Fit for Duty Policy

Purpose
The purpose of this policy is to establish procedures by which the company will evaluate an employee’s fitness for duty when an employee is:

• Having observable difficulty or inability to perform essential work duties as determined by the
supervisor or based upon reliable information from credible sources; or

• Posing an imminent and serious safety threat to self or others based uponbehavior observed
by the supervisor or reliable information from crediblesources.

Employee Responsibilities

➢ Employees are responsible for managing their health in a manner that allows them to safely perform their job
responsibilities.

➢ Employees must come to work fit for duty and must perform their job responsibilities in a safe, secure, productive, and
effective manner during the entire time they are working.

➢ Employees are responsible for notifying their supervisors when they are not fit for duty.

Employer Responsibilities

➢ Supervisors/managers are responsible for observing the attendance, performance, and behavior of theemployees they
supervise.

➢ Supervisors/managers are responsible for following this policy’s procedures when presented with circumstances or
knowledge that indicate that an employee may be unfit for duty.

➢ Confidentiality of medical records: Any document containing medical information about an employee isconsidered a
medical record and is regarded as confidential. Human Resources Department and Occupational Health will maintain
medical records in a file separate from all other employee records.

Procedures

➢ The supervisor who receives reliable information from credible sources that an employee may be unfit for duty, or through
personal observation believes an employee to be unfit for duty, will validate and document the information or
observations as soon as is practicable and contact Human Resources Department. Behaviors that may trigger the need to
evaluate an employee’s fitness for duty may include, but are not limited to, problems with dexterity, coordination,
concentration, memory, alertness, vision, speech, inappropriate interactions with coworkers or supervisors, inappropriate
reactions to criticism, or suicidal or threatening statements, and which affect the ability of the employee to perform their
job duties, or pose a threat to the safety of themselves or others.

➢ The supervisor will present the information or observations to Human Resources Department at the earliest possible time
in order to validate them; and will allow the employee to explain his or her actions,or to correct any mistakes of fact
contained in the description of those actions. The Human Resources Department will then determine whether the
employee should leave the workplace immediately for safety reasons.
➢ In situations where there is a basis to think that a crime may have been committed and/or the employee is making threats
to harm himself or herself or others, or is acting in a manner that is immediately dangerous to himself or herself or others,
the supervisor shall immediately contact The Human Resources Department.
➢ If the employee discloses a medical condition or disability, Human Resources Department will engage in the “interactive
process” to make a determination whether a reasonable accommodation can be providedto allow the employee to
perform their job duties and the next step in the process.

➢ Based on the descriptions provided by the supervisor and the interactive process, Human Resource Department will
determine whether a fitness for duty evaluation is required by Occupational Health or aLicensed Health service provider
and, if so, the Human Resources Department will determine the type of leave available to the employee to be used
depending a complete assessment of the situation.

➢ Based on the information provided by the licensed health service provider, Human Resources Department will advise the
supervisor whether the employee should return to work and, if so, the conditions of return, including whether additional
follow-up meetings are necessary. Human Resources Department will determine the final decision on whether a provider’s
certification provided by a medical professional selected by the employee will be accepted. Human Resources will contact
Occupational Health to conduct its review or an assessment. Occupational Health will evaluate the employee’s ability to
perform essentialjob functions, which will be coordinated by Human Resources Department.

➢ The employee must comply with all aspects of the fitness for duty and evaluation procedures, including furnishing
necessary consent and release forms to the health service provider. Non-compliance may begrounds for disciplinary action
up to and including termination.

➢ During summer times, company to provide Glucose/Glaucon D drinks to the work-force at all the sites, to ensure correct
level of hydration and energy to maintain work efficiency.

➢ Company to detect the alcohol presence for workforce at all the sites before entering the premises, using Alcohol Breath
Analyze

Digitally signed by YOGESH GURUPRASAD

YOGESH GHOTI
DN: c=IN, o=Personal, postalCode=390024,
l=Vadodara, st=Gujarat, street=B-403 New
Sama, Vadodara, Vadodara Gujarat India-

GURUPRAS
390024- Near L And T Colony, title=5711,
2.5.4.20=45ed8f69d01e3343b2abd8f72d3028
94c4ac9721ee0af9d7f8a6fcb84097d9b0,
serialNumber=80cd9a33f95636318f004e157f

AD GHOTI
887a8c1f0ee4b6b93bd4b784c7561287ea460
a, [email protected],
cn=YOGESH GURUPRASAD GHOTI
Date: 2024.03.22 16:00:20 +05'30'