We maintain high standards of environmental care, protection and management in all aspects of our activities. We adopt an approach built on harmonious interaction with the environmental.

Substance Abuse

Definition Substance abuse is the international overindulgence in and/or dependence on a drug or other chemical with effects that are detriment to the individual’s physical and mental health, ability to perform the task or the welfare of others.

The substances in question include alcohol and illicit/illegal drugs such as Cocaine Cannabis and Opiates. In addition, inappropriate us of prescription medications such Diazepam, Barbiturates, Amphetamines, or other substances that may result in impairment to health and behavior, judgement or job performance.

It is our policy to:

Encourage

• A healthy Work- Life Balance with all staff through education and awareness programs.

Prevent

• Ensure only competent and authorized personnel operate company vehicles.
• Any member of the workforce becoming a risk to himself/herself or others by the abuse of Alcohol and/or substances. It includes the medication which may induce dependence habit or addiction.
• Impairment of person’s ability to perform assigned tasks in safe and productive manner
• Dependence or Addiction by increasing……………………. Use substance and inability to stop despite attempts to cut down or becoming physical psychological reliant on use of the substance.

Prevent alcohol abuse

• Alcohol is not permitted on any Keton Technology Nigeria Limited facility without Management approval
• Any Keton Technology Nigeria Limited Subcontractor suspected of being under the influence of alcohol is subject to testing by breath analysis & or blood alcohol testing under medical supervision

Prohibit other Substances of abuse

• The use, possession, distribution of illegal drugs at company premises or on company business is strictly prohibited. This prohibition also applies to the abuse of prescribed substances. Company test programs include testing by urine analysis for Cocaine, cannabis, Opiates, Diazepam, Barbiturates and Amphetamines.

The employee is responsible for making himself/herself fit for work. Employees are informed that they may be tested at random.

The violation of rules governing conduct in the workplace in respect of substance abuse could result in the application of disciplinary measures in accordance with Keton Technology Nigerian Limited (KTNL) HR policies.

We place high priority on the effective management of driving operations in Keton Technology Nigeria Limited. This is in recognition of driving as one of the greatest risks in our operations and in the life of our employees, contractors and other stakeholders. We shall manage our land transport operations as a part of our day-to-day business activities in order to minimize and control the associated Healthy, Safety and Environmental hazards and effectively support company business.

It is our policy to:

• Ensure all vehicles used on company business shall comply with Company’s vehicle and driving procedure.
• Ensure only competent, fit and authorized personnel operate company vehicles.
• Ensure all drivers know and comply with Keton Golden Rules and KTNL Substance Abuse Policy.
• Ensure all vehicles used on company business have functional seatbelts for all occupants who must wear their seatbelts at all times.
• Ensure all vehicles are parked in the reverse …………….
• Implement a “No seat belt, no access” in and out of all company premises and operational sites.
• Ensure all vehicles used on company business have functional driving improvement monitors installed to regulate driving habits.
• Ensure all travels/journeys comply with journey management system.
• Ensure that speed limit within company base and base premises shall be less than 20km/hr.
• Ensure that use of cell phone while driving is prohibited.

This policy shall apply to all transport operations undertaken by Keton employees and contractors on company business.

In each KTNL District, General Administration and HSE Management shall maintain company standards required to uphold this policy and provide guidance for its respect.

Keton Employees or Contractors who fail to comply may be subjected to disciplinary proceedings in line with KTNL HR Policies.

Smoking has been scientifically proven to be hazardous to the health of both the smoker and non-smoker in the interests of providing a Healthy workplace for all personnel Keton Technology Nigeria Limited has adopted “Smoke Free” workplace policy to reduce the hazards in our facilities.

It is our policy to:

• Actively discourage smoking amongst our employees since smoking has been recognized as injurious to health.
• Allow smoking only within designated smoking areas.
• Prohibit smoking of cigarettes, cigars, pipes or any other form in all Keton Technology Nigeria limited hydrocarbon processing facilities, and other designated non-smoking areas which include but is not limited to office, public areas, company restaurants, restrooms, clinics and vehicles.

In pursuing this policy the company will continue to respect the rights of individual and will minimize intrusion into the private lives of its employees.

All Keton  contractors and subcontractors are required…………… with this policy whist working on company property.

Management shall take all necessary action to ensure the effective implementation of this policy.

Staff or Contractors failure to comply with this Policy may be subject to disciplinary proceedings in accordance with KTNL HR Policy.

General statement

It is our Policy to ensure a consistent approach to the prevention of HIV/AIDS and its impact on the workplace. The Company supports International and National efforts to reduce the spread of the infection and minimize the impact of the disease.

The purpose of this Policy is to ensure a consistent and equitable approach to the prevention of HIV/AIDS among employees and their families and to manage the consequences of the disease. This is in compliance with the existing international standards regarding HIV/AIDS.

Policy framework and general principles

The company does not tolerate discrimination against employees or job applicants on any grounds including HIV status. The Policy rests on the principle that HIV infection and AIDS are like any other chronic illnesses. The Company’s commitment to maintaining a safe and healthy work environment for employees is sustained in this policy based on the recognition that HIV is not transmitted by casual contact.

Specific provisions

1. Stigma, discrimination, and rights

• HIV positive employees are not discriminated against, victimized or harassed merely on basis of HIV infection.
• Testing: the Company rejects HIV testing as a perquisite for recruitment access to training or promotion. However, the Company promotes and facilitates access to Voluntary Confidential Testing with counseling (VTC) for all employees.
• Confidentiality: the Company recognizes the sensitivity of HIV/AIDS and therefore ensures confidentiality. However, the employee will be encouraged to be …………… about his or her HIV status to his or her family.

2. Awareness campaign and education

• Awareness campaign: Appropriate awareness campaign and education programmes will be conducted to inform employees and their families about HIV/AIDS from time to time.

• Implementation: The Company recognizes the importance of involving employees and their representatives in the planning and implementation of awareness programmes.
• Support: Practical measures to support behavior change are ……….. faithfulness and easy access to condoms in our clinics when necessary.
• Availability:  Reasonable time off will be given for participation, education and training in HIV/AIDS and related issues.

3. Care and Support for employees and their families.

• The promotion of employee’s wellbeing: The Company will treat employees who are affected by HIV/AIDS. The Company will provide all reasonable assistance.

• Work performance and reasonable accommodation: Employees may continue to work as long as they are able to perform their duties safely and in accordance with accepted performance standards.
• Benefits: Employees living with HIV/AIDS will be treated no less favorably than staff with any other serious illness/condition.
• Healthcare: The Company will offer the broadcast range of services to prevent and manage HIV/AIDS with Anti-Retroviral drugs (ARV) and treat opportunistic infections.