Handbook for code of conduct.pdf

7/28/2019 Handbook for code of conduct.pdf

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Employee Handbook

Sodexo Remote Sitessosodexo


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


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Welcome Introduction

Joining our Organisation

A Career with Sodexo Remote SitesEstablishing your Right to WorkProbationary Periods

Job DescriptionMedical ExaminationEmployee TrainingDiversity and Inclusion

Integrity Management

EthicsWhistle Blowing

Health, Safety, Environmental& Quality

SafetyEnvironmentFood SafetyPersonal Appearance/Standard of DressSmoking

Alcohol and Substance AbuseTelephones/Mobiles

Remuneration

SalarySalary DeductionsTravel and Accommodation AllowanceExpensesCar Usage and AllowancePensionsSpaarloon SchemeLife AssuranceHealth Insurance

Accident InsuranceLong Service Award

Leave

Holiday EntitlementBereavement LeaveCompassionate LeaveMaternity, Paternity, Adoption& Parental LeavePublic Duties

Sickness Absence

Sickness ProvisionsNotification of Absence

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Return to Work Following AbsenceLong Term Sickness AbsenceMonitoring Absence

Travelling Offshore

InductionEmployee FilesReporting for DutyCheck-inFailing to Report for a Crew ChangeMandatory Training & Medical CertificatesClothingLuggageSafety Brief

Arrival OffshoreIllness or Injury Offshore

Crew Change DelaysReturning Onshore

Employee Obligations

Personal DetailsOutside InterestsCommunicationsCharity Work and CollectionsRelationships at WorkRights of SearchProfessional ConductComputers, Email and Internet

Disciplinary Procedure

PrinciplesInformal ProcedureFormal ProcedureMisconductGross MisconductTransferSuspension

Appeal Procedure

Grievance Procedure

Individual Grievance ProcedureCollective Grievance Procedure

Capability Procedure

Job ChangesPersonal CircumstancesCapability Meeting

Gross IncapabilityRight of Appeal

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HandbookContents


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sosodexo

Resources Department for review andinclusion.

Sodexos Employee Value Proposition is ourpromise to always strive to inspire, value,develop, respect, and reward our people.

This promise underscores the importanceSodexo places on the personal andprofessional development of our people. Italso increases our ability to recruit, retain,and develop a diverse talent pool whilesimultaneously ensuring all employees feelengaged, challenged, and fulfilled.

RecruitingWe will inspire youto join Sodexo.

WelcomingYou will be

welcomed as

a valued member

of our team.

LivingWe will enable you to flourish

with us.

RewardingYou will be recognized

for living our values

and for helping us grow.

GrowingWe will work with you to make

your growth our priority.

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At Sodexo, we support and encourage ouremployees to shape their own future and growwith the company.

We care about our employees in the sameway that we care about our clients and westrive to provide each and every employeewith a wide range of professional and personalopportunities to improve the quality of theirdaily life.

Our employees can develop their careers bothlocally and globally across all of our serviceareas. They have the flexibility to align the

pace of their career with various life stages.

Our commitmentto your future


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Growing

Rewarding

We will work with you to make your growthour priority

1. We agree on objectives with you andprovide you with constructive feedback onyour performance.

2. We take the time to train you to be effectivein your job.

3. We provide opportunities for mobility tosupport your development.

4. We support you to make the most out ofyour career by listening to you and consideringyour aspirations and needs.

5. If your life leads you to Sodexo (on goodterms), you become part of our network forfuture opportunities, whether professional orpersonal.

You will be recognized for living our valuesand for helping us grow

1. We recognize you for personifying ourcompany values and exceptional servicebehaviours.

2. We celebrate your special achievements atwork.

3. We are fair and transparent about ourcriteria for making compensation andpromotion decisions.

4. We strive to provide incentives that will allowyou to benefit from the growth of the company.


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We cover every stage of a projects lifecycle,from site planning to decommissioning. ForSodexo Remote Sites, meeting expectationsisnt enough, we pride ourselves in deliveringbeyond anything those we serve could haveimagined.

Sodexo Remote Sites has an unrivalledreputation for building lasting partnershipsthrough open, transparent relationships basedon trust and exceptional performance.

Across the world, our 355,000 people arestriving to improve the quality of daily life atmore than 36,000 client locations across allmarket sectors. Whether on a mining site in the

Arctic, or a rig off the Nigerian coast, we offerinnovative solutions that ensure workforcecomfort and safety, and help increase on-siteproductivity.

Our activities include:

On-site Service Solutions - Sodexo designs,manages and delivers comprehensiveOn-site

Service Solutionsfor our clients with servicesthat range from food services to constructionmanagement, reception to the maintenanceof scanners and laboratory equipment,management of data centers to leisure cruisesand from housekeeping to rehabilitationservices at correctional facilities.

Motivation Solutions - We design, manageand deliver solutions that fall into three servicecategories:

Employee Benefits to attract and createloyal, committed employees.

Incentives and Recognition to helporganizations reach their qualitative andquantitative objectives.

Public Benefits to manage and control thedistribution of aid and public subsidies.

Our vision

To become the premier global outsourcingexpert in the Quality of Life services.

Our mission

Improve the Quality of Daily Life and contributeto the economic, social and environmentaldevelopment of the cities, regions andcountries in which we operate.

Our values, Our People, Our Promise, Our

Priority

Sodexos diversity and inclusion journeyhas evolved over time and our progress hasbeen the benchmark for many organisations.With the introduction of our Employee ValueProposition we are again raising the bar onwhat can be accomplished when peoplefeel valued and empowered to focus ontheir strengths, honour their differences, andcelebrate their contributions.

The Company You Work For

In 1966 Pierre Bellon launched Sodexo, inMarseille, founded on the Bellon familys

experience of more than 60 years in maritimecatering for luxury liners and cruise ships.Operations initially served staff restaurants,schools and hospitals.

In 2006, Sodexo, the world leader in Food andFacilities Management Services, celebrated40 years in business.

This important milestone provided anopportunity to look back on four decades ofextraordinary growth, which have transformeda small family business into a global marketleader.

For more than 40 years, Sodexo Remote Siteshas been improving the quality of daily life farand wide offshore and onshore, and underthe most extreme conditions. Extending farbeyond the bounds of traditional catering,laundry and housekeeping services, Sodexois now a one stop provider of Quality of LifeSolutions.


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Every day, Sodexo team members strive togive of their best. This means going the extramile to continuously improve performance. Italso means having ambition and the fortitude

to take the initiative.

Living our Diversity & InclusionCommitment

At Sodexo, diversity and inclusion isfundamental to achieving outstandingbusiness results because it drives our abilityto identify and develop the best talent, createan inclusive culture where our workforce canthrive, and deliver quality of life solutions to ourclients and customers.

Simply put, our continuous commitment toadvancing diversity and inclusion differentiatesSodexo and gives us a clear competitiveadvantage that cannot be replicated becauseit forms the core of who we are.

As an organisation, Sodexo has worked hardto integrate diversity and inclusion into allaspects of our approach to business ourworkplace, our clients, customers and share-

holders, and our community.

Every day, in everything we do, Sodexo strivesto create a culture that embraces diversityand celebrates unique ideas, perspectives,experiences, and life stages. The commitmentto diversity and inclusion is ingrained in theSodexo culture.

Service Spirit

True dignity lies in the being of service toothers. Clients and consumers are the centre

of everything we do.

For the men and women of Sodexo the wordsService Spirit are more than a slogan.

These words embody an attitude towards dailylife that shapes all that we do each day to takecare of those whom we serve. Service spiritis about listening to these people and payingattention to detail. It is also about beingavailable, responsive, welcoming and efficient,and doing what we promise to do.

Team spirit

Each persons skills combine with other teammembers knowledge to help ensure Sodexossuccess.

In a team environment, everyone contributesto success using their individual talents,personality and their particular skills.Successful teams can only be created byteam members who demonstrate respectand appreciation for each other. At Sodexowe know that team spirit throughout the

organisation is absolutely essential to oursuccess. Team spirit is as important at ourwork site as it is in our boardroom.

Spirit of progress

Our will, the acceptance of the evaluation ofour performance, rejection of fatalism, self-evaluation, optimism.

Every day, Sodexo teammembers strive to give oftheir best...


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A Career with Sodexo Remote Sites

During your employment, we want you to behappy and have the opportunity to meet yourcareer aspirations within Sodexo RemoteSites. It is our policy to promote from withinthe company where possible.

In order to achieve this, you will be offeredthe opportunity for training and development.Your training will begin on your first day andcontinue throughout your employment with us.

Sodexo offers inhouse training as well asexternal development. If you are interested inexploring career development opportunities,please discuss this with your Manager.

Establishing your Right to Work

At the point of being offered a position withSodexo, you will be requested to supply uswith documents which establish that you havethe right to work in the country where you areto be based. Further details of the appropriatedocumentation will be supplied at the time.

At the start of your employment copies ofthese documents are made and kept in yourpersonnel file.

In case of the expiry and subsequent renewalof one of the above mentioned documents,you must provide us with a copy of the newerversion for your personnel file. Failure tosupply documents establishing your right to

work could result in the withdrawal of our offerof employment or in the termination of youremployment.

Probationary Periods

When you join, you will be subject to aprobationary period, the length of which isset out in your contract of employment. Thisperiod gives us an opportunity to assess yourperformance on the job while giving you a

chance to increase your understanding of therequirements of the job.

At the end of the probationary period wereserve the right to terminate your Contractof Employment. Where your performance orconduct is considered unsatisfactory we mayterminate the contract prior to the expiry of theprobationary period.

Joining our Organisation

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Job Description

All employees receive a job descriptionfor the position to which they have beenappointed. Amendments may be made to this

job description from time to time, possibly asa result of our changing needs or your ownability.

Medical Examination

Our offer of employment may be conditionalupon you passing the appropriate medicalexamination by a doctor selected by Sodexo,showing that you are fit to work in the positionto which you have been appointed. The natureof the examination you are required to undergowill depend upon your responsibilities.

Employee Training

At Sodexo, we support and encourageour employees to shape their own futureand grow with the company. We believein providing opportunities that enable ouremployees to develop to their fullest potentialwhilst recognising that you play a key role indeveloping yourself.

Your career development commences with anin-depth induction welcoming you to Sodexo

and you will receive ongoing training for yourspecific job. As your employment progressesyour skills may be extended to encompassnew job activities within the business.

We will endeavour to provide you withcomprehensive training and development. Itis in your best interest to take advantage of alltraining opportunities available to you. Whilstattending training courses whether internallyor externally, you are representing Sodexo and

must therefore maintain the same standards ofbehaviour as would be expected by us whenyou are on duty.

If you wish to embark on a training programmeor course that will enhance your development,dependent upon its nature and the benefit toboth you and Sodexo, we may part or fullyfund such training. Further details of termsand conditions related to such funding may becontained in your contract of employment.

Appraisal Process

As part of our commitment to your ongoingdevelopment we carry out a comprehensiveappraisal programme. The appraisal involvesmeeting with your line manager to plan yourdevelopment goals for the future and toconsider how Sodexo can shape its trainingprogramme to help you meet these goals.

Diversity & Inclusion

Sodexo Remote Sites is committed to equalityof opportunity and to equal treatment. We

want everyone to treat customers, colleaguesand prospective employees with respect,irrespective of their race, colour, nationalorigin, religion, sex, marital status, age,disability or sexual orientation.

All employees are entitled to equal treatment interms of access to training and development,reward and recognition, the procedures fordealing with poor conduct, lack of capabilityand the resolving of grievances.

Harassment

We treat harassment very seriously andencourage any employee who has concerns ofharassment, bullying or discrimination to notifyyour manager or a member of staff within theHuman Resources Department immediately,by raising a Grievance under the CompanysGrievance Procedure, as set out within thishandbook.

JoiningourOrganisation

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As an organisation Sodexo Remote Sitesis committed to doing business with thehighest level of integrity.

It is crucial that we maintain our integrityin every aspect of our business, fromcontracting, to tendering, from the waywe manage our finances and payroll tothe way we deal with clients, suppliers,government bodies and the trade unions.

Within this variety of dealings, there arenumerous potential risks that must bemanaged.

Our ethical principlesare loyalty, respect forpeople, transparency anda refusal to engage incorrupt practices...

IntegrityManagement


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Business Integrity

Wherever we do business, we condemn anyactions or practices that do not reflect our coreprinciples of trust, integrity and fairness. Westrongly encourage our partners to maintainthe same high standards of business ethicswe expect of ourselves.

Every employee is strongly encouraged in thespirit of the Groups collective commitment,to ensure that the Ethics Code and Policy isobserved and respected in daily business life.

Information which comes into your possessionin the course of your employment concerningthe Companys business must be regarded asconfidential.

Such information must not be disclosed orcommunicated to persons who do not requirethe information to undertake their own remit.

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The unauthorised disclosure of officialbusiness, particularly to any of the Companyscompetitors will be regarded as a breach ofconfidence and may lead to disciplinary actionincluding possible dismissal

Should you be concerned that any of ourEthical Principles are being breached, youshould immediately seek advice from amember of staff within the Human ResourcesDepartment.

Sodexo Remote Sites is committed to doing businesswith the highest level of integrity...

Strongly encouraged inthe spirit of the Groupscollective commitment...


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Whistle Blowing

Everyone should be concerned about the

negative impact of breaches of our valuesand business principles upon the ability of theCompany to achieve its corporate objectives.

The damage such breaches can cause to ourimage and reputation and of course to ourpeople is incalculable.

However, in circumstances where you knowthat others are not acting ethically, you mayfind it difficult to do something effective aboutwhat is going on. It is easy to feel that nothing

you can do will make a difference and therebydecide to keep your concerns to yourself.

You may feel that it would be disloyal toyour colleagues, your Manager or to ourorganisation to speak up.

If you are in such circumstances and havea concern such as this you should speak toyour manager, someone from a higher level ofmanagement, if appropriate, or a member of

staff within the Human Resources Department,as soon as possible.

It is your duty to report any action by SodexoRemote Sites colleagues or others with whomwe do business that is inconsistent with ourbusiness principles.

However, we appreciate that it is your personalvalues that will determine whether you areprepared to do something about behavioursand reactions that are not right.

The Management Team of Sodexo RemoteSites is committed to making it acceptablepractice for our people to raise genuineconcerns, or make suggestions about theseissues. Where such concerns are raised, wecommit to respond by addressing them.

This Whistle Blowing Policy has beenintroduced to provide a safe and acceptableway for you to raise your concerns aboutmalpractice at an early stage, without fear ofany suffering consequence or detriment forhaving done so.

The aim is for individuals or groups of peopleto raise a matter so that it can be addressed inan independent and unbiased manner.

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This policy has beenintroduced to providea safe and acceptable

way for you to raise yourconcerns...


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Safety

Nothing we do is more important than ensuringthe safety of our employees, customers andcontractors. It is our policy to act positively

to prevent injury, ill health, damage and lossarising from our operations, and to comply withsafety and health measures required by law.We believe that all work related injuries, illnessand property losses are preventable, and thatgood safety practice makes business sense.

To achieve this we undertake to providesafe and healthy working conditions for allemployees and to maintain the highest safetystandards in relation to systems of work and

equipment operations.

Equally, our employees are responsible totake care of their own Health and Safety. Youmust also consider the Health and Safety ofothers who may be affected by what you do orfail to do at work. Employees must not misuseor interfere with any equipment, clothing orother provision which is made in the interestsof their Health, Safety or Welfare.

It is essential that all employees comply

with the safety rules and regulations of theCompany or its clients.

Where appropriate, such regulations andrules are displayed in a prominent place in theworkplace or will otherwise be drawn to your

attention.

If you are in any doubt about the safety ofthe workplace, equipment, any procedure ortask you are assigned to complete, or if youhave any other concern related to your safetyor the safety of others, you must report thatimmediately to your supervisor.

We aim to be an industry leader in occupationalhealth and safety. The contribution of ourhealth and safety record to the success of ourbusiness is equal to that of the quality of ourproduct, our morale, our costs and production.It is important that no work starts prior to ourobtaining confirmation that essential safetymeasures are in place. Where safety would becompromised, operations must be suspended.

We will consider providing appropriate healthcare and rehabilitation for all personnel whohave suffered an injury at work, but our aim isto eliminate the need for such care. To bring

this to pass we audit and continually improveoccupational health and safety procedures.

Health, Safety,Environmental & Quality

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To promote a pro-active approach to this issuewe encourage all personnel to participate inthe development of our occupational healthand safety procedures.

Equally, often we will rely on you to ensurethat third party personnel clearly understandand adhere to our health and safety policy andstandards.

Environment

We are committed to protecting theenvironment and will conduct all operationsin a responsible manner in compliance withapplicable environmental laws and regulations.We are dedicated to continually improving our

operations so that their environmental impactis minimised.

We encourage our employees to be awareof our environmental responsibility. You maybe required to follow our waste minimisationprocedures to manage the waste that weproduce. Wherever possible we promoteconservation and encourage the use ofenvironmentally sensitive products. Weexpect you to conserve resources, minimisewaste, and work efficiently and in a manner

which minimises environmental impact. Youmust also follow procedures and methodswhich aim to reduce the risk of accidentalspills, emissions and discharges.

It is recognised that to achieve the goal ofoperating in an environmentally sound mannerinvolves all employees working together. Webelieve that everyone has a duty of care forthe environment, to conduct all activities withprotection of the environment as a priority. Weare conscious of environmental issues and webelieve that the pursuit of economic growthshould be no barrier to ecological protection.

Food Safety

We firmly believe in providing our customerswith a high quality of service through utilisationof high quality food products.

Fundamental to meeting this aspiration is ourresponsibility to maintain food safety, so that

we can provide safe and wholesome food toclients and staff.

We are responsible to ensure that our

procedures comply with all duties placedupon us by legislation, and we expect similarcompliance from our registered suppliers andsub-contractors.

In light of this expectation, we expect you tofollow our procedures when preparing food.

Our Company Management System ensuresthat appropriate Food Safety Regulationsare identified, understood, addressed and,wherever necessary, relevant controls are

implemented.

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Sodexo Remote Sites aimto be an industry leaderin occupational healthand safety...Regular site visits are undertaken bycompetent management personnel to ensurethat our high standards in Food Safety andHygiene are maintained and continuouslybenchmarked against best practice.

Should you have any query related to foodsafety, this should be addressed in the firstinstance to your line manager, then yourOperations Manager and thereafter to a

member of staff within the Health, Safety andEnvironment Department.

HSEandQuality


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Personal Appearance / Standards of Dress

As you are likely to come into contact withcustomers and members of the public, it isimportant that you present a professionalimage with regard to appearance andstandards of dress. Where protective clothingand uniforms are provided, these must be wornat all times whilst at work and laundered on aregular basis. Where these are not provided,you should wear clothes appropriate to your

job responsibilities.

For consistency, we expect everyone to followthese simple guidelines:

Uniform

Uniforms where supplied, must be clean,pressed and smart at all times.

Dependant upon the role you shall beundertaking, you may be supplied with a styleof clothing for that job. This must be worn to

the correct standard whilst on duty.

Shoes

Where safety shoes are a requirement, allemployees must wear those safety shoesprovided by Sodexo. Shoes must be polishedand free from debris, dirt and scuffs.

Socks

Plain dark socks must be worn with trousers.

Hands

Guidelines may be issued by the Company

in relation to the manner in which fingernailsshould be kept. Any cuts and abrasionsmust be covered with a coloured waterproofdressing. Hands should be washed frequentlyand carefully during the working day. Specialcare should be taken after visiting the toiletor taking a break. Germs can be transmittedsimply by touching your nose, mouth or hair.

Hair

Hair must be neat, clean, tidy and off theface. Whilst working with food, long hair mustbe tied up and a hairnet used. Moustachesand beards must also be neat, clean and welltrimmed. Appropriate head wear must alwaysbe worn on duty or in the food preparation orservice area.

Jewellery

Jewellery is generally not allowed in a foodenvironment because of hygiene, health and

safety risks. The only visible jewellery wepermit is:

A solid wedding band

A maximum of one pair of plain fine sleeperearrings (maximum 10 mm diameter)

A wristwatch only in circumstances whereyou have no other means of telling the timewhere you work. Watches should not be wornwhilst preparing food.

Where you are working on a clients premises,you will also be expected to adhere to thatclients jewellery policy.

Personal Hygiene

You are expected to contribute to themaintenance of standards of health andhygiene through your own attention topersonal hygiene which is especially important

in the handling of food.

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Illegal substances include:

a) Any alcoholic beverages

b) Any solvent used or intended to be used forthe purpose of inhalation

c) Any substance which an individual may notpossess, sell, use or distribute by law.

d) Any other legal substances such asprescription or over the counter medicineswhich are obtained or used without thepermission or which are not used for theirintended purpose

You should not report for work, work orattempt to work while under the influence ofany prescription drugs, over-the-counter drugsand controlled substances, except when underand in accordance with a physicians directionand where such use will not affect your abilityto safely perform your job or affect the safetyand well-being of others.

When travelling offshore all drugs, medicinesand other similar substances should bedeclared at the heliport and to the medicupon arrival offshore. If you arrive at theheliport under the influence of alcohol or nonprescribed drugs you will be refused travel andwill be subject to disciplinary proceedings upto and including dismissal.

We recognise alcohol or drug dependencyas an illness and encourage employees whobelieve that they have a dependency to seek

medical or company advice at the earliestopportunity whereby they will be referred forspecialist help.

However, if alcohol/drug dependency isdiscovered as a result of a with cause, random/adhoc, pre employment or annual medical testor a disciplinary situation, the individual will besubject to the normal disciplinary procedures.In such circumstances substance dependencywill not excuse an employees failure to meetthe expectations of the Company in relation to

his/her conduct or the matters set out in thissection.

Telephone/Mobiles

Telephones are essential for our business.Incoming personal telephone calls are allowedonly in the case of an emergency. Outgoingcalls of short duration can only be made withthe prior permission of your line manager.

We have the responsibility to protect the healthand safety of our employees by controlling theuse of mobile phones. The use of a mobilephone by the driver of a moving vehiclewithout a fitted cradle type hands free kit isprohibited.

Outgoing calls of shortduration can only be made

with the prior permissionof your line manager...

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Salary Deductions

By signing your contract of employment youauthorise Sodexo to make deductions from

your pay to recover costs to the company thatyou may have incurred from operating thebond shop offshore and accommodation/travelexpenses and where applicable, to cover anyshortage of cash or stock, for which you areresponsible to the company in the normalcourse of your employment.

We reserve the right at any time duringemployment or in the event of termination, todeduct from salary any overpayment madeand/or monies owed to the company.

You will be informed of the amount of anydeduction and the reason for it, in advance, inorder to enable you to take steps to mitigateagainst the impact of the reduction in your totaltake home pay.

We will withhold taxes and any othergovernment contributions from your pay asrequired, while you will be responsible forpayment of any personal taxes or contributions

to the extent that these are not withheld by us.

Travel and Accommodation Allowance

Employees eligible for a travel andaccommodation allowance or expenses willhave been advised of this in their contract ofemployment. This is paid in full compensationfor travel and overnight accommodationexpenses incurred in journeying betweenhome and the heliport.

The level of allowance payable is determinedin line with the provisions of the Collective

Agreement to which reference is made in yourcontract of employment.

The relevant address for determining eligibilityfor the allowance under these provisions isyour current address if you are working inUnited Kingdom territory. If you are workingin Dutch territory then your allowance isdetermined with reference to your currenthome address in The Netherlands or yourpoint of arrival in The Netherlands, whicheveris appropriate.

This allowance is paid as part of your salaryand is therefore subject to tax and otherdeductions.

Expenses

Expenses are reimbursable as per yourcontract of employment and/or the Collective

Agreement to which reference may be madein your contract of employment. Employeesclaiming business expenses must completean expense claim form, available from eitheryour line manager or a member of staff withinthe Payroll Department. Where you intendto claim travel expenses, you must ensurethat you use the most cost effective mode of

transport to travel to your destination.

Expenses claims must be authorised byDepartmental Managers or a superior suchas an Operations Manager who has sufficientfinancial authority. Further details on how toclaim expenses can be obtained from your linemanager.

Car Usage and Allowance

Dependant upon your role and responsibilitieswithin the organisation you may be entitled toa car allowance. Eligibility for a car allowanceis detailed in your contract of employment.

Employees who use their own vehicles forbusiness travel must ensure that their vehicleis roadworthy, licensed and sufficientlyinsured to be used on commercial business.The company will not accept liability for anyconsequences arising from failure to do so.

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All employees who use their private cars forbusiness mileage must complete an expenseclaim form detailing the following:-

Full names of the individual/companyvisited and location

Exact purpose of the journey

An accurate record of mileage undertaken

When more than one person is making thesame trip then arrangements should be madeto travel together whenever practicable.

Where appropriate, mileage for meetings,training and travel will be paid at a rate in linewith the government approved mileage ratesand limits.

Pensions

Sodexo Remote Sites has a designatedpreferred pension scheme. If you are eligibleto join the scheme, the date on which youwill become eligible will be specified in yourcontract of employment.

A pension booklet will be sent to you when youare appointed. A helpline number will also beprovided for any advice required.

Spaarloon Scheme

Those working in Dutch territory are entitledto join the Spaarloon Scheme. Those whoindicate that they wish to participate will havean amount of money withheld each month fromtheir gross wage. This money is deposited ina separate bank account in their name andis not generally subject to tax, but cannot bewithdrawn for 4 years.

There is a maximum amount that can besaved annually and further details of the rulesgoverning this scheme are available from staffwithin the payroll department.

Life Assurance

Sodexo Remote Sites provides free lifeassurance cover for all employees (up to theage of 65).

In the event of your death whilst in SodexoRemote Sites employment, although notnecessarily whilst you are at work, thecompany will make a cash payment to yourestate or nominated beneficiary. The levelof such cover is specified in your contract ofemployment.

A Life Assurance payment will be providedunless death is due to an illness or disease,which was known at the time of joining theCompany. Failure to declare a known medicalcondition is likely to invalidate this insurancewhich could then result in the termination ofyour employment.

Further information relating to the schemeis available from staff within the HumanResources Department.

Health Insurance

We operate a health insurance scheme.Please contact a member of staff within theHuman Resources Department if you wish tofind out whether you are eligible to join.

Accident Insurance

Employees working in Dutch territory arecovered by accident insurance arranged

and paid for by Sodexo. You will benefitwhere you are injured through an accidentduring or outside working hours where yourinjury prevents you from returning to workfor a significant period of time. The benefit isdetermined by the extent of the injury sufferedand can be worth up to two times the valueof your salary. Further information on thisbenefit is available from staff within the payrolldepartment.

Long Service Award

Long service is a cause for celebration andwe present our employees with a gift afterappropriate periods of continuous service,which will include service transferred overfrom a previous employer when employmenthas been transferred.

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Holiday Entitlement

Employees should refer to their Contract ofEmployment for details of their annual leaveand statutory holiday entitlements.

All holiday requests must be approved inadvance by the appropriate Line Manager.

Holiday Provisions in UK Territory

For those working in UK territory, annualholiday entitlement must be taken during theappropriate holiday year and cannot be carriedover into any subsequent holiday year.

Some employees are entitled to public holidays

in addition to annual holidays. Should suchemployees work on public holidays they will beentitled to equivalent time off in lieu which isadded to their annual leave entitlement.

Those employees who are entitled to publicholidays are given nine days, four of whichmust be taken on 25th & 26th December and1st & 2nd January unless these days fall on aweekend, in which case they must be takenon the four public holidays designated forChristmas and New Year.

You may be asked by your Line Manager towork these public holidays and if this is thecase you will be entitled to take this day as aholiday at a later date.

The remaining five days are floating dayswhich you may elect to take at a time suitableto you provided it has been previously agreedwith the appropriate manager.

On termination of employment, holiday pay willbe paid for any outstanding holiday entitlement.If you have taken more than your entitlementyou will be required to repay, either by wayof deduction from any monies payable to you

or by payment from you, any salary receivedin respect of holiday taken in excess of yourentitlement. We reserve the right to requireyou to take outstanding holidays during yournotice period and may also require you to takeadditional special leave during your noticeperiod.

If the location/unit where you work shuts downfor a period we reserve the right to require youto use your annual holiday entitlement (or anyremaining part thereof) during such period.

Leave

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The provisions relating to holiday entitlementcontained within your Contract of Employmentand set out here shall apply in satisfaction ofthe entitlements to Annual Leave enjoyed byour employees by virtue of the Working TimeRegulations 1998.

These provisions may be changed or modifiedby a relevant agreement.

Employees who work part-time will have theirholiday entitlement calculated on a pro-ratabasis.

Holiday Provisions in Dutch Territory

Your entitlement to holidays is set out in yourContract of Employment. Those employedto work offshore are generally entitled to 14offshore days paid holiday each year.

This means that those with a schedule of 14days on and 14 days off can have one trip paidholiday per year.

All employees receive a holiday request formenclosed with their pay slip for the month ofJune. You are requested to complete the form

supplying us with dates of three alternativetrips that you would like to take as holiday inthe following year.

This enables us to accommodate allemployees as far as possible as we plan whenholidays can be taken. Please note that wecannot refund any losses arising from holidayswhich were booked prior to approval of yourholiday request being granted.

You should be aware that we reserve theright to change or postpone the date onwhich you take your holiday in exceptionalcircumstances. Should this be necessary, weundertake to refund any expenses that youhave incurred as a result.

If you fall ill during your holiday you mustinform the office. For those days to becounted as sickness rather than holidays, youmust submit a valid medical certificate statingthe dates on which you were sick.

Following your holiday you are expected to

report back for duty as normal. However, if,for any reason, it is not possible for you toreturn back from your holiday on the agreeddate, you must inform the office as soon aspossible. Failure to do so will be dealt withunder the Companys disciplinary procedure.

Bereavement Leave

We aim to deal with the bereavement of anemployee sensitively and do our utmost tosupport employees at a most difficult time.

When bereavement of a close relative occurs,we will endeavour to release you from yourduties as soon as possible. Terms governingpayment for bereavement leave may becontained in your contract of employment and/or the collective agreement to which referencemay be made in your contract of employment.

All holiday requests mustbe approved in advanceby the appropriateManager...

Leave

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Compassionate Leave

Compassionate leave will be restricted tomatters affecting those members of familynormally residing with the employee or theemployees parents. In all situations, leavewill only be granted when confirmation of theemergency can be confirmed by discussionswith the police, hospital or doctor.

Terms governing payment for compassionateleave may also be contained in your contract ofemployment and/or the collective agreementto which reference may be made in yourcontract of employment.

Maternity, Paternity, Adoption and ParentalLeave

Unique terms and conditions relating tomaternity leave and payment may becontained within the collective agreement towhich reference may be made in your contractof employment. In all other cases, the statutorymaternity provisions will apply.

The Company follows statutory requirementson maternity, paternity, adoption and parentalleave and pay. If an employee (or their partner)becomes pregnant the employee should notifytheir Manager and the Human ResourcesDepartment at an early stage so theirentitlements can be explained. Requests forpaternity, adoption and parental leave periodsare subject to statutory conditions for eligibility,therefore requests should be discussed with amember of staff within the Human Resources

Department as early as possible.

Employees who have the requirement to traveloffshore are encouraged to highlight that they

have become pregnant at the earliest timepossible due to the unique travel arrangementsassociated with working offshore. This thenallows the company, its medical advisorsand the employee to plan how the pregnancyperiod will be handled.

When the employee who is required to traveloffshore indicates to their Line Manager thatshe is pregnant, then that employee will not beallowed to travel until she is either examinedby the companys medical advisors or until a

medical report has been submitted.

A meeting or conference will then be called bythe Human Resources Department at whichthe employee and her representative willattend.

Public Duties

If you are called for jury service it is imperativethat you notify your Line Manager (and the

Logistics Department if you are an offshore

employee) immediately.

A copy of the formal notification of your jury

service must be supplied to your Line Manager

at which point unpaid leave will be granted.

A reasonable amount of unpaid time off will

be granted to employees who are members of

a local authority, a statutory tribunal, a police

authority, prison visitors, members of a health

body, members of an environment agency,members of an education body, a Justice of

the Peace or are called to give evidence as a

witness in court proceedings.

However, should you wish to take time off for

such duties, you must discuss it with your Line

Manager well in advance and provide us with

written notification thereof. Failure to do so

may result in your request for time off being

refused.

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Our success as a business depends upon theskills and performance of our staff and theirregular attendance at work. We aim to securethe attendance of all our staff. We recognise,however, that a certain level of absence mayoccur due to sickness and that this sicknessabsence is genuine and unavoidable.

It is the Companys policy to offer supportduring such periods and to ensure that all ourstaff are treated equally and fairly.

The aim of the sickness absence procedureis to monitor and manage sickness absenceeffectively and in doing so ease the problemsthat periods of sickness may cause.

Long term or persistent absence impacts onthe effectiveness of the Company and somanaging absence is of key importance.

The Company will endeavour to help andsupport all staff with any health concerns andoffer occupational health and independentconfidential counselling support.

Employees should refer to their contract ofemployment with regards to eligibility forand the level of payment during periods ofsickness absence. Entitlement to sick pay willgenerally be dependant upon your compliancewith the requirements set out in this section ofthe handbook.

Sickness Provisions

Sickness Provisions in UK Territory

Time off work while sick will be covered by theCompany Sick Pay Scheme provided that:

We are satisfied that your claim is due togenuine incapacity for work,

You complete and submit an absencemonitoring form certifying that you wereunfit for work for the first seven days ofany period of unfitness.

You obtain and submit to us a certificateof incapacity from a registered medicalpractitioner for the remainder of anyperiod of unfitness.

You have completed the requisite lengthof service with the Company.

Entitlement to sick pay is calculated byreference to the periods of sick leave (paidor unpaid) taken by an employee during thetwelve months immediately preceding thecommencement of a period of sick leave.It is the responsibility of the employee toinform the Company if he/she is ineligible forStatutory Sick Pay Payments. It is also theirresponsibility to claim further payments fromthe appropriate benefits agency after StatutorySick Pay has been exhausted.

Sickness

Absence

SicknessAb

sence

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Sickness Provisions in Dutch Territory

You will receive 100% sick pay benefit duringthe first year of your illness and 70% sick paybenefit for the second year. After 2 yearsthe company will have the right to apply to

dismiss you. You may then claim disablementpayments from the state.

Notification of Absence

If an onshore employee is unable to attendwork because of sickness they must informtheir Line Manager personally, by telephone.

The employee must notify their Line Managerof the absence prior to their normal start timeor, where that is not possible, at the earliest

opportunity thereafter within their first day ofabsence.

Offshore employees who are prevented fromtravelling offshore due to sickness or accidentmust telephone a member of staff within theLogistics Department or, if out of office hours,the Duty Manager as soon as reasonablypossible to ensure that adequate measurescan be put in place to cover for your absence.The Duty Manager telephone number can beobtained from the recorded message you willhear when calling the Head Office numberout with office hours. Where possible, youshould notify us at least 24 hours beforeyour scheduled crew change and should givedetails of your absence and an estimate ofthe date on which you anticipate being able toreturn to work.

Whilst absent, you should also keep your LineManager informed of your progress towards areturn to health on a monthly basis.

You must contact the office immediately youknow the date you will be fit to come back towork again in order that arrangements can bemade to facilitate your return to work.

Employees who fail to notify their LineManager or a member of staff within theLogistics Department as detailed above, orhave not provided a reasonable explanationfor their absence will be dealt with under theCompanys disciplinary procedure as set out in

this handbook.

Whilst on sick leave you must remaincontactable by the Company and must ensurethat the Company is advised immediatelyof any changes to your contact details. It is

likely that a representative of the Companywill make contact with you if you are absentthrough ill-health.

If whilst on extended sick leave, you wish totake a few days holiday away from home,you must obtain your Line Managers writtenapproval prior to doing so.

If you fall ill whilst on a holiday, upon yourproduction to the Company of a written doctorscertificate, the days of annual leave lost toillness will be restored.

At any time during the course of theiremployment employees may be requiredto submit themselves at the request of theCompany to a medical examination by theCompany Medical Advisors. The purposeof such a medical examination will be todetermine whether there are any matterswhich might impair your ability to perform yourduties. Accordingly, you may be requested togive such authority as is required for Sodexos

Company Medical Advisor to obtain detailsof your medical history and copies of yourmedical records.

You must also give the Company MedicalAdvisor authority to disclose any medicalreport produced to us. We will meet allexpenses associated with obtaining any suchreport.

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The company will

endeavour to help andsupport all staff withany health concerns...


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Return to Work following Absence

You should avoid undertaking any activitiesthat would inhibit your recovery. During theperiod in which you are unfit for work, we mayask you to do some alternative work that you

are capable of doing in spite of your difficulties,where such work is available. So long as ourrequest is reasonable, you are obliged to takeup such a position.

As soon as you feel well enough to return towork, you must inform the office. At times itis possible to work a part of your normal shift,even where the beginning has been misseddue to absence.

You may only return to work after the expiryof any medical certificate saying that you wereunfit unless you are otherwise able to satisfyus that you have returned to health.

In certain circumstances, employees workingin UK territorty will require to undergo amedical examination after any period in whichthey were unfit for work, in order to obtain a fitto return medical certificate.

We will reimburse such employees for

reasonable travel expenses incurred inattending the Company doctor.

UK Provisions

On your return to work in UK territory, yourManager will complete a Return to Work formduring the Return to Work Interview that hewill hold with you.

This discussion is informal and should takeplace after each period of sickness absence,

regardless of its duration.

Long Term Sickness Absence

By their nature, each case of long-termsickness will be unique and therefore aprescriptive management process is notappropriate. However, the following principles

will apply:

Long Term Sickness Provisions for UKTerritory

Where a single period of absence continuesfor at least six weeks, the relevant Managerwill contact a member of staff within theHR Department to discuss the individualscircumstances and agree on how to proceed.The individual may be referred to the CompanyMedical Advisor for examination and prognosis,assessment of any work restrictions, potentialdisabilities and an expected date of return.

Where the absence continues thereafter, theCompany will follow its Capability Procedureto deal with the situation.

Should an employee be certified aspermanently unfit for their work the Companywill investigate the possibility of facilitatingredeployment to other sectors of the business

or medical retiral, where appropriate. Itwill also apply the relevant provisions of aCollective Agreement in relation to medicalretiral, where obliged to do so.

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TravellingOffshore

Induction

All new employees receive an Induction. Forthose employed offshore, this occurs prior totheir first trip. The Induction is designed toenable employees to understand their termsand conditions of employment and their roleand to receive essential information abouttheir duties and responsibilities in relation tohealth, safety and hygiene. Employees goingoffshore receive further training and inductionupon their arrival on their unit for the first time.

Employee Files

If you work in UK territory, on completion ofyour onshore Induction you will receive aTraining Record. If you are not permanently

assigned to a platform you should carry thiswith you and hand it to your Line Manager onarrival. Your Line Manager will retain your fileand return it to you on your departure.

Reporting for Duty

Failure to follow the appropriate procedure setout below may result in your position beingfilled by someone else. In such circumstances,you would remain onshore without pay anddisciplinary action may be taken against

you. It is your responsibility to confirm youravailability for work. The Company will nottelephone you if you fail to advise us of youravailability.

Reporting for Duty for Work Within UKTerritory

If you live far from your point of embarkation,you must travel there the night before yourcheck in. Overnight stay and subsistenceallowances are consolidated into each tripstotal wages. In light of this payment, eachemployee is responsible for arranging his/her own accommodation for the eveningbefore his/her crew change day and for

presenting themselves on time, at thedesignated destination. You are required tocontact a member of staff within our LogisticsDepartment by phone one day prior to goingoffshore in order to confirm your check-intime (for a Monday crew change you will berequired to contact the office on the Friday).The normal office hours are 08.30-17.00 andsuch calls should be made during these hours.

Travelling Offshore

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Reporting for Duty for work within DutchTerritory

You are required to telephone the Logistics

Department in Netherlands between the hoursof 15.00 and 17.00 on the day before yourcheck-in to report for duty. Upon reporting youwill receive information such as your check-intime and details of your hotel reservation, ifappropriate. Hotel reservations are paid andarranged for you by Sodexo.

Check-In

You must ensure that you carry appropriateidentity documents with you when travelling to

your unit. You require to be able to identifyyourself at all times whilst offshore and youalso need such documents in order to bepermitted to travel.

If you are refused permission to board dueto failure to supply appropriate identitydocuments in accordance with this section,this will be dealt with in accordance with theCompanys disciplinary policy.

Fit for Duty

It is the responsibility of the employee to befit to work, which means you are healthy, i.e.no sickness, no pain such as back pain ortoothache. Being fit for work also means thatyou must not be under influence of alcoholor drugs. Being under the influence of suchsubstances is strictly forbidden.

You must ensure that you do not consume anyalcohol or drugs in the 24 hours prior to your

scheduled departure Offshore.

Dutch Provisions

If you are employed to work in Dutch territorywithout a regular schedule, you must be fit forwork where you have not worked 14 days outof the previous 28 days. Such employees areon stand by and can be called to go to workat short notice.

Failing to Report for a Crew Change

Failure to report for a crew change occurswhen an employee fails to be at the departure

point at the appointed time and has notprovided a reasonable explanation for thisabsence. If you fail to report for a crew changeyou will be subject to disciplinary action up toand including dismissal. This contact mustbe made at least 24 hrs prior to the check-intime. Failure to give 24 hours notification ofyour inability to travel to a member of staffwithin the Logistics Department or to the DutyManager, as appropriate, without a reasonableexplanation for your absence or your failureto notify us earlier is dealt with under ourdisciplinary procedure. In such circumstancesit is likely that you would receive a writtenwarning. Any subsequent failure to report fora crew change is likely to be deemed grossmisconduct rendering you liable to dismissalfrom the Company.

Mandatory Training & Medical Certificates

You have a personal responsibility to ensurethat your medical, offshore survival and any

other client requested training certificates areup-to-date. Your manager will also be providedwith a listing of forthcoming expiry dates. Youare responsible for liaising with your managerto arrange renewal at the appropriate point inorder that you can continue working offshore.You may also be required to undertakeadditional training to assist your developmentin your role.

Carry appropriateidentity documents withyou when travelling toyour unit....


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These training courses and medicalexaminations are generally arranged throughthe Logistics Department. These certificates

are obtained by undergoing training andmedical examinations which takes placeonshore, out with your time spent workingoffshore. Provisions governing paymentyou receive for attending such courses andmedical examinations may be contained withina collective agreement.

It is a condition of your employment to pass amedical examination to a standard acceptableto Sodexo. A full medical examination will beperformed prior to employment and at agreed

frequencies thereafter. Should you fail to passa medical examination for any reason, you willnot be permitted to go offshore and you mustremain onshore until an examination has beenpassed. During this period you will be eligibleto receive sickness benefit.

Both you and Sodexo have the right to obtaina second opinion from an independentmedical practitioner. We will deal with anyunreasonable or unexplained failure to attendfor a medical examination in terms of the

Companys disciplinary procedure.

Clothing

To ensure your safety during travel offshoreyou must wear three layers of clothing or twolayers of clothing and a thermal insulationgarment, or liner, under your survival suit.

The only exception to this is where thereare client specific requirements which state

otherwise. Some client policies may be morerelaxed during the summer months betweenJune and September. Sensible and sturdyfootwear should be worn and must be able toaccommodate the extra fabric of the survivalsuit. Training or safety shoes/boots are thepreferred option. Smoking while wearing asurvival suit is strictly prohibited.

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

Those who are new to an installation ortravelling offshore for the first time will generallybe required to wear a piece of clothing such as

an armband over their survival suit to ensurethey are easily identifiable as being unfamiliarwith the installation, work and emergencyresponse procedures.


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Luggage

Your personal belongings and PPEshould be contained in a suitable holdallbag marked with your name. Bags witha hard exterior will not be permitted.Generally, your luggage weight must notexceed 11kg (25lb) per bag. For crewchanges out of Netherlands, the maximumpermitted weight for luggage is 9kg (20lb). Nohand luggage other than reading material ispermitted on the flight. You are allowed to takea newspaper or other reading material into thehelicopter providing it fits into your survival suitpocket. You should also keep your passport or

identification card with you.

Prior to boarding the helicopter all luggagemust be inspected. Security Staff at theheliport check for mobile phones, dangeroussubstances, drugs, firearms, knives,explosives, compressed gasses, alcohol,lighters with crystal ignition which canaccidentally ignite. All medication shouldbe reported to the Security Staff who willthen establish whether it can be transportedoffshore.

Safety Brief

You will be given a helicopter safety briefingat the heliport prior to your departure. It isimperative that you listen attentively as it doesconcern your safety. If the helicopter groundstaff do not believe you have listened to thebrief you will be removed from the flight. Youwill also be required to don a survival suit priorto boarding your flight.

When you are directed to the helicopter youmust obey the ground staffs instructionsat all times and carefully listen to the pilots

announcements when onboard the aircraft.

Arrival Offshore

When you land on the helideck of the unitmembers of the helideck crew will remove yourluggage from the helicopter and place it on thehelideck. You may only leave the helicopterwhen advised to do so by the helideck crew.You will be required to collect your bag and willbe directed to the heli-admin office. You mustobey the instructions of the helideck crew at alltimes when on the helideck.

Your Vantage/identification card must be givento the Heli-Admin Clerk who will issue you witha safety card, which will generally advise youof the following:

Your muster station Alternative muster point Your lifeboat location Your cabin number

Your safety constituency

If you are new to the unit, a Sodexorepresentative will collect you from theheli-admin area after your safety briefing toescort you to your work area.

Illness or Injury Offshore

Should you become sick or injured onboardany installation, the Company will make everyeffort to have you transferred immediately

onshore. This process is known as amedivac.

Having been medivaced, you will then berequired to attend the Company Medical

Advisor for a medical examination in orderthat a report can be prepared for the company.Under no circumstances should you returnhome following a medivac from offshorewithout a medical examination having beencarried out in the first instance.

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Crew Change Delays

If your flight is delayed, you must listen carefully

for announcements and take direction from theflight operators staff who shall advise you of arevised check-in time.

If you have checked in to your scheduleddeparture point and your flight is cancelledfor any reason you are responsible fornotifying a member of staff within the LogisticsDepartment, or the Duty Manager, if out withbusiness hours, of this. They will then ensurethat accommodation is booked for you. You willhowever be responsible for any transportationto the agreed hotel. Your receipts should beretained and an expense claim form should becompleted once onboard.

Returning Onshore

When returning onshore at the terminationof an offshore trip, you should continue toperform your duties until advised to preparefor boarding the helicopter.

Generally, you will be unable to boarda helicopter to return onshore until yourreplacement is onboard the installation torelieve you. As all installations require tofunction 24 hours per day, should you breachthis requirement it will be regarded as a refusalto work, which may be dealt with in accordancewith the Companys disciplinary procedure.

In circumstances where you are required toextend your trip, you will be paid in accordancewith the rate set out in your contract of

employment or agreed under the CollectiveAgreement relevant to your sector.


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Personal Details

Employees are responsible for ensuringthat their personal details and data held bythe Company (i.e. next of kin, insurancebeneficiaries, address and telephone contactdetails, training qualifications & certification)are accurate and current at all times.

Amendments should be submitted in writing tothe Human Resources Department by way ofthe Change to Personal Details form.

Failure to keep the Company informed of anychanges to an employees personal contactdetails can result in difficulties making contactwith them concerning crew changes etc. Thisis an extremely serious problem which would

be dealt with under the Companys Disciplinaryprocedures.

Outside Interests

You may not make personal profit from theCompanys business, nor receive any gift orbenefit from any person or organisation whosupplies goods to or deals with the Company.

You may not engage or have an interest inany other business or occupation unless the

written consent of the Company has beenobtained other than you may directly or

through nominees hold shares or securitieslisted on a public stock exchange so long asnot more than 3% of the shares or securitiesof any class of any one company shall be held.

Communications

Finding out what our customers want isessential. We encourage everyone to buildgood relationships with customers, clients andcolleagues. You are part of a global companyand can read about your colleagues in ourCompany Newsletter.

There are also noticeboards located on

each unit. You should check them for newsof whats happening at your workplace andelsewhere in the business.

Your Manager will hold regular meetings tomake sure that the whole team is involved inmaking improvements to service. This maybe through local initiatives or company-wideprogrammes.

Your Line Manager will also keep you up-to-date with news about the business and consult

with you on any changes that may affect you.

EmployeeObligations

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Charity Work and Collections

Many of you are engaged in worthwhile charity

work and Sodexo will support your efforts asfar as possible. However, depending upon thecircumstances, we may not be in a position tosupport all the good causes you promote. Youmay engage in charitable ventures includingcollections at your place of work only if:

Your request is reasonable

Your Line Manager agrees

The client agrees if it is on their premises

You are an accredited agent for the charityinvolved

You take responsibility for and ensuresecurity of the cash collected

The time you take to collect is appropriateand does not interfere with your work

The above also applies to any employeeseeking sponsorships.

Relationships at Work

Sodexo recognises that employees who worktogether may form friendships and, in somecases, close personal relationships. We donot, as a general rule, wish to interfere withsuch relationships.

However, we must also ensure that employeescontinue to fulfil their responsibilities diligently

and effectively.

We aim to strike a balance between your rightto a private life and Sodexos right to protect itsbusiness interests.

Employees should ensure that theirrelationship does not influence their conductat work. Intimate behaviour during normalworking hours or on company or clientpremises is prohibited. If you embark on arelationship with another employee of Sodexo,

you must declare this to your Line Manager assoon as reasonably practicable.

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Committed to equality ofopportunity and to equaltreatment...

EmployeeObligations

Rights of Search

Onshore

From time to time it may be necessary for us toconduct a search of our employees and theirproperty whilst they are on our premises. Wewould ask all employees to assist us in thematter by consenting to such searches, shouldwe feel that this is necessary. These searchesare random and do not imply suspicion inrelation to any individual concerned.

Should you be searched, where practicableyou will be entitled to be accompanied by acolleague who is on the premises at the time asearch is taking place. This right also appliesat the time that any further questioning takesplace.

The Company reserves the right to call in thepolice at any stage.

Offshore

Your belongings will be searched each time

you travel offshore by the flight operators staff

and you may also be searched by customsofficers at the heliport.


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Occasionaly there are individuals whosedishonesty makes things difficult for everyoneelse. In order to guarantee security, Sodexoreserves the right to search you and yourpersonal belongings. The Company or clientrepresentative may require you to be searched

at any time. In the event that it becomesnecessary to search you, the search will beconducted by your Line Manager or his/hersuperiors and a client representative. Youmay request a colleague to be present whilstthe search takes place.

Any refusal to submit to a search will beconsidered to be unreasonable behaviour andmay be deemed to be a disciplinary offence,which will render you subject to disciplinary

action up to and including dismissal.

Security is an important part of the serviceSodexo offers its clients. It is your dutyto report anything suspicious to your LineManager immediately.

Written authorisation must be obtained fromyour Line Manager prior to company propertybeing removed from any company worksite.You are responsible for the security of anycompany property entrusted to you.

The Company considers your acceptanceof the Contract of Employment as evidenceof your agreement to submit yourself andyour personal baggage to such searches asmay be instituted either by duly authorisedpersonnel on behalf of the company or as maybe appointed by their clients.

Professional Conduct

During the course of your employment you are

required:

To refrain, without express authorisation ofyour immediate superior, from disclosing anyinformation of a confidential nature concerningthe Companys current/future businessinterests to any individual not an employee ofthe Company or to any employee whose jobdoes not directly require the knowledge.

To refrain, without the express authorisationof your immediate superior, from removingfrom the company premises (and specifically,refrain from keeping on private domestic

premises) any information of a confidentialnature concerning the Companys current/future business.

To refuse personal gifts, commissions orlavish entertainment during the course ofyour employment. Any such offer must bedeclared to your Line Manager. Any employeeaccepting or soliciting a bribe or commission isliable to disciplinary action up to and includingdismissal. It is not the policy of the Companyto make any gift to a third party, other than

a normal holiday remembrance or as part ofa legitimate and specified sales promotionprogramme.

On termination of employment you arerequired not to:

Retain within your possession any informationof a confidential nature concerning any aspectof the Companys administration and/or futurebusiness interests, but to return all such, on orbefore the date of termination of employment

or as soon as reasonably practicable thereafterto your Line Manager.

Divulge or use in any way which may beprejudicial to the interests or reputation of theCompany for a period of six months followingthe date of termination of employment;any information concerning the Companyscurrent/future business interests.

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Make any form of approach of solicitationwhich may engender competitive activity and/or be prejudicial to the business interests orreputation of the Company, for a period ofsix months following the date of terminationof employment, to any of the Companysactual/prospective customers, its competitors,contractors or employees.

Failure to observe the above provisions mayrender an individual liable to legal action by theCompany.

Information shall for the purposes ofthis document, be considered to includedocuments (originals or copies) concerning

Current Client Listings, Prospective ClientListings, Company Business Terms, SalesProposal Data, Sales/Market Research, Plansor records, Operating/Administrative manualsor Budget or Financial information of any kind.

Computers, Email and Internet

If you receive Emails from either an internalor external source, which contain offensive orinappropriate material, you should report thisto your Line Manager. You must not pass this

communication on to anyone else.

Employees who have internet access at workmust ensure that it is used for legitimatebusiness purposes only and consider whetherit is the most efficient method of accessing theinformation needed.

You should be aware that the company/clientcan monitor the use of these facilities and canaccess the information contained in electroniccommunication. Computer resources andtelephones are company property and areprovided for business use only, unless youhave the specific authorisation from a seniormanager. You should also be aware that theuse of company property or tools for otherthan legitimate Sodexo business purposes isnormally regarded as gross misconduct whichwill result in disciplinary action, up to andincluding dismissal.

It is important to ensure that rules onconfidentiality are strictly observed whilstusing the internet and sending emails. Whereyou are responsible for your own computer,supplied by the Company, you must ensureyou have up-to-date virus-checking software.You must not give your computer passwordto anyone else and avoid using anotherpersons User ID or password. Improper useof the Companys computers for activitiessuch as hacking into other computer systemsis strictly prohibited. The infringement ofcopyright or related rights through the use ofthe Companys computers, computer systemor network, is also not permitted.

You must not use the Companys systems tobuy or sell goods or services for your personal

use or commit the Company to any contractunless it is within your approved limits. Itis not acceptable to put your name on anexternal email list or use the system for bulkmailing purposes, unless this happens to befor business purposes. You must not makedefamatory statements about individuals ororganisations.

The accessing, viewing, downloading orcirculation of pornographic or indecentmaterial is strictly prohibited. It is importantthat nothing is communicated in emails whichcould be construed as sexual harassmentor discrimination. Use of the Companyscomputer to play computer games is notpermitted.

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Be aware that thecompany can monitor theuse of these facilities...


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The disciplinary procedure outlined belowhas been designed to help and encourage

employees maintain acceptable levelsof performance to sustain the servicestandards that Sodexo takes pride in.

The disciplinary procedure applies to allemployees and the aim is to ensure fairand consistent treatment for all.

Principles

Confidentiality will be maintainedthroughout the process.

Disciplinary matters will be dealt withas quickly as possible, but only after athorough investigation ensuring that theCompany acts fairly to all concerned. Theinvestigation may require the Company tointerview any employees concerned.

At all stages of the formal procedure,the employee who is the subject of theproceedings will have the right to be

accompanied by a work colleague ora union representative. It is normalpractice for such meetings and hearingsinvolving employees from UK territory tobe recorded using a Dictaphone in orderto facilitate accurate minute taking.

Prior to formal disciplinary proceedingsbeing commenced against a trade unionrepresentative, the case will be discussedwith a full-time union official, unless therepresentative concerned objects to this.

DisciplinaryProcedure


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Final Written Warning

If, during the 6 months after his/her receiptof a first written warning, there has beeninsufficient improvement in the employeesconduct, attendance or performance or if afurther disciplinary issue has arisen, a furtherhearing will be convened in the manner setout above. A final written warning or dismissalwill result in circumstances where the chairof the hearing concludes that the allegationsare well founded. In circumstances wherethe misconduct, performance or attendanceissue is sufficiently serious to warrant onlyone written warning being given, a final writtenwarning will also be issued. This will usuallyremain only in force for 12 months, where ithas been heeded by the employee and nofurther conduct issues have arisen.

Dismissal

Where conduct, attendance or performance

does not improve in the twelve months

following an employees receipt of a final

written warning, and the employee fails to

meet the agreed standards, dismissal will

normally result. The employee will be advised

of the reason for the dismissal, the date of

termination and their right to appeal against the

decision. Employees will only be dismissed

for a first breach of discipline in cases of gross

misconduct. Where an employee is guilty

of gross misconduct it is likely they will be

dismissed without notice or payment in lieu

of notice. Leave of the Dutch court will be

sought to terminate the employment contract

of employees working predominantly in Dutch

Territory who are to be dismissed.

In the event that an employee fails to attendan arranged disciplinary hearing without priornotification of a valid reason for such failure,the hearing may go ahead in their absencewith any subsequent decision being advisedto them in writing.

Informal Procedure - Verbal Warnings

If the conduct, attendance or performanceof an employee does not meet acceptablestandards, the employee will normally begiven a verbal warning. The employee willbe advised of the reason for the warning.The warning will normally remain in force for3 months where it has been heeded by theemployee and no further conduct issues havearisen.

Formal Procedure - Where a WrittenWarning or Dismissal is Contemplated

First Written Warning

If, during the 3 month period after his/herreceipt of a verbal warning, there is concernthat there has been insufficient improvementin the employees conduct, attendance orperformance, in circumstances where anallegation of misconduct, attendance orperformance issue is sufficiently serious or

if a further disciplinary issue arises within 3months of receipt by that employee of a verbalwarning, the employee will normally be invitedto attend a disciplinary hearing.

The employee will be invited to the hearing byletter giving details of the allegations againsthim/her, the date and time of the hearing andadvising him/her of his right to be accompaniedat it. If the allegations are found to be fair thenthe employee will either be given a written

warning or dismissed, depending upon theseriousness of the disciplinary issue. If theemployee receives a warning, it will set out thereason why the employees conduct has givenrise to concern and whether that warning is afirst or final written warning. The employeewill also be advised of their right to appeal.

A first written warning will normally onlyremain in force for 6 months where it hasbeen heeded by the employee and no furtherconduct issues have arisen.

Designed to help andencourage employeesmaintain acceptable levelsof performance...

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DisciplinaryPr

ocedure


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Misconduct

Below are some examples of misconductwhich may result in disciplinary action.The list is not intended to be exhaustive:

Contravention of safety or hygienerequirements

Acting in any way that could contribute arisk to the health and safety of yourself or anyother person whilst at your job site.

Failing to observe published safety and firerules and instructions.

Failing to report accidents.

Failing to comply with the designation of no

smoking areas.

Failure to report potential hazard or unsafeconditions.

Sexual harassment.

Sexual or racial discrimination.

Failing to maintain an acceptable standard orlevel of work performance.

Failing to conform to Sodexos workingpractices and procedures.

Refusing to carry out a reasonable instruction.

Extending tea or meal breaks.

Poor time-keeping.

Persistently failing to be in attendance at theplace of work at the required time.

Leaving the place of work prior to normalfinishing time without permission or acceptablereason.

Unauthorised and unreasonable absencefrom place of work.

Failing to report absence from work on thefirst day of such absence.

Failing to keep Sodexo informed of the

reasons for your absence and the anticipateddate of return to work.

Unreasonably failing to obtain permission forabsence other than by reason of sickness oraccident.

Poor customer relations.

Unsatisfactory standard of dress orappearance.

Disruptive behaviour.

Failing to take reasonable care of businessproperty, including uniform and safety wear.

Removing material or equipment withoutpermission.

Using Sodexos or clients time, material orequipment for unauthorized work.

Performing any work or activity that could beconsidered to be in competition with or affectin any way Sodexos interests.

Communicating any confidential informationwithout authority to any person not entitled toreceive it.

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Gross Misconduct

Below are some of the more serious situations,which normally result in summary dismissal.

Any employee who, after a full and thoroughinvestigation, is found guilty of grossmisconduct will be liable to be dismissedwithout notice.

Withholding or supplying misleadingor inaccurate information prior to youremployment by us, for example, within yourapplication form or Curriculum Vitae.

Negligently or deliberately infringing safetyor hygiene regulations, instructions orprocedures, including smoking in prohibitedareas, particularly where such an infringement

is liable to endanger the safety of personneland equipment.

Refusing to wear company uniform or safetywear.

Insubordination.

Causing Sodexo or our clients to breach anyregulation or rule incumbent upon it.

Committing any act which is seriously

prejudicial to Sodexos relationship withour clients or others, or any willful attemptto damage the standing or position of theemployer. Committing any act that couldreasonably bring Sodexo into disrepute with itsclients or customers or which is inconsistentwith your continued employment by us.

Presenting for work in an unfit conditionthrough the consumption of alcohol or drugs orbeing in possession of or under the influence

of unauthorised alcohol or illegal drugs, whilstat work or on our premises.

Failing to meet Sodexos expectations inrelation to ethics and standards of businesspractice.

Committing a criminal act (including theft,fraud, assault and gross indecency) whichrenders the employee unsuitable or unableto carry out the duties for which he or shewas employed or otherwise makes continued

employment undesirable.

Stealing, being in unauthorised possessionof, or causing wilful damage to company, clientor colleagues property without authorisation,

or exposing such property to needless risk ofdamage.

Obtaining money or property fraudulentlyfrom the employer, clients or suppliers.

Giving misleading or inaccurate informationabout sickness or other absence.

Using language to colleagues, customers orclients, which could cause or causes actualoffence.

Serious negligence, which causes or mightcause unacceptable loss, damage or injury.

Misusing confidential information.

Committing an assault whilst on work orclient premises or on Company business. Thisincludes travelling to and from work offshore.

Causing a disturbance in accommodation

provided at Company or client expense whilston standby or at any other time.

Bullying or harassment of colleagues orcustomers.

Gross immorality

Inducing any other employee to breach theseguidelines.

This is not an exhaustive list but serves to give

an indication of the type of conduct, which isnormally regarded as gross misconduct.

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Transfer

There may be occasions where, because ofthe nature of the conduct or the circumstances,employees may be transferred to work in adifferent location.

Suspension

In certain circumstances during investigations,or where an employee is suspected of grossmisconduct, they may be suspended onnormal pay.

A period of suspension can enable problemsto be sorted out quickly and calmly. This typeof suspension is not regarded as a punishmentor disciplinary action.

Every effort will be made to ensure that the

period of suspension is kept to a minimum.

Appeal Procedure

Where an employee is dissatisfied with adisciplinary decision and wishes to take the

matter further, they have a specified period

of days from the date of the letter advising

of the outcome of the disciplinary hearing to

submit in writing the grounds on which they

wish to appeal against that decision. Suchgrounds should consist of a full explanation of

why the decision is felt to be unfair. Details of

the manager to whom the grounds of appeal

should be sent are notified to the employee

with the outcome of the disciplinary hearing.

Normally the appeal is heard by a more

senior manager to the one that reached the

original decision. However, there may be

circumstance in which this is not possible,

in which case the company will nominate an

appropriate alternative manager to hear the

appeal. The manager who will hear the appeal

will not have been involved in the process of

reaching the original decision.

The decision made following the appeal

hearing will be final.

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Every effort will be madeto ensure that the periodof suspension is kept to aminimum...


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Normally the appeal is heard by a moresenior manager to the one that reached theoriginal decision. However, there may becircumstances in which this is not possible,in which case the company will nominate anappropriate alternative manager to hear the

appeal. The manager who will hear the appealwill not have been involved in the process ofreaching the original decision.

The decision made following the appealhearing will be final.

Collective Grievance Procedu

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