Occupational Safety and Health (OSH) Program
of GJ SAVE OIL, Inc.
I. Complete Company Profile / Project Details
Company Name: GJ Save Oil, Inc.
Date Established:
Complete Address: MACARTHUR HIGHWAY SAN JUAN, BALAGTAS, BULACAN
Phone/Fax Numbers:
Website URL/ E-mail Address: HR_GJSAVEOIL@[Link]
Name of Company Owner/Manager/President: Jennyfer C. Masangcay
Total Number of Employees: 5 Male Female
Description of the Business
Kindly check which industry applies:
(Please specify the type on the blank provided)
□ Manufacturing:
□ Service:
Agri/
□ Fishing:
x Wholesale/Retail: Gasoline Station
□ Utilities:
□ Banks and Financial Institution:
□ Security Agency:
□ Maintenance:
□ Construction:
□ Others (Please specify):
Product Descriptions: (ex. Garments, Shoes, Electronics ) Diesel, Gasoline
Description of Services: Retail Sale of Automotive Fuel
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II. Basic Components of Company OSH Program and Policy
(DO 198-18, Chapter IV, Section 12)
1.0 Company Commitment to Comply with OSH Requirements
2.0 General Safety and Health Programs
● Safety and health Hazard Identification, Risk Assessment and Control
(HIRAC)
● Medical Surveillance for early detection and management of occupational
and work related diseases
● First-aid and emergency medical services
3.0 Promotion of Drug Free workplace, Mental health Services in the Workplace,
Healthy lifestyle
4.0 Prevention and Control of HIV-AIDS, Tuberculosis, Hepatitis B
5.0 Composition and Duties of health and safety Committee
6.0 OSH Personnel and Facilities
7.0 Safety and Health Promotion, Training and Education
● Orientation of all workers on OSH
● Conduct of Risk Assessment, evaluation and Control
● *Continuing training on OSH for OSH Personnel
● *Work permit System
8.0 Toolbox/Safety Meetings, job safety analysis
9.0 Accident/Incident/illness Investigation, Recording and Reporting
10.0 Personal Protective Equipment (PPE)
11.0 Safety signages
12.0 *Dust control and management and regulation on activities such as building of
temporary structures and lifting and operation of electrical, mechanical,
communications system and other requirements
13.0 Welfare Facilities
14.0 Emergency and disaster preparedness and response plan to include the
organization and creation of disaster control groups, business continuity plan, and
updating the hazard, risk and vulnerability assessment (as required)
15.0 Solid waste management system
16.0 Compliance with Reportorial Government Requirement (refer to Item 9.0)
17.0 Control and Management of Hazards (refer to Item 2-HIRAC)
18.0 *Prohibited Acts and Penalties for Violations
19.0 *Cost of Implementing Company OSH program
*(Applicable for medium to high risk establishments with 10 to 50 workers and low to high
risk establishments with 51 workers and above)
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1.0 Company Commitment to Comply with OSH Policy
_______GJ Save Oil, Inc._______ __ ____ _ __ ______ do hereby commit
(Name of the Company)
to comply with the requirements of RA 11058 and DOLE Department Order 198-18 (its
Implementing Rules and Regulations) and the applicable provisions of the Occupational
Safety and Health Standards (OSHS).
We acknowledge the company’s obligation and responsibilities to provide appropriate funds
for implementing this OSH program including orientation and training of its employees on
OSH, provision and dissemination of IEC materials on safety and health, provision of
Personal Protective Equipment (PPE) when necessary and other OSH related requirements
and activities, to ensure the protection for our workers and employees against injuries,
illnesses and death through safe and healthy working conditions and environment.
We commit to conduct risk assessment as required to prevent workplace accidents as well
as comply with other provisions of this OSH program. That we are also fully aware of the
penalties and sanctions for OSH violations as provided for in RA 11058 and its Implementing
Rules and Regulations.
[Signature]
Jennyfer C. Masangcay
[President] / [Chief Executive Officer] / [Owner]
May 10, 2024
[Date]
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2.0 General Safety and Health Programs
2.1 Conduct of Risk Assessment
Risk Assessment Matrix
Priority: likelihood
of injury and
Control
Task Hazard Identified Risk Description illness to occur
Measures
(low, medium,
high)
Ergonomic. Back Pain and Eye Strain
Admin /
Prolonged Sitting
Office Medium Work Scheduling
and use of
Work
computer
Ergonomic, Back Pain and Eye Strain
Prolonged Sitting
Cashiering Medium Work Scheduling
and use of
computer
Ergonomic. Back Pain, Foot Pain,
Work Scheduling,
Prolonged Medium
Job Rotation
Standing
Fire May cause fire if exposed Continuous
to cigarette butts or Employee
Refueling
sparks Information and
Cars
Training, Safety
High
Signages should
be present at
every side of the
station
Poor Slipping on greasy wet, Employee
Housekeeping, or dirty floors training and
Station Presence of Spills recognition for
Medium
upkeep and leaks following 5s of
good
housekeeping
Chemical. Fuel Inhalation of Fuel Use of Gas
vapors/ fumes are Vapors/Fumes. Respirators of
present when people involved
unloading fuel in Unloading Fuel
High
products [Link]
ing employee
information and
training.
Unloading
Fire. Fuel vapors/ It may cause a fire or A fire safety
of Fuel
fumes are present explosion during product program on
Products
when unloading unloading due to sparks proper unloading
in UGT
fuel products or use of unauthorized of products,
devices like gadgets proper use of
during unloading of fuel High PPE’s by
products authorized
personnel, Fire
Extinguishers
should always be
present.
Delivering Drivers work May be unable to call High Need for helper
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product to alone for help if needed
customers Drivers have to Fatigue, short rest time
Policy on work
occasionally between shifts Medium
break
work long hours
2.2 Medical Surveillance
The company will require all employees to undergo a baseline or initial medical
health examination prior to assigning to a potentially hazardous activity. The
examination will include but not limited to the following:
a. Routine : (x) CBC (x) Chest X-ray (x) Urinalysis ( ) stool exam
b. Special: ( ) Blood Chemistry ( ) ECG ( ) Others, please specify
__________________________________________________
c. Schedule of Annual medical examination: ( ) Q1 ( ) Q2 ( ) Q3 ( ) Q4
d. Is random drug testing conducted? Yes_____ when_______) No. __x____
2.3 First-Aid, Health Care Medicines and Equipment Facilities
● How many treatment rooms/first aid rooms are existing in your company?
___1___
● How many Clinics in the workplace? ____None__________________________
● What hospital (s) are you affiliated with?
_____None___________________________
3.0 Promotion of Drug Free workplace, Mental Health Services in the
Workplace, Healthy lifestyle
The establishment has less than 10 employees and is not covered by the mandatory
formulation of the program but we support DO 53-03 strictly maintaining a DRUG
FREE Workplace.
4.0 Prevention and Control of HIV-AIDS, Tuberculosis, Hepatitis B
Please refer to Annex B, C, and D
3.0 And 4.0 - Health Programs for the promotion, prevention and control
**Prolonged Sitting and Standing
Kindly accomplish the policy template in Annex A.
5.0 Composition and Duties of Safety and Health Committee
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The SHC of the company is responsible to plan, develop and implement OSH policies and
programs, monitor and evaluate OSH programs and investigate all aspects of the work
pertaining to the safety and health of all the workers. SHC shall be composed of the
following in compliance with the law:
(a) For establishments with less than ten workers and low risk establishments with ten (10)
to fifty (50) workers. – A SO1 shall establish an OSH committee composed of the
following:
Chairperson : Jennyfer C. Masangcay
Name of Company Owner or Manager
Secretary :
Name of Safety Officer of the Workplace
Member :
Name of at least one (1) worker,
preferably a union member, if organized
(b) For medium to high risk establishments with ten (10) to fifty (50) workers and low to high
risk establishments with fifty-one (51) workers and above. – The OSH committee of the
covered workplace shall be composed of the following:
Ex-officio :
Chairperson Name of Employer or his/her representative
Secretary :
Name of Safety Officer of the workplace
Ex-officio :
Members Name of Certified First-Aider/s
Name of OH nurse
Name of OH dentist, and OH physician, as applicable
Members:
Name/s of Safety Officer/s representing the contractor or
subcontractor, as the case may be,
Name/s of workers’ representative/s who shall come from the
union, if the workers are organized,
or elected workers through a simple vote of majority, if they are
unorganized.
(All members of the HSC shall perform their duties and responsibilities by the OSH law and
its implementing guidelines.)
Safety and Health Committee Minutes/Reports submitted to DOLE (please attach latest OSH
committee minutes/report)
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Yes ____ No ___x__
6.0 OSH Personnel and Facilities
6.1 Safety Officer
Safety Officer(s): (attach certificate of training/s prescribed by DOLE)(please use
additional sheets as necessary)
Name of Safety Officer(s): Training(s) (kindly include number of hours)
Safety Officer 2 (40 hours)
6.2 Emergency Occupational Health Personnel and Facilities
List of competent emergency health personnel within the worksite duly
complemented by adequate medical supplies, equipment and facilities based on the
total number of workers. (Use an additional sheet if necessary and attach all required
training certificates in this section.)
Emergency Health Personnel and Facilities
Health Personnel & Facilities
Total number of
Shift/Area/unit/ Health Personnel Facilities
workers/area
Department (First-aider, Nurse, (Treatment Room/
Physician, Dentist) Clinic/ Hospital)
Operations 5 First-Aider Treatment Room
7.0 Safety and Health Promotion, training and education provided to
workers
7.1 Orientation of all workers on OSH
7.2 Conduct of Risk Assessment, evaluation and Control
7.3 *Continuing training on OSH for OSH Personnel
7.4 *Work permit System
*(Applicable for medium to high risk establishments with 10 to 50 workers and low to
high risk establishments with 51 workers and above)
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(Please attach additional sheets as necessary)
Name of OSH Training/Orientation No. of Employees in Attendance Date
May 13,
BOSH Orientation 5
2024
Conduct of Risk Assessment (may include WEM) Date
WEM on Gases and Chemicals
8.0 Conduct of Tool Box Meetings/ Safety Meetings if applicable
Conduct of Safety Meetings/Tool Box Meetings Date
Toolbox Meetings (Once a week)
OSH Meeting (Quarterly)
9.0 Accident/Incident/Injury investigation recording and reporting
Any dangerous occurrence, major accident resulting in death or permanent total disability,
shall be reported by the company to the DOLE Regional Office within twenty four (24) hours
from occurrence using the prescribed form (Work Accident / Incident Notification).
After the conduct of investigation, the company shall prepare and submit a work accident
report using the prescribed form (WAIR). Moreover, other work accidents resulting in
disabling injuries such as Permanent Partial Disability and Temporary Total Disability shall
be reported to the DOLE Regional Office within 30 days after the date of occurrence of
accident using the DOLE prescribed form (WAIR).
All near misses shall be recorded and reported. A system for notification and reporting of
work accidents including near misses within the company shall be developed and reviewed
by the OSH Committee as necessary.
(Kindly submit reports on the following: Work Accident /Injury Report (WAIR), Annual
Exposure Data Report (AEDR), Annual Medical Report (AMR)
Report Submitted Date
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WAIR
AEDR
AMR
10.0 Provision and use of Personal Protective Equipment (PPE)
Issuance of PPE shall be supplemented by training on the application, use, handling,
cleaning and maintenance.
PPE Provided Number of Workers Given
Gas Respirators 5
Protective Gloves 1
Safety Vest 1
Work Boots 1
Protective Suits 1
11.0 Safety Signage
The safety signages include warning to workers and employees and the public
about the hazards within the workplace.
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Type of Safety Signage : (Kindly attach picture.)
12.0 *Dust control and management and regulation on activities such as
building of temporary structures and lifting and operation of electrical,
mechanical, communications system and other requirements
*NOT APPLICABLE
13.0 Workers Facilities Provided:
PROVIDED? REMARKS
FACILITIES
YES NO
a. Adequate supply of drinking water X
b. Adequate sanitary and washing facilities X
c. Suitable living accommodation (if X
applicable)
d. Separate sanitary, washing and sleeping X
facilities (if applicable)
e. Lactation station (in consonance with X Our customers are
DOLE D.O. 143-15) in their own
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vehicles. We do
not allow
employees to bring
infants in the
workplace as they
may be exposed to
dangerous
chemicals from
fuel fumes and
vapors.
f. Ramps, railings, and the like X
g. Other workers’ welfare facilities as
prescribed by OSHS and other related
issuances
14.0 Emergency and Disaster Preparedness
14.1 Written Emergency and Disaster Program Yes____ No__X___
14.2 Types and number of Drills conducted
Type of Drills (e.g. Fire, Earthquake) Date Responsible person/position
John Lord Bangayan | Safety
FIRE DRILL
Officer
John Lord Bangayan | Safety
EARTHQUAKE DRILL
Officer
15.0 Solid Waste Management System
15.1 Written Pollution Control Program: Yes:____ No: __X___
15.2 Name of Pollution Control Officer: GERLYN VILLON
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16.0 Compliance with Reportorial Government Requirements (refer to item
9.0)
Rule 1020
17.0 Control and management of hazards.
Refer to accomplished HIRAC
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18.0 *Prohibited Acts and Penalties/Sanctions for violations on OSH
*(Applicable for medium to high risk establishments with 10 to 50 workers and low to high
risk establishments with 51 workers and above)
Safety Violation 1st offense 2nd offense 3rd offense
1. Not using issued PPE Warning 3 Day suspension 5 day suspension
2. Littering and loitering Warning 3 Day suspension 5 day suspension
3. Smoking at prohibited area Warning 3 Day suspension 5 day suspension
4. Illegal dismantling of safety
Warning 3 Day suspension 5 day suspension
signage and paraphernalia
5. Not following safety rules 3 Day suspension 5 Day suspension Dismissal
19.0 *Cost of implementing company OSH program
*(Applicable for medium to high risk establishments with 10 to 50 workers and low to high
risk establishments with 51 workers and above)
Php 22,750.00; Annual estimated amount for OSH program implementation to include but
not limited to the following: orientation/training of workers, safety officer, OH personnel,
purchase and maintenance of PPE, first aid medicine and other medical supplies, safety
signages and devices, fire safety equipment/tools, safety of equipment ( i.e machine
guards,) etc.
OSH Item Estimated Cost/Year
PPEs P10,000.00
OSH Trainings P3,000.00
Safety Signages P5,000.00
Machine Guards and related
n/a
equipment
Medical examinations P3,250.00
Medical supplies/medicines P1,500.00
ANNEX A:
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WORKPLACE POLICY AND PROGRAM ON PROMOTING WORKERS HEALTH AND
ENSURING PREVENTION AND CONTROL OF HEALTH-RELATED ISSUES AND
ILLNESS
___________GJ SAVE OIL, INC.____________ company is committed to promote
and ensure a healthy and safe working environment through its various health programs for
its employees. We shall conform to all issuances and laws that guarantee workers health
and safety at all times.
The company shall ensure that worker’s health is maintained through the following
company programs and activities:
a) Orientation and education of employees
b) Access to reliable information on illness and hazards at work
c) Referral to medical experts for diagnosis and management of illness or health-
related concerns
d) Provide health-related programs such proper nutrition and exercise activities are
made available to the workers
The above-mentioned programs shall comply with the Government’s issuances on
promoting healthy lifestyle, addressing mental health in the workplace and preventing and
controlling substance abuse.
In addition, company policies to protect workers’ rights arising from illness shall be
guaranteed. The company shall promote the following workers’ rights:
a) Confidentiality of information
b) Non-discrimination including non-termination
c) Work accommodation following a course of illness
d) Assistance to compensation
This policy is formulated for everybody’s information. The company is committed to
ensuring workers’ health and providing a healthy and safe workplace.
JENNYFER C. MASANGCAY ________________________
President Employees’ Representative
DATE:
ANNEX B:
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HIV/AIDS WORKPLACE POLICY AND PROGRAM
In conformity with Republic Act No. 8504 otherwise known as the Philippine AIDS
Prevention and Control Act of 1998 which recognizes workplace-based programs as a
potent tool in addressing HIV/AIDS as an international pandemic problem, this company
policy is hereby issued for the information and guidance of the employees in the
diagnosis, treatment, and prevention of HIV/AIDS in the workplace.
This policy is also aimed at addressing the stigma attached to HIV/AIDS and ensures
that the workers’ right against discrimination and confidentiality is maintained.
I. IMPLEMENTING STRUCTURE
The GJ SAVE OIL, INC. HIV/AIDS Program shall be managed by its health and safety
committee consisting of representatives from the different divisions and departments.
II. BASIC INFORMATION ON HIV/AIDS
What is HIV/AIDS?
It is a disease caused by a virus called HIV (Human Immunodeficiency Virus). This virus
slowly weakens a person’s ability to fight off other diseases by attaching itself to and
destroying important cells that control and support the human immune system.
How HIV/AIDS is transmitted?
• Unprotected sex with an HIV infected person;
• From an infected mother to her child ( during pregnancy, at birth through breast
feeding);
• Intravenous drug use with contaminated needles;
• Transfusion with infected blood and blood products; and
• Unsafe, unprotected contact with infected blood and bleeding wounds of an infected
person.
Is there a cure?
No. However, there are antiretroviral drug combinations that are available when properly
used, resulting in prolonged survival of people with HIV. Holistic care of people living with
HIV-AIDS and comprehensive treatment of opportunistic infections also dramatically
improve quality of life.
III. COVERAGE
This Program shall apply to all employees regardless of their employment status.
[Link]
A. Preventive Strategies
1. Conduct of HIV-AIDS Education.-
a. Who will conduct?
The Management GJ SAVE OIL, INC. in coordination with the Health and
Safety Committee shall conduct HIV-AIDS education to all employees for
free. This shall also form part of the orientation of newly hired employees. The
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standardized information package developed by the Department of Labor and
Employment (DOLE) may be used for this purpose.
b. How will it be conducted?
The HIV-AIDS education will be conducted through distribution and posting of
IEC materials, lectures, counseling and training and information on adherence
to standard or universal precautions in the workplace
2. Screening, Diagnosis, Treatment and Referral to Health Care Services
a. Screening for HIV as a prerequisite to employment is not mandatory.
b. The company shall encourage positive health seeking behavior through
Voluntary Counseling and Testing.
c. The company shall establish a referral system and provide access to
diagnostic and treatment services for its workers. Referral to Social Hygiene
Clinics of LGU for HIV screening shall be facilitated by the company’s medical
clinic staff.
d. The company shall likewise facilitate access to livelihood assistance for the
affected employee and his/her families, being offered by other government
agencies.
B. SOCIAL POLICY
1. Non-discriminatory Policy and Practices
a. Discrimination in any form from pre-employment to post- employment,
including hiring, promotion or assignment, termination of employment based
on the actual, perceived or suspected HIV status of an individual is prohibited.
b. Workplace management of sick employees shall not differ from that of any
other illness.
c. Discriminatory acts done by an officer or an employee against their co-officer
or co-employee shall likewise be penalized.
2. Confidentiality/Non-Disclosure Policy
a. Access to personal data relating to a worker’s HIV status shall be bound by
the rules of confidentiality consistent with provisions of R.A. 8504 and the ILO
Code of Practice.
b. Job applicants and workers shall not be compelled to disclose their HIV/AIDS
status and other related medical information.
c. Co-employees shall not be obliged to reveal any personal information relating
to the HIV/AIDS status of fellow workers.
3. Work-Accommodation and Arrangement
a. The company shall take measures to reasonably accommodate employees
with AIDS related illnesses.
b. Agreements made between the company and employee’s representatives
shall reflect measures that will support workers with HIV/AIDS through flexible
leave arrangements, rescheduling of working time and arrangements for
return to work.
IV. ROLES AND RESPONSIBILITIES OF EMPLOYERS AND EMPLOYEES
A. Employer’s Responsibilities
1. The Company, together with employees/ labor organizations, company focal
personnel for human resources, safety and health personnel shall develop,
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implement, monitor and evaluate the workplace policy and program on
HIV/AIDS.
2. Provide information, education and training on HIV/AIDS for its workforce.
3. Ensure non-discriminatory practices in the workplace and that the policy and
program adheres to existing legislations and guidelines .
4. Ensure confidentiality of the health status of its employees and the access to
medical records is limited to authorized personnel.
5. The Company, through its Human Resources Department, shall see to it that
their company policy and program is adequately funded and made known to
all employees.
6. The Health and Safety Committee, together with employees/ labor
organizations shall jointly review the policy and program and continue to
improve these by networking with government and organizations promoting
HIV prevention.
B. Employees’ Responsibilities
1. The employee’s organization shall undertake an active role in educating and
training their members on HIV prevention and control. Promote and practice a
healthy lifestyle with emphasis on avoiding high risk behavior and other risk
factors that expose workers to increased risk of HIV infection.
2. Employees shall practice non-discriminatory acts against co- employees.
3. Employees and their organization shall not have access to personnel data
relating to a worker’s HIV status.
4. Employees shall comply with universal precaution and preventive measures.
V. IMPLEMENTATION AND MONITORING
The Safety and Health Committee or its counterpart shall periodically monitor and
evaluate the implementation of this Policy and Program.
VI. EFFECTIVITY
This Policy shall take place effective immediately and shall be made known to every
employee.
JENNYFER C. MASANGCAY _______________________
President Employees’ Representative
DATE:
ANNEX C:
WORKPLACE POLICY AND PROGRAM ON TUBERCULOSIS (TB) PREVENTION AND
CONTROL
GJ SAVE OIL, INC. recognizes that while 80% of Tuberculosis (TB) cases belong to the
economically productive individuals, it is also treatable, and its spread can be curtailed if
Page 17 of 23
proper control measures will be implemented. As such, this TB Policy and Program is hereby
issued for the information and guidance of the employees.
PURPOSE:
To address the stigma attached to TB and to ensure that the worker’s right against
discrimination, brought by the disease, is protected.
To facilitate free access to anti-TB medicines of affected employees through referrals.
I. IMPLEMENTING STRUCTURE
GJ SAVE OIL, INC. TB Program shall be managed by its health and safety
committee consists of representatives from the different divisions and departments.
II. COVERAGE
This Program shall apply to all employees regardless of their employment status.
III. GUIDELINES
A. Preventive Strategies
1. Conduct of Tuberculosis (TB) Advocacy, Training and Education
a. TB education shall be conducted by GJ SAVE OIL, INC. Management in close
coordination with the health and safety committee, through distribution and posting of
IEC materials and counseling and/ or lectures.
b. Engineering measures such as improvement of ventilation, provision for adequate
sanitary facilities and observance of standard for space requirement (avoidance of
overcrowding) shall be implemented.
2. Screening, Diagnosis, Treatment and Referral to Health Care Services
a. The company shall establish a referral system and provide access to diagnostic and
treatment services for its employees. The company shall make arrangements with
the nearest Direct Observed Treatment (DOT) facility.
b. The company’s adherence to the DOTS guidelines on the diagnosis and treatment is
highly encouraged.
B. MEDICAL MANAGEMENT
1. The company shall adopt the DOTS strategy in the management of workers with
tuberculosis. TB case finding, case holding and Reporting and Recording shall be in
accordance with the Comprehensive Unified Policy (CUP) and the National
Tuberculosis Control Program.
2. The company shall at the minimum refer employees and their family members with
TB to private or public DOTS centers.
C. SOCIAL POLICY
1. Non-discriminatory Policy and Practices
a. There shall be no discrimination of any form against employees from pre to
post employment, including hiring, promotion, or assignment, on account of
their TB status. (ILO C111)
b. Workplace management of sick employees shall not differ from that of any
other illness. Persons with TB related illnesses should be able to work for as
long as medically fit.
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2. Work-Accommodation and Arrangement
a. Agreements made between the company and employees’ representatives
shall reflect measures that will support workers with TB through flexible leave
arrangements, rescheduling of working time and arrangement for return to
work.
b. The employee may be allowed to return to work with reasonable working
arrangements as determined by the Company Health Care provider and/or
the DOTS provider.
D. COMPENSATION
The company shall provide access to Social Security System and Employees
Compensation benefits under PD 626 to an employee who acquired TB infection in the
performance of his/her duty.
V. ROLES AND RESPONSIBILITIES OF EMPLOYERS AND EMPLOYEES
A. Employer’s Responsibilities
1. The Employer, together with workers/ labor organizations, company focal
personnel for human resources, safety and health personnel shall develop,
implement, monitor, and evaluate the workplace policy and program on TB.
2. Provide information, education, and training on TB prevention for its
workforce.
3. Ensure non-discriminatory practices in the workplace.
4. Ensure confidentiality of the health status of its employees and the access to
medical records is limited to authorized personnel.
5. The Employer, through its Human Resources Department, shall see to it that
their company policy and program is adequately funded and made known to
all employees.
6. The Health and Safety Committee, together with employees/ labor
organizations shall jointly review the policy and program and continue to
improve these by networking with government and organizations promoting
TB prevention.
B. Employees’ Responsibilities
1. The employees’ organization is required to undertake an active role in
educating and training their members on TB prevention and control.
2. Employees shall practice non-discriminatory acts against co-workers.
3. Employees and their organization shall not have access to personnel data
relating to a worker’s TB status.
4. Employees shall comply with universal precautions and the preventive
measures.
V. IMPLEMENTATION AND MONITORING
The Safety and Health Committee or its counterpart shall periodically monitor and
evaluate the implementation of this Policy and Program.
VI. EFFECTIVITY
This Policy shall take place effective immediately and shall be made known to every
employee.
Page 19 of 23
JENNYFER C. MASANGCAY ________________________
President Employees’ Representative
DATE:
ANNEX D:
WORKPLACE POLICY AND PROGRAM ON HEPATITIS B
GJ SAVE OIL, INC. is committed to conform to the established standards of assurance of
customer satisfaction, protection of our environment and health and safety in the
workplaces.
The company promotes and ensures a healthy environment through its various health
programs to safeguard its employees. And as part of the company’s compliance to DOLE
Department Advisory No. 05, Series of 2010 (Guidelines for the Implementation of a
Workplace Policy and Program on Hepatitis B), this Program has been developed. This
program is aimed to address the stigma attached to hepatitis B and to ensure that the
employees’ right against discrimination and confidentiality is maintained.
This guideline is formulated for everybody’s information and reference for the diagnosis,
treatment, and prevention of Hepatitis B. This will inform the employees of their role as well
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as the company in dealing with Hepatitis B. A healthy environment encompasses a good
working relationship and great output for continuous business growth.
I. Implementing Structure
The GJ Save Oil, Inc.’s Hepatitis B workplace policy and program shall be managed by its
health and safety committee. Each division or department of the Company shall be duly
represented.
II. Guidelines
A. Education
1. Coverage. All employees regardless of employment status may avail of
hepatitis B education services for free.
2. Hepatitis B shall be conducted through distribution and posting of IEC
materials and counseling and/ or lectures; and
3. Hepatitis B education shall be spearheaded by the GJ Save Oil, Inc.
Management in close coordination with the health and safety committee.
B. Preventive Strategies
1. All employees are encouraged to be immunized against Hepatitis B after
securing clearance from their physician.
2. Workplace sanitation and proper waste management and disposal shall be
monitored by the health and safety committee on a regular basis.
3. Personal protective equipment shall be always made available for all
employees; and
4. Employees will be given training and information on adherence to standards
or universal precautions in the workplace.
III. Social Policy
A. Non discriminatory Policy and Practices
1. There shall be no discrimination of any form against employees based on
their Hepatitis B status consistent with the international agreements on non
discrimination ratified by the Philippines (ILO C111). Employees shall not be
discriminated against, from pre to post employment, including hiring,
promotion, or assignment because of their hepatitis B status.
2. Workplace management of sick employees shall not differ from that of any
other illness. Persons with Hepatitis B related illnesses may work for as long
as they are medically fit to work.
B. Confidentiality
Job applicants and employees shall not be compelled to disclose their Hepatitis B
status and other related medical information. Co-employees shall not be obliged to reveal
any personal information about their fellow employees. Access to personal data relating to
an employee's Hepatitis B status shall be bound by the rules on confidentiality and shall be
strictly limited to medical personnel or if legally required.
C. Work-Accommodation and Arrangement
1. The company shall take measures to reasonably accommodate employees
who are Hepatitis B positive or with Hepatitis B - related illnesses.
2. Through agreements made between management and employees’
representatives, measures to support employees with Hepatitis B are
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encouraged to work through flexible leave arrangements, rescheduling of
working time and arrangements for return to work.
D. Screening, Diagnosis, Treatment and Referral to Health Care Services
1. The company shall establish a referral system and provide access to
diagnostic and treatment services for its employees for appropriate medical
evaluation/ monitoring and management.
2. Adherence to the guidelines for healthcare providers on the evaluation of
Hepatitis B positive employees is highly encouraged.
3. Screening for Hepatitis B as a prerequisite to employment shall not be
mandatory.
E. Compensation
The company shall provide access to Social Security System and Employees
Compensation benefits under PD 626 to an employee contracted with Hepatitis B infection in
the performance of his duty.
IV. Roles and Responsibilities of Employers and Employees
A. Employer’s Responsibilities
1. Management, together with employees’ organizations, company focal
personnel for human resources, and safety and health personnel shall
develop, implement, monitor, and evaluate the workplace policy and program
on Hepatitis B.
2. The Health and Safety Committee shall ensure that their company policy and
program is adequately funded and made known to all employees.
3. The Human Resources Department shall ensure that their policy and program
adhere to existing legislations and guidelines, including provisions on leaves,
benefits, and insurance.
4. Management shall provide information, education, and training on Hepatitis
B for its workforce consistent with the standardized basic information package
developed by the Hepatitis B TWG; if not available within the establishment,
then provide access to information.
5. The company shall ensure non-discriminatory practices in the workplace.
6. The management together with the company focal personnel for human
resources and safety and health shall provide appropriate personal protective
equipment to prevent Hepatitis B exposure, especially for employees exposed
to potentially contaminated blood or body fluid.
7. The Health and Safety Committee, together with the employees’
organizations shall jointly review the policy and program for effectiveness and
continue to improve these by networking with government and organizations
promoting Hepatitis B prevention.
8. The company shall ensure confidentiality of the health status of its
employees, including those with Hepatitis B.
9. Human resources shall ensure that access to medical records is limited to
authorized personnel.
B. Employees Responsibilities
1. The employees’ organization is required to undertake an active role in
educating and training their members on Hepatitis B prevention and control.
The IEC program must also aim at promoting and practicing a healthy lifestyle
with emphasis on avoiding high risk behavior and other risk factors that
expose employees to increased risk of Hepatitis B infection, consistent with
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the standardized basic information package developed by the Hepatitis B
TWG.
2. Employees shall practice non-discriminatory acts against co-employees on
the grounds of Hepatitis B status.
3. Employees and their organizations shall not have access to personnel data
relating to an employee’s Hepatitis B status. The rules of confidentiality shall
apply in carrying out union and organization functions.
4. Employees shall comply with the universal precautions and the preventive
measures.
5. Employees with Hepatitis B may inform the health care provider or the
company physician on their Hepatitis B status, that is, if their work activities
may increase the risk of Hepatitis B infection and transmission or put the
Hepatitis B positive at risk for aggravation.
V. IMPLEMENTATION AND MONITORING
Within the establishment, the implementation of the policy and program shall be
monitored and evaluated periodically. The safety and health committee or its counterpart
shall be tasked for this purpose.
VI. EFFECTIVITY
This Policy shall take effect immediately and shall be made known to all employees.
JENNYFER C. MASANGCAY _______________________
President Employees’ Representative
DATE:
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