Guide lines for Progressive discipline for HSE

1-Introduction
We recognize that employees on the whole normally govern their activities while
at work in the same high standards of conduct that they use for their personal
affairs. But we recognize that safety violations do occur and when they do we
want to address such violations in a fair, impartial and consistent manner. By
using progressive discipline, it is our belief that most employee problems can be
corrected in the early stages, thus benefiting both the employee and the
company. Open and clear communications between the employee and the
management promotes understanding, and is the key to preclude the need for
any disciplinary action.
2. Purpose
The purpose of this Guideline is to state EPCLs position on administering
equitable and consistent discipline of violations related to health and safety on
the site. This Guideline ensures fair treatment of all employees and contractors in
making certain that disciplinary actions are prompt, uniform and impartial. The
primary purpose of this disciplinary plan is to correct the problem, prevent
recurrence and prepare the employee for satisfactory service in the future.
The primary purpose of discipline is to educate, not to punish. It is the policy of
EPCL to make use of disciplinary procedures when necessary to obtain
employee adherence to acceptable standards of conduct.
This Guideline would help management establish the severity of a safety
violation and help lead the case to the Human Resources Process of managing
violations.
3. Scope
Applicable to all employees ( Local and expatriate)
4. Process
This process serves as a guide. Each disciplinary case is a study in itself.
Unusual conditions and special circumstances must be taken into account before
any appropriate decision is made.

4.1. Verbal Correction Contact (VCC)

This type of discipline is used frequently in day-to-day business. It is normally
used by first-line supervision for correcting a violation of a minor rule or policy. It
may be used more than once for the same individual before more serious action
is required. Any level of supervision may make a VCC without approval from a
higher level. Some Examples of violations that would warrant a VCC would be:
1. Not using required personal protection equipment (first infraction).
2. Operating equipment with an expired license, where one is required
3. off the job without permission.
4. Filling out logs improperly.
4.2. Verbal Recorded Contact (VRC)
A VRC is used when repeated VCCs for minor infractions have failed to correct
the problem, or where the violation is more serious, although still not a major
infraction. This type of disciplinary contact may be given by any level of
supervision, but the next higher level of supervision must review the written
record before a copy is placed in the employees file. If applicable, supervision
should comply with contract/legal regulations.
Examples of infractions that might warrant a VRC are
1. Not using personal protective equipment after having been instructed to do
so.
2. Use of defective tools and equipment.
3. Raising and lowering portable tools using the power cord or hose.
4. Welding or cutting without providing protection for combustible materials.
5. Performing work on energized electrical circuits without proper approval.
6. Not following HSE procedures
4.3. Written Correction Contact (WCC)
The WCC is used for situations where previous VRCs or VCCs have failed to
secure improvement of performance, or where the infraction is very serious. The
contact should state what was wrong, why it was wrong, and what action the
employee must take to improve. A WCC should be managed as per the
applicable local laws/standing order. A copy of the WCC should be placed in the

employees file in the personnel section in accordance with contract/legal

regulations.
Examples of infractions that might warrant a WCC are:1. Ladders not provided in excavations.
2. Dereliction of duty that might result in a major loss or quality problem.
3. Failure to properly secure a ladder.
4. Failure to use a safety restraint system (Seat Belts) when driving a vehicle or
operating mobile equipment (eg Forklift), if they are installed with safety belts
5. Continued violation of minor safety rules.
4.4. Written Reprimand (WR)
A WR is a formal letter given to an employee for repetition of the cause for a
formal WCC or other repeated infractions or for an infraction of a serious rule or
policy. It may be given for a first offense if the offense is serious violation of rule
or policy. The WR should state what is wrong, why it is wrong, what positive
action, if any, management is taking, and what may happen if the employee
repeats the infraction. Action should be as per the local legal/standing order.
Examples of infractions that might warrant a WR are
1. Failure to report and injury or an incident
2. A deliberate safety rule violation that might cause a serious injury.
3. Working in an elevated position without the use of a safety harness.
4. Failure to observe traffic and parking rules on the site
5. Working in an environment that may become immediately dangerous to life
and health without sufficient planning/controls.
6. Failure to obtain required work permits (such as confined space, hot work)
7. A major loss of a product as a result of dereliction of duty or a serious error.
4.5. Temporary Removal from Job site
An employee is sent home when
1. He is incapable of working because he is out of control, such being drunk, and
is a hazard to himself or others. A discharge of the employee is possible but not
necessary. The shift in charge in the area at the time has the authority to send an

employee home for these reasons. This needs to be done in accordance with
local laws/standing order.
2. There is intent to discharge him. This is for major violations of rules or major
destruction of site or product or as a step in a serious of other disciplinary
contacts. This action normally follows a temporary removal from the job. This is
to be followed in accordance with the local laws/standing order.
4.6. Dismissal
Management should discharge an employee only when all other efforts to correct
his performance have been taken or where the infraction is so dangerous to the
site or its employees that management feels that it cannot chance the
continuation of this persons employment. Only the site head has the
authorization to discharge an employee.
Possible reasons for discharge would be:
Continued serious violation of safety rules or procedures or a single infraction
that could result in death or disfigurement of an employee