Documente Academic
Documente Profesional
Documente Cultură
SAFETY REQUIRMENTS
CERINTE SSM
CUPRINS
Capitolul
1. Scop
2. Dispoziţii generale
3. Reguli privind protecţia, igiena şi securitatea
4. Reguli privind respectarea principiului
nediscriminării
5. Reguli privind disciplina muncii
6. Drepturile şi obligaţiile angajatorului şi salariaţilor
7. Abateri disciplinare şi sancţiuni aplicabile
8. Reguli referitoare la procedura disciplinară
9. Accidente de munca
10. Abateri de la Regulament – penalitati financiare
11. Dispoziţii finale
ANEXA 8/APPENDIX 8 – CERINTE SSM SI PROTECTIA MEDIULUI/ HEALTH AND
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SCOP
Cerintele SSM vor fi respectate cu strictete de catre toti lucratorii organizaţiilor care
îşi desfăşoară activitatea in şantier. Rolul Regulamentului este acela de a institui si
controla respecta regulile generale de comportament, tinuta si atitudine proactiva in
vederea reducerii si eliminarii riscurilor de accidentare si imbolnavire profesionala, in
vederea obtinerii unui climat de munca in siguranta pentru toti lucratorii.
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prevenire şi protecţie
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neconformităţilor;
- propune măsuri de sancţionare a celor care se abat de la regulile de securitate
stabilite.
Art. 12. Obligaţiile salariaţilor care îşi desfăşoară activitatea în cadrul şantierului :
Art. 13. Încălcarea acestor obligaţii, constatată de funcţiile adecvate sau instituţiile
de inspecţie autorizate, atrage răspunderea disciplinară, administrativă şi
materială sau penală, după caz, potrivit legii.
Art. 14. La cererea unor instituţii abilitate, Angajatorul poate obliga salariatul să se
prezinte pentru efectuarea de controale medicale, analize şi tratament adecvat.
În astfel de situaţii, se poate interzice intrarea în şantier pentru continuarea
activităţi, dacă salariatul în cauză nu prezintă un certificat medical care să ateste
că prezenţa sa la serviciu nu prezintă nici un pericol.
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- Orice accident, chiar şi usor, survenit cu ocazia sau în cursul muncii (inclusiv
accidentele de traseu) trebuie sa fie imediat communicate de către cei care au
cunostinta de producerea lor, urmatorilor:
angajatorului propriu;
OPTIM PM, inclusiv coordonatorului OPTIM PM;
coordonatorului angajatorului cu sănătatea şi securitatea
Aceste comunicari nu inlocuiesc şi nici nu se substituie obligatiilor legale privind
comunicarea evenimentelor asa cum sunt ele prevazute în HG 1425 /2006,ci vin
insprijinul acestora.
- Pentru cazurile în care au loc accidente pe şantier, va fi instalat
în şantier un punct de prim ajutor, odata cu deschiderea lucrarilor. Localizarea
acestuia va fi adusă la cunoştinţa salariaţilor prin semnalizare. Asigurarea
dotarii materiale de acordare a primului ajutor vor fi facute de fiecare
antreprenor. Dotarea materialelor la punctele de prim ajutor va fi adaptata la
numarul de persoane existente pe şantier în acel moment. (Chiar în cazul în
care pe şantier se afla doar un singur angajator, punctul de prim ajutor va fi
dotat cu cel putin o trusa de prim ajutor, un sistem de comunicare cu serviciul
local de urgenta şi semnalizare corespunzatoare)
- Fiecare angajator are obligatia de a numi cel putin o persoana,
instruita corespunzator, care sa poata acorda ingrijiri medicale pana la sosirea
serviciului de urgenta. Fiecare intervenient are obligatia sa asigure un numar
suficient de mijloace de prim ajutor pentru personalul propriu.
- Orice ranire, vatamare sau stare de indispozitie trebuie semnalate
imediat şi acordate ingrijirile medicale necesare.
Art. 26. În cadrul relaţiilor de muncă este interzisă orice discriminare directă sau
indirectă faţă de un salariat, bazată pe criterii de sex, orientare sexuală, caracteristici
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genetice, vârstă, apartenenţă naţională, rasă, culoare, etnie, opţiune politică, origine
socială, handicap, situaţie sau responsabilitate familială, apartenenţă ori activitate
sindicală.
Constituie discriminare directă actele şi faptele de excludere, deosebire, restricţie
sau preferinţă, întemeiate pe unul sau mai multe criterii enumerate la alineatul
precedent, care au ca scop sau ca efect neacordarea, restrângerea ori înlăturarea
recunoaşterii, folosinţei sau exercitării drepturilor prevăzute în legislaţia muncii.
Art. 27. Orice lucrator care prestează o muncă beneficiază de condiţii de muncă
adecvate activităţii desfăşurate, instruire profesională, de protecţie socială, de
securitate şi sănătate în muncă, precum şi dreptul la protecţie împotriva
concedierilor nelegale.
Art. 28. Tuturor salariaţilor care prestează o muncă le sunt recunoscute: dreptul la
plată egală pentru muncă egală, dreptul la negocieri colective, dreptul la protecţia
datelor cu caracter personal.
Art. 29. Nici un salariat nu poate face obiectul unei sanctiuni sau concedieri pentru
ca ar fi fost agresat sau hartuit de către o alta persoana în scopul de a obtine favoruri
de natura sexuala în folosul sau sau al altei persoane. Nici un lucrator nu poate fi
sanctionat sau concediat pentru ca a fost martor sau a relatat intrigi definite la
aliniatul precedent. Este pasibila de sanctiune disciplinara, orice persoana care în
exercitiul functiunii s-a dedat la asemenea acte.
Art. 30. Este interzisa hartuirea morală. Nici un salariat nu trebuie sa suporte situaţii
de hartuire morala care au ca obiect sau ca şi efect o degradare a conditiilor de
munca susceptibile sa aduca o atingere a drepturilor sale, a demnitatii sale, sa-i
altereze sănătatea fizica şi mentala sau sa-I ompromita viitorul profesional. Nici un
salariat nu poate fi sanctionat, concediat sau sa faca obiectul unei masuri
discriminatorii directe sau indirecte fiindca a fost supus sau a refuzat sa se supuna
actelor de hartuire morala, sau pentru ca a marturisit s-au a relatat asemenea
comportamente.
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Art. 33. Fiecare salariat trebuie să fie la postul său, în ţinuta de lucru, la orele fixate
pentru inceperea şi incheierea activitatii.
Art. 34. Salariaţii sunt datori să respecte programul de lucru, pauzele aprobate şi să
nu prelungească durata stabilită.
Salariaţii încetează activitatea odată cu expirarea timpului de muncă, cu excepţia
cazurilor cănd efectuează ore suplimentare, potrivit reglementărilor stabilite de
Codul Muncii sau articolului de mai sus.
Art. 36. Şefii ierarhici sunt datori să respecte pauzele de maximum 60 minute şi să nu
modifice durata stabilită.
In cazuri motivate, în cursul unei zile de muncă, conducătorii locurilor de muncă pot
acorda învoiri în interes personal, care vor fi operate în pontaj.
Art. 37. Se interzice împiedicarea sau reţinerea celorlalţi salariaţi de la realizarea
sarcinilor de muncă.
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Art. 40. Dacă salariaţii care au primit dispoziţia consideră că aceasta este ilegală sau
că executarea ei ar aduce prejudicii activităţii sau bunurilor asociaţiei de
constructori, trebuie să raporteze de îndată celui care a dat dispoziţia; dacă acesta îşi
menţine decizia, salariatul – pe propria răspundere – poate să nu o execute,
raportând conducătorului ierarhic superior celui care a dat dispoziţia în cauză.
Art. 42. Conducătorul ierarhic are obligaţia de a controla permanent stadiul realizării
obiectivelor încredinţate salariaţilor din subordine.
Art. 43. Salariaţii au obligaţia să demonstreze, atunci când activitatea lor este
analizată de şeful ierarhic, îndeplinirea obiectivelor ce le revin şi gradul de utilizare a
timpului de lucru.
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Art. 44. Salariaţii au îndatorirea de a respecta, pe timpul activităţii, reglementările
fiecărei organizaţii privitoare la calitate, mediu şi SSM.
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Art. 48. Reguli privind consumul de băuturi alcoolice şi sau substanţe halucinogene
sau care pot altera capacitatea de lucru
Este interzisa prezentarea la munca şi ramanerea pe şantier a persoanelor aflate sub
influenta bauturilor alcoolice sau a substantelor stupefiante, halucinogene sau
psihotrope. Atunci cand se observa o stare anormala a unuia sau mai multor
lucratori, acestia vor putea fi supusi unei verificari prin testare, inclusiv la solicitarea
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Obligaţiile salariaţilor:
- de a îndeplini atribuţiile şi responsabilităţile care îi revin conform fişei postului
- de a respecta disciplina muncii
- de a respecta măsurile de securitate şi sănătate a muncii, situaţii de urgenţă şi
mediu
- de fidelitate faţă de angajator în executarea atribuţiilor de serviciu
- de a respecta secretul de serviciu
- de a respecta cerinţele contractului individual de muncă, Cerintele SSM, regulile
de bună practică profesională, precum şi reglementările şi legislaţia în vigoare
- de a folosi concediile de boală sau de incapacitate temporară de muncă conform
prescripţiilor medicului
- de a nu exercita activităţi colaterale care să constituie concurenţă neloială pentru
Societate
- de a nu pretinde sau a nu primi de la colegii de muncă subordonaţi, superiori sau
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Disciplina pe şantier este formata din ansamblul regulilor care au ca subiect
organizarea colectiva a muncii şi organizarea vietii colective dupa cum au fost
definite mai sus.
Atunci cand acestea imbraca un caracter permanent, aceste reguli sunt constituite
din dispozitiile prezentului regulament şi completarile sale. Ele pot sa rezulte şi din
notele de serviciu (speciale sau punctuale) atunci cand sunt destinate sa fixeze
masuri lipsite de caracter general sau permanent. Faptele şi comportamentele
gresite, care contravin prevederilor din prezentul Regulament, trebuie corectate şi
luate masuri ca acestea sa nu se mai repete.
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Constituie sanctiune orice masura, alta decat observatiile verbale, luata de către
antreprenorul general, antreprenori, coordonatorul de securitate al şantierului sau
de orice alta persoana autorizata, ca urmare a aprecierii ca şi gresit a unui
comportament al unui lucrator, fără ca aceasta masura sa afecteze imediat sau nu
prezenta unei organizaţii sau a unui angajat pe şantier.
Poate fi aplicată oricare dintre aceste sancţiuni, chiar la prima abatere, în funcţie
de gravitatea abaterii disciplinare, avându-se în vedere următoarele:
- împrejurările în care fapta a fost săvârşită
- gradul de vinovăţie al salariatului sau al organizaţiei căreia îi
aparţine salariatul
- consecinţele (incluzandu-le si pe cele posibile) dpdv al securităţii
muncii
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Sub sancţiunea nulităţii absolute, nici o măsură, nu poate fi dispusă mai înainte de
efectuarea unei cercetări disciplinare prealabile.
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Este interzisă reangajarea de către una dintre organizaţiile care fac parte din
asociaţia de constructori a salariaţilor celorlalte organizaţii cărora li s-a desfăcut
disciplinar contractul individual de muncă.
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CAP.9.
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Cuantumul
Abaterea constatata Cui se aplica in mod direct
amenzii
1. Nepredarea documentelor solicitate
de catre OPTIM PM conform
prezentului regulament:
- Plan Propriu SSM
250 euro pentru
- Evaluare Riscuri
fiecare document Contractorul
- Metode de lucru in siguranta
lipsa
- Conventia de securitate a muncii
- Permise de lucru:
- permise lucru cu focul
- pemis de lucru in spatii inchise
2. Nepurtarea Echipamentului Individual
de Protectie minim obligatoriu: 100 euro pentru
- casca de protectie fiecare element Contractorul
lipsa
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Cerintele SSM pot fi modificate ori de câte ori se consideră necesar. Reviziile se
efectuează pentru fiecare capitol, respectiv filă. În capitolele 1, Cuprins şi 2, Revizii
se înscriu reviziile în vigoare, data, conţinutul şi motivul acestora. După un număr
maxim de cinci revizii, efectuat cel puţin asupra unui capitol, precum şi în cazul unei
modificări structurale cu o pondere de cel puţin 40%, Cerintele SSM se reeditează.
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1. Purpose
2. General provisions
3. Rules related to protection, hygiene and safety
4. Rules related to observing non-discrimination principle
5. Rules related to labour discipline
6. Rights and obligations of the Contractor and employees
7. Disciplinary breaches and applicable sanctions
8. Rules related to disciplinary procedure
9. Work accidents
10. Regulation breaches – financial penalties
11. Final provisions
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CHAPTER 1. PURPOSE
The Health and Safety Requirements (hereinafter called H&S Requirements) will be
strictly complied by the General Contractor employees, staff and by all other workers and
staff who deploy their activity on site. The purpose of the H&S Requirements is that of
setting up and controlling, observing, general behaviour rules, conduct and a proactive
attitude in view of reducing and eliminating accident risks and professional diseases so as to
obtain a safe labour climate for all workers.
The H&S Requirements is drafted by the Contractor site’s SSM (Labour Health and
Safety coordinator(s) after having consulted the decision factors within the project: the
Contractor Project Manager, Site Manager, Health & Safety Manager and other members of
the Optim Project Management’s prevention and protection Service.
Art. 18. This H&S Requirements includes provisions with respect to:
h. rules related to labour protection, hygiene and safety
i. rules related to observing the non-discrimination principle
j. rules related to labour discipline
k. rights and obligations of the Contractor and employees
l. disciplinary breaches and applicable sanctions
m. rules related to disciplinary procedure
n. procedure for solving employees’ individual demands or claims.
Art. 19. The H&S Requirements is applicable to all personnel categories that deploy
activities on site, irrespective of the activity’s nature and duration. This regulation will be
posted and distributed to all Contractor’s employee on site through the care of Optim’s
Project Manager, Construction Manager, Health and Safety Manager and other
representative of the Contractor as the case may be.
Art. 20. All persons present on site must comply with general provisions stipulated in
the legislation in force or internal norms as well as with those stipulated in this site
regulation:
the articles of association of each organization;
individual Labour contracts;
management decisions of every organisation present on site
Art. 21. Obligations and responsibilities related to ensuring the measures with respect
to labour hygiene and safety for employees devolve completely upon the management of
each organisation participating to project deployment.
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Art. 22. 1 General obligations of Contractor’s own management and applicable to the
management of all organisations present on site are:
n. to take all necessary measures for protecting the life and health of employees who
deploy the activity on site boundary;
o. to ensure the safety and health of employees in all labour related aspects;
p. to ensure necessary conditions which, according to work legislation in force would lead
to labour accidents prevention, labour conditions normalization and elimination or
reduction of professional disease risk factors;
q. to periodically perform according to specific legislation and regulation in force, the
instruction, training and improvement from a professional and employee point of view;
r. to ensure the equipment of used machinery with protection devices and warning ones
for danger conditions and to perform periodical verifications so as to maintain their
functionality and safe operation conditions for employees’ life and health;
s. to eliminate/reduce the causes which might generate labour accidents and environment
incidents;
t. to ensure a safe labour environment;
u. to ensure the performance of medical control, for each and every employee according to
sanitary norms and labour conditions specific to project site;
v. to allow at work only the personnel declared capable pursuant to a periodical medical
control and to psychological and professional verifications;
w. to name / collaborate with labour safety and health responsible on site as well as with
employees’ representatives;
x. to take elimination/reduction/control measures for professional risk factors which might
endanger the life or health of the employees which activate on site territory;
y. to take elimination/reduction/controlling measures for environment aspects which might
generate environment incidents – and indirectly additional atypical professional risks for
employees;
z. to take elimination/reduction/controlling measures for professional risk factors which
might be manifested towards neighbours, by persons who pass by the site or manifested
towards the Employer or Engineer
Art. 5. 2 Management obligations for workers who deploy their activity on site which do not
belong to own organization:
Art. 23. Each Contractor has to make sure that its own personnel understood the
responsibilities devolving upon them with respect to maintaining social and sanitary
equipment on site.
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Art. 24. Permanently, the Contractor takes measures for improving the climate on
site, taking into account, of priority, the number of affected persons, microclimate
deterioration causes, municipal conditions etc.
Art. 28. Obligations of the employees who deploy their activity on site:
- to come to work in full labour capacity, so that they wouldn’t be exposed or expose
other employees to danger
- to learn and observe labour safety rules and instructions specific for performed activities
- to keep in good operating condition, the work devices and equipment which were given
to them
- not to intervene on technical equipment if they don’t have an authorization for this
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Art. 30. Upon request of competent institutions, the Contractor can oblige his
employee to be present for the performance of medical controls, analyses and adequate
treatment. In these cases, one might forbid access on site for activity continuance if the
respective employee does not present a medical certificate which would certify that his/her
presence at work does not represent a danger.
Art. 31. Health and safety conditions, irrespective of their nature (written on panels,
papers, notes, procedures or received verbally through hierarchic means) must be observed,
especially those referring to:
- works' authorisation;
- procedures which include special work premises;
- carrying or using mandatory special protection equipment in certain site areas or for
executing some works;
- related to access in certain areas considered as dangerous by Optim Project
Management;
Art. 32. The Contractor is obliged to use and complete personnel information with
safety orders applicable for the fulfilling of works he is performing and to control their
observance.
Art. 33. Upon hiring a worker or upon changing the work place or work task nature, he
will be instructed and tested with respect to professional knowledge, understanding the
nature of professional risks which the new work place implies, from the point of view of
requirements in the legislation in force with respect to good production practices,
environment, labour health and safety and emergency situations he is obliged to know and
observe.
Art. 34. Rules related to the access of the personnel in working areas:
- strictly observe the provisions of the Safety Plan. This Plan is made available for each
organisation participating to project deployment
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- upon access on site, each worker must be on the personnel list submitted by the
Contractor to the construction manager, to have the training sheet completed up to day,
to be equipped with individual protection equipment adapted to the professional risks to
which he/she is to be subjected (these must be adequate, in good conditions, adapted to
the user etc.).
- each worker will be additionally trained and will receive access identification card with
photo. Subsequently, access on site will be only allowed based on the presentation of
identification cards. As part of Optimr’s instruction on site, workers will be informed with
respect to:
main risks existing on site and the behaviour which needs to be adopted in case
of an incident or accident;
conditions, rules and general protection measures and those related to the work
place;
site access and circulation conditions, access to work places and social
arrangements;
operations he will perform on site;
regulation related to events’ communication
instructions for giving first aid
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1.
2.
3.
4.
5.
6.
7.
- upon Optim Project Management’s request, the Contractor shall get in contact with
labour medicine doctors and labour safety inspectors will be consulted in view of
establishing work reduced duration and awarding additional rest leave of absence
Art. 37. Rules related to giving work and protection equipment, considered mandatory
by the parties:
a) Production means
- Contractor must train and verify materials’ and equipment’s use modality. It is forbidden
to use them in other ways or other purposes than those for which these have been
created, according to the provisions of the manufacturer.
- the personnel which is not specialised or authorised to operate, change or move the
equipment, installations etc protection devices is not allowed to perform any of these
operations.
- it is forbidden to use and maintain on site inadequate technical equipment (incomplete,
defective, wrongfully mounted, inadequate for the analysed work charge etc. etc.)
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Art. 38. Rules related to declaring severe and imminent danger situation
- any employee or group of employees who has a well-founded reason to appreciate that
a situation presents a severe and imminent danger for his/her life or health and for that
of other workers has the right to withdraw immediately from this work situation, making
sure, before leaving, that work equipment is in safe conditions and that he/she does not
create an additional danger, to the extent that this is possible.
- the employee or group of employees will prevent, to the extent possible, the access of
any person in the indicated area, except for the persons designated in the intervention
team. Optim Project Management must be immediately informed by Contractor and Site
safety coordinator.
- information related to severe and imminent danger situation will be indicated in writing
in the Coordination log.
- the Employer, Optim Project Management as well as the Site safety Coordinator can stop
works continuation in case health and safety protection conditions for workers are
compromised.
- the Employer, Optim Project Management as well as the Site safety Coordinator will ask
workers to restore work conditions in which workers’ health and safety protection is
ensured.
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first aid kit, a communication system with the local emergency service and adequate
signalling)
- Contractor is obliged to designate at least one person, adequately trained
which might ensure medical assistance until the arrival of the emergency service. Each
person who intervenes is obliged to ensure a sufficient number of first aid means for its
own personnel.
- any injury or indisposition must be immediately notified and necessary
medical treatment has to be given.
Art. 41. In the case of site work relations, the principle of equal treatment is valid with
respect to all employees.
Art. 42. Any direct or indirect discrimination towards the employee, based on sex,
sexual orientation, genetic characteristics, age, social affiliation, race, colour, ethnic group,
political option, social origin, handicap, family situation or responsibility, affiliation or union
activity is forbidden.
Direct discrimination is constituted by actions and facts of exclusion, difference, restriction
or preference, based on one or more criteria listed in the previous paragraph whose purpose
or effect is not giving, restricting or eliminating recognition, use or exercise of rights
stipulated in work legislation.
Art. 43. Any worker who performs an activity beneficiates from work conditions
adequate to the deployed activity, professional training, social protection, labour safety and
health as well as from right to protection against illegal dismissals.
Art. 44. For all employees who perform work the following are recognized: the right to
equal payment for equal work, right to collective negotiations, right to personal data
protection.
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Art. 45. Work relations are based on consensual and good faith principle.
Art. 47. Moral harassment is forbidden. No employee should bear moral harassment
situations whose object or effect is degradation of working conditions susceptible to affect
his/her rights, dignity, alter his/her physical and mental health or compromise professional
future. No employee may be sanctioned, dismissed or be subject to direct or indirect
discriminatory measures because he/she was subjected to or refused to be subjected to
moral harassment actions, or because he/she confessed or recounted such behaviours.
Art. 48. Working program drafted by Contractor is mandatory for his entire personnel
who deploy the activity on site.
An exception from the established program is constituted by the employees who beneficiate
from the reduction of work duration below 8 hours/day according to the Labour Code in
force.
An exception from this rule is represented by cases when it is necessary to deploy certain
works in a certain regime. In this case, the contractor who deploys works with an extended
duration must notify Optim Project Management and safety coordinator in writing.
Art. 49. It devolves upon Contractor to communicate and ensure presence of its own
personnel.
Art. 50. Each employee must be at his/her work place, in work clothes, at the hours
established for commencing and ending the activity.
Art. 51. Employees have to observe the work program, agreed breaks and not to
extend the established duration.
Employees end their activity at the same time with the expiry of work duration, except for
cases when additional hours are performed, according to the regulation established in
Labour Code or article above.
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- staying at the work place, without authorisation, outside program hours, established
through the site’s schedule;
- leaving the work place, without authorisation and without a justified reason;
- smoking in other places than those arranged for this purpose;
- performing personal works;
- allowing and resorting to jokes or violence which might cause accidents or material
damages;
- posting in any format, including that of video terminals, images which contravene good
morals and manners;
- theft of material or borrowing it without authorisation.
This list is not exhaustive, it may be modified or amended any time necessary.
Art. 53. Hierarchical managers have to observe breaks of maximum 60 minutes and
must not modify the established duration.
For motivated cases, during a work day, work chiefs may grant leaves for personal interest
which will be written in timekeeping.
Art. 54. It is forbidden to prevent or keep the other employees from performing work
tasks.
Art. 55. Between the employees and hierarchic chief there are administrative
subordination relations. Within their limits, each employee is obliged to perform adequately
and in due time work obligations which devolve upon him/her.
Each employee is subordinated to only one hierarchic chief from whom he receives work
orders. Employees will not fulfil work tasks from other chiefs than the direct hierarchic chief,
except for the case when he/she did receive his/her consent.
Art. 56. Hierarchic chiefs are obliged to give orders within the limit of competencies
and authority invested in them and according to the legislation in force and H&S
Requirements.
Art. 57. If employees who received the order consider that it is illegal or that its
execution might prejudice the activity or the goods of constructors’ association, they must
immediately report to that who gave the order; if he/she maintains his/her decision, the
employee – at his responsibility – may not execute, reporting to the hierarchic chief,
superior to that who gave the respective order.
Art. 58. The hierarchic chief is obliged to assure an adequate work environment for
subordinates and to allot activities to them according to job specification, being responsible
for the ineffective use of work time of the employees in his/her responsibility.
Art. 59. The hierarchic chief is obliged to permanently control the status of
performance of the objectives given to the employees under his/her responsibility.
Art. 60. Employees are obliged to prove when their activity is analysed by the
hierarchic chief, the fulfilment of the objectives devolving upon them and degree of use of
work time.
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Art. 61. Employees are obliged to observe, during the activity, the regulations of each
organisation relating to quality, environment and SSM.
Art. 62. Rules related to circulation and standing/parking of the vehicles on site.
- access of unauthorised vehicles on site is forbidden, except for good delivery vehicles
which can execute only reverse gear operations for site access, in the unloading area
(gate 2).
Art. 63. Rules related to access and movement of the personnel inside the site.
- workers have access on site only for performing obligations related to work task.
- workers entry and exit is done following the established routes and only through the
gate for this purpose – gate 1.
- on entering the site all workers are obliged to show access identification cards.
- the movement of workers in another area of the site is strictly forbidden, without the
approval of the hierarchic chief and OPTIM PROJECT MANAGEMENT agreement.
- it is forbidden to remove material and documents without the approval of the owner and
without an accompanying document (exit form).
OPTIM PROJECT MANAGEMENT’s representatives may perform every now and then checks
upon entry or exit from the site, asking workers to present the content of the goods.
Workers have the right to refuse, in which case, OPTIM PROJECT MANAGEMENT reserves
the right to notify the Police
Details related to regulating access on site are stipulated in the Organisation plan, attached
to RJC. (Coordination log)
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- one must keep sanitary facilities clean and hygienic. For this purpose, Contractor will
supervise the conditions and correct use of installations: lavatories, urinals, showers,
sinks etc. Their cleaning is Contractor’s responsibility.
- Toilets will be provided on site by the Contractor (ecological toilets for the workers,
toilets block containers for Optim and Staff)
- First-aid room shall be provided by the Contractor with all corresponding facilities:
stretcher, bed, air conditioning, water dispenser, first-aid kit etc
- Optim Project Management reserves the right to evacuate from site any person who is
caught urinating or defecating on site, outside the especially arranged areas.
Art. 65. Rules related to the consumption of alcoholic drinks and/or hallucinogenic
substances which might alter work capacity
Persons under the influence of alcoholic drinks or narcotic drugs, hallucinogenic or
psychotropic substances are not allowed to come to work and to stay on site. Upon
observing an abnormal state of one or more workers, these might be subjected to a test
verification, including upon request of the Police. Engineer reserves the right to make
unforeseen verifications. Also, security guards will observe daily, the state of the workers
entering on site, especially after lunch break which:
a) bringing, trading and consumption of any alcoholic drinks on site is strictly forbidden
b) bringing, trading and consuming any hallucinogenic substances on site is strictly
forbidden
c) in case the employee has medical prescription to use drugs whose secondary effects are
alteration of the consciousness state, he/she is obliged to immediately inform the
hierarchic chief in view of analysing this fact. In case of using drugs with psychotropic
capacities, the access of the employee in risk areas is forbidden.
Art. 67. Rules related to the trading of various goods (food, beverages, cosmetic
products or of any other nature):
a) bringing and trading on his/her own behalf any goods on site is strictly forbidden
b) facilitating access on the site of other foreign persons in view of trading any goods on
site is strictly forbidden.
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- to observe labour safety and health measures, emergency situations and environment
measures
- to be loyal towards the Contractor while performing work attributions
- to observe work confidentiality
- to observe the requirements in the individual labour contract, H&S Requirements, good
professional practice rules as well as regulations and legislation in force
- to use sick leaves or work temporary incapacity according to doctor’s prescriptions
- not to exert collateral activities which would constitute disloyal competition for the
Company
- not to pretend or receive from subordinate work colleagues or superior work colleagues
or third parties, material advantages for exerting work attributions or favouring the
solution of some services.
- to responsibly intervene in emergency cases
- to come from his/her initiative to the office of the Company in case of natural calamities,
for the purpose of contributing to the salvation and restoring of the patrimony
- to observe technical documentation and regulation requirements in the domain
- to observe exactly the established work schedule
- to use work time exclusively for the fulfilment of tasks which devolve upon him/her
according to job specification
- to use materials and Company’s equipment only for activities related to its activity object
- not to come to work under influence of alcoholic drinks or without a full health capacity.
Art. 72. Site discipline is made up of all rules whose object is collective labour
organisation and organisation of collective life as defined above.
Art. 73. When these have a permanent character, these rules are made up of the
provisions of this regulation and its amendments. These might also result from works notes
(special or punctual) when these are meant to establish measures which lack general or
permanent character. Wrong actions and behaviours which contravene to the provisions in
this Regulation must be corrected and measures have to be taken so that these won’t
happen again.
Art. 74. These specific provisions are amended, without having to present them, by
the obligations stipulated in the legislation related to workers health and safety, applicable
in Romania as well as other general regulations.
Art. 75. The Contractor disposes of disciplinary prerogatives, having the right to apply,
according to the law, disciplinary sanctions to his/her employees – any time they ascertain
that they committed disciplinary breaches.
Guilty breaching by employees of work obligations, including behaviour norms, constitutes
disciplinary breach and is sanctioned disciplinarily.
Art. 76. Disciplinary breaches by the employees are the following actions :
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Art. 77. A sanction is represented by any measure, other than verbal observations,
taken by Contractor, contractors, site safety coordinator or any authorised person, pursuant
to the appreciation as wrong of a worker’s behaviour, without this measure immediately
implying the presence of an organization or employee on site.
Art. 78. Sanctions imposed by these provisions are the most susceptible to intervene
in case a worker breaches his/her duties.
Art. 79. In case one observes that the Contractor, knowing the situation related to the
breach of these provisions by one of his workers, does not take the adequate measures,
these might be taken by the Contractor. In case it is ascertained that the Contractor does not
tolerate breaches of the contractor or if he, himself, does not observe the provisions of the
legislation in the domain of labour health, applicable in Romania or other provisions
stipulated in the General coordination plan and in its annexes, he/she will be also
sanctioned, by the Employer, in the same way and quantum as any other contractor.
Art. 80. The provisions will directly refer to the sanctioning of the contractor, fact
which is to be mandatorily indicated in the Coordination log (RJC). Contractors’ sanctioning is
of material (financial) nature. Each breach will be sanctioned and deduced through monthly
deduction between the parties. In case of relapse, the contractor may be sanctioned with
suspension of his/her site intervention for a period of time (up to taking corrective
measures) or definitively. This fact does not exonerate him/her from fulfilling contractual
obligations towards Employer.
Art. 81. Disciplinary sanctions which might be applied by the site’s safety coordinator
are the following :
- written warning;
- proposals related to fine or deduction from the salary of the respective person on site;
- forbidding access on site for the respective person;
- proposal by the Employer or Engineer of a penalty sum for the guilty contractor;
- suspension or stopping of the contractor’s activity
Art. 82. Any of these sanctions might be applied, even from the first breach, function
of the severity of disciplinary breach, taking into account the following:
- the conditions in which the action was committed
- the employee’s culpability degree or of the organisation which belongs to
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the employee
- consequences from the point of view of labour safety
- general work behaviour of the employee
- possible disciplinary sanctions previously suffered by the employee.
Art. 83. For the following facts, termination of individual labour contract by the
Contractor is stipulated:
- accumulation of more than 3 consecutive unmotivated absences or 5 absences in a year,
if certifying documents in this sense are not submitted
- purloin or facilitating the purloining of goods from the site
- consumption of alcohol or drugs
- severe breach of own labour heath, safety and emergency situation instructions,
ascertained by competent institutions
- giving and taking bribe, influence traffic, work abuse
- use of false documents at employment
- unjustified refuse to fulfil work orders from the superiors and inciting other employees
to do it
- upon proposal of the manager of the work place, for disciplinary breaches (leaving the
work place, repeated coming late, unjustified non-observance of dinner break)
- putting in danger, through deliberated actions or imprudence, the site’s general safety,
that of collaborators, or his/hers or causing damages
- is guilty for violence actions or severe insults against colleagues or chiefs
- non-observance of the requirements in HG (Government decision) 781:2001 with respect
to work confidentiality.
- Falsification of a document which generates rights.
Art. 84. Under sanction of absolute nullity, no measure can be decided before
performing a previous disciplinary research.
Art. 85. For the purpose of performing previous disciplinary research, the employee
may be notified in writing by the empowered person to perform the research, mentioning
the object, date, hour and meeting place.
If the employee does not come to the meeting, without having an objective reason, the
Contractor may decide sanctioning, without performing the previous disciplinary research.
Art. 86. During the previous disciplinary research, the employee has the right: to
formulate and support all defences in his/her favour; to offer to the empowered person all
evidences and motivations he considers necessary; be assisted, upon his demand, by the
employees’ representative.
Art. 87. Disciplinary sanctions may be applied by the Contractor. In case the research
was performed by the Contractor, the findings and its conclusions are indicated in a minute
of meeting.
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Art. 88. Any hierarchic chief may apply sanctions to the employees in his
subordination, according to his/her competence. Sanctioning competence devolves upon
that who temporarily replaces the hierarchic chief.
Art. 89. The Contractor may dispose of the application of disciplinary sanction through
a sanctioning order issued in writing, in 30 calendar days from finding out the occurrence of
disciplinary breach, but not later than 6 months from committing the action.
Art. 90. Under sanction of absolute nullity, the order mandatorily includes: description
of the disciplinary breach; provisions in the H&S Requirements breached by the employee;
reasons for which the defences formulated by the employee were removed/reasons for
which the research was not performed; rightful reason based on which the sanction is
applied; the competent term and instance where the sanction can be contested.
Art. 91. Sanction order is communicated to the employee in 5 calendar days, at the
most, from the issue date and has effects starting with the communication date.
Art. 92. Sanctioning orders are archived in the personal file of each employee. The
applied disciplinary sanction, except for disciplinary termination of the individual labour
contract is considered not to have been taken, if, for a year from its execution the employee
no longer committed another breach.
Art. 93. Non-observance of the legislation and regulations in force, of the approved
process and procedures as well as of good professional practice rules attracts bearing
remediation expenses or the counter value of the non-conformities and in repeated
situations the provisions of Art.42 respectively Art.44 are applied.
Art. 94. One of the organisations which is part of the constructors’ association is not
allowed to rehire employees of other organization whose individual labour contract was
disciplinary terminated.
Art 78. With regard to the work injuries that may occur, the parties agree the following:
a) the work accidents suffered by the contractor's personnel on the location of the
contracted work, due to the non-insurance or non-observance of the Labor Safety and
Emergency measures, shall be recorded by the CONTRACTOR;
b) work-related accidents (on the normal and normal journey from work to home and vice
versa), as well as traffic accidents suffered by the Contractor's personnel, are registered by
him according to the legal provisions;
c) the accidents caused to the Employee's staff due to the failure of the technical-
organizational and hygienic-sanitary measures by the contractor's personnel shall be
registered and reported as a work accident of the Contractor.
d) In case of occurrence of events (human, technical, fire, explosion, etc.) the Contractor has
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the obligation according to law to announce the bodies authorized by law such as: Territorial
Labor Inspectorate, Emergency Situations Inspectorate, Fire Brigade etc. take the necessary
steps to avoid changing the state of the event that occurred as a result of the event, unless
its maintenance would generate other events or endanger the lives of the workers.
e) In the event of a fire start, interventions shall be promptly provided with means of first
intervention, evacuation of goods, persons, including first aid, as the case may be;
f) In case of unforeseen circumstances in this Convention, the registration of the accident
shall be established by the Territorial Labor Inspectorate in accordance with the provisions
of the Law no. 319/2006 and of the Government Decision no. 1425/2006.
2. Application of the fine – if, after the 24-hour period, a joint inspection conducted by
the Engineer’s Health and Safety Co-ordinator and the Contractor’s designated
representative will take place. If it is found that the safety violation (nonconformity)
has not been addressed and or rectified, the fine will be imposed and the Contractor
will be notified officially in writing by the Engineer of the action.
Financial penalties are applied in case of breaches of: SSM legislation in force, contractual
provisions and these Regulations. Penalties are applied for the following nonconformities
ascertained during visits/inspections performed on site by any of representative of the
Employer or the Engineer:
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Art. 79. Knowing and observing the provisions of H&S Requirements constitutes work
obligation for all employees of the organisation who deploy the activity, as well as for the
Contractor.
Art. 80. The Contractor takes measures that H&S Requirements be presented and
learned by the hired personnel.
Art. 81. H&S Requirements can be modified any time it is considered necessary.
Revisions are made for every chapter, respectively page. In chapters 1, Contents and 2,
Revisions, the revisions in force are written, the date, their content and reason. After a
maximum number of five revisions, performed at least for one chapter, as well as in the case
of structural modification with a weight of at least 40%, the H&S Requirements is to be
reedited.
Art. 82. This H&S Requirements comes into force on the at Commencement of Works.
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Signature _____________________________
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