• Emergency Plan for Issues Arising from X-ray Exposure

These guidelines have been created as per the recommendations of the Lebanese Atomic Energy Commission and are meant to offer assistance in case of accidents or emergencies that are directly or indirectly caused by X-ray equipment exposure.

Every encounter, delivery, installation, or maintenance of X-ray equipment is documented. The frequency and time of exposure per individual employee are documented and can be reviewed in case of an emergency.

Every individual employee has to carry a personal radiation dose meter at all times when inspecting or dealing with X-ray equipment, so that the quantity of radiation that each is exposed to can clearly be defined, and any alarming dose can be noted and addressed immediately.

This emergency procedure has to be adhered to under all circumstances and is to be supervised by the company’s X-ray safety officer.

If any discrepancy is noted, please notify the management instantly, so that prompt action is taken as needed.

In case of emergency, please contact the Radiation Safety Officer, alert the administration, arrange for medical examination, and take the immediate needed actions as per the doctor’s recommendations and the patient’s consent.

In the event of a known or suspected accidental exposure exceeding established exposure limits, employees must immediately follow the emergency procedures.

If medical attention or treatment is required, arrangements for medical intervention shall be made first. Notifications to the Radiation Safety Officer and Administration may be made once the medical needs are met.

Additional details on X-ray equipment safety may be found in the Maintenance Protocol and Personnel Safety Guide.

Managing Accidents

All injuries or accidents must be reported immediately to the Supervisor, regardless of severity. If the Supervisor is unavailable, contact Management or the Corporate Insurance Representative.

The Supervisor will assess whether on-site first aid is enough or if medical treatment is required. When in doubt, seek a doctor. Injured employees must not drive themselves— a company representative should accompany them.

If medical care is needed, the Supervisor must inform the Corporate Insurance Representative. A Physician’s Release Form is required before the employee can return to work. The form should indicate one of the following:

1. Fit to return to full duty
2. Return with restrictions
3. Period of rest

Reporting Flow

Employee > Supervisor > Insurance Rep > Management

Responsibilities

1. Employee on-site: Report incident, assist as instructed, update the Supervisor regularly.
2. Supervisor: Inform Insurance Rep, coordinate care, ensure insurance follows up, and stay in touch with the injured employee.
3. Insurance Rep: Notify insurer, liaise with Supervisor and Management, monitor case until resolved.

Third-Party Incidents

If a third party is involved (e.g., a car accident), the employee must gather and report:

1. Third party’s full name, contact info, company (if any)
2. Details of the vehicle (plate, color, brand)
3. Incident report number and any other useful information for follow-up.

Introduction

Zod SAL has zero tolerance for fraud, corruption, bribery, or collusive practices. This policy outlines responsibilities for preventing, identifying, and reporting such actions.

Scope

Applies to all Zod SAL staff and anyone working on its behalf.

Responsibilities

No stakeholder should engage in:

1. Misleading actions for personal or third-party gain
2. Offering or accepting value to influence decisions
3. Arrangements that improperly influence others
4. Threats or harm to pressure decisions

Responsibilities of all staff

Staff must:

1. Understand and share the policy
2. Prevent and report any suspected misconduct
3. Cooperate with management in applying the policy
4. Stay alert to possible fraud or corruption

Reporting Corruption

Report concerns to your direct manager. If the manager is involved, follow the whistleblowing policy.

Allegations

Fraud and corruption are serious and may lead to legal action. Zero tolerance applies.

Awareness

This policy is available to all staff, who must read and follow it according to their role.

Monitoring

The Operations Director oversees this policy, reviewed annually.

Zod SAL is committed to providing a safe, healthy work environment, following eco-friendly practices, improving the communities we serve, and complying with all relevant environmental, health, and safety laws.

Introduction

At Zod SAL, ethics go beyond compliance. We value teamwork, diversity, accountability, and leadership. Our culture is rooted in personal integrity and professional conduct.

Scope

This policy applies to all Zod SAL staff—permanent, temporary, or acting on our behalf.

Concerns

We recognize ethical concerns in business, such as environmental issues, labor practices, and human rights. Our Code of Ethics sets expected behavior standards for all team members.

Human Rights

Employees and stakeholders must support and respect internationally recognized human rights.

Environment

We strive to reduce our environmental impact by using renewable energy, recycling, and minimizing waste. We take a precautionary approach and promote environmentally responsible practices and technologies.

Anti-Corruption

Corruption in all forms—bribery, extortion—is prohibited. Employees must report any suspicious activity to their supervisor.

Responsibilities

Employees must:

• Follow all applicable laws and internal policies
• Report issues clearly and promptly
• Comply with quality and operational standards
• Use company systems legally and securely
• Protect the personal data of all stakeholders

Records

All records must be accurate and up-to-date. Any intentional falsification may result in disciplinary action.

Ethical Behavior

Zod SAL prohibits discrimination, harassment, or violence. All incidents must be reported and will be addressed without retaliation. All staff must treat others respectfully.

Health and Environmental Safety

Zod SAL ensures hygienic, drug-free, and safe workplaces. Safety standards must be followed on all sites, and our systems meet or exceed legal requirements. Operational needs never justify neglecting safety.

Company Procedures

Interviews must be professional. Bribery, illegal payments, money laundering, and deviations from proper distribution are forbidden. Suppliers compete fairly, and clients are treated equally regardless of transaction size or type.

Confidentiality

Sensitive company information must remain confidential, even after employment ends. Employees must not be pressured to share confidential details from past roles.

Conflict of Interest

Employees must disclose any personal or professional interest that could interfere with their duties.

Awareness

This policy is available to all staff. Employees must understand and follow the Code of Ethics based on their roles.

Monitoring

The Operations Director oversees policy compliance and ensures it is reviewed annually.

Aims

Zod SAL is committed to prioritizing the welfare of employees and stakeholders, protecting human rights and promoting inclusion, safeguarding vulnerable adults through partnerships, maintaining safe and effective working practices, and supporting staff within the organization.

Introduction

This policy outlines the responsibilities of Zod SAL staff in promoting the welfare of adults and children and protecting them from abuse. Zod SAL has zero tolerance for violations, and disciplinary action will be taken when necessary.

Scope

This policy applies to all Zod SAL staff, whether permanent, seconded, temporary, or working on behalf of Zod SAL.

Definitions

A vulnerable adult is anyone aged 18 or over who needs care due to age, illness, or disability and cannot protect themselves from harm. A child is anyone under 18, as defined by the UN Convention on the Rights of the Child.

Responsibilities

Zod SAL commits to identifying and preventing abuse, responding appropriately to safeguarding concerns, supporting staff with guidance and training, and ensuring awareness of safeguarding duties.

Responsibilities of all staff

All staff must:

1. Follow safeguarding procedures
2. Participate in training
3. Report concerns to their manager (unless implicated)
4. Stay alert to abuse signs
5. Assist in follow-up actions like information sharing and meetings

Reporting Abuse

Concerns about abuse should be reported to the direct manager or, if necessary, via the whistleblowing policy. In emergencies, staff must follow the incident and emergency policy.

Allegations

Abuse is a serious issue that can lead to criminal charges. Zod SAL enforces strict disciplinary actions in such cases.

Confidentiality

Confidentiality must not prevent reporting suspected abuse. Staff should share information when a serious crime has occurred, others are at risk, or public interest outweighs individual interest. Staff unsure about sharing information should consult their manager.

Awareness

This policy is accessible to all Zod SAL employees. Everyone is expected to review and understand it according to their role.

Monitoring

The Operations Director is responsible for enforcing and reviewing this policy annually.

Introduction

Zod SAL recognizes that employees are often the first to notice problems but may hesitate to speak up due to fear of disloyalty, harassment, or victimization. Sometimes it seems easier to ignore concerns rather than report suspicions of malpractice.

Aims

This policy aims to encourage employees to raise serious concerns confidently, provide clear channels for reporting and feedback, ensure responses to concerns, and reassure employees that they will be protected from reprisals if they disclose in good faith.

Scope

This policy applies to all Zod SAL staff and those working on its behalf. It covers serious concerns about service provision or conduct that may make staff uncomfortable, violate policies, fall below standards, or involve improper behavior.

Safeguard & Support

Zod SAL is committed to openness, accountability, and supporting employees who raise concerns without fear of victimization or discrimination. Investigations will not be influenced by unrelated disciplinary or redundancy issues, and employees will be kept informed as appropriate.

Confidentiality

All concerns will be treated confidentially, with efforts made to protect employee identity. However, investigations may reveal sources, and staff may need to provide statements or act as witnesses.

Reporting

Employees are encouraged to put their names to disclosures. Anonymous concerns will be considered at management’s discretion based on seriousness, credibility, and detail. Good faith disclosures that are unconfirmed will not lead to action against the reporter, but malicious or frivolous reports may result in disciplinary measures.

Raising A Concern

Concerns can be easier to raise if shared with colleagues. Staff should keep confidentiality when discussing issues and raise concerns first with their direct manager, preferably in writing. Reports should include background, reasons for concern, and a note that it is made under the whistleblowing policy. Reasonable grounds must be shown, with dated notes and relevant evidence kept. Support persons can attend meetings, which may be held off-site if preferred.

Response

Zod SAL will respond to concerns within 10 working days, acknowledging receipt, explaining next steps, estimated timelines, and support options. Investigations may be conducted internally, by police, or through an independent inquiry. Some issues may be resolved without investigation, and urgent action may be taken if needed. The level of ongoing contact depends on the case.

Awareness

This policy is available to all employees, who are expected to understand and follow it according to their role.

Monitoring

The Operations Director is responsible for monitoring and reviewing this policy annually.

Introduction

One of the most well-known motivation theorists, Abraham Maslow, developed the hierarchy of needs in 1954, placing safety as a key human need. Founded in 1977, Zod SAL is dedicated to creating a secure environment and actively contributes to community safety. We are committed to serving both the industry and the community continuously.

Aims

Zod SAL’s mission is to provide security solutions, raise community awareness, and educate about the latest technologies for a safer, healthier environment. We are fully committed to improving environmental performance across all business activities.

Actions

We strive for continuous environmental improvement by setting and managing clear targets. We take responsibility to protect the environment, minimize our impact, and promote eco-friendly habits.

1. We have transitioned to solar energy, powering our offices and showroom with renewables since the end of 2022. Recycling initiatives are in place, and employees are encouraged to adopt environmentally friendly actions.
2. To reduce pollution, we minimize transport emissions by limiting travel, encouraging carpooling, and digitalizing financial operations to reduce paper use. Printing is kept to a minimum to save trees, and stakeholders are encouraged to do the same.
3. We promote renewable energy use through our solar energy department and aim to exceed all relevant environmental legislation and standards.
4. Waste is minimized through the efficient use of materials and energy, and we prioritize sustainable products in purchasing. Employee health, safety, and environmental risks are managed carefully.
5. Continuous training ensures staff stay updated on environmental best practices. We encourage our partners and stakeholders to adopt similar environmental standards.

Zod SAL follows strict quality management to maintain consistent environmental care, staying current with international regulations. As a founding member of the Syndicate of Security & Safety Professionals in Lebanon (SSSPL), we promote environmental responsibility across our community.

Awareness

This policy is accessible to all employees, who should be made aware of it according to their roles and are expected to comply with its principles.

Monitoring

The operations director is responsible for monitoring this policy, which will be reviewed annually.

Introduction

Zod SAL abides by the Women’s Empowerment Principles, advocating for women’s rights and gender equality. This Gender Equality Policy serves as internal guidance outlining our vision, priorities, and processes for integrating gender perspectives throughout our operations.

Aims

This policy aims to guide how Zod SAL integrates gender perspectives and women’s human rights in policy making, project implementation, and evaluation. We comply with all human rights laws and oppose discrimination based on sex. The policy facilitates embedding gender equality consistently across all departments.

Scope

The policy provides principles to guide daily operations and decisions. It applies to all Zod SAL employees, managers, and stakeholders, forming the foundation for gender equality within the company culture.

Principles

Recruitment decisions are strictly based on qualifications with no tolerance for gender discrimination. All employees receive equal consideration for work, performance, and opportunities. Suppliers and partners are also treated equally, without gender bias. Policies and programs consider gender perspectives to avoid narrow views.

Action Plan

1. Zod SAL’s leadership commits to fostering a gender-equal culture, making these principles part of our corporate identity. We treat all employees fairly, perform regular gender assessments to address any gaps, and maintain zero tolerance for violations. Gender equality guides our vision, operations, and programs.
2. Employee health, well-being, and safety are priorities. We support measures that protect mental and physical health. Harassment in any form is strictly prohibited, with clear encouragement for reporting incidents.
3. Women have equal access to training and career development. Zod SAL supports gender equality and rejects any form of discrimination.
4. Women-owned businesses are encouraged to participate in our supply chain. Our marketing ensures gender-equal representation, with all materials reviewed to prevent stereotypes.
5. Community support is provided without gender bias. We encourage inclusive community initiatives.

Awareness

This policy is accessible to all staff, who must understand and follow it according to their role. Transparency and accountability are key, and stakeholders are urged to uphold these values.

Monitoring

The operations director is responsible for monitoring this policy, which is reviewed annually.