Personnel Manual

NORTHLAND ENERGY SERVICES (U.K.) Ltd

Issue Date: 01.07.2001 Issue No:REV 1 Document Ref: Personnel Manual

Author: Roy McIntosh Page 1 of 38 Approved By: Simon Peach

NORTHLAND ENERGY SERVICES U.K. LTD

FIELD OPERATORS PERSONNEL MANUAL

EASTERN HEMISPHERE OPERATIONS

July 2001




Index

1.0 INTRODUCTION........................................................................................................ 4 2.0 GENERAL CONDITIONS OF EMPLOYMENT .................................................... 5

2.1 Recruitment .................................................................................................................. 5 2.2 Joining .......................................................................................................................... 5 2.3 Classification ................................................................................................................ 5 2.4 Employees on rotation.................................................................................................. 6 2.5 General ......................................................................................................................... 7 2.6 Availability................................................................................................................... 7 2.7 Training ........................................................................................................................ 7 2.8 Appraisals..................................................................................................................... 7 2.9 Promotion ..................................................................................................................... 8 2.10 Equal Opportunities...................................................................................................... 8 2.11 General Obligations...................................................................................................... 8 2.12 Inventions and Patents.................................................................................................. 8 2.13 Outside Activities of Employees.................................................................................. 9 2.14 Company Information .................................................................................................. 9 2.15 Termination of Employment ...................................................................................... 10 2.16 Repayment of Monies ................................................................................................ 10 2.17 Sickness or Injury....................................................................................................... 11 2.18 Private Medical Treatment ......................................................................................... 11

3.0 COMPANY HEALTH, SAFETY & ENVIRONMENTAL POLICY STATEMENT 2001 ..... 12 4.0 HOURS OF WORK ................................................................................................... 13 5.0 LEAVE ........................................................................................................................ 14

5.1 Annual Leave ............................................................................................................. 14 5.2 Compensatory Leave.................................................................................................. 14 5.3 Leave General.......................................................................................................... 15 5.4 National Holidays....................................................................................................... 16 5.5 Compassionate Leave................................................................................................. 16 5.6 Jury Service ................................................................................................................ 16 5.7 Public Duties .............................................................................................................. 16 5.8 Leave of Absence ....................................................................................................... 17

6.0 COMPENSATION..................................................................................................... 18 6.1 General ....................................................................................................................... 18 6.2 Payment of Salary ...................................................................................................... 18 6.3 Standby Time ............................................................................................................. 18 6.4 Bonuses Offshore, Onshore and Special .................................................................... 19 6.5 Maintenance /International Travel Bonus .................................................................. 19 6.6 Overseas Rotational Bonus Payments........................................................................ 19 6.7 Special Bonuses.......................................................................................................... 20

7.0 EXPENSES ................................................................................................................. 21 7.1 Meal and Travel Allowance ....................................................................................... 21 7.2 Travel.......................................................................................................................... 21 7.3 Entertainment Expenses ............................................................................................. 21




7.4 Credit Cards................................................................................................................ 21 7.5 Company Cars ............................................................................................................ 22 7.6 Private Cars ................................................................................................................ 22 7.7 Hire Cars..................................................................................................................... 22 7.8 Telephones.................................................................................................................. 22 7.9 Relocation Allowance ................................................................................................ 22 7.10 Expenses General .................................................................................................... 23 7.11 Expenses Taxation................................................................................................... 23 7.12 FOREIGN CURRENCY............................................................................................ 23

8.0 BENEFITS .................................................................................................................. 24 8.1 Pension Plan and Death Benefit Scheme ................................................................... 24 8.2 Business Travel and ACCIDENT Insurance.............................................................. 24 8.3 DISCIPLInary PROCEDURE.................................................................................... 24

9.0 ALCOHOL AND DRUG POLICY .......................................................................... 30 10.0 COMPANY PERSONNEL DRIVING POLICY .................................................... 31 11.0 PERSONAL COMPUTERS & SOFTWARE ......................................................... 34 12.0 APPENDICES ............................................................................................................ 36

12.1 MILEAGE RATES .................................................................................................... 36 12.2 HIRE CAR GRADES ................................................................................................ 36 12.3 BONUS RATES 2001 Eastern Hemisphere Operations........................................ 37 12.4 Geographical Coefficient ........................................................................................... 38




1.0 INTRODUCTION

This Manual outlines the Companys personnel policies that apply to Field Employees of NES UK LTD. This manual provides guidance to management and employees in the application of the Companys personnel policies. Changing conditions make modifications necessary from time to time and the Company reserves the right to change or revise its personnel policies or their application as occasion may demand. In accordance with the provisions of the Contract of Employment Act 1978 as amended, employees are required to comply with policy amendments, and changes in their application, as notified in written statements or in such documents notified to employees.

If there is any conflict between the personnel policies detailed in this manual and in statements of terms and conditions of employment (and any agreed amendments thereto) issued to individuals employees, the terms and conditions detailed in those statements (together with any agreed amendments thereto) will prevail. Employees are encouraged to discuss their personnel problems with their Supervisors and Management. Definition In this Manual the word company means the employing company Northland Energy Services UK LTD. The word employee means any person employed by Northland Energy Services UK LTD.




2.0 GENERAL CONDITIONS OF EMPLOYMENT

2.1 RECRUITMENT

Authority to recruit and employ rests with those members of Management so authorised, but the appropriate immediate Supervisor should have an opportunity to interview and approve candidates. Each new employee will be carefully chosen, not only for ability and qualification to handle the immediate opening but also with a view to suitability for future advancement.

2.2 JOINING

New employees are required to: -

2.2.1 Undergo a medical examination (including chest x-ray where necessary) carried out by a Company appointed doctor. Employment is conditional upon the examinees standard of health being acceptable to the Company.

2.2.2 Provide a curriculum vita. 2.2.3 Provide satisfactory references from previous employers and/or the details of one or

more referees whom the Company may approach. 2.2.4 Provide details of his/her bank account for salary payment. 2.2.5 Provide income tax form P45 relating to previous employment. 2.2.6 Provide Company with his/her National Insurance Number. 2.2.7 Be in possession of a valid passport. 2.2.8 Be in possession of a valid driving licence. 2.2.9 Sign a contract of employment. 2.2.10 Each new employee will be provided with a Statement of Terms and Conditions of

his/her employment.

2.3 CLASSIFICATION

Operations employees are basically involved in UBD Services, Well Testing and Electronic Data Measurement services offshore and onshore and categories include:

Engineer Grade 12 Service Co-ordinator Grade 11 Senior Supervisor Grade 10 Supervisor Grade 8 9 Senior Operator Grade 6 7 Operator Grade 4 5 Assistant Operator Grade 3 Trainee Operator Grade 1 2




2.4 EMPLOYEES ON ROTATION

Personnel on rotation have the same grade structure as above and conditions of employment with the following exceptions.

2.4.1 Working period will be 30 days on/30 days off 2.4.2 Holiday entitlement is forfeited. 2.4.3 There will be no days off accrual. 2.4.4 Travel days will be in time off period, 50% travel bonus applicable.




2.5 GENERAL

It is a condition of Company Employment that, not withstanding classification and category, all employees will undertake to carry out any tasks within their capabilities if requested by the Company or any person duly authorised by the Company.

2.6 AVAILABILITY

It is a requirement within the company that all field employees are available for work 24 hours a day, 7 days a week. Employees are required to be available for operations both onshore and offshore in the UK or overseas. The Company has the right to change employees assignments, job titles, work schedules, or employment locations at its discretion.

2.7 TRAINING

Training course are organised by the Company to provide employees with additional professional qualification, to improve knowledge in their own speciality, to provide knowledge of new equipment, techniques and safety. Employees are required to undergo such training whenever and wherever directed by the Company and refusal to do so constitutes a serious disciplinary action. The training may be either in the UK or abroad. During training periods compensation will be at basic salary. Accommodation will be provided and fixed meal allowances paid, if training is carried out away from the employees home base area. The Company will pay for the costs of such training, however should the employee decide to leave the Companys service within 12 months, the course fees in respect of the minimum training requirements, i.e. Combined Offshore Survival/Fire Fighting/First Aid Course, may be recoverable from the employee.

2.8 APPRAISALS

Performance appraisals are made at regular intervals, at least once per job, and discussed with employees by their Supervisors, before submission to Management. Management will also conduct annual appraisals.




2.9 PROMOTION

The Management, upon recommendation by area Managers/Supervisors, will decide upon promotions. Recommended candidates for promotion will be assessed on past performance, professional qualification, attitude, ability and experience. It is Company policy to promote from within the Company whenever possible.

2.10 EQUAL OPPORTUNITIES

The Company seeks at all times to encourage employees to develop full potential in employment irrespective of race, colour, creed, marital status, disability or sex. Northland complies with current U.K. legislation with regard to employment and does not discriminate on the grounds of race, colour, creed, marital status, disability or sex. Northland will only deviate from this compliance if there is a statutory exemption covering the employment of individuals.

2.11 GENERAL OBLIGATIONS

Employees are required to: -

2.11.1 Obey all lawful orders given by the Company or any person duly authorised by the Company, use their best endeavours to promote the interest of the company, devote their entire time and attention to their duties and not engage in any other business.

2.11.2 Regularly, promptly and fully report to the Company or to any person duly

authorised by the Company to receive such reports as to the performance of their duties and as to the business and affairs of the Company, which may come to their knowledge.

2.11.3 Ensure that their passport, driving licence, survival and medical documents

(including required vaccinations) are at all times current.

2.12 INVENTIONS AND PATENTS

All employees shall agree that the Company, shall be entitled to sole benefit of, exclusive property in, any invention and/or improvements in plant, machinery, process or other things which may be discovered during their employment.




2.13 OUTSIDE ACTIVITIES OF EMPLOYEES

The Company expects its employees to exercise good judgement with respect to their activities apart from their employment with the Company, and does not wish to interfere with the use they make of their own time. However, if their outside activities involve the use of Company time, equipment, or information, detract from their or other employees job performance, or are otherwise prejudicial to its interests, such activities naturally become a matter of justifiable concern to the Company. Such activities include working for a competitor or engaging in outside business or employment where the knowledge of Company information or affairs might be used for personal gain. Whenever an employees contemplated or existing outside activity appears to conflict with Company interest, a thorough investigation will be made. If such conflict exists, Management will discuss the matter with the employee, a frank explanation given of how the Company interests or the employees job performance is affected, and the employee advised to make a decision between his/her regular employment and outside activity. Continuance by the employee thereafter in the activity conflicting with the Companys interest may be considered as grounds for termination.

2.14 COMPANY INFORMATION

Employees must not, in any circumstances or at any time, whether during the continuance or after the termination of Company employment, impart any information regarding the business affairs of the Company or of any associated Company, to any person, firm or company except under the direction of and with the consent of the Company or in so far as may be required by a Court of competent jurisdiction. It is the policy of the Company to protect its legal position by taking appropriate action in the instances where it believes confidential Company information has been used wrongfully by a present or former employee for personal gain.




2.15 TERMINATION OF EMPLOYMENT

An employee will be required to give or will be given notice of termination of employment on the following scale: -

Years of Service Period of Notice On part of the company Probationary period 1 weeks After Probationary period and less than 5 years

4 weeks

5 12 years 1 week for each complete year of service 12 years or more 12 weeks On part of the employee 1 calendar month The Company has the option of paying basic salary in lieu of notice.

2.16 REPAYMENT OF MONIES

On the date of termination, for whatever reason, any sums due by the employee to the Company may be off set by the Company against any sums due from the Company to the employee.




2.17 SICKNESS OR INJURY

In the event of sickness or injury, involving absence from work, the Companys Sick Pay Scheme will pay employees full pay less the appropriate, according to earnings, weekly (or daily) rate of Statutory Sick Pay (SSP) for a continuous or cumulative period of 2 months in each calendar year, in accordance with the rules of the Companys Sick Pay Scheme. Thereafter SSP is payable in accordance with the rules for the payment of SSP. On the expiry of the continuous or cumulative maximum period of two months absence, there is no further entitlement to Companys Sick Pay or any other remuneration from the Company, (except for any entitlement to SSP, and/or to benefit from the Companys Personal Accident Insurance). The Company, at its discretion, may extend Companys Sick Pay beyond two months in exceptional circumstances.

2.18 PRIVATE MEDICAL TREATMENT

The Company operates a Group Private Medical Scheme for the benefit of certain employees. Eligible employees must have completed six months Company service before entering the Scheme, and as membership is optional, an employee must elect to join. The Scheme provides for the employees a choice of private consultation and specialist treatment free of charge and, where in-patient hospital treatment is necessary, the choice of a private hospital or nursing home accommodation to a set cost limit and surgeons and anaesthetists fees free of charge. The Company pays the whole cost of the Scheme subscriptions in respect of the employees. Members can elect for their wives/husbands and children to be included in the scheme but the additional subscription to cover the latter will be borne by the member. Full details of the Scheme are available on request from the Companys Personnel Department.




3.0 COMPANY HEALTH, SAFETY & ENVIRONMENTAL POLICY

STATEMENT 2001

It is the policy of Northland Energy Services [NES] (UK) Ltd., to conduct its business operations in a manner which, protects people, the environment and property, so far as is reasonably practicable, from the hazards and the risks presented by its undertakings. People are our most valuable asset, and their health, safety and continuous development are our prime consideration. Elimination and reduction of unacceptable risks to health and safety, together with the protection of the environment, are of equal importance to all other business principles. Therefore, no job is so important that time cannot be taken to ensure the risk to health, safety or damage to property or environment is minimised. The objective of the Company is No Harm to People, Damage to Property or the Environment. To achieve this objective, the goals of the Company Health, Safety and Environmental Policy are to:

Identify the hazards and significant risks presented by our activities. Implement Safe Systems of Work and other necessary Control Measures to eliminate

or reduce, to as low as is reasonably practicable, those risks. Identify and comply with all applicable health, safety and environmental legislation

and other relevant standards in the implementation of Safe Systems of Work. Continuously develop our personnel through monitoring of training needs and

provision of relevant training, to help promote health, safety and environmental awareness and develop a positive health, safety and environmental culture amongst all employees and contractors.

Implement and maintain effective arrangements for consultation and co-operation between the Company, all employees and their nominated representatives, our customers, external agencies, members of the public and the enforcing authorities.

Implement systems and procedures for elimination and reduction of risk through purchasing, storage, transporting, use and final disposal of materials and equipment, including reduction, re-use and recycling schemes and planned preventative maintenance.

Actively encourage timely reporting and thorough investigation of all accidents and near miss incidents, to identify root causes and corrective actions, together with the implementation of procedures to establish a No Blame Culture way of thinking throughout the whole Company.

Identify and control workplace health risks through implementing appropriate health surveillance and health care programs.

Provide arrangements for auditing Company Management Systems and Workplace and Process Controls, to ensure identification of opportunities for improvement and allocation of cost-effective corrective action and Company resources.




The Vice President, Eastern Hemisphere has executive responsibility for health, safety and environmental protection within NES (UK) Ltd. However, this responsibility is delegated throughout all sections of the company, Management, every employee and Company contractors and all visitors to Company premises and sites Safety is Everyones Responsibility.

4.0 HOURS OF WORK

Normal hours of work are as follows: - At the normal base of employment: Great Yarmouth Base 08.30 12.30 and 13.30 17.00 There is no overtime entitlement should these working hours be exceeded. Hours of work on Operations away from normal base, offshore and onshore, will be determined by the clients shift patterns and personnel will be notified after being assigned.




5.0 LEAVE

5.1 ANNUAL LEAVE

Annual leave entitlement for operational field staff is as follows: - Annual leave is also considered as Compensatory Leave.

Personnel on rotation do not have any annual leave entitlement. 4 weeks (30 calendar days) per annum. For service periods of less than one year, leave will be calculated at 2.5 days per month of completed service. No more than 21 days leave may be taken at any single time. The minimum period to be taken must be in excess of 4 days. No annual leave is to be taken between 15th December and 15th January. Staff must request leave dates as early as possible and no later than 1 month before, unless operations permit, and agreed dates are subject to management approval. The Operations Manager will co-ordinate the leave plans of field staff to avoid overlapping. Extended periods of offshore work may be required by employees in order to honour leave arrangements for colleagues during peaks of activity. Every effort will be made to respect leave plans but due to operational requirements it may be necessary to alter or defer leave arrangements. Compensation for annual leave booked but deferred because of operational requirements will be one extra day for each day of annual leave deferred. Unused leave is not normally carried over at year-end. However at the discretion of the Vice President a maximum of 10 days can be carried forward, but must be used within the first quarter of the following year.

5.2 COMPENSATORY LEAVE

Operational field staff are entitled to compensatory leave in addition to annual leave as follows: - For periods of work offshore, when offshore bonus is payable, and for periods of work onshore outside the UK when onshore bonus is payable, each 2 days worked will accrue 1 days leave (2/1). Compensatory leave may only be taken with the prior authorisation of the Operations Manager.




When on Compensatory leave, staff are required to advise their Operations Manager of their contact point and to make themselves available for work (i.e. contactable) on each of the compensatory leave days. It is essential that compensatory leave is taken at the first opportunity and during periods of low activity, and employees may be directed to do so by their Manager. At the Companys discretion, large accruals of 2/1 leave may be liquidated by cash payment at the request of the employee and/or at the option of the Company but only according to the following rules: -

! Total accrual must exceed 40 days. ! Cash liquidation will not reduce the accrual to less than 30 days. ! Cash liquidation will be paid at basic salary levels prevailing at the date on which the

leave was earned and will be paid on a straight day basis, i.e. 1 days pay for 1 days leave.

! No more than two such liquidations will be allowed in any one calendar year. ! Any negative compensatory leave days at year-end will be offset by annual leave

balance. ! Liquidations can only occur in the second half of the year.

5.3 LEAVE GENERAL

All leave payments will be made at the current basic annual salary rates. New employees cannot take annual leave until six months Company service has been completed unless previously agreed at interview. An employee, whose employment is terminated for any reason other than summary dismissal for serious misconduct, will be paid for salary in lieu of leave calculated at the pro-rata rates indicated in the foregoing. Deductions will of course be made for leave already taken during the year. No pay in lieu of leave will be made to an employee summarily dismissed for serious misconduct.




5.4 NATIONAL HOLIDAYS

National holidays are not applicable to field staff. If field staff are required to work on 25th, 26th December or 1st January (one days leave in lieu will be given for each day worked in addition to 2/1 leave earned.

5.5 COMPASSIONATE LEAVE

An employee who is absent from work on compassionate grounds is not entitled to any remuneration from the Company for the period of absence. However, in deserving circumstances such as the death or serious illness of a direct relative, the Company, at its discretion, will grant paid leave. Direct relatives are defined, as wife/husband, either of their parents or their dependants, or in the case of an unmarried employee, their mother or father. Payment in respect of such compassionate leave will be confined to basic salary and will not include offshore, onshore or any other operating or special bonus.

5.6 JURY SERVICE

Special leave without pay will be granted, to any employee required to attend a Court of Law for jury service or as a witness, or to attend a statutory tribunal as a witness. A claim for loss of earnings in these cases may be made to the Court Authorities.

5.7 PUBLIC DUTIES

Employees are entitled to reasonable unpaid leave to serve on certain public and statutory bodies as defined in the Employment Rights Act 1996. This right is subject to the reasonable requirement of the Company that its works shall not be interrupted unnecessarily.

Permission is required as to the times and dates of leave, once an overall amount has been approved.




5.8 LEAVE OF ABSENCE

In exceptional circumstances, the Company may grant an employee unpaid leave of absence for a limited period. If granted, during the period of absence, no vacation rights will accrue.




6.0 COMPENSATION

6.1 GENERAL

The Companys objective is to pay each employee according to the value of his job, in fair comparison with those of similar concerns, and according to the quality of his performance, in an equitable manner that will provide incentive for improvement and progress. A salary is established for each recognised level of job value and is adjusted periodically to recognise changes in industry earning levels and/or to ensure that it compares fairly with those of similar concerns.

6.2 PAYMENT OF SALARY

Employees salaries together with any other payments due will be paid directly to employees bank accounts monthly, normally on the last working day of the month. Salary deductions will be made for Income Tax, National Insurance, and pension contributions and for other purposes approved by the Company and authorised by the employee. Employees will receive a monthly statement showing details of salary deductions and any discrepancies should be brought to the attention of the finance department within one month.

6.3 STANDBY TIME

There will no compensation for standby periods, employees are to be available for work 24 hours a day 7 days a week unless annual leave has been previously booked and approved.




6.4 BONUSES OFFSHORE, ONSHORE AND SPECIAL

Offshore, Onshore and Special Bonuses are payable to operations field staff in accordance with the charge rates listed in 13.3. Operational staff are on 24 hour call and when offshore may be required to work very long hours, sometimes in excess of 12 hours per day. Additionally, assignments vary considerably in length from 1 or 2 days to 35 days without relief. Bonus rates reflect this unpredictability. Bonuses are due when personnel are charged to the customer, travel and maintenance periods at overseas locations. Personnel required to attend Client meetings or perform duties above their current grade will at the discretion of their manager be eligible to one half days bonus payable at the lowest bonus rate for their current grade.

If 25th or 26th December or 1st January is worked and bonuses are applicable, a supplementary bonus equal to the applicable basic rate bonus will be paid. On other National Holidays, bonuses will be paid at standard rate. Operational bonuses are payable for the following eventualities:

a) Offshore Operations invoiced to client. b) Onshore Operations invoiced to client. c) Overseas Operations Travel days d) Overseas Operations Maintenance days

6.5 MAINTENANCE /INTERNATIONAL TRAVEL BONUS

Maintenance/travel bonus is payable for the following eventualities.

a) On the job training (not on charge to clients) at site of onshore or offshore operation, not including courses at Northland base or elsewhere.

b) Performing equipment maintenance and work at Northland base other that individuals home base.

c) At a client wellsite not during operation phase. d) Standby and travel days before or after international operation while away from

home base.

6.6 OVERSEAS ROTATIONAL BONUS PAYMENTS

Personnel working on rotation overseas will be paid bonus at the same rates as shown in the table 13.3 with the following exceptions. Personnel will receive 10 days minimum bonus per month whether invoiced to a client or not. If an excess of twenty days per month are worked which are invoiced to a client the bonus will be paid for every day invoiced to the client.




6.7 SPECIAL BONUSES

6.7.1 Training Course Bonus Payable to supervisors & UBD engineers running approved training courses at

locations and NES base. Applicable for training of both Northland and customer personnel. Payable at the lower bonus rate for Supervisors.

6.7.2 General No operating bonuses are payable for any work carried out at NES UK base e.g.

report writing, whether or not invoiced to the client, pre job preparation or post job maintenance.

6.7.3 Service completion bonus Senior Field Staff & UBD Engineers An amount of the Senior Supervisors bonus will be withheld and made payable on

satisfactorily completion of the following reporting (see table 13.3)

! EOW report finalised and accepted by client and archived ! Operational Equipment report ! Equipment refurbishment report ! Crew appraisals ! Lessons learned and recommendations ! Stock change reports received weekly for job duration ! Complete end of job stock check.




7.0 EXPENSES

7.1 MEAL AND TRAVEL ALLOWANCE

Whilst travelling on Company business, accommodation will be reimbursed at actual cost if this has not been arranged by the company. A daily allowance will be reimbursed at 20.00 per day, which has been agreed with the local Inland Revenue. The total for any 24-hour period will not exceed 20.00 and will be reduced by 3.00 when bed and breakfast accommodation is supplied. The daily allowance covers all meals, laundry and incidental expenses. Claims for meals/drinks/monies etc against receipts or on hotel bills are not permitted. The above allowances only will be payable. Where the Company or it customer provides accommodation with meals subsistence will not be payable.

7.2 TRAVEL

All travel arrangements will be organised at the operations home base and will be approved by the relevant department manager or V.P. The standard of air travel when authorised by the Company will be by the most appropriate and economical fares on scheduled air services. Higher standards of air travel may only be used, at the discretion of and with the authorisation of Management, where special circumstances such as operational emergencies warrant. When air travel is not authorised, travel to and from assignments is by public road or rail transport (or where unavailable by taxi), and hire cars, other means of private transport will only be reimbursed if authorised and approved in advance by Management.

7.3 ENTERTAINMENT EXPENSES

The Company will reimburse entertainment expenses incurred in an effort to improve customer relations. Management must approve such expenses in advance, and the relevant expense claims must specify purpose and identify guest(s)

7.4 CREDIT CARDS

Company Credit Cards are not provided. Staff required to travel abroad and in other special circumstances may obtain Credit Card facilities privately and charge the annual Credit Card fee (standard cards only) to the company where this card will be wholly used for company business, with prior Management approval.




7.5 COMPANY CARS

Company vehicles are not provided for personal use.

7.6 PRIVATE CARS

From time to time employees may be authorised by Management to use their own private cars on Company business in which case a mileage charge may be claimed by the employee in accordance with the scale set out in Appendix 13.2. No other expense is claimable in respect of this.

7.7 HIRE CARS

Cars may only be hired in accordance with 13.2 (Hire Car Grades) at company expense, authorised and approved in advance by management.

7.8 TELEPHONES

Business calls made on personal mobiles while at locations will be reimbursed. All other calls will be for the individuals account. Copies of itemised British Telecom bills or equivalent telephone companies must support expense claims in respect of telephones calls. When on company business at client wellsites a telephone allowance of 5.00 per week is payable. This allowance requires receipts or telephone cards to be produced when claiming.

7.9 RELOCATION ALLOWANCE

It is not anticipated that this will be relevant to Eastern Hemisphere operations at this time. Should this become a need it will be dealt with on a case-by-case basis.




7.10 EXPENSES GENERAL

The procedure for claiming back reimbursable expenses is to enter them on the appropriate Company expense form and to submit the form, together with relevant receipts attached, either to the appropriate base offices or to head Office as directed, on a monthly basis. Expense claims must be submitted in a timely manner for prompt payment and to ensure that the client is recharged where applicable. All expense claims must be in excess of 50.00 to reduce administration costs in processing the claim and be submitted within 60 days of the expenditure, claims made after this time will not be accepted. Typical allowable expenses include:

! Passport renewal ! Mileage ! Business telephone call (Itemised) ! Taxis when used in respect of business ! Fuel charges for company hire cars

7.11 EXPENSES TAXATION

By Inland Revenue ruling the Company is obligated to declare for tax purposes individuals expenses whether directly paid by the Company or reimbursed by the Company. Where individual claims are made for tax relief on expenses, such claims are a private matter between the individual and the tax authorities and the Company cannot become directly involved.

7.12 FOREIGN CURRENCY Any expense incurred for currency exchange is for the employees account. Rates of exchange to be used when claiming expenses incurred during overseas assignments will be that as stated on the Oanda website. The site can be visited at www.oanda.com




8.0 BENEFITS

8.1 PENSION PLAN AND DEATH BENEFIT SCHEME

On successful completion of your probationary period you will be entitled to join the Companys group personal pension plan, which is voluntary. The company will match the employees contribution up to an agreed maximum; the maximum amount may vary over time. The company also operates a life assurance scheme for employees. The benefit will be paid to your dependants in the unfortunate event of your death whilst employed by Northland Energy Services (U.K.) Ltd. The amount of benefit will be equal to four times your annual basic salary. You will automatically become a member of the scheme on successful completion of your probationary period.

8.2 BUSINESS TRAVEL AND ACCIDENT INSURANCE

To assist you in emergency cases where you need medical cover and you are away from the office on company business, we have arranged with Cega Emergency Service a special service for you to use. It is available 24 hours a day to provide practical help and assistance. If an accident occurs or you have any medical problems whilst away call Cega Emergency Service From the UK 01243 621060 Outside the UK 44 1243 621060 Fax 01243 773169 You should therefore ensure you carry details of these numbers with you whilst you are away from the office in case you need medical attention. The Northland insurance policy is with GAN insurance company and our policy number is 8096H00765.

8.3 DISCIPLINARY PROCEDURE

8.3.1 INTRODUCTION

This document details the procedure that would be followed in the event of it proving necessary to take action of a disciplinary nature against employees. The intention is that potential disciplinary cases be dealt with at an early stage with a view to resolving problems as quickly and fairly as possible. The Employer wishes to emphasise and encourage improvements in individual conduct.




8.3.2 PROCEDURE

The procedural steps set out below are a guide and will not be followed in full in every case. The point at which the procedure is entered or the omission of any of the stages will depend entirely on the seriousness of the offence. Thus, a series of minor offences or a repetition of one such offence may involve the entire procedure whilst a more serious offence may well call for a final warning. Gross misconduct will lead to instant dismissal. It should be recognised that informal admonitions given by an employees superior are part of their working relationship and are outside the limit of disciplinary procedure.

8.3.3 OFFENCES OTHER THAN GROSS MISCONDUCT

8.3.3.1 Verbal Warning (For Minor Offences) In case of minor offences the employee will

be given a formal verbal warning. 8.3.3.2 First Written Warning (For Repeated Minor Offences or a More Serious Offence) If

a more serious offence occurs or another minor offence occurs after the issue of a formal verbal warning the employee will be given a first written warning.

8.3.3.3 Final Written Warning (For Repeated Minor Offences and Very Serious Offences) If

another offence occurs after the issue of a first written warning or if there is an action which the Employer considers very serious offence a final written warning will be given to the employee.

8.3.3.4 Dismissal is regarded as the ultimate step and in cases other than gross misconduct

will take place where the employee on a former occasion has been issued with a final written warning in respect of a similar matter or other cause of complaint.

8.3.3.5 Where a decision to dismiss has been taken the employee will be informed that he

will receive a formal written notice of this decision, together with a clear statement of the reasons for dismissal.




8.3.4 PROCEDURE APPROPRIATE AT EACH STAGE

8.3.4.1 At each stage the complaint against the employee shall be notified to the employee

and he shall be interviewed and give the opportunity to state his case. He shall be told that he can be accompanied by a friend or fellow employees of his choice. At every stage the employee shall be informed of:

8.3.4.2 His/her alleged shortcoming/misdemeanour 8.3.4.3 What in the view of the Employer needs to be done by way of improvement. 8.3.4.4 The period of time during which such improvement is to be shown (this period must

be reasonable and take into account the nature of the improvement which is to be carried out).

8.3.4.5 If any assistance or training is to be provided this will be detailed in writing after any

stage within the procedure. If a verbal warning is given then the written record of this warning will be made in the employees file.

8.3.4.6 As each warning is given by the employer and the employee shall agree (or in default

of the agreement between the employer and the employee, the Employer shall specify), the period of time to be allowed for improvement not only to be achieved but also to be sustained.

8.3.5 OFFENCES INVOLVING GROSS MISCONDUCT

8.3.5.1 The Employer will summarily dismiss any employee who he considers to be guilty of

gross misconduct.

8.3.5.2 Before any disciplinary action is taken the employee shall be interviewed and informed of the allegations against him and the employees to be given ample opportunity to state his case. He shall be told that he can be accompanied by a friend or fellow employee of his choice. When a decision in respect of the matter has been made the employee will be informed and where this decision is to dismiss the employee will be informed that he will receive formal written notice of this decision.




8.3.6 SUSPENSION

At each stage the Employer reserves the right to suspend the employee without pay for a period not exceeding three days, for a longer period with pay should further suspension be necessary in circumstances where:

8.3.6.1 The action complained of requires the immediate removal of the employee from their place of work pending a decision concerning any disciplinary action to be taken and/or

8.3.6.2 The action complained of/alleged requires investigation and it is considered by the

Employer that is undesirable for the employee to remain on duty.

8.3.7 APPEALS

The employee has a right to appeal against any disciplinary action taken against him. The wish to appeal should be notified in written to the Vice President of the Eastern Hemisphere and shall be heard whenever possible within 24 hours of the disciplinary plenary interview. In cases where the disciplinary action has been taken by the Vice President of the Eastern Hemisphere then no appeal can be made, but he will review his decision as if it were an appeal if so requested. Unless the appeal is made within five days of the interview, it will be assumed the employee accepts the disciplinary action taken.

8.3.8 DISCIPLINARY RULES

The disciplinary rules set our hereunder are provided to indicate the standards of performance and behaviour at work which can reasonably be expected from employees. It is impossible to list all possible acts of indiscipline which could occur in any employment, and it should therefore be noted that the rules indicated below are not exhaustive and can serve only as a guide.

8.3.9 Gross Misconduct

Except in trivial cases which will be treated as misdemeanours the following are examples of actions which constitute gross misconduct and will lead to summary dismissal:




8.3.9.1 Refusal to carry out reasonable instructions from a superior.

8.3.9.2 Theft, either from the Employer, its employees, clients, customers or agents, including the unauthorised possession of any of the Employers goods, materials, products or produce.

8.3.9.3 Fraud: any deliberate falsification of records or any deliberate attempt to defraud the

Employer or fellow employees. Fraud can include falsification of time sheets, travel claims, self-certification forms, etc.

8.3.9.4 Violence: any fighting or violence involving any fellow employee or any other

person which takes place on the Employers premises or while on the Employers business.

8.3.9.5 Indecency which is related to employment with the Employer.

8.3.9.6 Deliberate damage to Employers property, or to the property of fellow employees.

8.3.9.7 Intoxication on the Employers premises or the bringing of intoxicants or illegal

drugs on to the Employers premises at any time.

8.3.9.8 Gross carelessness or negligence: including any action or failure to act which threatens the health or safety of any fellow employee or member of the public including any disregard of safety rules which jeopardises the safety of those on the Employers premises.

8.3.9.9 Failure to comply with the provisions of the Employers Safety Policy.

8.3.9.10 Failure to observe the confidential nature of information concerning the Employer

and the Employers clients

8.3.9.11 Any conduct which does or may bring the Employers business into disrepute.

8.3.9.12 Breach of contract of employment: any fundamental breach of contract which renders continuation of employment impossible including failure to meet statute related provisions.

8.3.9.13 Sleeping on duty.

8.3.9.14 Harassment of other members of staff or of others, whether the harassment is sexual,

racial or of any other kind.




8.3.9.15 Discrimination against other members of staff, applicants for employment or others

which is on the grounds of sex, marital status, race, colour, religion, ethnic origin, nationality or disability or any other serious breach or nonobservance of the Employers Equal Opportunities Policy or Code of Practice.

8.3.9.16 Obtaining unauthorised access to, making unauthorised use of or making

unauthorised amendments to information on computers, computer software or computer hardware.

8.3.10 Misdemeanours

The following are examples of action which may be regarded as action warranting disciplinary action amounting to less than summary dismissal, and for which dismissal may be appropriate if corrective action is not taken after the issue of a written warning

8.3.10.1 Unauthorised absence: including unauthorised absenteeism or unauthorised absence from the work place.

8.3.10.2 Poor standard of work; or inadequate attention to work.

8.3.10.3 Poor timekeeping or attendance: every member of staff is required to give constant

and regular attendance within the terms of their contract of employment.

8.3.10.4 Provocative, abusive or truculent behaviour.

8.3.10.5 Sexist or racist conduct or behaviour of any kind.




9.0 ALCOHOL AND DRUG POLICY

All pre-employment medicals will include procedures for testing for the presence of drugs and/or alcohol in the appropriate manner. Employees are prohibited to be under the influence of alcohol and/or drugs. Or be in possession of alcohol, drugs or any controlled substances and are forbidden to distribute, purchase or sell any of these items or substances during working time, or during periods when it is likely that they will be called upon for work. Employees are advised that if necessary the Company reserves the right to search possessions, lockers, baggage and quarters of any person subject to this policy on premises owned or controlled by the Company or clients of the Company. Any employee who fails to co-operate with any such search will be removed from the premises and will not be permitted to return, pending further investigation. The Company at its discretion reserves the right to request that employees undergo random drug/alcohol test as required. Any employee who refuses to participate in medical evaluation for alcohol or drug testing or tests positive for the presence of alcohol or any controlled substance will not permitted to perform any work or service on Company premises or business. Any employee who is unfit to work as a result of alcohol or drug use will be immediately removed from their place or work and will never again work on Company business or premises as an employee of the Northland Energy Corporation.




10.0 COMPANY PERSONNEL DRIVING POLICY

The following are guidelines, which must be adhered to by anyone driving or travelling in a Company vehicle or Company leased vehicle. Employees are those employed directly by the Company or other personnel operating under the Companys instruction - otherwise referred to below as person," individual or driver.

1) Any person driving a Company vehicle or Company leased vehicle will do this with due care and attention as if it was their own property - any person found abusing Company or Company leased property may be subject to disciplinary action.

2) Any person driving a Company or Company leased vehicle will leave it in a fit state to allow subsequent drivers to use the vehicle without hindrance. Any vehicle will be delivered back to Great Yarmouth Base with fuel in it (not empty) allowing subsequent re use.

3) Vehicles, which have their own fuel cards are to be returned to the Yard Admin Assistant after refuelling and all receipts are to be logged in the envelope with each vehicle. Mileage should be annotated on any receipts.

4) Such vehicles or fuel are only to be used on Company business unless agreed otherwise by Management.

5) Only fuel obtained from a regular service station will be used (on site red industrial diesel will not be used).

6) No employee will tamper with any speed limiting or statutory devices, such as Tacographs, fitted to any Company or Company leased vehicle. Any resulting prosecution against an individual will be the individual's responsibility.

7) A Company approved service outlet will only carry out servicing of any vehicle. Emergency repairs in the field must be reported to Great Yarmouth Base. Avoidable damage to vehicles may be for the individuals, not Company account, at the discretion of the company Insurers.

8) Where a vehicle is used outside the immediate Great Yarmouth area (10 miles) a mileage logbook is provided. This will be filled in and signed on a daily basis by each employee using the vehicle. The logbook should also be used for noting any servicing/repair requirements. Additionally these should be reported to the Great Yarmouth base.

9) Hazardous goods may only be transported by Company vehicles when a driver is available with the applicable ADR qualifications (When such a person is not available, all such goods should be transported by Third Party Contractors with the applicable documentation).

10) All employees will observe all applicable local and client site traffic laws, regulations and speed limits in all vehicles. Any violation of these laws/speed limits, etc., where prosecution or client disciplinary action occurs, is the individual's responsibility and no assistance can be expected from the Company. Reckless and dangerous driving will not be tolerated.

11) Any Parking Tickets/Fines will be for individual, not Company, account. Any resulting conviction, disqualification or ban can affect the individual's employment with the Company where driving is a term or condition of employment.

12) All employees driving Company vehicles are required to lodge copies of their U.K and, where applicable, International driving licenses with Great Yarmouth base. Until the Company has received a copy of the license and/or notification of points, disqualifications, etc, an employee is not permitted to drive a Company vehicle.




13) Any accident of whatever nature, will be reported to Great Yarmouth Base and an Accident Report Form (obtainable from Great Yarmouth Base) will be filled in by the individual concerned and forwarded to Great Yarmouth Base as soon as possible. 14) No employee may be in control of a Company owned or leased vehicle whilst under the influence of Alcohol or any substance likely to impair safe driving ability. Any person violating the above will be subject to instant dismissal pending a disciplinary hearing. 15) Mobile telephones, or other radio communications devices, shall not be used whilst

the vehicle is in motion unless fitted with hands free operation. 16) As a matter of personal safety, any person driving a Company vehicle is expected to

observe the following: Only authorised and/or designated drivers shall drive vehicles. A walk around is to be carried out before driving any vehicle to check tyres (including

spares), lights, indicators, horn, wipers, mirrors, fluid levels, etc. Adequate supplies of emergency provisions must be maintained, e.g., first aid kit,

drinking water and means of communications. A vehicle will not be driven with any warning lights showing on the dashboard. Before reversing, a clear path must be confirmed by the driver. Any load in vans/trucks will be adequately secured to prevent loss or shifting. On open

backed vehicles the necessary ropage/securing devices should be fitted. Passengers are not to be carried on the back of open backed vehicles. Seat belts shall be worn at all times.

17) Personnel should take regular breaks from driving on long journeys, i.e. 15 mins break every 2 hours driving.

18) Private vehicle users Company personnel that use their own private vehicles on Company business shall observe the following before using their vehicles: A copy of their current motor vehicle insurance, which includes cover for business use,

shall be provided to the Company. (Note: the Company shall pay a mileage allowance at current Inland Revenue rates to cover fuel, additional business use insurance cover and general wear and tear).

A copy of the vehicles current MOT Certificate shall be provided. The general provisions of sections 10 17 above shall be complied with. Personnel should take regular breaks from driving on long journeys, i.e., 15 min.s

break every 2 hours driving. Smoking is not permitted in leased vehicles at any time.




19) For Field Based Operatives, i.e., those driving/travelling within foreign countries and between remote locations, such as dessert based rig sites, the following must be observed:

Drivers must follow all local Journey Management Program requirements for provision of passenger numbers and names, checking in with Journey Management Controllers at designated travel points and, adhering strictly to driving time limits.

No driving must be undertaken outside of city/town limits after dark. Drivers must ensure provision of emergency supplies and means of communication

whilst driving between remote locations. In field journeys, regardless of duration, must be only undertaken in compliance with

Journey Management requirements. 20) Smoking is not permitted in leased vehicles at any time.




11.0 PERSONAL COMPUTERS & SOFTWARE

The Company licenses the use of computer software from a variety of outside companies. Northland does not own this software or its related documentation and, unless authorised by the software developer, does not have the right to reproduce it. With regards to use on local area networks or on multiple machines, Northland employees shall use the software only in accordance with the licence agreement. Employees learning of any misuse of software or related documentation within the organisation shall notify their manager, the Operations Support Manager or the Personnel Manager. According to UK copyright law, persons involved in the illegal reproduction of software can be subject to unlimited civil damages and to criminal penalties, including fines and imprisonment. The Company does not condone the illegal duplication of software, and any employee who makes, acquires or uses unauthorised copies of computer software will be disciplined as appropriate under the circumstances. Subject to the Companys disciplinary procedures, this may include termination of employment. Employees must not use unauthorised software on Company personal computers. This particularly applies to computer games that may be carriers of computer viruses. Failure to comply with this requirement will be regarded as a serious disciplinary offence up to and including termination. The Internet is a powerful business tool that can provide a great deal of useful information. Unfortunately, it can also be a distraction from productive work time when browsing non-business related sites and sending inappropriate email in additional to creating a legal liability for the Company. In an effort to clarify our position on the use of the Internet and Email, while utilising Precision owned computer systems, the following applies. The display or transmission of sexually-explicit images, messages or cartoons, or any transmission, that contains ethnic slurs, racial epithets, or anything that may be construed as harassment or disparagement of others based on their race, national origin, sex, sexual orientation, age, disability, religious or political beliefs is not permitted at any time. Precisions Email and Internet usage policies will be enforced with zero tolerance. If, through the course of managing our technical resources, issues come to our attention and depending on the seriousness of the incident, disciplinary action can include termination of employment for just cause without notice or severance in lieu of notice.




If you do receive any of the inappropriate material mentioned above via Email, it is your responsibility to immediately delete the message from your system and not to forward to anyone else.

The Company has the right and capability to monitor Internet browsing and Email usage by each user on the system. Be responsible for using Precision's Information Systems in an effective, ethical, and lawful manner. Individual users are responsible for their own actions and for any outcome attributable to those actions.




12.0 APPENDICES

12.1 MILEAGE RATES Motor cars and vans Up to 10,000 business miles 40p per mile Over 10,000 business miles 25p per mile Motor cycles 24p per mile Bicycles 20p per mile

12.2 HIRE CAR GRADES

The grade of hire car which employees may use in approved circumstances is as follows:- Grade Classification Group All Personnel Group C

Any upgrade requested will be for the employees account unless otherwise approved by your Manager. (Upgrades given by the Hire Company should not incur any cost).




12.3 BONUS RATES 2001 EASTERN HEMISPHERE OPERATIONS

Grade Title UBD &

International

Onshore UK Well Testing

Travel & Maintenance

12 UBD Engineer 160.00 N/A 65.00

11 Project Coordinator 140.00** 100.00** 65.00

10 Senior Supervisor 130.00** 100.00** 65.00

9 Supervisor 110.00 90.00 55.00

8 Supervisor 110.00 90.00 55.00

7 Senior Operator 100.00 80.00 50.00

6 Senior Operator 100.00 80.00 50.00

5 Operator 90.00 75.00 45.00

4 Operator 80.00 65.00 40.00

3 Assistant Operator 70.00 55.00 35.00

2 Assistant Operator 60.00 45.00 30.00

1 Trainee Operator 50.00 35.00 25.00

Field staff on rotation will be paid 10 bonus days per month at the applicable rate. Any days invoiced to a client in excess of 20 days per month will be paid at the rates in the above table. ** To encourage timely and efficient reporting 20.00 per day will be withheld from the Senior Supervisors bonus until such times that all reporting has been satisfactorily completed.




12.4 GEOGRAPHICAL COEFFICIENT

The following table shows the Geographical Coefficient (GC) to be applied to the bonus rate. The GC is payable from the time of start of each assignment. The GC will be subject to change and review at regular intervals.

Country/Region Multiplier (GC)

EU Countries, Scandinavia & North America 1.00

Eastern Europe 1.15 Former Soviet Union (FSU) 1.25 North Africa 1.15 Algeria, Libya 1.50 Middle East 1.15 Iran, Iraq, Yemen 1.50 Saudi Arabia 1.25 Far East 1.15 Vietnam, China, Burma & certain areas of Indonesia 1.50

e.g. Supervisors bonus for working in Libya on UBD project. 130.00 x 1.5 = 195.00 Countries or areas not in this list will be assigned as required.

1.0INTRODUCTION4INTRODUCTIONGENERAL CONDITIONS OF EMPLOYMENTRECRUITMENTJOININGUndergo a medical examination (including chest x-ray where necessary) carried out by a Company appointed doctor. Employment is conditional upon the examinees standard of health being acceptable to the Company.Provide a curriculum vita.Provide satisfactory references from previous employers and/or the details of one or more referees whom the Company may approach.Provide details of his/her bank account for salary payment.Provide income tax form P45 relating to previous employment.Provide Company with his/her National Insurance Number.Be in possession of a valid passport.Be in possession of a valid driving licence.Sign a contract of employment.Each new employee will be provided with a Statement of Terms and Conditions of his/her employment.

CLASSIFICATIONEMPLOYEES ON ROTATIONWorking period will be 30 days on/30 days offHoliday entitlement is forfeited.There will be no days off accrual.Travel days will be in time off period, 50% travel bonus applicable.

GENERALAVAILABILITYTRAININGAPPRAISALSPROMOTIONEQUAL OPPORTUNITIESGENERAL OBLIGATIONSObey all lawful orders given by the Company or any person duly authorised by the Company, use their best endeavours to promote the interest of the company, devote their entire time and attention to their duties and not engage in any other business.Regularly, promptly and fully report to the Company or to any person duly authorised by the Company to receive such reports as to the performance of their duties and as to the business and affairs of the Company, which may come to their knowledge.Ensure that their passport, driving licence, survival and medical documents (including required vaccinations) are at all times current.

INVENTIONS AND PATENTSOUTSIDE ACTIVITIES OF EMPLOYEESCOMPANY INFORMATIONTERMINATION OF EMPLOYMENTREPAYMENT OF MONIESSICKNESS OR INJURYPRIVATE MEDICAL TREATMENT

COMPANY HEALTH, SAFETY & ENVIRONMENTAL POLICY STATEMENT 2001HOURS OF WORKLEAVEANNUAL LEAVECOMPENSATORY LEAVELEAVE GENERALNATIONAL HOLIDAYSCOMPASSIONATE LEAVEJURY SERVICEPUBLIC DUTIESLEAVE OF ABSENCE

COMPENSATIONGENERALPAYMENT OF SALARYSTANDBY TIMEBONUSES OFFSHORE, ONSHORE AND SPECIALMAINTENANCE /INTERNATIONAL TRAVEL BONUSOVERSEAS ROTATIONAL BONUS PAYMENTSSPECIAL BONUSESTraining Course BonusGeneralService completion bonus Senior Field Staff & UBD Engineers

EXPENSESMEAL AND TRAVEL ALLOWANCETRAVELENTERTAINMENT EXPENSESCREDIT CARDSCOMPANY CARSPRIVATE CARSHIRE CARSTELEPHONESRELOCATION ALLOWANCEEXPENSES GENERALEXPENSES TAXATIONFOREIGN CURRENCY

BENEFITSPENSION PLAN AND DEATH BENEFIT SCHEMEBUSINESS TRAVEL AND ACCIDENT INSURANCEDISCIPLINARY PROCEDUREINTRODUCTIONPROCEDUREOFFENCES OTHER THAN GROSS MISCONDUCTVerbal Warning (For Minor Offences) In case of minor offences the employee will be given a formal verbal warning.First Written Warning (For Repeated Minor Offences or a More Serious Offence) If a more serious offence occurs or another minor offence occurs after the issue of a formal verbal warning the employee will be given a first written warning.Final Written Warning (For Repeated Minor Offences and Very Serious Offences) If another offence occurs after the issue of a first written warning or if there is an action which the Employer considers very serious offence a final written warning will beDismissal is regarded as the ultimate step and in cases other than gross misconduct will take place where the employee on a former occasion has been issued with a final written warning in respect of a similar matter or other cause of complaint.Where a decision to dismiss has been taken the employee will be informed that he will receive a formal written notice of this decision, together with a clear statement of the reasons for dismissal.

PROCEDURE APPROPRIATE AT EACH STAGEAt each stage the complaint against the employee shall be notified to the employee and he shall be interviewed and give the opportunity to state his case. He shall be told that he can be accompanied by a friend or fellow employees of his choice. At everHis/her alleged shortcoming/misdemeanourWhat in the view of the Employer needs to be done by way of improvement.The period of time during which such improvement is to be shown (this period must be reasonable and take into account the nature of the improvement which is to be carried out).If any assistance or training is to be provided this will be detailed in writing after any stage within the procedure. If a verbal warning is given then the written record of this warning will be made in the employees file.As each warning is given by the employer and the employee shall agree (or in default of the agreement between the employer and the employee, the Employer shall specify), the period of time to be allowed for improvement not only to be achieved but also to

OFFENCES INVOLVING GROSS MISCONDUCTThe Employer will summarily dismiss any employee who he considers to be guilty of gross misconduct.Before any disciplinary action is taken the employee shall be interviewed and informed of the allegations against him and the employees to be given ample opportunity to state his case. He shall be told that he can be accompanied by a friend or fellow emp

SUSPENSIONThe action complained of requires the immediate removal of the employee from their place of work pending a decision concerning any disciplinary action to be taken and/orThe action complained of/alleged requires investigation and it is considered by the Employer that is undesirable for the employee to remain on duty.

APPEALSDISCIPLINARY RULESGross MisconductRefusal to carry out reasonable instructions from a superior.Theft, either from the Employer, its employees, clients, customers or agents, including the unauthorised possession of any of the Employers goods, materials, products or produce.Fraud: any deliberate falsification of records or any deliberate attempt to defraud the Employer or fellow employees. Fraud can include falsification of time sheets, travel claims, self-certification forms, etc.Violence: any fighting or violence involving any fellow employee or any other person which takes place on the Employers premises or while on the Employers business.Indecency which is related to employment with the Employer.Deliberate damage to Employers property, or to the property of fellow employees.Intoxication on the Employers premises or the bringing of intoxicants or illegal drugs on to the Employers premises at any time.Gross carelessness or negligence: including any action or failure to act which threatens the health or safety of any fellow employee or member of the public including any disregard of safety rules which jeopardises the safety of those on the Employers pFailure to comply with the provisions of the Employers Safety Policy.Failure to observe the confidential nature of information concerning the Employer and the Employers clientsAny conduct which does or may bring the Employers business into disrepute.Breach of contract of employment: any fundamental breach of contract which renders continuation of employment impossible including failure to meet statute related provisions.Sleeping on duty.Harassment of other members of staff or of others, whether the harassment is sexual, racial or of any other kind.Discrimination against other members of staff, applicants for employment or others which is on the grounds of sex, marital status, race, colour, religion, ethnic origin, nationality or disability or any other serious breach or nonobservance of the EmploObtaining unauthorised access to, making unauthorised use of or making unauthorised amendments to information on computers, computer software or computer hardware.

MisdemeanoursUnauthorised absence: including unauthorised absenteeism or unauthorised absence from the work place.Poor standard of work; or inadequate attention to work.Poor timekeeping or attendance: every member of staff is required to give constant and regular attendance within the terms of their contract of employment.Provocative, abusive or truculent behaviour.Sexist or racist conduct or behaviour of any kind.

ALCOHOL AND DRUG POLICYCOMPANY PERSONNEL DRIVING POLICYPERSONAL COMPUTERS & SOFTWAREAPPENDICESMILEAGE RATESHIRE CAR GRADESBONUS RATES 2001EASTERN HEMISPHERE OPERATIONSGEOGRAPHICAL COEFFICIENT

Documents

Personnel Manual