Hivaids English
Hivaids English
Hivaids English
PREVENTION
PROGRAM
PROGRAM OVERVIEW
In fulfilling this commitment, which ranks equally with other business objective,
FAREMO will provide and maintain in safe healthful working condition, maintain a
vigorous medical program to include HIV/AIDS prevention. FAREMO shall fully
comply with all applicable laws and regulatory requirements whether local, regional, or
national and will continue with this commitment as long as it operates.FAREMO
committed in ensuring that all employees are made aware of and actively participate and
diligently comply with the same positive, medical philosophy on HIV/AIDS prevention
during their employment here.
PROGRAM CONTENTS
PRIMARY OBJECTIVES
COMMITMENTS
FAREMO intends to carry out these health, safety and environmental principles
with the spirit of continuous improvement in the following manner.
The reporting for an HIV/AIDS case shall be addressed only to the municipal
health officer to protect the identity and integrity of the afflicted employee.
RESPONSIBILITIES
The head of the health and safety committee in coordinating with the local
municipal health unit schedule seminars to be conducted in the project.
The head of the health and safety committee is responsible in executing
the project, medical program on HIV/AIDS on top of the companys
already comprehensive plans for its employees. In the event that an
HIV/AIDS case does not occur in the project, he will initiate the required
medical attention while safeguarding the employees 201 file.
DRUG-FREE
WORKPLACE
POLICY
PROGRAM
1. TITLE
This policy shall be known as FAREMO INTERNATIONAL INC.
Corporate Dangerous Drugs Policy. It shall be quoted for brevity as
FAREMO Dangerous/Illegal Drugs Policy
2. STATEMENT OF POLICY
As a standard of business conduct, FAREMO proactively advocates a
drug-free work environment to protect and safeguard the health and well
being of its employees, and ensure safe and efficient business operation,
and secure it assets, holdings and properties from the detrimental acts of
person under the influence of illegal drugs. To its end, the company hereby
enacts this policy.
3. DEFINITIONS OF TERMS
As used in this Policy, the words that follow shall mean:
3.3 Screening Test a rapid test performed by a Drug Testing Center for
purposes of establishing potential or presumptive positive result and the
type of drug used.
3.5 Drug Test Certificate a certificate test to validate Drug Testing Centers
conveying the result of the Screening and Confirmatory Tests.
4.2 Employees are not allowed to use illegal drugs within or outside the
company premises whether they are on duty or not. Employees caught
using illegal drugs in companys premise shall be terminated. In addition,
all materials including drugs substance, paraphernalia and records shall be
turned over to proper government agencies for filing of appropriate
charges pursuant to Article II RA 9165.
4.3 Employees Under The Influence of Illegal Drugs. Workers under the
Influence of illegal drugs as ascertained by a confirmed test result shall,
under no circumstances, be permitted to work. First time offender shall
immediately be referred to the Companys Occupational Health and Drugs
Committee for appropriate action. Second time offenders shall be
terminated.
4.4 The Companys Occupation Health, Safety and Drugs Committee shall
require the compulsory submission of employees to drug testing on the
following grounds:
4.6 The company shall, pursuant to the requirement of RA 9165 and DOLE-
DO-53, implement a Random Drug Testing Program. The Program shall
be initiated to develop a culture of Drug Abuse Prevention and to provide
a detection mechanism on the misuse of drugs, thereby improving work
safety and productivity.
4.7 The drug-testing program shall conform to the (strict) requirement of the
DOH. Pursuant to article III of RA 9165 the program shall employ two (2)
Testing methods namely: the Screening and the Confirmatory Test.
Furthermore, the company requires the use of the GCMS in the conduct of
Confirmatory Testing. As a final safeguard, the company shall contact the
service of a DOH-accredited Class A laboratory.
4.8 The company shall protect the sanctity of the specimen chain of custody.
In no instance will the company allow the transfer of urine specimen from
one laboratory to another. The Screening And Confirmatory tests shall be
done by same laboratory so as to centralize the accountability in the event
of mistake/error. In such a case, Article III, Section 37 of RA 9165 shall be
involved against the DT laboratory.
4.10 Any employee who refuses to submit himself/herself to drug testing when
directed by the company shall be subjected to disciplinary pursuant to
Article 282 of the Labor Code.
4.11 The Company reserves the right to inspect, search or examine all persons
entering the Company premises for possible possessions of illegal drugs
Any person who refuses to submit to such search, inspection, or
examination shall be denied access to the company premises. If the person
refuses to be inspected, searched or examined is an employee: he/she shall
be administratively dealt with. Lockers, drawers, and tables are deemed
company properties and may be opened upon order, provided that is done
in the presence of the person involved/suspected. Provided, further, that
such action is instructed by the OHSDC.
4.12 Additional Penalty. On top of the disciplinary action the Company shall
Impose against those ho are certified and confirmed to have used illegal
drugs or caught in possession of illegal drugs, the Company shall deliver
them to the appropriate government authority for rehabilitation or criminal
prosecution, as the case may.
9 Conviction of Dismissal
a crime involving
illegal drugs
The company shall institute the Occupational Safety, Health and Drugs
Committee (OSHDC)
6.2 The OSHDC shall monitor the job performance parameter of employees;
documents cases of potential drug abusers and expedite the conduct of reasonable
suspicion testing
6.3 Implement the conduct of a periodic, unannounced random drug test program.
6.4 Coordinate with proper government agencies for evaluation of confirmed positive
drug cases relevant to the implementation of this policy.
7.1 The OSHDC shall set the time for the conduct of the random drug test.
Employees to be tested shall be drawn through a stratified-random
procedure on the same day of the examination.
7.5 Consistent with item 4.9 employees have the right to challenge a
confirmed positive test results through the National Reference Laboratory
(NRL) of the DOH. The NRL can stop the proceeding of administrative
case.
7.6 All documents relative to the drug testing performed shall be included in
The medical record of the employees and shall be kept in confidence by
the company nurse.
7.7 A confirmed positive drugs test shall prompt the OSHDC to convene and
Coordinate with the DDB. The OSHDC shall request the DDB to conduct
Drug Dependency Test (DDT) on the employee. Te Drug Dependency Test
shall be charged to the account of the employees and shall be included as
part of the requirement for the continued employment. However, second
time offender shall be subjected to termination procedure. Records, of the
case, shall also be turned over to the appropriate government policy.
7.8 Based on the recommendation of the Drug Dependency Test, the OSHDC
Shall impose the following requirements as condition for reinstatement:
1. Casual Users Medical Defoliation:
7.10 The company shall refer drug abuse cases to government and private
institutions that have detoxification and rehabilitation equipment and
specifications.
8. REASON SUSPICION-TESTING
The OSHDC shall document the performance of employees, Deviation from work
standards may prompt the OSHDC to recommend the inclusion of an employee in
the next random test. However, the employees inclusion is automatic and need
not be selected random. The following are grounds for inclusion:
9. PRE-EMPLOYMENT TESTING:
PROCEDURES:
2. Drug testing must be done within 24 hours upon instruction from the
Personnel Department .Failure to do so shall terminate the application process.
10.2 Rules to enforce EAP. For purposes of enforcing paragraph 9.2 hereof,
the following rules shall be observed.
11. INVESTIGATION
12. EFFECTIVITY
This policy, which shall form part of the Employee Handbook, shall take effect
immediately after its full and complete dissemination to all employees of
FAREMO .