DRUG FREE WORKPLACE.ppsx
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This document outlines the components of a drug-free workplace program. It discusses how drug use affects employees and employers through increased accidents, lower productivity, and theft. A drug-free workplace program aims to protect employees' health and safety, promote safety, and ensure productivity. The key components include establishing policies and procedures for drug testing, conducting advocacy campaigns to educate on drug harms, implementing safety programs and recreational alternatives, mandatory and random drug testing, and providing treatment and rehabilitation referral. The program is to be monitored and evaluated regularly to maintain a drug-free workplace in accordance with Philippine law.
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FIRE INCIDENT INVESTIGATION REPORT Form # HSEQ - FIIR Rev 0 -.docx
FIRE INCIDENT INVESTIGATION REPORT
(To be submitted to the HSEQ Corporate Office within 7 days of incident.)
1. Project Information:
Project Name: Click here to enter text.
Report No.: Click here to enter text.
Date of Incident: Click here to enter text.
Time of Incident: Click here to enter text.
2. Location of Fire:
☐ Basement
☐ Room
☐ Corridor
☐ Common Area
☐ Offices
☐ Stores
☐ External Area
☐ Workers Rest Area
☐ Podium
☐ Others (Specify):
3. List works or persons in the vicinity of Fire:
4. Area Ownership/ Under:
☐ Cname ☐ MEP ☐ Sub-Contractor
5. Class of Fire Reported:
☐ Class 1: Destructive Fire- Civil Defense extinguished
☐ Class 2: Dangerous Incident , fire and smoke- Civil Defense called
☐ Class 3: Potentially Dangerous incident - Extinguished by Project Team
☐ Class 4: Minor incident , smoldering, smoke or small fire in bin / external are , extinguished immediately
6. Fuel Sources:
☐ Cardboard Boxes
☐ Piles of Waste
☐ Combustible Fuels
☐ Office Documents
☐ Stored Materials (Paint, Chemicals etc.)
☐ Carpets, Furniture and Fittings
☐ Timber
☐ Hessian
☐ Gas Bottles/Cylinders
☐ Others (Specify):
7. Fire Enhancing Factors:
(List contributing or subsequent events or fuels which increased the size or duration of the fire)
8. Root Causes:
☐ Damaged Cables
☐ Wires with no Plugs
☐ Overloaded Multiple Sockets
☐ Old Un-Serviced Air conditioners
☐ Overheated Halogen Lamps
☐ Wooden DBs
☐ Non Fire-Rated Buildings
☐ Smoking
☐ Arson
☐ Others (Specify):
9. Building Fire Level:
☐ Level 5: If permanent FLS including smoke and fire detectors , alarms and sprinklers from permanent power and water supplies not operational when at Fire Safety Level 4
☐ Level 4: Buildings being fitted out with carpets, curtains and furniture, painting on-going
☐ Level 3: Ceiling being closed, Joinery Works on-going, MEP and T&C ongoing
☐ Level 2: MEP installation and Building works commenced
☐ Level 1: Structural Concrete works only
10. Describe the Fire Incident in detail:
Answer who, what, why, where, when & how in this section: (Attach additional pages if required)
11. Describe how Fire was extinguished:
12. Describe Fire Incident Root Causes:
Describe direct, indirect & root cause: (Attach additional pages if required)
13. Key Corrective Actions taken to Prevent Recurrence of Fires:
Describe the corrective actions with timeframe: (Attach additional pages if required)
14. Key Corrections taken Immediately after the Fire:
Attach additional pages if more space is required:
15. Witnesses:
I declare that I witnessed the fire incident and the information provided above is true, correct and complete.
No. Name Designation Signature Date
1. Click here to enter text.
Click here to enter text.
Click here to enter text.
2. Click here to enter text.
Click here to
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FIRE INCIDENT INVESTIGATION REPORT
(To be submitted to the HSEQ Corporate Office within 7 days of incident.)
1. Project Information:
Project Name: Click here to enter text.
Report No.: Click here to enter text.
Date of Incident: Click here to enter text.
Time of Incident: Click here to enter text.
2. Location of Fire:
☐ Basement
☐ Room
☐ Corridor
☐ Common Area
☐ Offices
☐ Stores
☐ External Area
☐ Workers Rest Area
☐ Podium
☐ Others (Specify):
3. List works or persons in the vicinity of Fire:
4. Area Ownership/ Under:
☐ Cname ☐ MEP ☐ Sub-Contractor
5. Class of Fire Reported:
☐ Class 1: Destructive Fire- Civil Defense extinguished
☐ Class 2: Dangerous Incident , fire and smoke- Civil Defense called
☐ Class 3: Potentially Dangerous incident - Extinguished by Project Team
☐ Class 4: Minor incident , smoldering, smoke or small fire in bin / external are , extinguished immediately
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☐ Cardboard Boxes
☐ Piles of Waste
☐ Combustible Fuels
☐ Office Documents
☐ Stored Materials (Paint, Chemicals etc.)
☐ Carpets, Furniture and Fittings
☐ Timber
☐ Hessian
☐ Gas Bottles/Cylinders
☐ Others (Specify):
7. Fire Enhancing Factors:
(List contributing or subsequent events or fuels which increased the size or duration of the fire)
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☐ Damaged Cables
☐ Wires with no Plugs
☐ Overloaded Multiple Sockets
☐ Old Un-Serviced Air conditioners
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☐ Level 5: If permanent FLS including smoke and fire detectors , alarms and sprinklers from permanent power and water supplies not operational when at Fire Safety Level 4
☐ Level 4: Buildings being fitted out with carpets, curtains and furniture, painting on-going
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10. Describe the Fire Incident in detail:
Answer who, what, why, where, when & how in this section: (Attach additional pages if required)
11. Describe how Fire was extinguished:
12. Describe Fire Incident Root Causes:
Describe direct, indirect & root cause: (Attach additional pages if required)
13. Key Corrective Actions taken to Prevent Recurrence of Fires:
Describe the corrective actions with timeframe: (Attach additional pages if required)
14. Key Corrections taken Immediately after the Fire:
Attach additional pages if more space is required:
15. Witnesses:
I declare that I witnessed the fire incident and the information provided above is true, correct and complete.
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1. Click here to enter text.
Click here to enter text.
Click here to enter text.
2. Click here to enter text.
Click here to
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This document discusses drugs and substance abuse. It defines drugs and outlines major drug types like stimulants, depressants, hallucinogens, and anabolic steroids. It also defines drug addiction as a chronic brain disease characterized by compulsion and denial. The effects of substance abuse in the workplace and society include spread of diseases, antisocial behavior, declining work quality, and family problems. Managing substance abuse helps provide assistance to employees and a safer workplace. Employee assistance programs provide problem identification and referral services to address issues stemming from personal problems. Addressing drugs and substance abuse is important to protect health and safety, assets, trade secrets, quality, and compliance with laws.
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Supervisor Drug Awareness and Reasonable Suspicion by P&A Consulting Services
Supervisor Drug Awareness and Reasonable Suspicion by P&A Consulting ServicesAtlantic Training, LLC.
This document provides an overview of a supervisor drug awareness and reasonable suspicion training class. The objectives of the training are to educate supervisors on regulations regarding drug and alcohol testing, their roles and responsibilities, the costs of substance abuse, types of testing procedures, and how to determine reasonable suspicion. The training aims to teach supervisors how to identify and address issues related to drugs and alcohol in the workplace. It also covers how substance abuse affects businesses through increased costs. The training outlines federal DOT regulations for testing commercial drivers and testing procedures outlined in company policies. It provides facts on drug addiction and commonly abused substances, and gives examples of applying testing and policy rules in real workplace situations.Human Resource Association - IU Case Competition
The document provides an analysis and recommendations for Standard Chemical Company's drug and alcohol policies. It identifies issues with the current policies, such as vague definitions and lack of alignment. It then proposes solutions to clarify reasonable suspicion criteria, align policies, and ensure confidential employee rehabilitation over termination. The recommendations are intended to improve safety, performance, and fairness. An implementation plan outlines socializing new policies over three steps. Risks are also assessed around policy awareness, abuse, and repeat offenders, with mitigation strategies proposed.
Drugs & Alcohol in the Workplace Guide for Managers
Organisations – large or small, private or public sector – can expect to have to tackle
problems relating to drug and alcohol misuse amongst employees at some time.
The cost to industry has been estimated at £800 million per year and problems caused
by drug and alcohol misuse not only affect the health, safety and welfare of staff but
also business continuity and financial stability.
All managers have a duty of care to their employees. Drug and alcohol misuse can not
only destroy the individual concerned, but can also have an extremely detrimental effect
on the wider workforce, clients and customers and the organisation’s performance.
Organisations must be aware of the potential problem and be confident that they
have the background knowledge and policies in place to deal with individual cases.
The object should be to drive drugs and alcohol, not the people,
out of the organisation.
Prevention is as important as dealing with the consequences
of misuse.
Drug and alcohol misuse should be seen as a health problem and the employee should
be supported as far as possible, with disciplinary action being used only as a last resort.
There is evidence that the most effective way of achieving this is to introduce
and maintain a comprehensive, unequivocal and effective drugs and alcohol
policy that is established at the top and known throughout the organisation.
Managers should therefore ask themselves the following questions:
• Does my organisation have a drugs and alcohol policy?
• If not, why not?
• If yes, how effective is it?
• What are the legal implications?
• How accessible is it to employees?
According to research conducted in 2002 by the Chartered Management Institute,
one in five managers believe that alcohol misuse has increased in their organisation
over the past few years while 16 per cent feel that drugs misuse has increased.
However, while the signs of alcohol misuse are familiar to most (85 per cent),
a large proportion of managers (46 per cent) are not confident they would
recognise the signs of drug misuse.
This leaflet seeks to raise awareness of the issues to be tackled, and suggests
how a policy may be implemented and a support network provided.
2.Substance_Abuse_1.ppt
This document provides an overview of drug and alcohol awareness training for employees. It discusses establishing an effective workplace program, including developing policies, providing training to supervisors and employees, implementing drug testing, and offering rehabilitation services. The document reviews federal and state regulatory requirements for workplace substance abuse programs.
Mastering the Unannounced Regulatory Inspection
An unannounced inspection from the FDA - or other regulatory agency - could result in uncertainty and anxiety within your team. If someone does not clearly understand what the inspector is looking for, or can’t produce what is being asked of them, these mishaps might place the inspection at risk.
During this presentation you’ll learn what critical areas to prepare for should an unexpected regulatory inspection occur, along with training tips to help empower your team to navigate inspections with confidence.
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Occupational health surveillence
Surveillance is the ongoing, systematic collection, analysis, and interpretation of health data essential to the planning, implementation, and evaluation of public health practice, which is closely integrated with the timely dissemination of these data to those who need to know. To be effective, surveillance must be directly linked to preventive action.
In the case of occupational health, the actions prompted by the surveillance system should be directed not only at the individual case or the affected group, but also at the responsible workplace factors.
Surveillance programs (i.e., 2ry prevention) should be designed to support programs intended to control workplace hazards (i.e., 1ry prevention).
In OSH, surveillance programs should:
• Identify cases of occupational illness or injury; and/or
• Monitor trends of occupational illness or injury.
ROLES OF THE ASSESSMENT TEAM.pptx
The document outlines the roles and responsibilities of an assessment team for a company's drug-free workplace program. It states that the assessment team is composed of representatives from the company's safety and health committee, including occupational safety and health personnel, as well as representatives of both employers and workers. The team is responsible for formulating and endorsing the company's drug-free workplace policy and plan of action. They also build awareness of drug issues, ensure random drug testing is conducted, evaluate drug test results, and provide counseling and referrals for treatment depending on the level of risk or need indicated by screening results. The assessment team monitors rehabilitation progress and makes recommendations about employees' return to work.
Yaara Dromi
Yaara Dromi has over 10 years of experience in quality assurance and management roles in the pharmaceutical industry. She has led quality assurance teams and ensured compliance with regulations from agencies like the FDA and EMA. Her experience includes managing clinical supplies quality assurance at Teva Pharmaceuticals and serving as GMP Group Leader and Associate at Biotechnology General.
Addressing Difficult Supervisory Issues Oct 2014
Ohio Turnpike Supervisory Development Program presentation. Topics included absenteeism, attendance, disruptive employees, discrimination, workplace violence, harassment, reasonable suspicion
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This document discusses Good Manufacturing Practices (GMP), which are regulations and guidelines established by health organizations like the WHO for manufacturing drugs, medical devices, and foods. GMP are important to ensure consistent quality, safety, and efficacy and minimize risks like contamination. The key principles of GMP include facilities and equipment design, documentation, validation, monitoring, training, and controls over materials, processes, audits, quality testing, and record keeping. GMP covers all aspects of production from facilities and equipment to packaging, labeling, quality control, and documentation. Adhering to GMP is necessary to comply with government regulations and ensure patient health.
Understanding Substance Abuse in the Workplace.docx
Substance abuse in the workplace refers to the misuse of drugs or alcohol by employees while on the job. This issue can have negative consequences for both individuals and businesses.
When employees engage in alcohol or drug abuse, it can affect their productivity, decision-making, and overall job performance. It may also lead to accidents, injuries, and absenteeism.
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Employer Solutions
Quest Diagnostics is a leading provider of diagnostic testing, information and services. It has received accreditation from several organizations for its facilities and programs. Through its Employer Solutions division, it offers pre-employment drug screening, background checks, employee health programs, and OSHA compliance testing to help employers maintain safety and productivity. These services include drug and health screening, biometric measurements, personalized reports, and aggregated statistics to identify risks and encourage healthy behaviors.
Drug Master Files (DMFs) - Understanding and Meeting Your Global Regulatory a...
This DMFs (Drug Master Files) training will discuss the current review and enforcement climate within FDA and the manner in which drug master files (DMFs) are reviewed by FDA personnel. Besides the US, the use of DMFs in the EU, Canada and Australia will also be discussed. Similarities and differences to the U.S. system will be highlighted.
Supervisor reasonable suspicion training sl 2020
The document summarizes a supervisor training on reasonable suspicion of drug use. It covers identifying impairment signs, documenting issues, addressing problematic employee behavior respectfully, and emphasizing job performance concerns over accusations. The training aims to help supervisors recognize potential drug abuse issues, follow policy procedures, and protect confidentiality when confronting employees.
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DRUG FREE WORKPLACE.ppsx
- 2. General Changes in over-all personality • Hot-headedness • Irritability • Difficulty in handling tasks • Missed deadlines • Low productivity • Public complaints • Frequent accidents
- 3. Effects on Co-Workers • Increased workload • Decreased production • Growing possibility of accidents • Drug use spreading to co-workers
- 4. Effects on Employer • Pilferage/ theft • Employee embezzlement • Risk of company secrets being sold to competitors or unauthorized person • Breakdown of worker discipline creating supervisory problems • Loss of public trust and confidence • Poor quality products and services
- 5. 1) Protect employees against the consequences of drug abuse and dependence 2) Promotes Safety 3) Ensure employees fitness 4) Demonstrate commitment to employee health and safety 5) Increase productivity and profit
- 6. “GUIDELINES FOR THE IMPLEMENTATION OF A DRUGFREE WORKPLACE POLICIES AND PROGRAMS FOR THE PRIVATE SECTOR” Board Regulation No. 8 series of 2003 and Department Order no 53-03
- 7. COMPONENTS OF A DRUG FREE WORKPLACE PROGRAM 1. Company Policies and Procedures example: Drug Free Workplace Policy Drug Testing Procedures
- 8. 2. Advocacy - information on harmful effects of drugs utilizing the following media: Posters Comics Seminars Newsletters Leaflets Paging System Stage Presentation Skits Exhibitions Film showings COMPONENTS OF A DRUG FREE WORKPLACE PROGRAM
- 9. 3. Safety and Health programs Positive Alternatives - opportunities for wholesome recreation and self-expression. Example: - Sports, Cultural Activities and Livelihood Activities COMPONENTS OF A DRUG FREE WORKPLACE PROGRAM
- 10. a) All results are strictly confidential b) Everyone is covered c) To be conducted by an authorized drug testing laboratory 4. DRUG TESTING
- 11. When to conduct mandatory drug test: a. Pre-employment b. Persons in high-risk/decision-making positions c. Past history of drug use d. Involvement in accidents e. Discovery of dangerous drugs paraphernalia f. Detention by police/filing of charge in court for drug-related cases g. As a requirement for promotion h. Employees reporting to work after undergoing rehabilitation in a treatment and rehabilitation center DRUG TESTING PROGRAM
- 12. Conduct of random drug test a. Without prior notice of the date and venue of the drug test b. On selected employees chosen by the Drug- Free Workplace or Assessment Committee until all officials and employees have undergone the test c. Random selection process or procedure DRUG TESTING PROGRAM
- 13. d. “For cause” or “probable cause” – when there is a reasonable ground to believe that a random drug test is necessary, e.g.: 1. Attendance – frequent unauthorized absences, repeated tardiness, truancy from the job. 2. Personal Appearance – slurred speech, bloodshot eyes, drastic change in appearance, etc. 3. Mental Factor – hot-headedness, irritability, increased difficulty in handling assignments, etc. 4. General Performance – missed deadlines, low productivity, increased wastage, public complaints, frequent accidents, carelessness, etc. 5. Peer Relations – isolation, frequent quarrels with officemates, heavy borrowing, frequent mood swings, etc. DRUG TESTING PROGRAM
- 14. Treatment & Rehabilitation and After-Care COMPONENTS OF A DAPP IN THE WORKPLACE 5. Intervention: Employee Assistance Program
- 15. 6. Monitoring and Evaluation Philippine Drug Enforcement Agency 15 DRUG SITUATION UPDATE
- 16. 1. Develop a Policy based on the Law 2. Conduct Regular Anti Drug Advocacy Seminar 3. Establish Safety and Health Program 4. Establish Drug Testing Procedure 5. Employee Assistance/Rehab Referral and After Care 6. Implement, Monitor, and Evaluate
- 17. THIS IS A DRUG-FREE WORKPLACE: “LET US KEEP IT THIS WAY”