BigWater · Official policy

Company Policies

Data Security & Configuration Policy

BigWater is using Secure Cloud Servers for its various database requirements. The security parameters defined for the same to secure the critical data contained are as follows:

BigWater will specify the regions in which our Content will be stored.
Our consent to the storage of our Content in, and transfer of our Content into, the Cloud Server regions we select.
The Cloud Server host will not be permitted to access or use our Content except as necessary to maintain or provide the Service Offerings, or as necessary to comply with the law or a binding order of the local governmental body.
The Cloud Server host will not (a) disclose our Content to any government or third party or (b), move our Content from the concerned regions selected by us; except in each case as necessary to comply with the law or a binding order of a governmental body. Unless it would violate the law or a binding order of a governmental body,
The Cloud Server host will give notice of any legal requirement or order referred to in this Section 3.2. The Cloud Server host will only use our Account Information in accordance with the Privacy Policy, and our consent to such usage. The Privacy Policy does not apply to our Content.
Depending upon the data access needs of user’s different global groups are created.
Associate these local group logins with individual user accounts in the databases and grant them the required permissions using the database roles.
Created custom database roles, for finer control over permissions.
Restricted physical access to the Server computer. The server will always be locked while not in use.
All the files and disk shares on the Server computer are read-only.
Authentication is done via Key pairs with 128bit encryption.
Renamed the Root Administrator account on the Server computer to discourage hackers from guessing the administrator password.
Keep updated with the information on latest service packs and security patches released by Microsoft/Ubuntu and other platforms/protocols.
Disable guest user account of Windows.
Constantly monitor error logs and event logs for security related alerts and errors.
Promptly in drop the Server logins of employees leaving the organization. Especially, in the case of a layoff, drop the logins of those poor souls ASAP as they could do anything to our data out of frustration.
When using mixed mode authentication, we consider customizing the system stored procedure sp password, to prevent users from using simple and easy-to-guess passwords.
Do not save passwords in .udf files, as the password gets stored in clear text.
Store the data files generated by DTS or BCP in a secure folder/share and delete files once done.
Install anti-virus software on the Server computer, but excluded our database folders from regular scans. Keep our anti-virus signature files up to date.

Last Updated: July 2026

Environmental & Social Policy

Environmental Policy

BigWater is Committed to the Protection of the Environment for Present and Future Generations. BigWater recognizes that effective management of Social and Environmental (S&E) impacts associated with its business is critical to success of its projects and operations. All employees are responsible for incorporating into their planning and work the actions necessary to fulfill this commitment.

SCOPE OF APPLICATION

BigWater’s Social and Environmental Policy is applicable to all of the company’s operations including:

Projects (from concept to commissioning);
Operation & Maintenance; and
All Corporate Events and Functions.

BigWater will meet these responsibilities by endeavoring to provide the resources for continuing to:

Identify and assess social and environment impacts, both adverse and beneficial, in the area of influence of its Operations; avoid, or where avoidance is not possible, minimize, mitigate, or compensate for adverse impacts on workers, affected communities, and the environment.
Design and manage our operations to meet or surpass applicable environmental laws.
Work in partnership with customers, suppliers, trade associations and government agencies to promote the environmentally safe handling and disposition of materials and products.
Acquire knowledge and technologies to improve the environmentally save efficient use of our processes and products.
Formulate and implement effective environmental emergency response systems.
Involve our employees in our environmental programs and keep them informed of our performance.
Promote employee awareness of this policy and enhance their capabilities to implement this policy. In particular, BigWater will:
1. improve its social and environment performance through the effective use of management systems;
2. create safe and healthy working conditions, and protect and promote the health of all workers for whom it is a Principal Employer;
3. avoid or minimize adverse impacts on human health and the environment by avoiding or minimizing pollution from its Operations including measures to abate emissions that contribute to climate change;
4. protect and conserve biodiversity by avoiding habitat destruction or degradation particularly of natural and critical habitat as also protected areas; and ensure access of communities to natural resources on which their livelihoods depend;
Avoid adverse impacts of its Operations on communities of Indigenous Peoples, or when avoidance is not feasible, to minimize, mitigate, for such impacts, and to provide opportunities for development benefits, in a culturally appropriate manner particularly:

Ensure that the development process fosters full respect for the dignity, human rights, aspirations, cultures and natural resource-based livelihoods of Indigenous Peoples.
Establish and maintain an ongoing relationship with the Indigenous Peoples that may be affected by Company’s project.
Foster good faith negotiation with and informed participation of Indigenous People when projects are to be located on traditional or customary lands under use by the Indigenous Peoples.
Respect and preserve the culture, knowledge and practices of Indigenous Peoples.

Last Updated: July 2026

Gender Neutral Policy

The Policy Statement

BigWater is committed to providing a safe environment for all its employees free from discrimination on any ground and from harassment at work including sexual harassment. BigWater will operate a zero- tolerance policy for any form of sexual harassment in the workplace, treat all incidents seriously and promptly investigate all allegations of sexual harassment. Any person found to have sexually harassed another will face disciplinary action, up to and including dismissal from employment.

All complaints of sexual harassment will be taken seriously and treated with respect and in confidence. No one will be victimized for making such a complaint.

Definition of sexual harassment

Sexual harassment is unwelcome conduct of a sexual nature which makes a person feel offended, humiliated and/or intimidated. It includes situations where a person is asked to engage in sexual activity as a condition of that person’s employment, as well as situations which create an environment which is hostile, intimidating or humiliating for the recipient. Sexual harassment can involve one or more incidents and actions constituting harassment may be physical, verbal and non-verbal. Examples of conduct or behavior which constitute sexual harassment include, but are not limited to:

Physical conduct

Unwelcome physical contact including patting, pinching, stroking, kissing, hugging, fondling, or inappropriate touching
Physical violence, including sexual assault
Physical contact, e.g. touching, pinching
The use of job-related threats or rewards to solicit sexual favours

Verbal conduct

Comments on a worker’s appearance, age, private life, etc.
Sexual comments, stories and jokes
Sexual advances
Repeated and unwanted social invitations for dates or physical intimacy
Insults based on the sex of the worker
Condescending or paternalistic remarks
Sending sexually explicit messages (by phone or by email)
Religious taunts

Non-verbal conduct

Display of sexually explicit or suggestive material, showing pornography, making or posting vulgar / indecent / sexual pranks, teasing, jokes, demeaning or offensive pictures, cartoons or other materials through email, SMS, MMS, gestures etc.
Sexually-suggestive gestures, giving gifts or leaving objects that are sexually suggestive
Whistling, eve teasing, innuendos and taunts, physical confinement against one’s will or any such act likely
Leering

Anyone can be a victim of sexual harassment, regardless of their sex and of the sex of the harasser. BigWater recognizes that sexual harassment may also occur between people of the same sex. What matters is that the sexual conduct is unwanted and unwelcome by the person against whom the conduct is directed.

BigWater recognizes that sexual harassment is a manifestation of power relationships and

often occurs within unequal relationships in the workplace, for example between manager or supervisor and employee.

Anyone, including employees of BigWater, clients, customers, casual workers, contractors or

visitors who sexually harasses another will be reprimanded in accordance with this internal policy. All sexual harassment is prohibited whether it takes place within BigWater premises or outside, including at social events, business trips, training sessions or conferences sponsored by BigWater.

Complaints procedures

Anyone who is subject to sexual harassment should, if possible, inform the alleged harasser that the conduct is unwanted and unwelcome. BigWater recognizes that sexual harassment may occur in unequal relationships (i.e. between a supervisor and his/her employee) and that it may not be possible for the victim to inform the alleged harasser.

If a victim cannot directly approach an alleged harasser, he/she can approach one of the designated staff members responsible for receiving complaints of sexual harassment. This person could be another supervisor, a member of the human resources department, etc.

When a designated person receives a complaint of sexual harassment, he/she will:

immediately record the dates, times and facts of the incident(s)
ascertain the views of the victim as to what outcome he/she wants
ensure that the victim understands the company’s procedures for dealing with the complaint
discuss and agree the next steps: either informal or formal complaint, on the understanding that choosing to resolve the matter informally does not preclude the victim from pursuing a formal complaint if he/she is not satisfied with the outcome
keep a confidential record of all discussions
respect the choice of the victim
ensure that the victim knows that they can lodge the complaint outside of the company through the relevant country/legal framework

Throughout the complaint’s procedure, a victim is entitled to be helped by a counsellor within the company. BigWater will nominate a counsellor and provide them with special training to enable them to assist victims of sexual harassment. BigWater recognizes that because sexual harassment often occurs in unequal relationships within the workplace, victims often feel that they cannot come forward. BigWater understands the need to support victims in making complaints.

Informal complaints mechanism

If the victim wishes to deal with the matter informally, the designated person will:

Give an opportunity to the alleged harasser to respond to the complaint.
Ensure that the alleged harasser understands the complaints mechanism.
Facilitate discussion between both parties to achieve an informal resolution which is acceptable to the complainant, or refer the matter to a designated mediator within the company to resolve the matter.
Ensure that a confidential record is kept of what happens.
Follow up after the outcome of the complaints mechanism to ensure that the behaviour has stopped.
Ensure that the above is done speedily and within a reasonable time of the complaint being made.

Formal Complaints Mechanism

If the victim wants to make a formal complaint or if the informal complaint mechanism has not led to a satisfactory outcome for the victim, the formal complaint mechanism should be used to resolve the matter.

The designated person who initially received the complaint will refer the matter to a Director to instigate a formal investigation. The Director may deal with the matter him/herself, refer the matter to an internal or external investigator or refer it to a committee of three others in accordance with this policy.

The person carrying out the investigation will:

Interview the victim and the alleged harasser separately.
Interview other relevant third parties separately.
Decide whether or not the incident(s) of sexual harassment took place.
Produce a report detailing the investigations, findings and any recommendations.
If the harassment took place, decide what the appropriate remedy for the victim is, in consultation with the victim. (i.e.- an apology, a change to working arrangements, a promotion if the victim was demoted as a result of the harassment, training for the harasser, discipline, suspension, dismissal)
Follow up to ensure that the recommendations are implemented, that the behaviour has stopped and that the victim is satisfied with the outcome.
If it cannot determine that the harassment took place, he/she may still make recommendations to ensure proper functioning of the workplace.
Keep a record of all actions taken.
Ensure that all the records concerning the matter are kept confidential.
Ensure that the process is done as quickly as possible.

Outside complaints mechanisms

A person who has been subject to sexual harassment can also make a complaint outside of the company.

Sanctions and disciplinary measures

Anyone who has been found to have sexually harassed another person under the terms of this policy is liable to any of the following sanctions:

Verbal or written warning
Adverse performance evaluation
Reduction in wages
Transfer
Demotion
Suspension
Dismissal

The nature of the sanctions will depend on the gravity and extent of the harassment. Suitable deterrent sanctions will be applied to ensure that incidents of sexual harassment are not treated as trivial. Certain serious cases, including physical violence, will result in the immediate dismissal of the harasser.

Implementation of this policy

BigWater will ensure that this policy is widely disseminated to all relevant persons. It will be included in the staff handbook. All new employees must be trained on the content of this policy as part of their induction into the company.

Every year, BigWater will require all employees to attend a refresher training course on the

content of this policy. It is the responsibility of every manager to ensure that all his/her employees are aware of the policy.

Monitoring and evaluation

BigWater recognizes the importance of monitoring this sexual harassment policy and will

ensure that it anonymously collects statistics and data as to how it is used and whether or not it is effective.

Supervisors, managers and those responsible for dealing with sexual harassment cases will report on compliance with this policy, including the number of incidents, how they were dealt with, and any recommendations made. This will be done on a yearly basis. As a result of this report, the company will evaluate the effectiveness of this policy and make any changes needed.

Last Updated: July 2026

Health & Safety Policy

BigWater is committed to the goal of providing and maintaining a healthy and safe working environment, with a view to continuous improvement.

This goal is only achievable by adherence to established objectives striving to exceed all

obligations under applicable legislation, and by fostering an enthusiastic commitment to health and safety within the Company’s personnel, contractors and visitors.

In particular:

Management will strive to take all reasonable steps to reduce workplace hazards to as low as reasonably achievable.
Supervisors and managers are held accountable for the health and safety of all employees under their supervision. This includes responsibility for applicable training and instruction, appropriate follow-up on reported health and safety concerns, and implementation of recommended corrective action. This accountability is integrated into the performance appraisal system.
Supervisors, workers and visitors are expected to perform their duties and responsibilities in a safe and healthful manner, and are accountable for the Health and Safety of themselves and others.
BigWater is committed to providing all necessary training and instruction to ensure that appropriate work practices are followed on the job, and to promote their use off the job.
If necessary, BigWater will take disciplinary action where individuals fail to work in a healthy and safe manner, or do not comply with applicable legislation or corporate policies and procedures.
Health, safety and loss control in the workplace are everyone’s responsibility. BigWater expects that everyone will join in our efforts to provide a healthy and safe working environment on a continuous day to day basis. Only through the dedication and efforts of all individuals BigWater can succeed in providing a healthy safe working environment.

Health and Safety Security Policy

BigWater is a technology-oriented company where human capital is its greatest asset. BigWater recognizes that Occupational Health and Safety (OH&S) is critical to its sustainability since human capital is integral to its success and growth. Every BigWater employee, business associate, contractor, stake holder will strive towards the OH&S obligation and commitment. Below are the guidelines that should be adhered to by all stake holders to ensure a good and vibrant OH&S ecosystem.

BigWater encourages its employees to sign up for its subsidized company health insurance plan to ensure good health of its stakeholders.
BigWater personnel to take all precaution when handling heavy load and fixing electrical fixtures etc. by wearing appropriate clothing and footwear.
The facility administration of BigWater ensures daily cleaning and mopping of floors with suitable disinfectants to ensure a germ-free environment.
Keeping in mind global warming and adverse impact of climate change on routine weather conditions, BigWater provides free of cost hydration in the form of clean water and other hydrating fluids to all its employees, customers, business associates, contractors, stake holders.
BigWater has regular drills for fire safety in its premises as a part of employee safety.
BigWater has fire extinguishers and fire exits in its premises.
BigWater premises are secured with CCTV surveillance and physical security guards and a documented visitor entry system along with RFID tags for entry and exit.
BigWater facilities maintain ambient room temperature at around 24 degrees +/- 1 degree.

Responsibilities

Our safety program is the responsibility of all levels of company employees. The chain of responsibility is as follows.

Field staff report to the Supervisor.
Supervisor, Office staff and suppliers report to the HR Officer.
HR Officer reports to the Principal Officer.
All employees are responsible for the health and safety of all visitors or contractors brought on site by them, and to ensure that they are aware of and follow all company safety rules and procedures at a minimum.

Field Staff

Field staff are accountable to the supervisor for ensuring that all aspects of Occupational Health & Safety policy are followed. Employees must take an active role in protecting and promoting their health, safety and accident prevention. You must not perform activities that jeopardize your health and safety or that of others.

Supervisor

The warehouse supervisor is accountable to the HR officer and is responsible for ensuring the Occupational health & safety policy is followed. They must provide leadership in all aspects of Health and Safety including developing policy and procedure. They are also responsible for ensuring proper procedures are followed in the lacquer areas for pouring, mixing and storing flammable products.

Office Staff and Suppliers

Office staff is accountable to the HR officer for ensuring that Occupational Health & Safety policies are followed. They are responsible for all aspects of health and safety in their area of the office and sample areas.

HR Officer

The HR officer is accountable to the Director and is responsible for Occupational Health & Safety performance for all employees at all levels. The HR officer must provide leadership in all aspects of health and safety activities at work or otherwise. The HR officer must take an active role in all aspects of safety.

The Principal Officer is responsible for the health and safety of all employees within the Organisation The Principal Officer must ensure all policies and procedures are followed according to Occupational Health & Safety.

Duties

HR Officer

Ensure that all reasonable steps are taken to prevent accidents.
Ensure that standards and procedures are developed and maintained.
Be familiar with the Occupational Health & Safety act and any revised regulations and ensure they are followed.
Ensure that all employees are instructed in the procedures and requirements of Occupational Health & Safety.
Review accident reports, safety audits and other related material relative to health or safety.

Principal Officer

Ensure that all reasonable steps are taken to prevent accidents.
Be familiar with Occupational Health & Safety act, the company policy and any other legislation pertaining to health or safety.
Ensure all policies and legislation is followed by all levels of employees.
Ensure all accidents are reported and investigated
Ensure employees are instructed in the procedures and requirements of Occupational Health & Safety.
Review all accidents and near misses to determine root and basic causes, suggestion/implementation of changes to prevent re-occurrence.

Office Staff

Comply with all Company Procedures, Safety Policy and requirements of Occupational Health & Safety.
Be responsible for working safely and carrying out their duties with skill and care as to not cause accidental injury to themselves, fellow employees or the general public.
Immediately report all injuries, near misses or potential hazards to their supervisor.
Know the location of all fire extinguishers, fire alarms or other warning devices.
Ensure all personal safety equipment is being used properly.
Never engage in horse play or tomfoolery.
Maintain clean and orderly work area.
When in doubt…. ASK.

Suppliers

Provide input for all hazardous material shipped to our warehouse.
Ensure all reasonable steps are taken to prevent an accident.
Be familiar with Occupational Health & Safety act.

General Safety Rules

All accidents, injuries or near misses, regardless of their nature, shall be promptly reported to the safety officer.
Clothing shall be appropriate to the duties being performed. Long pants, a clean neat shirt and shoes are the minimum requirements.
Running is not permitted except in extreme emergencies.
Smoking is not permitted in any part of the warehouse or office. You may only smoke in designated areas.
Visitors and customers are to be escorted by staff while on company property.
Hand tools are to be used for their intended purpose only.
Riding on equipment is prohibited except where designated for operator.
Horseplay, fighting or tomfoolery is strictly prohibited on Company premises.
All spacers are to be of equal proportion and undamaged. Damaged spacers are dangerous.
Open lifts are to be stored on the floor or in assigned bunks. Do not stack an open lift; this act will result in disciplinary action up to and including dismissal.
All spills will be immediately cleaned up and reported.
Drawers and filing cabinets will be kept closed when not in use.
Filing cabinet drawers are to be filled from the bottom up or the cabinet is to be securely fastened /anchored.
Lifts and clutter will be cleaned up before the end of your workday.
Aisles are to be kept clear at ALL times.
Do not unload a truck alone under any circumstances, if someone cannot help you then wait or call someone else for help. (Applies on and off property).

Safety Tips

If you are not sure, ASK.
Follow instructions and don’t take chances.
Wear your personal safety equipment.
Never operate equipment you have not been trained for.
Keep your work area clean.
Avoid injury by lifting correctly. If it’s heavy ask for help.
Make sure the job can be done safely.
DO NOT unload a truck alone.

Portable Ladders

Portable ladders must be secured against movement and placed on a base that is stable; the base of an inclined portable ladder is to be no further from the base of the wall or structure than ¼ of the height to where the ladder contacts the wall or structure.

Pallets & Storage Racks

All employees must ensure that pallets used to transport or store materials/containers are loaded, moved, stacked, arranged and stored in a manner that does not create danger to workers.

The Company ensures that racks used to store materials or equipment are

designed, constructed and maintained to support the load placed on them and are placed on firm foundations that can support the load. Employees must report any damage to a storage rack to the manager as quickly as is practical. All managers and employees must take all reasonable steps to prevent storage racks from being damaged to the extent that their integrity as a structure is compromised.

First Aid

Company office has a first aid kit on site;

The following protocol must be followed.

All employees must immediately report any occupational injury, accident or near miss to the safety officer or their supervisor.
Supervisors must immediately tend to injuries and then report them to the safety officer.
HR manager must immediately discuss the incident with the safety officer and injured persons.

The purpose of this procedure is to comply with Occupational Health & Safety act, workers compensation board and to determine the cause of the accident and make recommendations to prevent further re-occurrence. All reports of injury must be filed.

If an injury occurs a record must be kept and include the following:

Name of worker
Name and qualifications of person giving first aid
Description of illness or injury
First aid given to the worker
The date and time the illness or injury
The date and time the illness or injury was reported
Where at the work side the incident occurred
The work-related cause of the incident, if any

The employer must retain the records kept for 3 years from the date the incident is recorded. A person who has custody of records must ensure that no person other than the worker has access to a worker’s records unless:

The record is in a form that does not identify worker.
The worker has given written permission to the person.
The Director of Medical Services or a person authorized by the Director.
Requires to be produced under the Act.

An employer must give a worker a copy of the records pertaining to the worker if the worker asks for a copy.

Critical Injury Protocol

First and foremost, always take whatever measures are required to provide proper care of an injured worker. If a critical injury has occurred and the worker has been cared for, the branch manager, safety officer and W.C.B must be notified. The appropriate report must be completed as soon as possible; this is to ensure that important details are not forgotten.

A critical injury is an injury that….

Places life in jeopardy
Produces unconsciousness
Results in substantial loss of blood
Involves the fracture of a leg or arm, but not a finger or toe
Involves the amputation of a leg, arm, hand or foot, but not a finger or toe.
Consists of burns to major portion of the body.
Causes loss of sight in an eye.

Accident Investigation Policy

All accidents that result in injury or property damage or that could have resulted in serious injury or property damage (near miss) must be thoroughly investigated. The investigation must determine the cause of the incident so that appropriate action can be taken to prevent recurrence.

The Safety Officer shall be responsible for conducting the investigation. The investigation report shall be completed as soon as possible after the incident and reported to the HR manager. The safety officer and appropriate supervisor shall determine what steps are to be taken to prevent recurrence.

Any disputes arising from the investigation will be investigated and arbitrated by the HR manager.

Alcohol and Drug Policy

It is the responsibility of all employees to ensure an alcohol and drug free environment. If there is any awareness or suspicion that any employee, supplier or visitor is under the influence of illegal narcotics or alcohol, will be removed from the premises immediately. Should an employee report to work while under the influence of such substances, the employee will be taken home either in a taxi or by the HR Manager.

This is a zero-tolerance policy.

Disciplinary Action

Careless work and irresponsible behavior directly affect the quality of health and safety in the workplace. Even absenteeism influences safety by placing more duties on fellow employees.

The following instances shall be cause for verbal or written warning and possible dismissal.

Absenteeism without cause
Health and safety violations
Poor conduct or misconduct
Theft
Sexual harassment
Racial discrimination
Carelessness
Willful damage to company property
Drug or alcohol use

Compliance with company and legislative safety standards is necessary to maintain a safe and healthy work environment. As with any program non-compliance issues must be dealt with.

The following is a guideline for disciplinary actions for safety infractions based on seriousness of the offence.

🎬 First offence, employee will be given a documented verbal warning.

🎬 Second offence, employee will be given a written warning and a one-day suspension.

🎬 Third offence, employee may be suspended or terminated (suspension or termination commensurate to seriousness of the offence).

Hazard Warning Signs

Whenever possible, warning signs will be displayed where a potential hazard may cause injury. Warning signs must be strictly adhered to. Warning signs are posted where hazards exist and must not be removed unless hazard has been controlled.

Last Updated: July 2026