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Forklift trucks are not specifically designed to carry people, so the use of a working
platform on a forklift truck is restricted to exceptional use only.
Only trucks fitted with integrated working platforms, which have been designed to
carry people, may be used for routine access to work at height.
5.2.5 Requirements for Scaffolds
Scaffolding is required to be designed, erected, altered and dismantled by competent
people, under the supervision of a Competent Person.
BP employs specialist contractors to manage scaffolding operations. They
have their own procedures and guidelines for controlling scaffolding
operations.
5.2.6 Requirements for Ladders
Ladders should only be used as work equipment (either as a place from which to
work or for access and egress) if a risk assessment confirms that their use is justified
because of the low risk and short duration of the job or unalterable conditions at the
worksite.
A ladder should only be used for access when putting in a permanent staircase is not
reasonably practicable. It will be long enough to protrude sufficiently (normal practice
is either 1m or 3 rungs above the upper landing) above the place of landing to which
it provides access, unless other measures have been taken to ensure a firm
handhold. The maximum recommended vertical distance of any ladder run is 6m
(BS5395-3 code for fixed vertical ladders) to 9m (BS EN 12811-1:2003). If it requires
going higher, where reasonably practicable, suitable rest platforms must be built.
Always consider that:
¾ No interlocking or extension ladder shall be used unless its sections are
prevented from moving relative to each other.
¾ Any surface upon which a ladder rests must be stable and firm such that its
steps or rungs remain horizontal.
¾ Any suspended ladders must be attached in a secure manner so as to
prevent any displacement or swinging.
¾ Work offshore in hazardous area/zone, or work near electrical circuitry,
should be using non-conductive access equipment, e.g. timber or glass fibre
ladders.
¾ Any pole ladders should be tied in at least two places, preferably top and
bottom for stability.
¾ Any wooden rung ladder must have a wire retainer underneath each rung to
minimise the chance of injury should the rung fail.
¾ No paint can be used on wooden ladders
Portable ladders (not step-ladders) should always be placed at the correct
angle, at 75 degrees, or roughly 1m out for every 4m up.
The feet of portable ladders should be prevented from slipping during use by:
¾ Tying them effectively to an existing structure (securing them at the top is the
best method)
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¾ Using an appropriate ladder stabiliser or anti-slip devices
¾ Having another worker „foot‟ the ladder or stand against the bottom rung (this
is only suitable when it is not practicable to secure the ladder any other way)
The ladder should be faced at all times, and contact should be maintained with both
feet and at least one hand when climbing or dismounting (three-point contact).
Over-reaching is a major cause of falls even for experienced workers. If ladders
require to be used for work, not just for access or egress, then you need to
ensure the ladder is secured, that you can reach the work without stretching
and that you are secure at all times.
Fixed vertical ladders are an extremely common access method at BP worksites. In
addition to the guidance given on maximum vertical distance, BP-RP 4-3 (Guidance
on „Backscratchers‟) should be consulted.
5.2.7 Personal Fall Protection Systems
Personal fall protection systems are work restraint, work positioning (including rope
access and positioning techniques), fall arrest or rescue systems.
A personal fall protection system can be used only if:
¾ A risk assessment has demonstrated that work can, so far as is reasonably
practicable, be performed safely while using the system
¾ The use of other, safer work equipment is not justified
¾ The user and a sufficient number of available persons have received
adequate training, including rescue provision
¾ The fall protection system is securely anchored
¾ The various components of the system are of sufficient strength to support all
known loads and have been inspected by a competent person
¾ Suitable and sufficient steps have been taken to ensure, so far as is
practicable, that in the event of a fall, injury from the fall protection system is
minimised
The manufacturer‟s instructions should be checked to consider whether the item is
compatible with other equipment being used. All equipment used in the personal fall
protection system should be strong enough to withstand any forces placed upon it
and should include an adequate margin for safety. The equipment‟s safe working
loads (or minimum static strength), working load limits or maximum (and sometimes,
minimum) rated loads should be checked.
Any equipment used for work at height is required to meet relevant European
Standards (i.e. it is CE marked and tested to relevant European norms (EN) and all
new PPE should be traceable to a certificate of conformity. The equipment should
also be marked with a unique identification number so that it can be traced back to its
point of origin and any test certificates and examination reports and register of all fall
protection equipment at a particular facility shall be kept.
The need for rapid and effective rescue is particularly important when using
personal protective systems where a delay may have severe consequences,
i.e. when someone is left hanging motionless in a harness after a fall resulting
in „suspension trauma‟ as a result of restricted blood circulation. The time
before loss of consciousness can vary from about 6 minutes to 2 hours,
depending on physical capability and incident severity. Suitable rescue
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equipment and competent personnel must be available on site at all times
during the completion of tasks at height.
5.2.7.1 Shallow Sloped Roofs
Work restraint is a technique that makes use of PPE to prevent a person from
entering an area where a risk of fall from height exists. The user is tethered by
an anchor-point and line in such a way that he is prevented from reaching an
exposed edge from which a fall can occur (Derrick-man racking stands from the
Monkey-board). Work restraint techniques are often used to prevent users on
open decks, roofs or platforms from falling and are an effective technique that
will provide an extremely high level of safety.
5.2.7.2 Work Positioning
Work positioning is a technique for supporting a person while working by means
of PPE „in tension‟ to prevent a fall (e.g. BT Technician working up a pole).
Correct use of work positioning techniques and equipment should mean that
the individual is physically unable to fall. When PPE is providing the primary
support, then there must be a secondary backup system in place. This back-up
must be selected using the hierarchy, but it is quite common for fall arrest
techniques to be chosen. The obvious advantage with work positioning is that
the user is free to use his hands. This equipment is designed to cope with static
loads on a regular basis, but not for dynamic loads such as those imposed by
fall arrest equipment.
In addition to the requirements stated for a personal fall protection system, a
work positioning system can be used only if:
¾ The system includes a suitable backup system for preventing or
arresting a fall, as per the hierarchy
¾ Where the system includes a line as a backup system, the user is
connected to it
5.2.7.3 Rope Access and Positioning Systems
Rope access techniques allow access to structures or equipment that are
otherwise inaccessible, unsafe or impractical to access using conventional
techniques.
Specialists using industrial rope access techniques are trained and assessed to
professional industry standards, and their work at site requires to be supervised
by Competent Persons.
An effective communication system must be in place for everyone involved and
particularly for necessary third parties (e.g. a control room if working offshore).
Guidance on rope access and positioning is contained in BS 7985: 2009 „Code
of Practice for the Use of Rope Access Methods for Industrial Purpose‟ and the
Industrial Rope Access Trade Association (IRATA) Guidelines.
Rope access and positioning systems are recognised as a safe and efficient
method of accessing and completing a wide range of industrial tasks.
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5.2.7.4 Fall Arrest
Fall arrest is the most common form of personal fall protection as it is relatively
simple to operate, requiring only minimal equipment and limited training. Fall
arrest is a technique that makes use of PPE to stop a falling person under safe
conditions. High attachment points are designed into a fall arrest harness, as
the individual must be retained in an upright position in the harness after a fall,
even if they are unconscious.
A fall arrest system must incorporate a suitable shock absorber to limit the force
applied to the user‟s body. This could be either a shock absorber lanyard or
inertia reel, but NEVER both.
Where reasonably practicable, anchor points must be picked at or above
waist height. It is appreciated that this may not always be reasonably
practicable.
All anchor points must be appropriately rated and tested.
In many situations, a combined fall arrest/work positioning approach may be
required. For example, a user may require fall arrest to access the worksite and
then convert to work positioning to carry out the task, or a user could be relying
on a work positioning lanyard for primary support, but still have a fall arrest
system attached for backup. When using work positioning equipment for
support, the user can rely on the attachment to prevent him losing balance or
falling.
5.3
COMPONENTS OF FALL ARREST SYSTEMS
5.3.1 Lanyards and Energy Absorbers
Lanyards come in a variety of types, lengths and materials depending on the
application for which they are intended. In a fall arrest application, an energy
absorber is required to limit the force generated by a 100kg adult falling 4m to below
6kN (approx 0.6 tonnes).
Note: If a shock absorber were not used, the force generated would be
approximately 2.2 tonnes.
A lanyard assembly should not exceed
2m in length, considering all of the
components, i.e. the lanyard, the connectors and an energy absorber. When using
energy absorbers, the „tear out‟ distance (maximum permitted length is 1.75m - but
check manufacturer‟s instructions) must be accounted for (including any potential
variation due to local users) when calculating clearance distance, e.g.:
¾ Lanyard length 2m
¾ Maximum energy absorber tear out distance (travel) 1.75m
¾ Average distance, harness attachment to feet and slack 2.5m
¾ Minimum stopping distance 1m
Clearance Required 7.25m
Note: Equipment suppliers such as Spanset can supply energy absorbing lanyards
shorter than the 2m discussed here. For example, Spanset has supplied a steel
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erecting company with shorter lanyards, where clearance heights were an issue.
The actual amount that an energy absorber pays out is dependent on a number
of factors ranging from the quality of manufacture, how it is used and the
weight and height from which an individual falls. At BP sites the worst case is
assumed, i.e. 1.75m. For further information read HSE Report HSL/2003/09 -
Survivable Impact Forces on Human Body Constrained by Full Body Harness.
When adjusted correctly a harness will have some „slack‟ for body movement. This
„slack‟ will often add to the overall height of a fall when the harness straps tighten
under load. This additional height from feet to harness attachment point is often
missed in estimates of clearance beneath the user. In some applications, it may be
advisable to consider floor mats.
5.3.2 Inertia Reels
An inertia reel offers one of the simplest forms of fall arrest protection; it limits the
impact forces by ensuring the body is caught before it can accelerate and gain
energy. It incorporates connection elements, energy absorption and lanyard in one
unit. It should be used in accordance with manufacturer‟s instructions.
The most common type of inertia reel features a 6mm wire rope lanyard, supplied in
a variety of lengths, with or without a retrieval handle.
Inertia reels should be placed directly above the user to prevent pendulum
falls. Height above the ground and angle of deviation from the vertical must be
considered as part of the risk assessment. Specific reference should be made
to manufacturer‟s instructions.
When a person needs to be protected from a fall from the height of less than
6.25m inertia reels is the equipment of choice.
5.3.3 Harnesses
The safety harness forms an ergonomic link or interface between the human body
and the attachment system. As such, the harness is probably the most important item
of a worker‟s PPE.
Poor choice of harness can lead to the harness hampering, rather than assisting, the
worker in his task and he may, as a result, be tempted not to use it. Harnesses
should be selected to ensure they are suitable for intended use. A well selected
harness should have the following features:
¾ Comfortable to wear when not „in tension‟, e.g. walking about site
¾ Provide adequate levels of support for working in
¾ Be able to catch a fall without injuring the wearer
¾ Should not be overly complex to put on or adjust
5.3.3.1 Selection
There is a wide range of possibilities when selecting a harness. The principal
consideration is whether the harness is required for work restraint, work
positioning or fall arrest. Depending on the nature of the task, careful
consideration should be given to the position of the attachment points; front or
rear.
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Types of harness:
1 - Single point fall arrest (EN 361)
2 - Twin point fall arrest (EN 361)
3 - Sit harness/chest harness combination (EN 358, EN 813)
4 - Multipurpose harness (EN 361, EN 358, EN 813)
5.3.3.2 Sit / Chest Harness Combination
The sit harness incorporating a work positioning belt can be used by itself for work
restraint and work positioning. It can also be combined with an appropriate chest
harness to make it suitable for fall arrest. This combination is particularly suitable
for rope access. It is also the best combination for falling and hanging in.
People involved in rope access activity must be provided with, and use, a harness
that conforms to an appropriate standard, e.g. BS EN 361 for full body harnesses
and BS EN 813 for seat harnesses. The harness should be attached to both the
working and safety lines.
5.3.3.3 Attachment of the Lanyard
People using harnesses should be trained to try to move their legs in their harness
in the event of an emergency, and to try to push against any footholds. If someone
is suspended upright, immediate emergency measures must be undertaken to
minimise suspension trauma. This could include intermediate measures, for
example use of foot loops. If someone is suspended long enough to lose
consciousness, further medical advice is to be provided during the rescue to
prevent further injury.
Items of equipment used to link parts of a system are referred to as „connectors‟.
These include:
¾Twist lock
¾ Karabiner
¾ Screw gate karabiner
¾ Double action scaffold hook
Karabiners are available in a variety of sizes, shapes and locking mechanisms to
suit the work application. They provide the most convenient type of connector as
they are easily attached and detached during operations. Industrial karabiners
must be self-closing and self or manual locking. They need to be capable of being
opened only by at least two consecutive, deliberate manual actions.
Although they come in steel or alloy, steel is preferred in the petroleum industry as
it is strong, reliable, and less prone to unseen cracking and has a lower spark
potential when struck against steel.
5.3.4 Helmets
A helmet is an important piece of safety equipment, and the type of helmet used
while working at height must be considered as part of the risk assessment as a
minimum. Due to an improved chinstrap and side impact loading (over a „V-Guard‟
type helmet), an industrial climbing helmet complying with EN 397 and EN 12492
could be used while rope access equipment.
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5.3.5 Anchor Points
Potential anchor points need to be identified and assessed to ensure that they are
suitable and secure. Fall arrest anchorages should be rated or equivalent to BS EN
795, however in many cases a specifically designed anchorage will be unavailable
and then the following guide may be useful. Anchorages can generally be classed as
tested, structural or certified.
Items that are tested should ideally be to BS EN 795. These items require annual
testing as a minimum. Items that are structural should be „unquestionably sound‟ and
capable of performing beyond the requirements of BS EN 795 i.e. capable of
withstanding of 10kN or 2250pf of a shock load.
Other potential anchor points commonly encountered in industry require more careful
consideration, particularly scaffolding, handrails or pipe work. When anchoring to
scaffolding, advice should be sought from a Competent Person before use.
Anchoring to pipe work should be avoided where practicable. If it must be used as an
anchor point, the Technical Authority can give permission but only after proper risk
assessment. Under no circumstances should gas lines, instrument lines, H2S lines or
any pipe work less than 3in be used as an anchor point.
Handrails are designed to retain personnel within a walkway and ideally should not
be used as an anchor point. Handrails can only be used as an anchor point if an
assessment has been made and permission granted by the appropriate Technical
Authority.
5.3.6 Anchorage Slings / Strops
Attachment to an anchor point can be made by utilising appropriate reinforced slings
(„girder strops‟ but NOT flat webbing slings) or wire strops. The sling or strop requires
to be fitted to the anchor point by being clipped in to the connector on the lanyard,
passed around the anchor, then clipped back onto the connector. The sling should
never be passed around the anchor point, then back through itself („choke hitch‟ or
„larks foot‟), unless it is specifically rated for this use.
Users need to inspect slings or strops for damage before use and avoid
placing them around sharp edges or abrasive or hot anchor points (although
the sling or strop could be protected by additional padding or a protective
sleeve).
Where a tested and certified loop of galvanised steel cable (tested for purpose, e.g.
BS EN 795) that is dedicated to use with fall arrest equipment is used to pass over a
large member, protection against chafing must be provided.
5.3.7 Ropes
A wide range of rope construction is used in PPE. The most versatile and user-
friendly construction is known as „kernmantle‟. The kern is the core that carries about
80% of the rope strength. The mantle is the sheath and protects the core. Ropes are
usually manufactured from nylon as natural fibres such as hemp are unsuitable.
The main dangers to rope are sharp edges, heat and chemicals. Careful checking of
the worksite and correct rigging is essential. Ropes should be stored hung up, dry
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and clean, away from contaminants or direct sunlight.
5.3.8 Man Riding Winches
Man riding winches are used in industry for access to drilling and well control
equipment positioned at height (e.g. in the derrick, beneath the drill floor). Current
industry guidance recommends that - due to the potential for an accident - these
operations must be considered as the last option, non-routine and subject to stringent
planning and controls.
Man riding hand signals and radios should be used to ensure good communications
and the Winch Operator should keep the man rider in view at all times.
5.4
SIGNS AND BARRIERS
For all elevated working operations, signs and barriers shall be erected. Barriers can
be flexible or fixed.
Red and white barrier chain shall be used for demarcation of areas
Fixed barriers shall be constructed from scaffolding tubulars or rigid panel section,
and shall be clearly identified by wrapping with red & white warning tape or hazard
warning pennants, or by painting red & white.
Fixed barriers shall be used for instances such platform floor openings, penetrations,
or platform and roof edges where there exists the potential for a fall hazard
All barriers shall be fitted with barrier signs which clearly identify the following items
in both Azeri and English:
¾ The type of work ongoing
¾ The Responsible Person for the work area
¾ A contact telephone number / radio channel
¾ The estimated duration of the works
During erection and dismantling of scaffolds, suitable and sufficient physical barriers
shall be erected to prevent access of personnel into “drop zones” where there exists
a serious potential for dropped objects.
Adequate warning signs shall be posted to instruct personnel of the inherent dangers
in the area.
5.5
RESCUE
It is difficult for one procedure to specify an appropriate rescue plan for an explicit
site, however, each BP site where people are exposed to work at height must have a
rescue plan and this must form an integral part of the emergency control procedures.
Most plans will deal with the rescue of a person left suspended in either fall arrest,
work positioning or rope access equipment. For the latter, the specialist contractor
will already have a plan, equipment and personnel as part of their standard
procedures. In the case of fall arrest or work positioning equipment, a separate plan
should be developed as follows:
¾
considered
¾ Identify the equipment required. This may include:
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o Fall arrestor with retrieval handle
o Specialist rescue equipment such as the GOTCHA System
o Crane and crane basket
o MEWP
o Man-riding winch and basket
o Forklift with personnel basket
o Scaffolds and ladders
¾ Identify personnel to carry out the rescue
Note: Most service providers will supply rescue equipment and competent personnel
to perform this work. The worksite may deem this adequate however it is
recommended that on sites such as platforms, personnel in the fire team/rescue
team are provided with the appropriate equipment to perform this task.
Consider the level of medical treatment that may be required (refer to the following
paragraph)
Suspension trauma is a medically recognised condition. Everybody who is
suspended in a safety harness runs the risk of shock and unconsciousness due to
blood flow insufficiency. Unconsciousness can become life threatening after only a
few minutes.
Shock, caused by a lack of blood flow, is due to the blood accumulating in the lower
parts of the body as a result of the muscles relaxing and the „muscle pump‟ effect
stopping. The need for rapid and effective rescue is particularly important when using
personal protective systems where a delay may have severe consequences, i.e.
when someone is left hanging motionless in a harness after a fall. The time before
loss of consciousness can vary from about 6 minutes to 2 hours, depending on
incident severity.
Further information can be found in the HSE Contract Research Report 451/2002;
Information. Contact Occupational Health for the latest advice regarding suspension
trauma.
5.6
COMPETENCE AND TRAINING
All personnel required to perform elevated work shall be fully trained in appropriate,
safe work practices, including the wearing and care of associated safety equipment
and the safe use of all elevated work equipment.
All personnel involved in work at height shall be competent, trained and supervised
by a competent person. This includes involvement in organisation, planning,
supervision and the supply and maintenance of equipment.
Personnel working at height shall be trained in how to avoid falling from height and
how to avoid or minimize injury to them selves should they fall.
Note: Those who may have to work at height as part of their job function
(excluding contractors conducting abseiling or scaffolding activities at BP
facilities who refer to industry specific training requirements) as minimum are
encouraged to pass Working at Heights Computer Based training (CBT).
The aim of the course is to provide a basic understanding of the hazards
associated with working at heights and how to follow effective safety
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controls.
5.7
INSPECTION AND MAINTENANCE OF EQUIPMENT
Equipment provided for work at height requires regular recorded inspection to ensure
that it continues to be safe to use and to comply with relevant standards.
Each item of equipment should also be marked with a unique identification number
so that it can be traced back to its point of origin. Test certificates and examination
reports must be available for audit at site or central control point (onshore database).
Work at height equipment and components should be inspected at least every 6
months, although manufacturers will recommend more frequent inspection (up to 3
months).
Manufacturers‟ recommendations will form the basis of any inspection routine.
While it is intended that the working at height Equipment Controllers will provide
inspection and maintenance duties for the most frequently used type of equipment
(fall arrest), competency requirements specify that specialist equipment
(rope
access) requires the services of the specialist company‟s competent person.
The inspection regime recommended for control of lanyards and harnesses falls into
three categories:
¾ Pre-use checks
¾ Detailed inspection
¾ Interim inspections
Competent persons must complete these inspections and manufacturers‟ guidelines
must be followed if they state inspection frequencies outside the below:
Pre-use Checks: Non-recordable
This should be tactile and visual. Records of usage (sign out/sign in) would provide a
record of pre-use checks.
Detailed Inspection: Recordable
A 6-monthly formal in-depth inspection for harnesses and lanyards will be completed
by the appointed competent person. Inertia reels will comply with manufacturer‟s
recommended inspection requirements and will be returned to the manufacturer for
re-calibration etc.
For frequent used lanyards the suggested frequency is at least 3-monthly inspection,
particularly where equipment is used in arduous environments (e.g. demolition, steel
erection, scaffolding, steel skeletal masts/towers with edges and protrusions).
Interim Inspection: Recordable
The need for and frequency of interim inspections will depend on use. The equipment
used will be subject to a weekly inspection by the competent person. The inspection
regime for inertia reels or other specialist WAH equipment will be defined by the
manufacturer‟s guidance or specialist contractor‟s guidance.
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To mitigate the risk of damage to lanyards and shock absorbers due to grit blasting
operations, all lanyards and shock absorbers must be kept away from grit blasting
work.
The lifetime of fall arrest system depends on the precise use. If it is abused, or used
in poor conditions, its life could be no more than one use. Items of PPE must not be
proof-loaded, and detailed inspection by a Competent Person may not reveal hidden
damage (i.e. chemical contamination).
Any inspection process is, to some degree, subjective, but inspection by a
Competent Person familiar with site conditions should determine product condition.
5.7.1 Maintenance
The information gained in the maintenance process, inspection and more technical
examinations should be complementary. If a maintenance log exists, it should be
kept up-to-date and accessible for persons inspecting the equipment or conducting a
more thorough examination.
Where temporary equipment is used, it is important for the site to establish how
safety-related inspection and maintenance will be undertaken with the hire company.
This is particularly important for equipment on long-term hire and any agreement
should be documented and communicated to the site.
5.7.2 Mobile Elevated Work Platforms
MEWP‟s are defined as lifting equipment. This type of equipment requires a thorough
examination (as defined in LOLER) by a Competent Person at least every 6 months
or in accordance with an examination scheme developed by a Competent Person.
Routine maintenance is to be performed in accordance with manufacturer‟s
instructions and advice from a Competent Person. (Detailed information on MEWP
operations is available from AzSPU-HSSE-DOC-00059-2 Procedure for Man Riding
Operations).
5.7.3 Ladders
All ladders need to be used in accordance with manufacturer‟s instructions and
stated precautions need to be considered with current site conditions (including the
weather).
Industry research has indicated that the feet of a ladder are particularly susceptible to
damage that can significantly reduce the grip, make them more vulnerable to
movement and, as a result, increase the risk for falls. Pre-use visual and other
inspection and maintenance are important to ensure that the feet can still provide
adequate grip.
5.8
CONTROL AND ISSUE OF EQUIPMENT
Scaffolding is controlled and issued by the Scaffolding Contractor at site, who is
responsible for ensuring safe storage of and access to materials and associated
equipment.
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All sites / installations are required to ensure that all ladders are suitable for the local
conditions and should maintain a register of ladders including type and known
condition. A written record should be kept of all inspections, defects and repairs.
MEWP‟s and other mobile personnel lifting devices can only be issued to certified
personnel, and inspection and maintenance requirements need to be validated
before use against the temporary equipment register.
Work restraint, work positioning and fall arrest equipment need to be controlled by an
equipment controller. At most sites, this person will be employed by the service
provider.
Equipment found at any other location needs to be returned to the storage area to
ensure necessary inspection and maintenance issues are verified.
Rope access equipment is to be controlled and issued by specialist contractors to
meet industry requirements and adequate supervision must be confirmed before the
equipment is released. Rope access equipment is not to be used by any
unauthorised personnel.
Note: There may be more than one equipment controller at each site
(e.g.
Operations contractor and Drilling contractor reps).
5.9
TOOLBOX TALKS
The tool box talk for work at height operations shall consider and discuss the specific
risk and hazard assessment prepared for the job and the provisions and conditions
demanded by the work permit. The tool box talk shall be delivered by the work team
leader supported by the Area Authority.
The work team shall register their awareness of the risk assessment and work permit
instructions discussed in the tool box talk by signing the toolbox talk attendance
sheet.
5.10
HOUSEKEEPING
For all work at elevation, housekeeping must be maintained to a high standard in
order to limit or prevent occurrences such as dropped objects, slips, trips and falls.
Personnel shall maintain satisfactory control of tools and loose equipment to prevent
them falling and creating a hazard to personnel and assets. This can be achieved by
implementing preventive measures such as toe-boards, or binding and lashing of
loose equipment.
Good housekeeping practices shall be implemented to limit the accumulation
of debris, and to stop debris falling to grade.
Control Tier:
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6 KEY DOCUMENTS / TOOLS / REFERENCES
This procedure shall, where appropriate, be used in conjunction with this suite of
AzSPU Procedures referenced below.
Document Number
Title of Procedure
AZSPU-HSSE-DOC-00011-2
Procedure for Deviations
AZSPU-HSSE-DOC-00060-2
Procedure for Permit To Work
AZSPU-HSSE-DOC-00063-2
Procedure for Task Risk Assessment
AZSPU-HSSE-DOC-00062-2
Procedure for Scaffolding
AZSPU-HSSE-DOC-00059-2
Procedure for Man Riding Baskets
AZSPU-HSSE-DOC-00061-2
Procedure for Personal Protective Equipment
AZSPU-HSSE-DOC- 00002-2
Procedure for Control of Work
7 APPENDICES
Appendix A: Work at Height Audit Checklist
Appendix B: Barrier Notification Sign
Appendix C: References
Appendix D: Links to Dropped Object Calculator facility
7.1
APPENDIX A: WORK AT HEIGHT AUDIT CHECKLIST
Item
WORK AT HEIGHT AUDIT CHECKLIST
NO
YES
ACTION TAKEN AND CLOSED OUT BY:
No.
1
Do all workers above 2m-wear harness with
double lines and hooks latched on. 100%
protection required.
2
Are fall prevention devices fitted with shock
absorber type lanyard, (only when higher than 6
metres)
3
Are proper work platforms, landings and
walkways provided min width 400mm
4
Are safety nets provided where safe work floor is
not feasible
5
Are openings in work floors covered with planks /
barricaded and signs posted
6
Are signs „danger men working overhead‟ posted
in English and Azeri
7
Is there satisfactory control of tools to prevent
them falling and good housekeeping to stop
debris falling
8
Are correct precautions taken for working on
sloping roofs?
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9
Is a valid PTW in place which adequately
addresses all aspects of the work to be done
10
Have personnel been advised on any
Simultaneous operations which may be taking
place
11
Has a Toolbox Talk been held to advise all
personnel on the works to be performed, and the
risks involved with the task
12
Are inertia reels tested every 6 months and
certified.
13
Are records available of all tests and inspections
of TPI on Fall protection devices inertia reels etc.
14
Is there a rescue team trained to rescue persons
from height with correct medical aids
Notes:
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7.2
APPENDIX B: BARRICADE NOTIFICATION SIGN
Barriered Area
Ongoing work:______________________
Responsible:_____________________________
Phone no.:___________
Duration: From:
To:___________
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7.3
APPENDIX C: REFERENCES
1. Work at Height Regulations 2005 SI 2005/735, as amended by the Work at Height
(amendment) Regulations 2007 SI 2007/114
2. Health and Safety at Work etc. Act 1974
3. Management of Health Safety at Work regulations 1999 SI 1999/3242
4. Lifting Operations and Lifting Equipment Regulations 1998 SI 1998/2307
5. Construction (Health, Safety and Welfare) Regulations 1996 SI 1996/1592
7.4
APPENDIX D: LINKS TO DROPPED CONSEQUENCE OBJECTS CALCULATOR
FACILITY
Link 1: Dropped Object Consequence Estimation BP Tool (guidance):
Link 2: Dropped Object Consequence Calculator User Guide:
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7.5
APPENDIX E: FEEDBACK & IMPROVEMENT SUGGESTIONS
Procedure Feedback & Improvement Suggestions
Project Name: ______________________________
Date: ______________________________________
Name:_____________________________________
Badge Number: _____________________________
Procedure Reference: ________________________
Procedure Title: _____________________________
Improvement Suggestions (Write below your improvement suggestions)
Forward your Improvement Suggestion to the Compliance &
Safety Systems Manager at the Central Safety Office, Hyatt
Tower 2, 6th Floor
Signature: _____________
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Revision/Review Log
Revision Date
Authority
Custodian
Revision Details
05 October 2004
CHSSE Manager
CHSSE Team
Initial Issue as controlled document
Leader
07 September
Alan McNulty
Esmira
General:
2007
(CHSSE Manager)
Akhundova
Throughout the procedure the document
(CHSSE Team
numbering for referred procedures has been
Leader)
changed from UNIF to AzSPU.
Section 1. Introduction:
1.1Purpose; Wording changes. 1.2 Scope;
Wording changes. Following inclusion to Section 1
are 1.3 Legislation & Standards, 1.4 Working at
Heights Golden Rules of Safety, 1.5 Company
Requirements, 1.6 Stopping Unsafe Work, 1.7
Deviations, 1.8 Document Review, 1.9 SSOW
Specific Cross References (new doc control
numbers). 1.10 Language Facilitation, 1.11
Procedure Summary.
Section 2. Responsibilities:
Is now “Definitions”
Section 3. Working Platforms:
Is now “Roles and Responsibilities”. Changes
made to the responsibilities of SM, SC, OIM, Area
Authority, Performing Authority replaces the
heading of Supervisors, Employees
responsibilities added, Working at Height
Equipment Controller responsibilities added.
Section 4. Fall Arrest Equipment:
Is now “Requirement to Work at Height”.
Section 5. Movement and Working at Height:
Is now “Work Equipment”.
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Section 6. Training:
Is now “Components of Fall Arrest Systems”.
The following sections have been added
Section 7: Signs and Barriers
Section 8: Rescue
Section 9: Competence and Training
Section 10: Inspection and Maintenance of
Equipment
Section 11: Control and Issue of Equipment
Section 12: Toolbox Talks
Section 13: Housekeeping
Appendices.
5 appendices included to the document as
follows:
Appendix A: Work at Height Audit Checklist
Appendix B: Barrier Notification Sign
Appendix C: References
Appendix D: Procedure Summary
Appendix E: Feedback & Improvement
Suggestions
05 December
Yuliy Zaytsev,
Adalat Mamedov,
Authority position/name has changed to reflect org
2008
Safety & Compliance
Central Safety TL
changes in HSE&TD as of December 1st 2008
Systems Manager
16 February
Yuliy Zaytsev,
Adalat Mamedov,
Paragraph 4.4 Fragile Surfaces
2009
Safety & Compliance
Central Safety TL
List of precautions for working at fragile surfaces
Systems Manager
is worked out and added.
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Paragraph 5.2 Requirements for Working
Platforms. The last bullet is made more clear and
detailed
Paragraph 5.6 Requirements for Ladders
The content is amended and made more detailed.
Paragraph 5.7 Personal Fall Protection
System. The content is slightly changed.
Sub-paragraph 5.7.4 Fall Arrest
Requirement for anchor points is added.
Paragraph 6.2 Inertia Reels
The content is made more detailed.
Section 10 Inspection and Maintenance of
Equipment
Inspection period of WaH equipment is reduced
now to 6 months.
In arduous environments it is suggested to inspect
lanyards at least every 3 months.
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16 December
Yuliy Zaytsev,
Niyaz
The document has been re-formatted to be
2009
Safety & Compliance
Mammadov, HSE
compliant with the requirements of Standardized
Systems Manager
Systems / CoW
HSE Document Control Template (AZSPU-HSSE-
Advisor
DOC-00026-2)
16 March 2010
Yuliy Zaytsev,
Kamran Aliyev,
Section 3 General Requirements additional line
Safety & Compliance
HSE
added, which refers to relevant group standards
Systems Manager
Systems/CoW
Advisor
Paragraph 3.2 added double lanyard into second
bullet point
Paragraph 5.2 Changed SHOULD to MUST
Sub- Paragraph 5.2.1 Means of Access or
Egress at height
Added bullet point eight with technical data clarity
Sub- Paragraph 5.2.4 Requirements for Mobile
Elevated Work Platforms
Two lines added:
MEWP‟s can only be operated by competent
operators
No relocation / position change of a MEWP with
personnel being in the man basket is allowed
Sub- Paragraph 5.3.1 Lanyards and Energy
Absorbers
Adjusted mathematics calculation to 7.25 instead
of 6.25
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Paragraph 5.4 Bullet 5 statement has been
removed
Paragraph 4.3 Bullet 2nd comma has added:
PA must participate in Level 1 Risk Assessment
Sub - Paragraph 5.2.6 Requirement for
Ladders
Bullet 4 has been re-worded for offshore
environment
Appendix D Attached links to Dropped Objects
Consequence Calculator facility
26 April 2010
Yuliy Zaytsev,
Kamran Aliyev,
Paragraph 5.6 Competence and Training bold
Safety & Compliance
Safety
section has been updated in line with current
Systems Manager
Systems/CoW
AzSPU Training policy. This ad hoc revision is
Specialist
result of incident outcome took place in ACG field.
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AzSPU Stress Management Programme
Page 1 of 11
Stress Management Programme
AZSPU-HSSE-DOC-00112-2
Authority:
AzSPU Health Manager
Custodian:
AzSPU Occupational Health Advisor
Scope:
AzSPU
Document
Administrator:
AzSPU HSSE MS Document Coordinator
Issue Date:
01.11.2005
Issuing Dept:
HSE & Engineering
Revision Date:
22.07.2010
Control Tier:
2
Next Review
22.07.2012
Date:
Control Tier:
<<2>>
Revision Date: <<22.07.2010>>
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1.0 Purpose/Scope
According to OMS Health essentials 3.4.1 and 3.4.2 there is a requirement to identify and
reduce work related health risks and this includes psychological health
BP is committed to creating a healthy work environment and to the HSE policy of “no
harm to people”, and so recognises that tackling stress is an issue that parts of the
company may need to address.
Work has a positive impact on psychological health. It provides opportunities for
individuals to use and enhance their skills, increase motivation, challenge their thinking as
well as stimulating interaction with others. Working environments that put high demands
on a person without giving sufficient control and support may also pose risks to mental
wellbeing.
Work can provide interest and challenge, opportunities for using and developing skills and
interests, and rewards for effort. Work challenges exert pressure, often providing positive
stimulation, but at times work is not an ideal balance of challenge, effort and rewards.
Excessive levels of pressure can lead to poor psychological health („stress‟) and can also
have an effect on physical wellbeing and work performance
The purpose of this document is to demonstrate the company‟s commitment to the
psychological wellbeing of staff, and to describe the current arrangements to tackle stress
at work in a comprehensive manner.
This document applies to the Azerbaijan Strategic Performance Unit (SPU) engaged in
the exploration, drilling, production and transportation of oil; including all related
construction activities.
What is stress and how can it be addressed?
Stress is a natural reaction to excessive pressure or other types of demands placed on
individuals. Stress is perceived as an increasing risk associated with all aspects of
modern life. Work related stress is either caused by, or made worse by, work environment
factors
People can work comfortably within the optimal performance zone shown in this curve
below. Working at peak performance (the tip of the curve which is beyond the optimum
zone) is acceptable for short periods only. The risk becomes greater if added pressures
arise which can then tip the individual into overload. The effect can happen suddenly,
unexpectedly and without intervention may result in illness.
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Pressure/Performance curve
In the past work hazards were associated primarily with physical injury; today risks are
more likely to be psychosocial. Some of the causes of work related stress might be
associated with change, job demands, responsibilities, relationships, management
behaviours, working conditions, and work-home balance.
Tackling stress involves taking action at three levels:
Prevention:
Identify, intervene and remove the causes, as far as reasonably practicable
Management:
Help individuals to understand what stress is and to recognize the issues that
they have and to identify any inappropriate harmful responses
Treatment:
Provide assistance to those who are in need of help in dealing with their situation.
Programmes aimed at tackling stress should be culturally appropriate, and developed and
delivered by competent people.
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2.0 Definitions
Health Team
BP Azerbaijan SPU Health, Safety,
Environment and Engineering Department, Health Team
HR
BP Azerbaijan SPU Human Resources
Department
Psychological Health/
A person‟s overall emotional and psychological
Wellbeing
condition, which may be positive or negative
Pressure
Pressure and challenge put on the individual that is
reasonable and seen as stimulating and motivating
Stress
Adverse reaction people have to excessive pressures or
other types of demand placed upon them
Stress Prevention
Action taken to identify the main causes of stress with a
view to preventing these from causing stress or
managing the stress they cause
Stress Management
Action taken to build resilience in individuals to cope with
sources of stress; can be undertaken individually or as a
team
Stress Treatment
Specialist individual treatment for people who are
suffering from stress: usually delivered by a qualified
counsellor or psychologist
Stress Risk Assessment
The risk assessment methodology applied to stress
OMS
Operating Management System
3.0 General Requirements
This sets out why health matters to BP, how health risks at work are managed, and
provides useful links to resources.
OGP IPIECA Guide - Managing workplace stress
OMS Group Essentials 3.4.1
GRP Fatigue
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4.0 Key Responsibilities
Line Managers/Supervisors
Good supervisory support, a strong concern for employee welfare, skill development and
regular performance feedback, have beneficial effects on employee well-being and
business productivity.
Try to prevent workplace stress problems by identifying common sources of stress
and either eliminating them or minimising their effect.
Periodically undertake risk assessments to measure levels and causes of stress in
the team, and implement recommendations
Be aware of areas of work that if not properly managed are known to be associated
with poor health and wellbeing, lower productivity and increased sickness absence
Ensure good communication between management and staff, especially when
there are procedural changes or changes in the organisation.
Develop a supportive work ethos and climate where employees feel free to be open
about how they feel, and know that they will be helped and supported in dealing
with issues.
Ensure employees are aware of the common symptoms of stress and that they
know what to do if they are suffering from stress
Recognise where an employee may need additional support in respect of stress
caused by something outside work e.g. bereavement
Ensure employees are appropriately trained to fulfil their duties, identifying the
training needs of individuals and making them aware of the available educational
and meaningful developmental options.
Monitor workloads and working hours to ensure that people are not overloaded.
Monitor holidays to ensure that full entitlement is taken.
Consider the impact their own behaviour might have on others, in a positive or a
negative way.
Attend training as requested in good management practice and health and safety,
including those concerned with psychological health.
Contact the Health Team and HR as appropriate if concerned about any employees
in their team who are experiencing the negative effects of stress and who may
suffer with ill health as a consequence.
Record and report any illness that is associated with work via the established HSE
reporting procedures.
Please refer to Guidance for Team Leaders
The Human Resources Manager (or designee)
Assist line managers with employees who experience the negative effects of stress
and potentially suffer with ill health as a consequence
Support employees with stress related problems
Refer employees with potential stress problems to the Health Team as appropriate
Follow up and liaise with individual and manager on final recommendations from
the Health Team and Company Nominated Medical Provider regarding employee‟s
fitness and return to work.
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The Health Manager (or designee)
Act as the focal point for the provision of stress awareness information, training
courses or materials
Identify appropriate stress assessment tools and coordinate their application in the
SPU
Refer individual members of staff for counselling or medical care, as appropriate
Provide case management of stress related cases and provide the line manager
and HR with the final recommendation regarding employee‟s health / return to
work / fitness / other, as appropriate
Continue monitoring the availability of appropriate resources within the countries of
company‟s operation for the provision of additional high quality stress
management, counselling or Employee Assistance services.
Periodically review and update this document.
Company Nominated Medical Providers
Recognize stress related cases during consultations and fitness assessments
Refer employees for specialist consultation as appropriate
Provide appropriate treatment and advice to all employees suffering from stress
related problems
Ensure proper reporting to the Health Team.
Employees
Have a duty to take reasonable care of own health and that of others affected by
their actions.
Raise issues of concern with their manager, another member of staff, or if
appropriate HR or the Health Team.
Are aware of common symptoms of stress in self and others, and some ways of
managing stress
Know how to learn more about stress and its management
Know how to access BP‟s resources for the treatment of stress-related problems
Are supportive of colleagues who are suffering from stress.
Please refer to Individuals - My Key to Stress Reacting to Change
5.0 Actions to deal with stress
Every line manager or a team leader must ensure that correct action is taken to manage
workplace health risks in order to prevent employees developing work related illnesses.
This extends to mental health as well as physical health at work.
The company must be made aware of any health issues associated with its activities and
therefore any illness (including stress) that is associated with work should be recorded
and reported via the BP HSE reporting procedures.
The primary aim of any attempt to tackle stress at work should always be stress
prevention: to identify the causes of the stress and to rectify those problems.
Control Tier:
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Causes of Stress
The following work-related issues can potentially cause stress:
Workload
Job insecurity
Team-working
Performance feedback
Training and development
Hours of work
Job design
Management support
Tools and equipment
Communication
Role ambiguity
Skill under - utilisation
Work-life balance
Effort - reward imbalance
Based on the UK HSE Stress Management Standards, BP has developed its own
standards for each of the above. Each management standard contains the following:
Background information to the source of stress, including how it can cause
stress
A table of desired states that will prevent this source of stress causing stress
A set of examples for each desired state
5.1 Stress Prevention-What tools are available
Programmes aimed at stress prevention are likely to involve a measure to identify levels
and sources of stress, for example a stress survey or a stress risk assessment. When
used, any stress measurement tool should be validated and should be correctly
implemented. These tools must be confidential and it should not be possible to identify
any particular individual‟s response.
At the moment the tools available are Stress
busters and Stress Tools . For more information contact the Health Team.
Stress Tools is a web-based tool kit to conduct psychological health risk assessments in
a documented and verifiable fashion. The tool kit includes three types of risk
assessments for work-related stress.
Team-based risk assessment - a questionnaire-based assessment that identifies team
levels of stress, the most important work-related stressors and provides a detailed
understanding of how these stressors cause stress, and what can be done by
management and individuals to prevent or manage them;
Task based risk assessment - a set of prompts which highlight stressors and other
human factors hazards which are relevant to complex, unusual or hazardous tasks;
Future-focused risk assessment identifies the most likely stressors arising from a planned
project or organizational change, and helps to implement the appropriate control
measures.
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Stress Tools also contains guidance on how to manage and prevent certain work-related
stressors and what may be appropriate ways of dealing with existing
issues. On completion of Stress Tools a team, BU or SPU will have considerable
information to enable them to understand their stress risks and to help them make plans
to deal with them.
Stress Busters is an interactive workshop that covers the basics, intervention and
prevention of stress in the workplace. The session creates opportunities for the team to
explore their current ways of working, identify any issues which may give rise to stress, or
pressure and to develop plans to deal with them. This half to one day workshop led by a
trained facilitator can lead to immediate actions.
Both Stress busters and Stress Tools are very valuable tools that have been used
across BP. They work in different ways and at different levels; in some cases use of
Stress busters has led to deeper analysis using Stress Tools .
5.2 Stress Management
Managing stress risk is cost effective, there is a clear business and economic case for it
and it is highly relevant to safety and commercial performance.
As part of a stress management programme company should have:
All employees should have the competencies necessary to meet changing work
demands
All employees should have access to information about stress, i.e. common
symptoms and causes.
All employees should have access to information to help them with individual
stress management
All those who manage and supervise others should be trained in how to
recognise and manage stress in the workplace
By implementing this program company will able to:
Recognize the importance of mental well-being at work;
Understand that psychological health risks should be identified, evaluated and
mitigated with the same rigor applied to other work related risks (see tools below);
Provide a supportive environment where demand and control are balanced;
Provide employees with information and training on work-related psychological
health risks and their avoidance;
Provide access to professional support such as Occupational Health services/
Employee Assistance Program/Counseling;
Have a system to deal with issues and conflict;
Have a system to report and investigate occupational illnesses arising from
psychological hazards.
Currently introductory „stress management‟ sessions for employees are available centrally
(in Baku) and on-site, where they can be tailored according to need. For information about
sessions elsewhere contact the Health Team.
Control Tier:
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AzSPU Stress Management Programme
Page 9 of 11
Sessions for managers and developed as appropriate for a particular context. Individual
coaching for managers around issues concerned with psychological health/wellbeing is
also available. For further information contact the Health Team.
Employee Assistance Program offered to all employees and their family members is
another source to get professional and confidential counselling on stress management.
More information on EAP can be found at HR Intranet webpage: or from the relevant HR
Manager/Advisor.
5.3 Stress Treatment
Professional treatment for stress related problems is provided though the Health Team,
Participation in any stress management or EAP/counselling programme must be
voluntary and there should be no employment penalties associated with non-participation.
Any report back to management from the group or individual session should not enable
the identification of any individual. Any breach of confidentiality that may be needed
should only relate to significant human, environmental or plant safety issues and should
be explained to the individual before action is taken.
Managers should be mindful of member(s) of their staff having difficulties, and as well as
supporting them, consider referring them to the Health Team.
The Health Team will contact such employees, by telephone or by personal appointment as
appropriate and arrange counselling or medical care as appropriate. In all such cases,
counselling or medical care will be provided by trained competent staff, and the issues raised
and the results will be kept fully confidential.
The Health Team will ensure that all the records related to such contacts or visits are kept and
keep the Line Manager and the relevant HR officers informed of the employee‟s status as
appropriate.
The Health Team will maintain frequent contact with the employee, in case of absence
from work.
6.0 Key Tools/Resources
These and other resources and links are available through the AzSPU Health website
aimed more specifically at managers. They can be accessed through the „Stress at Work‟
button on the website.
Psychological health Information and resources to help individuals, managers and teams to
understand the impact of work on psychological health and take positive action, e.g.:
Responding to Individuals
Taking Action - Work Related Causes of Stress
Helping Colleagues
Symptoms of ill-health at Work
Motivation
Stressors Information
Control Tier:
<<2>>
Revision Date: <<22.07.2010>>
Document Number: << AZSPU-HSSE-DOC-00112-2>>
Print Date: 2/1/2011
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My Key to Stress
Tackling Work Related Stress
Stress Management Skills
•
UK Health and Safety Executive - A great site with lots about psychological health; for
managers and for individuals refer to UK HSE- Work-related stress.
•
Health and Safety Executive - Stress Management Standards (HSE)
These provide useful strategies of how to identify and manage stress at work. Linked
to this is ongoing research on the impact of management behaviours on the way
employees felt, and which behaviours can prevent or promote stress.
•
CIPD -The Chartered Institute of Personnel and Development-practical guidance
about stress, work life balance, and lots more
•
Website of positive psychology resources, including questionnaires and applications
•
Health and Safety Executive - Sickness Absence
•
AzSPU Employee Assistance Programme
•
AzSPU Fitness for task and health surveillance management programme
•
AzSPU Sickness absence management programme
•
Fatigue
•
Occupational illness reporting
•
The Keil Centre
•
OGP IPIECA Guide - Managing workplace stress
•
US CDC
•
UK Mental Health Foundation
•
Work Organisation & Stress
•
Mental Health and Work: Impact, issues and good practices
European Network for Workplace Health Promotion:
Employers Resource
Employees Resource
Control Tier:
<<2>>
Revision Date: <<22.07.2010>>
Document Number: << AZSPU-HSSE-DOC-00112-2>>
Print Date: 2/1/2011
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Revision/Review Log
Revision Date
Authority
Custodian
Revision Details
11.11.2007
Almaz
Shahla
Periodic Review (Major changes)
Aghazada
Seyidova
29.05.2009
Almaz
Shahla
Information regarding Employee
Aghazada
Seyidova
Assistance Programme is added
22.07.2010
Almaz
Shahla
Updates from BP Group
Aghazada
Seyidova
Psychological health webpage
including supportive tools and
links.
Program and procedures linked
and reviewed according to OMS
requirements.
Template was updated according
to AZ SPU documents standard
Control Tier:
<<2>>
Revision Date: <<22.07.2010>>
Document Number: << AZSPU-HSSE-DOC-00112-2>>
Print Date: 2/1/2011
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AzSPU Substance Abuse Management Programme
Page 1 of 19
Substance Abuse Management Programme
AZSPU-HSSE-DOC-00008-2
Authority:
AzSPU Health Manager
Custodian:
AzSPU Occupational Health Team Lead
Document
Scope:
AzSPU
AzSPU HSSE MS Document Coordinator
Administrator:
Issue Date:
10.05.2004
Issuing Dept:
HSE & Engineering
Revision Date:
15 August 2010
Control Tier:
2
Next Review
15 August 2012
Date:
Control Tier:
<<2>>
Revision Date: 15 August 2010
Document Number: << AZSPU-HSSE-DOC-00008-2>>
Print Date: 2/1/2011
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1.0 Purpose/Scope
The purpose of this document is to describe the provisions for implementation of
Substance Abuse Policy and the arrangements for ensuring an environment which
protects well being and is free from the effects of alcohol and drug abuse.
This controlled document applies to all Azerbaijan Strategic Performance Unit activities
(SPU) engaged in the exploration, drilling, production and transportation of oil; including
all related construction activities.
2.0 Definitions
Accident
An undesired event that results in harm to people,
damage to property/assets, environmental harm, breach
of security or unplanned operational shutdown
Confirmation Test
Extremely accurate and provide SPECIFIC and
QUANTITATIVE data about the actual level of a
substance or metabolite present. Can utilise Gas
Chromatography, Liquid Chromatography and Mass
Spectrometry
Health Team
BP Azerbaijan SPU Health, Safety,
Environment and Engineering Department, Health Team
HR
BP Azerbaijan SPU Human Resources
Department
Incident
The generic term used to include both accident and
near-miss
MRO
Medical Review Officer is a BP assigned physician, who
is a licensed physician with knowledge of substance
abuse disorders and the appropriate medical training to
interpret and evaluate all positive test results together
with an individual’s medical history and any other
relevant biomedical information
Near Miss
An undesired event that, under slightly different
circumstances, could have resulted in harm to people,
damage to property/assets, environmental harm, breach
of security or unplanned operational shutdown
Screening Drug Test
SENSITIVE and QUALITATIVE and only detects the
presence of a particular substance above a
predetermined level. This does not indicate the actual
amount present. A negative result indicates there is no
evidence of substance abuse or misuse whilst a positive
result requires confirmation before any conclusion can
be drawn
With Cause
When the acts or facts of incident causation indicate
poor judgment, coordination, reaction, and/or other
Control Tier:
<<2>>
Revision Date: 15 August 2010
Document Number: << AZSPU-HSSE-DOC-00008-2>>
Print Date: 2/1/2011
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impairments as listed in the root cause analysis process,
testing should be recommended
3.0 General Requirements
OMS Group Essentials 3.4.5
Azerbaijan SPU Substance Abuse Policy
OGP Substance Abuse Management Guidelines
Staff handbook
4.0 Key Responsibilities
The enforcement of substance abuse policy is the responsibility of line management;
however, administration of various parts of the policy falls to HR and Health and H&S
departments. In addition, advice and counsel may be sought from the Security, the Legal
or relevant Corporate departments.
Line Managers/Supervisors shall
Enforce Azerbaijan SPU Substance Abuse policy in their respective areas of
responsibility
Identify and document job performance problems with their employees
Take action in consultation with HR and the Health Team whenever work
performance falls or behavior alters (see Performance Problems Guidance.)
Respect employees’ right of privacy at all stages of the process
HR Manager (or designee) shall
Define and apply disciplinary measures in case of confirmed positive results,
refusal to test
/ search and other possible scenarios of non-compliance (in
consultation with the Legal Department as required)
Maintain records of disciplinary actions taken against employees
Based on the advice from Health Team make provisions for the availability of
employee assistance / medical treatment options for those seeking care
voluntarily.
Develop and update the list of occupations requiring a prohibited substance test
as part of periodic medical examination
Ensure that each new employee is informed about the Company’s Substance
Abuse policy
Treat any information related to substance abuse in confidence
Health Manager (or designee) shall
Control Tier:
<<2>>
Revision Date: 15 August 2010
Document Number: << AZSPU-HSSE-DOC-00008-2>>
Print Date: 2/1/2011
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Develop and maintain a Substance Abuse education programme for all
employees to help ensure a high level of awareness. This programme should
provide specific guidance for supervisors at all levels on the:
recognition of impaired employees, poor performance and behavioral
problems due to drugs and alcohol
application of this Substance Abuse Policy
substance abuse testing programme
features of substance abuse
Advise HR on suitable options for employees assistance
/ counselling
/
rehabilitation
Identify and confirm the acceptability of facilities used for the testing programme
and their compliance with the principles of this policy:
Medical Facility / Personnel used for sample collection
Equipment used (breathalysers, testing kits, etc.)
Laboratories
Provide consultation / advice to HR / managers / employees on substance abuse
matters
Arrange a suitable Medical Review Officer (MRO) function
Review and update this policy and the accompanying procedures annually and as
required
Medical Review Officer (MRO) shall
Ensure the testing is carried out correctly
Secure the chain of custody with the sampling / testing facility
Receive the results and investigate them
Normally, review the test result with the concerned person, and if necessary seek
their permission to contact their own doctor to assess if there is a legitimate
reason for the positive test-result before any report is passed to management
Report the result to the management only when the positive result has come
about as a result of substance abuse beyond reasonable doubt
Inform a designated company representative if the continued performance of
safety-sensitive duties by the employee is likely to pose a significant safety risk
Treat any information related to substance abuse as any other confidential
medical information
Health System Coordinator
● Maintain current lists of “Safety Sensitive” jobs and lists of employees subject to
“Safety Assurance” testing. This testing will apply for safety sensitive jobs and
work sites where the risk is more critical (e.g. pipeline / terminal operators,
drivers, offshore workers, security guards, Sangachal and Supsa terminals, all
offshore and remote locations)
● Co-ordinate testing schedules and arrangements for these to take place.
● Implementation of Random Selection for drug and alcohol tests and sending
notifications to relevant site/HR representatives on monthly basis
● Obtain and update site core crew members list for each site
● Maintain drug/alcohol testing results database
● Maintain schedule of Safety Assurance (100%) testing at required locations
● Registering and filing of drug/alcohol test forms
Control Tier:
<<2>>
Revision Date: 15 August 2010
Document Number: << AZSPU-HSSE-DOC-00008-2>>
Print Date: 2/1/2011
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Employees shall
Have a contractual obligation to attend, perform and behave reasonably at work
Be familiar with Azerbaijan SPU Substance Abuse Policy
Comply with the provisions of Azerbaijan SPU Substance Abuse Policy
Proceed to the test site immediately once notified
5.0 Procedure/Process
5.1 Disciplinary Measures
Any employee in violation of the provisions of BP Azerbaijan SPU Substance Abuse policy
will be subject to disciplinary action. Human Resources (HR) department will define and
apply disciplinary measures in case of confirmed positive results, refusal to test / search
or other possible scenarios of non-compliance (in consultation with Legal as required).
For onshore employees, disciplinary measures are administered by the employee’s
immediate supervisor or the next higher level of supervision, in coordination with HR.
For offshore employees, the Facility Manager or his alternate administers disciplinary
measures in coordination with HR.
To ensure a consistent approach to discipline, the management shall complete a full
investigation to establish whether an employee is in breach of the substance abuse policy.
No employee shall refuse to undergo a prohibited substance test required by this policy,
including but not limited to the following:
Failure to remain until the process is completed;
Failure to provide a proper specimen;
Refusal to permit direct observation if required;
Failure to provide a sufficient or adequate specimen (without medical
explanation);
Failure to appear for testing (including within a reasonable time);
Refusal to undergo a medical examination when directed for shy bladder or shy
lung;
Failure to cooperate with any part of the testing process including, if requested,
signature of required forms or refusal to empty pockets;
Failure to submit to a re-collection or retesting when required; or
Submission of a specimen that the Medical Review Officer (MRO) verifies as
adulterated or substituted.
Control Tier:
<<2>>
Revision Date: 15 August 2010
Document Number: << AZSPU-HSSE-DOC-00008-2>>
Print Date: 2/1/2011
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5.1.1 Positive Alcohol Breath test
Breath alcohol levels:
Disciplinary Measure Applied
First detection - level II warning
Subsequent detection - level III warning or dismissal
≥ 0.020 up to 0.039w/v*
First detection - level III warning;
≥ 0.040w/v*
Subsequent detection - dismissal
*Weight/Volume-percentage solution
Note that any employee who tests positive in excess of the Company Limit Value of 0.020
- in conjunction with an incident investigation (“reasonable suspicion” or “post-incident”
test) may be liable to instant dismissal depending on the circumstances of the incident.
Employees working in safety sensitive positions or at safety sensitive locations may be
subject to more serious disciplinary actions than listed above.
Employees who are unable to complete helicopter/boat embarkation procedures and have
to remain onshore overnight, due to positive test results, do not receive:
reimbursement for accommodation expenses
per diem for local transportation and meals
offshore overnight allowance
5.1.2 Positive Prohibited Drugs Test:
Any confirmed positive prohibited substance test in an employee performing a safety
sensitive job will normally result in the termination of employment. Any such decision must
follow a careful investigation and consideration of all the circumstances of the case; HR
department and line management must ensure that such decision is appropriate and
consistent with Company policy and National legislation.
Disciplinary measures against employees in non-safety sensitive functions who test
positive in prohibited substance testing, will be determined by HR case by case, and may
result in the termination of employment.
Employment will be terminated for any employee who tests positive a second time for
prohibited substances on any test.
5.1.3 Refusal to Test.
An employee who refuses to take any drug and/or alcohol test (must be documented) is
suspended without pay pending a decision on disciplinary actions. Usually, this will be a
written disciplinary warning, but may be a termination of employment depending on the
circumstances of the case. A similar approach will be applied in refusal to search
scenarios.
5.1.4 Failure to Declare Medication
Control Tier:
<<2>>
Revision Date: 15 August 2010
Document Number: << AZSPU-HSSE-DOC-00008-2>>
Print Date: 2/1/2011
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Employees, especially those in safety sensitive positions or at safety sensitive locations,
must declare medication that could affect their mental state (e.g. sedatives,
antihistamines, tranquilizers, anti-epileptic drugs), whether prescribed or non prescribed.
Failure to do so may result in disciplinary action.
5.1.5 Adulterated / Substituted Samples
Adulterated or substituted samples will be considered as a Refusal to Test and will be
subject to similar disciplinary measures.
5.1.6 Possession/Use of Alcohol or Prohibited Substances
An employee will normally be dismissed if he/she:
possesses, consumes, purchases or sells alcohol on any offshore facility
possesses, uses, purchases, sells or transfers illegal drugs on any company
facility
5.2 Prohibited Substance Testing
BP reserves the right to test employees / contractors / sub-contractors for substance
abuse in the following circumstances:
Pre-employment / Periodic or Pre-placement
Post - Incident
Reasonable Suspicion
Safety Assurance (Random or in 100% of cases)
Return to Work Testing after a Positive Prohibited Substance Test
Follow up Testing
During Rehabilitation
Site/Location Unannounced Testing
Any substance abuse testing undertaken must be conducted pursuant to the guidelines
set forth in this procedure and follow non-discriminatory principles and scrupulous quality
assurance processes according to current best practice.
Any employee who tests positive for the presence of prohibited substances in the
amounts equal to or exceeding the levels set forth in this procedure will be in
violation of this policy.
5.2.1 Pre-Employment Testing and Testing During Periodic Medical Examinations
Pre-Employment / Pre-Placement testing for prohibited drugs will apply to all new hires,
regardless of the positions for which they apply.
All candidates for employment subject to pre-job prohibited substance test, will be notified
about the testing by Human Resources (HR), indicating that the offer is subject to
satisfactory medical examination results, including substance abuse test.
Control Tier:
<<2>>
Revision Date: 15 August 2010
Document Number: << AZSPU-HSSE-DOC-00008-2>>
Print Date: 2/1/2011
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BP will not hire an applicant who tests positive on a pre-placement / pre-employment
prohibited substance test. A refusal to undergo the testing will automatically disqualify the
applicant from further consideration for employment.
An applicant who volunteers information regarding a past substance abuse problem, shall
not be discriminated against, as long as he/she is no longer using prohibited substances
and can successfully pass a prohibited substance test prior to employment.
For certain safety sensitive occupations (e.g. drivers, crane operators, pipeline / terminal
operators, security guards, etc.) testing for prohibited substances may be included as part
of their periodic medical examination. The occupations falling into this category will be
determined by HR. The notification will be as for Pre-employment testing.
5.2.2 Post Incident (Accident / Near Miss) Testing
Following an incident, the supervisor should immediately call for a supplementary
assessment by a higher level of management, with support from HR and Health and
Safety, as available and appropriate, to determine whether prohibited substance testing
for alcohol and drugs should be conducted. The testing is required if an employee's action
or inaction either contributed to or cannot be completely discounted as a contributing
factor to an incident. Testing is also required for employees following incidents involving
civilian and/or third party principals, such as vehicle accidents.
Testing must take place if incident involved and/or resulted in the following:
Road Accident
High Potential Incident
Major Incident
Recordable Fatality
Days Away From Work Case (DAFWC)
The Company, however, reserves the right to expand the post incident testing to other
scenarios as deemed necessary under the circumstances.
The results of alcohol breath/blood test or drug urine test, conducted by local officials
having independent authority for the test, will be considered to meet the requirements of
post-accident testing provided that such tests conform to applicable local requirements,
and that the results of the tests are obtained by BP. In some circumstances, however, BP
may decide to conduct an additional test per BP procedure set forth in this document.
If an alcohol test required by the post-incident provision of this procedure is not
administered within 8 hours following the accident, the BP supervisor in charge will file a
record stating the reasons the test was not promptly administered. If the post-incident test
is not administered within 8 hours following the accident, BP will cease attempts to
administer an alcohol test and will prepare and maintain the same record.
If a post-incident controlled drug test is not administered within 72 hours following the
incident, BP will cease attempts to administer a drug test, and prepare and maintain on
file a record stating the reasons the test was not promptly administered.
Control Tier:
<<2>>
Revision Date: 15 August 2010
Document Number: << AZSPU-HSSE-DOC-00008-2>>
Print Date: 2/1/2011
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5.2.3 Reasonable Suspicion Testing:
When any Line Manager/Supervisor has reasonable suspicion to believe the employee
has violated the provisions established by this policy, the Line Manager/Supervisor will
require the employee to submit to a fitness for duty evaluation and a prohibited substance
test. Possible situations include:
Acute situation where observed signs, behaviour or actions suggest that an employee is
using or has used drugs or alcohol in violation of this policy, and may, therefore, create an
immediate and obvious threat to the safety of the others or the integrity of company
facilities.
A. Acute situation
If the safety of the employee or others is at risk, and when a supervisor or security
reasonably believes an employee is under the influence of drugs or alcohol then the
employee will be removed from the work area and escorted by a company representative
to the nearest testing facility e.g. nominated medical provider clinic, site medical clinic,
fleet dispatcher or site security. The line manager/supervisor, Occupational Health and
HR representatives should be notified immediately.
Following the screening, the employee should be escorted /transported home or back to
the workplace as required depending on the testing result and medical evaluation if
appropriate.
If the employee declines transportation and it appears the employee may be a danger to
himself/herself or to others, those assisting the individual shall assess the situation and
report findings to security and relevant management representatives immediately.
B. Chronic situation
Chronic situations where there have been documented behavioral or performance
problems in which management, after consultation with the Health Team, considers that
substance abuse is a probable factor. This type of testing will only follow careful
consideration, investigation and documentation of the circumstances involved. A follow up
re-test after a confirmed positive test would fall into this category.
The determination that reasonable suspicion exists shall be based on specific,
simultaneous and clear observations concerning the appearance, behavior, speech, or
body odors of the employee. These observations must be documented.
Authority to request an employee to submit to Reasonable Suspicion testing requires
referral to and concurrence of a line manager and an HR representative. If this is not
possible (e.g. acute situation), those making a decision to test must bear in mind the
added responsibility they undertake in doing so.
A refusal to test will be subject to discipline under Azerbaijan SPU Substance Abuse
Policy.
5.2.4 Safety Assurance Testing (Random or in 100% of cases)
Control Tier:
<<2>>
Revision Date: 15 August 2010
Document Number: << AZSPU-HSSE-DOC-00008-2>>
Print Date: 2/1/2011
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Safety Assurance testing will apply for safety sensitive jobs and work sites (“covered jobs
/ locations” as designated by HR) where the risk is more critical (e.g. pipeline / terminal
operators, drivers, offshore workers, security guards, Sangachal and Supsa terminals, all
offshore and remote locations).
Safety sensitive jobs are those jobs that require the employee to perform or to be
responsible for performing, duties which, if not performed properly, could result in a
serious operational, safety or environmental risk to employees, a facility or the general
public. The HR department will develop and maintain a current list of all safety sensitive
jobs.
For the purposes of Safety Assurance testing employees working in covered jobs /
locations as listed in this program (Offshore,Terminals, Pipelines etc), will usually be
selected on a random basis. Any random system used (computer-run program operated
by Health team) must ensure that there is no bias in the selection procedure.
The percentage of the target population to undergo the prohibited substances Safety
Assurance test will be determined by HR but will usually be at least 25% of the eligible
population annually.
At its discretion, the Company may conduct Safety Assurance testing in 100 percent of
cases (including contractor personnel) in selected areas, e.g. as part of the helicopter
embarkation procedure or at a remote Pump Station. For the purposes of 100% testing
site testing schedule is agreed between responsible site management, Health and HR.
In case of staff transportation by vessels - 100% testing for each sailing every day must
be implemented. It relates to increased risk of drowsiness and side effects if seasickness
medicine is taken with alcohol and also to the time and type of transportation and people’s
transferring from vessel to platforms.
Safety assurance testing (100%) for alcohol and safety assurance testing (random) for
alcohol and drugs is the standard currently applied by BP Azerbaijan SPU to its eligible
staff in safety sensitive jobs. The Company, however, reserves the right to expand the
testing program to other sites / occupations / substances as deemed necessary under the
circumstances.
5.2.5 Return to Work Testing
To return to work after a positive prohibited substance test, the individual must undergo
Return to Work testing, the contents of which (e.g., drug, alcohol or both) will be
determined by the Occupational Health Adviser. Treatment may be required. If
Occupational Health Adviser determines that no treatment is necessary, the employee
must complete the prohibited substance test within thirty (30) days of the initial positive
test. This Return-to-Work test must be negative for the employee to return to work. If an
employee tests positive under a Return to Work test, it will be treated as a second
positive under this policy.
5.2.6 Follow up Testing
Once returned to work following a positive prohibited substance test, the employee is
subject to unannounced follow-up prohibited substance testing for a minimum of two (2)
years with a minimum frequency of six (6) tests per year.
Control Tier:
<<2>>
Revision Date: 15 August 2010
Document Number: << AZSPU-HSSE-DOC-00008-2>>
Print Date: 2/1/2011
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5.2.7 Testing During Rehabilitation
This type of testing is designed to provide support in the recovery process and collect
evidence that successful abstinence is being achieved and will apply once the employee
assistance / rehabilitation program is in place.
5.2.8 Site/location Unannounced Testing
All employees or a group of employees who work at a particular site or location, such as
an offshore platform or onshore terminal and pipeline sites, may be tested on an
unannounced basis if local management deems operations to be of a critical safety
sensitive nature and/or in circumstances where specific, objective and articulable facts
and reasonable inferences indicate prohibited substance use may have occurred that can
not be attributed to a particular individual employee.
5.2.6 Company Limit Values
Company Limit Values are those threshold points below which the report of the prohibited
substance test will be negative. For the purposes of this policy, the Company Limit Values
will conform to the US Department of Transport guidelines (DOT) in effect at the time that
BP testing is performed. However, BP reserves the right to change the substances for
which it tests and/or the Company limit values, as warranted by relevant considerations,
including changes in the prevalence of drugs abused and by changes in the technology of
substance testing.
Alcohol
1. Less than 0.02% w/v= fit for duty.
2.
At or greater than 0.02% w/v = not fit for duty, must be immediately removed from
work. The Company can elect to retest the employee or wait until the start of the
employee’s next shift, which must be a minimum of 8 hours. Time off work will be
treated as suspension pending retest. The Company Occupational Advisor must be
consulted to check weather clinical assessment by a specialist and rehabilitation are
necessary.
Drugs
Screening Cut-
Substance
Specific Substance
Confirmation Cut-off
off
Amphetamines
1000 ng/ml
500 ng/ml
Cannabinoids
50 ng/ml
15 ng/ml
Cocaine
300 ng/ml
150 ng/ml
Metabolites
Opiates
2000 ng/ml
Opiates
2000 ng/ml
Morphine
2000 ng/ml
Codeine
2000 ng/ml
6-Acetylmorphine
10 ng/ml
Phencyclidine
25 ng/ml
25 ng/ml
10ng/ml
2.5ng/ml
Control Tier:
<<2>>
Revision Date: 15 August 2010
Document Number: << AZSPU-HSSE-DOC-00008-2>>
Print Date: 2/1/2011
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Buprenorphine *
*For Georgia based employees
5.2.7 Testing Methods
Alcohol
BP will use a breath test for alcohol for the purposes of initial screening. This initial test
will be performed using a re-usable breathalyser. (The type of breathalyser currently used
by BP Azerbaijan SPU is Alco-Sensor IV by “Intoximeters”). See AzSPU Intoximeters
Inventory Register.
The accuracy check and calibration procedures of any type of device used must comply
with the requirements of its Operators Manual.
Each new operator of breathalyzer equipment shall be trained in its usage beforehand.
Following the initial training, refresher training shall be carried out at least bi-annually or
as required per the Operators Manual.
Drugs
BP will use a urine test for prohibited drugs for the purposes of Pre-employment / Pre-
placement; Post-Incident, Reasonable Suspicion or any other types of testing. The
following substances will be sought in a urine specimen:
Amphetamines, Phencyclidine (PCP), Opiates, Cannabis, Cocaine and Buprenorphine
(for Georgia based employees).
Urine analysis is an impartial and objective method of providing evidence of substance
use. By itself, however, it does not diagnose addiction or even current intoxication. The
test will consist of an initial screening test and a further confirmatory test for all positive
screening results.
5.2.8 Management of Results
Alcohol
In the case of a positive first breath alcohol test, the examiner will wait for 15 but not
longer than 20 minutes and repeat the test. If the second test is also positive, the
employee and the examiner will both sign the printout, and the examiner will report the
result to a Company designated person (e.g. a site / facility manager or HR). Normally, no
further confirmation is required for Company purposes.
To meet local legal requirements, it may be also necessary to obtain a supporting doctor’s
statement and to conduct a further alcohol test (blood or other biological media) from a
designated State Institute of Addiction. This must apply to all Post-Incident scenarios or
where the disciplinary measures are likely to lead to the termination of employment. Such
confirmatory alcohol test shall be administered at the investigating supervisor’s instigation
in consultation with HR. BP will arrange confirmation testing for alcohol through ISOS
clinic in Azerbaijan and MediClub clinics in Azerbaijan in Georgia. See Flowchart for
Breath Alcohol Testing.
Control Tier:
<<2>>
Revision Date: 15 August 2010
Document Number: << AZSPU-HSSE-DOC-00008-2>>
Print Date: 2/1/2011
PAPER COPIES ARE UNCONTROLLED. THIS COPY VALID ONLY AT THE TIME OF PRINTING. THE
CONTROLLED VERSION OF THIS DOCUMENT CAN BE FOUND AT
AzSPU Substance Abuse Management Programme
Page 13 of 19
Drugs
To undergo a urine test for prohibited drugs the employee will be asked to report to one of
the BP- nominated medical facilities, where samples will be collected in strict compliance
with Chain of Custody requirements (currently these are ISOS clinic in Azerbaijan and
MediClub clinics in Azerbaijan and Georgia, or their official BP-approved sub-contractors).
All initial screening tests for prohibited drugs will be performed in country. All presumed
positive urine samples will be sealed and transferred via an assured Chain of Custody to
the designated laboratory in the UK to be confirmed using gas chromatography/mass
spectrometry (GC/MS). To meet local legal requirements, it may be necessary to also
subject the sample to a confirmation test at an officially designated State Institute of
Addiction (see Prohibited Substance Testing Facilities)
If the result of an initial prohibited substance test is
“negative”, no further testing is
necessary.
Presumed “positive” (initial and confirmatory) results will be passed by the examining
authority to the Company designated Medical Review Officer (MRO) who will discuss the
results with the employee and review the chain of custody before deciding if the laboratory
results represent substance abuse.
The test is not reported as “positive” until it is declared so by the MRO. If the MRO
declares the test positive, he will notify a designated member of HR and line Manager.
Individuals will be advised of their own actual results in all cases.
Reasonable Suspicion, Post-Incident, Safety Assurance, Periodic test results will in
addition be reported as positive or negative to relevant management.
Pre-employment results will not be notified to anyone other than the Company
Occupational Health Adviser and the individual. If the result is positive, the Company
Occupational Health Adviser will advise HR that the individual is not medically suitable for
the employment without giving the actual reason.
In all cases of Reasonable Suspicion and Post-Incident scenarios HR will suspend the
employees from their duties pending the results of the test.
Employees who test positive (confirmed test) will be suspended from their duties pending
disciplinary review.
Employees of contractor companies or shareholder companies other than BP will be
referred to their company and will be subject to their own company’s policies.
If the time gap between the positive drug screen test and the confirmation test is going to
be prolonged the designated medical authority administering the test will inform the
Company Occupational Health Adviser. Depending on the type of work performed by the
employee (e.g. safety sensitive) and the circumstances of the initial test, the Occupational
Health may decide to inform HR and recommend temporary suspension of the employee,
stressing that the test shall not be regarded as “positive” until the final confirmation by
MRO.
See Flowchart for Drug Testing.
Control Tier:
<<2>>
Revision Date: 15 August 2010
Document Number: << AZSPU-HSSE-DOC-00008-2>>
Print Date: 2/1/2011
PAPER COPIES ARE UNCONTROLLED. THIS COPY VALID ONLY AT THE TIME OF PRINTING. THE
CONTROLLED VERSION OF THIS DOCUMENT CAN BE FOUND AT
AzSPU Substance Abuse Management Programme
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5.2.9 Employee Right to a Retest Sample
An employee notified of a positive prohibited substance test result shall have 24 hours to
request a retest of the original sample. The retest is to be arranged and paid for by the
employee, and must be conducted by a BP - approved laboratory no later than three
working days after the retest is requested. Failure to request and/or conduct the retest
within these timeframes terminates the right to retest. BP will consider the results of any
retest conducted under this provision, in making its final determination or decision in
connection with this procedure.
5.3 Recognition and evaluation of abuse-related problems
5.3.1 Recognition by the individual
Any employee who recognizes that they have a substance abuse problem is encouraged
to seek assistance of the Occupational Health, who will act in the strictest confidence.
The employee will be expected to participate in the identification of appropriate assistance
and treatment options.
The employee is expected to attend and comply with the agreed treatments or to notify
Occupational Health if the treatment or assistance is proving to be inappropriate.
In situations where the substance abuse problem, or its treatment program, may impact
on work, the employee is encouraged to involve and seek the support of their line
manager (either alone or via Occupational Health) on a confidential basis.
5.3.2 Recognition by Occupational Health
Occupational Health will offer and encourage acceptance of appropriate guidance and
assistance. If this is refused then, Occupational Health will offer an open invitation for
assistance.
Following confirmation of a problem, Occupational Health will help the individual to identify
appropriate assistance and a treatment program.
Except in situations where there is an overriding concern about individual or group safety,
Occupational Health will not notify management without consent from the individual
concerned.
5.3.3 Recognition by fellow employees
Fellow employees are encouraged to approach Occupational Health in strict confidence if
they are worried about a fellow employee.
Occupational Health will treat any such approach with confidentiality recognizing that it is
made in an effort to assist a colleague.
Following such an approach Occupational Health will follow the steps in Section 5.3.2.
5.3.4 Recognition by the Line Manager/Supervisor
Control Tier:
<<2>>
Revision Date: 15 August 2010
Document Number: << AZSPU-HSSE-DOC-00008-2>>
Print Date: 2/1/2011
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The supervisor is not expected to make a diagnosis of the existence of a substance
abuse problem.
The supervisor should identify and document job performance problems that may be due
to impairment following a substance abuse problem.
If the supervisor has reason to suspect that job impairment is an issue and needs advice
on whether substance abuse may be a problem they should consult their immediate line
manager and/or Occupational Health for guidance.
Where impairment is confirmed and documented then the Line
Manager/Supervisor should discuss the facts with the individual and offer Occupational
Health assistance. No accusation of an abuse problem should be made.
5.4 Treatment and/or rehabilitation
The Occupational Health department will act, with the individual’s Personal Physician, to
help co-ordinate and monitor treatment.
The Occupational Health department will assist directly with any issue that impact upon
employment.
5.4.1 Agreement to undertake treatment or rehabilitation
Where recognition of an abuse problem originates from supervisory action the individual
will be required to enter into an agreement formulated with management and the
Occupational Health department to undertake treatment / rehabilitation.
In other situations the individual will be invited and encouraged to do so voluntarily as a
means of supporting the maintenance of abstinence.
The agreement will contain the following commitments;
to follow the treatment and rehabilitation regime
to maintain total abstinence from the abused substance
to meet agreed expectations in relation to work
to consent to substance abuse testing randomly during the rehabilitation period
to consent to Occupational Health receiving progress reports on a strictly
confidential basis from the treatment providers.
5.4.2 Refusal to attend for treatment or rehabilitation
If the individual refuses to accept that there is a problem, or refuse assistance from
Occupational Health, the individual will not be subject to disciplinary action solely for such
denials or refusal.
The documented performance problems may be ground for disciplinary action whether or
not the individual accepts or refuses assistance or recognition of the problem.
Control Tier:
<<2>>
Revision Date: 15 August 2010
Document Number: << AZSPU-HSSE-DOC-00008-2>>
Print Date: 2/1/2011
PAPER COPIES ARE UNCONTROLLED. THIS COPY VALID ONLY AT THE TIME OF PRINTING. THE
CONTROLLED VERSION OF THIS DOCUMENT CAN BE FOUND AT
AzSPU Substance Abuse Management Programme
Page 16 of 19
In the event of an individual refusing to accept that there is a problem or refusing
assistance from Occupational Health the supervisor should make all reasonable efforts to
persuade the individual. It should be made clear that failure to accept assistance leaves
the supervisor with no option other than to act upon the performance issues alone.
5.4.3 Time off work for treatment or rehabilitation
Out-patient treatment
Time off work will be allowed so that the individual may attend an agreed program.
Whole day absences, if necessary, will be recorded as for any medical absence.
In-patient treatment
The normal sickness absence procedures will apply.
5.5 Transportation for individuals sent home and incapable of driving
When an employee appears to be impaired, or the improper use of substances is thought
to be involved, he/she should be sent home.
The supervisor should insist that the employee should not drive a vehicle and therefore
the supervisor should do the following:
● If the employee drives a Company vehicle, permission to do so should be
withdrawn immediately.
● Transportation should be arranged through a friend, or relative, of the employee, or
through a transportation dept.
● If suitable transportation cannot be immediately arranged and the employee is
manageable, he/she should be allowed to remain on Company premises, in a
restricted area, until transportation is available or he/she is no longer impaired.
● If an employee refuses the above, or is unmanageable, appropriate assistance
should be summoned.
5.6 Privacy/Confidentiality
Records covering employee screening for drugs and/or alcohol will be maintained on a
confidential basis by all parties involved in the execution of this policy and will be treated
as any other confidential medical information.
With the individual’s consent, the employee’s supervisor will be informed when inpatient
or outpatient substance abuse treatment has begun, and of progress during treatment
and rehabilitation.
Such disclosure will be on a need to know basis, and must themselves be kept
confidential by the supervisor.
Control Tier:
<<2>>
Revision Date: 15 August 2010
Document Number: << AZSPU-HSSE-DOC-00008-2>>
Print Date: 2/1/2011
PAPER COPIES ARE UNCONTROLLED. THIS COPY VALID ONLY AT THE TIME OF PRINTING. THE
CONTROLLED VERSION OF THIS DOCUMENT CAN BE FOUND AT
AzSPU Substance Abuse Management Programme
Page 17 of 19
5.7
Record keeping
Human Resources must maintain pertinent, accurate and detailed records of all matters
associated with performance, safety and discipline, especially if these are thought to be
connected with substance abuse.
These records should be dated and signed by the supervisor and contain the following
information:
1 instances of unsatisfactory work performance
1 discussions with the employee
1 dates of consultations with the Occupational Health department
1 warnings given to the employee
1 any other pertinent matters.
5.8
Education
There are Substance Abuse awareness sessions on request for supervisors and
employees are available. Request to be sent to Occupational Health AzSPU.
6.0 Key Documents/Tools/References
OMS Group Essentials 3.4.5
Office of Drug and Alcohol Policy and Compliance, US Department of Transportation
Azerbaijan SPU Substance Abuse Policy
OGP Substance Abuse Management Guidelines
Staff handbook
The Medical Review Officer Manual, 4th edition, ISBN: 978-1-883595-54-8
Attachments:
1. Performance Problems Guidance
2. Flowchart for Breath Alcohol Testing
3. Flow Chart for Drug Testing
4. AzSPU Intoximeters Inventory Register.
5. Prohibited Substance Testing Facilities
6. Referral Letter Baku ( Azerbaijani)
7. Referral Letter Ganja ( Azerbaijani)
8. Referral Letter ( English Sample)
9. Substance Abuse Policy for Supervisors ( training material)
10. Substance Abuse - SA Consent Form
11. Procedure for Safety Assurance Testing (Random)
12. WREP Procedure for Substance Abuse Testing at PS 2/5/8
13. BTC Procedure for Substance Abuse Testing at PSA2 and IPA1
Control Tier:
<<2>>
Revision Date: 15 August 2010
Document Number: << AZSPU-HSSE-DOC-00008-2>>
Print Date: 2/1/2011
PAPER COPIES ARE UNCONTROLLED. THIS COPY VALID ONLY AT THE TIME OF PRINTING. THE
CONTROLLED VERSION OF THIS DOCUMENT CAN BE FOUND AT