The objective of this policy is to develop a drug and alcohol free work place, which will help to ensure a safe and productive working environment. Use and misuse of alcohol, drugs and illegal substances impair the ability of an employee to perform his/her duties and may endanger the employee, his/her co-workers and the public as well as property.
The use or possessions of drugs, or illegal substances and abuse or possession of illegal quantities of alcohol is strictly forbidden onboard this vessel. The owner of this vessel will co-operate fully with the coast guard, police or other public authorities in the prosecution of any person using, possessing or being under the influence of drugs, alcohol or other illegal substances onboard.
Employees who violate this policy are subject to appropriate disciplinary action including termination of employment. The policy applies to all employees of the company irrespective of rank or position, including temporary employees. Search procedures, conducted on reasonable grounds, such as inspection of cabins and luggage may be maintained as part of the company’s security measures. All employees will be expected to cooperate when there is reasonable suspicion to believe that an employee may be in possession of drugs or alcohol.
Monitoring the Policy:
It is Company’s right and obligation to carry out unannounced / random testing of the employees at least once a year to monitor this policy. Additional testing can be triggered based on one or several of the following criteria:
Additional testing can be carried out when illegal drug or alcohol is found on board, or information from reliable sources like police regarding possession of illegal drug or alcohol can be a criteria. It is important that caution and discretion must be shown in such circumstances.
A certain type of behavior at the work place can cause suspicion about drug and alcohol use. Such behavior can be expressed through: unusual behavior, troubled balance, unusual manner of speaking, obvious change of personality, smell / sight of alcohol / drugs.
Certain incidents/ events can raise suspicions regarding an individual’s behavior. Testing with cause can be carried out independent of the incidents has caused damage or not.
Tananger Offshore employees and subcontractors have the right to:
Tananger Offshore employees and subcontractors have the right and duty to:
Smoking generally means inhaling, exhaling, burning or carrying any lighted cigar, cigarette or pipe.
It is the policy of Tananger Offshore AS to provide smoke-free areas for all crew and visitors onboard our vessels. Where the desire of smokers to smoke conflicts with the desire of nonsmokers to breathe smoke-free air, the desire to have smoke-free air will have priority.
Therefore, all Tananger Offshore vessels are designated as follows:
Cooperation and consideration between smokers and nonsmokers are necessary to assure the successful implementation of this policy. All Tananger Offshore Crew are responsible for observing the provisions of this policy on smoking.
Tananger Offshore Safety Management System will support a smooth, efficient and safe operation of the vessels.
The objective of this Policy is to protect all our employees, subcontractors, clients and visitors from harassment and discrimination.
Onshore, the Management shall provide evidence of its commitment to the development and implementation of Tananger Offshore Safety Management System.
Aboard each ship, the Master is responsible for implementation of the Safety Management System. The Master has overall authority for the vessel and will be an example of respect and fairness.
By fostering a well motivated, cooperative workforce we aim to provide a positive, harmonious workplace.
Tananger Offshore executes an open‐door policy whereby important issues such as harassment can be brought to the attention of HR or Operations management or DPA at any time.
English is the official language of Tananger Offshore and our subsidiaries. Personnel must be able to use spoken and written English in their routine work. English will be used at work, so that everyone can:
Tananger Offshore AS recognises that some staff may be required to work by themselves without close or direct supervision.Company has a duty of care to advise and assess risk for workers when they work by themselves in these circumstances. However, employees have responsibilities to take reasonable care of themselves and other people affected by their work.
This policy applies to all situations (routine and non-routines operations) involving lone working arising in connection with the duties and activities on board company vessels and office premises.Lone workers are those “who work by themselves without close or direct supervision”
The aim of the policy is to:
Employees will not be expected to undertake tasks or enter situations where they face serious and unacceptable risks. However, following risk assessment, it may be necessary to take controlled risks but ensuring adequate resources. Employees should discuss serious concerns with their manager and expect all reasonable action to be taken to minimize or eliminate the risks. All employees should be concerned about the risks their colleagues face as well as themselves
The Operation Manager and QHSE Manager are responsible for:
Masters are responsible for:
Employees are responsible for:
If anyone is forced to work alone A Risk Assessment shall be carried out before the work can be commenced. Works and operations requiring PTW can not be carried out alone (e.g. welding, confined spaces, etc).
The questions that need to be answered during Risk Assessment may include, but not limited to:
“Fit for work” means that an individual is in a state (physically and psychologically) to perform tasks assigned to him/her competently and in a manner which does not compromise the safety or health of themselves or others.
Where it is believed that an individual may not be fit for work then intervention is required to ensure that the risk to health and safety is tolerable.
Employees‘ability to perform their assigned task is directly affected by the way they have used their rest break and time away from work. While it is not reasonable to intrude into how employees spend their rest breaks, Tananger Offshore take the liberty of reminding its staff and their families of the benefit of a balance lifestyle.
Employees shall be aware that certain physical condition and certain activities can have significant impact on their well-being and capacity to work effectively, which include but not limited to:
If there is reasonable doubt about an employee’s fitness for task/duty, Tananger Offshore will not allow that person to commence work until he/she has been assessed as fit for the task. All crew members shall be in “Fit to Work” state when joining the vessel. Any deviation from this condition shall be reported to the Company.
Employees must not commence work when deemed to be fatigued. Anyone who does so is acting outside the company policy.
We are recognizing that ensuring safety in navigation is of paramount importance to our activities, the company aims to provide safe, secure maritime services. This Policy shall be achieved through the following steps: