcohol or drugs problem to volunteer for help and will work with them to seek resolution. if an incident occurs involving alcohol or drugs with no prior indication that an employee has an alcohol or drug dependence, then this will be treated as gross misconduct. Society and industry have become increasingly concerned about the dangers of drugs and alcohol abuse. Therefore, it is a requirement of the STS that no employee shall: + Report or endeavour to report for work while under the influence of alcohol or drugs; Report for work in an unfit state due to the use of alcohol or drugs; + Be in possession of drugs or alcohol in the workplace or contain them in company property, vehicles or plant; + Consume alcohol or drugs whilst at work, + Refuse to undertake any alcohol or drugs test that they are requested to take, be it by employer or client whilst on their premises. For the purpose of this policy, an unfit state through consumption of alcohol is defined by the board of directors as follows, and detection by testing of more than the following levels shall be defined as a “Positive result” of an alcohol test: + The presence of drugs, other than medication which does not affect work performance; More than 29 milligrams of alcohol in 100 millilitres of blood; * More than 13 micrograms of alcohol in 100 millilitres of breath; more than 39milligrams of alcohol in 100 millilitres of urine. However, the above limits will be reduced, for example where employees are working on a project/site or in a country/region that stipulates lower levels than those mentioned above. Ifa test result breaches any applicable lowe is will a “Positive Result” , =e KF. CONTROLLED SsTr>=Staff may be subject to pre-employment and/or unannounced Drugs and Alcohol testing, and in addition if a safety related incident occurs, they may also be subject to ‘For Cause’ Drugs and Alcohol testing. All staff must consent to testing if requested. Refusal to undergo testing will be treated as a positive result. A positive result from a drugs and alcohol test, whether unannounced or ‘For Cause’ testing, will lead to immediate suspension from all working situations. A positive result whilst in any working situation or a refusal to be tested will result in disciplinary measures, which may include action up to and including dismissal. This is regardless of whether the alcohol or drugs had been taken prior to commencement of employment with STS. It is the responsibility of all staff to report anybody who is suspected of being, or who is, unfit to commence/continue with their work because of the effects of drugs or alcohol. Employees or contractors taking medically prescribed drugs that may impair their performance are required to inform their immediate line manager to discuss this usage, to ensure their safety is not compromised. If after an incident he/she is tested due to their behaviour, then their failure to inform line management will be taken into account during any subsequent Disciplinary proceedings. The Board will not tolerate any departure from these rules and it will be viewed as misconduct with appropriate disciplinary action being taken up to and including dismissal in the event of any infringement from the laid down policy. ‘The Company is committed to providing a safe working environment in every sense, so that everyone can carry out their work, fulfilling their responsibilities unhindered. Sitve: “akni i. Jerviegs Version date:01 03.2022 eat (0)