Policies
HSSE policy and legal compliance standards.
Ocean Energy Middle East Ltd. ("OEME") maintains a policy framework that places health, safety, security, and environmental responsibility alongside disciplined engineering quality and lawful business conduct.
HSSE Policy Statement
HSSE starts at concept and design phase and continues through operation and maintenance.
The main aim of Ocean Energy Middle East Ltd. is to continually improve the quality of our services and products while protecting people and the environment. Emphasis must be placed on ensuring human health, operational safety, environmental protection, quality enhancement, and community goodwill.
HSSE starts from the concept and design phase of the project and continues to the operation and maintenance phase of the facility.
This commitment is in the best interests of our customers, our employees, and the communities in which we work.
Ocean Energy Middle East Ltd. requires active commitment to, and accountability for, HSSE from all employees and contractors. Our management plays an important role in communicating, implementing, and ensuring compliance with HSSE policies and standards.
We Are Committed To
- Protect the health and safety of our people at all times.
- Apply our expertise to all HSSE aspects in the design and engineering of our services and products.
- Minimise project impact on the environment through pollution prevention and emissions control.
- Meet specified customer requirements and ensure continuous customer satisfaction by delivering the highest quality.
- Set HSSE performance objectives, measure results, and continually improve process and service quality.
- Plan to avoid, and be prepared to handle, emergencies, crises, and business disruption.
- Eliminate quality non-conformances and HSSE accidents.
This policy shall be regularly reviewed to ensure it continues to meet the particular needs of our clients across the globe. These commitments are in addition to our basic obligation to comply with international and local standards, as well as all applicable laws and regulations relevant to each project location.
Legal Compliance & Standards
OEME is committed to lawful employment practice and professional conduct.
Ocean Energy Middle East Ltd. is committed to creating and complying with lawful human-resources policies and practices in all aspects of employment, including recruitment, evaluation, promotion, training, discipline, development, compensation, and termination.
Ocean Energy Middle East Ltd. will comply with the applicable laws and regulations of the countries where we operate, including any commitments Ocean Energy Middle East Ltd. makes in relation to government policy and applicable regulatory requirements.
Within the limits of the law, Ocean Energy Middle East Ltd. will ensure that employment-related decisions are based on relevant qualifications, merit, performance, and other job-related factors.
Our Policy Is To
- Comply with all applicable laws, regulations, standards, and customer requirements.
- Apply company standards where laws do not exist or where additional internal discipline is required.
Your Responsibility
- Demonstrate respect and fairness in your interactions with employees and external parties, consistent with OEME core values and general business principles.
- Ensure employment-related decisions, including recruitment, evaluation, promotion, training, discipline, development, compensation, and termination, are determined by merit, business need, or legal considerations alone.
- Understand related local legislation and employee cultures that may affect workplace decisions.
- Do not tolerate unlawful discrimination of any kind.
- Seek HR guidance where there is uncertainty about labour-law or workplace conduct obligations.
- Report equal-opportunity concerns through the appropriate confidential channels.
Harassment & Respect
- OEME will not tolerate harassment in the workplace, including behaviour that is unwelcome, humiliating, intimidating, or hostile.
- Employees must remain aware of cultural diversity within OEME and respect the beliefs and behaviours of each individual, avoiding conduct that may reasonably be viewed as harassment.
- If an employee feels harassed, the issue may be raised informally or formally, and advice may be sought from a line manager or the relevant HR representative.
Standards of Behaviour
- Employees are prohibited from being at work or on OEME business while impaired by the incorrect or abusive use of prescription drugs, alcohol, or illegal drugs.
- The possession, distribution, sale, or use of illegal drugs or alcohol, and the misuse of legal drugs or other substances on OEME business premises, is prohibited.
- Where an employee voluntarily discloses dependency on drugs or alcohol, the matter will be treated as a health issue, provided the employee actively seeks help and follows the rehabilitation programme.
- Failure to comply with a rehabilitation programme may be regarded as serious misconduct.
- A search may be conducted where there is good reason to believe that drugs or alcohol have been brought into the workplace or are in an individual's possession on OEME business premises.
- In situations giving cause for concern, including after accidents or near misses, OEME may require a medical examination, including alcohol testing. Drug and alcohol testing may also be conducted on a random basis where permitted.
Our Responsibility
- Treat all employees, contract staff, suppliers, customers, and visitors with respect and avoid situations that may be perceived as inappropriate.
- Do not make inappropriate jokes or comments, or distribute or display offensive material.
- Do not spread malicious rumours or use voicemail, email, or other electronic media to transmit derogatory, harassing, or abusive information.
- Be sensitive to cultural differences and adapt behaviour accordingly when travelling or working with people from different cultures.
- Speak up and tell a person if their actions or behaviour are upsetting, explain why, and ask them to stop.
- Speak to your line manager or HR representative if the behaviour continues.
- Use an informal approach to resolve the issue where appropriate before raising a formal grievance.
- Use a formal grievance procedure where the matter is serious or the informal approach is unsuccessful.
Staff Responsibility
- Comply with the standards of behaviour described above.
- Advise your line manager, HR representative, or both of any drug or alcohol dependency condition and any current medical treatment being received for dependency.
- Advise the relevant manager or occupational health contact if you are in a safety-sensitive role or location and are taking prescribed medication.
- Comply with any agreed rehabilitation programme.
- Do not ignore a case of substance abuse if you witness one.