ORIENTAL ENERBY RESOURCES LIMITED ORIENTAL ENERGY RESOURCES LTD EMPLOYEE HANDBOOKINDEX SECTION I ~ INTRODUCTION A ‘Weleome Note 12 Fission statement 43 The Vision 4a Company Representation SECTION I - THE EMPLOYMENT 2a Dedaration 22 Business Ethies and Conduct 23 Duties and Obligations of Employees 24 Personal Relationships in The Workplace 25 Conflicts of Interest 26 Outside Employment 2? Non-Disclosure 28 Jed Posting and Employee Referrals, ‘SECTION II] ~ EMPLOYMENT STATUS AND RECORDS 3a Employment Catecories 32 Access to Personnel Figs 33 Personal Recards/Duty of Disclosure 34 Staff Appcininent & Probationary Period 35 Employment Applications 35 “Training and Development 36.1 Training Policy 32 Performance Evatuation/Appresal 38 Appraisal Process 38 Promotion 30 Job Descriptions Bat Salary Administration SECTION IV ~ EMPLOYEE BENEFITS 4a Offshore Allowance 42 OutoF Station-Allowance 43 verseas and Domestic Travel Alowance 44 Injury Benefits Allowance 45 Medical Scheme 46 Membership of Social Cub Page Noone gey~ 940 ton ae B B 5 ra teas 5 6 1 15.16 16 ten a7 1% a ao 11g 1619 ie47 “Membership to Technical and Professional Bodies 48 Company Educational Assistance 43 Burial Expenses Assistance 4.10 ‘Combined Group Personal Accident/Workmen’s Compensation an Group Life Scheme 432 End-of-Year Payment & Performance Incentive Bonus 4 ‘Compensation for Additional Work Days or Time off Not Taken 4g Reimbursement for Transport While on OERI. Business. 435 Relocation Allowances 4.15.1 Resettlement Allowance ~ New Staft 4.15.2 Resettlement Afowance ~ Existing Staft 4.15.3 Resettlement Baggage Allowance ~ New Staff 4.15.4 Rasettlement Baggage Allowance - Existing Staff 4.15.5 Resettlement Temporary Accommodation 48 Staff Housing Allowance 4a7 Public Holiday 4.17.1 Staff on Standard 5-Day Work Week 4.172 Staffan Other Approved Work Cycles 4.18 ‘Annwal Vacation & Entitlement 419 Marriage Leave 4.20 Maternity Leave 42 Paternity Leave 4.22 Leave of Absence 423 Sick Leave/Benefits 424 Bereavement Leave 425 Study Leave 426 xomination leave 42r Casual leave 428 Staff Pension Scheme 429 End of Service Gratuity 430 ‘Special Benefits for Managerial Level Sto? 431 Long Service Award SECTION V ~ PAYROLL 54 Salary Components 52 Payment Date 53 Deductions 54 ‘Administrative Pay Corrections 55 Separation from Service 56 Resignation ‘SECTION VI ~ WORK CONDITIONS AND HOURS: 61 62 ‘Working Hours: Use of Company Phone and Mail Systems 3 19 19 20 20 20 20-21 2 2 2 a a 2 2 2 23 23 23-24 2425 25 8 26 26-27 27 27 27 28 29 ~» 2» 9 29 30 3063 64 65 66 67 6a 69. 6.19 6a 6.12 633 614 65 6.16 617 Safety ‘Alcohol Policy Controlled Substances ‘Smoking Policy Security Lunch Break Use of Equipment Emergency Closing Business Travel Expenses Identity Cards | Visitors in The Workplace Computer and Email Usage Internet Usage Workplace Monitoring Workplace Violence Prevention ‘SECTION VII - EMPLOYEE CONDUCT AND DISCIPLINARY ACTION 7 72 73 74 7S 76 72 78 79 730 7a 732 ‘Employee Conduct and Work Rules ‘Sexual and Other Unlawful Harassment ‘Attendance and Punctuality Dress Code and Personal Hygiene Return of Property Office Presentation Press Enquiries Progressive Discipline Problem Resolution ‘Whistic Blowing Policy Workplace Etiquette Conclusion Appendix 1 - OERL Services Job Bands “Table 1: Offshore Allovances/Hazard Allowances “Teble 2: Out-of Station Allowances Table 3: Overseas Travel Allowances ‘Table 4: Domestic Travel Allowances ‘able 5: Groug Life Scheme ‘Table 6: Relocation Allowances ‘Table 7: Annual Vacetion Leave ‘Table 8: Membership in Social Clubs ‘Table 9; Reimbursement for Transport While on OERL Business ‘Table 10: Special Benefits for Managerial Staff ‘Table 11; Cub Membership Limits 3132 33.34 34 34.35 35 35 36.37 37 38-39 39-40 40 at an 4143SECTION I - INTRODUCTION 1.1 Welcome Note Welcome to Oriental. We are pleased to have you as a member of the Oriental family and hope that you find your association with the Company to be a successful and fufiling experience. 1am very proud of the achievements that Oriental has accomplished in the Nigerian Oil and Gas Industry over the last 25 years. From our beginnings in 1990, with the allocation of OPL 224 from the Government of the Federal Republic of Nigeria, we have successfully converted the OPL to ONL 115, and got allocated the Ebok Field [OML 67], and the Okwok Field [OML 67]. This has been accomplished by the support and guidance of the Ministry of Petroleum Resources, the Depertment of Petroleum Resources and our Farmor partners. This support has been combined with the formation of strategic alliances with Joint Venture Partners Which have allowed us t compliment our local knowledge and experience of the Nigerian Oil and Gas Industry with world class technologies and practices through a series of Joint Ventures and Technical Services Agreements, Tris handbook is your guide to Company personnel policies and procedures; it will acquaint Yyou with the many benefits and opportunities available to you as a member of the Oriental Staff as wel as familiarize you with the services that the Company offers. | fee! that the future is bright for Oriental Energy Resources Limited, and that we will Continue to ive up to our vision statement which is “Oriental will set the standard that all other E&P Companies in the Nigerian Oil and Gas Industry will be compared against.” 1 thank you for joining Criental and I hope that you have @ rewarding experience with the company, 7 Engr. Goni'M, Sheikh Executive Vice Chairman1.2. Oriental Mission Statement [At Oriental, we engage in the exploration and production of hydrocarbons in the Nigerian il and Gas Industry. We do this by forming strategic alliances to leverage world cass technologies and practices with local knowledge and experience to create an efficient, cost effective, and on-time approach to project implementation, We stress ethical practices and promate corporate responsibilty throughout all of our business activities. Oriental does this for the promotion of the Nigerian Domestic Oil and Gas Industry and for the betterment of the Nigerian people, 1.3 Oriental Vision Statement Oriental wil set the standard that all other EP Companies in the Nigerian Oil & Gas Industry wil be compared against, 4.4 Company Representatior Every employee represents Oriental to our Joint Venture Partners, Vendors, the Nigerian Government, and the Public as a whole. The way we do our job presents an image of our entire organization. People judge us all by how they are treated with each employee Contact. Every staff empioyed by the Company is responsible for giving polite and efficent service to any persons with whom you come into contact. Staff should behave at all times ‘within work time or when on Company business with integrity and in a manner that reflects the professional nature of the business. When in the office, staff must maintain the highest standards of behaviour and presentation, especially in any area of the office whare visitors may have access. eeSECTION II ~ THE EMPLOYMENT 2 Declaration ‘The Company is committed to solecting and employing the best-qualifed individuals for positions, consistent with the Comipany’s long-term Interest The policy ofthe frm is also to seak and engage those who are fit fer employment and can find job satsfection in the Company. “The determining factors in recruiting, hiring, selecting and placing employees are the overall requirements af the job. The Company wil not discriminate egainst any one on the basis of race, religion, color, national or ethnic origin, age, sex, disability, poltical preference, Membership or non-membership of any lawful organisation, or on any other basis prohibited by Nigesian laws or regulations ‘The Company strives to have conditions of employment s0.as to give every employee reasonable Job-securty based on performance: reasonable and fair conditons of service; competitive and performance-based rewards; opportunities for continuous learning and professional development; the encouragement to develop and make maximum use of hisjher ski and abilties, white paying careful attention to his/her progress at work; and to ‘ensure the provision of a high degree of meical/vielare benefits to members of staf. Also, the Company values the uniqueness of individuals and the varied perspective they provide. To this end, the Company promotes civersity within Rs workforce and has an all inclusive environment, free of harassment that enables staf ta fully patcinate nad eopleButa 2.2 Business Ethics and Conduct “The successful business operation and reputation of Oriental is bult upon the prirciples of fair dealing and ethical conduct of our employees. Our reputation for integrity end ‘excellence requires careful observance of the spirt and letter ofall applicable as and Tegulations, as well a6 a scrupulous regard for the highest standards of conduct and ‘personal integrity. ‘The continued success of Oriental is dependent upon our trust as perceived by others. We are dedicated to preserving that trust. Employees owe @ duty to Oriental, is parners, ts Vendors, and to the Nigerian Government to actin a way that will mert the continved trust and confidence ofthe public, Criental will comply with all applicable lavis and regulations and expects its Drectors, Officers, and Employees to conduct business in accordance with the later, spirit, and intext ofall relevant laws and to refrain from any ilegal, dishonest, or unethical Conduct. In general, the use of good judgment, based an high ethical principles, will guide you with respect to lines of acceptable conduct. If situation arises where it ciffcult fer you todetermine the proper course of action, the matter should be discussed openly with your immeciate supervisor and if necessary with @ member ofthe Executive Team foradvice and ‘consultation, Compliance with this policy of business ethics and conduct is the responsibilty of every Oriental employee. Disregarding or falling to comply with this standard of business ethics ‘and conduct could lead to disciplinary action, up to and induding possible termination of employment. 2.3. Duties and Obligations of Employees 1. Staff Members are subject to the authority of the Executive Chairman of Oriental, and to assignments by him or his designees to any of the activiies of Orental or of interest to Oriental 2, The HR Department shall ensure that the rights and duties of staff members, as set ‘out in the Employee Handbook and the relevant decisions of Oriental, are complied wit, 3. By accepting appointment, staff members pledge themselves to dscharge thelr functions and regulate their conduct with the interest of Oriental in view. 4. Steff members shall only use the property and assets of Oriental for official purposes, and shall exercise reasonable care when utilzing such property and assets 5. Staff Members shall respond fully to requests for information from staf members and other officals authorized to investigate possible misuse of funds, waste or abuse. 6, Staff Members are accountable to their line managers for the proper discharge of thoir functions. They are requirad to uphold the highest standard of efficiency, competence and integrity in the discharge of their functions. 7. Performance of Staff Members shall be appraised periodically to ensure that the required standards of performance are met. 8. When the needs of service aise, staff members shall be requested to work beyond the company established working hours or days. 2.4 Personal Relationships in The Workplace The employment of relatives or individuals involved in a dating relationship in the same area of an organization may cause serious conflicts and problems with faveritsm and employee morale. In addition to claims of partiality In treatment at work, persoral conficts from outside the work environment can be carried over into day-to-day working relationships. For purposes of this policy, @ relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood ‘or marriage. A dating relationship Is defined as a relationship that may be “easonably : yk‘expected to lead to the formation of @ consensual "romantic* or sexual relationship. This policy applies to all employees without regard to the gender of sexual orientation of the Indwviduals nvoived, Although Oriental has no prohibition agalnst employing relatives of current emyloyees or Individuals Involved in a dating relationship with current employees, we are committed to ‘monitoring situations in which such relationships exist in the same aree, In case of actual or Potential problems, Oriental will take prompt action, and this can include reassignment Employees in a close personal relationship should refrain from public workplace displays of affection of excessive personal conversation. 2.5 Conflict of Interest Staff cennot engage in any activities that conflict with the Company's business interest, acversely affect the Company's reputation or relations with others, or interfere with the futfliment of your Job responsibiites, Staff should always perform in the best interests of the Company. Staff may not use their position or Influence, information to which they have ‘ocess a5 a result of their employment, or Company assets or resources for thelr personal gain or forthe improper benefit of athers. Guidetines While itis not possbie to list every cicuinstance that may cause a violation of this policy, here are some guidelines for the types of activity that may create vitations! 1 Staff must avoid suations where thelr actions might Imad somaone tn blue they fre acting apart from the Company, and for personal benefit or for the benefit of others, based on sensitive or confidential Company information or use oF Company time or property, whether or not that is true. ‘Except with the Companys explicit approval, staff may not accept an appointment or Directorship in, oF undertake paid work for, ny other Company, fm or organisation. Generally, the company wishes to encourage participation outside working hours in Unpaid voluntary public service, recreational, sporting and other community activites. Sometimes however, these activities fall foo heavily on certain individuals and the effectiveness of their work for the Company may thereby be diinised. “The general rue is that when invited to serve on local bodies, or as an appointed of ‘lected dub offical, you must be able to combine your autside activities with Ful lime Company employment, 1 there be any doubt in this respect, stalf should b ‘uided ta seek approval from te Company. ‘+ Except with the Company's explict approval, stafT may not own shares in privately ‘owned Companies which have any form of business dealings with our company. “This does not apply to shares held in publicly quoted Campanies, but if there is any possibly that such a holding could cause confict with your duty as an employee, ‘Staff should bring the matter to the attention of the Company, ’‘Staff cannot use Company time, property or sensitive or confidential information at any time or in arly wey, during or after employment, In making personal investments or financial transactions. ‘Staff personal financial activities should not be of the type or circumstance where someone could reasonably presume that staff used Comnany time, or property or that sensitive or confidential Information was the basis of the Investment decision, whether or not that is the case. Staff should not make such Investments and transactions, including loans, with any Company, person or entity where such action an reasonably be presumed to establish an opportunity for a confictof interests. + Except as provided by this policy, staff may not have an interest in an erganisation eating or seeking to deal, with the Company asa supplier or customer, or that is & competitor of the Company, without the approval in writing of the Executive Chairman. ‘Staff cannot accept a gift or favours that create any obligation either stated or Implied from any person or concern that does or is seeking to do business with or is ‘a competitor of the Company. Kickbacks, bribes, rebates or other forms of ‘legal consideration are never ‘acceptable and must never be either given or accepted by anyone acting on behalf of the Company. Staff dealing with Government agencies (Tax Autharties, etc) should be particularly alert fo any agency rules accepting, limiting or prohibiting gifts or other favours. Meals, Gifts and entertainment from vendors, contractors, competitors, or clents with whom the Company has current or potential future relationship could adversely effect one's judgment or create the appearance of doing so. 2.6 Outside Employment Staff Members shall not engage In any outside occupation or employment, whether remunerated or not, without the approval of Oriental. Oriental may authorize staff members to engage in an outside occupation or employment, ‘whether remunerated or not, i the outside occupation or employment does not canfce with the staff member's offical functions or Is nat against the interest of Oriental, Ail employees will be judged by the seme performance standards and will be subject to Oriental scheduling demands, regardless of any existing outside work reauiremen's. Outside employment that constitutes a conflict of interest Is prohibited, Employees may nat receive any income or material gain From individuals outsiée Oriental for materials produced or services rendered while performing their jobs. 02.7 Non-Disclosure ‘The Company considers confidentiality and security of information to be a top priority. Employees shall not, at any time during or after the termination of their employment with Oriental, use for their own benefits, either directly or indirectly, or disclose or ccrmmunicate in any manner to any individual, corporation, or other entity, other than Oriental, any confidential information acquired by them uring their employment, regarding ary actuel or intended business activity, service, plan or stretegy of Oriental. Confidential information in this respect shall include ail information disclosed to or known by them as a consequence of or developed through or during their employment by Oriental including all knowiedge, information and materials regarding Orienta's operations, services, processes, know-how, service development, business plan, and research, a5 wel as confidential information about Financial, funding, or any other proprietary matters relating to Oriental whether or not subject to other protection [except that such knowledge was known to them prior to their employment by Oriental]. ‘The protection of confidential business information and trade secrets is vital to the interests and the success of Oriental. Such confidential information includes, but Is not limted to, the following examples: * Compensation data * Pending projects and proposals: * Computer processes * Proprietary production processes Computer programs and codes * Research and development stratecias * Customer lists * Scientific data * Customer preferences » Scientific formulae * Financial information Scientific prototypes * Labor relations strategies Technological data * Marketing strategies * Technological prototypes * New materials research Al employees are required to ign a non-disclosure agreement and the compeny's offce 365 acceptable use polcy asa preequle of employment. Employees who improper use oF disclose confdertal business information wil be subject to cscpinary action, up to and incuding termination of emoloyment and legal action, even i hey co not actully bene from the disdosed information. 2.8 Job Posting and Employee Referrals Oriental provides employees an opportunity to Indicate their interest in open positions and ‘advance within the organization according to thelr skis and experience. In genera, notices of all regular, fulltime job openings are posted, although Oriental reserves its discretionary right not to post a particular opening. nJob openings wil be posted on the employee bulletin board andor in the email gystem, and Formally remains open for 15 days. Each job posting ntice will include the dates of the Posting period, job tte, department, location, grade level, job summary, essential duties, and qualifications (required skils and abilties), ‘To be oligble to apply for a posted job, employees must have performed competently for at lest 90 calendar days in their current position. Employees who have 2 written warning on fle or are on probation or suspension are not eligible to apply for posted Jobs. Elgible employees can only apply for those posted Jobs for which they possess the required ski, competencies, and qualifications. To apply for an open position, employees stiould submit a job posting application to Human Resources listing job-related skils and accomplishments. Tt should also describe hhow their current experience with Oriental and prior work experience and/or education ualify them forthe positon, Oriental recognizes the benefit of developmental experiences and encourages employees to talk with their Supervisors about their career plans. Supervisors are encouraged to support employees’ efforts to gain experience and advance within the organization ‘An applicant's Supervisor may be contacted to verity performance, skils, and attendance. ‘Any staffing limitations or other circumstances that might affect a prospective transfer may also be discussed. Job posting is 2 way to inform employees of openings and to identify qualified and interested appilcants who might not otherwise be known to the hiting manager. Other recruiting sources may also be used to fill open positions in the best interest of the organization. Oriental also encourages employees to Kent friends or acquaintances that are interested in employment opportunities and refer qualified outside applicants for pested jobs Employees should cbtzin permission from the individual before making 2 referal, share in, and not make commitments or orl promises of [An employee should submit the referra's resume and/or completed application form to Human Resources for a posted job. If the referral is interviewed, the referring employee will be notified of the intial interview and the final selection decision.SECTION I1I - EMPLOYMENT STATUS AND RECORDS: 3.1 Employment Categories REGULAR FULL-TIME: employees are those who are not in a temporary or probation status and who are reguiarly scheduled to work Orientals ful-time schedule. Generally, they are cligibie for Orientals benefit package, subject to the terms, concitions, and limitations of each benefit program. REGULAR PART-TIME: employees are those who are not assigned to a temporary or probation status and who are regularly scheduled to work less than 28 hours per week. While they do receive all legally mandoted benefits, they are Inelighie forall of Orientals other beneft programs. CONTRACTUAL: employees are those wha are hired as interim replacements, to ‘temporarily supplement the work force, or to assist in the completion of a specfic project. Employment assignments in this category are of 2 limited duration. Employment beyond ‘ny intially stated period does not in any way imply 2 change in employment status Temporary employees retain that status unless and until notified of a change. While temporary employees receive all legally mandated benefits, they are ineligible for all of Oriental’ other benefit programs. CASUAL: employees are those who have established an employment relatcnship with (Oriental but who are assigned to work on an Intermittent and/or unpredictable Lass. While they receive all legally mandated benefits, they are ineligible for all of Oriental’s other benefit programs. AN contract letters must be responded to within 7 days. In addition, al employees must indicate If they have any medical Issue that can Impact thelr performance cn the Job. Fellure to do so could attract penalties. 3.2 Access to Personnel Files Oriental maintains 2 personnel file on each employee. The personne! fle indudes such Information as the employee's job application, resume, records of training, dacurnentation of performance appraisals and salary increases, and other employment records, Personne! files are the property of Oriental, and access to the information they contain Is restricted. Generally, only supenvsors and management staff of Oriental who have 3 legitimate reason to review information in 2 file ara allowed to do so. Employees who wish to review their own file should contact Human Resources. With reasonable advance notice, employees may review their own personnel files in Oriental offices and in the presence of an individual appointed by Oriental to maintain the fies. B3.3 Personal Records/Duty of Disclosure Every employee shall provide the Company with Information regarding his/her person or hisfher family/status to complete employment records and other statutory documents, The full detais of spouse and children to be offically recognised by the Company mus be given. “These details will include full names, date of bith, and photos. Nemes and photos of next (of kin will be provided as outlined In section 4.9 (4) ofthis Handbook. Note that: ‘Change in personal data must be communicated in writing to the Human Resources Department. = If as a female member of staff the change arises from marrioge, the saff should ‘also advise the Company whether she wishes a change to be made In her name with {a copy of the marriage certificate. ' Any misrepresentation of facts in giving such information or in completing the staff record shall be regarded as serious misconduct and treated accordingly Without prejudice to the foregoing, the Company shall not entertain any change in date of birth of an employee from the age decir at the time of employment. 34 Staff Appointment and Probationary Periods Al staff appointments are effected througn a letter of appointment, which sats out the broad terms of the appointment, compensation and benefits, and job expectations, Upon initial acceptance of appointment in the Company, you will be required to serve 2 Probationary period of 6 months. ‘An employee dismissed because of misconduct or non-gerformance during the probationary period is not entitled to any financial benefits. At the end of the probationary period, the performance of the newiy recruited staff will be ‘appraised, The outcome of such appraisal will determine whether the apaointment will be confirmed, terminated, or at the company’s discretion, be defered for a further probationary period not exceeding 3 montis. 3.5 Employment Applications (Oriental reles upon the accuracy of information contained in the employment application, 25 well as the accuracy of other data presented throughout the tiring process and “employment. Any mistepresentations, falsiications, or material omissions in any of this information or data may resutt in the exclusion of the individual from further consideration for employment o, ifthe person has been hired, the employment wil be terminated, 3.6 Training and Development The Company recognises the Important contbution which training, and development makes to the Company's eficienoy and proftabity and in maximising the effective ‘management of human resource. “The Company's Training and Development Policy apis to all employees and ais to + Ensure new employees are successfully Inducted into the organization. Provide empioyees with the knowiedge and skils to enable them to perform effectively in their current or future roles and to develop their potentials and ‘Ensure that employees are responsive to service/business needs, both strategic ‘and operational and are trained to meet current and future goals. ‘Provide information, instruction and training to ensure the health and summary section (giving @ general overview of the job's purpose), and essential duties and responsibilities section, a supervisory responsibilities section, a qualifications section (including education and/or experience, language skis, mathematical skils, reasoning abilty, and any certification required), a physical demends'section, and a work environment section, Criental maintains job descriptions to aid in orienting new employees to their jobs, icenarying tne requirements of each positon, establishing hiring critena, setting standards for employee performance evaluations, and establishing basis for making reasonable ‘accommodations for individuals with disabilities. Human Resources and the hiring manager prepare job descriptions when new positions are created. Existing job descriptions are also reviewed and revised in order to ensure that they are up to date. Job descriptions may also be rewritten periodically te reflect any changes in the position’s duties and responsibilities. All employees wil be expected to help ensure that their job descrintions are accurate and current, reflecting the work being done. Employees should remember thet Job descriptions do not necessarily cover every task or duty that might be assigned, and that additional responsiblties may be assigned as necessary. Contact Human Resourees if you have any questions or concerns about your fob description. 3.11 Salary Administration ‘The Company administers salaries in @ way that maintains the Company's competitive position and attracts and retains high-caliber personnel. Salaries are also designed to Provide incentive and reward high-level performance. ‘ KeSalaties are administered to comply with all applicable laws and governmental requations. ‘SECTION IV ~ EMPLOYEE BENEFITS 4.1 Offshore Allowance ‘The Company operates a variety of rotational schedules in locations designated as offshore field locations. If you work in an offshore location on a rotational schedule, you will be eniited to an appropriate allowance. ‘Management decides the location where you work at any given time and ensures that you are paid a competitive offshore allowance rate. See Appendx 2 Table 1. 4.2 Out-of-Station Allowance OUT-OF-STATION - if staf are required to work in other locations, they are entitied to a nightly incidental allowance. This does not cover overseas business or overseas training assignment tps. Staff are entitled to this allowance if they are office-based, travel aut of office work location ‘tp another station for Company business (Including local training programs) and remain ‘overnight in that location. ‘Your supervisor Is responsible for tracking and approving the number of nights yeu spend In ‘other locations for work reasons. The employee is responsible for requesting the out-of station allowance benefit. See Appendie 2. Procedures OUT-OF-STATION - You can complete the Qut-of-Station Allowance form and submit it to Yyour supervisor for approval 43. Overseas and Domestic Travel Allowances For foreign and domestic travel, the Company willbe responsible for travel tickets and hotel ‘accommociation. Applicable benefits and allowances are presented in Appendix 2, 4.4 Injury Benefits Allowance ‘Accidents or improper prectices that result in personal injury affect your well-being and are costly to the Company. You and management can minimise accidents and injuries by : "taking preventive actins and controling the circumstances that can lead to their occurrence. All employees are responsble to prompty report cases of accidents and injuries. An employee whose duty volves handing hazardous materals shal be provided with sped protective clothing (PPE). If you have a personal injury that results from an accident at or in the course of your employment, you would be compensated for temporary, partial or total incapacity in ‘accordance with the provisions of the Employee Compensation Act 2010 (Section 13) The conditions of temporary, partial or total incapacity must be certified by a recognised Medical Practitioner. 4.5 Medical Scheme Oriental emphasizes tre health and welkbeing of its employees. Before 2 staff's ‘employment can become active, they must pass 2 medical evaluation at 2 Company approved dlinic or hospital ‘The Company shall maintain 2 medical policy for all staff. The scheme shall cover the ‘employee, spouse, and four (4) biological children. However, where medical expenses are considered excessive, menagement reserves the right to set @ limit of financial liability for each staff, spouse and four (4) biological children. Such limits shall be communicated to all, staff ‘The Company shall provide comprehensive medical care for all employees, at Oriental's chosen clinics or hospitals. Oriental wil be responsi for 100% of rimary Care services while it wil be responsible for 80% payment of Secondary (Referral) Care Services, minor and intermediate surgery as wel as hospital accommodation. Company's policy does not cover certain complex medical treatment. HR will provide full details on demand. Medical services will be provided by the Clinics upon presentation of your Staff ID card. With the exception of emergency cases and treatment received while an employee is on official duty, the company is not obligated to refund medical expenses incurred for services received outside the Cor'pany/s chosen clinics. Corrective Lenses: Sesior staff are entitled to the sum of N35,000 while Management staff are enttied to N45,000 for framesDental Treatment: The plan provides routine dental work, including filings and ‘extractions through recognized dental dinics. General Exclusions “The pian does not cover: Cases that are not caused by or resulted from an accident or sickness Cosmetic surgery and aesthetic treatments (Overseas medical treatment Cosmetic dentistry 4.6 Membership of Social Clubs ‘The Company will pay the cost of social cub membership for permanent employees (fees and subscriptions). Sadia ciub fees would only be paid once as an employee, subsequently, nly the annual club subscription would be paid by the company. See Appendix 2. 4.7 Membership to Technical and Professional Organizations. ‘The Company will pay annual membership fees for employees with an OERL jeb group of twelve (12) or higher, for one local or one foreign technical or professional membership. ‘The memberships must be relevant to your area of work or fleld. Senior management from job group six (6) or higher would be entitled to membership of two (2) tachnical or professional bodies. Jf you are eligible, you obtain membership forms and invoices from the appropriate ‘organization. Management approves membership based on the benefit you are going to derive from being a member. Procedures 1. You provide a completed membership form and invoice to the Company. 2. The Company reviews the invoice and form while the Finance Department processes payment. 3. For overseas professional bodies, you must obtain HR/Management’s approval. Requests Should be sent to the Finance Department, indicating the account number of the organisation. fe4,8 Company Educational Assistance ‘The Company provides an Educational Assistance program to help if you want to pursue part-time studies and may reimburse 50% of the annuel total course fee on demonstration of success. Please check with the HR Department for current guidelines. 4.9 Burial Expenses Assistance — Policy for Employees in Service for 3 months or Longer (2) The beneficiary of an employee who dies while in the service of the company shall be entitled to the following benefits: i. Three (3) months of the Deceased’s consofideted salary. li. The company shall be responsible for the following, where they are applicable: ‘= The cost of coffin (were applicable). The grave space. © Mortuary service. ‘+ Transportation of the corpse, and the personal effects of the immediate family to his hometown. © Obituary announcement in atleast one national dally & in posters, (b) If the employee dies intestate, @ “Letter of Administration” must be produced to determine the rightful beneficiary(ies) to the deceased's entitlements. The letter of administration must contain the name of the deceased's spouse or direct offspring. (©) This provision shail not however apply to the payment of the three months consolidated salary which should be paid within a week of the employee's death tn the designated next ‘of kin, Management shall ensure that staff Is avrere at all times of the importance and Implication of stating their correct/desired next of kin in their personnel fe. (@) 2 coloures passport photographs of staff next of kin shall be kept in staf file at the point of employment or whenever there is change of next of kin by the staff. 4.10 Combined Group Personal Accident/Workmen’s Compensation ‘The policy provides a 24 hours’ accident cover. It covers employer's Vabty under the Workmen's Compensation Act 1987 and covers non-occupational related accidents. This is now replaced by the Employee Compensation Act 2010 (Section 13). 4411 Group Life Scheme “This policy is a statutory requirement by virtue of the Pension Reform Act of 2004, The Act stipulates that 4 x Annual Gross Salary ofthe insured employee will be pad in the event of the death of the employee. Please refer to Appendix 24.12. End-of-Year Payment and Performance Incentive Bonus ‘The Company makes a taxable year-end payment, if staff has been on the Company payroll for at least 12 months 2s of December 31 of the year. If, however, a staff Is less than 12 ‘months as of December 31, the payment is proreted. The amount paid is based on the November salary. In addition, you may be given an annual bonus based on merit, as determined by the Company, irrespective of an employee's date of resumption. This bonus Is based on the employee's contributions to the Company over that year and on the performence of the ‘Company over that year. The award and the amount of this bonus are atthe sole discretion of the Company/s Management. 4.13. Compensation for Additional Work Days or Time off Not Taken If you are based in the field and your work schedule does not allow you to take all your off days, you would be paid for your addlional worked days. This occurs when you have to spend part of your off days working on Company business inthe field due to the nature of your job. If you are based in an office, and have to workin afield location on a field rotation without taking the commensurate time off before you retum to your office. schedule, you are ‘expected to take the commensurate time off. If, however, for operational reasons, the off days cannot be granted, then the additional time wil be added to your leave. 4.44 Reimbursement for Transport While on OERL Services Business Employees without vehicle allowance, who are on Company business, will be reimbursed at Company expense forthe use of personal vehicle or for use of public transportation. 4.15 Relocation Allowances (Not Applicable for Employees Whose Point of Hire and Duty Station are the Same) 4.15.4 Resettlement Allowance — New Staff For New Staff on first appointment, the Company wil provide @ lump sum payment equal to ‘one (1) month’s gross salary to help the Employee in his/her re-settiement from the Employee's Point of Hire to the Employee's Duty Station, Pease refer to Appendix 2. 4.15.2 Resettlement Allowance — Existing Staff For existing Staff being asked to move from one duty station in one state to another duty station in another state, the company will provide a lump sum payment equal to ane (1) a‘month's gross salary to help the employee in his/her re-settlement from the employee's current duty station to the employee's new duty station. Please refer to Append. 2. Please rote this does nat apply to reassignment from one field to another as It relates to offshore ‘employees. 4.15.3 Resettlement Baggage Allowance — New Staff Jn addition to being responsibie forthe transport fare for new staff on first appointment, the Company shall also pay @ lump sum baggage allowance to assist In the transportation of the employee's personal effects from the employee's point of hire to the employee's duty station. Please refer to Appendix 2. 4.15.4 Resettlement Baggage Allowance — Existing Staff In addition to being responsible for the transport fare for exsting Staff that are being asked to move to a new Duty Station, the Company shall also pay a lump sum Baggage Allowance to assist in the transportation of the Employee's personal effects from the Employee's current Duty Station to the Employee's new Duty Station. Please refer to Appencix 2. 4.15.5 Resettlement Temporary Accommodation For the first one (1) month after the arrival of the Employee at the new Duty Staton, the Company will have the option of providing lodging for, or of paying 2 Temporary ‘Accommodation Allowance to, the Employee for that period. Please refer to Appendix 2. 4.16 Staff Housing Allowance ‘The Company will pay members of staff thelr annual housing allowance en bloc Instead of monthiy as part of their gross salaries. The following rules, hawever, shall apply: Payment en bloc shall be for the period within a calendar year \.e. Jenuary to December. + Payment en bloc is for only confirmed permanent staff Payment en bloc shall aiso be on the express demand of each staff member. In order to qualify for the payment of the whole calendar year, the staf member rust apply before December 15" ofthe preceding year. + Applications for partial en bloc payments shall not be entertained; except in the cases whereby they are made in the course of the year; and in Such cases the applications must be for al the remaining months of the year. + Applications for partial en bloc payments as provided for by Sub-Para 4 cbove must bbe made before the 10" day of the preceding month when the payment wil be due, + All applications shal be processed by HR before payment. 2 wh4.47 Public Holidays All Federal or State public holidays will be observed as holidays with pay. 4.17.1 Staff on Standard 5-Day Work Week If public haliay falls on a normal working day an employee on this cycle who is required ‘to work on the public holiday shall in addition to his/her normal basic rate for the day be ‘granted compensatory time off subjact to operational convenience, 4.17.2 Staff on Other Approved Work Cycles (2) Employees on other work cycles who are on duty on a public holiday will lso be granted compensatory time off subject to operational convenience. (b). Similarly, i the public holiday fells during the rest period of such employees on other coyies, the first day back at work will be treated as public holiday for the purpose of overtime and the staff will be granted appropriate compensated time off subject to ‘operetional convenience. (6) The maximum number of hours to be compensated for, as In these Instances shall be the full hours (e.9, 12 hours in a 7/? work cycle). (Overtime accruing from work on rest days and public holidays should be rounded up to the nearest half an hour. 4.48 Annual Vacation & Entitlement. A full-time employee is entitled to vacation with pay after the completion of each year of continuous service. Guidelines: Employees shal be granted annual vacation. Please refer to Appendix 2. . Annual vacation leave Is compulsory. An employee shall only be entitled to annual leave after confirmation as staf. . The leave days would be prorated based on your confirmation date. Annual vacation leave shall be based on working days only and may be taken in Installments during the year. ‘When it is not possible for the employee to exhaust his or her leave entitlement before the 315 of December of thet year, he or she wil be alowed to exhaust the leave entitlement before the 31* of March of the folowing calender year. 7. Employees are allowed to carry forward only 5 days’ vacation into the following year ‘and this must be taken by the end af March or it will be forfeted, a8, I's the responsibilty of each employee t Indicate to the HR Department before the 31° of March of each year, the date when, subject to the work requirements, he or she would wish to take his or her annual vacation leave for that year 8, The HR Department shall prepare and maintain leave roster in respect of annual vacation leave of all employees in order to maintain the proper work coverage of staif on duty. 10.1F an employee is required by the Company to retum to work before the expiration of his or her authorized leave, any remalning postion of that leave sal be taken at 2 later date, 4L.Any vacation leave not exhausted wil be frfetted, 12. Leave days shat not be converted to cash. 13. Empioyees who are dismissed from the service of the Company shall not be granted eave. 14. Employees shall be paid Leave Allowance of a percentage of their annual base salary (Gee Appendix 2} basad on employee's base salary as of 1% of January ofthe feave year. Employees shall not claim their leave allowance in advance but when they are about to pioceed on leave. 415.4 staff member who, without an acceptable excuse, fails to resume duty after vacation leave shall be regarded as absent without leave and may be peralized by the Company up to and inciuding summary cismissal Responsibility Management is responsibie for ensuring that vecatlons are taken In accordance with the bol auidanes and for notivng yeu of vacation dates and the dcions about vacalons as far in advance 2s possible. Public Holidays and work free days faling within 2 leave petiod are not regarded as part of the leave, During the first quarter of the year, vacation requests should be sent to the heads of various departments for collation and administrative purposes. 4.19 Martiage Leave Employees getting married forthe first time since joining the Company may be granted 5 days’ mariage leave which Is in addition to all other eligbe leaves. Employees wishing to ‘take extra days wall have such days deducter against total leave entitlement. In the event that the employee has exhausted al of thelr leave entitlement, and extra days are applied {of, may be granted as Leave without Pay. 4.20 Matemity Leave Entitlements ‘The Company’ abides by the statutes of Nigerle regarding maternity benefits fer elcible Female employees,Procedures + A staff member shall be entitled to maternity benefits provided she becomes Pregnant after she has already completed 6 months of employmen:, and her ‘employment has been confirmed. * A pregnant staff member shall be granted 12 weeks’ maternity leave et @ stretch with full pay, A medical certificate showing the expected date of confinement must be presented not less than 2 months before that date. © Female staff members on materity leave, for the sake of their own health and safety, shall be compulsorily off duty at least 6 weeks before confinement. They should, therefore, ensure that portion ofthe matemity leave covers that period. + Materity Leave shall be calculated separately and aside from an employee's annual vacation leave + For a period of three months after resumption from maternity leave, the employee is centited to either resume work three hours late or close three hours earlier to enable the delivery of adequate care for the child. ‘+ On resumption of duty, the employee shall submit details of name, sex end date of birth of the new baby forthe purpose of updating her records. Absences from work due to complications oF linesses arising from and in the course cof the pregnancy shall be considered as normal sick leave and shall not be calculated 2s maternity leave. 4.21 Paternity Leave [A male employee shall be granted 5 days’ paternity leave, The employee must have registered his wife on the assumption of duty or immediately after the marvage if he gets married after his hire date. 4.22 Leave of Absence ‘An employee may, at the discretion of the Management, be granted leave of absence without pay for any legitimate reason, Such leave may not exceed 3 (three) months in the first instance, and cumulatively may not exceed 6 (six) months in the whole employment Period of the employee.The Company reserves the right to amend or end the policy t any tne, 4.23. Sick Leave/Benefits Paid Sick Leave entitlement of staff mernbors shall be a total of 10 days in a year. Any fexcass to those 10 days wll be unpaid sick leave days except ifthe abserice fram duty 8 an account of injury connected with affcs! duties, A staff member who 1s i shall inform their immediate supervisor, menager or the HR Department before 10 am on the fst day of absence. The staff member shall cnly leave message with another member of staff If R Is not possible to reach any of the stated contacts. \When contacting the office, the staff member must provide the reason forthe absence, the fist day of actual sickness and expected date of return No later than the second day of absence, the sick staif member mist provide the HR Department with @ written report from 2 qualified medical doctor which includes the ‘expected date of return. If the staff member later knows that he or she will be unt to return to work on the date Previously advised, he or she must contact the office again as soon as possible, > at the latest, on the date previously advised, to explain the continued incapacty for work, and also provide s medical report to this effect. “The HR Department shall be responsible for the day to day aspects of sick leave recording ‘and monitoring, Hence, each staff member shall have @ sickness absence reccrd which ‘dentfies periods of absence and recurrent pattern of absence. The HR Department shall provide to the head of HR every January a Sickness Absence Review giving sickness absences of each member staff for the previous year and highlighting the staff members whose pattern of sickness give cause for concern. 4.24 Bereavement Leave Employees who require taking time off due to the death of an immediate family mermber should notify their supervisor immediately, 4 Paid bereavement leave will be provided to employees having worked 60 calendar ‘ays for Oriental. 2, An employee may be allowed to proceed on bereavement leave of up to 5 working {days when a death occurs among his or her immediate family.3. When the death of the immediate family occurs when the employee is on annual leave or sick leave, such time is excusable, for the death in the family shall not be counted as part of the annual leave or sck leave. 4, Immediate famity shall be defined as the employee's: a, Spouse , Father and Mother Brothers and Sisters Children . Grendchitdren 4.25 Study Leave ‘The Company may aliow the employee study leave, with or without financial support, to pursue higher academic or professional qualifications, Study Leave, without financial support, may be granted at Management discretion to sta with at least five years’ service for a course related to the operations of the Company, The uration ofthe study shall not exceed 2 years, Study Leave, with support, may be granted at Management discretion to staf with at least five years’ service for a course related to the operations of the Company. The duration of the study shall not exceed 2 years. If the Company financially sponsors the employee's, education, the employee agrees, va @ signed and notarized agreement with the Company, to return to the Company and work for @ period of not less than 3 years. Fallure to comply with this work requirement would mandate that the employee reimburse the Company for all sponsored costs. 4.26 Examination Leave Employees wio are in school or involved In professional examinations shall be entitied to a ‘maximum 7 working ays’ examination leave on presentation of an examination time table from a recognized institution and with the approval of HR and thelr line manager. 4.27 Casual/Compassionate Leave (On exceptional grounds, an employee may be granted casual leave with pay. Casual leave shall not exceed a maximum of § working days in the calendar year. In the event an employee has exhausted his/her annual casual leave entitlement, if satisfied with the reason given in the application, he or she may be granted a leave of absence which will be deducted from his or her annual leave entitlement for that calendar year. In the event the employee has also taken his or her annual leave for that year, the request may be granted as leave of absence without pay. a‘The Company has the sole authority to interpret this polley and to Grant you a leave under tts poley, 4.28 Staff Pension Scheme ‘All employees must by law contribute tothe National Pension Scheme, which shall be paid to the scheme by both the Employees and the Company through Penson Fund ‘Administrators (PFAS) of each employee's choice. In accordance with The Pension Reform ‘ct 2014, the Company and each employee shall contribute 10% and 8% respectively of the employee's total monthly emolumient. The provisions of Pension Reform Act 2014 shall brea in any cantons arg in respect of employee hts and bene undo the Each employee shall notiy the HR of their preferred PFA immediately on assumption of uty, 4.29 End of Service Gratuity 1. Gratuity shal be payable to an employee on the termination of his employment after he or she has rendered continuous service for not less than five years: 1. Onis retirement of resignation or fi. Onis death or disablement due to accident or disease or H, When an employee is declared redundant. Provided that the competion of continuous service of five years shall not be necessary ‘when the termination of the employment af any employee is due to death or disablement. 2 Notwithstanding anything contained in Paragraph 1 above: |. the gratuity ef an employee whose services have been terminated for any act, Will omission or negtigence causing any damage or loss to, or destruction of, praperty betonging to OERL and its subsidiaries, shall be forfeted to the extent af the damage or loss so caused; it. the gratuity payable to an employee may be wholy or patialy forfeited if the services of such employee have been terminated de to gross misconduct, [An employee shall be entitled to monetary gratuity as follows: |. for every completed 10 years! service: one-year gross salary; ji, for period less than 10 years: one-month gross salary for each year, In this respect a period of not less than 6 months shall be construed to be one year. 83. In cases of redundancy termination, the payment of gratuity shall be without Prejudice to the employee's entitlement to one month’s notice or the equivalent of ‘one month's salary in lieu of notice. 4,30. Special Benefits for Managerial Level Staff Special allowances wil be paid to employees who are on Job Group 2 to 8 to erable them ‘service loans for motor vehicles and power generators. Please refer to Appendix 2, 4.31 Long Service Award Oriental considers that i is important to acknowledge and reward its long serv employees. Those employees who complete 5 years of sarvice with the Company will be tentited to receive a long service award in recognition of thelr commitment and loyaity to the Company. ‘This eward may be in the form of cash or a gift or gift voucher awarded on your 5 and 10- year anniversary. + Job Group 3-6 (Senior Managers & Above) ~ Nim + Job Group 7-8 (Managers) = N750,000 Job Group 9-13 (Senior Stam) = N500,000 SECTION V— PAYROLL 5.1 Salary Components Employees consolidated selaries are mace up of 4 components; the base salary, the housing alowance, the transportation allowance and the cost of passage. ‘The base salary is determined by agreement between the Company and the employee at the time of hite. The employee's position on Oriental’ salary bands, grade and step, wil be ‘outiined in the employee's Employment Letter. ‘The housing, transportation and cost of passage are based on the employee's salary grade. 5.2 Payment Date Salary payments are made monthly in arrears by direct credit transfer not jater than 25" of sear noth Sa fone » feEmployees who work for less than a full month shall have thelr monthly salary pro-rated ‘and wl be paid only for the number of days worked Each employee will receive a pay slip each month showing how his/her salary has been eakeulated. 5.3 Deductions: AYE Tax is deducted from an employee's salary on a regular basi, If an employee owes the Company money, the Company reserves the right at any time to deduct from the employee's salary the amount owed, 5.4 Administrative Pay Corrections Oriental takes all reasonable steps to ensure that employees receive the correct rmount of pay in each paycheck and that employees are paid promptly on the scheduled payeay. {In tre unfikely event that there is an error for pay, the employee should promptly bring the discrepancy to the attention of the HR MANAGER so that corections can be made as quickly as possible. 5.5. Separation from Service ‘The appointment of an employee, whose probationary period has been completed. may be ‘terminated for te folowing reasons! ‘+ ifthe necessties of service raquie abolition of the post or reduction af the staf: ‘Ifthe services ofthe incividual concerned prove unsatisfactory, ‘+ Ite or she i, for reason of heath, incapactated for further service, ‘The appointment of an employee with a non-renewable foedsterm appointment may be terminated prior to the expiration date for any of the reasons specified in the greceding paragraph above, or for such other reason as may be specified in the letter of appeintment. ‘The appointment of staff members that are stil on probation may be terminated if such ‘action vould be inthe interest of Oriental Ifthe appointment of an employes is terminated, he or she shall be glven one morth notice ‘or payment of salary in lieu of notice, 5.6 Resignation Resignation Is a voluntary act initiated by the employee to terminate employrent with Oriental. Athough arivanice notice & not recuired, Oriental requests at least one-month written notice of resignation from senior/junior employees. An employee may resign his 30‘appointment by paying the equivalent amount of his consolidated salary to the company in lieu of notice. Similarly, the company will pay the sum equal to the consolidated monthly salary of an empiayee in leu of notice of termination of appointment. Prior to an employee's departure, an exit interview may be scheciled to discuss the reasons for resignation and the effect of the resignation on benefits, ‘SECTION VI - WORK CONDITIONS AND HOURS 6.1 Working Hours ‘The Company operates 2 40-hour week schecile over a S-day working week, The following hours of work apply in the Company's operation: "= Office Location: The regular number of hours of work per day is eight hours or forty hours a wee Monday-Friday. ~ Lagos Office > Jem~ 4pm > Gam = 5pm. > Gam — 6pm + Abuja Office > Sam — 5pm. * Field locetions:_ if staff works in a field location, they may be on a rotational system Of a number of days on duty followed by equal number of days off duty, The normal ‘number of working hours per day in these areas Is 12 hours. The Company reserves the right to very normal scheduled hours of work to meot ‘operational demands. Supervisors wil advise employees of the times their schedules wil ‘normally begin and. end. Staffing needs and operational demands may necessitate variations in starting and ending times, as well as variations in the total hours that may be ‘scheduled each day and week, 6.2 Use of Company Phone and Mail Systems Personal use of the Company telephone for longrdistance and toll calls is not permitted. Employees should practice discretion when making local personal calls and may be required to reimburse Oriental for any charges resulting from their personal use of the telephone. “The use of Oriental paid postage for personal correspondence isnt permitted. To ensure effective telephone communications, emplayees should always use ari approved ‘greeting and speak in a courteous and professional manner. Please confirm information received from the caller and hang up oniy after the caer has done so.6.2 Safety “The Company is committed to ensuring @ safe and healthy working environment in its offices and providing safe equipment and procedures for alts employees and vistors. The ‘Company also recognizes its responsibilty to consider the health and safety of contractors ‘and any other person whose health and safety may be affected by the actvtles of the Company. ‘The effective management of health and safety has equel stats with any other managerial responsibilty. There is also a legal and moral resaonsibilty on all emplayees to safeguard their own health and safely and to co-operate with the Company by following established procedures, Employees should bring to the Company's attention ary health and safety Issues of wich they are aware Tes the intention of Management that established health and safety policies and procedures 'ssved by the Company wil be followed by all employees. The aim isto ensure tat health and safety become an integra part ofthe working practices of every emaloyee. Employees are expected to work in @ clean and hygienic envfonment at al mes keeping ‘your work area neat and iter free. A clean desk policy will be Implemented, and all sta vill be required to clear their desk of all documents atthe end of each dey. ‘This policy wil be reviewed regularly and revised where necessary to ensure tt cortinues to ‘promote and maintaln high standards of health and safety. Responsibility ‘The Company wil: Ensure that all accidents, dangerous occurrences, near misses and property damage and thelr cause is investigated and that al reasonably pracicasle steps have bean taken to prevent their re-occurrence; ‘+ Ensure the maintenance and repair of equipment is caried out as appropriate, by 2 competent person, in accordance with Company procedures; + Ensure that adequate first ald provisions are made in accordance with statutory requirements; Make safety an important consideration in the selection of contractors, + Be available to health and safely representatives to discuss and attempt to resolve the health and safety issues not resolved through established arrangements;Ensure that firefighting equipment is readly available and properly maintained. Effective arrangements are in force to fecitate the evacuation of buildings in ‘ase offre and or any other emergencies; + Ensure all sites, buildings, services and equipment are suitable and are ‘maintained in accordance with health and safety regulations and best practice, ‘so, adequately Inform employees & the general public, where necessary, of any knowin or potential hazard arising from its operations. * Ensure that all employees, including new employees receive adequate health and safety information, instruction and training to enable them work without undue Fisk to themselves and athers. ‘The Emeloyees wl 9 Femnliarze se with the Companys health end safety policy and observe al safety instructions and notices. © Report all accidents, near misses and/or incidents of concern, unsafe conditions and acts to the Company and ensure thatthe right equipment is used forall tasks undertaken at work. © Assist in the investigation of accidents & incidents with the cbjective of Introducing measures to prevent reoccurrence. © Plan every task to ensure risks associated with each task are identified, understood and mitigated as appropriate © Every employee has a responsibility to ensure that their working practices are safe and thet their actions or activities do not constitute a hazard nor ‘cause harm of injury to themselves andi others. Emergency Procedures ‘All employees must ensure that they are familiar with the emergency procedures and the ‘evecuation dil that apply to the Company. Fire extinguishers are provided at specific locations and a smoking policy Is in place for company offices, (see 6.6 — Smoking Policy). 6.4 Alcohol Policy ‘The Company is committed to protecting the safety, health and well-being of its employees and the public. Recognizing that alcohol abuse poses a significant threat to this goa, the Company is committed to providing a workplace that Is free of alcohol ge‘The use, possession, distribution, purchase, or sale of alcoho! by any parson while on Company premises, or while operating Company ecuipment is prohlited. At all work shes, staff must not be "under the influence” of alcohol. The Company reserves the night to canduct alcohol screening at points of entry to Company facies. Violation of this policy may lead to dscipinary action, up to and including discharge from Company employment. ‘The Company reserves the right to implement additional screening or search procedures, of bth, for vertain Job categories where violation af this policy wauld be a clear and present {danger to the employee, other employees, the public or to the environment ‘Oriental sets the highest standards of health & safety, & therefore, there is zero tolerance policy of alcoho! vihen off-shore, Criental wishes to identify any alcohol or drug problems at an early stage & create a climate that encourages empioyees to seek help. 6.5 Controlled Substances “The Company is committed to protecting the safety, health and wal/-being of its enployees and the public, Recognizing that controled substance/drug abuse poses & signlficnt threat ‘tp this goal, the Company is committed to providing a workplace that is free of eantroled substances, The use, possession, distribution, purchase, or sale of any controlled substance by any person white on Company premises, engaged in Company business or while operating Company equipment is prohibited, Any use of a controlled substance, legally prescribed or aver:the-counter medicetion that causes or contributes ta unacceptable job performance or unusual job behavier is also profited, ‘The Company reserves the right to conduct controlled substance screening at points of ‘entry ta Compenty fecities where petroleum is being handled. ‘Violation of this policy may lezd to disipinary ection, up to and including discharge 6.6 Smoking Policy “The company shall operate a "No Smoking Policy” in all ts Facies. Smoking wil only be permitted at designated smoking areas, M6.7 Security tis the responsitity of al members of staff to take proper care of thelr offices and ‘euipient so as to avoid unnecessary damage to the Company's property and the creation of safety hazards. The Company has the right of access to and/or to retrieve any items off its property on demand, ‘The Company shal do its best to ensure the safety of employee's personal property within the Company's premises, but no responsibilty or jabily will be accepted by the Sompany for the loss of ar damage to any such property. Also, such property will not be cevered by the Company's Insurance arrangement. No equipment or articles belonging to the Company may be taken out of the premises by any employee without @ written permission. Loss of the Company's property or an employee's personal belongings must be reported lrnmectitely. Under no circumstance should non-amployees be glven access to office pramises (outsce regular office hours) except accompanied by company staff. Also, under no crcumstance should classed company information be disclosed to non-employees. Office keys shall anly be In the possession of authorized personnel. ‘+ On employment, every employee Is sued an official identity card which hefshe is required to carry & display on his person while on the company premises. The staff can at any time be requested by the relevant authority to produce their identity cards when on the company's premises/propert, + On leaving the employ of Oriental, the staff member is expected to turn in their identity cards along with all other company aroperty to the HR Departinent. 6.8 Lunch Break ‘Al employees ae slow one-hour inch break 6.9 Use of Equipment Equipment essential in accomplishing job duties is often expensive and mey be dificult to replace. When using property, employees are expected to exercise care, perform required maintenance, and folow all operating instructions, safety stancards, and guidelinesPlease notify the supervisor if any egulament, machines, or tools appear to be damaged, defective, or in need of repair. Prompt reporting of damages, defects, and the need for repairs could prevent deterioration of equipment and ossible injury to empiyyees or others. The supervisor can answer any questions about an employee's responsbilty for ‘maintenance and care of equipment used on the job. “The improper, careless, negligent, destructive, or unsafe use or operation ef equipnent can result in disciplinary action, up to ‘and incuding termination of employment, 6.10. Emergency Closing Ab times, emergencies such as severe weather, fires or power failures, can disruat company ‘operations. In extreme cases, these circumstances may require the closing of a work fealty. When operations are officially closed due to emergency conditions, the time off from scheduled work vil receive pay as a regular business day. Only the Chairman, or his ‘designee, can authorize an emergeney closing. G.11 Business Travel Expenses All business travel must be approved in advance by the immediate supervisor. Employees ‘whose travel plans have been approved should make all travel acrangements through ‘dmnin department. When approved, travel and loéging [See Appendix 2} will be provided by the Company. Meals, transportation, telephone, and incidentals will be proviged via Per Diem as outine In Appendix 2. Staff ned to make requests for per diem to the HR at least SS working days before they ravel to ensure monies are available forthe tip: Its the practice of OERL to cover business related costs and expenses of persons traveling ‘on Ocientals behalf for both Domestic and International Travel OERL/Project will cover the folowing business-related travel expenses: 1. Fights [Transportation] to and from the ety ofthe meeting venue. 2. Ground Transportation to and from aiport to ote! or meeting place, 3.Self-Drive Renal Car; wien location and duration of trp makes it necessary. “Travellers may be tequested to share or carpool es fs epproprate 4.Hotel Room and Board [3 meals per day provided through the Hotel]. 5.Hotel Laundry trip is ofa duration of 4 or more days. 6.Hotel Internet for business related activites. ‘Any and all other hatel service charges are considared to be “extras” end are personal fexpences ta be borne hy the traveler. These Include, but are nat limited to, In-raam movies,tse of the hotel phones for cut-going extemal cals, min-bar charges, hotel bar or atcotol, ‘gym or sps treatments, purchases in hotel stores, or any hotel charges/services not listed In items 1 through 6 above. Project-booked hotels will be instructed as to what the Project will cover ane what willbe at the expense ofthe traveler. Any extras willbe paid by the traveler to the hotel at te time of check-out. Its also the practice of BRL to pay per dlem as stipulated in Appendix 2, Allowances, The intent ofthe per diem is to cover all travele- expenses not covered by OERL/Project as lsted above, Staff may elect to forego per diem in Hew of submitting an expense report at the end of the ‘tip for the reimbursement of the cost of business related expenses. All chims for reimbursement of expenses must be supported by valid recepts & claims and should be submitted promptly within 10 days of returning from the business tip. Employees who are involied in an accident while traveling on business must promptly report the incident to their immediate supervisor. Vehicles owed, ‘eased, or rented by rental may not be used for personal use without por approval. Employees should contact their supervisor for guidance and assistance on procedures related to travel arrangements, travel advances, expense reports, reimbursement for ‘pectic expenses, or any other business travel iss. ‘Abuse ofthis business travel expenses policy, including falsifying expense reports to reflect costs not incurred by the employee, can be grounds for dscipinary action, up to and including termination of employment. 6.12 Identity Cards Each eniployee shall be issued an identity card on employment. Loss of identity card Is to be reported within 24 hours of the loss. ‘The employee is also required to obtain a sworn ‘affidavit rom a Law Court and a Police Report to Indemnity himyher of any loss. \when an employee leaves the Company's service, the identity card must be deposed with the Company before hissher final separetion entitlements are. paid. Possession of the Company's 1.D, card and complementary cards after leaving the Company is legal anc any Violation may fea to prosecution, All employees are expected to wear thelr ID cards at all nes within the premises and for all offical assignments outside the office,6.13. Visitors in The Workplace ‘To provide for the safety and security of employees and the facities at Oriewtal, only authorized vistors. are allowed in the workplace. Restricting unauthorized visitors helps maintain safety standerds, protects against theft, ensures security of equipment. protects ‘confiential information, safeguards employee welfare, and avoids potential distracions and disturbances. All vistors should enter Oriental at the reception area. Authorized visitors wil receive directions or be escorted to their destination, Employees are responsible for the conduct and safety of thelr vistas, ‘Authorized vistors are those individuals that have been invited to the Office by Oriental ‘employees 2s part of the workings of the Office. Employees are to guard against inviting visitors for purely socal or personal reasons. Employees seen to be abusing tis policy will bbe subject to reprimand and potential disciplinary action, If_an_ unauthorized Individual ts observed on Oriental premises, employees. should iimmeciately notify thelr superusor or, If necessary, direct the individual to the reception area, 6.14 Computer and Email Usage Computers, comouter fies, the email system, and software furished to employees are Oriental aroperty intended for business use, Employees should not use 3 password, access a file, oF retrieve any stored communication without authorization. Employees are personally responsible for maintaining the confidentiality oftheir log-on password, These passwords must not be shared, and care must be taken so as to avoid dlsplaying such passwords on a desk or equipment. To ensure compliance wath this policy, computer and email usage may be monitored Oriental strives to maintain a workplace free of harassment and sensitive to the diversity of its employees. Therefore, Oriental prohibits the use of computers and the email system in ‘evs that are disruptive, offensive to athers, or harmful to morale, ‘he folowing standards have been put in place to ensure that Ociental operates a safe emai usage: +The display or transmission of sexually explicit images, messages, and cartoons is not allowed. Other such misuse includes, but & not Hmited to, ethnic sles, racial comments, off-color jokes, or anything that may be construed as harassment or showing disrespect for others + Email may rot be used to solct others for commercial ventures, religious o polical causes, outside organizations, or other non-business matters such as cambling, visiting pornographic or other entertainment ses, 3‘+ Email should nat normally be used to transmit highly confidential or commercially sensttive materials, unless this is unavoidable. '+ Employees should not circulate documents such as chain letters, animated cartoons, ‘or email containing photographs as tiese slow down the IT operation for all users {and increase the risk of infecting a PC with viru, ‘+ Employees must never send gossip on Oriental email ~ they must ensure that all statements and comments about people and/or organisations are true. + Emails can be as legally binding as any other form of document and employees should therefore, if communicating about commercial/contract matters, caveat the email as being "sLbject to contract” 6.15 Internet Usage Internet access to global electronic information resources on the World Wide Web i provided by Oriental to assist employees in obtaining work-related data and technology. “The following guidelines have been established to help ensure responsible and productive internet usage, While internet usage is intended for job-related activites, incidental and ‘ccasional brief personal use is permitted within reasonable limits. ‘All internet data that Is composed, transmitted, or received via our computer communications systems is considered to be part ofthe offical records of Oriental and, as such, is subject to discosure to law enforcement or other third parties. Consequertly, ‘employees should always ensure that the business information contained in internet emai messages and other transmissions is accurate, aparopriate, ethical, and lavful ‘The equipment, services, and technology provided to access the internet remain at al times the property of Oriental As such, Oriental reserves the right to manitor internet trafic, and retrieve and read any data composed, sent, or received through our online connections and stored in our computer systems, Data that is composed, transmitted, accessed, or recelved via the internet must not contain content that could be considered ascriminatory, offensive, obscene, vireatening, haressing, intimidating, or disruptive to ary employee or other person, Examples of unacceptable content may include, but are not limited to, sexual comments or images, racial slurs, {gender-specific comments, or any ather comments or Images that could reasonably offend someone on the basis of race, age, sex, religious or poltcal belies, national origin, disability, sexual orientation, or any ather characteristic protected by law. ‘The unauthorized use, installation, copying, oF distribution of copyrighted, trademarked, or patented material on the internet Is expressly prohibited. As a rue, if an employee did nat ‘reate the material, does not own the rights to It, or has not gotten authorization for its uA 9use, it should not be put an the Internat, Employees are also responsioe for ensuring that the person sending any material over the intemet has the appropriate clsiributon rights. Employees should take the necessary anti-virus precautions before downloading o copying any file fom the internet. All dovmloaded files are to be checked for viruses; all compressed files are tobe checked before and after decompression, ‘Abuse ofthe internet access provided by Oriental in violation of law or Oriental plcies will result in discipinary acton, up to and including tertination of employment. Empioyees may also be held personally liable for any violations of this policy. The following benevirs are ‘examples of previously stated or adcitional actions and actives that are prohibited and can result in dseiplinary action Sending or posting discriminatory, harassing, or threatening messagas or irages Using the organization's time and resources for personal gain ‘Stealing, using, o disclosing someone else's code ar password without authorization Copying pirating, oF downloading software and electronic fles without permission Sending’ or pasting confidential material, cade secrets, or proprietary informatian ‘outside ofthe organization Violating copyright lavy Failing to observe licensing agreements Engaging in unauthorized transactions that may incur a cost to the organtzation or initiate unwanted internet services and transmissions ‘Sending or posting messages or material that could damage the orgarzalos's Image (or reputation Participating in the viewing or exchange of pomogrephy or obscene materials Sending oF pasting messages that defame or slander other individuals ‘Atempting to break into the camputer system of another organization nr parsan Refusing to cooperate with a security investigation Sending ot posting chain letters, solcitatons, or advertisements not related to business purposes or activities Using the intemet for potical causes or activities, rellgious actives, or any sort of gambling Jeoparcizing the secuity of the organization's electronic communications systems Sending or posting messages Uiat disparage another exganization’s praducts or services Passing off personal views as representing thase ofthe organization ‘Sending ananymaus email messages Engaging in any other llega activites 6.16 Workplace Monitoring ‘Workplace monitoring may be conducted by Oriental to ensure quality contrel, empoyae safety, and security 0Employees may have their telephone conversations monitored or recorded. Telephone monitoring is used to identify and correct performance problems through targeted training. Improved job performance enhances our customers’ Image of Oriental as wall as thele satisfaction with our service. Computers furnished to employees are the property of Oriental. As such, computer usage {and files may be monitored or accessed. ‘Employees can request access to information gathered through workplace moritoring that ‘may impact employment decisions. Access will be granted unless there Is 2 legitimate business reason to protect confidentiality or an ongoing investigation, Because Oriental is sensitive to the legitimate privacy rights of employees, every effort will bbe made to guarantee that workplace monitoring is done in an ethical and respectful manner. 6.17, Workplace Violence Prevention Oriental is committed to preventing workplace violence and to maintaining a safe work tenvironment. Given the increasing violence in society in general, Orlental has adopted the following guidelines to des! with intimidation, harassment, or other threats of (or actual) Violence that may occur during business hours or on its premises. All employees, including supervisors and temporery employees, should be treated with courtesy and ‘respect at all times. Employees are expected to refrain from fighting, "norseplay," or other conduct that may be dangerous to others. Conduct that threatens, intimidates, or coerces another employee, a customer, or a member of the public at any time, including off-duty periods, will not be tolerated, This prohibition includes all acts of herassment, including harassment that is based on an individual's sex, race, age, or any charecteristic protected by federal or local kv. ‘Al threats of (or actual) violence, both direct and indirect, should be reported as soon as Possible to your immediate supervisor or any other member of management. Ths includes threets by employees, as well as threats by customers, vendors, solicitors, or other members of the public. When reporting a threat of violence, you should be as specif and detailed as possible. |All suspicious individuals oF activites should also be reported as soon as possible to @ supervisor. Do not place yourself in petil. IF you see or hear a commotion or disturbance ‘ear your workstation, do net try to intercede or see what is happening. Oriental will promptly and thoroughly investigate all reports of threats of for actual) violence and of suspicious individuals or activities. The Identity of the individual making report will be protected as much as is practical. In order to maintain workplace safety and the Integrity of tts investigation, Orlental may suspend employees, ether with or without pay, pending investigation, Anyone determined to be responsible for threats of (or actual) violence or other conduct that isin violation of these guidelines will be subject to prompt discipinary action up to and including termination of employment. Oriental encourages employees to bring thelr disputes or differences with other employees to the attention oftheir supervisors or the Human Resources before the situation 4‘escalates into potential violence, Oriental is eager to assist in the resolution of employee

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