ALCOHOL AND DRUG PLAN AZIMAGS

Document #: AZI-HSE-L-020-00 Revision: 0 Status APPROVED Page 1 of 5

AZIMARINE & GENERAL SERVICES LIMITED

Document No.

AZI-HSE-L-020-00

Document Title

ALCOHOL AND DRUG PLAN

Revision & Modification History

Revision Index Revision Date Status Modification Description

Rev. A Issue for In-house Review NIL

Rev. B Issue for Approval NIL
Rev. 0 Approved NIL

Authorization

Name Designation Date Signature

Prepared By MICHAEL AGBA SAFETY MANAGER

Reviewed By ISOKOBO ABAKAM BUSINESS DEV. MANAGER

Approved By JOACHIM OSAJIE DIRECTOR OF OPERATIONS

 ALCOHOL AND DRUG PLAN AZIMAGS

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Table of Contents
1 Purpose ................................................................................................................................................ 3
2 Building a Customized Program ........................................................................................................... 3
2.1 Assessing Workplace Needs.......................................................................................................... 3
3 Identification of Available Resources................................................................................................... 3
4 Develop a Drug-Free Workplace Policy................................................................................................ 3
5 Determine whether to have an EAP .................................................................................................... 3
5.1 Inclusion of Drug Testing .............................................................................................................. 4
6 Educate Employees and Train Supervisors .......................................................................................... 4
7 Using Evidence-based Prevention Interventions ................................................................................. 4
7.1 Sustaining the Program ................................................................................................................. 4
7.2 Ensuring Good Communication .................................................................................................... 4
8 Conduct on-going Review and Evaluation of Program Results ............................................................ 4
8.1 Staying Current ............................................................................................................................. 5
9 Involving the Employees ...................................................................................................................... 5
10 Taking Additional Actions .................................................................................................................. 5
 ALCOHOL AND DRUG PLAN AZIMAGS

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1 Purpose
The plan is a drug-free workplace initiative, which is an invaluable tool in efforts by AZIMARINE to
strengthen and protect its business and all employees from the hazards of alcohol and other drug
misuse.

These six steps will help to build a customized program:

1. Assessing the workplace and its needs related to substance use.

2. Identify available resources.
3. Developing a written policy for a drug-free workplace.
4. Determine whether to have an Employee Assistance Program (EAP).
5. Determine to do drug testing.
6. Plans to provide education and training for the employees and additional training for
supervisors and other appropriate staff.

2 Building a Customized Program

2.1 Assessing Workplace Needs
The workplace needs shall best be addressed within a health and wellness atmosphere,
rather than a more punitive program. One of the approaches to be adopted is mandatory
drugs and alcohol and medical fitness (FTW – fitness to work) tests for all potential
employees before employment/engagement to work for AZIMARINE.

3 Identification of Available Resources

The types of resources which inventory shall be made as part of the planning process include:

• An existing drug/alcohol-free workplace policy

• An existing drug-testing program
• All offshore/onshore staff working in locations prone to hazardous conditions
• A health promotion or health and wellness program already in place
• An EAP already in place

4 Develop a Drug-Free Workplace Policy

A written drug-free workplace policy is the cornerstone of an effective program. An Alcohol and
Drug Policy shall be developed as a guide to ensure compliance to zero drug and alcohol use by all
employees and visitors.

5 Determine whether to have an EAP

Employee Assistance Programs (EAPs) are programs to be sponsored by AZIMARINE—to serve
employees and their families. EAPs shall range from addressing only problems related to alcohol and
other drug use to covering a broad range of issues. Some programs may also include health and
wellness activities.

All organizations should seriously consider adding the services of an internal, external, or blended
EAP of both internal and external supports. Small businesses might be able to obtain EAP services
through their insurance carriers or by joining a consortium of small businesses to get cost-effective
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rates. The need for an EAP is even greater if a high proportion of your employees are also at risk for
social and emotional problems.

5.1 Inclusion of Drug Testing

Drug testing is an organizational protective factor that can deter employees from coming to work
unfit for duty. The first consideration regarding drug testing is to determine whether it is required
for some or all of the employees. AZIMARINE drug-testing program is designed to achieve the
following:

• To comply with Medicine Occupation & Health (MOH) requirements.

• To comply with customer or contract requirements
• To comply with insurance carrier requirements
• To reinforce the organization's "no drug use" position
• To identify employees with substance use disorders and refer them for assistance
• To establish grounds for discipline for personnel who do not comply with the provisions of the
A&D Policy
• To improve general safety in the workplace
• To deter recreational drug use that could lead to addiction
• To reduce the costs of alcohol and other drug misuse in the workplace

6 Educate Employees and Train Supervisors

Having a plan for introducing and explaining the drug-free workplace program to all employees and
for informing them about substance-use-related issues will be important to the program's overall
success.

7 Using Evidence-based Prevention Interventions

Prevention programs and strategies that AZIMARINE has deemed effective or that have been
accepted as scientifically sound in a peer-reviewed committee or other source can serve as a central
part for drug-free workplace initiatives. Such programs would be carefully implemented and
rigorously evaluated, with consistently positive outcomes. These programs will then be used to
further enhance drug-free workplace and substance misuse prevention initiatives.

7.1 Sustaining the Program

AZIMARINE shall sustain the program by integrating it into the workplace culture and environment
and keeping the program responsive to changing conditions.

7.2 Ensuring Good Communication

Effective ways to communicate the program shall include electronic channels such as emails and text
messages, written materials, charts, meetings, question-and-answer sessions, and a suggestion box.
Periodically repeating messages is important to ensuring that the communication is successful.

8 Conduct on-going Review and Evaluation of Program Results

The effectiveness of the program must be measured so as to be able to manage it. As such, daily
records of the program that include how much is being spent on activities, including time, money,
and number of negative/positive drug tests; what activities are taking place; and the number of
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personnel attending are required. Feedbacks shall be obtained on all activities, and the program
revised where necessary to meet the specific and changing needs of the workplace.

The program will also be evaluated in order to achieve targeted results. For instance, if a program
goal is to lower employee absenteeism, current employee absenteeism records can be used to
establish a baseline against which to measure the results of the program at a set time period.
Evaluation measurements can be used regularly to identify flaws in the program. Measurements can
also identify trends—both positive and negative—to uncover best practices and improvement
opportunities.

8.1 Staying Current

This drug-free workplace programs shall continually be studied, advanced, and upgraded in
order to keep abreast of best practices. In addition, a group of employees shall be
nominated to periodically review the program and suggest appropriate changes.

9 Involving the Employees

Some employees and their families shall be involved, regarding their interest in substance misuse
and health and wellness programs. EAPs will also offer or arrange for both general and specialized
employee education activities.

10 Taking Additional Actions

Here are some other actions that AZIMARINE shall take to help sustain the drug-free workplace
effort:

• Hosting alcohol-free events to emphasize the organization's commitment to preventing

injuries and deaths associated with drinking and driving, especially around the holidays.
• Serve as a positive role model, consistent with messages to the employees.
• Sponsor or help with prevention services in the community that would benefit the employees
and their families.
• Include healthy lifestyle articles in the organization’s newsletter.
• Appoint a corporate representative to serve on and support any local substance use
prevention-oriented programs or community partnerships in the locality.
• Encourage employees and their family members to ask for help.
• Recognize that treatment is more cost-effective than unsafe working conditions and lost
productivity caused by alcohol- or drug-related problems.