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Employee Handbook Sodexo Remote Sites

We want your future with Sodexo Remote Sites to be a rewarding one...

Welcome Introduction Joining our Organisation A Career with Sodexo Remote Sites Establishing your Right to Work Probationary Periods Job Description Medical Examination Employee Training Diversity and Inclusion Integrity Management Ethics Whistle Blowing Health, Safety, Environmental & Quality Safety Environment Food Safety Personal Appearance/Standard of Dress Smoking Alcohol and Substance Abuse Telephones/Mobiles Remuneration Salary Salary Deductions Travel and Accommodation Allowance Expenses Car Usage and Allowance Pensions Spaarloon Scheme Life Assurance Health Insurance Accident Insurance Long Service Award Leave Holiday Entitlement Bereavement Leave Compassionate Leave Maternity, Paternity, Adoption & Parental Leave Public Duties Sickness Absence Sickness Provisions Notification of Absence 27 28 21 22 22 22 22 23 23 23 23 23 23 24 25 26 26 26 16 17 17 18 19 19 20 13 15 10 10 10 11 11 11 11 Return to Work Following Absence Long Term Sickness Absence Monitoring Absence Travelling Offshore Induction Employee Files Reporting for Duty Check-in Failing to Report for a Crew Change Mandatory Training & Medical Certificates Clothing Luggage Safety Brief Arrival Offshore Illness or Injury Offshore Crew Change Delays Returning Onshore Employee Obligations Personal Details Outside Interests Communications Charity Work and Collections Relationships at Work Rights of Search Professional Conduct Computers, Email and Internet Disciplinary Procedure Principles Informal Procedure Formal Procedure Misconduct Gross Misconduct Transfer Suspension Appeal Procedure Grievance Procedure Individual Grievance Procedure Collective Grievance Procedure Capability Procedure Job Changes Personal Circumstances Capability Meeting Gross Incapability Right of Appeal 48 48 48 49 49 45 46 40 41 41 42 43 44 44 44 36 36 36 37 37 37 38 39 31 31 31 32 32 32 33 34 34 34 34 35 35 29 29 30

Handbook Contents

Welcome
We want your future with Sodexo Remote Sites to be a rewarding one. We operate in an exciting market where there are opportunities for all our people to make progress and learn. This handbook will tell you what we believe in and how we treat our colleagues, clients and customers. It is intended to supplement your contract of employment and any collective agreement made with your trade union, as well as other company related documents by providing a single source of information on the various policies and procedures that affect you. It is imperative that you take the time to read it carefully in conjunction with the terms and conditions of your employment, which are specific to you. This is not an exhaustive list of the rules and guidelines that employees are required to follow, but those set out within this handbook will be used by your supervisors to assist them in decision making. The handbook contains guidelines for employees working in UK territory and territory of the Netherlands. Provisions within this handbook relating to UK Territory apply to employees whose time is spent predominantly working in mainland UK, United Kingdom Waters and/or the UK Continental Shelf. Dutch Territory provisions apply to employees whose time is spent predominantly working on the Dutch mainland, Dutch Waters and/or the Dutch Continental Shelf. If you are in any doubt about which territory you are working in, your line manager will be able to advise you. From time to time it is necessary for us to adapt our procedures to comply with local laws applying in these separate jurisdictions. Where different procedures are followed in different territories, we have set out the appropriate guidelines for each separately. We will seek to ensure that decisions that affect you are made in accordance with the guidelines contained within this Employee Handbook so that every individual is treated fairly and consistently. This handbook contains policies and procedures introduced by the Company. It does not form part of the terms of your contract of employment. The Company reserves the right to amend, vary, withdraw or add to its terms. As these changes will affect you we encourage you to discuss any improvement suggestions that you may have with your supervisor and colleagues and forward them to the Human

Our commitment to your future

Recruiting Rewarding
You will be recognized for living our values and for helping us grow. We will inspire you to join Sodexo.

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Welcoming
You will be welcomed as a valued member of our team.

Growing

Living

We will work with you to make your growth our priority.

We will enable you to flourish with us.

Resources inclusion.

Department

for

review

and

Sodexos Employee Value Proposition is our promise to always strive to inspire, value, develop, respect, and reward our people. This promise underscores the importance Sodexo places on the personal and professional development of our people. It also increases our ability to recruit, retain, and develop a diverse talent pool while simultaneously ensuring all employees feel engaged, challenged, and fulfilled.

At Sodexo, we support and encourage our employees to shape their own future and grow with the company. We care about our employees in the same way that we care about our clients and we strive to provide each and every employee with a wide range of professional and personal opportunities to improve the quality of their daily life. Our employees can develop their careers both locally and globally across all of our service areas. They have the flexibility to align the pace of their career with various life stages.

We support and encourage our employees to shape their own future... Welcoming
You will be welcomed as a valued member of our team 1. We provide you with a comprehensive induction program and share information about our company, our culture, our values, and our business. You receive a pack of useful information about the company You receive training from your line manager.

Recruiting
We will inspire you to join Sodexo 1. We take the highest care in recruiting to ensure the right match between you and us for long-term shared success. 2. We treat you with dignity, respect, and equality. 3. We provide you with the information you need about our company and the job, so that you can make the best decision. 4. We value the diversity you bring to our team and we use a range of sources to ensure a diverse application pool. 5. We strive to answer all applications in an appropriate way.

2. We give you the opportunity to give us feedback about your welcoming experience.

Living
We will enable you to flourish with us 1. We provide you with safe working conditions. 2. We provide you with an environment of strong and open two-way communication. 3. We strive to tailor your career to fit your personal life. 4. We create an environment that is inclusive and that respects your unique diversity. 5. We support your socially responsible involvement within the community.

Growing
We will work with you to make your growth our priority 1. We agree on objectives with you and provide you with constructive feedback on your performance. 2. We take the time to train you to be effective in your job. 3. We provide opportunities for mobility to support your development. 4. We support you to make the most out of your career by listening to you and considering your aspirations and needs. 5. If your life leads you to Sodexo (on good terms), you become part of our network for future opportunities, whether professional or personal.

Rewarding
You will be recognized for living our values and for helping us grow 1. We recognize you for personifying our company values and exceptional service behaviours. 2. We celebrate your special achievements at work. 3. We are fair and transparent about our criteria for making compensation and promotion decisions. 4. We strive to provide incentives that will allow you to benefit from the growth of the company.

The Company You Work For In 1966 Pierre Bellon launched Sodexo, in Marseille, founded on the Bellon familys experience of more than 60 years in maritime catering for luxury liners and cruise ships. Operations initially served staff restaurants, schools and hospitals. In 2006, Sodexo, the world leader in Food and Facilities Management Services, celebrated 40 years in business. This important milestone provided an opportunity to look back on four decades of extraordinary growth, which have transformed a small family business into a global market leader. For more than 40 years, Sodexo Remote Sites has been improving the quality of daily life far and wide offshore and onshore, and under the most extreme conditions. Extending far beyond the bounds of traditional catering, laundry and housekeeping services, Sodexo is now a one stop provider of Quality of Life Solutions. We cover every stage of a projects lifecycle, from site planning to decommissioning. For Sodexo Remote Sites, meeting expectations isnt enough, we pride ourselves in delivering beyond anything those we serve could have imagined. Sodexo Remote Sites has an unrivalled reputation for building lasting partnerships through open, transparent relationships based on trust and exceptional performance. Across the world, our 355,000 people are striving to improve the quality of daily life at more than 36,000 client locations across all market sectors. Whether on a mining site in the Arctic, or a rig off the Nigerian coast, we offer innovative solutions that ensure workforce comfort and safety, and help increase on-site productivity.

Our activities include: On-site Service Solutions - Sodexo designs, manages and delivers comprehensive On-site Service Solutions for our clients with services that range from food services to construction management, reception to the maintenance of scanners and laboratory equipment, management of data centers to leisure cruises and from housekeeping to rehabilitation services at correctional facilities. Motivation Solutions - We design, manage and deliver solutions that fall into three service categories: Employee Benefits to attract and create loyal, committed employees. Incentives and Recognition to help organizations reach their qualitative and quantitative objectives. Public Benefits to manage and control the distribution of aid and public subsidies. Our vision To become the premier global outsourcing expert in the Quality of Life services. Our mission Improve the Quality of Daily Life and contribute to the economic, social and environmental development of the cities, regions and countries in which we operate. Our values, Our People, Our Promise, Our Priority Sodexos diversity and inclusion journey has evolved over time and our progress has been the benchmark for many organisations. With the introduction of our Employee Value Proposition we are again raising the bar on what can be accomplished when people feel valued and empowered to focus on their strengths, honour their differences, and celebrate their contributions.

Service Spirit True dignity lies in the being of service to others. Clients and consumers are the centre of everything we do. For the men and women of Sodexo the words Service Spirit are more than a slogan. These words embody an attitude towards daily life that shapes all that we do each day to take care of those whom we serve. Service spirit is about listening to these people and paying attention to detail. It is also about being available, responsive, welcoming and efficient, and doing what we promise to do.

Every day, Sodexo team members strive to give of their best. This means going the extra mile to continuously improve performance. It also means having ambition and the fortitude to take the initiative. Living our Diversity & Inclusion Commitment At Sodexo, diversity and inclusion is fundamental to achieving outstanding business results because it drives our ability to identify and develop the best talent, create an inclusive culture where our workforce can thrive, and deliver quality of life solutions to our clients and customers. Simply put, our continuous commitment to advancing diversity and inclusion differentiates Sodexo and gives us a clear competitive advantage that cannot be replicated because it forms the core of who we are. As an organisation, Sodexo has worked hard to integrate diversity and inclusion into all aspects of our approach to business our workplace, our clients, customers and shareholders, and our community. Every day, in everything we do, Sodexo strives to create a culture that embraces diversity and celebrates unique ideas, perspectives, experiences, and life stages. The commitment to diversity and inclusion is ingrained in the Sodexo culture.

Every day, Sodexo team members strive to give of their best...

Team spirit Each persons skills combine with other team members knowledge to help ensure Sodexos success. In a team environment, everyone contributes to success using their individual talents, personality and their particular skills. Successful teams can only be created by team members who demonstrate respect and appreciation for each other. At Sodexo we know that team spirit throughout the organisation is absolutely essential to our success. Team spirit is as important at our work site as it is in our boardroom. Spirit of progress Our will, the acceptance of the evaluation of our performance, rejection of fatalism, selfevaluation, optimism.

Joining our Organisation

A Career with Sodexo Remote Sites During your employment, we want you to be happy and have the opportunity to meet your career aspirations within Sodexo Remote Sites. It is our policy to promote from within the company where possible. In order to achieve this, you will be offered the opportunity for training and development. Your training will begin on your first day and continue throughout your employment with us. Sodexo offers inhouse training as well as external development. If you are interested in exploring career development opportunities, please discuss this with your Manager. Establishing your Right to Work At the point of being offered a position with Sodexo, you will be requested to supply us with documents which establish that you have the right to work in the country where you are to be based. Further details of the appropriate documentation will be supplied at the time. At the start of your employment copies of these documents are made and kept in your personnel file. In case of the expiry and subsequent renewal of one of the above mentioned documents, you must provide us with a copy of the newer version for your personnel file. Failure to supply documents establishing your right to work could result in the withdrawal of our offer of employment or in the termination of your employment. Probationary Periods When you join, you will be subject to a probationary period, the length of which is set out in your contract of employment. This period gives us an opportunity to assess your performance on the job while giving you a chance to increase your understanding of the requirements of the job. At the end of the probationary period we reserve the right to terminate your Contract of Employment. Where your performance or conduct is considered unsatisfactory we may terminate the contract prior to the expiry of the probationary period.

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Job Description

Medical Examination Our offer of employment may be conditional upon you passing the appropriate medical examination by a doctor selected by Sodexo, showing that you are fit to work in the position to which you have been appointed. The nature of the examination you are required to undergo will depend upon your responsibilities. Employee Training At Sodexo, we support and encourage our employees to shape their own future and grow with the company. We believe in providing opportunities that enable our employees to develop to their fullest potential whilst recognising that you play a key role in developing yourself. Your career development commences with an in-depth induction welcoming you to Sodexo and you will receive ongoing training for your specific job. As your employment progresses your skills may be extended to encompass new job activities within the business. We will endeavour to provide you with comprehensive training and development. It is in your best interest to take advantage of all training opportunities available to you. Whilst attending training courses whether internally or externally, you are representing Sodexo and must therefore maintain the same standards of behaviour as would be expected by us when you are on duty. If you wish to embark on a training programme or course that will enhance your development, dependent upon its nature and the benefit to both you and Sodexo, we may part or fully fund such training. Further details of terms and conditions related to such funding may be contained in your contract of employment.

Appraisal Process As part of our commitment to your ongoing development we carry out a comprehensive appraisal programme. The appraisal involves meeting with your line manager to plan your development goals for the future and to consider how Sodexo can shape its training programme to help you meet these goals. Diversity & Inclusion Sodexo Remote Sites is committed to equality of opportunity and to equal treatment. We want everyone to treat customers, colleagues and prospective employees with respect, irrespective of their race, colour, national origin, religion, sex, marital status, age, disability or sexual orientation. All employees are entitled to equal treatment in terms of access to training and development, reward and recognition, the procedures for dealing with poor conduct, lack of capability and the resolving of grievances. Harassment We treat harassment very seriously and encourage any employee who has concerns of harassment, bullying or discrimination to notify your manager or a member of staff within the Human Resources Department immediately, by raising a Grievance under the Companys Grievance Procedure, as set out within this handbook.

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Joining our Organisation

All employees receive a job description for the position to which they have been appointed. Amendments may be made to this job description from time to time, possibly as a result of our changing needs or your own ability.

Integrity Management
As an organisation Sodexo Remote Sites is committed to doing business with the highest level of integrity. It is crucial that we maintain our integrity in every aspect of our business, from contracting, to tendering, from the way we manage our finances and payroll to the way we deal with clients, suppliers, government bodies and the trade unions.

Our ethical principles are loyalty, respect for people, transparency and a refusal to engage in corrupt practices...
Within this variety of dealings, there are numerous potential risks that must be managed.

Ethics To this end we have adopted a set of ethical principles upon which are based our procedures and processes, to ensure we conduct our business in the right way. In so doing we understand and manage our risks and thereby protect our organisation, our clients, our customers and of course all of our people. The ultimate aims of adopting a set of Ethics are to:

Loyalty Sodexo shares a number of common objectives with its clients, employees, shareholders and suppliers. These relationships are founded upon mutual trust, fairness and loyalty among our various stakeholders. Loyalty is one of the foundations of our organisation and our business processes. Respect for people Sodexo values the personal dignity of others. It is committed to equal opportunity for all equally qualified employees regardless of their race, national origin, creed, opinions, gender, lifestyle or age. We consider that every individual deserves respect. Transparency We are committed to ensuring that every employee is informed in clear, practical terms, both of his or her objectives, rights and duties, and of important news and events related to Division and Corporate life. Employees are expected to be completely transparent in the information they provide to us and others. This commitment is also applicable to relationships with clients and suppliers. Further details of the standards we expect from our employees in this regard are contained within our Ethics Policy.

Create strong, long-term partnerships with our clients; Encourage a fulfilling professional life for our employees; Build balanced, long-term relationships with our suppliers and partners.
Sodexo Remote Sites employees are expected to adhere to our four Ethical Principles: Loyalty, Respect for People, Transparency and Business Integrity.

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Integrity Management

Sodexo Remote Sites is committed to doing business with the highest level of integrity...
Business Integrity Wherever we do business, we condemn any actions or practices that do not reflect our core principles of trust, integrity and fairness. We strongly encourage our partners to maintain the same high standards of business ethics we expect of ourselves. Every employee is strongly encouraged in the spirit of the Groups collective commitment, to ensure that the Ethics Code and Policy is observed and respected in daily business life. Information which comes into your possession in the course of your employment concerning the Companys business must be regarded as confidential. Such information must not be disclosed or communicated to persons who do not require the information to undertake their own remit. The unauthorised disclosure of official business, particularly to any of the Companys competitors will be regarded as a breach of confidence and may lead to disciplinary action including possible dismissal

Strongly encouraged in the spirit of the Groups collective commitment...

Should you be concerned that any of our Ethical Principles are being breached, you should immediately seek advice from a member of staff within the Human Resources Department.

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Whistle Blowing Everyone should be concerned about the negative impact of breaches of our values and business principles upon the ability of the Company to achieve its corporate objectives. The damage such breaches can cause to our image and reputation and of course to our people is incalculable. However, in circumstances where you know that others are not acting ethically, you may find it difficult to do something effective about what is going on. It is easy to feel that nothing you can do will make a difference and thereby decide to keep your concerns to yourself. You may feel that it would be disloyal to your colleagues, your Manager or to our organisation to speak up. If you are in such circumstances and have a concern such as this you should speak to your manager, someone from a higher level of management, if appropriate, or a member of staff within the Human Resources Department, as soon as possible. It is your duty to report any action by Sodexo Remote Sites colleagues or others with whom we do business that is inconsistent with our business principles. However, we appreciate that it is your personal values that will determine whether you are prepared to do something about behaviours and reactions that are not right.

This policy has been introduced to provide a safe and acceptable way for you to raise your concerns...
The Management Team of Sodexo Remote Sites is committed to making it acceptable practice for our people to raise genuine concerns, or make suggestions about these issues. Where such concerns are raised, we commit to respond by addressing them. This Whistle Blowing Policy has been introduced to provide a safe and acceptable way for you to raise your concerns about malpractice at an early stage, without fear of any suffering consequence or detriment for having done so. The aim is for individuals or groups of people to raise a matter so that it can be addressed in an independent and unbiased manner.

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Health, Safety, Environmental & Quality

Safety Nothing we do is more important than ensuring the safety of our employees, customers and contractors. It is our policy to act positively to prevent injury, ill health, damage and loss arising from our operations, and to comply with safety and health measures required by law. We believe that all work related injuries, illness and property losses are preventable, and that good safety practice makes business sense. To achieve this we undertake to provide safe and healthy working conditions for all employees and to maintain the highest safety standards in relation to systems of work and equipment operations. Equally, our employees are responsible to take care of their own Health and Safety. You must also consider the Health and Safety of others who may be affected by what you do or fail to do at work. Employees must not misuse or interfere with any equipment, clothing or other provision which is made in the interests of their Health, Safety or Welfare. It is essential that all employees comply with the safety rules and regulations of the Company or its clients. Where appropriate, such regulations and rules are displayed in a prominent place in the workplace or will otherwise be drawn to your attention. If you are in any doubt about the safety of the workplace, equipment, any procedure or task you are assigned to complete, or if you have any other concern related to your safety or the safety of others, you must report that immediately to your supervisor. We aim to be an industry leader in occupational health and safety. The contribution of our health and safety record to the success of our business is equal to that of the quality of our product, our morale, our costs and production. It is important that no work starts prior to our obtaining confirmation that essential safety measures are in place. Where safety would be compromised, operations must be suspended. We will consider providing appropriate health care and rehabilitation for all personnel who have suffered an injury at work, but our aim is to eliminate the need for such care. To bring this to pass we audit and continually improve occupational health and safety procedures.

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Equally, often we will rely on you to ensure that third party personnel clearly understand and adhere to our health and safety policy and standards. Environment We are committed to protecting the environment and will conduct all operations in a responsible manner in compliance with applicable environmental laws and regulations. We are dedicated to continually improving our operations so that their environmental impact is minimised. We encourage our employees to be aware of our environmental responsibility. You may be required to follow our waste minimisation procedures to manage the waste that we produce. Wherever possible we promote conservation and encourage the use of environmentally sensitive products. We expect you to conserve resources, minimise waste, and work efficiently and in a manner which minimises environmental impact. You must also follow procedures and methods which aim to reduce the risk of accidental spills, emissions and discharges. It is recognised that to achieve the goal of operating in an environmentally sound manner involves all employees working together. We believe that everyone has a duty of care for the environment, to conduct all activities with protection of the environment as a priority. We are conscious of environmental issues and we believe that the pursuit of economic growth should be no barrier to ecological protection. Food Safety We firmly believe in providing our customers with a high quality of service through utilisation of high quality food products. Fundamental to meeting this aspiration is our responsibility to maintain food safety, so that we can provide safe and wholesome food to clients and staff.

We are responsible to ensure that our procedures comply with all duties placed upon us by legislation, and we expect similar compliance from our registered suppliers and sub-contractors. In light of this expectation, we expect you to follow our procedures when preparing food. Our Company Management System ensures that appropriate Food Safety Regulations are identified, understood, addressed and, wherever necessary, relevant controls are implemented.

Sodexo Remote Sites aim to be an industry leader in occupational health and safety...
Regular site visits are undertaken by competent management personnel to ensure that our high standards in Food Safety and Hygiene are maintained and continuously benchmarked against best practice. Should you have any query related to food safety, this should be addressed in the first instance to your line manager, then your Operations Manager and thereafter to a member of staff within the Health, Safety and Environment Department.

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HSE and Quality

To promote a pro-active approach to this issue we encourage all personnel to participate in the development of our occupational health and safety procedures.

Hands Guidelines may be issued by the Company in relation to the manner in which fingernails should be kept. Any cuts and abrasions must be covered with a coloured waterproof dressing. Hands should be washed frequently and carefully during the working day. Special care should be taken after visiting the toilet or taking a break. Germs can be transmitted simply by touching your nose, mouth or hair. Hair Personal Appearance / Standards of Dress As you are likely to come into contact with customers and members of the public, it is important that you present a professional image with regard to appearance and standards of dress. Where protective clothing and uniforms are provided, these must be worn at all times whilst at work and laundered on a regular basis. Where these are not provided, you should wear clothes appropriate to your job responsibilities. For consistency, we expect everyone to follow these simple guidelines: Uniform Uniforms where supplied, must be clean, pressed and smart at all times. Dependant upon the role you shall be undertaking, you may be supplied with a style of clothing for that job. This must be worn to the correct standard whilst on duty. Shoes Where safety shoes are a requirement, all employees must wear those safety shoes provided by Sodexo. Shoes must be polished and free from debris, dirt and scuffs. Socks Plain dark socks must be worn with trousers. Hair must be neat, clean, tidy and off the face. Whilst working with food, long hair must be tied up and a hairnet used. Moustaches and beards must also be neat, clean and well trimmed. Appropriate head wear must always be worn on duty or in the food preparation or service area. Jewellery Jewellery is generally not allowed in a food environment because of hygiene, health and safety risks. The only visible jewellery we permit is: A solid wedding band A maximum of one pair of plain fine sleeper earrings (maximum 10 mm diameter) A wristwatch only in circumstances where you have no other means of telling the time where you work. Watches should not be worn whilst preparing food. Where you are working on a clients premises, you will also be expected to adhere to that clients jewellery policy. Personal Hygiene You are expected to contribute to the maintenance of standards of health and hygiene through your own attention to personal hygiene which is especially important in the handling of food.

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Take care to shower or bathe regularly, use deodorants and brush teeth frequently. You should also be aware that smoking and food such as garlic linger on the breath. Perfume and aftershave are not permitted to be worn by those involved in preparing food and only light subtle make-up may be worn. Protective Clothing & Equipment For certain jobs you will be required to use protective clothing or a uniform and safety equipment. Any protective clothing or uniform required will be provided to you free of charge and must be worn when required and kept in a clean and tidy condition. Any wilful misuse, or continual irresponsible loss of such items will be dealt with under the disciplinary procedure. Failure to wear the uniform or safety wear or to keep them in proper condition will be dealt with under the formal disciplinary procedure. Replacement uniforms should be requested from your Line Manager. Defects in any protective items must be reported to your Line Manager immediately. Employees are obliged to use all equipment in a safe and reasonable manner. For example, all guards and other safety equipment provided must be utilised where appropriate. We may change the Company uniform from time to time in order to ensure that it continues to conform to the corporate image and any other requirements. In such circumstances, you will be issued with new uniforms free of charge.

Smoking Our policy of no smoking except in designated areas of our or clients premises must be observed at all times. Smoking is only permitted during break periods designated by your Line Manager. Alcohol and Substance Abuse Sodexo Remote Sites is committed to the Health, Safety and Welfare of its employees. However, it is your responsibility to take reasonable care for your own Health and Safety and that of others who may be affected by your acts or omissions at work. Anyone who impairs their own ability to work safely or to respond effectively to an emergency through the misuse of drugs (including soft drugs and alcohol) is a danger to life onshore and offshore.

Committed to the health, safety and welfare of its employees...

We have an obligation to identify and dismiss anyone guilty of such misconduct in order that a safe working environment can be preserved. All employees must co-operate fully in this process by reporting any case of drug abuse of which they become aware and by submitting to with cause, random or adhoc alcohol and/ or drug screening by an appointed medical practitioner. These may be administered during or immediately after a tour of duty or at pre employment or annual medicals. Failure to co-operate or submit to such screening is a serious breach of safety procedures and may be classed as gross misconduct. The use, possession, sale, concealment or transfer of alcohol or illegal substances by employees on Company or client premises is prohibited.

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Outgoing calls of short duration can only be made with the prior permission of your line manager...
We recognise alcohol or drug dependency as an illness and encourage employees who believe that they have a dependency to seek medical or company advice at the earliest opportunity whereby they will be referred for specialist help. However, if alcohol/drug dependency is discovered as a result of a with cause, random/ adhoc, pre employment or annual medical test or a disciplinary situation, the individual will be subject to the normal disciplinary procedures. In such circumstances substance dependency will not excuse an employees failure to meet the expectations of the Company in relation to his/her conduct or the matters set out in this section. Telephone/Mobiles Telephones are essential for our business. Incoming personal telephone calls are allowed only in the case of an emergency. Outgoing calls of short duration can only be made with the prior permission of your line manager. We have the responsibility to protect the health and safety of our employees by controlling the use of mobile phones. The use of a mobile phone by the driver of a moving vehicle without a fitted cradle type hands free kit is prohibited.

Illegal substances include: a) Any alcoholic beverages b) Any solvent used or intended to be used for the purpose of inhalation c) Any substance which an individual may not possess, sell, use or distribute by law. d) Any other legal prescription or over which are obtained permission or which intended purpose substances such as the counter medicines or used without the are not used for their

You should not report for work, work or attempt to work while under the influence of any prescription drugs, over-the-counter drugs and controlled substances, except when under and in accordance with a physicians direction and where such use will not affect your ability to safely perform your job or affect the safety and well-being of others. When travelling offshore all drugs, medicines and other similar substances should be declared at the heliport and to the medic upon arrival offshore. If you arrive at the heliport under the influence of alcohol or non prescribed drugs you will be refused travel and will be subject to disciplinary proceedings up to and including dismissal.

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Remuneration
Salary Your rate of pay and frequency of payment is set out in your contract of employment. For each pay period you will receive an itemised pay slip detailing earnings and deductions. Please note that it is your responsibility to notify us in writing of any change of your bank details, address, marital status or other relevant detail. Such details should be supplied to your line manager or a member of staff within the Human Resources Department as soon as practicable after the change occurs.

You will receive an itemised pay slip detailing earnings and deductions...
Entitlement to overtime or enhanced payments is set out in your contract of employment or within the provisions of any Collective Agreement to which reference is made therein. Equally, details of any entitlement to payment in lieu of annual leave will also be contained in your contract of employment or in such a Collective Agreement.

Remuneration

The level of allowance payable is determined in line with the provisions of the Collective Agreement to which reference is made in your contract of employment. The relevant address for determining eligibility for the allowance under these provisions is your current address if you are working in United Kingdom territory. If you are working in Dutch territory then your allowance is determined with reference to your current home address in The Netherlands or your point of arrival in The Netherlands, whichever is appropriate. Salary Deductions By signing your contract of employment you authorise Sodexo to make deductions from your pay to recover costs to the company that you may have incurred from operating the bond shop offshore and accommodation/travel expenses and where applicable, to cover any shortage of cash or stock, for which you are responsible to the company in the normal course of your employment. We reserve the right at any time during employment or in the event of termination, to deduct from salary any overpayment made and/or monies owed to the company. You will be informed of the amount of any deduction and the reason for it, in advance, in order to enable you to take steps to mitigate against the impact of the reduction in your total take home pay. We will withhold taxes and any other government contributions from your pay as required, while you will be responsible for payment of any personal taxes or contributions to the extent that these are not withheld by us. Travel and Accommodation Allowance Employees eligible for a travel and accommodation allowance or expenses will have been advised of this in their contract of employment. This is paid in full compensation for travel and overnight accommodation expenses incurred in journeying between home and the heliport. This allowance is paid as part of your salary and is therefore subject to tax and other deductions. Expenses Expenses are reimbursable as per your contract of employment and/or the Collective Agreement to which reference may be made in your contract of employment. Employees claiming business expenses must complete an expense claim form, available from either your line manager or a member of staff within the Payroll Department. Where you intend to claim travel expenses, you must ensure that you use the most cost effective mode of transport to travel to your destination. Expenses claims must be authorised by Departmental Managers or a superior such as an Operations Manager who has sufficient financial authority. Further details on how to claim expenses can be obtained from your line manager. Car Usage and Allowance Dependant upon your role and responsibilities within the organisation you may be entitled to a car allowance. Eligibility for a car allowance is detailed in your contract of employment. Employees who use their own vehicles for business travel must ensure that their vehicle is roadworthy, licensed and sufficiently insured to be used on commercial business. The company will not accept liability for any consequences arising from failure to do so.

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All employees who use their private cars for business mileage must complete an expense claim form detailing the following:Full names of the individual/company visited and location Exact purpose of the journey An accurate record of mileage undertaken When more than one person is making the same trip then arrangements should be made to travel together whenever practicable. Where appropriate, mileage for meetings, training and travel will be paid at a rate in line with the government approved mileage rates and limits. Pensions Sodexo Remote Sites has a designated preferred pension scheme. If you are eligible to join the scheme, the date on which you will become eligible will be specified in your contract of employment. A pension booklet will be sent to you when you are appointed. A helpline number will also be provided for any advice required. Spaarloon Scheme Those working in Dutch territory are entitled to join the Spaarloon Scheme. Those who indicate that they wish to participate will have an amount of money withheld each month from their gross wage. This money is deposited in a separate bank account in their name and is not generally subject to tax, but cannot be withdrawn for 4 years. There is a maximum amount that can be saved annually and further details of the rules governing this scheme are available from staff within the payroll department. Life Assurance Sodexo Remote Sites provides free life assurance cover for all employees (up to the age of 65).

In the event of your death whilst in Sodexo Remote Sites employment, although not necessarily whilst you are at work, the company will make a cash payment to your estate or nominated beneficiary. The level of such cover is specified in your contract of employment. A Life Assurance payment will be provided unless death is due to an illness or disease, which was known at the time of joining the Company. Failure to declare a known medical condition is likely to invalidate this insurance which could then result in the termination of your employment. Further information relating to the scheme is available from staff within the Human Resources Department. Health Insurance We operate a health insurance scheme. Please contact a member of staff within the Human Resources Department if you wish to find out whether you are eligible to join. Accident Insurance Employees working in Dutch territory are covered by accident insurance arranged and paid for by Sodexo. You will benefit where you are injured through an accident during or outside working hours where your injury prevents you from returning to work for a significant period of time. The benefit is determined by the extent of the injury suffered and can be worth up to two times the value of your salary. Further information on this benefit is available from staff within the payroll department. Long Service Award Long service is a cause for celebration and we present our employees with a gift after appropriate periods of continuous service, which will include service transferred over from a previous employer when employment has been transferred.

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Leave
Holiday Entitlement Employees should refer to their Contract of Employment for details of their annual leave and statutory holiday entitlements. All holiday requests must be approved in advance by the appropriate Line Manager. Holiday Provisions in UK Territory For those working in UK territory, annual holiday entitlement must be taken during the appropriate holiday year and cannot be carried over into any subsequent holiday year. Some employees are entitled to public holidays in addition to annual holidays. Should such employees work on public holidays they will be entitled to equivalent time off in lieu which is added to their annual leave entitlement. Those employees who are entitled to public holidays are given nine days, four of which must be taken on 25th & 26th December and 1st & 2nd January unless these days fall on a weekend, in which case they must be taken on the four public holidays designated for Christmas and New Year. You may be asked by your Line Manager to work these public holidays and if this is the case you will be entitled to take this day as a holiday at a later date. The remaining five days are floating days which you may elect to take at a time suitable to you provided it has been previously agreed with the appropriate manager. On termination of employment, holiday pay will be paid for any outstanding holiday entitlement. If you have taken more than your entitlement you will be required to repay, either by way of deduction from any monies payable to you or by payment from you, any salary received in respect of holiday taken in excess of your entitlement. We reserve the right to require you to take outstanding holidays during your notice period and may also require you to take additional special leave during your notice period. If the location/unit where you work shuts down for a period we reserve the right to require you to use your annual holiday entitlement (or any remaining part thereof) during such period.

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These provisions may be changed or modified by a relevant agreement. Employees who work part-time will have their holiday entitlement calculated on a pro-rata basis. Holiday Provisions in Dutch Territory Your entitlement to holidays is set out in your Contract of Employment. Those employed to work offshore are generally entitled to 14 offshore days paid holiday each year. This means that those with a schedule of 14 days on and 14 days off can have one trip paid holiday per year. All employees receive a holiday request form enclosed with their pay slip for the month of June. You are requested to complete the form supplying us with dates of three alternative trips that you would like to take as holiday in the following year. This enables us to accommodate all employees as far as possible as we plan when holidays can be taken. Please note that we cannot refund any losses arising from holidays which were booked prior to approval of your holiday request being granted. You should be aware that we reserve the right to change or postpone the date on which you take your holiday in exceptional circumstances. Should this be necessary, we undertake to refund any expenses that you have incurred as a result. If you fall ill during your holiday you must inform the office. For those days to be counted as sickness rather than holidays, you must submit a valid medical certificate stating the dates on which you were sick.

All holiday requests must be approved in advance by the appropriate Manager...

Following your holiday you are expected to report back for duty as normal. However, if, for any reason, it is not possible for you to return back from your holiday on the agreed date, you must inform the office as soon as possible. Failure to do so will be dealt with under the Companys disciplinary procedure. Bereavement Leave We aim to deal with the bereavement of an employee sensitively and do our utmost to support employees at a most difficult time. When bereavement of a close relative occurs, we will endeavour to release you from your duties as soon as possible. Terms governing payment for bereavement leave may be contained in your contract of employment and/ or the collective agreement to which reference may be made in your contract of employment.

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Leave

The provisions relating to holiday entitlement contained within your Contract of Employment and set out here shall apply in satisfaction of the entitlements to Annual Leave enjoyed by our employees by virtue of the Working Time Regulations 1998.

Department as early as possible. Employees who have the requirement to travel offshore are encouraged to highlight that they have become pregnant at the earliest time possible due to the unique travel arrangements associated with working offshore. This then allows the company, its medical advisors and the employee to plan how the pregnancy period will be handled. When the employee who is required to travel offshore indicates to their Line Manager that she is pregnant, then that employee will not be allowed to travel until she is either examined by the companys medical advisors or until a medical report has been submitted. A meeting or conference will then be called by the Human Resources Department at which the employee and her representative will attend. Public Duties If you are called for jury service it is imperative that you notify your Line Manager (and the Logistics Department if you are an offshore employee) immediately. A copy of the formal notification of your jury service must be supplied to your Line Manager at which point unpaid leave will be granted. A reasonable amount of unpaid time off will be granted to employees who are members of a local authority, a statutory tribunal, a police authority, prison visitors, members of a health body, members of an environment agency, members of an education body, a Justice of the Peace or are called to give evidence as a witness in court proceedings. However, should you wish to take time off for such duties, you must discuss it with your Line Manager well in advance and provide us with written notification thereof. Failure to do so may result in your request for time off being refused.

Compassionate Leave Compassionate leave will be restricted to matters affecting those members of family normally residing with the employee or the employees parents. In all situations, leave will only be granted when confirmation of the emergency can be confirmed by discussions with the police, hospital or doctor. Terms governing payment for compassionate leave may also be contained in your contract of employment and/or the collective agreement to which reference may be made in your contract of employment. Maternity, Paternity, Adoption and Parental Leave Unique terms and conditions relating to maternity leave and payment may be contained within the collective agreement to which reference may be made in your contract of employment. In all other cases, the statutory maternity provisions will apply. The Company follows statutory requirements on maternity, paternity, adoption and parental leave and pay. If an employee (or their partner) becomes pregnant the employee should notify their Manager and the Human Resources Department at an early stage so their entitlements can be explained. Requests for paternity, adoption and parental leave periods are subject to statutory conditions for eligibility, therefore requests should be discussed with a member of staff within the Human Resources

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Sickness Absence
Our success as a business depends upon the skills and performance of our staff and their regular attendance at work. We aim to secure the attendance of all our staff. We recognise, however, that a certain level of absence may occur due to sickness and that this sickness absence is genuine and unavoidable. It is the Companys policy to offer support during such periods and to ensure that all our staff are treated equally and fairly. The aim of the sickness absence procedure is to monitor and manage sickness absence effectively and in doing so ease the problems that periods of sickness may cause. Long term or persistent absence impacts on the effectiveness of the Company and so managing absence is of key importance. The Company will endeavour to help and support all staff with any health concerns and offer occupational health and independent confidential counselling support. Employees should refer to their contract of employment with regards to eligibility for and the level of payment during periods of sickness absence. Entitlement to sick pay will generally be dependant upon your compliance with the requirements set out in this section of the handbook.

Sickness Provisions Sickness Provisions in UK Territory Time off work while sick will be covered by the Company Sick Pay Scheme provided that: We are satisfied that your claim is due to genuine incapacity for work, You complete and submit an absence monitoring form certifying that you were unfit for work for the first seven days of any period of unfitness. You obtain and submit to us a certificate of incapacity from a registered medical practitioner for the remainder of any period of unfitness. You have completed the requisite length of service with the Company. Entitlement to sick pay is calculated by reference to the periods of sick leave (paid or unpaid) taken by an employee during the twelve months immediately preceding the commencement of a period of sick leave. It is the responsibility of the employee to inform the Company if he/she is ineligible for Statutory Sick Pay Payments. It is also their responsibility to claim further payments from the appropriate benefits agency after Statutory Sick Pay has been exhausted.

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Sickness Absence

Sickness Provisions in Dutch Territory You will receive 100% sick pay benefit during the first year of your illness and 70% sick pay benefit for the second year. After 2 years the company will have the right to apply to dismiss you. You may then claim disablement payments from the state. Notification of Absence If an onshore employee is unable to attend work because of sickness they must inform their Line Manager personally, by telephone. The employee must notify their Line Manager of the absence prior to their normal start time or, where that is not possible, at the earliest opportunity thereafter within their first day of absence. Offshore employees who are prevented from travelling offshore due to sickness or accident must telephone a member of staff within the Logistics Department or, if out of office hours, the Duty Manager as soon as reasonably possible to ensure that adequate measures can be put in place to cover for your absence. The Duty Manager telephone number can be obtained from the recorded message you will hear when calling the Head Office number out with office hours. Where possible, you should notify us at least 24 hours before your scheduled crew change and should give details of your absence and an estimate of the date on which you anticipate being able to return to work. Whilst absent, you should also keep your Line Manager informed of your progress towards a return to health on a monthly basis. You must contact the office immediately you know the date you will be fit to come back to work again in order that arrangements can be made to facilitate your return to work. Employees who fail to notify their Line Manager or a member of staff within the Logistics Department as detailed above, or have not provided a reasonable explanation for their absence will be dealt with under the Companys disciplinary procedure as set out in this handbook. Whilst on sick leave you must remain contactable by the Company and must ensure that the Company is advised immediately of any changes to your contact details. It is likely that a representative of the Company will make contact with you if you are absent through ill-health. If whilst on extended sick leave, you wish to take a few days holiday away from home, you must obtain your Line Managers written approval prior to doing so.

The company will endeavour to help and support all staff with any health concerns...
If you fall ill whilst on a holiday, upon your production to the Company of a written doctors certificate, the days of annual leave lost to illness will be restored. At any time during the course of their employment employees may be required to submit themselves at the request of the Company to a medical examination by the Company Medical Advisors. The purpose of such a medical examination will be to determine whether there are any matters which might impair your ability to perform your duties. Accordingly, you may be requested to give such authority as is required for Sodexos Company Medical Advisor to obtain details of your medical history and copies of your medical records. You must also give the Company Medical Advisor authority to disclose any medical report produced to us. We will meet all expenses associated with obtaining any such report.

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Return to Work following Absence You should avoid undertaking any activities that would inhibit your recovery. During the period in which you are unfit for work, we may ask you to do some alternative work that you are capable of doing in spite of your difficulties, where such work is available. So long as our request is reasonable, you are obliged to take up such a position. As soon as you feel well enough to return to work, you must inform the office. At times it is possible to work a part of your normal shift, even where the beginning has been missed due to absence. You may only return to work after the expiry of any medical certificate saying that you were unfit unless you are otherwise able to satisfy us that you have returned to health. In certain circumstances, employees working in UK territorty will require to undergo a medical examination after any period in which they were unfit for work, in order to obtain a fit to return medical certificate. We will reimburse such employees for reasonable travel expenses incurred in attending the Company doctor. UK Provisions On your return to work in UK territory, your Manager will complete a Return to Work form during the Return to Work Interview that he will hold with you. This discussion is informal and should take place after each period of sickness absence, regardless of its duration.

Long Term Sickness Absence By their nature, each case of long-term sickness will be unique and therefore a prescriptive management process is not appropriate. However, the following principles will apply: Long Term Sickness Provisions for UK Territory Where a single period of absence continues for at least six weeks, the relevant Manager will contact a member of staff within the HR Department to discuss the individuals circumstances and agree on how to proceed. The individual may be referred to the Company Medical Advisor for examination and prognosis, assessment of any work restrictions, potential disabilities and an expected date of return. Where the absence continues thereafter, the Company will follow its Capability Procedure to deal with the situation. Should an employee be certified as permanently unfit for their work the Company will investigate the possibility of facilitating redeployment to other sectors of the business or medical retiral, where appropriate. It will also apply the relevant provisions of a Collective Agreement in relation to medical retiral, where obliged to do so.

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 Should you fail, without reasonable explanation, to follow the agreed action plan then we may refuse to pay your sick pay benefit. Such a failure may also result in disciplinary action up to and including dismissal. Should you fail, without reasonable explanation, to follow the agreed action plan then we may refuse to pay your sick pay benefit. Such a failure may also result in disciplinary action up to and including dismissal.

Long Term Sickness Provisions for Dutch Territory The following rules apply for employees who are unfit for work for lengthy periods: Where a single period of absence continues for at least 6 weeks you will be contacted by the company doctor. You will be invited for a consultation and medical check-up and you are obliged to attend. A further check-up will take place after each subsequent period of illness of six weeks. Should you fail to attend the Company Doctor, any costs associated with this will be deducted from your salary. Following our receipt of recommendations from the Company Doctor, a member of staff from the Companys Human Resources Department or your Line manager will discuss and agree a plan for your return to full health with you. It will set out what you and the Company plan to do in order to enable you to return to work. The plan of action will be re-evaluated as your period of sickness progresses. In circumstances where the Company Doctor certifies that you are permanently unfit for your work we will investigate whether you could be re-deployed elsewhere in the business or outside our own business. We will continue this process for at least 2 years from the first day of sickness. We will also give consideration to retiring you on medical grounds.

We ensure that all our staff are treated equally and fairly...
Monitoring Absence Where clear patterns of absence are identified in relation to a particular employee, we may arrange a formal meeting with the employee to discuss their level of absence. In certain circumstances and having considered all of the facts of the situation, it may be necessary to invoke the disciplinary or capability procedures. Unsatisfactory attendance and patterns of absence may result in action up to and including dismissal. During all stages of this procedure, employees will have the right to be accompanied at meetings by a colleague or trade union representative.

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Travelling Offshore
Induction All new employees receive an Induction. For those employed offshore, this occurs prior to their first trip. The Induction is designed to enable employees to understand their terms and conditions of employment and their role and to receive essential information about their duties and responsibilities in relation to health, safety and hygiene. Employees going offshore receive further training and induction upon their arrival on their unit for the first time. Employee Files If you work in UK territory, on completion of your onshore Induction you will receive a Training Record. If you are not permanently assigned to a platform you should carry this with you and hand it to your Line Manager on arrival. Your Line Manager will retain your file and return it to you on your departure. Reporting for Duty Failure to follow the appropriate procedure set out below may result in your position being filled by someone else. In such circumstances, you would remain onshore without pay and disciplinary action may be taken against you. It is your responsibility to confirm your availability for work. The Company will not telephone you if you fail to advise us of your availability. Reporting for Duty for Work Within UK Territory If you live far from your point of embarkation, you must travel there the night before your check in. Overnight stay and subsistence allowances are consolidated into each trips total wages. In light of this payment, each employee is responsible for arranging his/ her own accommodation for the evening before his/her crew change day and for presenting themselves on time, at the designated destination. You are required to contact a member of staff within our Logistics Department by phone one day prior to going offshore in order to confirm your check-in time (for a Monday crew change you will be required to contact the office on the Friday). The normal office hours are 08.30-17.00 and such calls should be made during these hours.

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Travelling Offshore

Reporting for Duty for work within Dutch Territory You are required to telephone the Logistics Department in Netherlands between the hours of 15.00 and 17.00 on the day before your check-in to report for duty. Upon reporting you will receive information such as your check-in time and details of your hotel reservation, if appropriate. Hotel reservations are paid and arranged for you by Sodexo. Check-In You must ensure that you carry appropriate identity documents with you when travelling to your unit. You require to be able to identify yourself at all times whilst offshore and you also need such documents in order to be permitted to travel. If you are refused permission to board due to failure to supply appropriate identity documents in accordance with this section, this will be dealt with in accordance with the Companys disciplinary policy. Fit for Duty It is the responsibility of the employee to be fit to work, which means you are healthy, i.e. no sickness, no pain such as back pain or toothache. Being fit for work also means that you must not be under influence of alcohol or drugs. Being under the influence of such substances is strictly forbidden. You must ensure that you do not consume any alcohol or drugs in the 24 hours prior to your scheduled departure Offshore. Dutch Provisions If you are employed to work in Dutch territory without a regular schedule, you must be fit for work where you have not worked 14 days out of the previous 28 days. Such employees are on stand by and can be called to go to work at short notice.

Carry appropriate identity documents with you when travelling to your unit....
Failing to Report for a Crew Change Failure to report for a crew change occurs when an employee fails to be at the departure point at the appointed time and has not provided a reasonable explanation for this absence. If you fail to report for a crew change you will be subject to disciplinary action up to and including dismissal. This contact must be made at least 24 hrs prior to the check-in time. Failure to give 24 hours notification of your inability to travel to a member of staff within the Logistics Department or to the Duty Manager, as appropriate, without a reasonable explanation for your absence or your failure to notify us earlier is dealt with under our disciplinary procedure. In such circumstances it is likely that you would receive a written warning. Any subsequent failure to report for a crew change is likely to be deemed gross misconduct rendering you liable to dismissal from the Company. Mandatory Training & Medical Certificates You have a personal responsibility to ensure that your medical, offshore survival and any other client requested training certificates are up-to-date. Your manager will also be provided with a listing of forthcoming expiry dates. You are responsible for liaising with your manager to arrange renewal at the appropriate point in order that you can continue working offshore. You may also be required to undertake additional training to assist your development in your role.

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These training courses and medical examinations are generally arranged through the Logistics Department. These certificates are obtained by undergoing training and medical examinations which takes place onshore, out with your time spent working offshore. Provisions governing payment you receive for attending such courses and medical examinations may be contained within a collective agreement. It is a condition of your employment to pass a medical examination to a standard acceptable to Sodexo. A full medical examination will be performed prior to employment and at agreed frequencies thereafter. Should you fail to pass a medical examination for any reason, you will not be permitted to go offshore and you must remain onshore until an examination has been passed. During this period you will be eligible to receive sickness benefit. Both you and Sodexo have the right to obtain a second opinion from an independent medical practitioner. We will deal with any unreasonable or unexplained failure to attend for a medical examination in terms of the Companys disciplinary procedure. Clothing To ensure your safety during travel offshore you must wear three layers of clothing or two layers of clothing and a thermal insulation garment, or liner, under your survival suit. The only exception to this is where there are client specific requirements which state otherwise. Some client policies may be more relaxed during the summer months between June and September. Sensible and sturdy footwear should be worn and must be able to accommodate the extra fabric of the survival suit. Training or safety shoes/boots are the preferred option. Smoking while wearing a survival suit is strictly prohibited.

Those who are new to an installation or travelling offshore for the first time will generally be required to wear a piece of clothing such as an armband over their survival suit to ensure they are easily identifiable as being unfamiliar with the installation, work and emergency response procedures.

Failure to comply with the relevant client policy will result in you being removed from the flight. Such a failure will be dealt with in accordance with the Companys disciplinary policy.

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When you are directed to the helicopter you must obey the ground staffs instructions at all times and carefully listen to the pilots announcements when onboard the aircraft. Arrival Offshore When you land on the helideck of the unit members of the helideck crew will remove your luggage from the helicopter and place it on the helideck. You may only leave the helicopter when advised to do so by the helideck crew. You will be required to collect your bag and will be directed to the heli-admin office. You must obey the instructions of the helideck crew at all times when on the helideck. Your Vantage/identification card must be given to the Heli-Admin Clerk who will issue you with a safety card, which will generally advise you of the following: Your muster station Alternative muster point Your lifeboat location Your cabin number Your safety constituency If you are new to the unit, a Sodexo representative will collect you from the heli-admin area after your safety briefing to escort you to your work area. Illness or Injury Offshore Should you become sick or injured onboard any installation, the Company will make every effort to have you transferred immediately onshore. This process is known as a medivac. Having been medivaced, you will then be required to attend the Company Medical Advisor for a medical examination in order that a report can be prepared for the company. Under no circumstances should you return home following a medivac from offshore without a medical examination having been carried out in the first instance.

Luggage Your personal belongings and PPE should be contained in a suitable holdall bag marked with your name. Bags with a hard exterior will not be permitted. Generally, your luggage weight must not exceed 11kg (25lb) per bag. For crew changes out of Netherlands, the maximum permitted weight for luggage is 9kg (20lb). No hand luggage other than reading material is permitted on the flight. You are allowed to take a newspaper or other reading material into the helicopter providing it fits into your survival suit pocket. You should also keep your passport or identification card with you. Prior to boarding the helicopter all luggage must be inspected. Security Staff at the heliport check for mobile phones, dangerous substances, drugs, firearms, knives, explosives, compressed gasses, alcohol, lighters with crystal ignition which can accidentally ignite. All medication should be reported to the Security Staff who will then establish whether it can be transported offshore. Safety Brief You will be given a helicopter safety briefing at the heliport prior to your departure. It is imperative that you listen attentively as it does concern your safety. If the helicopter ground staff do not believe you have listened to the brief you will be removed from the flight. You will also be required to don a survival suit prior to boarding your flight.

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Crew Change Delays If your flight is delayed, you must listen carefully for announcements and take direction from the flight operators staff who shall advise you of a revised check-in time. If you have checked in to your scheduled departure point and your flight is cancelled for any reason you are responsible for notifying a member of staff within the Logistics Department, or the Duty Manager, if out with business hours, of this. They will then ensure that accommodation is booked for you. You will however be responsible for any transportation to the agreed hotel. Your receipts should be retained and an expense claim form should be completed once onboard. Returning Onshore When returning onshore at the termination of an offshore trip, you should continue to perform your duties until advised to prepare for boarding the helicopter. Generally, you will be unable to board a helicopter to return onshore until your replacement is onboard the installation to relieve you. As all installations require to function 24 hours per day, should you breach this requirement it will be regarded as a refusal to work, which may be dealt with in accordance with the Companys disciplinary procedure. In circumstances where you are required to extend your trip, you will be paid in accordance with the rate set out in your contract of employment or agreed under the Collective Agreement relevant to your sector.

Employee Obligations
Personal Details Employees are responsible for ensuring that their personal details and data held by the Company (i.e. next of kin, insurance beneficiaries, address and telephone contact details, training qualifications & certification) are accurate and current at all times. Amendments should be submitted in writing to the Human Resources Department by way of the Change to Personal Details form. Failure to keep the Company informed of any changes to an employees personal contact details can result in difficulties making contact with them concerning crew changes etc. This is an extremely serious problem which would be dealt with under the Companys Disciplinary procedures. Outside Interests You may not make personal profit from the Companys business, nor receive any gift or benefit from any person or organisation who supplies goods to or deals with the Company. You may not engage or have an interest in any other business or occupation unless the written consent of the Company has been obtained other than you may directly or through nominees hold shares or securities listed on a public stock exchange so long as not more than 3% of the shares or securities of any class of any one company shall be held. Communications Finding out what our customers want is essential. We encourage everyone to build good relationships with customers, clients and colleagues. You are part of a global company and can read about your colleagues in our Company Newsletter. There are also noticeboards located on each unit. You should check them for news of whats happening at your workplace and elsewhere in the business. Your Manager will hold regular meetings to make sure that the whole team is involved in making improvements to service. This may be through local initiatives or company-wide programmes. Your Line Manager will also keep you up-todate with news about the business and consult with you on any changes that may affect you.

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Charity Work and Collections Many of you are engaged in worthwhile charity work and Sodexo will support your efforts as far as possible. However, depending upon the circumstances, we may not be in a position to support all the good causes you promote. You may engage in charitable ventures including collections at your place of work only if: Your request is reasonable Your Line Manager agrees The client agrees if it is on their premises You are an accredited agent for the charity involved You take responsibility for and ensure security of the cash collected The time you take to collect is appropriate and does not interfere with your work The above also applies to any employee seeking sponsorships. Relationships at Work Sodexo recognises that employees who work together may form friendships and, in some cases, close personal relationships. We do not, as a general rule, wish to interfere with such relationships. However, we must also ensure that employees continue to fulfil their responsibilities diligently and effectively. We aim to strike a balance between your right to a private life and Sodexos right to protect its business interests. Employees should ensure that their relationship does not influence their conduct at work. Intimate behaviour during normal working hours or on company or client premises is prohibited. If you embark on a relationship with another employee of Sodexo, you must declare this to your Line Manager as soon as reasonably practicable.

Committed to equality of opportunity and to equal treatment...

Rights of Search Onshore From time to time it may be necessary for us to conduct a search of our employees and their property whilst they are on our premises. We would ask all employees to assist us in the matter by consenting to such searches, should we feel that this is necessary. These searches are random and do not imply suspicion in relation to any individual concerned. Should you be searched, where practicable you will be entitled to be accompanied by a colleague who is on the premises at the time a search is taking place. This right also applies at the time that any further questioning takes place. The Company reserves the right to call in the police at any stage. Offshore Your belongings will be searched each time you travel offshore by the flight operators staff and you may also be searched by customs officers at the heliport.

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Employee Obligations

Occasionaly there are individuals whose dishonesty makes things difficult for everyone else. In order to guarantee security, Sodexo reserves the right to search you and your personal belongings. The Company or client representative may require you to be searched at any time. In the event that it becomes necessary to search you, the search will be conducted by your Line Manager or his/her superiors and a client representative. You may request a colleague to be present whilst the search takes place. Any refusal to submit to a search will be considered to be unreasonable behaviour and may be deemed to be a disciplinary offence, which will render you subject to disciplinary action up to and including dismissal. Security is an important part of the service Sodexo offers its clients. It is your duty to report anything suspicious to your Line Manager immediately. Written authorisation must be obtained from your Line Manager prior to company property being removed from any company worksite. You are responsible for the security of any company property entrusted to you. The Company considers your acceptance of the Contract of Employment as evidence of your agreement to submit yourself and your personal baggage to such searches as may be instituted either by duly authorised personnel on behalf of the company or as may be appointed by their clients. Professional Conduct During the course of your employment you are required: To refrain, without express authorisation of your immediate superior, from disclosing any information of a confidential nature concerning the Companys current/future business interests to any individual not an employee of the Company or to any employee whose job does not directly require the knowledge. To refrain, without the express authorisation of your immediate superior, from removing from the company premises (and specifically, refrain from keeping on private domestic premises) any information of a confidential nature concerning the Companys current/ future business. To refuse personal gifts, commissions or lavish entertainment during the course of your employment. Any such offer must be declared to your Line Manager. Any employee accepting or soliciting a bribe or commission is liable to disciplinary action up to and including dismissal. It is not the policy of the Company to make any gift to a third party, other than a normal holiday remembrance or as part of a legitimate and specified sales promotion programme. On termination of employment you are required not to: Retain within your possession any information of a confidential nature concerning any aspect of the Companys administration and/or future business interests, but to return all such, on or before the date of termination of employment or as soon as reasonably practicable thereafter to your Line Manager. Divulge or use in any way which may be prejudicial to the interests or reputation of the Company for a period of six months following the date of termination of employment; any information concerning the Companys current/future business interests.

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 Make any form of approach of solicitation which may engender competitive activity and/ or be prejudicial to the business interests or reputation of the Company, for a period of six months following the date of termination of employment, to any of the Companys actual/prospective customers, its competitors, contractors or employees. Failure to observe the above provisions may render an individual liable to legal action by the Company. Information shall for the purposes of this document, be considered to include documents (originals or copies) concerning Current Client Listings, Prospective Client Listings, Company Business Terms, Sales Proposal Data, Sales/Market Research, Plans or records, Operating/Administrative manuals or Budget or Financial information of any kind. Computers, Email and Internet If you receive Emails from either an internal or external source, which contain offensive or inappropriate material, you should report this to your Line Manager. You must not pass this communication on to anyone else. Employees who have internet access at work must ensure that it is used for legitimate business purposes only and consider whether it is the most efficient method of accessing the information needed. You should be aware that the company/client can monitor the use of these facilities and can access the information contained in electronic communication. Computer resources and telephones are company property and are provided for business use only, unless you have the specific authorisation from a senior manager. You should also be aware that the use of company property or tools for other than legitimate Sodexo business purposes is normally regarded as gross misconduct which will result in disciplinary action, up to and including dismissal.

It is important to ensure that rules on confidentiality are strictly observed whilst using the internet and sending emails. Where you are responsible for your own computer, supplied by the Company, you must ensure you have up-to-date virus-checking software. You must not give your computer password to anyone else and avoid using another persons User ID or password. Improper use of the Companys computers for activities such as hacking into other computer systems is strictly prohibited. The infringement of copyright or related rights through the use of the Companys computers, computer system or network, is also not permitted.

Be aware that the company can monitor the use of these facilities...
You must not use the Companys systems to buy or sell goods or services for your personal use or commit the Company to any contract unless it is within your approved limits. It is not acceptable to put your name on an external email list or use the system for bulk mailing purposes, unless this happens to be for business purposes. You must not make defamatory statements about individuals or organisations. The accessing, viewing, downloading or circulation of pornographic or indecent material is strictly prohibited. It is important that nothing is communicated in emails which could be construed as sexual harassment or discrimination. Use of the Companys computer to play computer games is not permitted.

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Disciplinary Procedure
The disciplinary procedure outlined below has been designed to help and encourage employees maintain acceptable levels of performance to sustain the service standards that Sodexo takes pride in. The disciplinary procedure applies to all employees and the aim is to ensure fair and consistent treatment for all. Principles Confidentiality will be throughout the process. maintained

Disciplinary matters will be dealt with as quickly as possible, but only after a thorough investigation ensuring that the Company acts fairly to all concerned. The investigation may require the Company to interview any employees concerned. At all stages of the formal procedure, the employee who is the subject of the proceedings will have the right to be accompanied by a work colleague or a union representative. It is normal practice for such meetings and hearings involving employees from UK territory to be recorded using a Dictaphone in order to facilitate accurate minute taking. Prior to formal disciplinary proceedings being commenced against a trade union representative, the case will be discussed with a full-time union official, unless the representative concerned objects to this.

Informal Procedure - Verbal Warnings If the conduct, attendance or performance of an employee does not meet acceptable standards, the employee will normally be given a verbal warning. The employee will be advised of the reason for the warning. The warning will normally remain in force for 3 months where it has been heeded by the employee and no further conduct issues have arisen. Formal Procedure - Where a Written Warning or Dismissal is Contemplated First Written Warning If, during the 3 month period after his/her receipt of a verbal warning, there is concern that there has been insufficient improvement in the employees conduct, attendance or performance, in circumstances where an allegation of misconduct, attendance or performance issue is sufficiently serious or if a further disciplinary issue arises within 3 months of receipt by that employee of a verbal warning, the employee will normally be invited to attend a disciplinary hearing. The employee will be invited to the hearing by letter giving details of the allegations against him/her, the date and time of the hearing and advising him/her of his right to be accompanied at it. If the allegations are found to be fair then the employee will either be given a written warning or dismissed, depending upon the seriousness of the disciplinary issue. If the employee receives a warning, it will set out the reason why the employees conduct has given rise to concern and whether that warning is a first or final written warning. The employee will also be advised of their right to appeal. A first written warning will normally only remain in force for 6 months where it has been heeded by the employee and no further conduct issues have arisen.

Designed to help and encourage employees maintain acceptable levels of performance...

Dismissal Where conduct, attendance or performance does not improve in the twelve months following an employees receipt of a final written warning, and the employee fails to meet the agreed standards, dismissal will normally result. The employee will be advised of the reason for the dismissal, the date of termination and their right to appeal against the decision. Employees will only be dismissed for a first breach of discipline in cases of gross misconduct. Where an employee is guilty of gross misconduct it is likely they will be dismissed without notice or payment in lieu of notice. Leave of the Dutch court will be sought to terminate the employment contract of employees working predominantly in Dutch Territory who are to be dismissed.

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Disciplinary Procedure

In the event that an employee fails to attend an arranged disciplinary hearing without prior notification of a valid reason for such failure, the hearing may go ahead in their absence with any subsequent decision being advised to them in writing.

Final Written Warning If, during the 6 months after his/her receipt of a first written warning, there has been insufficient improvement in the employees conduct, attendance or performance or if a further disciplinary issue has arisen, a further hearing will be convened in the manner set out above. A final written warning or dismissal will result in circumstances where the chair of the hearing concludes that the allegations are well founded. In circumstances where the misconduct, performance or attendance issue is sufficiently serious to warrant only one written warning being given, a final written warning will also be issued. This will usually remain only in force for 12 months, where it has been heeded by the employee and no further conduct issues have arisen.

Misconduct Below are some examples of misconduct which may result in disciplinary action. The list is not intended to be exhaustive: Contravention requirements of safety or hygiene Unreasonably failing to obtain permission for absence other than by reason of sickness or accident. Poor customer relations. Unsatisfactory appearance. standard of dress or

Acting in any way that could contribute a risk to the health and safety of yourself or any other person whilst at your job site. Failing to observe published safety and fire rules and instructions. Failing to report accidents. Failing to comply with the designation of no smoking areas. Failure to report potential hazard or unsafe conditions. Sexual harassment. Sexual or racial discrimination. Failing to maintain an acceptable standard or level of work performance. Failing to conform to Sodexos working practices and procedures. Refusing to carry out a reasonable instruction. Extending tea or meal breaks. Poor time-keeping. Persistently failing to be in attendance at the place of work at the required time. Leaving the place of work prior to normal finishing time without permission or acceptable reason. Unauthorised and unreasonable absence from place of work. Failing to report absence from work on the first day of such absence. Failing to keep Sodexo informed of the reasons for your absence and the anticipated date of return to work.

Disruptive behaviour. Failing to take reasonable care of business property, including uniform and safety wear. Removing material or equipment without permission. Using Sodexos or clients time, material or equipment for unauthorized work. Performing any work or activity that could be considered to be in competition with or affect in any way Sodexos interests. Communicating any confidential information without authority to any person not entitled to receive it.

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Gross Misconduct Below are some of the more serious situations, which normally result in summary dismissal. Any employee who, after a full and thorough investigation, is found guilty of gross misconduct will be liable to be dismissed without notice. Withholding or supplying misleading or inaccurate information prior to your employment by us, for example, within your application form or Curriculum Vitae. Negligently or deliberately infringing safety or hygiene regulations, instructions or procedures, including smoking in prohibited areas, particularly where such an infringement is liable to endanger the safety of personnel and equipment. Refusing to wear company uniform or safety wear. Insubordination. Causing Sodexo or our clients to breach any regulation or rule incumbent upon it. Committing any act which is seriously prejudicial to Sodexos relationship with our clients or others, or any willful attempt to damage the standing or position of the employer. Committing any act that could reasonably bring Sodexo into disrepute with its clients or customers or which is inconsistent with your continued employment by us. Presenting for work in an unfit condition through the consumption of alcohol or drugs or being in possession of or under the influence of unauthorised alcohol or illegal drugs, whilst at work or on our premises. Failing to meet Sodexos expectations in relation to ethics and standards of business practice. Committing a criminal act (including theft, fraud, assault and gross indecency) which renders the employee unsuitable or unable to carry out the duties for which he or she was employed or otherwise makes continued employment undesirable. Stealing, being in unauthorised possession of, or causing wilful damage to company, client or colleagues property without authorisation, or exposing such property to needless risk of damage. Obtaining money or property fraudulently from the employer, clients or suppliers. Giving misleading or inaccurate information about sickness or other absence. Using language to colleagues, customers or clients, which could cause or causes actual offence. Serious negligence, which causes or might cause unacceptable loss, damage or injury. Misusing confidential information. Committing an assault whilst on work or client premises or on Company business. This includes travelling to and from work offshore. Causing a disturbance in accommodation provided at Company or client expense whilst on standby or at any other time. Bullying or harassment of colleagues or customers. Gross immorality Inducing any other employee to breach these guidelines. This is not an exhaustive list but serves to give an indication of the type of conduct, which is normally regarded as gross misconduct.

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Every effort will be made to ensure that the period of suspension is kept to a minimum...

Transfer There may be occasions where, because of the nature of the conduct or the circumstances, employees may be transferred to work in a different location. Suspension In certain circumstances during investigations, or where an employee is suspected of gross misconduct, they may be suspended on normal pay. A period of suspension can enable problems to be sorted out quickly and calmly. This type of suspension is not regarded as a punishment or disciplinary action. Every effort will be made to ensure that the period of suspension is kept to a minimum.

Appeal Procedure Where an employee is dissatisfied with a disciplinary decision and wishes to take the matter further, they have a specified period of days from the date of the letter advising of the outcome of the disciplinary hearing to submit in writing the grounds on which they wish to appeal against that decision. Such grounds should consist of a full explanation of why the decision is felt to be unfair. Details of the manager to whom the grounds of appeal should be sent are notified to the employee with the outcome of the disciplinary hearing. Normally the appeal is heard by a more senior manager to the one that reached the original decision. However, there may be circumstance in which this is not possible, in which case the company will nominate an appropriate alternative manager to hear the appeal. The manager who will hear the appeal will not have been involved in the process of reaching the original decision. The decision made following the appeal hearing will be final.

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Grievance Procedure
The grievance procedure outlined below has been designed as a mechanism to resolve areas of dissatisfaction speedily, fairly and satisfactorily to all parties concerned. Prior to a formal grievance being raised employees are encouraged to discuss their concerns with their immediate line manager in the first instance. If the matter is not resolved at that stage to the satisfaction of the employee, he/she can raise a formal grievance by adhering to the procedure outlined below. If the grievance is of a sensitive nature, or concerns harassment, bullying or discrimination, the employee is welcome to contact an Advisor within the Human Resources Department to discuss it in confidence. Individual Grievance Procedure At all stages the employee will have the right to be accompanied by a work colleague or a union representative. Stage 1 The employee should set out their concern in writing to their immediate supervisor. If the grievance is about the immediate supervisor, the complaint should be addressed to someone in the level of management above. Stage 2 A meeting will be arranged normally as soon as possible following receipt of the Grievance. This is an opportunity for the employee to explain their grievance and advise us of their views on how the concern should be resolved. The manager hearing the grievance then determines its outcome and writes to the employee to communicate this. The employee is also advised of the procedure they can follow should the outcome of the grievance hearing be unsatisfactory to them. Stage 3 Where an employee is dissatisfied with the outcome of the grievance hearing and wishes to appeal, they will have a specified number of days in which to submit in writing the grounds on which they wish to appeal against the original decision. Such grounds should consist of a full explanation of why the decision is felt to be unfair. Details of the manager to whom these grounds of appeal should be sent are notified to the employee with the outcome of the grievance hearing.

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Grievance Procedure

Normally the appeal is heard by a more senior manager to the one that reached the original decision. However, there may be circumstances in which this is not possible, in which case the company will nominate an appropriate alternative manager to hear the appeal. The manager who will hear the appeal will not have been involved in the process of reaching the original decision. The decision made following the appeal hearing will be final. Collective Grievance Procedure The collective grievance procedure outlined below has been designed as a mechanism to resolve areas of dissatisfaction speedily, fairly and satisfactorily to all parties concerned. The collective grievance procedure would ordinarily be utilised when a group of employees are affected by the matters giving rise to concern. Prior to any hearing held pursuant to the collective grievance procedure, the number of personnel to attend the meeting will be agreed between the manager responsible for chairing the hearing and the employees. This will not normally exceed two and they will be entitled to be accompanied by a full-time trade union official. Stage 1 The complaint will be made in writing to the manager who has overall responsibility for the employees concerned. Stage 2 A hearing will be arranged to enable the employees or their representative to explain their concerns to the manager and outline how they consider these would be best resolved. The manager will then respond to the employees to advise of the outcome of the grievance.

Designed as a mechanism to resolve areas of dissatisfaction speedily...

Stage 3 If the outcome of the grievance hearing is unsatisfactory to the group of employees, they will have a specified number of days in which to write to the Company to set out grounds of appeal. Details of the manager to whom these grounds of appeal should be sent are notified to the employees with the outcome of the grievance hearing. Normally the appeal is heard by a more senior manager to the one that reached the original decision. However, there may be circumstances in which this is not possible, in which case the company will nominate an appropriate alternative manager to hear the appeal. The manager who will hear the appeal will not have been involved in the process of reaching the original decision. If the outcome of the appeal is unsatisfactory to the group of employees and the manager and union official have made every effort to arrive at a suitable conclusion, the parties involved may, by mutual consent, refer the matter to an external facilitator for assistance in its resolution.

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Capability Procedure
We recognise that during your employment with us your capability to carry out your duties may deteriorate. There can be a number of reasons for this, the most common of which include changes in the duties associated with a role over a period of time which you find difficult to adapt to, or where your capacity to fulfil your role changes, possibly but not exclusively due to health reasons, meaning that you can no longer meet the demands upon you. The Capability Procedure is followed where an employee genuinely lacks the ability to fulfill their responsibilities.

Capability to carry out your duties may deteriorate...

The Disciplinary Procedure is appropriate for circumstances in which there has been a deliberate failure or negligence on the part of an employee. If at any stage a manager has reason to believe that any aspect of the under-performance relates to issues of conduct, the Manager will invoke the disciplinary procedure.

Capability Procedure

Job Changes If the nature of your job changes we will make every effort to ensure that you understand the level of performance expected of you and that you receive adequate training and supervision. Should we have concerns regarding your capability these will be discussed initially in an informal manner and you will be given time to improve. If your standard of performance is still not up to a satisfactory level, we may proceed with the formal steps of this procedure, up to and including dismissal. We will also consider the possibility of a transfer to more suitable work if possible. Personal Circumstances Personal circumstances may arise which do not prevent you from attending work but which prevent you from carrying out your normal duties (e.g. a lack of dexterity or general illhealth). There may also be personal circumstances which prevent you from attending work, either for a prolonged period(s) or for frequent short absences. Under these circumstances we will need to know when we can expect your attendance record to reach an acceptable level. In both situations above you may be required to attend an Company Medical Advisors in order for the Company to obtain a medical report. Having obtained as much information as possible regarding your condition we would follow the formal steps of this procedure set out below in order to consult adequately with you, before a decision was made about your future employment with the Company in your current role or, where circumstances permit, in a more suitable role.

Capability Meeting Where an employee is failing to perform to an acceptable standard despite having been given guidance and assistance, a formal meeting shall be held. The employee will receive written notice of the date and location for the meeting. The employee is entitled to be accompanied at that meeting by a colleague or full-time trade union official. If, on conclusion of the review the manager remains dissatisfied with the performance of an employee, the employee will receive a letter setting out the following in writing: The improvement required from employee, with detailed timescales, the

The support or assistance to be provided by Sodexo, A warning as to the seriousness of the matter i.e. that failure to meet the improvement specified will mean that the matter will be considered at a further capability meeting where their continued employment will be determined, and The right of appeal against the warning and to whom such an appeal should be addressed. The manager may, at that stage, arrange a date for a further meeting to review the progress that has been made in addressing the concerns. However, he may equally choose to simply monitor what progress is made and arrange a meeting should concern with the employees performance continue. Any subsequent meeting follows the above format.

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Should the improvement specified following the capability meeting not be achieved within the timescale stipulated, a further meeting should be held. If, at the conclusion of this meeting, the manager remains dissatisfied with the performance of the employee, a decision will be taken regarding the continued employment of the employee. In reaching this decision the manager gives consideration to the following factors. The likelihood of the employee achieving and sustaining an acceptable standard of performance by extending the assistance offered and the timescale allowed under the previous stage i.e. reaffirming the warning previously given. Whether redeployment is an option. Written notification of a decision to dismiss notifies the employee of their right to appeal and advises to whom the appeal should be addressed. Gross Incapability In exceptional circumstances there may be cases of gross incapability or incompetence. In such cases, the manager may consider that an employees performance is unlikely to improve within a reasonable timescale. In these circumstances it is legitimate for the manager to move directly to giving consideration to whether Sodexo can continue to employ the employee at the initial Capability meeting and dismiss the employee if he or she sees fit. The factors set out above should form part of such consideration.

Right of Appeal Where an employee is dissatisfied with the outcome of a capability meeting and wishes to appeal, they will have a specified period of days from the date of the letter advising of the outcome to submit in writing the grounds on which they wish to appeal against the original decision. Such grounds should consist of a full explanation of why the decision is felt to be unfair.

The decision made following the appeal will be final...

Normally the appeal is heard by a more senior manager to the one that made the original decision. However, there may be circumstances in which this is not possible, in which case the company will nominate an appropriate alternative manager to hear the appeal. The manager who will hear the appeal will not have been involved in the process of reaching the original decision. The decision made following the appeal hearing will be final.

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Personal Notes

Sodexo Remote Sites 5th Floor The Exchange No 2 62 Market Street Aberdeen AB11 5PJ T: +44 (0)1224 324388 F: +44 (0)1224 324425 Version 1, 2011