(NAME OF COMPANY)

{ADDRESS)

OCCUPATIONAL SAFETY & HEALTH PROGRAM

Management Commitment 1. General Safety and Health Program

Hazard Identification, Risk Assessment and Control

OUR COMPANY do hereby commit to comply with the requirements of RA 11058 Hazard identification and elimination is not only an inherent responsibility of
and DOLE Department Order 198-18 (its Implementing Rules and Regulations) and supervision in providing a safe workplace for OUR COMPANY employees, but also
the applicable provisions of the Occupational Safety and Health Standards (OSHS). requires employee involvement. As such, hazard evaluation and control shall be an
on-going concern for all. It is the responsibility of everyone (management,
We acknowledge the company’s obligation and responsibilities to provide supervisors and all employees) to identify, report, and correct, all possible hazards.
appropriate funds for implementing this OSH program including orientation and Employees are particularly important in this process as they are in the best
training of its employees on OSH, provision and dissemination of IEC materials on
position to identify hazards in the workplace and day-to-day operations. Reporting
safety and health, provision of Personal Protective Equipment (PPE) when
hazards is a protected activity and no action will be taken against anyone for
necessary and other OSH related requirements and activities, to ensure the
protection for our workers and employees against injuries, illnesses and death identifying unsafe conditions. Reports should be made to the safety
through safe and healthy working conditions and environment. manager/officer or supervisor for appropriate action.

OUR COMPANY has a procedure for conducting inspections of workplaces for

We will do our part by devoting the resources necessary to form a safety and
compliance with safety and health rules under RA 11058 and its Implementing
health committee composed of management and elected employees. We will
develop a system for identifying and correcting hazards to prevent workplace Rules and Regulation (DO 198-18). The purpose of the in-house inspection is to
accidents as well as comply with other provisions of this OSH program. We will identify hazards and unsafe practices before they can cause an injury or accident.
plan for foreseeable emergencies. We will provide initial and continuing training for
employees, supervisors and managers. And, we will establish a disciplinary policy
to ensure that company safety and health policies are observed. That we are also General Safety Guidelines
fully aware of the penalties and sanctions for OSH violations as provided for in RA
11058 and its Implementing Rules and Regulations. Electrical Safety

Do not, at any time, handle any electrically related problems or concerns,

unless qualified to do so. In cases of machine or equipment breakdown, do not
attempt to correct or repair the said problem. Report all electrical concerns to
your supervisor or to the Electrical Engineering Section for proper action.

Fire Safety

KRIS MARVIN PARINGIT Once a fire is encountered, run to the nearest fire extinguisher or water supply
in the area and try to put out the fire. For the proper operation of the fire
President extinguisher always remember the key word “PASS” which means P-Pull, A-
(Signed) Aim, S-Squeeze and S-Sweep. Don’t forget to report to your supervisor all fire-
related incidents and call the nearest Fire Station if needed.

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 Important: Use “ABC” type fire extinguishers, instead of “AB” type for  Mental Health in compliance to RA 11036
electrically-related fires. It is best that only qualified personnel will attempt
to put out the fire. 3. Safety and Health Responsibilities

Medical Surveillance Manager Responsibilities:

Good health is an asset of the company, we ensure that all personnel are fit to  Ensure that a plant wide safety committee is formed and is carrying out its
work within the duration of his/her employment by undergoing a baseline or initial responsibilities as described in this program.
medical health examination prior to assigning to a potentially hazardous activity.  Ensure that sufficient employee time, supervisor support, and funds are
The examination will include but not limited to the following: budgeted for safety equipment, training and to carry out the safety
program.
 Routine
 Evaluate supervisors each year to make sure they are carrying out their
 CBC responsibilities as described in this program.
 Chest X-ray  Ensure that incidents are fully investigated and corrective action taken to
prevent the hazardous conditions or behaviours from happening again.
 Urinalysis
 Ensure that a record of injuries and illnesses is maintained and posted as
 Tool exam described in this program.
 Special  Set a good example by following established safety rules and attending
required training.
 Blood Chemistry
 Report unsafe practices or conditions to the supervisor of the area where
 ECG the hazard was observed.
 Other: as needed
Supervisor Responsibilities:
 Annual Medical Examination
 Random Drug Testing  Ensure that each employee you supervise has received an initial
orientation before beginning work.
2. Health Programs  Ensure that each employee you supervise is competent or receives
training on safe operation of equipment or tasks before starting work on
Employees are the best asset of every organization, and putting effort into
that equipment or project.
employee’s wellness will encourage better teamwork, increased productivity and
 Ensure that each employee receives required personal protective
reduce sick leave and workplace accidents.
equipment (PPE) before starting work on a project requiring PPE.
See “Annex A” for complete details of below policies:  Do a daily walk-around safety-check of the work area. Check if the guards
and warning signs are in place. Promptly correct any hazards you find.
 Drug Free Workplace in compliance to RA 9165
 Visually monitor if materials are properly stacked or stored.
 Human Immunodeficiency Syndrome (HIV/AIDS) in compliance to (RA
 Check and monitor if tools, equipment and machineries are in good
8504) RA 1116
working and safe conditions.
 Tuberculosis Prevention in compliance to EO 187-03
 Hepatitis B in compliance to DOLE Advisory No. 05 Series of 2010

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  Observe the employees you supervise working and check if they are Composition and Duties of Safety and Health Committee:
complying with the safety regulations. Promptly correct any unsafe
The Safety and Health Committee of the company is responsible to plan, develop
behaviour. Provide training and take corrective action as necessary.
and implement OSH policies and programs, monitor and evaluate OSH programs
Document employee evaluations.
and investigate all aspect of the work pertaining to the safety and health of all the
 Develop and maintain good safety attitude among all people under his
workers. Below is the composition of Safety and Health Committee and shall
supervision. reorganize annually except for ex-officio members.
 Set a good example for employees by following safety rules and attending
required training. Chairperson : OWNER (ex-officio)
 Investigate all incidents in your area and report your findings to
Secretary : : SAFETY OFFCIER (ex-officio)
management.
 Talk to management about changes to work practices or equipment that Member/s : FIRST AIDER
will improve employee safety.
: RANK AND FILE
 Participate in the safety committee meeting.
The Safety and Health Committee is the planning and policy making group in all
Employees/Workers Responsibilities: matters pertaining to safety and health. The principal duties of the Health and
 Follow safety rules described in this program, OSH standards and the Safety Committee are:
training received.
 Report unsafe conditions or actions to your supervisor or safety  Plans and develops accident prevention programs for the establishment.
committee representative promptly.  Directs the accident prevention efforts of the establishment in accordance
 Report all injuries to your supervisor promptly regardless of how serious. with the safety programs safety performance and government regulations
 Report all near-miss incidents to your supervisor promptly. in order to prevent accidents from occurring in the workplace.
 Always use personal protective equipment (PPE) in good working  Conducts safety meetings at least once a month.
condition as required.  Reviews reports of inspection, accident investigations and implementation
 Do not remove or defeat any safety device or safeguard provided for of program.
employee protection.  Submits reports to the manager on its meetings and activities.
 Inspect the workplace, any tools, equipment and machinery that will be  Initiates and supervises safety training for employees.
used.  Develops and maintains a disaster contingency plan and organizes such
 Encourage co-workers by your words and example to use safe work emergency service units as may be necessary to handle disaster situations
practices on the job. pursuant to the emergency preparedness manual.
 Maintain a team mentality and good safety attitude at all times.
 Make suggestions to your supervisor, safety committee representative or Safety and health committee members are required to attend a monthly meeting
management about changes you believe will improve employee safety. held every 2nd Saturday of the month. A committee member will be designated for
each month to keep minutes of the meeting in the attached form (see annex). A
copy will be posted on the employee bulletin board after each meeting and the
same shall be submitted to the Department of Labor and Employment. Receiving
copy shall be kept and maintained within a period of one (1) year.

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4. Occupational Safety and Health Personnel  Good House Keeping

OUR COMPANY shall maintain in its workplace trained and competent OSH
personnel as prescribed under RA 11058 and its Implementing Rules and 6. Accident Investigation and Reporting
Regulation (DO 198-18) to cater medical emergency cases and the implementation Any dangerous occurrence, major accident resulting to death or permanent total
of the company’s safety and health program. disability, shall be reported by the company to the DOLE Regional Office within
 Safety Officer/s twenty four (24) hours from occurrence using the prescribed form (Work
Accident / Incident Notification).
 Frist Aider
After the conduct of investigation, the company shall prepare and submit work
See “Annex B” List of Safety Officers and First Aider with their respective trainings accident report using the DOLE prescribed form Work Accident Illness Exposure
First Aid, Health Care and Equipment Facilities Data Report (WAIR). Moreover, other work accidents resulting to disabling injuries
such as Permanent Partial Disability and Temporary Total Disability shall be
For any physical and medically-related concerns, the company clinic/first aid reported to the DOLE Regional Office within 30 days after the date of occurrence of
treatment room is situated near the administration office. For sicknesses, injuries, accident using the DOLE prescribed form (WAIR). Accidents/incident that incurred
health concerns, etc., the company nurse and First aider on duty is tasked to attend lost time or those that requires medical treatment shall be reported using the same
to the employees’ needs. prescribed form on or before the 20th day of the month following the occurrence of
the accident.
5. Safety and Health Promotion, Training and Education provided to workers
All near misses shall be recorded and reported using the near miss form (see
Training annex). A system for notification and reporting of work accidents including near
misses within the company shall be developed and reviewed by the OSH
Training is an essential part of our plan to provide a safe and healthy work Committee as necessary.
place. All employees of OUR COMPANY are required to undergo 8-hour OSH
Mandatory orientation before they are deployed to their respective task or The Safety Officer shall submit to DOLE Regional Office the following reports in
activity. The Safety Officer is responsible for the conduct of OSH Mandatory compliance to reportorial obligation of the company under the OSH Standards
using prescribed forms on or before 30 th day of the month following the end of
orientation of workers and ensures all employees has received any training
each calendar year. Received copy shall be kept and maintained within the period
needed to do the job safely. The Safety Officer will coordinate with HR
of three (3) years.
Department keeping and filing of training records to the employees 201 file.
1. Report on Safety and Health Organization
Below are list of training/orientations to be given to employees as needed: 2. Annual Accident Report
3. Annual Medical Report
 8 Hours Mandatory OSH Orientation
 Electrical Safety 7. Guidelines on the use of Personal Protective Equipment (PPE)
 Safe Lifting
 Chemical Hazards (General) Issuance of PPE shall be supplemented by training on the application, use, handling,
 Fire extinguisher Safety cleaning and maintenance. OUR COMPANY ensures that all employees are
 Respirator Training provided with appropriate PPE free of charge, thus employees are held accountable
and responsible in the proper maintenance of issued PPEs.

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Dust Masks Welfare facilities are an essential part of good working conditions. Good welfare
facilities contribute not only to the welfare of workers, but also to production and
To be used in all areas and activities this involves dust particles to prevent better relations. Thus, OUR COMPANY.ensures availability of these facilities for its
respiratory-related illnesses. employees. As such, all employees are enjoined to keep this facilities clean and in
Cotton Gloves good conditions. Below are list of available facilities within the premises.

To be used on light works, maintenance and materials handling to protect hands  Hot and cold water dispensers with adequate purified waters
and fingers from possible injuries.  Separate sanitary facilities for men and women
 Designated eating areas
Denim Gloves  Resting Areas during break periods
 Lactation area
To be used in all steel works and handling to prevent injuries to the hands and
fingers and to protect from possible skin burns when performing welding works.  Smoking areas

Reflectorized Vest 10. Emergency and Disaster Preparedness

To be used on traffic areas for high visibility purposes It shall be the duty of every personnel to report to their immediate superiors
and to the safety officer or unit head any major or minor incident involving
Safety Dress Code Policy
accidents and calamities such as flood, earthquake and fire;
The health and safety of each employee in a production environment can be
The Company shall endeavour the availability and awareness of a networking
greatly influenced by clothing worn by employees with regard to minor burns,
and communication systems among personnel to ensure timely reporting and
abrasions, contusions and lacerations. In some cases, an employee’s clothing could
feedback on accidents and calamities;
induce more serious problems such as amputation or an electrocution by contact of
jewelry (rings, watches, chains, etc.) with live or energized parts. Due to the type of A permanent Disaster Preparedness Action Teams shall be constituted as
production in which we are involved and the different modes of conveying material support groups in times of accident and other calamities.
and finished products, even our feet are risk to scrapes, bruises, cuts or mashing
from boxes, hogsheads, pallet trucks, etc. Our company hereby adopts the Company vehicles shall be mobilized in case of accidents and other calamities.
following as the dress code for the protection, health and safety of our employees.
Fire and disaster Evacuation areas
8. Safety Signs
In Cases of fires and disasters, proceed cautiously to the designated evacuation
Signs are used to assist with the communication of information about hazards sites with conspicuous postings all over the plant. Wait for further advice on work
at the workplace and to provide advice about responding in emergency resumption from the evacuation site in-charge. If management decides to cancel
situations. OUR COMPANY ensures that appropriate safety signs are installed work during the said time or day, then he is sure to have your attendance checked
at strategic locations following the specific requirements provided under the before leaving the said evacuation site. Be sure to report to have the evacuation
1978 OSH Standards site in-charge the names of persons you have seen who may still be trapped inside
the buildings and need to be rescued.
9. Workers Welfare Facilities
11. Schedule of Penalties

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Any violations or non-compliance to all the above stated safety policies shall be ANNEX “A”
subjected to disciplinary action under the Schedule of Penalties of OUR COMPANY
Code of Conduct. DRUG-FREE WORKPLACE POLICY AND PROGRAM
12. Budget for OSH Program In compliance with Article V of Republic Act No. 9165, otherwise known as the
Comprehensive Dangerous Drugs Act of 2002, and its Implementing Rules and Regulations
OUR COMPANY believes that proactively investing in health and safety can. and DOLE Department Order No. 53-03, series of 2003 (Guidelines for the Implementation of
a Drug-Free Workplace Policies and Programs for the Private Sector), The company hereby
 Lower number of fatalities, injuries, and illnesses in our workplace adopts the following policies and programs to achieve a drug-free workplace:
 Increased efficiency of workers
 Effective hazard management The Company explicitly prohibits:
 Improve workers morale  The use, possession, solicitation for, or sale of dangerous drugs on company
 Workers take responsibility for safety premises or while performing an assignment.
 Knowledgeable workforce
 Being impaired or under the influence of dangerous drugs away from the
 Better customer service
company, if such impairment or influence adversely affects the employee's work
performance, the safety of the employee or of others, or puts at risk the
Thus, the company ensures allocation of sufficient funds on the following on its company's reputation.
General Appropriations Act (GAA):
 Possession, use, solicitation for, or sale of dangerous drugs away from the
 Health evaluation of workers company premises, if such activity or involvement adversely affects the
 Health promotion and wellness employee's work performance, the safety of the employee or of others, or puts
at risk the company's reputation.
 Personal Protective Equipment
 Maintenance and testing of mechanical equipment  The presence of any detectable amount of dangerous drugs in the employee's
 Maintenance of emergency medicines and clinic equipment system while at work, while on the premises of the company, or while on
company business. "Dangerous Drugs" include those listed in the Schedules
 OSH education and training annexed to the 1961 Single Convention on Narcotic Drugs, as amended by the
 OSH hazard evaluations, inspection and abatement 1972 Protocol, and in the Schedules annexed to the 1971 Single Convention on
Psychotropic Substances as enumerated in the attached annex of R.A. 9165.

A. MANDATORY DRUG TEST

1. To ensure that only those qualified shall be screened and recruited to

prevent the detrimental effects (e.g. lower productivity; poor decision
making; increased accidents; more compensation claims; and reduced
team effort) which drug use and abuse may cause in the workplace, the
conduct of mandatory drug test shall be required for pre-employment.
2. The Company may also conduct drug testing under any of the following
circumstances:

i. RANDOM TESTING: Officer/employees may be selected at

random for drug testing at any interval determined by the Company.

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 3. All costs for the treatment and rehabilitation of the drug dependent
ii. FOR-CAUSE TESTING: The company may ask an employee shall be charged to his account. The period during which the
officer/employee to submit to a drug test at any time it feels that the employee is under treatment or rehabilitation shall be considered as
employee may be under the influence of drugs, including, but not authorized leaves.
limited to, the following circumstances: evidence of drugs on or about 4. Repeated drug use even after ample opportunity for treatment and
the employee's person or in the employee's vicinity, unusual conduct rehabilitation shall be dealt with the corresponding penalties under R.A.
on the employee's part that suggests impairment or influence of 9165 and is a ground for dismissal.
drugs, negative performance patterns, or excessive and unexplained
absenteeism or tardiness.
C. ADVOCACY, EDUCATION AND TRAINING
iii. POST-ACCIDENT TESTING: Any officer/employee involved
in a “Near-Miss” incident or “Work Accident” under circumstances 1. The Company undertakes to increase the awareness and education of
that suggest possible use or influence of drugs may be asked to its officers and employees on the adverse effects of dangerous drugs
submit to a drug test. As defined herein, “Near-Miss” means an through continuous advocacy, education and training
incident arising from or in the course of work which could have led to programs/activities to all its officers and employees.
injuries or fatalities of the workers and/or considerable damage to
the employer had it not been curtailed. “Work Accident” refers to 2. All officers and employees are required to undergo an
unplanned or unexpected occurrence that may or may not result in orientation/education program before assumption of their respective
personal injury, property damage, work stoppage or interference or duties. The program shall include the following topics:
any combination thereof of which arises out of and in the course of
employment. i. Salient features of R.A. 9165;
3. All drug tests shall employ, among others, two (2) testing methods, the ii. Adverse effects of abuse and/or misuse of dangerous drugs on the
screening test which will determine the positive result as well as the person, workplace, family and the community;
type of the drug used and the confirmatory test which will confirm a iii. Preventive measures against drug abuse; and
positive screening test. Where the confirmatory test turns positive, the iv. Steps to take when intervention is needed, as well as available
company’s Assessment Team shall evaluate the results and determine services for treatment and rehabilitation.
the level of care and administrative interventions that can be extended
to the concerned employee. 3. To encourage all officers and employees to lead a healthy lifestyle while
4. The Company shall inform the officer/employee who was subjected to a at work and at home, the Company undertakes to conduct the
drug test of the test-results whether positive or negative. following activities as often as possible:
5. All costs of drug testing shall be borne by the Company. i. Lifestyle assessment programs on health nutrition, weight
management, stress management, alcohol abuse, smoking
B. TREATMENT, REHABILITATION, AND REFERRAL cessation, and other indicators of risk diseases;
ii. Health wellness screenings (e.g. blood pressure and heart rate,
1. An officer/employee who, for the first time, is found positive of drug cholesterol test, blood glucose, etc.);
use, shall be referred for treatment and/or rehabilitation in a DOH iii. Sports, recreational and fun-game activities; and
accredited center. For this purpose, The Company shall provide a list of iv. Other activities promoting health and wellness.
at least three (3) accredited facilities which an employee who was
tested positive for drugs may choose from. D. ROLES, RIGHTS AND RESPONSIBILITIES OF EMPLOYER AND EMPLOYEES

2. Following rehabilitation, the company’s Assessment Team, in 1. The Company shall ensure that the workplace policies and programs on
consultation with the head of the rehabilitation center, shall evaluate the prevention and control of dangerous drugs, including drug testing,
the status of the drug dependent employee and recommend to the shall be disseminated to all officers and employees. The employer shall
employer the resumption of the employee’s job if he/she poses no obtain a written acknowledgement from the employees that the policy
serious danger to his/her co-employees and/or the workplace. has been read and understood by them.

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 2. The Company shall maintain the confidentiality of all information
relating to drug tests or to the identification of drug users in the
workplace; exceptions may be made only where required by law, in WORKPLACE POLICY AND PROGRAM ON HEPATITIS B
case of overriding public health and safety concerns; or where such
exceptions have been authorized in writing by the person concerned. The company promotes and ensures a healthy environment through its various
3. All officers and employees shall enjoy the right to due process, absence health programs to safeguard its employees. And as part of the company’s compliance
of which will render the referral procedure ineffective. to DOLE Department Advisory No. 05, Series of 2010 (Guidelines for the Implementation
of a Workplace Policy and Program on Hepatitis B), this Program has been developed.
E. CONSEQUENCES OF POLICY VIOLATIONS This program is aimed to address the stigma attached to hepatitis B and to ensure that
the employees’ right against discrimination and confidentiality is maintained.
1. Any officer or employee who uses, possesses, distributes, sells or
This guideline is formulated for everybody’s information and reference for the
attempts to sell, tolerates, or transfers dangerous drugs or otherwise
diagnosis, treatment, and prevention of Hepatitis B. This will inform the employees of
commits other unlawful acts as defined under Article II of RA 9165 and
their role as well as the company in dealing with Hepatitis B. A healthy environment
its Implementing Rules and Regulations shall be subject to the pertinent
encompasses a good working relationship and great output for continuous business
provisions of the said Act.
growth.
2. Any officer or employee found positive for use of dangerous drugs shall
be dealt with administratively in accordance with the provisions of I. Implementing Structure
Article 282 of Book VI of the Labor Code and under RA 9165.
The Company’s Hepatitis B workplace policy and program shall be managed by its health and
F. MONITORING AND EVALUATION safety committee. Each division or department of the Company shall be duly represented.

1. The implementation of these policies and programs shall be monitored II. Guidelines
and evaluated periodically by management to ensure a drug-free
workplace. For this purpose, an Assessment Team shall be constituted A. Education
in accordance with D.O. 53-03.
1. Coverage. All employees regardless of employment status may avail of
hepatitis B education services for free;
2. Hepatitis B shall be conducted through distribution and posting of IEC
materials and counselling and/ or lectures; and

B. Preventive Strategies

1. All employees are encouraged to be immunized against Hepatitis B after

securing clearance from their physician.
2. Workplace sanitation and proper waste management and disposal shall be
monitored by the health and safety committee on regular basis.
3. Personal protective equipment shall be made available at all times for all
employees; and
4. Employees will be given training and information on adherence to standards or
universal precautions in the workplace.
III. Social Policy

A. Non-discriminatory Policy and Practices

1. There shall be no discrimination of any form against employees on the basis of

their Hepatitis B status consistent with the international agreements on non-
discrimination ratified by the Philippines (ILO C111). Employees shall not be

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 discriminated against, from pre to post employment, including hiring, 2. The Health and Safety Committee shall ensure that their company policy and
promotion, or assignment because of their hepatitis B status. program is adequately funded and made known to all employees.
2. Workplace management of sick employees shall not differ from that of any other 3. The Human Resources Department shall ensure that their policy and program
illness. Persons with Hepatitis B related illnesses may work for as long as they adheres to existing legislations and guidelines, including provisions on leaves,
are medically fit to work. benefits and insurance.
4. Management shall provide information, education and training on
B. Confidentiality Hepatitis B for its workforce consistent with the standardized basic
information package developed by the Hepatitis B TWG; if not available within
Job applicants and employees shall not be compelled to disclose their Hepatitis B the establishment, then provide access to information.
status and other related medical information. Co-employees shall not be obliged to reveal any 5. The company shall ensure non-discriminatory practices in the workplace.
personal information about their fellow employees. Access to personal data relating to 6. The management together with the company focal personnel for human
employee’s Hepatitis B status shall be bound by the rules on confidentiality and shall be resources and safety and health shall provide appropriate personal protective
strictly limited to medical personnel or if legally required. equipment to prevent Hepatitis B exposure, especially for employees exposed to
potentially contaminated blood or body fluid.
A. Work-Accommodation and Arrangement 7. The Health and Safety Committee, together with the employees’ organizations
shall jointly review the policy and program for effectiveness and continue to
1. The company shall take measures to reasonably accommodate employees who improve these by networking with government and organizations promoting
are Hepatitis B positive or with Hepatitis B related illnesses. Hepatitis B prevention.
2. Through agreements made between management and employees’ 8. The company shall ensure confidentiality of the health status of its employees,
representative, measures to support employees with Hepatitis B are encouraged including those with Hepatitis B.
to work through flexible leave arrangements, rescheduling of working time and 9. The human resources shall ensure that access to medical records is limited to
arrangement for return to work. authorized personnel.

B. Screening, Diagnosis, Treatment and Referral to Health Care Services B. Employees Responsibilities

1. The company shall establish a referral system and provide access to diagnostic 1. The employees’ organization is required to undertake an active role in educating
and treatment services for its employees for appropriate medical evaluation/ and training their members on Hepatitis B prevention and control. The IEC
monitoring and management. program must also aim at promoting and practicing a healthy lifestyle with
2. Adherence to the guidelines for healthcare providers on the evaluation of emphasis on avoiding high risk behaviour and other risk factors that
Hepatitis B positive employees is highly encouraged. expose employees to increased risk of Hepatitis B infection, consistent
3. Screening for Hepatitis B as a prerequisite to employment shall not be with the standardized basic information package developed by the Hepatitis B
mandatory. TWG.
2. Employees shall practice non-discriminatory acts against co-employees on the
C. Compensation ground of Hepatitis B status.
3. Employees and their organizations shall not have access to personnel data
The company shall provide access to Social Security System and Employees relating to an employee’s Hepatitis B status. The rules of confidentiality shall
Compensation benefits under PD 626to an employee contracted with Hepatitis B infection in apply in carrying out union and organization functions.
the performance of his duty. 4. Employees shall comply with the universal precaution and the preventive
measures.
IV. Roles and Responsibilities of Employers and Employees
5. Employees with Hepatitis B may inform the health care provider or the company
A. Employer’s Responsibilities physician on their Hepatitis B status, that is, if their work activities may increase
the risk of Hepatitis B infection and transmission or put the Hepatitis B positive
1. Management, together with employees’ organizations, company focal personnel at risk for aggravation.
for human resources, and safety and health personnel shall develop, implement,
monitor and evaluate the workplace policy and program on Hepatitis B. V. IMPLEMENTATION AND MONITORING

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 Within the establishment, the implementation of the policy and program shall be This Program shall apply to all employees regardless of their employment status.
monitored and evaluated periodically. The safety and health committee or its counterpart
shall be tasked for this purpose. IV. GUIDELINES

HIV/AIDS WORKPLACE POLICY AND PROGRAM A. Preventive Strategies

In conformity with Republic Act No. 8504 otherwise known as the Philippine AIDS 1. Conduct of HIV-AIDS Education.-
Prevention and Control Act of 1998 which recognizes workplace-based programs as a potent
a. Who will conduct? Health and Safety Committee shall conduct HIV-AIDS
tool in addressing HIV/AIDS as an international pandemic problem, this company policy is
education to all employees for free. This shall also form part of the
hereby issued for the information and guidance of the employees in the diagnosis, treatment
orientation of newly hired employees. The standardized information package
and prevention of HIV/AIDS in the workplace.
developed by the Department of Labor and Employment (DOLE) may be used
This policy is also aimed at addressing the stigma attached to HIV/AIDS and for this purpose.
ensures that the workers’ right against discrimination and confidentiality is maintained. b. How will it be conducted? The HIV-AIDS education will be conducted through
distribution and posting of IEC materials, lectures, counselling and training
I. IMPLEMENTING STRUCTURE and information on adherence to standard or universal precautions in the
workplace
The Company HIV/AIDS Program shall be managed by its health and safety
committee consists of representatives from the different divisions and departments. 2. Screening, Diagnosis, Treatment and Referral to Health Care Services

II. BASIC INFORMATION ON HIV/AIDS a. Screening for HIV as a prerequisite to employment is not mandatory.
b. The company shall encourage positive health seeking behaviour through
What is HIV/AIDS? Voluntary Counselling and Testing.
c. The company shall establish a referral system and provide access to
It is a disease caused by a virus called HIV (Human Immunodeficiency Virus). This
diagnostic and treatment services for its workers. Referral to Social Hygiene
virus slowly weakens a person’s ability to fight off other diseases by attaching itself to and
Clinics of LGU for HIV screening shall be facilitated by the company’s medical
destroying important cells that control and support the human immune system.
clinic staff.
How HIV/AIDS is transmitted? d. The company shall likewise facilitate access to livelihood assistance for the
affected employee and his/her families, being offered by other government
 Unprotected sex with an HIV infected person; agencies.
 From an infected mother to her child ( during pregnancy, at birth through breast
feeding); B. SOCIAL POLICY
 Intravenous drug use with contaminated needles;
 Transfusion with infected blood and blood products; and 1. Non-discriminatory Policy and Practices
 Unsafe, unprotected contact with infected blood and bleeding wounds of an
infected person. a. Discrimination in any form from pre-employment to post-
employment, including hiring, promotion or assignment, termination of
employment based on the actual, perceived or suspected HIV status of
Is there a cure? an individual is prohibited.
b. Workplace management of sick employees shall not differ from that of
No. However, there are antiretroviral drug combinations that are available when any other illness.
properly used, result in prolonged survival of people with HIV. Holistic care of people living c. Discriminatory act done by an officer or an employee against their
with HIV-AIDS and comprehensive treatment of opportunistic infections also dramatically co-officer or co-employee shall likewise be penalized.
improve quality of life.
2. Confidentiality/Non-Disclosure Policy

III. COVERAGE

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 a. Access to personal data relating to a worker’s HIV status shall be bound
by the rules of confidentiality consistent with provisions of R.A. 8504
and the ILO Code of Practice.
b. Job applicants and workers shall not be compelled to disclose their
c. HIV/AIDS status and other related medical information.
d. Co-employees shall not be obliged to reveal any personal information V. IMPLEMENTATION AND MONITORING
relating to the HIV/AIDS status of fellow workers.
3. Work-Accommodation and Arrangement The Safety and Health Committee or its counterpart shall periodically monitor and
evaluate the implementation of this Policy and Program.
a. The company shall take measures to reasonably accommodate
employees with AIDS related illnesses. Agreements made between the
company and employee’s representatives shall reflect measures that
will support workers with HIV/AIDS through flexible leave
arrangements, rescheduling of working time and arrangement for
return to work.

IV. ROLES AND RESPONSIBILITIES OF EMPLOYERS AND EMPLOYEES

A. Employer’s Responsibilities

1. The Company, together with employees/ labor organizations, company

focal personnel for human resources, safety and health personnel shall
develop, implement, monitor and evaluate the workplace policy and
program on HIV/AIDS.
2. Provide information, education and training on HIV/AIDS for its workforce.
3. Ensure non-discriminatory practices in the workplace and that the policy
and program adheres to existing legislations and guidelines.
4. Ensure confidentiality of the health status of its employees and the access
to medical records is limited to authorized personnel.
5. The Company, through its Human Resources Department, shall see to it that
their company policy and program is adequately funded and made known
to all employees.
6. The Health and Safety Committee, together with employees/ labor
organizations shall jointly review the policy and program and continue to
improve these by networking with government and organizations
promoting HIV prevention.

B. Employees’ Responsibilities

1. The employee’s organization shall undertake an active role in educating and

training their members on HIV prevention and control. Promote and practice
a healthy lifestyle with emphasis on avoiding high risk behaviour and other
risk factors that expose workers to increased risk of HIV infection.
2. Employees shall practice non-discriminatory acts against co-employees.
3. Employees and their organization shall not have access to personnel data
relating to a worker’s HIV status.
4. Employees shall comply with universal precaution and preventive measures.

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 b. The company’s adherence to the DOTS guidelines on the diagnosis and
treatment is highly encouraged.

B. MEDICAL MANAGEMENT
WORKPLACE POLICY AND PROGRAM ON TUBERCULOSIS (TB) PREVENTION AND CONTROL
1. The company shall adopt the DOTS strategy in the management of workers with
The Company recognizes that while 80% of Tuberculosis (TB) cases belong to the tuberculosis. TB case finding, case holding and Reporting and Recording shall be in
economically productive individuals, it is also treatable and its spread can be curtailed if accordance with the Comprehensive Unified Policy (CUP) and the National
proper control measures will be implemented. As such, this TB Policy and Program is hereby Tuberculosis Control Program.
issued for the information and guidance of the employees. 2. The company shall at the minimum refer employees and their family members
with TB to private or public DOTS centers.
PURPOSE:
C. SOCIAL POLICY
 To address the stigma attached to TB and to ensure that the worker’s right against
discrimination, brought by the disease, is protected. 1. Non-discriminatory Policy and Practices
 To facilitate free access to anti-TB medicines of affected employees through
referrals. a. There shall be no discrimination of any form against employees from pre to
post employment, including hiring, promotion, or assignment, on account of
their TB status. (ILO C111)
I. IMPLEMENTING STRUCTURE
b. Workplace management of sick employees shall not differ from that of any
The Company’s TB Program shall be managed by its health and safety committee other illness. Persons with TB related illnesses should be able to work for as
consists of representatives from the different divisions and departments. long as medically fit.
II. COVERAGE 2. Work-Accommodation and Arrangement
This Program shall apply to all employees regardless of their employment status.
a. Agreements made between the company and employee’s representatives
III. GUIDELINES shall reflect measures that will support workers with TB through flexible
leave arrangements, rescheduling of working time and arrangement for
A. Preventive Strategies return to work.

1. Conduct of Tuberculosis (TB) Advocacy, Training and Education b. The employee may be allowed to return to work with reasonable working
arrangements as determined by the Company Health Care provider and/or
a. TB education shall be conducted by the company Medical Clinic in close the DOTS provider.
coordination with the health and safety committee, through distribution and
posting of IEC materials and counselling and/ or lectures. D. COMPENSATION
b. Engineering measures such as improvement of ventilation, provision for The company shall provide access to Social Security System and Employees
adequate sanitary facilities and observance of standard for space Compensation benefits under PD 626to an employee who acquired TB infection in
requirement (avoidance of overcrowding) shall be implemented. the performance of his/her duty.
2. Screening, Diagnosis, Treatment and Referral to Health Care Services V. ROLES AND RESPONSIBILITIES OF EMPLOYERS AND EMPLOYEES
a. The company shall establish a referral system and provide access to A. Employer’s Responsibilities
diagnostic and treatment services for its employees. The company shall make
arrangements with the nearest Direct Observed Treatment (DOT) facility.

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 1. The Employer, together with workers/ labor organizations, company focal
personnel for human resources, safety and health personnel shall develop,
implement, monitor and evaluate the workplace policy and program on TB.
2. Provide information, education and training on TB prevention for its
workforce.
3. Ensure non-discriminatory practices in the workplace.
4. Ensure confidentiality of the health status of its employees and the access to
medical records is limited to authorized personnel.
5. The Employer, through its Human Resources Department, shall see to it that
their company policy and program is adequately funded and made known to
all employees.
6. The Health and Safety Committee, together with employees/ labor
organizations shall jointly review the policy and program and continue to
improve these by networking with government and organizations promoting
TB prevention.

B. Employees’ Responsibilities

1. The employee’s organization is required to undertake an active role in

educating and training their members on TB prevention and control.
2. Employees shall practice non-discriminatory acts against co-workers.
3. Employees and their organization shall not have access to personnel data
relating to a worker’s TB status.
4. Employees shall comply with universal precaution and the preventive
measures.

V. IMPLEMENTATION AND MONITORING

The Safety and Health Committee or its counterpart shall periodically monitor and
evaluate the implementation of this Policy and Program.

VI. EFFECTIVITY

This Policy shall take place effective immediately and shall be made known to every
employee.

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  Team building activities
 Staff outings or dine out. The brief change in environment provides stress relief.
 Physical fitness activities which includes: daily 5 minutes warm-up exercises

MENTAL HEALTH PROGRAM Work Environment

NUEVA ECIJA GOLDEN FOOD CHAIN.CORP supports the government’s program in promoting The physical environment of the workplace can be a source of stress and adverse to the
a healthy and rewarding working environment highlighting positive mental health. This is by mental health of workers. The company addresses the issues regarding having good
having a mental health-friendly workplace which: workplace ventilation, lighting and temperature.

 Values diversity
 Includes Health Care that incorporates mental illnesses
 Identifies sources of stress that might affect the mental health and find ways to GUIDELINES ON COVID 19 PREVENTION AND CONTROL AT THE WORKPLACE
alleviate it.
 Safeguards employee confidentiality A. Increasing workers’ physical and mental health
 Supports employees who seek treatment or require hospitalization or disability
leave  All workers should be encouraged to stay healthy by eating nutritious food,
 Facilitates good interpersonal relations among workers drinking fluids, avoiding alcohol, rest, sleep and exercise.
 Provides for a stress-free physical environment  Company is going to provide workers with medicines and vitamins as well as a
 Maintains overall health and work efficiency of workers referral service for workers with mental health concerns.
Work Policies
B. Preventing virus transmission inside and outside business locations
One of the biggest sources of stress is the policies and how are these implemented. Policies
that usually cause stress pertain to those that concern production such as productivity,
Before entering the premises:
deadlines and meeting the goals that has been set as well as those that concern personnel
such as performance evaluation and discipline. The following strategies have been set by the
company to improve mental health of workers through work polices which includes:  All workers must wear protective face masks at all times.
 Vehicles and equipment should be disinfected. (As needed)
 Formulation and implementation of fair and just policies  Physical distancing must be observed in long queues outside the premises.
 Employee participation in the formulation, monitoring and evaluation of the
implementation of the policies.
 All must sanitize both hands with alcohol upon entering and use disinfectant foot
baths where possible.
 Some policies in the employee’s compensation programs are leave credits for
vacation/sickness, free annual physical examination, team building activities, and  The daily heath symptoms questionnaire is to be completed and submitted to the
general assemblies in which addresses the mental health needs of its employees. designated safety officer of the company.
 Everyone must undergo thermal scanning and the temperatures should be
Interpersonal Relations recorded in the health symptoms questionnaire. The Interim Guidelines provide
for circumstances where body temperatures are > 37.5°C.
 The other threat to a worker’s feeling of wellbeing is difficult interpersonal
Inside the premises:
relations with or among co-workers. And the company employs the following
strategies to improve interpersonal relations:
 All work areas, door knobs and handles should be disinfected at least every two
hours.
 Toilets and washrooms should have clean water supply and soap.
 Weekly or Monthly meetings by supervisors/managers

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  Sanitizers should be provided in corridors, conference areas, elevators, staircases, The Company shall:
and other communal spaces. Canteens and kitchens should be disinfected
regularly. 1. Impose company policies for the prevention and control of COVID-19, relying on
guidance from reputable agencies such as the DOH and the WHO.
 Workers are encouraged to wash their hands regularly. 2. Provide soaps, masks, alcohols, disinfectants, PPEs and other resources and
 Workers should practice physical distancing. materials for the safety and health of the workers in the workplace.
 Workers are advised not to eat in communal areas. If not possible, physical 3. Designate a safety officer to monitor the implementation of COVID-19 company
distancing should be maintained in dining areas. policies (i.e. wearing of masks, distancing, thermal scanning, etc).
4. Enhance health insurance provision for workers.
5. Provide transport services or accommodation for workers to reduce travel
C. Minimizing physical contact movement, if possible.
6. Hire from the local community, if necessary.
 Alternative work arrangements restricting the number of workers in a space at a 7. Put in place a COVID-19 Hotline and Call Center.
time is encouraged.
 Interaction between workers and clients is to be limited. Meetings should require
a minimum number of participants. Videoconferencing is encouraged.
 Work areas, offices and/or tables should be set up to enable distancing. Workers shall:
 Physical distancing is to be practiced especially in communal spaces like elevators.
If more than 2 staircases are accessible, one may be used for going up and the 1. The Comply with all workplace measures for the prevention and control of COVID-
other for going down. 19.
2. Observe proper respiratory etiquette.
 Online systems should be used for supporting work practices as much as possible.
3. Cough or sneeze into tissue or into shirt sleeve, if tissue is unavailable.
 Roving officers are to be assigned to ensure policies are implemented within their 4. Dispose used tissues and sanitary products properly.
area of responsibility. 5. Wash hands with soap and water or apply sanitizer immediately after a cough or
sneeze.

D. Reducing the risk of infection

COVID-19 testing
If a worker is suspected of having COVID-19:
The Company may test workers for COVID-19. Testing kits should be the responsibility of the
 The worker should immediately proceed to an isolation area set by the company employer. In doing such, the testing, interpretation of results and the company policy should
and ensure the wearing of masks. Clinic staff assigned to the isolation area should adhere to the DOH Protocols. Workers with a negative test result should be allowed to report
call for the transport of the affected worker to the nearest hospital. back to work.
 The company has protocols in place for the transport of suspected COVID-19 cases.
 Decontaminate the premises immediately. The Interim Guidelines provide for
measures that should be taken. Work can then resume after 24 hours from
At Risk Workers and Vulnerable Groups
decontamination. Workers present in the work area with the affected worker
should go on 14 days home quarantine. They are to be given instructions by the
People aged above 60 years, or pregnant, or those with health conditions such as
clinic staff on monitoring the symptoms. If the suspected COVID-19 worker
hypertension, diabetes, cancer or weakened immune system are considered most at risk of
receives a negative test result, co-workers may report back to work.
COVID-19. The Company highly encourages to allow workers with any one of these conditions
 If a worker is sick, but is not suspected of having COVID-19, they should take
to work from home without reducing wages or benefits.
appropriate measures for health recovery, to include seeking medical care.

Duties of the Company and Workers under the Guidelines Reporting of Illness/Disease/Injuries

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In the event a worker suffers from illness, disease, or injuries, the employer should report the
incident to DOLE’s Regional Office through completion and submission of the DOLE Work
Accident/Illness Report Form.

Protocol for screening employees and visitors

The Company Guidelines include an Annex that provides for a “Sample Protocol for Screening
Employees and Visitors”. This Annex also includes a template Visitor’s Health Checklist. Check
out the Annex and Protocol

Protocol for screening employees and visitor

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WORKPLACE POLICY AND PROGRAM ON PROMOTING WORKERS HEALTH AND ENSURING This policy is formulated for everybody’s information. The company is committed
PREVENTION AND CONTROL OF HEALTH-RELATED ISSUES AND ILLNESS INCLUDING COVID- to ensuring workers’ health and providing a healthy and safe workplace.
19 PREVENTION MEASURES

SYNAPSE SOLUTION SECURITY SERVICES AGENCY INC. is committed to promote and ensure a
healthy and safe working environment through its various health programs for its employees.
We shall conform to the all issuances and laws that guarantee workers health and safety at all
times.

The company shall ensure that worker’s health is maintained through the following
company programs and activities:

a) Orientation and education of employees

b) Access to reliable information on illness and hazards at work
c) Referral to medical experts for diagnosis and management of illness or
health-related concerns
d) Provide health-related programs such proper nutrition and exercise activities
are made available to the workers

The above-mentioned programs shall comply with the Government’s issuances on

promoting healthy lifestyle, addressing mental health in the workplace and
preventing and controlling substance abuse.

In addition, company policies to protect workers’ rights arising from illness shall be
guaranteed. The company shall promote the following workers’ rights:

a) Confidentiality of information
b) Non-discrimination including non-termination
c) Work accommodation following a course of illness
d) Assistance to compensation

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