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Other Policies

The objective of this policy is to develop a drug and alcohol free work place, which will help to ensure a safe and productive working environment. Use and misuse of alcohol, drugs and illegal substances impair the ability of an employee to perform his/her duties and may endanger the employee, his/her co-workers and the public as well as property.

The use or possessions of drugs, or illegal substances and abuse or possession of illegal quantities of alcohol is strictly forbidden onboard this vessel. The owner of this vessel will co-operate fully with the coast guard, police or other public authorities in the prosecution of any person using, possessing or being under the influence of drugs, alcohol or other illegal substances onboard.

Employees who violate this policy are subject to appropriate disciplinary action including termination of employment. The policy applies to all employees of the company irrespective of rank or position, including temporary employees. Search procedures, conducted on reasonable grounds, such as inspection of cabins and luggage may be maintained as part of the company’s security measures. All employees will be expected to cooperate when there is reasonable suspicion to believe that an employee may be in possession of drugs or alcohol.

Monitoring the Policy:

It is Company’s right and obligation to carry out unannounced / random testing of the employees at least once a year to monitor this policy. Additional testing can be triggered based on one or several of the following criteria:

Special Circumstances:

Additional testing can be carried out when illegal drug or alcohol is found on board, or information from reliable sources like police regarding possession of illegal drug or alcohol can be a criteria. It is important that caution and discretion must be shown in such circumstances.


A certain type of behavior at the work place can cause suspicion about drug and alcohol use. Such behavior can be expressed through: unusual behavior, troubled balance, unusual manner of speaking, obvious change of personality, smell / sight of alcohol / drugs.


Certain incidents/ events can raise suspicions regarding an individual’s behavior. Testing with cause can be carried out independent of the incidents has caused damage or not.

Tananger Offshore employees and subcontractors have the right to:

  • refuse to perform work, and intervene in unsafe conditions, at no loss of pay when they believe the task is dangerous to either their own health and/or safety/or security, that of another employee or environment, or the general public
  • reassign, at no loss of pay, if continued exposure to a work hazard would cause an injury or disability
  • protection from harassment and discrimination, resulting from following this policy

Tananger Offshore employees and subcontractors have the right and duty to:

  • Intervene in unsafe situations they are involved in or the ones they observe
  • Take all possible measures to STOP unsafe work they are participating in or observing that could potentially harm people, the environment or assets
  • Report such occurrences to their line management
  • protection from harassment and discrimination, resulting from following this policy

Smoking generally means inhaling, exhaling, burning or carrying any lighted cigar, cigarette or pipe.

It is the policy of Tananger Offshore AS to provide smoke-free areas for all crew and visitors onboard our vessels. Where the desire of smokers to smoke conflicts with the desire of nonsmokers to breathe smoke-free air, the desire to have smoke-free air will have priority.

Therefore, all Tananger Offshore vessels are designated as follows:

  • Smoking is permitted only in areas specifically designated and posted as smoking areas.
  • Smoking is prohibited in all accommodation areas, mess room and galley.
  • Smoking is also prohibited on bridge, in engine rooms, tanks and workshop areas

Cooperation and consideration between smokers and nonsmokers are necessary to assure the successful implementation of this policy. All Tananger Offshore Crew are responsible for observing the provisions of this policy on smoking.

Tananger Offshore Safety Management System will support a smooth, efficient and safe operation of the vessels.

The objective of this Policy is to protect all our employees, subcontractors, clients and visitors from harassment and discrimination.


Onshore, the Management shall provide evidence of its commitment to the development and implementation of Tananger Offshore Safety Management System.

Aboard each ship, the Master is responsible for implementation of the Safety Management System. The Master has overall authority for the vessel and will be an example of respect and fairness.

By fostering a well motivated, cooperative workforce we aim to provide a positive, harmonious workplace.

Tananger Offshore executes an open‐door policy whereby important issues such as harassment can be brought to the attention of HR or Operations management or DPA at any time.

English is the official language of Tananger Offshore and our subsidiaries. Personnel must be able to use spoken and written English in their routine work. English will be used at work, so that everyone can:

  • Take an active part in Tananger Offshore Safety Management System;
  • Be understood by all;
  • Work effectively as a team, especially in emergencies;
  1. Introduction

Tananger Offshore AS recognises that some staff may be required to work by themselves without close or direct supervision.

Company has a duty of care to advise and assess risk for workers when they work by themselves in these circumstances. However, employees have responsibilities to take reasonable care of themselves and other people affected by their work.  

  1. Scope of the policy

This policy applies to all situations (routine and non-routines operations) involving lone working arising in connection with the duties and activities on board company vessels and office premises.

Lone workers are those “who work by themselves without close or direct supervision”

  1. Aims of the Policy

The aim of the policy is to:

  • Increase staff awareness of safety issues relating to lone working
  • Ensure that the risks of lone working are assessed in a systematic and ongoing way, and that safe systems and methods of work are put in place to reduce the risk so far is reasonably practicable
  • Encourage full reporting and recording of all adverse incidents relating to lone working
  • Reduce the number of incidents and injuries to staff related to lone working

Employees will not be expected to undertake tasks or enter situations where they face serious and unacceptable risks. However, following risk assessment, it may be necessary to take controlled risks but ensuring adequate resources. Employees should discuss serious concerns with their manager and expect all reasonable action to be taken to minimize or eliminate the risks. All employees should be concerned about the risks their colleagues face as well as themselves

  1. Responsibilities

The Operation Manager and QHSE Manager are responsible for:

  • Ensuring that there are arrangements for identifying, evaluating and managing risk associated with lone working
  • Providing resources for putting the policy into practice
  • Ensuring that there are arrangements for monitoring incidents linked to lone working and that the effectiveness of this policy is regularly reviewed

Masters are responsible for:

  • Ensuring that all crew are aware of the policy
  • Taking all possible steps to ensure that that lone worker are at no greater risk than other employees
  • Identify situations where people work alone and decide whether systems can be adopted to avoid workers carrying out tasks on their own
  • Ensuring that risk assessments for lone working are carried out and reviewed regularly
  • Putting procedures and safe systems of work into practice which are designed to eliminate or reduce the risks associated with working alone
  • Managing the effectiveness of preventative measures through an effective system of reporting, investigating and recording incidents
  • Forwarding the feedback to Operation Manager and QHSE Manager where it needs to be evaluated and reviewed

Employees are responsible for:

  • Taking reasonable care of themselves and others affected by their actions
  • Following procedures, instructions and safe working practices
  • Reporting all incidents and near-misses related to lone working
  • Reporting any dangers or potential risks and dangers they identify or any concerns they might have in respect of working alone
  1. Risk Assessments of Lone Working

If anyone is forced to work alone A Risk Assessment shall be carried out before the work can be commenced. Works and operations requiring PTW can not be carried out alone (e.g. welding, confined spaces, etc).

The questions that need to be answered during Risk Assessment may include, but not limited to:

  • Are there adequate means of communication in an emergency?
  • Does the workplace or task present a special risk to the lone worker?
  • Has periodic checks been agreed on and carried out?
  • Are there any safety and fire fighting equipment in the vicinity of work site (fire extinguisher, fire alarm button, nearest emergency exit, etc)
  • Is there a risk of violence?
  • Have reporting and recording arrangements been made where appropriate?
  1. Good Practice for Lone Workers
  • Always inform department chief / immediate supervisor if you leave the working area
  • Establish a “Check-in Procedure” with your immediate supervisor and make sure that regular contact with him/them is maintained. (Check-in procedure means the job plan when estimated time of completion of the job is established and controlled)
  • Carry out “radio checks” at agreed intervals
  • Familiarize yourself with safety and fire fighting equipment in the vicinity of work site (fire extinguisher, fire alarm button, nearest emergency exit, etc)

“Fit for work” means that an individual is in a state (physically and psychologically) to perform tasks assigned to him/her competently and in a manner which does not compromise the safety or health of themselves or others.

Where it is believed that an individual may not be fit for work then intervention is required to ensure that the risk to health and safety is tolerable.

Employees‘ability to perform their assigned task is directly affected by the way they have used their rest break and time away from work. While it is not reasonable to intrude into how employees spend their rest breaks, Tananger Offshore take the liberty of reminding its staff and their families of the benefit of a balance lifestyle.

Employees shall be aware that certain physical condition and certain activities can have significant impact on their well-being and capacity to work effectively, which include but not limited to:

  • Medical Issues
  • Insufficient sleep
  • Consumption of alcohol or drugs
  • Stressful situations

If there is reasonable doubt about an employee’s fitness for task/duty, Tananger Offshore will not allow that person to commence work until he/she has been assessed as fit for the task. All crew members shall be in “Fit to Work” state when joining the vessel. Any deviation from this condition shall be reported to the Company.

Employees must not commence work when deemed to be fatigued. Anyone who does so is acting outside the company policy.

We are recognizing that ensuring safety in navigation is of paramount importance to our activities, the company aims to provide safe, secure maritime services. This Policy shall be achieved through the following steps:

  • All senior executives, employees, and other associated personnel shall be united in promoting safe maritime activities, with top priority placed on safety.
  • We shall obey all maritime-related laws and company regulations so as to achieve a high level of compliance
  • We shall make continuous improvements to our vessel safety management systems and strive constantly to improve our vessel safety standards
  • We shall promote the development of human resources by providing regular maritime safety education and training to our employees and those with whom the company works.