Drug Policy and Akan

1.  Purpose of the procedure:

Yabimo companies perform tasks with a relatively high risk to the health and life of people, the environment and equipment. Drug and alcohol use leads to reduced judgment and increases the risk of injury.

In order to protect the health and life of our employees, we have developed a procedure to contribute to a safe and good working environment. The procedure is related to Yabimo's drug policy and labor and drug guidelines.

The aim is to lay down clear rules on drugs at work and on the prevention of drug addiction. The procedure applies to every employee and contractor working for Yabimo companies.

2.  Responsibility:

It is the employer's responsibility to implement and follow this procedure, as well as any manager responsible for personnel on their behalf.

3.  Commission:

A special AKAN committee – a subcommittee of the AMU – has been set up within the company to develop and implement issues related to drug policy and case-by-case monitoring. Employee representatives, i.e. those elected to the AKAN Committee, are the contact persons for the company at AKAN.

4.  Definitions

·  Drugs include alcohol, narcotic substances and other narcotics.

·  Illicit drugs are any drug that has not been obtained legally (by prescription) and/or used in an unprescribed manner and is used by a person other than the person for whom it is prescribed.

·  Attention !

Sedatives prescribed by your doctor, such as those marked in red with a triangle, should not be used for high-risk work.

5.  Goal Setting

·  All employees must have a clear stance that drugs and work do not go hand in hand

·  all employees must be familiar with Yabimo's drug policy

·  All employees must be familiar with drug procedures

6.  Drug Policy - Guidelines

·  It has been established that any form of illicit drug use prohibited in Norway is incompatible with the employment relationship or the employment relationship of staff to other companies. This also applies to leisure time.

·  The company is committed to creating a safe and healthy working environment for all employees, so as a company we should care about quality. Working under the influence of drugs is not accepted in any of Yabimo's projects.

·  All employees are required to maintain a drug-free work environment. Through drug policy and guidelines on situations of substance abuse at work, we want to dispel the myth that "solidarity" and "kindness" means that we do not see and do not react to violations of the rules set out in drug policy.

·  Yabimo companies aim to eliminate incidents of combining drugs, alcohol or illegal drugs with work.

7.  Code of Conduct for Drug Policy Violations

·  In accordance with the provisions of the Working Environment Act, an employee may be dismissed if it is substantively justified.

·  Yabimo AS as a company aims to eliminate drug addiction among its employees. To this end, we encourage employees who have a drug problem to seek help and contact their line manager, their contact person at AKAN or the occupational health service.

8.  Alcohol Policy and Work Environment Guidelines

Red Zone

There is an absolute zero tolerance for drugs, alcohol or illegal drugs for working or staying in offshore installations. The same applies to tasks related to onshore installations.

Yellow Zone

It is not tolerated for workers to use alcohol or other drugs in their spare time on land, attending work in a state of impairment and/or weakness. This also applies to hangovers and the smell of alcohol.

Green Zone

It is permissible to serve and consume alcohol in moderate quantities at social events organized by the employer.

However, it is not acceptable for alcohol to be given away in bottles, etc. in the form of

performance awards in a professional context.

9. Responsibility for compliance with the rules set out in each zone

·  It is the responsibility of each manager to ensure that the rules of the red and yellow zones are followed.

·  It is also expected that anyone who is prone to overdoing it with alcohol will not hurt themselves in the green zone.

·  In connection with social gatherings organised by the employer (green zone), it is the manager's responsibility to ensure that alcohol consumption is kept within acceptable limits.

Akan – Arbeidslivet Competence Center for Addiction and

addiction

·  Forms of reaction

o  In case of violation of the red zone, the employee will be dismissed.

o  In the event of a violation of the yellow zone, if necessary, a three-step response occurs:

1. Verbal warning, possibly continuation of a personal conversation.

2.  Written warning and offer to enter into an AKAN contract.

  The agreement with AKAN may include provisions for all amendments, starting from

  commitment not to use drugs, as well as, for example, the necessity to stay in an institution 

  Healing.

   It may be  the employer's responsibility to  appoint a contact person, make arrangements for  

   the occupational situation of the person undergoing treatment and/or the provision of a  

   medical service  Work.

3.  New Written Warning of Employee. Re-evaluation of the AKAN contract.

  If a person does not want to enter into an AKAN agreement, or if a person breaches an AKAN

  Agreement, in this case, the matter will be considered a personnel case/dismissal.

10.  Possession of illegal drugs, etc.

Possession, distribution, or sale of illegal drugs, as well as other illegal stimulants, is prohibited at Yabimo. This applies both to the company's facilities as well as to places where Yabimo employees perform work under supervision and for the benefit of the Client.

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