Ref : TOE - 2019

Date : 05 July 2019

Anglo - Eastern Prepared by : VS
Approved by : BH
Terms of Employment Page 1 of 15

TERMS OF EMPLOYMENT

Confidentiality Notification.

These Terms Of Employment , Seafarer Employment Agreement or any communication in this regard , is
confidential , proprietary and legally privileged information for use of the Seafarer who has signed the
relevant Seafarers Employment Agreement.

This information should not be disclosed, distributed or copied to any other person or party. A breach in
confidential information could result in allegation of fraud, criminal conspiracy.

If above information is erroneously received by an unintended recipient, then please do not use the
information and destroy it immediately. You should not, directly or indirectly, use, disclose, distribute, print, or
copy any part of this information , if you are not the intended recipient.
 Ref : TOE - 2019
Date : 05 July 2019
Anglo - Eastern Prepared by : VS
Approved by : BH
Terms of Employment Page 2 of 15

Our Promise

Leading with Integrity

Our Purpose
Build Trust - Drive Performance - Shape a better Maritime Future

TERMS OF EMPLOYMENT FOR SEAFARERS

No Index Page No

List of Contents 2
BUILDING TRUST
1 Scope & Responsibility 3
2 Date of Availability. 3
3 Medical Examination / Medical Care 4
4 Seafarers Employment Agreement 5
5 Employment On-Board 5-6
6 Wage Accounting / Taxation 6-7
DRIVING PERFORMANCE
7 Allowance / Bonus / Benefits 8-9
8 Career Growth / Promotion Criteria 10- 11
SHAPING A BETTER MARITIME FUTURE
9 Families On-Board 12
10 Staff Welfare / Staff Engagement 13 - 15
11 Grievance Procedure 15

Annex with specific terms and Training Needs :

A - Indian Seafarers.
B - Filipino Seafarers.
C - Ukrainian Seafarers.
D - Chinese Seafarers.
E – Other Nationality Seafarers.
 Ref : TOE - 2019
Date : 05 July 2019
Anglo - Eastern Prepared by : VS
Approved by : BH
Terms of Employment Page 3 of 15

BUILDING TRUST

1. SCOPE & RESPONSIBILITY

1.1. Scope : These Terms of Employment (TOE) shall apply, when they are mentioned on Seafarers
Employment Agreement (SEA). TOE should be read in conjunction with relevant Collective
Bargaining Agreement (CBA / POEA -STC), as applicable to the vessel. In case of any dispute or
conflict, CBA (or POEA / RPS rules) shall supersede TOE.
The TOE and CBA, shall be made accessible to all seafarers for their review and clarification of
doubts prior they sign the SEA and on-board the vessel.

1.2. Ship-Owner / Company’s responsibility: Anglo-Eastern Ship Management Ltd Hongkong ( Or any
of the AEUG Group company mentioned on the Seafarers Employment Agreement), herein after
referred to, as “Company”, is an equal opportunity employer. The Company doesn’t own any ships
and acts as Manager on behalf of Ship-Owners. The Company provides contractual employment to
suitably qualified Seafarers onboard ships, subject to approval of its Principals / Ship-Owners. The
Company shall not charge any fee or expenses for recruitment and placement of seafarers onboard,
or place a person below 18 years of age onboard. Company shall not victimize any seafarer for filing
a complaint under Maritime Labour Convention 2006 (MLC). The Company shall safeguard Seafarers
data, as per it’s Data Privacy / GDPR policy.

1.3. Seafarer’s responsibility: Primary responsibility of Seafarers is to take Care of Ships. While joining
a Ship, Seafarers must carry all Original Maritime documents i.e. Passport, CDC, COC, COP, DCE,
STCW docs, Medical fitness Certificate, Flag documents, Seafarers Employment Agreement etc.
Seafarer shall bear cost of their own documentation (except MFC & Flag state documents) and
ensure that documents are correct, as per type of ship / rank mentioned on the SEA and documents
are in good condition. The Maritime documents shall remain valid for atleast two months ( 6 months
for Passport), more than the tour of duty, mentioned on the SEA.
Prior joining the vessel, Seafarers shall make themselves familiar with all policies and procedures of
the Ship-Owners / Company, as per ISM requirement and comply with them while onboard the
vessel. Any expenses incurred due to non-compliance of above or errors noticed in documentation,
shall be on Seafarers account.

1.4. Master’s responsibility: Prior signing off an existing Seafarer on-board, Master shall sight that
Seafarer joining the vessel, is carrying all Original documents, including the Certificate of Equivalent
Competency (CEC) of the flag of the vessel. The TOE and CBA should be easily and freely
accessible to all seafarers serving onboard the ship.

2.0 AVAILABILITY FOR JOINING

2.1 Date Of Availability (DOA) : Placement onboard ships is usually planned as per the agreed date of
availability of the Seafarers and a suitable opening onboard the vessel. Usually the date of availability
is updated as per time served onboard ( 22 days per month for officers and 13 days per month for
ratings / trainees) or as advised by the Seafarer.

2.2 Readiness to join on DOA : It is expected that seafarer will be in full readiness, including fitness to
work and all necessary Maritime documentations (Passport with atleast 3 blank pages, COC, CDC,
DCE etc), 15 days prior the given date of availability. Otherwise effective DOA will be counted 15
days after completion of full readiness. The company endeavours to place a Seafarer onboard ship,
within 15–30 days from date of availability.
 Ref : TOE - 2019
Date : 05 July 2019
Anglo - Eastern Prepared by : VS
Approved by : BH
Terms of Employment Page 4 of 15

3.0 MEDICAL EXAMINATION / MEDICAL CARE

3.1 Pre-Employment Medical Examination (PEME) : All seafarers are required to undergo PEME,
carried out by a qualified and approved medical practitioner appointed and paid by the company.
PEME shall usually be completed prior to each engagement and it may include Drug & Alcohol (D&A)
Test or other test as per required by Company.

3.2 Medical Fitness Certificate (MFC) : All seafarers will be issued Medical Fitness Certificate on
completion of PEME, which must be carried onboard the vessel and should remain valid for tenure of
employment plus 2 month. The Medical Fitness certificate and Seafarers Employment Agreement,
will be considered void, in case of :
a. Mis-declaration of actual health condition / Medical history by Seafarer, during PEME.
b. Non-disclosure of any change in medical condition after completion of PEME.
c. Seafarer doesn’t carry prescribed medication for existing ailment, declared during PEME, for Tour of
Duty (TOD) plus 2 months.

Seafarer may be asked to complete Medical Exception / Medical Endorsement form during PEME, to
keep track of consumption of prescribed medication onboard.

3.3 Medical Care On-board : Company shall provide free of cost medical treatment, in case Seafarer
falls sick or gets injured onboard. This includes Radio medical advice ( CIRM or other Radio Medical
Advice - RMA) and visit to doctors ashore for treatment. Further , the company encourages that –

a. In order to maintain good health, seafarers are engaged in daily exercise routine on-board.
b. A precautionary health check, every quarter, by on-board medical officer (usually 2/O) which includes
Blood Pressure, Heart pulse rate , body weight etc.
c. In case of any medical problem Radio Medical Advice is available through CIRM or private RMA.
d. The visit to doctor ashore for treatment, can be arranged by Master at his own discretion. Masters
must maintain record of all treatment including RMA, for such cases.

3.4 Medical Sign Off : When a Seafarer has been sent ashore for treatment and is advised further
treatment in home country by the Doctor, then Seafarer will be signed off on medical ground.
Following process is followed, for further treatment :

a. Seafarer may be treated at the port of Sign off, till the attending doctor certifies that Seafarer is fit to
travel.
b. Master is required to send Closing account of wages and Medical attendance form (FPD08 or
equivalent). If necessary, Company will arrange medical attendance during travel or Ambulance at
home country.
c. The Company will usually provide written instructions to Seafarer, for treatment after sign off, which
may include details of Doctor to be visited after reaching home country.
d. Seafarer is expected to visit Company appointed doctor / Office, prior proceeding home.
e. Seafarer is expected to follow doctor’s advice, including timely follow up visits to the doctor.
f. All claims during sickness period , will be settled, as per applicable CBA.

3.5 Post Sign off Medical Test : All Seafarers signing off from Tankers carrying noxious Chemicals
or Ammonia are required to undergo a routine blood test ( Complete Blood counts & Liver Function
test), preferably within three days after signing off from the vessel.

a. Seafarers should visit company doctor or get the test done at the nearest pathology lab and send the
report to respective pool / manning office / Welfare officer. The cost of test will be reimbursed by the
company.
b. The Company shall follow up with seafarer to complete the tests, however if a seafarer refuses to
undergo such a test then it may not be possible to cover any medical liability related to carriage of
chemical cargoes.
 Ref : TOE - 2019
Date : 05 July 2019
Anglo - Eastern Prepared by : VS
Approved by : BH
Terms of Employment Page 5 of 15

4.0 SEAFARERS EMPLOYMENT AGREEMENT (SEA)

4.1 Each seafarer will be required to sign a Seafarers Employment Agreement (SEA) Or Contract of
Employment, prior joining the vessel. Seafarers will be allowed to review the SEA, TOE and CBA,
prior signing the agreement.

4.2 Tour of Duty / Expiry Of SEA: The Tour of Duty (TOD) will usually be as per applicable CBA,
however the exact duration of Tour of Duty and Expiry date of the SEA will be mentioned on the
Seafarers Employment Agreement. As per operational convenience of the Company, the Seafarer
may be relieved within 30 days on either side of completion of TOD. No person shall be allowed to
serve onboard for more than 9.5 months.

4.3 Extension of SEA / Tour of Duty (TOD): Extension of SEA to extend TOD, can be requested by the
Seafarer in specified format ( FPD-09 or equivalent) or by the company in exceptional circumstances.
Extension can be confirmed only if same is mutually acceptable to both the Seafarer and the
Company.
Once extension of SEA is accepted and endorsed on the SEA by Seafarer and the Master, the one
month relief window period as per TOE 4.2, shall apply.

4.4 Early Relief Request: Seafarer may request for early relief or Early termination of SEA, for
Justifiable reasons as per CBA /POEA. Such request, should be submitted in specified format (FPD-
09 or equivalent), which will be treated as one month notice for relief / termination of SEA. Seafarer
seeking early relief will need to bear full cost of own Repatriation, except where exempted by CBA.

4.5 Early Termination of Seafarers Employment Agreement (SEA): The SEA / Services of a Seafarer
may be terminated by the company (in accordance with CBA/ Flag state requirements), in case of
Gross misconduct or violation of company polices (especially Drug & Alcohol, Environment
compliance, assault, Gross Safety violation etc.).

The below mentioned 3 step process should be followed by Master, with Official log book entry at
each step and if Seafarer refuses to sign then notices / letters should be signed by witness ideally
from same rank/ dept.

a. Notice of Hearing will be issued by Master in writing, giving date / time and details of alleged
offense or incident. The notice will give date, time, place of hearing and seafarer must sign it.
b. Letter of Warning will be issued after investigation by Master, when the seafarer is found
guilty of the offence. Seafarer should be allowed to explain / defend himself , in front of
witness ( e.g. C/E or Bosun if investigating a rating). Seafarer should be allowed to note his
comments and is given few days’ time ( say 2 weeks) to improve. Policy violations may not
invite any time for improvement.
c. Notice of Dismissal will be issued if no improvement is noted in the given time period. This
is usually issued just prior arrival port.

The company may also initiate the disciplinary procedure , where usually a password protected letter
will be sent , so that seafarer will have a right to reply / appeal , in confidence.
In case of early Termination of Seafarers Employment Agreement, the Seafarer is liable to pay for his
own repatriation expense.

5.0 EMPLOYMENT ON-BOARD

5.1. Pre-Joining Briefing: All Seafarers will be briefed about company procedures and policies, as per
ISM Code, prior Employment on-board the vessel.
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Date : 05 July 2019
Anglo - Eastern Prepared by : VS
Approved by : BH
Terms of Employment Page 6 of 15

5.2 Certificate of Equivalent Competency (CEC) / Flag Documents: The company shall apply for
relevant CEC / Flag documents, as per flag of the vessel, on behalf of seafarers. Company will bear
the expenses for the Flag documents , which will remain property of the Company. Seafarers must
carry the Original or Provisional Flag documents on-board the vessel. Cost for replacement of any
CEC or Flag License which are misplaced by the Seafarer, will be on Seafarer’s account.

5.3 High Risk Areas : Ships managed by the company follow the accepted Best Management Practices
for transiting / entering any High Risk Area, as defined by CBA. Any ship can be asked to transit Gulf
of Aden or another HRA, which at times are considered as natural perils of employment at sea.
Therefore all seafarers signing the SEA with company, should be prepared for the transit through
HRA. It may be necessary to sign off families prior HRA / GOA transit.
The terms of CBA shall remain applicable at all times.

5.4 Travel to Join / Repatriation: The Company shall make travel arrangement, free of charge to
Seafarer,
• from Port of Engagement ( as mentioned on SEA), to the Port to join the vessel and
• from vessel to the Port of engagement, on expiry of SEA.
Any expense incurred for travelling in-between home town and Port of Engagement (including for
medical, Briefing etc), will be on Seafarers Account.
At sole discretion of Company, travel may be allowed from / upto one of the branch offices of the
company.
Further the company may arrange Repatriation of Senior officers till their declared hometown /
nearest airport or reimburse reasonable expense.
Due to MLC/ Immigration / PNI requirements, Seafarers usually will not be allowed extra stay in port
after signing off or allowed to deviate from direct travel between vessel and port of Engagement.

5.5 Victualling On-board**: The Company shall provide free of charge food to all seafarer whilst on
board, as per the Victualling allowance specified for per person per day. The charges for Charterers
meals will usually be USD 6 per meal, unless specified otherwise. In order to reduce wastage of food
onboard, following should be avoided - On-board stock of more than 3 months ( usually USD 15000)
or Purchase of stock in excess of 2 months ( or USD 10000).

5.6 Baggage Allowance: The baggage allowance for a seafarer travelling by air, inclusive of airline
allowance, will be as per CBA (usually it is 30 kg), from Port of Engagement to vessel and vice versa.
Any excess baggage charges beyond the baggage allowance will have to be borne by the seafarer.

5.7 Loss of Baggage during travel: The company shall not be responsible for loss of baggage during
joining / repatriation travel. All crew are requested to file the Property Irregularity Report (PIR), with
the respective Airline as soon as any baggage is found missing or damaged. Copy of PIR, boarding
pass & baggage tags must be maintained with you , till baggage is located.
The compensation for loss of baggage while on-board the vessel, shall be as per applicable CBA.

5.8 Debriefing: After completion of TOD, when Seafarers return to the port of engagement, they will be
required to undergo Debriefing, as per company policy.

6. WAGE ACCOUNTING / TAXATION

6.1 Payment of Wages: Wages shall accrue and be paid on-board every month, as agreed in Seafarers
Employment Agreement (SEA) and as per terms defined in applicable CBA. Unless otherwise
defined in SEA, all wages / accounts on board shall be in US Dollars.
For purpose of wages calculations every month shall be considered 30 days, however in order to
make timely remittances , the account may be closed on a date, earlier than end of the month.
Part wages during the month shall be calculated as follows :
Number of days on-board since last closure date of monthly wages x Gross monthly wages / 30 .

** Please refer to applicable Annex, for details.

 Ref : TOE - 2019
Date : 05 July 2019
Anglo - Eastern Prepared by : VS
Approved by : BH
Terms of Employment Page 7 of 15

6.2 Taxation: Unless required by flag of the vessel and specifically agreed prior signing of the Seafarers
Employment Agreement, the Personal taxation (Income tax) shall remain sole responsibility and
liability of the Seafarer. This includes any expenses incurred for management of personal tax liability.

6.3 Commencement / Termination of wages: Full wages as per SEA, shall usually commence on the
day Seafarer “Signs ON” the vessel or as mentioned on the SEA. The payment of wages per SEA
shall terminate on the day Seafarer “Signs OFF” or Expiry / Termination of SEA.
Travel wages, consisting of Basic + Leave wages + Subsistence (or as per CBA / POEA STC) shall
be payable during travel between Port of Engagement to the vessel and vice versa.

6.4 Overtime: Usually Officers are paid Fixed overtime, in accordance with the applicable CBA. Ratings
are paid extra overtime, for work done in excess of the guaranteed Overtime as mentioned in CBA/
SEA .
All ratings are required to maintain records of overtime hours worked and get them verified by their
respective department heads on every Monday to avoid any conflict / disagreement, at end of the
month. Extra overtime is paid as per Over time rate mentioned on CBA / SEA. Gratis overtime should
be strictly avoided at all times and rest hour sheets should not contradict with Overtime sheet.

6.5 Leave wages: Leave wages are usually payable at expiry of SEA, however unless specifically
advised, the Leave wages shall be paid onboard every month to all Seafarers.

6.6 Remittances**: The company shall provide, at least one remittance every month, free of any banking
charges, to the account nominated by the Seafarer.

6.7 Cash advance: Each seafarer is entitled to receive cash advance from Master. Due to piracy / cyber
threats reason, only small amount of Cash to Master (CTM) is arranged. If cash advance is not
possible in USD, the Company may have to provide it in local currency.

6.8 Social Benefits Contribution’s: The contribution for Social benefit (Provident fund , Gratuity ,
Pension etc) , shall be as per applicable CBA / flag state requirements. Where Seafarers (usually
ratings), also have to make Employees Contribution, same shall be deducted onboard and deposited
with relevant authority with Company / Employers contribution.

6.9 Statement of Wages / Closing Account of Wages: A full statement of wages earned during the
month as per SEA shall be provided to Seafarer, on request. This will include all deduction
(Remittances, cash advance, Bond / telephone expenses, Seafarer’s Provident fund etc) being made
on-board. When a seafarer is signing OFF, a Closing Account of Wages shall be provided. The final
pay off may be made in US Dollars or in local currency or by Remittance, as per circumstances.

6.10 Salary certificates: The salary certificate can ONLY be provided by Master on-board, upon request.
It shall include the Seafarers name, Rank, Passport Number, Name of vessel, Flag of vessel, Date
served from / up to and gross wages earned in USD as per the Monthly statement of wages. It should
clearly state that NO Income Tax has been deducted.

6.11 Separate Accounting: Occasionally additional staff (Cadets, Junior Engineers, Repair Team etc) will
be sent on board and a separate accounting code will be allocated for such staff. Please ensure that
the portage bills and the victualling of all such staff on board is maintained under separate accounting
codes.

** Please refer to applicable Annex, for details.

 Ref : TOE - 2019
Date : 05 July 2019
Anglo - Eastern Prepared by : VS
Approved by : BH
Terms of Employment Page 8 of 15

DRIVING PERFORMANCE

7.0 Allowances / Bonuses / Benefits

7.1 Payment of Allowances / Bonuses / Benefits**: The allowance / Bonuses / benefits mentioned
herein, vary as per type of ships or Nationality of the Seafarer or Shipowner. The exact amount of
payment is mentioned on SEA or in the relevant Annex of the TOE, applicable to the Seafarer.
These additional payments are payable on monthly basis, when mentioned on the SEA. All additional
payment, not mentioned on SEA, shall be paid only after a written confirmation has been received
from relevant shore office / wage accounting cell. In case of doubt please contact wage accounting
team or relevant office.

7.2 Trade Bonus (Extra allowance or Trade Allowance): Trade Bonus is the difference between Gross
wages and applicable CBA wages. It includes allowances for trade of vessel, type of the vessel ,
seniority of Seafarer and Extra overtime for Officers. It also includes certain other benefits of CBA
which are not mentioned on the SEA e.g. social benefits contribution, Rejoining, Standby wages etc.
It shall be payable monthly onboard, as part of wages.

7.3 Standby Allowances**: Standby allowance is payable, when company requests a Senior Officer to
wait more than 15 days after completion of all joining formalities, for joining a New Takeover ship or
for Matrix compliance.
It is also payable , when the Company requests a Senior officer to join, more than 30 days before the
Date of Availability, in a peak holiday season or in an emergency.
The Company’s decision will be final about its applicability and exact amount of standby allowance
will be mentioned on SEA or as advised by office in writing.

7.4 Re-Joining Bonus**: RJB is payable, when a Senior Officers who had completed last assignment
successfully, Re-joins the company within 22 days ( or max 30 days for Tanker or LPGC Master &
C/E or serving back to back ) for each month served during last contract. The amount is as applicable
to last vessel.

7.5 Delayed relief compensation**: DRC is payable when a seafarer gets delayed beyond one month of
the agreed Tour of Duty as per SEA, provided delay was not caused solely due to vessels schedule.

7.6 Contract Completion Bonus**: CCB will be applicable to Officers on Successful completion of their
Full Tour of Duty . as applicable to the vessel. CCB may be denied if there has been a disciplinary
issue, incident or documentation deficiency leading to sign off or insistence to sign off in an
inconvenient port etc. Management’s decision will be final in this regard.

7.7 Superior Certificate Allowance**: An officer holding a Class 1 or Class 2 COC but serving at lower
rank will be entitled to Superior certificate allowance, only if same is mentioned on the SEA.

7.8 Loyalty Pay Bonus**: LPB is applicable to Senior Officers and Petty Officers , serving on select pool
of ships, subject to max limit depending on type / trade of ship and following terms :

a. Calculated from the date of first joining the company and payable after 3 years of successive
renewal SEA, with the COMPANY, in a certified rank. Maximum 10 years of service is counted
for LPB.
b. If SEA are not renewed in succession (including a job ashore) then previous period of
employment will counted at 50%.

The amount of LPB mentioned on the Seafarer Employment Agreement, will be final.

** Please refer to applicable Annex, for details.

 Ref : TOE - 2019
Date : 05 July 2019
Anglo - Eastern Prepared by : VS
Approved by : BH
Terms of Employment Page 9 of 15

7.9 Training Allowance**: Outstation Officers who have attended the non-mandatory, company
sponsored training, may be entitled for a training allowance, if they have not used accommodation
provided by the company. The company may reimburse travel expense to attend the training, subject
to limitations.

7.10 QHSE Award**: Performance of each vessel under Company’s Technical Management, will be
judged , every 3 or 6 months, as per criteria notified separately by QHSE Dept. Vessels who meet the
criteria can apply for award administered by QHSE Dept. A certificate shall also be issued to each of
the 4 senior officers and the ship. The award should go to the persons who have spent the maximum
time on board during the period.

7.11 Vetting Performance Bonus for Tankers & LPGs**: Performance bonus for vetting inspections is
based on the review of vessels vetting KPI's , as per criteria notified separately by Operations dept.
If vessel achieves “Nil” observation during a vetting then in addition to above, an additional bonus
will be payable to all Junior Officers ( 2/O, 3/E, 3/O, 4/E, E/O) and Petty Officers ( Bosun, Pumpman,
Fitter & Chief cook) .

7.12 Examination Bonus**: This bonus is applicable to a watch-keeping officer or cadet, who reports
back for joining, with a higher level of COC, within one year of signing off from the last vessel. Bonus
is payable on satisfactory completion of 6 months of service on-board.

7.13 Winter Bonus / Polar Code** : When vessel is trading in ICE bound area, the watch keeping
certificate of all staff should be endorsed to state that during this period vessel has been in Polar
Waters / Ice Covered area from ( date) to ( date) , in area bound by Lat / Long …. . Such
endorsement will help in obtaining “Polar Code” endorsement. Manning office should be advised.
Certain predefined ships trading exclusively in such areas, will be also be entitled for an additional
bonus, while trading in above area.

7.14 Annual Performance Bonus**: APB is applicable to Masters & Chief Engineers, who are able to
deliver consistent good performance on, specific pre- defined ships (LPGC, Suezmax, VLCC).The
terms of APB, are as follows:
a. APB is applicable, for “Successful” completion Tour of Duty between 01 Jan to 31 Dec, every
year.
b. The Management office (Technical, Operations & QHSE dept) will set specific Performance
Goals for each Master and C/E, prior their joining. Performance of the officers will be judged on
the basis of same goals at the time of sign off, to decide the applicable amount of APB. About half
of applicable APB could be earned if vessel had incident free voyages and met QHSE award +
Vetting award criteria. The decision of the Management will be final, in this regard.
c. Amount of applicable APB will be advised to Master or C/E, on completion of their contract, but
same shall be payable only in the subsequent year i.e. usually in block of two contracts.
d. APB will not be payable if person leaves the company or active sea life, in the interim period.

7.15 Employee Referral Bonus: Seafarers are encourages to refer their friends working in other
companies, who meet the ethos of Anglo-Eastern. If a senior officer referred by a Seafarer joins the
Company, then the Seafarer will be eligible for a referral Bonus of USD 200.

7.16 Catering Allowance**: Catering allowance is applicable to Chief Cook, who carry out full Provision
accounting , on specific ships as per Company requirements. Same is not payable, if provision
accounting is being done by shore based Provision accounting team.

7.17 Laundry Allowance**: Laundry allowance is payable to the person carrying out full job responsibility
of Ships laundry.

7.18 Owner’s Bonus / Old Tonnage or Special allowance**: These will be applicable as mentioned on
the SEA or advised to the vessel separately.

** Please refer to applicable Annex, for details.

 Ref : TOE - 2019
Date : 05 July 2019
Anglo - Eastern Prepared by : VS
Approved by : BH
Terms of Employment Page 10 of 15

8.0 CAREER GROWTH / PROMOTION CRITERIA

8.1 Career Growth: The company provides a clear career growth path to all seafarers. For every suitable
opening, the first preference is given to seafarers who are currently serving with the company and
meet the criteria for promotion to next level. Only if in-house promotion is not possible, then suitable
person from outside may be recruited.

8.2 Trainees**: The Company runs an onboard Training programme to train young Trainees to become
World class Professional Seafarer. Training is carried out to meet Company’s future required of
trained manpower at all levels e.g. Deck/ Engine Officers or Rating , ETO, Cooks / Saloon rating etc.
The selection of young aspirants is done based on merit, in a structured and fair manner, from
specified Maritime Training Institutes (MTI) only. All serving AE staff , who would like to recommend
someone to join the company as Trainee , should ensure that their ward joins one of the specified
MTI .

8.3 Mentoring: Company invests heavily on training on global scale, to achieve above objective.
Therefore all Senior officers and Petty offices are expected to mentor young officers, ratings and
trainees , to allow them to become competent and professional Seafarers. Good mentoring includes
correct and truthful updating of Training log for next Professional Level, Cadet Record Book (CRB),
CMS etc.

8.4 Competency Management System (CMS): CMS establishes a structured process for enhancing
officer’s competence for safe and efficient shipboard operations.

a. CMS also defines assessment for specific competencies / tasks, which must be completed to
prove Competency in current rank onboard and some are required for promotion to next rank.
b. There are certain competencies which can be completed on-board, some are supplemented with
E-learning courses on line and some require attendance for specific courses ashore.

The access credentials are sent on e-mail to individual officers, so that they can gain knowledge
while at home or on-board ship. All TANKER officers should complete CMS tasks for current rank.

8.5 Training Log for Next Professional level / Re-Skilling : All officers are required to complete
Training for next professional level ( Tankers Officers can complete it on CMS).
Similar Training logs are available for Re-Skilling the Seafarers to different type of trade e.g. E/O for
4/E, AB to Pump-man, Fitter to Pump-man, Oiler to Fitter etc. Please contact relevant office/ Training
cell, for more details.

8.6 Appraisals / Continuous Performance Enhancement Plan (CPEP): The Company has an Open
Appraisal system as a Continuous Performance Enhancement Plan for Seafarer’s. It is used for
giving constructive feedback to Appraisee / Seafarers, which will help them achieve their full
Potential. The expected process to be followed, for CPEP is :

a. Specific Expectation setting : An Opening conversation shall be held between the Appraiser
(usually Master or CE) and the Seafarer (Appraisee). Appraiser should set specific expectations /
goals setting for the Appraisee, in writing.
b. Real Time feedback, shall be given at least once a month, to appreciate or correct the
Appraisee, ideally in writing. Appraisee could also give the status report to Appraiser, with details
how he (or she) has met the expectations set during opening conversation.
c. Formal Appraisal, shall be carried out while having an open conversation and on specified
format, at least 15 days prior sign off of the Seafarer. Training need should be identified on basis
of above.

Appraisal must be open and Comments of Appraisee must be recorded.

** Please refer to applicable Annex, for details.

 Ref : TOE - 2019
Date : 05 July 2019
Anglo - Eastern Prepared by : VS
Approved by : BH
Terms of Employment Page 11 of 15

8.7 Training Needs / Continuous Professional Development (CPD)**: The Training expectations are
defined as per Continuous Professional Development(CPD) plan of the company. CPD is required to
meet the changing requirements of Owners / Oil Majors / Right Ship / Flag state / Specific trade etc.
The Company provides free access to value added Courses being conducted at AEMTC or on E-
Learning Platforms.
The Training expectations are :
a. All officers must complete training needs identified during Appraisal / CPEP or during debriefing.
b. All officers are expected to complete about 5 days of training in a year and atleast 2 x E-Learning
course prior joining.
c. Prior promotion, Seafarers will need to complete courses as per Promotion Training Matrix.
d. Tanker officers must attend Safety seminar being held by company, atleast once in two years.

8.8 Talent Matrix (TM): The Company has developed a live, unique and comprehensive Talent Matrix
programme, to identify High potential people, who could take higher responsibilities. TM is also used
to have better combination of teams on all Ships. TM uses the following four factors:

a. Potential : Experience in rank / Company/ type of ship, CBT assessment, Training attended.
b. Personality : Psychometric assessment, commitment to complete contract / join on time etc.
c. Perception : Summary of appraisal of last 3 years .
d. Performance : Summary of Incident free port calls in last 3 years, QHSE / Vetting awards etc.

The TM grade of above average officers, is indicated on the AE Mariner APP by 3 stars , with 5 star
being the highest grade.

8.9 Promotion to next Professional level: All Seafarers serving with the Company, are encouraged to
prepare for promotion to next Professional level, by following the Promotion Criteria :

a. Seafarer must hold the required COC / COP , for next rank.
b. Must have required minimum Sea Service in last rank for promotion.
c. Must have atleast two Appraisal recommending promotion.
d. Must complete 90% of the Training Log for promotion to next Professional level or CMS tasks.
e. Must complete identified training for Next level of Promotion.
f. Completion of CBT, interview and psychometric assessment for next level.
g. The Talent Matrix score must be above average.

All promotion are subject to suitable opening and approval of Owners.

8.10 Leadership Development Program (Shore based roles): The Company is looking forward to
develop a talent pipeline of young Masters and Chief Engineers, for next level of Shore based
Leadership roles. The LDP consists of following:

a. Identify high Potential Officers (High Talent Matrix Scores), who are young, energetic and are
ready to relocate easily. Preference will be given for people who have invested in self-
development by attending Ship Management Courses, Qualifying for Industry programs like
Institute of Chartered Ship brokers (MICS), members of Industry bodies like Company of Master
Mariner, Institute of Marine Engineers, learning new skills , upgrading knowledge by reading etc.
b. Develop the Knowledge , Skill and Ability of shortlisted officers by providing specific training for
Ship Management programs, Auditing, Leadership Development Courses, Vessel Management
Courses, attendance to Technical / Industry seminars etc.
c. Transition for accelerated learning by providing temporary / short term assignments in different
leadership roles in Auditing, Technical Management, Marine HR , Operations, QHSE etc.

People who meet above criteria and are interested in further enhancing their career ashore (within a
year), can send their CV along with their idea on how they intend to make a difference (Ref TOE
10.6) to imd.hkg@angloeastern.com or apply to aeifpd.hr@angloeastern.com .

** Please refer to applicable Annex, for details.

 Ref : TOE - 2019
Date : 05 July 2019
Anglo - Eastern Prepared by : VS
Approved by : BH
Terms of Employment Page 12 of 15

SHAPING A BETTER MARITIME FUTURE

9. FAMILIES ON-BOARD:
9.1 Family Carriage On-Board: Officers may have privilege to carry families on board , subject to
Owners approval, Management approval and operational requirements of the vessel i.e. availability
of two spare LSA capacity for Pilots / owners, LSA equipment’s for children, approved
accommodation etc.
If Owners or Company need to place any supernumeraries, superintendents or repair crew etc for the
ship's business or if vessel passing through a High Risk Area (HRA) or any change in policy, then
officers may be asked to sign off their families, without notice.
All costs in such case shall remain on officers account and officer shall not insist on signing off in
such cases.

9.2 Privilege Entitlement: Only Master / CE may be allowed to join with family, subject to owner’s
policy. Only senior officers are allowed to carry children on-board between age group of 18 months to
16 years. Except Master and C/E, all officers could have their spouse / family on-board for maximum
period of 3 months.
The formal request for family carriage shall be made in specified format wide FPD 10 or equivalent
and company’s decision in this regard shall be final.

9.3 Family Joining Procedure: Once family joining permission is granted, the spouse should contact the
respective manning office to complete the following joining formalities, payable on officers account:
a. Family will need to apply and obtain the relevant visa as per trading pattern of the vessel, which
usually incudes USA, UK, Canada, Brazil , Argentina , Schengen , Nigeria etc.
b. Family will need to undergo Medical examination, to certify fitness for travel at sea.
c. Family will need to take medical insurance , for entire stay plus 1 month on-board.
d. Officer and Spouse will have to sign an Indemnity letter in specified format.
e. Officer / Family can arrange own flight ticket. Seamen fare tickets bought by company could be
expensive, have no child discount but allow multiple flight changes. The cost advised will be final.
f. Officer/ family will also have to bear the Agents cost in port of joining / repatriation. If being settled
directly, in cash then proper receipt with name of family / vessel must be taken from Agent. Any
invoice raised by agent will remain on Officers personal account.

9.4 Family on-board Procedure: The following are the expectations from Officer , once family has
joined the vessel :
a. Family will sign ON, the Ships articles as Supernumerary.
b. Family will be expected to follow Masters / Company’s instruction, including participation in drills.
c. Family will not visit the Working place on-board, especially during officers working hours.
d. Company will provide free victualling to family, provided no special meals are requested.
e. Officer will sign off his wife, as soon as it is realized that she has conceived on-board or there is
any other medical issue.
f. If there is any immigration problem / case , due to family not holding relevant visas or otherwise,
then officer may have to retain up to USD 10000 to pay the fine, till case is settled.
g. If family is not allowed to sign off in few countries e.g. South Africa, Japan, Fujairah etc, Officers
will arrange to sign off the family in earlier port or extend their contract to stay extra. In such case
if reliever ever has joined, officer may need to stay onboard on basic wages till next suitable port
where sign off is possible.

9.5 Travel passage entitlement for Spouse**: Master and Chief Engineer will be entitled to rebate on
joining and repatriation travel passage of their spouse, on completion of every block of twelve (12)
months of sea service. The request needs to be in specified format ( FPD 10 or equivalent ). There
will be no cash reimbursement and the Company’s decision shall be final, in this regard.

** Please refer to applicable Annex, for details.

 Ref : TOE - 2019
Date : 05 July 2019
Anglo - Eastern Prepared by : VS
Approved by : BH
Terms of Employment Page 13 of 15

10. STAFF WELFARE & STAFF ENGAGENENT INITIATIVES

10.1 Social Security / Compensation**: As per applicable CBA, Seafarers may be entitled to different
Social security Benefits e.g. Medical care on-board, sickness wages , Old age Benefit in form of
Pension or Provident Fund or Gratuity, Employment Injury wages, invalidity / Disability benefit,
Survivors’ benefit / Death compensation.

10.2 Medical Insurance after Sign Off**: The Medical care on-board ( see Article 3.3 ) is covered by P&I.
Depending on availability of suitable service provider in the country of residence of the seafarer, the
Company may provide an additional medical insurance cover for Seafarers, after they have signed
off from the vessel. This cover may also include Seafarer immediate family and is usually available
for certain duration after sign off . Such cover could be arranged through an independent Insurance
company or by contribution to relevant Seafarers Union or Seafarer Welfare Trust.

10.3 Death Insurance after Sign Off**: The compensation for death during employment on-board is
covered under the applicable CBA. Depending on availability of suitable service provider in the
country of residence of the Seafarer, the Company may provide an additional insurance for Seafarers
to cover Death by accident, after they have signed off from the vessel. This cover is usually available
for certain duration after sign off and it may be arranged through an independent Insurance company
or by contribution to relevant Seafarers Union or Seafarer Welfare Trust.

10.4 Welfare on-board: The company runs various welfare measures for seafarers on-board ships
managed under its Technical Management. The short details are given below and in case of doubt
please contact vessel manager / Welfare department :

a. Social Sunday: In order to increase social interaction and emotional bonding on-board, all staff
shall take a two hours social break together, every week, preferably on a Sunday afternoon
b. Seafarer Welfare / Library fund** will receive Company contribution every month, for arranging
Social Sunday, to celebrate birthdays/ anniversaries / festivals etc.
c. Mess Committee Meeting being held on-board every month, shall record suggestions,
expenses, accounts of above Social Sunday / Library fund and displayed on notice board.
d. Building Relationships On-board (BRO) is to identify key people with higher emotional
intelligence, who can act as sponge to assist others on in reducing stress on-board.
e. Wellness on-board is enhanced by identifying people who act as catalyst for others to engage in
physical exercise / yoga / Tai-chi and are given opportunity to enhance their training skills.
f. Health Alerts are sent to Master to remind people to take prescription drugs and for monthly
monitoring of health parameters like BP / BMI etc.
g. Mental wellbeing is addressed by having Audio-visual material / booklets to identify depression
on-board (Suicide Prevention Booklet).
h. Seafarer Counselling helpline is available to staff at 180-030-026145 in India or on Skype be
searching for “NUSI Sahara”. Details are available on AE Mariner APP also.
i. Anti-Harassment / Bullying guidance are provided by specific presentations, which can be
screened in common Safety Committee meeting, especially when a new trainee joins the vessel.
j. Buddy System is designed to help a New Trainee on-board, by assigning a buddy on-board.
k. Entertainment equipment for Movies / music etc will be provided in common lounges.
l. Exercise Equipment’s , where possible in a gym, will be provided.
m. Indoor Games , board games will be provided at time of takeover or on request.
n. Galley Masters is the shore based catering service being provided for better food management
on certain ships.
o. Radio Medical Advice on company account with unlimited and unrestricted access to shore
based medical advice for smallest of ailments, is being provided on certain ships.
p. Food Ahead , a monthly company bulletin is provided on-board to encourage healthy eating
habits.
q. Concierge Desk helps Seafarers on-board to deliver flowers / cakes to their near ones, by
acting as a payment gateway.

** Please refer to applicable Annex, for details.

 Ref : TOE - 2019
Date : 05 July 2019
Anglo - Eastern Prepared by : VS
Approved by : BH
Terms of Employment Page 14 of 15

r. Magazines & News papers will be provided through ships mail / joining crew.
s. Movies / Videos can be requested through the local manning office.
t. Electronic News Bulletin will be provided on subscription basis.
u. Telephone facility through ships equipment shall be provided on chargeable basis.
v. Email facility (without attachment) will be provided free of charge .
w. Mail facility ( send and receive) will be provided free of charge. Parcels may be charged.
x. Internet Facility is available on most ships, on chargeable basis.
y. Spot Survey are carried out on AE Mariner APP , when Seafarers join, Every quarter On-board
and on sign off, to check the current mood of our team.

10.5 Welfare Measures Ashore : Besides the above mentioned Social Security, Insurance ashore
and on-board Welfare measures, the company runs following welfare measures ashore :

a. Welfare Cell **is available in Mumbai, Manila and Odessa, is a central body to look after all
welfare measures mentioned above and to take suggestion / grievances about welfare related
issues. The contact details are available on the AE Mariner APP or contact welfare dept of
respective office.
b. PNI Cell is available in Mumbai and Manila to care of Seafarers who have signed off on medical
ground and it takes care of them till they are declared medically fit .
c. Guest Houses are provided in some major cities, in order to provide clean and hygienic
boarding and lodging, to Seafarers who are attending training or waiting to join Ship.
d. ASSET ( Anglo-Eastern Staff Satisfaction & Engagement Team) consists of Shore HR staff, who
volunteer to run various engagement campaigns with Seafarers and their families.
e. Family Connect programme is to keep in touch, check welfare and assist families of Seafarers
who are on-board .
f. Family get together / Seminars are arranged for Seafarers and their families, in few major cities
where Seafarers serving with the Company, are residing.
g. Family referral scheme is to promote tradition of seafaring in family, by giving preference son /
daughter of Seafarers serving with us, in the trainees selection. ( Also refer TOE 8.2 & TOE 7.15 )
h. HR Speak is to connect with Masters and Chief Engineers, to take meaningful and actionable
feedback, after they have signed off from the vessel.
i. Long Service / Loyalty Awards : These awards are given to Senior officers, who continue to
serve with the Company, continuously for 15 years or more, as an officer.
j. Service Excellence Award : Theses awards are given to Top Performing Masters and Chief
Engineers, as identified by the Talent Matrix, in recognition of their exemplary performance.
k. ANAVI is a NGO run by wives of AE officers and office staff, which engages in various Social
activities to give back to Society e.g. supporting Girl child , Old age homes, Blood donation
camps, Assisting in case of natural calamity etc. Interested Seafarers can seek assistance to
extend Anavi in their area. Please check www.aesm-anavi.org or contact
anavi.committee@angloeastern.com .
l. Homeward Bound is the Seafarers family magazines which showcases various contributions
from Seafarers and their families. It is also available on web at www.homewardbound.in

10.6 I Make a Difference (IMD): IMD is a dedicated platform to engage all Seafarers, by allowing them to
share a solution to a problem, faced by them while taking Care of Ships. If the solution could make a
difference to others, then an IMD should be proposed. The solution could be explained, by writing, in
the following three steps :
a. Identify -What is the problem he / she has noticed .
b. Motive – Describe Why the problem exists or advise Root Cause Analysis of the problem.
c. Design - How was the problem solved.

Ideally an IMD should be able to identify with Anglo-Eastern purpose – Build Trust, Drive
Performance , Shape a better Maritime Future and can be shared at imd.hkg@angloeastern.com .
Summary of IMD with name of inventor will be made available to relevant teams and it will add to the
Talent Matrix score of the inventor. Top rated IMD will be also awarded suitably.
 Ref : TOE - 2019
Date : 05 July 2019
Anglo - Eastern Prepared by : VS
Approved by : BH
Terms of Employment Page 15 of 15

10.7 Continuity of Teams (COT) : COT comes from a concept study which indicated that the best
performing teams are formed by four Cs ( Continuity – Competence – Culture – Conditions). We are
good in last three C’s and to increase Continuity, we had introduced system of maintaining senior
officers within same pool of Ships of a Fleet Manager.
Now, the intention is to have a better Continuity of Teams (COT), by rotating Seafarers on same ship
or same type of ships with group of two Vessel Managers. This will help in increasing bonding and
engagement within Seafarers, which will help in increasing care for each-other within the team
members.

10.8 Rest Hour Monitoring Cell: A dedicated cell for monitoring rest hours is operated from Mumbai
Office, which provides guidance to ships based on reports Rest Hours Monitoring System (RHMS) .
All vessels are encouraged to participate in monitoring by replicating RHMS data on weekly basis. If
any vessel has not received the initial message from RH Monitoring cell then please send an email to
monitoring.bom@angloeastern.com.

10.9 Anglo-Eastern Mariner App : All seafarers are encouraged to download the Anglo-Eastern Mariner
APP, from Google Play store or Apple store, by searching for Anglo-Eastern.
App can be installed only on one phone and secure password is automatically sent to registered
email ID of the seafarer. The primary purpose of the APP is to provide the summary of information
e.g. Seafarers Profile, Seminars / courses booked, Availability date log, list of expiring documents,
planned vessel / medical details, flights & agents details, events, latest vacancies, uploading
documents, online briefing , pre departure checks etc.
The access of the APP can also be shared with next of Kin / Family, by the Seafarer.
If you face any problem with regards to APP , please contact support.app@angloeastern.com .

11. GRIEVANCE PROCEDURE

11.1 Onboard Grievance : All seafarers are expected to follow company’s grievance procedure as laid
down in SMS. Seafarer has right to be accompanied or represented during complaints procedure. A
copy of the same procedure would be given to all seafarers at the Manning office prior joining.

11.2 Grievance / Complaints : All seafarers have right to send complaints / feedback with regards to
compliance of MLC/ Flag state requirements w.r.t. treatment of seafarer / CBA / TOE. The welfare
Cell or MLC Representative can be approached directly.

11.3 Unresolved Grievance / Dispute procedure :If a Grievance / dispute cannot be resolved amicably ,
then the procedure given under CBA should be followed

*********
End.