“TRITECH MACROSYSTEMS INC.

DRUG-FREE WORKPLACE POLICY AND PROGRAM”

In compliance with Article V of Republic Act No. 9165, otherwise known as the Comprehensive
Dangerous Drugs Act of 2002, and its Implementing Rules and Regulations and DOLE Department
Order No. 53-03, series of 2003 (Guidelines for the Implementation of a Drug-Free Workplace
Policies and Programs for the Private Sector), Tritech Macrosystems Inc. hereby adopts the
following policies and programs to achieve a drug-free workplace:

I. COMPANY POLICY ON DRUG-FREE WORKPLACE

Tritech Macrosystems Inc. explicitly prohibits:

 The use, possession, solicitation for, or sale of dangerous drugs on company premises or
while performing an assignment.

 Being impaired or under the influence of dangerous drugs away from the company, if such
impairment or influence adversely affects the employee's work performance, the safety of
the employee or of others, or puts at risk the company's reputation.

 Possession, use, solicitation for, or sale of dangerous drugs away from the company
premises, if such activity or involvement adversely affects the employee's work
performance, the safety of the employee or of others, or puts at risk the company's
reputation.

 The presence of any detectable amount of dangerous drugs in the employee's system while
at work, while on the premises of the company, or while on company business. "Dangerous
Drugs" include those listed in the Schedules annexed to the 1961 Single Convention on
Narcotic Drugs, as amended by the 1972 Protocol, and in the Schedules annexed to the
1971 Single Convention on Psychotropic Substances as enumerated in the attached annex
of R.A. 9165.

II. COMPANY PROGRAM ON DRUG-FREE WORKPLACE

A. MANDATORY DRUG TEST

1. To ensure that only those qualified shall be screened and recruited to prevent the
detrimental effects (e.g. lower productivity; poor decision making; increased accidents;
more compensation claims; and reduced team effort) which drug use and abuse may
cause in the workplace, the conduct of mandatory drug test shall be required for pre
employment.

2. Tritech Macrosystems Inc. designates Alpha Diagnostic Center, a duly accredited drug
testing center by the Department of Health (DOH), as its authorized drug testing laboratory.

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 3. Tritech Macrosystems Inc. may also conduct drug testing under any of the following
circumstances:

i. RANDOM TESTING: Officer/employees may be selected at random for drug

testing at any interval determined by the Company.

ii. FOR-CAUSE TESTING: The company may ask an officer/employee to submit to a

drug test at any time it feels that the employee may be under the influence of
drugs, including, but not limited to, the following circumstances: evidence of
drugs on or about the employee's person or in the employee's vicinity, unusual
conduct on the employee's part that suggests impairment or influence of drugs,
negative performance patterns, or excessive and unexplained absenteeism or
tardiness.

iii. POST-ACCIDENT TESTING: Any officer/employee involved in a “Near-Miss”

incident or “Work Accident” under circumstances that suggest possible use or
influence of drugs may be asked to submit to a drug test. As defined herein,
“Near-Miss” means an incident arising from or in the course of work which
could have led to injuries or fatalities of the workers and/or considerable
damage to the employer had it not been curtailed. “Work Accident” refers to
unplanned or unexpected occurrence that may or may not result in personal
injury, property damage, work stoppage or interference or any combination
thereof of which arises out of and in the course of employment.

4. All drug tests shall employ, among others, two (2) testing methods, the screening test
which will determine the positive result as well as the type of the drug used and the
confirmatory test which will confirm a positive screening test. Where the confirmatory test
turns positive, the company’s Assessment Team shall evaluate the results and determine
the level of care and administrative interventions that can be extended to the concerned
employee.

5. Tritech Macrosystems Inc. shall inform the officer/employee who was subjected to a drug
test of the test-results whether positive or negative.

6. All costs of drug testing shall be borne by Tritech Macrosystems Inc.

B. TREATMENT, REHABILITATION, AND REFERRAL

1. An officer/employee who, for the first time, is found positive of drug use, shall be referred
for treatment and/or rehabilitation in a DOH accredited center. For this purpose, Tritech
Macrosystems Inc. shall provide a list of at least three (3) accredited facilities which an
employee who was tested positive for drugs may choose from.

2. Following rehabilitation, the company’s Assessment Team, in consultation with the head of
the rehabilitation center, shall evaluate the status of the drug dependent employee and
recommend to the employer the resumption of the employee’s job if he/she poses no

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 serious danger to his/her co-employees and/or the workplace.

3. All costs for the treatment and rehabilitation of the drug dependent employee shall be
charged to his account. The period during which the employee is under treatment or
rehabilitation shall be considered as authorized leaves.

4. Repeated drug use even after ample opportunity for treatment and rehabilitation shall be
dealt with the corresponding penalties under R.A. 9165 and is a ground for dismissal.

C. ADVOCACY, EDUCATION AND TRAINING

1. Tritech Macrosystems Inc. undertakes to increase the awareness and education of its
officers and employees on the adverse effects of dangerous drugs through continuous
advocacy, education and training programs/activities to all its officers and employees.

2. All officers and employees are required to undergo an orientation/education program

before assumption of their respective duties. The program shall include the following topics:
i. Salient features of R.A. 9165;
ii. Adverse effects of abuse and/or misuse of dangerous drugs on the person,
workplace, family and the community;
iii. Preventive measures against drug abuse; and
iv. Steps to take when intervention is needed, as well as available services for
treatment and rehabilitation.

3. To encourage all officers and employees to lead a healthy lifestyle while at work and at
home, Tritech Macrosystems Inc. undertakes to conduct the following activities as often as
possible:

i. Lifestyle assessment programs on health nutrition, weight management, stress

management, alcohol abuse, smoking cessation, and other indicators of risk
diseases;
ii. Health wellness screenings (e.g. blood pressure and heart rate, cholesterol test,
blood glucose, etc.);
iii. Sports, recreational and fun-game activities; and
iv. Other activities promoting health and wellness.

D. ROLES, RIGHTS AND RESPONSIBILITIES OF EMPLOYER AND EMPLOYEES

1. Tritech Macrosystems Inc. shall ensure that the workplace policies and programs on the
prevention and control of dangerous drugs, including drug testing, shall be disseminated to

all officers and employees. The employer shall obtain a written acknowledgement from the
employees that the policy has been read and understood by them.

2. Tritech Macrosystems Inc. shall maintain the confidentiality of all information relating to
drug tests or to the identification of drug users in the workplace; exceptions may be made
only where required by law, in case of overriding public health and safety concerns; or

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 where such exceptions have been authorized in writing by the person concerned.

3. All officers and employees shall enjoy the right to due process, absence of which will render
the referral procedure ineffective.

E. CONSEQUENCES OF POLICY VIOLATIONS

1. Any officer or employee who uses, possesses, distributes, sells or attempts to sell, tolerates,
or transfers dangerous drugs or otherwise commits other unlawful acts as defined under
Article II of RA 9165 and its Implementing Rules and Regulations shall be subject to the
pertinent provisions of the said Act.

2. Any officer or employee found positive for use of dangerous drugs shall be dealt with
administratively in accordance with the provisions of Article 282 of Book VI of the Labor
Code and under RA 9165.

F. MONITORING AND EVALUATION

1. The implementation of these policies and programs shall be monitored and evaluated
periodically by management to ensure a drug-free workplace. For this purpose, an
Assessment Team shall be constituted in accordance with D.O. 53-03.

2. G. EFFECTIVITY.

1. The provisions of these policies and programs shall be immediately effective after its
ratification by the management and the employee’s representatives and its posting in the
company’s bulletin board.

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