BOC-1477

EPC FOR MAJNOON CENTRAL POWER

PLANT

FITNESS TO WORK SYSTEM

003 Approved

002 Issued for Approval

001 Issued for Review 05/01/2024 JD JD MA

Rev. Reason for Issue Date Author Checker Approver

Rev.

001
FITNESS TO WORK SYSTEM Majnoon Field Development

Revision History

Revision Revision
Approver Summary of Changes
Date Number
05.01.2024 001

Holds

Hold Ref. Description / Reason for Hold Ref. Section

HOLD 1
HOLD 2
HOLD 3

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FITNESS TO WORK SYSTEM Majnoon Field Development

Table of Contents

1.0 INTRODUCTION 4
1.1 Field Location 4
2.0 PURPOSE OF THIS DOCUMENT 5

3.0 ABBREVIATIONS 5

4.0 General duty of care 5

5.0 ROLES AND RESPONSIBILITIES 6

5.1 Health professionals 6
5.2 HSE professionals (including industrial hygienists) 6
5.3 Line managers 6
5.4 HR professionals 6
5.5 Legal professionals 6
5.6 Employees 6
6.0 PRINCIPLES OF A FITNESS TO WORK PROCESS 6

7.0 THE OUTCOME OF FITNESS TO WORK EVALUATIONS 7

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FITNESS TO WORK SYSTEM Majnoon Field Development

1.0 INTRODUCTION

The Majnoon field will be producing 450 kbopd with implementation of the Majnoon Growth Program and
debottlenecking activities within existing facilities.

The Majnoon Growth Program covers the expansion of the current facilities by an additional 200 kbopd in
the Majnoon concession area. The Project intends to leverage replicated standard, pre-engineered designs,
modularized to a high degree, as widely practiced in Iraq. The aim is to stay within the limits of catalogue or
“already used” designs and maximize the use of industry standards.

Majnoon Growth Project (MGP), as well as other field activities, will require more power than current field
power generation capacity which triggers the requirement for a Central Power Plant that will cater for MGP
loads as well as further field development.

The power plant will be supplied with associated produced gas from the Majnoon field. The fuel gas
available is soured H2S and therefore a Fuel Gas Sweetening and Conditioning facility may be required as
part of this CONTRACT. Such facility should be clearly demarcated from the power generation facility and
will be subject to Oil and Gas Industry Standards. This section describes the scope of work for both these
facilities and therefore the applicability of all clauses in this scope of work is dependent on the
CONTRACTOR’s proposed design.

The initial power requirement for the Majnoon Growth Project (MGP) consists of net power output available
at battery limit of 3 no’s (2 no’s working+1 no standby) “standard power generation blocks”. Each Standard
power generation block shall have a capacity of 28MW net output. All utility systems shall be designed for
total four number of standard power generation block, 2 working +1 standby +1 future. There is a
requirement for a new 33kV Electrical grid substation with complete 33kV Overhead transmission line for
distribution to load centres. This is the CONTRACT SCOPE of supply.
1.1 Field Location

Majnoon
She ll Ope rator 45%
We st
Qurna-2
Lukoil Ope rator

Bin
Umr

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FITNESS TO WORK SYSTEM Majnoon Field Development

2.0 PURPOSE OF THIS DOCUMENT

For the purposes of this document, ‘fitness to work’ relates to the process of assuring that an individual can
complete a task safely and without unacceptable risk to themselves, their employing company or a third
party.

The concept of fitness for work is broad and deals with the relationship between a worker and their ability to
do their role in the job safely and competently. This goes beyond qualifications and experience – fitness for
work deals with ‘individual’ factors such as the effect of:
 Fatigue
 Alcohol and/or other drug use
 Medical fitness (if required for a specific role)
 Mental health and wellbeing

3.0 ABBREVIATIONS
COMPANY BOC/KBR
CONTRACTOR Albilal Group for General Contracts Company
HSE Health, Safety and Environment
PM Project Manager
SM Site Manager
CM Construction Manager
HSE Health, Safety & Environmental Manager.

4.0 GENERAL DUTY OF CARE

Both employers and workers have responsibilities in regard to fitness for work.

For a worker, there is a responsibility to:

 Ensure their own safety and health at work (e.g. Not turning up to work impaired by the
consumption of alcohol)
 Avoid negatively affecting the safety and health of others (e.g. Poor decision making while under the
influence of alcohol may put work colleagues at risk).

For an employer, there is a responsibility to:

 Maintain a working environment in which, as far as is practicable, workers are not exposed to
hazards (e.g. Work arrangements are appropriate to manage fatigue).

5.0 ROLES AND RESPONSIBILITIES

All individuals are aware of their specific roles and responsibilities. These are summarized below:

5.1 Health professionals

Conduct risk assessments, select controls, and apply medical screening tests and examinations. They are
professionally accountable for their medical opinions, and for compliance with the law and ethical standards.

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FITNESS TO WORK SYSTEM Majnoon Field Development
5.2 HSE professionals (including industrial hygienists)

Conduct risk assessments and select controls (e.g. operating procedures, specific test requirements such
as medical examinations and capacity evaluations, etc.).

5.3 Line managers

Ensure that employees attend necessary assessments in a timely fashion. They may be required to assist in
risk assessment by confirming the exact operational requirements of a task. They should seek the advice of
HR and a health professional if they become concerned about an employee’s fitness to work.

5.4 HR professionals

Lead any necessary consultation processes with the line management, and manage cases where
employees are found to be unfit for duty. They can provide detailed and country specific knowledge of
employment law.

5.5 Legal professionals

Review proposed practice within the context of applicable legislation.

5.6 Employees

Attend for assessments when required to do so and, if they develop any limitation of their capacity for work
between assessments, they should report this to their line manager and seek confidential advice from a
health professional.

6.0 PRINCIPLES OF A FITNESS TO WORK PROCESS

The principles of a fitness to work process are as follows:
 Is based on an assessment of the risk.
 The programme is aimed to match the requirements of a position with the reasonable (and
foreseeable) health and capacity requirements for an employee in that position.
 Any tests of functional capacity or medical examinations is related to an assessment of fitness for
the assignment or tasks.
 Tests and examinations are produced repeatedly with consistent results.
 Tests or examinations apply equally to all who are required to do the work. Tests and examinations
required to define control options are mandatory, not optional.
 Tests and examinations will be legal in the country in which they are applied.
 All work capacity tests or medical examinations will be conducted safely. The fitness to work
process will reduce risk and liability, and will determine whether employees are capable of
conducting their assigned tasks. At the same time, however, the process will avoid waste,
discrimination, and unnecessary and inappropriate exclusion of individuals from work that they
could carry out safely and productively

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FITNESS TO WORK SYSTEM Majnoon Field Development

7.0 THE OUTCOME OF FITNESS TO WORK EVALUATIONS

The fitness to work evaluation certificates shall result in a clear statement to the company on the status of
the employee. Typically, an employee may be regarded as:
 Fit for the assigned work/tasks and location;
 Unfit for the assigned work/tasks and location; or
 Fit with restrictions, i.e. the employee may be fit for certain tasks but not for others. Such a
recommendation should be time bound and is at management discretion.

In the event of an individual being assessed as ‘unfit’, the company will undertake to seek alternative
employment for the individual, if possible and where appropriate. However, it is important to recognize that
alternative employment may not always be possible, especially if the restriction relates to work in a
particular geographical location. Temporary or partial restrictions can be the cause of confusion and
difficulty. The advice provided in a statement of fitness to work will be clear and unambiguous; phrases such
as ‘fit for light work’ will be specifically avoided, as they are meaningless in a practical and legal sense. The
advice will state what tasks the individual can and cannot do, and for how long the restriction applies.
Whether these restrictions can be accommodated by the employer is for the line management and/or HR
team to resolve. Transitional duties will be implemented as a particularly useful means of rehabilitating an
employee back to work after a period of illness or injury

Appendix
 Fitness to work register
 Fitness to work test

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