“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), Citystate Savings Bank Inc. hereby adopts the following policies and
programs to achieve a drug-free workplace:

I. COMPANY POLICY ON DRUG-FREE WORKPLACE

Citystate Savings Bank 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
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 cause in the workplace, the conduct of mandatory drug test shall be required for pre-
employment.

2. Citystate Savings Bank Inc. designates Chong Hua Hospital, a duly accredited drug
testing center by the Department of Health (DOH), as its authorized drug testing
laboratory.

3. Citystate Savings Bank 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.
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5. ABC Company shall inform the officer/employee who was subjected to a drug test of the
test-results whether positive or negative.

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 6. All costs of drug testing shall be borne by Citystate Savings Bank 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, Citystate
Savings Bank 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
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. Citystate Savings Bank 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.

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 3. To encourage all officers and employees to lead a healthy lifestyle while at work and at
home, Citystate Savings Bank 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. Citystate Savings Bank 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.
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2. Citystate Savings Bank 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
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.

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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.

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.

________________________ __________________________

Benjamin V. Ramos Sharon T. Enriquez

President HR Head

DATE: __________________

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 WORKPLACE POLICY AND PROGRAM ON HEPATITIS B

Citystate Savings Bank Inc. is committed to conform to the established

standards assurance of customer satisfaction, protection of our environment and
health and safety in the workplaces.

The company promotes and ensures a healthy environment through its

various health programs to safeguard its employees. And as part of the company’s
compliance to DOLE Department Advisory No. 05, Series of 2010 (Guidelines for the
Implementation of a Workplace Policy and Program on Hepatitis B), this Program has
been developed. This program is aimed to address the stigma attached to hepatitis B
and to ensure that the employees’ right against discrimination and confidentiality is
maintained.

This guideline is formulated for everybody’s information and reference for the
diagnosis, treatment, and prevention of Hepatitis B. This will inform the employees of
their role as well as the company in dealing with Hepatitis B. A healthy environment
encompasses a good working relationship and great output for continuous business
growth.

I. Implementing Structure

The Citystate Savings Bank Inc. Hepatitis B workplace policy and program shall be
managed by its health and safety committee. Each division or department of the
Company shall be duly represented.

II. Guidelines

A. Education

1. Coverage. All employees regardless of employment status may avail of

hepatitis B education services for free;
2. Hepatitis B shall be conducted through distribution and posting of materials
and counselling and/ or lectures; and
3. Hepatitis B education shall be spearheaded by the Citystate Savings Bank Inc.
Medical Clinic in close coordination with the health and safety committee.

B. Preventive Strategies

1. All employees are encouraged to be immunized against Hepatitis B after

securing clearance from their physician.
2. Workplace sanitation and proper waste management and disposal shall be
monitored by the health and safety committee on a regular basis.
3. Personal protective equipment shall be made available at all times for all
employees; and
4. Employees will be given training and information on adherence to
standards or universal precautions in the workplace.

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III. Social Policy

A. Non discriminatory Policy and Practices

1. There shall be no discrimination of any form against employees on the

basis of their Hepatitis B status consistent with the international
agreements on non discrimination ratified by the Philippines (ILO C111).
Employees shall not be discriminated against, from pre to post
employment, including hiring, promotion, or assignment because of their
hepatitis B status.
2. Workplace management of sick employees shall not differ from that of any
other illness. Persons with Hepatitis B related illnesses may work for as
long as they are medically fit to work.

B. Confidentiality

Job applicants and employees shall not be compelled to disclose their

Hepatitis B status and other related medical information. Co-employees shall not be
obliged to reveal any personal information about their fellow employees. Access to
personal data relating to employee’s Hepatitis B status shall be bound by the rules on
confidentiality and shall be strictly limited to medical personnel or if legally required.

C. Work-Accommodation and Arrangement

1. The company shall take measures to reasonably accommodate employees

who are Hepatitis B positive or with Hepatitis B - related illnesses.

2. Through agreements made between management and employees’

representative, measures to support employees with Hepatitis B are
encouraged to work through flexible leave arrangements, rescheduling of
working time and arrangement for return to work.

D. Screening, Diagnosis, Treatment and Referral to Health Care Services

1. The company shall establish a referral system and provide access to

diagnostic and treatment services for its employees for appropriate
medical evaluation/ monitoring and management.
2. Adherence to the guidelines for healthcare providers on the evaluation
of Hepatitis B positive employees is highly encouraged.
3. Screening for Hepatitis B as a prerequisite to employment shall not be
mandatory.

E. Compensation

The company shall provide access to Social Security System and Employees
Compensation benefits under PD 626 to an employee contracted with Hepatitis B
infection in the performance of his duty.

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IV. Roles and Responsibilities of Employers and Employees

A. Employer’s Responsibilities

1. Management, together with employees’ organizations, company focal

personnel for human resources, and safety and health personnel shall
develop, implement, monitor and evaluate the workplace policy and program
on Hepatitis B.

2. The Health and Safety Committee shall ensure that their company policy
and program is adequately funded and made known to all employees.

3. The Human Resources Department shall ensure that their policy and
program adheres to existing legislations and guidelines, including provisions
on leaves, benefits and insurance.

4. Management shall provide information, education and training on

Hepatitis B for its workforce consistent with the standardized basic
information package developed by the Hepatitis B; if not available within the
establishment, then provide access to information.

5. The company shall ensure non-discriminatory practices in the workplace.

6. The management together with the company focal personnel for human
resources and safety and health shall provide appropriate personal protective
equipment to prevent Hepatitis B exposure, especially for employees exposed
to potentially contaminated blood or body fluid.

7. The Health and Safety Committee, together with the employees’

organizations shall jointly review the policy and program for effectiveness and
continue to improve these by networking with government and organizations
promoting Hepatitis B prevention.

8. The company shall ensure confidentiality of the health status of its

employees, including those with Hepatitis B.

9. The human resources shall ensure that access to medical records is

limited to authorized personnel.

B. Employees Responsibilities

1. The employees’ organization is required to undertake an active role in

educating and training their members on Hepatitis B prevention and control.
The program must also aim at promoting and practicing a healthy lifestyle
with emphasis on avoiding high risk behavior and other risk factors that
expose employees to increased risk of Hepatitis B infection, consistent with
the standardized basic information package developed by the Hepatitis B
TWG.

2. Employees shall practice non-discriminatory acts against co-employees

on the ground of Hepatitis B status.

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 3. Employees and their organizations shall not have access to personnel
data relating to an employee’s Hepatitis B status. The rules of confidentiality
shall apply in carrying out union and organization functions.

4. Employees shall comply with the universal precaution and the

preventive measures.

5. Employees with Hepatitis B may inform the health care provider or the
company physician on their Hepatitis B status, that is, if their work activities
may increase the risk of Hepatitis B infection and transmission or put the
Hepatitis B positive at risk for aggravation.

V. IMPLEMENTATION AND MONITORING

Within the establishment, the implementation of the policy and program shall
be monitored and evaluated periodically. The safety and health committee or its
counterpart shall be tasked for this purpose.

VI. EFFECTIVITY

This Policy shall take effect immediately and shall be made known to all
employees.

________________________ _____________________
Benjamin V. Ramos Sharon T. Enriquez
President HR Head

Date : ______________

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 HIV/AIDS WORKPLACE POLICY AND PROGRAM

In conformity with Republic Act No. 8504 otherwise known as the Philippine
AIDS Prevention and Control Act of 1998 which recognizes workplace-based
programs as a potent tool in addressing HIV/AIDS as an international pandemic
problem, this company policy is hereby issued for the information and guidance of
the employees in the diagnosis, treatment and prevention of HIV/AIDS in the
workplace.

This policy is also aimed at addressing the stigma attached to HIV/AIDS and
ensures that the workers’ right against discrimination and confidentiality is maintained.

I. IMPLEMENTING STRUCTURE

The Citystate Savings Bank Inc., HIV/AIDS Program shall be managed by its
health and safety committee consists of representatives from the different divisions
and departments.

II. BASIC INFORMATION ON HIV/AIDS

What is HIV/AIDS?

It is a disease caused by a virus called HIV (Human Immunodeficiency Virus).

This virus slowly weakens a person’s ability to fight off other diseases by attaching
itself to and destroying important cells that control and support the human immune
system.

How HIV/AIDS is transmitted?

 Unprotected sex with an HIV infected person;

 From an infected mother to her child ( during pregnancy, at birth through
breast feeding);
 Intravenous drug use with contaminated needles;
 Transfusion with infected blood and blood products; and
 Unsafe, unprotected contact with infected blood and bleeding wounds of an
infected person.

Is there a cure?

No. However, there are antiretroviral drug combinations that are available
when properly used, result in prolonged survival of people with HIV. Holistic care of
people living with HIV-AIDS and comprehensive treatment of opportunistic infections
also dramatically improve quality of life.

III. COVERAGE

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 This Program shall apply to all employees regardless of their employment
status.

IV. GUIDELINES

A. Preventive Strategies

1. Conduct of HIV-AIDS Education.-

a. Who will conduct?
The Medical Clinic of Citystate Savings Bank Inc. in coordination with
the Health and Safety Committee shall conduct HIV-AIDS education to
all employees for free. This shall also form part of the orientation of
newly hired employees. The standardized information package
developed by the Department of Labor and Employment (DOLE) may
be used for this purpose.

b. How will it be conducted?

The HIV-AIDS education will be conducted through distribution and
posting of IEC materials, lectures, counselling and training and
information on adherence to standard or universal precautions in the
workplace

2. Screening, Diagnosis, Treatment and Referral to Health Care Services

a. Screening for HIV as a prerequisite to employment is not

mandatory.

b. The company shall encourage positive health seeking behavior

through Voluntary Counseling and Testing.

c. The company shall establish a referral system and provide access

to diagnostic and treatment services for its workers. Referral to
Social Hygiene Clinics of LGU for HIV screening shall be facilitated
by the company’s medical clinic staff.

d. The company shall likewise facilitate access to livelihood

assistance for the affected employee and his/her families, being
offered by other government agencies.

B. SOCIAL POLICY

1. Non-discriminatory Policy and Practices

a. Discrimination in any form from pre-employment to post-

employment, including hiring, promotion or assignment, termination of

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 employment based on the actual, perceived or suspected HIV status
of an individual is prohibited.

b. Workplace management of sick employees shall not differ from that of

any other illness.

c. Discriminatory act done by an officer or an employee against their

co-officer or co-employee shall likewise be penalized.

2. Confidentiality/Non-Disclosure Policy

a. Access to personal data relating to a worker’s HIV status shall be

bound by the rules of confidentiality consistent with provisions of R.A.
8504 and the ILO Code of Practice.

b. Job applicants and workers shall not be compelled to disclose their

HIV/AIDS status and other related medical information.

c. Co-employees shall not be obliged to reveal any personal

information relating to the HIV/AIDS status of fellow workers.

3. Work-Accommodation and Arrangement

a. The company shall take measures to reasonably accommodate

employees with AIDS related illnesses.

b. Agreements made between the company and employee’s

representatives shall reflect measures that will support workers with
HIV/AIDS through flexible leave arrangements, rescheduling of
working time and arrangement for return to work.

IV. ROLES AND RESPONSIBILITIES OF EMPLOYERS AND EMPLOYEES

A. Employer’s Responsibilities

1. The Company, together with employees/ labor organizations,

company focal personnel for human resources, safety and health
personnel shall develop, implement, monitor and evaluate the
workplace policy and program on HIV/AIDS.

1. Provide information, education and training on HIV/AIDS for its

workforce.

3. Ensure non-discriminatory practices in the workplace and that the

policy and program adheres to existing legislations and guidelines .

4. Ensure confidentiality of the health status of its employees and the

access to medical records is limited to authorized personnel.

5. The Company, through its Human Resources Department, shall see to

it that their company policy and program is adequately funded and
made known to all employees.

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 6. The Health and Safety Committee, together with employees/ labor
organizations shall jointly review the policy and program and continue
to improve these by networking with government and organizations
promoting HIV prevention.

B. Employees’ Responsibilities

1. The employee’s organization shall undertake an active role in

educating and training their members on HIV prevention and control.
Promote and practice a healthy lifestyle with emphasis on avoiding
high risk behavior and other risk factors that expose workers to
increased risk of HIV infection.

2. Employees shall practice non-discriminatory acts against co-employees.

2. Employees and their organization shall not have access to personnel

data relating to a worker’s HIV status.

4. Employees shall comply with universal precaution and preventive

measures.

V. IMPLEMENTATION AND MONITORING

The Safety and Health Committee or its counterpart shall periodically monitor
and evaluate the implementation of this Policy and Program.

VI. EFFECTIVITY

This Policy shall take place effective immediately and shall be made known to
every employee.

___________________________ ____________________________

Benjamin V. Ramos Sharon T. Enriquez

President HR Head

DATE: _________________