A philosophy that is a part of our corporate DNA ‘Cause No Harm’ is the core philosophy that Swiber embraces unconditionally. We see it as the linchpin for all aspects of our organisation, encompassing our business conduct, ethics, daily operations and our overall corporate strategy.
The essence behind our philosophy is simple: Everything that we do will have, as our first consideration, the idea that it must Cause No Harm.
- Cause No Harm to OURSELVES as individuals
- Cause No Harm to OTHERS
- Cause No Harm to OUR EQUIPMENT AND MATERIALS
- Cause No Harm to OTHERS’ ASSETS
- Cause No Harm to THE ENVIRONMENT
- Cause No Harm to THE PLANET as a whole
- Cause No Harm to FUTURE GENERATIONS
Together with our TRADEmark core values of Trust, Respect, Affirmation, Determination and Excellence, Cause No Harm forms the basis of our Code of Business Conduct and Health, Safety and Environment (HSE) policies, defining how we interact with our stakeholders – who include employees, customers, shareholders, vendors, government agencies, industry colleagues, the environment and the community as a whole – with the highest standards of ethics, integrity and responsibility.
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A. HSE Policies
Health, Safety and Environmental Policy
We at Swiber are committed to executing all of our projects to the highest standard of Health, Safety and Environmental performance, by the prevention of ill-health, injury and pollution, and complying with applicable legal and other requirements, while providing the best quality of service to our clients.
Through the principle of Cause No Harm, imbedded within our Health, Safety and Environmental Management System (HSE Management System), we are on a path of continuous improvement in all that we do. It is my personal responsibility and the responsibility of all who are employed by Swiber, including our sub-contractors, to cause no harm to:
- Ourselves as individuals
- Our co-workers
- Assets, whether our own or others, including equipment and materials
- The environment in which we work
- The planet as a whole
- Future generations
Through inculcating the culture of Cause No Harm throughout our organisation, we believe we have the basis for all decision making and actions taken to prevent harm to anyone or anything
This policy will be contained within documents, displayed on notice boards in the workplaces and communicated openly and at every opportunity, to employees, customers, clients, vendors, contractors and subcontractors.
We will make the time and resources available to Cause No Harm while conducting our work
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Drugs and Alcohol Policy
Swiber has recognised the risks involved when the effects of drugs and alcohol are present in the workplace and has adopted the "Zero-Tolerance" policy for unauthorised drugs or alcohol on company premises.
On the basis of our wish to Cause No Harm to anyone or anything, no person will be permitted to enter any company work location if they are under the influence of alcohol, illegal drugs or improperly utilised medical drug. The company reserves the right to perform drug and alcohol testing at any time.
Entry into any work location is conditional upon the company's right to search personnel and their belongings for contraband items. Searches may be conducted by authorised personnel in a private and in as discreet a manner as possible.
Possession or use of any of the above contraband items, failure to consent to a drug and alcohol test, failure to consent to inspection of person and personal belongings, is grounds for immediate termination.
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Smoking Policy
While it is recognised that everyone makes a personal choice whether to smoke or not, medical evidence clearly points out the fact that smoking and second hand smoke can cause irreparable damage to the body.
Therefore, in applying our principle of CAUSE NO HARM, smoking is not permitted in any public area, including:
- Any permanent andlor temporary offices, accommodations or hallways.
- Common areas such as galley, recreation room, etc;
- Storerooms or warehouses
- First Aid Clinics
- Mechanical or electrical spaces.
- Any other area designated by the senior person in charge.
Where smoking is permitted, it shall be clearly indicated as a designated smoking area.
It is the responsibility of employees utilising the designated smoking areas to ensure its general cleanliness and upkeep at all times and to ensure no cigarette butts remain lit, which may lead to a fire.
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Stop Work Policy
With our guiding principle in everything we do being Cause No Harm, all employees of Swiber and our sub-contactors are vested with the authority and responsibility to stop work if it becomes apparent that harm could occur to:
- Ourselves as individuals
- Our co-workers
- Assets, whether our own or others, including equipment and materials
- The environment in which we work
- The planet as a whole
- Future generations
Should any occasion arise where it is felt that to commence or continue with a work activity may result in harm to any or all of the above, then work must cease immediately and the task re-evaluated for a safer and harmless approach.
If there is any doubt about ceasing the activity, your immediate supervisor should be advised and consulted on the best way to continue
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Green Hat Policy
- This Green Hat Policy is in place “To identify and support those who are unfamiliar with the vessel”.
- Each new crewmember is given a reasonable time (min. 2 weeks) to become familiar with the vessel and operations of any equipment that he or she may be required to use.
- The new crewmember will wear a Green Hat during this period and be given training and orientation regarding the operational task he or she may be required to perform. The duration may be extended depending upon the individual’s experience, knowledge and familiarisation with work and emergency response procedures.
- The senior crew onboard the vessel and shore side staff shall monitor the ongoing program and assist wherever and whenever required.
- The company will ensure that sufficient green hats are provided for vessels and new starts.
- The master should send the crew list giving indication of Green Hat crewmember onboard whenever there is a crew change. It should be reflected in DPR.
- Induction training will start from day one. This will include: - Company rules and HSE policies (Ref: SMM – Section 1) - Vessels operation procedures (Ref: VOM) - Familiarisation of Vessel (Form: AD-06) - Emergency response procedures (Ref: SCP) - Hazard Identification (Ref: RRM) The records are to be maintained onboard and signed by the master and crewmember.
- All other crew and staff should cooperate, guide and assist the new crewmember wearing the green hat.
- After two weeks, the master will carry out an assessment. The form/ checklist to be signed by Master, and crew with Green Hat will wear a white hat thereafter.
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CHANGE FOR GOOD
Treating people the way they should be treated.
Harm as a phenomenon is caused when individuals do not fully understand themselves and/or others. This lack of understanding inevitably leads to sense of separateness and the justification to cause harm.
Change for Good is a tool that Swiber is using and developing to help enhance understanding between individuals, and to further imprint our Cause No Harm philosophy into Swiber’s organisational DNA.
Change for Good – treating people the way they should be treated – is a process whereby we determine four key personality characteristics, which require certain styles of communications in order to garner cooperation and understanding.
The benefits of Change for Good are that people will understand not only their own needs, but also other people’s needs. This will lead to better overall understanding and greater harmony. A heightened willingness will naturally follow, along with the reasoning behind why some people behave differently to others in certain circumstances.
Change for Good complements Cause No Harm by giving people a useful tool to be able to express themselves and garner support for Cause No Harm principles and HSE issues.
The steps involved in the implementation, which is an ongoing process, are:
1. Conducting a short questionnaire
2. Verifying the results of the questionnaire
3. Conducting the training on the four characteristics and various methods of communication
4. Rolling out the process and integrating
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