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The policy of the Company is designed to conform to ISO 14001 & OSHAS18001 standards and its operations are executed at all times in such a way as to ensure the health, safety and welfare of all its employees and all persons likely to be affected by its operations; with minimal adverse effect on the environment.


The Company’s policy and commitments therefore are to:

Provide: a safe place of work and a healthy working environment, including a good standard of occupational hygiene.

Establish and ensure: procedures that are designed to protect employees and all others are followed to ensure safe working practices and efficient working conditions.

Compliance with: all UK, EC and Local Authority Regulations & Legislation, pertaining to the occupational health and safety of personnel and protection of the environment.

Promotion of: health, safety and environmental measures as an essential part of management’s and employees duties, ensuring the implementation of such measures receive the highest priority.

Encourage: employees’ involvement to improve health, safety & environmental standards and require them to act responsibly to prevent injury to themselves or others. Individual responsibility for safety cannot be delegated.

Develop: the conviction that accident prevention is an essential part of good working practices. This can benefit the efficiency of the company’s operations and the welfare of its employees.

Operate: effective active and reactive monitoring systems – including HS&E inspections / audits, investigation of accidents, incidents and near misses: close out of actions arising from these activities.

Conduct: reviews, monitoring and maintenance of the company Integrated Safety Management System; with the objective of driving continuous improvement in HS&E standards and performance.



Alcohol, drug and substance abuse has a detrimental effect on health, influencing work performance and staff relationships which can result in reduced efficiency and increased absence.

The Company has a duty of care towards and is concerned about the health & welfare of all employees.

It is therefore Company Policy to:

Promote a responsible attitude to the consumption of alcohol and the taking of drugs and substances amongst employees.

Offer assistance to those who require it.

Treat alcohol, drug & substance abuse as a health problem and arrange for employees to seek professional assistance.

The Company will treat any absence due to alcohol, drug and substance abuse in the same way as sickness absence on condition: that the employee obtains professional treatment and maintains regular contact with the appropriate professional consultant.

The Company will treat all discussions involving employees experiencing an alcohol, drug or substance abuse problem in the strictest confidence.

Should inadequate work performance or unacceptable behaviour including poor staff relationships occur or persist the matter will be dealt with under the company disciplinary procedures.

Careful consideration will be given to those who have acknowledged the existence of an alcohol, drug or substance abuse problem and or have agreed to obtain medical help for the condition.

However, any incident which amounts to gross misconduct would be considered a dismissible offence. Where an employee fails to complete a prescribed course of treatment or has a relapse following treatment, the matter may be dealt with under the Company Disciplinary Procedure.

Employees going offshore shall not drink for 24 hours prior to departure. Doing so is an “At Risk Behaviour” against Green Marine(UK)Ltd Policy and if a resulting test is positive this will result in disciplinary action. Furthermore the Company reserves the right to initiate random drugs screening at any time.




This policy has been developed to protect all employees, services users, customers and visitors from exposure to second-hand smoke and to assist compliance with the Smoking, Health & Social Care (Scotland) Act 2005.

Exposure to second-hand smoke, also known as passive smoking increases the risk of lung cancer, heart disease and other illnesses. Ventilation or separating smokers and non-smokers within the same airspace does not completely stop potentially dangerous exposure.


It is the policy of Green Marine(UK)Ltd that all of our workplaces will be smoke free; all employees have a right to work in a smoke free environment.

Smoking is prohibited throughout the entire workplace with the exception of the outside allocated area at the terminal accommodation area. This includes company vehicles. This policy applies to all employees, clients, consultants, contractors and visitors.


Overall responsibility for policy implementation rests with the Managing Director. All staff shall be obliged to adhere to and facilitate the Implementation of the Policy.

All employees, consultants, clients, etc shall be informed of the policy and their role in effective implementation and monitoring of the policy. All new personnel (staff, consultants, contractors, etc) shall be given a copy of the policy in their induction pack.


Company disciplinary procedures shall be followed if a member of staff does not comply with this policy.

Help to stop smoking – assistance can be provided by the Public Health Department of Orkney NHS Board.



  • Any personnel whilst carrying our manual engineering works at company or client premises & installations shall not wear finger rings, this also applies to all visitors. Personnel should give additional consideration to the associated risks of wearing finger rings when handling hazardous chemicals. Appropriate risk and COSHH assessments should be carried out and strictly adhered to.

  • Earrings should not be worn (including studs or sleepers) or any other facial jewellery be worn on client installations.

  • Bracelets should not be worn, unless they are medical type bracelets and are not loose.

  • Neck chains may only be worn on-duty if they are concealed by clothing and thus not free to come into contact with equipment or machinery. If a particular chain is considered to be a hazard, the individual will be informed in writing by his or her supervisor that they cannot wear the chain on the client installations.

  • Long hair should be tied up when working at company or client premises & installations.

  • Ties should not be worn.

Failure to comply with any of the above requirements could lead to the matter being dealt with under the Company Disciplinary Procedure.

Name: Jason Schofield Managing Director
Date: 29th November 2016