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NORTHLAND ENERGY SERVICES (U.K.) Ltd
Issue Date: 01.07.2001 Issue No:REV 1 Document Ref: Personnel
Manual
Author: Roy McIntosh Page 1 of 38 Approved By: Simon Peach
NORTHLAND ENERGY SERVICES U.K. LTD
FIELD OPERATORS PERSONNEL MANUAL
EASTERN HEMISPHERE OPERATIONS
July 2001
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NORTHLAND ENERGY SERVICES (U.K.) Ltd
Issue Date: 01.07.2001 Issue No:REV 1 Document Ref: Personnel
Manual
Author: Roy McIntosh Page 2 of 38 Approved By: Simon Peach
Index
1.0
INTRODUCTION........................................................................................................
4 2.0 GENERAL CONDITIONS OF EMPLOYMENT
.................................................... 5
2.1 Recruitment
..................................................................................................................
5 2.2 Joining
..........................................................................................................................
5 2.3 Classification
................................................................................................................
5 2.4 Employees on
rotation..................................................................................................
6 2.5 General
.........................................................................................................................
7 2.6
Availability...................................................................................................................
7 2.7 Training
........................................................................................................................
7 2.8
Appraisals.....................................................................................................................
7 2.9 Promotion
.....................................................................................................................
8 2.10 Equal
Opportunities......................................................................................................
8 2.11 General
Obligations......................................................................................................
8 2.12 Inventions and
Patents..................................................................................................
8 2.13 Outside Activities of
Employees..................................................................................
9 2.14 Company Information
..................................................................................................
9 2.15 Termination of Employment
......................................................................................
10 2.16 Repayment of Monies
................................................................................................
10 2.17 Sickness or
Injury.......................................................................................................
11 2.18 Private Medical Treatment
.........................................................................................
11
3.0 COMPANY HEALTH, SAFETY & ENVIRONMENTAL POLICY STATEMENT
2001 ..... 12 4.0 HOURS OF WORK
...................................................................................................
13 5.0 LEAVE
........................................................................................................................
14
5.1 Annual Leave
.............................................................................................................
14 5.2 Compensatory
Leave..................................................................................................
14 5.3 Leave
General..........................................................................................................
15 5.4 National
Holidays.......................................................................................................
16 5.5 Compassionate
Leave.................................................................................................
16 5.6 Jury Service
................................................................................................................
16 5.7 Public Duties
..............................................................................................................
16 5.8 Leave of Absence
.......................................................................................................
17
6.0
COMPENSATION.....................................................................................................
18 6.1 General
.......................................................................................................................
18 6.2 Payment of Salary
......................................................................................................
18 6.3 Standby Time
.............................................................................................................
18 6.4 Bonuses Offshore, Onshore and Special
....................................................................
19 6.5 Maintenance /International Travel Bonus
..................................................................
19 6.6 Overseas Rotational Bonus
Payments........................................................................
19 6.7 Special
Bonuses..........................................................................................................
20
7.0 EXPENSES
.................................................................................................................
21 7.1 Meal and Travel Allowance
.......................................................................................
21 7.2
Travel..........................................................................................................................
21 7.3 Entertainment Expenses
.............................................................................................
21
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NORTHLAND ENERGY SERVICES (U.K.) Ltd
Issue Date: 01.07.2001 Issue No:REV 1 Document Ref: Personnel
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Author: Roy McIntosh Page 3 of 38 Approved By: Simon Peach
7.4 Credit
Cards................................................................................................................
21 7.5 Company Cars
............................................................................................................
22 7.6 Private Cars
................................................................................................................
22 7.7 Hire
Cars.....................................................................................................................
22 7.8
Telephones..................................................................................................................
22 7.9 Relocation Allowance
................................................................................................
22 7.10 Expenses General
....................................................................................................
23 7.11 Expenses
Taxation...................................................................................................
23 7.12 FOREIGN
CURRENCY............................................................................................
23
8.0 BENEFITS
..................................................................................................................
24 8.1 Pension Plan and Death Benefit Scheme
...................................................................
24 8.2 Business Travel and ACCIDENT
Insurance..............................................................
24 8.3 DISCIPLInary
PROCEDURE....................................................................................
24
9.0 ALCOHOL AND DRUG POLICY
..........................................................................
30 10.0 COMPANY PERSONNEL DRIVING POLICY
.................................................... 31 11.0
PERSONAL COMPUTERS & SOFTWARE
......................................................... 34 12.0
APPENDICES
............................................................................................................
36
12.1 MILEAGE RATES
....................................................................................................
36 12.2 HIRE CAR GRADES
................................................................................................
36 12.3 BONUS RATES 2001 Eastern Hemisphere
Operations........................................ 37 12.4
Geographical Coefficient
...........................................................................................
38
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NORTHLAND ENERGY SERVICES (U.K.) Ltd
Issue Date: 01.07.2001 Issue No:REV 1 Document Ref: Personnel
Manual
Author: Roy McIntosh Page 4 of 38 Approved By: Simon Peach
1.0 INTRODUCTION
This Manual outlines the Companys personnel policies that apply
to Field Employees of NES UK LTD. This manual provides guidance to
management and employees in the application of the Companys
personnel policies. Changing conditions make modifications
necessary from time to time and the Company reserves the right to
change or revise its personnel policies or their application as
occasion may demand. In accordance with the provisions of the
Contract of Employment Act 1978 as amended, employees are required
to comply with policy amendments, and changes in their application,
as notified in written statements or in such documents notified to
employees.
If there is any conflict between the personnel policies detailed
in this manual and in statements of terms and conditions of
employment (and any agreed amendments thereto) issued to
individuals employees, the terms and conditions detailed in those
statements (together with any agreed amendments thereto) will
prevail. Employees are encouraged to discuss their personnel
problems with their Supervisors and Management. Definition In this
Manual the word company means the employing company Northland
Energy Services UK LTD. The word employee means any person employed
by Northland Energy Services UK LTD.
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NORTHLAND ENERGY SERVICES (U.K.) Ltd
Issue Date: 01.07.2001 Issue No:REV 1 Document Ref: Personnel
Manual
Author: Roy McIntosh Page 5 of 38 Approved By: Simon Peach
2.0 GENERAL CONDITIONS OF EMPLOYMENT
2.1 RECRUITMENT
Authority to recruit and employ rests with those members of
Management so authorised, but the appropriate immediate Supervisor
should have an opportunity to interview and approve candidates.
Each new employee will be carefully chosen, not only for ability
and qualification to handle the immediate opening but also with a
view to suitability for future advancement.
2.2 JOINING
New employees are required to: -
2.2.1 Undergo a medical examination (including chest x-ray where
necessary) carried out by a Company appointed doctor. Employment is
conditional upon the examinees standard of health being acceptable
to the Company.
2.2.2 Provide a curriculum vita. 2.2.3 Provide satisfactory
references from previous employers and/or the details of one or
more referees whom the Company may approach. 2.2.4 Provide
details of his/her bank account for salary payment. 2.2.5 Provide
income tax form P45 relating to previous employment. 2.2.6 Provide
Company with his/her National Insurance Number. 2.2.7 Be in
possession of a valid passport. 2.2.8 Be in possession of a valid
driving licence. 2.2.9 Sign a contract of employment. 2.2.10 Each
new employee will be provided with a Statement of Terms and
Conditions of
his/her employment.
2.3 CLASSIFICATION
Operations employees are basically involved in UBD Services,
Well Testing and Electronic Data Measurement services offshore and
onshore and categories include:
Engineer Grade 12 Service Co-ordinator Grade 11 Senior
Supervisor Grade 10 Supervisor Grade 8 9 Senior Operator Grade 6 7
Operator Grade 4 5 Assistant Operator Grade 3 Trainee Operator
Grade 1 2
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NORTHLAND ENERGY SERVICES (U.K.) Ltd
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2.4 EMPLOYEES ON ROTATION
Personnel on rotation have the same grade structure as above and
conditions of employment with the following exceptions.
2.4.1 Working period will be 30 days on/30 days off 2.4.2
Holiday entitlement is forfeited. 2.4.3 There will be no days off
accrual. 2.4.4 Travel days will be in time off period, 50% travel
bonus applicable.
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NORTHLAND ENERGY SERVICES (U.K.) Ltd
Issue Date: 01.07.2001 Issue No:REV 1 Document Ref: Personnel
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Author: Roy McIntosh Page 7 of 38 Approved By: Simon Peach
2.5 GENERAL
It is a condition of Company Employment that, not withstanding
classification and category, all employees will undertake to carry
out any tasks within their capabilities if requested by the Company
or any person duly authorised by the Company.
2.6 AVAILABILITY
It is a requirement within the company that all field employees
are available for work 24 hours a day, 7 days a week. Employees are
required to be available for operations both onshore and offshore
in the UK or overseas. The Company has the right to change
employees assignments, job titles, work schedules, or employment
locations at its discretion.
2.7 TRAINING
Training course are organised by the Company to provide
employees with additional professional qualification, to improve
knowledge in their own speciality, to provide knowledge of new
equipment, techniques and safety. Employees are required to undergo
such training whenever and wherever directed by the Company and
refusal to do so constitutes a serious disciplinary action. The
training may be either in the UK or abroad. During training periods
compensation will be at basic salary. Accommodation will be
provided and fixed meal allowances paid, if training is carried out
away from the employees home base area. The Company will pay for
the costs of such training, however should the employee decide to
leave the Companys service within 12 months, the course fees in
respect of the minimum training requirements, i.e. Combined
Offshore Survival/Fire Fighting/First Aid Course, may be
recoverable from the employee.
2.8 APPRAISALS
Performance appraisals are made at regular intervals, at least
once per job, and discussed with employees by their Supervisors,
before submission to Management. Management will also conduct
annual appraisals.
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NORTHLAND ENERGY SERVICES (U.K.) Ltd
Issue Date: 01.07.2001 Issue No:REV 1 Document Ref: Personnel
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Author: Roy McIntosh Page 8 of 38 Approved By: Simon Peach
2.9 PROMOTION
The Management, upon recommendation by area
Managers/Supervisors, will decide upon promotions. Recommended
candidates for promotion will be assessed on past performance,
professional qualification, attitude, ability and experience. It is
Company policy to promote from within the Company whenever
possible.
2.10 EQUAL OPPORTUNITIES
The Company seeks at all times to encourage employees to develop
full potential in employment irrespective of race, colour, creed,
marital status, disability or sex. Northland complies with current
U.K. legislation with regard to employment and does not
discriminate on the grounds of race, colour, creed, marital status,
disability or sex. Northland will only deviate from this compliance
if there is a statutory exemption covering the employment of
individuals.
2.11 GENERAL OBLIGATIONS
Employees are required to: -
2.11.1 Obey all lawful orders given by the Company or any person
duly authorised by the Company, use their best endeavours to
promote the interest of the company, devote their entire time and
attention to their duties and not engage in any other business.
2.11.2 Regularly, promptly and fully report to the Company or to
any person duly
authorised by the Company to receive such reports as to the
performance of their duties and as to the business and affairs of
the Company, which may come to their knowledge.
2.11.3 Ensure that their passport, driving licence, survival and
medical documents
(including required vaccinations) are at all times current.
2.12 INVENTIONS AND PATENTS
All employees shall agree that the Company, shall be entitled to
sole benefit of, exclusive property in, any invention and/or
improvements in plant, machinery, process or other things which may
be discovered during their employment.
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NORTHLAND ENERGY SERVICES (U.K.) Ltd
Issue Date: 01.07.2001 Issue No:REV 1 Document Ref: Personnel
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Author: Roy McIntosh Page 9 of 38 Approved By: Simon Peach
2.13 OUTSIDE ACTIVITIES OF EMPLOYEES
The Company expects its employees to exercise good judgement
with respect to their activities apart from their employment with
the Company, and does not wish to interfere with the use they make
of their own time. However, if their outside activities involve the
use of Company time, equipment, or information, detract from their
or other employees job performance, or are otherwise prejudicial to
its interests, such activities naturally become a matter of
justifiable concern to the Company. Such activities include working
for a competitor or engaging in outside business or employment
where the knowledge of Company information or affairs might be used
for personal gain. Whenever an employees contemplated or existing
outside activity appears to conflict with Company interest, a
thorough investigation will be made. If such conflict exists,
Management will discuss the matter with the employee, a frank
explanation given of how the Company interests or the employees job
performance is affected, and the employee advised to make a
decision between his/her regular employment and outside activity.
Continuance by the employee thereafter in the activity conflicting
with the Companys interest may be considered as grounds for
termination.
2.14 COMPANY INFORMATION
Employees must not, in any circumstances or at any time, whether
during the continuance or after the termination of Company
employment, impart any information regarding the business affairs
of the Company or of any associated Company, to any person, firm or
company except under the direction of and with the consent of the
Company or in so far as may be required by a Court of competent
jurisdiction. It is the policy of the Company to protect its legal
position by taking appropriate action in the instances where it
believes confidential Company information has been used wrongfully
by a present or former employee for personal gain.
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NORTHLAND ENERGY SERVICES (U.K.) Ltd
Issue Date: 01.07.2001 Issue No:REV 1 Document Ref: Personnel
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Author: Roy McIntosh Page 10 of 38 Approved By: Simon Peach
2.15 TERMINATION OF EMPLOYMENT
An employee will be required to give or will be given notice of
termination of employment on the following scale: -
Years of Service Period of Notice On part of the company
Probationary period 1 weeks After Probationary period and less than
5 years
4 weeks
5 12 years 1 week for each complete year of service 12 years or
more 12 weeks On part of the employee 1 calendar month The Company
has the option of paying basic salary in lieu of notice.
2.16 REPAYMENT OF MONIES
On the date of termination, for whatever reason, any sums due by
the employee to the Company may be off set by the Company against
any sums due from the Company to the employee.
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NORTHLAND ENERGY SERVICES (U.K.) Ltd
Issue Date: 01.07.2001 Issue No:REV 1 Document Ref: Personnel
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2.17 SICKNESS OR INJURY
In the event of sickness or injury, involving absence from work,
the Companys Sick Pay Scheme will pay employees full pay less the
appropriate, according to earnings, weekly (or daily) rate of
Statutory Sick Pay (SSP) for a continuous or cumulative period of 2
months in each calendar year, in accordance with the rules of the
Companys Sick Pay Scheme. Thereafter SSP is payable in accordance
with the rules for the payment of SSP. On the expiry of the
continuous or cumulative maximum period of two months absence,
there is no further entitlement to Companys Sick Pay or any other
remuneration from the Company, (except for any entitlement to SSP,
and/or to benefit from the Companys Personal Accident Insurance).
The Company, at its discretion, may extend Companys Sick Pay beyond
two months in exceptional circumstances.
2.18 PRIVATE MEDICAL TREATMENT
The Company operates a Group Private Medical Scheme for the
benefit of certain employees. Eligible employees must have
completed six months Company service before entering the Scheme,
and as membership is optional, an employee must elect to join. The
Scheme provides for the employees a choice of private consultation
and specialist treatment free of charge and, where in-patient
hospital treatment is necessary, the choice of a private hospital
or nursing home accommodation to a set cost limit and surgeons and
anaesthetists fees free of charge. The Company pays the whole cost
of the Scheme subscriptions in respect of the employees. Members
can elect for their wives/husbands and children to be included in
the scheme but the additional subscription to cover the latter will
be borne by the member. Full details of the Scheme are available on
request from the Companys Personnel Department.
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NORTHLAND ENERGY SERVICES (U.K.) Ltd
Issue Date: 01.07.2001 Issue No:REV 1 Document Ref: Personnel
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Author: Roy McIntosh Page 12 of 38 Approved By: Simon Peach
3.0 COMPANY HEALTH, SAFETY & ENVIRONMENTAL POLICY
STATEMENT 2001
It is the policy of Northland Energy Services [NES] (UK) Ltd.,
to conduct its business operations in a manner which, protects
people, the environment and property, so far as is reasonably
practicable, from the hazards and the risks presented by its
undertakings. People are our most valuable asset, and their health,
safety and continuous development are our prime consideration.
Elimination and reduction of unacceptable risks to health and
safety, together with the protection of the environment, are of
equal importance to all other business principles. Therefore, no
job is so important that time cannot be taken to ensure the risk to
health, safety or damage to property or environment is minimised.
The objective of the Company is No Harm to People, Damage to
Property or the Environment. To achieve this objective, the goals
of the Company Health, Safety and Environmental Policy are to:
Identify the hazards and significant risks presented by our
activities. Implement Safe Systems of Work and other necessary
Control Measures to eliminate
or reduce, to as low as is reasonably practicable, those risks.
Identify and comply with all applicable health, safety and
environmental legislation
and other relevant standards in the implementation of Safe
Systems of Work. Continuously develop our personnel through
monitoring of training needs and
provision of relevant training, to help promote health, safety
and environmental awareness and develop a positive health, safety
and environmental culture amongst all employees and
contractors.
Implement and maintain effective arrangements for consultation
and co-operation between the Company, all employees and their
nominated representatives, our customers, external agencies,
members of the public and the enforcing authorities.
Implement systems and procedures for elimination and reduction
of risk through purchasing, storage, transporting, use and final
disposal of materials and equipment, including reduction, re-use
and recycling schemes and planned preventative maintenance.
Actively encourage timely reporting and thorough investigation
of all accidents and near miss incidents, to identify root causes
and corrective actions, together with the implementation of
procedures to establish a No Blame Culture way of thinking
throughout the whole Company.
Identify and control workplace health risks through implementing
appropriate health surveillance and health care programs.
Provide arrangements for auditing Company Management Systems and
Workplace and Process Controls, to ensure identification of
opportunities for improvement and allocation of cost-effective
corrective action and Company resources.
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NORTHLAND ENERGY SERVICES (U.K.) Ltd
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Author: Roy McIntosh Page 13 of 38 Approved By: Simon Peach
The Vice President, Eastern Hemisphere has executive
responsibility for health, safety and environmental protection
within NES (UK) Ltd. However, this responsibility is delegated
throughout all sections of the company, Management, every employee
and Company contractors and all visitors to Company premises and
sites Safety is Everyones Responsibility.
4.0 HOURS OF WORK
Normal hours of work are as follows: - At the normal base of
employment: Great Yarmouth Base 08.30 12.30 and 13.30 17.00 There
is no overtime entitlement should these working hours be exceeded.
Hours of work on Operations away from normal base, offshore and
onshore, will be determined by the clients shift patterns and
personnel will be notified after being assigned.
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NORTHLAND ENERGY SERVICES (U.K.) Ltd
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Author: Roy McIntosh Page 14 of 38 Approved By: Simon Peach
5.0 LEAVE
5.1 ANNUAL LEAVE
Annual leave entitlement for operational field staff is as
follows: - Annual leave is also considered as Compensatory
Leave.
Personnel on rotation do not have any annual leave entitlement.
4 weeks (30 calendar days) per annum. For service periods of less
than one year, leave will be calculated at 2.5 days per month of
completed service. No more than 21 days leave may be taken at any
single time. The minimum period to be taken must be in excess of 4
days. No annual leave is to be taken between 15th December and 15th
January. Staff must request leave dates as early as possible and no
later than 1 month before, unless operations permit, and agreed
dates are subject to management approval. The Operations Manager
will co-ordinate the leave plans of field staff to avoid
overlapping. Extended periods of offshore work may be required by
employees in order to honour leave arrangements for colleagues
during peaks of activity. Every effort will be made to respect
leave plans but due to operational requirements it may be necessary
to alter or defer leave arrangements. Compensation for annual leave
booked but deferred because of operational requirements will be one
extra day for each day of annual leave deferred. Unused leave is
not normally carried over at year-end. However at the discretion of
the Vice President a maximum of 10 days can be carried forward, but
must be used within the first quarter of the following year.
5.2 COMPENSATORY LEAVE
Operational field staff are entitled to compensatory leave in
addition to annual leave as follows: - For periods of work
offshore, when offshore bonus is payable, and for periods of work
onshore outside the UK when onshore bonus is payable, each 2 days
worked will accrue 1 days leave (2/1). Compensatory leave may only
be taken with the prior authorisation of the Operations
Manager.
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NORTHLAND ENERGY SERVICES (U.K.) Ltd
Issue Date: 01.07.2001 Issue No:REV 1 Document Ref: Personnel
Manual
Author: Roy McIntosh Page 15 of 38 Approved By: Simon Peach
When on Compensatory leave, staff are required to advise their
Operations Manager of their contact point and to make themselves
available for work (i.e. contactable) on each of the compensatory
leave days. It is essential that compensatory leave is taken at the
first opportunity and during periods of low activity, and employees
may be directed to do so by their Manager. At the Companys
discretion, large accruals of 2/1 leave may be liquidated by cash
payment at the request of the employee and/or at the option of the
Company but only according to the following rules: -
! Total accrual must exceed 40 days. ! Cash liquidation will not
reduce the accrual to less than 30 days. ! Cash liquidation will be
paid at basic salary levels prevailing at the date on which the
leave was earned and will be paid on a straight day basis, i.e.
1 days pay for 1 days leave.
! No more than two such liquidations will be allowed in any one
calendar year. ! Any negative compensatory leave days at year-end
will be offset by annual leave
balance. ! Liquidations can only occur in the second half of the
year.
5.3 LEAVE GENERAL
All leave payments will be made at the current basic annual
salary rates. New employees cannot take annual leave until six
months Company service has been completed unless previously agreed
at interview. An employee, whose employment is terminated for any
reason other than summary dismissal for serious misconduct, will be
paid for salary in lieu of leave calculated at the pro-rata rates
indicated in the foregoing. Deductions will of course be made for
leave already taken during the year. No pay in lieu of leave will
be made to an employee summarily dismissed for serious
misconduct.
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NORTHLAND ENERGY SERVICES (U.K.) Ltd
Issue Date: 01.07.2001 Issue No:REV 1 Document Ref: Personnel
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Author: Roy McIntosh Page 16 of 38 Approved By: Simon Peach
5.4 NATIONAL HOLIDAYS
National holidays are not applicable to field staff. If field
staff are required to work on 25th, 26th December or 1st January
(one days leave in lieu will be given for each day worked in
addition to 2/1 leave earned.
5.5 COMPASSIONATE LEAVE
An employee who is absent from work on compassionate grounds is
not entitled to any remuneration from the Company for the period of
absence. However, in deserving circumstances such as the death or
serious illness of a direct relative, the Company, at its
discretion, will grant paid leave. Direct relatives are defined, as
wife/husband, either of their parents or their dependants, or in
the case of an unmarried employee, their mother or father. Payment
in respect of such compassionate leave will be confined to basic
salary and will not include offshore, onshore or any other
operating or special bonus.
5.6 JURY SERVICE
Special leave without pay will be granted, to any employee
required to attend a Court of Law for jury service or as a witness,
or to attend a statutory tribunal as a witness. A claim for loss of
earnings in these cases may be made to the Court Authorities.
5.7 PUBLIC DUTIES
Employees are entitled to reasonable unpaid leave to serve on
certain public and statutory bodies as defined in the Employment
Rights Act 1996. This right is subject to the reasonable
requirement of the Company that its works shall not be interrupted
unnecessarily.
Permission is required as to the times and dates of leave, once
an overall amount has been approved.
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NORTHLAND ENERGY SERVICES (U.K.) Ltd
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5.8 LEAVE OF ABSENCE
In exceptional circumstances, the Company may grant an employee
unpaid leave of absence for a limited period. If granted, during
the period of absence, no vacation rights will accrue.
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NORTHLAND ENERGY SERVICES (U.K.) Ltd
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6.0 COMPENSATION
6.1 GENERAL
The Companys objective is to pay each employee according to the
value of his job, in fair comparison with those of similar
concerns, and according to the quality of his performance, in an
equitable manner that will provide incentive for improvement and
progress. A salary is established for each recognised level of job
value and is adjusted periodically to recognise changes in industry
earning levels and/or to ensure that it compares fairly with those
of similar concerns.
6.2 PAYMENT OF SALARY
Employees salaries together with any other payments due will be
paid directly to employees bank accounts monthly, normally on the
last working day of the month. Salary deductions will be made for
Income Tax, National Insurance, and pension contributions and for
other purposes approved by the Company and authorised by the
employee. Employees will receive a monthly statement showing
details of salary deductions and any discrepancies should be
brought to the attention of the finance department within one
month.
6.3 STANDBY TIME
There will no compensation for standby periods, employees are to
be available for work 24 hours a day 7 days a week unless annual
leave has been previously booked and approved.
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NORTHLAND ENERGY SERVICES (U.K.) Ltd
Issue Date: 01.07.2001 Issue No:REV 1 Document Ref: Personnel
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Author: Roy McIntosh Page 19 of 38 Approved By: Simon Peach
6.4 BONUSES OFFSHORE, ONSHORE AND SPECIAL
Offshore, Onshore and Special Bonuses are payable to operations
field staff in accordance with the charge rates listed in 13.3.
Operational staff are on 24 hour call and when offshore may be
required to work very long hours, sometimes in excess of 12 hours
per day. Additionally, assignments vary considerably in length from
1 or 2 days to 35 days without relief. Bonus rates reflect this
unpredictability. Bonuses are due when personnel are charged to the
customer, travel and maintenance periods at overseas locations.
Personnel required to attend Client meetings or perform duties
above their current grade will at the discretion of their manager
be eligible to one half days bonus payable at the lowest bonus rate
for their current grade.
If 25th or 26th December or 1st January is worked and bonuses
are applicable, a supplementary bonus equal to the applicable basic
rate bonus will be paid. On other National Holidays, bonuses will
be paid at standard rate. Operational bonuses are payable for the
following eventualities:
a) Offshore Operations invoiced to client. b) Onshore Operations
invoiced to client. c) Overseas Operations Travel days d) Overseas
Operations Maintenance days
6.5 MAINTENANCE /INTERNATIONAL TRAVEL BONUS
Maintenance/travel bonus is payable for the following
eventualities.
a) On the job training (not on charge to clients) at site of
onshore or offshore operation, not including courses at Northland
base or elsewhere.
b) Performing equipment maintenance and work at Northland base
other that individuals home base.
c) At a client wellsite not during operation phase. d) Standby
and travel days before or after international operation while away
from
home base.
6.6 OVERSEAS ROTATIONAL BONUS PAYMENTS
Personnel working on rotation overseas will be paid bonus at the
same rates as shown in the table 13.3 with the following
exceptions. Personnel will receive 10 days minimum bonus per month
whether invoiced to a client or not. If an excess of twenty days
per month are worked which are invoiced to a client the bonus will
be paid for every day invoiced to the client.
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NORTHLAND ENERGY SERVICES (U.K.) Ltd
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6.7 SPECIAL BONUSES
6.7.1 Training Course Bonus Payable to supervisors & UBD
engineers running approved training courses at
locations and NES base. Applicable for training of both
Northland and customer personnel. Payable at the lower bonus rate
for Supervisors.
6.7.2 General No operating bonuses are payable for any work
carried out at NES UK base e.g.
report writing, whether or not invoiced to the client, pre job
preparation or post job maintenance.
6.7.3 Service completion bonus Senior Field Staff & UBD
Engineers An amount of the Senior Supervisors bonus will be
withheld and made payable on
satisfactorily completion of the following reporting (see table
13.3)
! EOW report finalised and accepted by client and archived !
Operational Equipment report ! Equipment refurbishment report !
Crew appraisals ! Lessons learned and recommendations ! Stock
change reports received weekly for job duration ! Complete end of
job stock check.
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7.0 EXPENSES
7.1 MEAL AND TRAVEL ALLOWANCE
Whilst travelling on Company business, accommodation will be
reimbursed at actual cost if this has not been arranged by the
company. A daily allowance will be reimbursed at 20.00 per day,
which has been agreed with the local Inland Revenue. The total for
any 24-hour period will not exceed 20.00 and will be reduced by
3.00 when bed and breakfast accommodation is supplied. The daily
allowance covers all meals, laundry and incidental expenses. Claims
for meals/drinks/monies etc against receipts or on hotel bills are
not permitted. The above allowances only will be payable. Where the
Company or it customer provides accommodation with meals
subsistence will not be payable.
7.2 TRAVEL
All travel arrangements will be organised at the operations home
base and will be approved by the relevant department manager or
V.P. The standard of air travel when authorised by the Company will
be by the most appropriate and economical fares on scheduled air
services. Higher standards of air travel may only be used, at the
discretion of and with the authorisation of Management, where
special circumstances such as operational emergencies warrant. When
air travel is not authorised, travel to and from assignments is by
public road or rail transport (or where unavailable by taxi), and
hire cars, other means of private transport will only be reimbursed
if authorised and approved in advance by Management.
7.3 ENTERTAINMENT EXPENSES
The Company will reimburse entertainment expenses incurred in an
effort to improve customer relations. Management must approve such
expenses in advance, and the relevant expense claims must specify
purpose and identify guest(s)
7.4 CREDIT CARDS
Company Credit Cards are not provided. Staff required to travel
abroad and in other special circumstances may obtain Credit Card
facilities privately and charge the annual Credit Card fee
(standard cards only) to the company where this card will be wholly
used for company business, with prior Management approval.
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7.5 COMPANY CARS
Company vehicles are not provided for personal use.
7.6 PRIVATE CARS
From time to time employees may be authorised by Management to
use their own private cars on Company business in which case a
mileage charge may be claimed by the employee in accordance with
the scale set out in Appendix 13.2. No other expense is claimable
in respect of this.
7.7 HIRE CARS
Cars may only be hired in accordance with 13.2 (Hire Car Grades)
at company expense, authorised and approved in advance by
management.
7.8 TELEPHONES
Business calls made on personal mobiles while at locations will
be reimbursed. All other calls will be for the individuals account.
Copies of itemised British Telecom bills or equivalent telephone
companies must support expense claims in respect of telephones
calls. When on company business at client wellsites a telephone
allowance of 5.00 per week is payable. This allowance requires
receipts or telephone cards to be produced when claiming.
7.9 RELOCATION ALLOWANCE
It is not anticipated that this will be relevant to Eastern
Hemisphere operations at this time. Should this become a need it
will be dealt with on a case-by-case basis.
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7.10 EXPENSES GENERAL
The procedure for claiming back reimbursable expenses is to
enter them on the appropriate Company expense form and to submit
the form, together with relevant receipts attached, either to the
appropriate base offices or to head Office as directed, on a
monthly basis. Expense claims must be submitted in a timely manner
for prompt payment and to ensure that the client is recharged where
applicable. All expense claims must be in excess of 50.00 to reduce
administration costs in processing the claim and be submitted
within 60 days of the expenditure, claims made after this time will
not be accepted. Typical allowable expenses include:
! Passport renewal ! Mileage ! Business telephone call
(Itemised) ! Taxis when used in respect of business ! Fuel charges
for company hire cars
7.11 EXPENSES TAXATION
By Inland Revenue ruling the Company is obligated to declare for
tax purposes individuals expenses whether directly paid by the
Company or reimbursed by the Company. Where individual claims are
made for tax relief on expenses, such claims are a private matter
between the individual and the tax authorities and the Company
cannot become directly involved.
7.12 FOREIGN CURRENCY Any expense incurred for currency exchange
is for the employees account. Rates of exchange to be used when
claiming expenses incurred during overseas assignments will be that
as stated on the Oanda website. The site can be visited at
www.oanda.com
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8.0 BENEFITS
8.1 PENSION PLAN AND DEATH BENEFIT SCHEME
On successful completion of your probationary period you will be
entitled to join the Companys group personal pension plan, which is
voluntary. The company will match the employees contribution up to
an agreed maximum; the maximum amount may vary over time. The
company also operates a life assurance scheme for employees. The
benefit will be paid to your dependants in the unfortunate event of
your death whilst employed by Northland Energy Services (U.K.) Ltd.
The amount of benefit will be equal to four times your annual basic
salary. You will automatically become a member of the scheme on
successful completion of your probationary period.
8.2 BUSINESS TRAVEL AND ACCIDENT INSURANCE
To assist you in emergency cases where you need medical cover
and you are away from the office on company business, we have
arranged with Cega Emergency Service a special service for you to
use. It is available 24 hours a day to provide practical help and
assistance. If an accident occurs or you have any medical problems
whilst away call Cega Emergency Service From the UK 01243 621060
Outside the UK 44 1243 621060 Fax 01243 773169 You should therefore
ensure you carry details of these numbers with you whilst you are
away from the office in case you need medical attention. The
Northland insurance policy is with GAN insurance company and our
policy number is 8096H00765.
8.3 DISCIPLINARY PROCEDURE
8.3.1 INTRODUCTION
This document details the procedure that would be followed in
the event of it proving necessary to take action of a disciplinary
nature against employees. The intention is that potential
disciplinary cases be dealt with at an early stage with a view to
resolving problems as quickly and fairly as possible. The Employer
wishes to emphasise and encourage improvements in individual
conduct.
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8.3.2 PROCEDURE
The procedural steps set out below are a guide and will not be
followed in full in every case. The point at which the procedure is
entered or the omission of any of the stages will depend entirely
on the seriousness of the offence. Thus, a series of minor offences
or a repetition of one such offence may involve the entire
procedure whilst a more serious offence may well call for a final
warning. Gross misconduct will lead to instant dismissal. It should
be recognised that informal admonitions given by an employees
superior are part of their working relationship and are outside the
limit of disciplinary procedure.
8.3.3 OFFENCES OTHER THAN GROSS MISCONDUCT
8.3.3.1 Verbal Warning (For Minor Offences) In case of minor
offences the employee will
be given a formal verbal warning. 8.3.3.2 First Written Warning
(For Repeated Minor Offences or a More Serious Offence) If
a more serious offence occurs or another minor offence occurs
after the issue of a formal verbal warning the employee will be
given a first written warning.
8.3.3.3 Final Written Warning (For Repeated Minor Offences and
Very Serious Offences) If
another offence occurs after the issue of a first written
warning or if there is an action which the Employer considers very
serious offence a final written warning will be given to the
employee.
8.3.3.4 Dismissal is regarded as the ultimate step and in cases
other than gross misconduct
will take place where the employee on a former occasion has been
issued with a final written warning in respect of a similar matter
or other cause of complaint.
8.3.3.5 Where a decision to dismiss has been taken the employee
will be informed that he
will receive a formal written notice of this decision, together
with a clear statement of the reasons for dismissal.
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8.3.4 PROCEDURE APPROPRIATE AT EACH STAGE
8.3.4.1 At each stage the complaint against the employee shall
be notified to the employee
and he shall be interviewed and give the opportunity to state
his case. He shall be told that he can be accompanied by a friend
or fellow employees of his choice. At every stage the employee
shall be informed of:
8.3.4.2 His/her alleged shortcoming/misdemeanour 8.3.4.3 What in
the view of the Employer needs to be done by way of improvement.
8.3.4.4 The period of time during which such improvement is to be
shown (this period must
be reasonable and take into account the nature of the
improvement which is to be carried out).
8.3.4.5 If any assistance or training is to be provided this
will be detailed in writing after any
stage within the procedure. If a verbal warning is given then
the written record of this warning will be made in the employees
file.
8.3.4.6 As each warning is given by the employer and the
employee shall agree (or in default
of the agreement between the employer and the employee, the
Employer shall specify), the period of time to be allowed for
improvement not only to be achieved but also to be sustained.
8.3.5 OFFENCES INVOLVING GROSS MISCONDUCT
8.3.5.1 The Employer will summarily dismiss any employee who he
considers to be guilty of
gross misconduct.
8.3.5.2 Before any disciplinary action is taken the employee
shall be interviewed and informed of the allegations against him
and the employees to be given ample opportunity to state his case.
He shall be told that he can be accompanied by a friend or fellow
employee of his choice. When a decision in respect of the matter
has been made the employee will be informed and where this decision
is to dismiss the employee will be informed that he will receive
formal written notice of this decision.
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8.3.6 SUSPENSION
At each stage the Employer reserves the right to suspend the
employee without pay for a period not exceeding three days, for a
longer period with pay should further suspension be necessary in
circumstances where:
8.3.6.1 The action complained of requires the immediate removal
of the employee from their place of work pending a decision
concerning any disciplinary action to be taken and/or
8.3.6.2 The action complained of/alleged requires investigation
and it is considered by the
Employer that is undesirable for the employee to remain on
duty.
8.3.7 APPEALS
The employee has a right to appeal against any disciplinary
action taken against him. The wish to appeal should be notified in
written to the Vice President of the Eastern Hemisphere and shall
be heard whenever possible within 24 hours of the disciplinary
plenary interview. In cases where the disciplinary action has been
taken by the Vice President of the Eastern Hemisphere then no
appeal can be made, but he will review his decision as if it were
an appeal if so requested. Unless the appeal is made within five
days of the interview, it will be assumed the employee accepts the
disciplinary action taken.
8.3.8 DISCIPLINARY RULES
The disciplinary rules set our hereunder are provided to
indicate the standards of performance and behaviour at work which
can reasonably be expected from employees. It is impossible to list
all possible acts of indiscipline which could occur in any
employment, and it should therefore be noted that the rules
indicated below are not exhaustive and can serve only as a
guide.
8.3.9 Gross Misconduct
Except in trivial cases which will be treated as misdemeanours
the following are examples of actions which constitute gross
misconduct and will lead to summary dismissal:
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8.3.9.1 Refusal to carry out reasonable instructions from a
superior.
8.3.9.2 Theft, either from the Employer, its employees, clients,
customers or agents, including the unauthorised possession of any
of the Employers goods, materials, products or produce.
8.3.9.3 Fraud: any deliberate falsification of records or any
deliberate attempt to defraud the
Employer or fellow employees. Fraud can include falsification of
time sheets, travel claims, self-certification forms, etc.
8.3.9.4 Violence: any fighting or violence involving any fellow
employee or any other
person which takes place on the Employers premises or while on
the Employers business.
8.3.9.5 Indecency which is related to employment with the
Employer.
8.3.9.6 Deliberate damage to Employers property, or to the
property of fellow employees.
8.3.9.7 Intoxication on the Employers premises or the bringing
of intoxicants or illegal
drugs on to the Employers premises at any time.
8.3.9.8 Gross carelessness or negligence: including any action
or failure to act which threatens the health or safety of any
fellow employee or member of the public including any disregard of
safety rules which jeopardises the safety of those on the Employers
premises.
8.3.9.9 Failure to comply with the provisions of the Employers
Safety Policy.
8.3.9.10 Failure to observe the confidential nature of
information concerning the Employer
and the Employers clients
8.3.9.11 Any conduct which does or may bring the Employers
business into disrepute.
8.3.9.12 Breach of contract of employment: any fundamental
breach of contract which renders continuation of employment
impossible including failure to meet statute related
provisions.
8.3.9.13 Sleeping on duty.
8.3.9.14 Harassment of other members of staff or of others,
whether the harassment is sexual,
racial or of any other kind.
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8.3.9.15 Discrimination against other members of staff,
applicants for employment or others
which is on the grounds of sex, marital status, race, colour,
religion, ethnic origin, nationality or disability or any other
serious breach or nonobservance of the Employers Equal
Opportunities Policy or Code of Practice.
8.3.9.16 Obtaining unauthorised access to, making unauthorised
use of or making
unauthorised amendments to information on computers, computer
software or computer hardware.
8.3.10 Misdemeanours
The following are examples of action which may be regarded as
action warranting disciplinary action amounting to less than
summary dismissal, and for which dismissal may be appropriate if
corrective action is not taken after the issue of a written
warning
8.3.10.1 Unauthorised absence: including unauthorised
absenteeism or unauthorised absence from the work place.
8.3.10.2 Poor standard of work; or inadequate attention to
work.
8.3.10.3 Poor timekeeping or attendance: every member of staff
is required to give constant
and regular attendance within the terms of their contract of
employment.
8.3.10.4 Provocative, abusive or truculent behaviour.
8.3.10.5 Sexist or racist conduct or behaviour of any kind.
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9.0 ALCOHOL AND DRUG POLICY
All pre-employment medicals will include procedures for testing
for the presence of drugs and/or alcohol in the appropriate manner.
Employees are prohibited to be under the influence of alcohol
and/or drugs. Or be in possession of alcohol, drugs or any
controlled substances and are forbidden to distribute, purchase or
sell any of these items or substances during working time, or
during periods when it is likely that they will be called upon for
work. Employees are advised that if necessary the Company reserves
the right to search possessions, lockers, baggage and quarters of
any person subject to this policy on premises owned or controlled
by the Company or clients of the Company. Any employee who fails to
co-operate with any such search will be removed from the premises
and will not be permitted to return, pending further investigation.
The Company at its discretion reserves the right to request that
employees undergo random drug/alcohol test as required. Any
employee who refuses to participate in medical evaluation for
alcohol or drug testing or tests positive for the presence of
alcohol or any controlled substance will not permitted to perform
any work or service on Company premises or business. Any employee
who is unfit to work as a result of alcohol or drug use will be
immediately removed from their place or work and will never again
work on Company business or premises as an employee of the
Northland Energy Corporation.
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10.0 COMPANY PERSONNEL DRIVING POLICY
The following are guidelines, which must be adhered to by anyone
driving or travelling in a Company vehicle or Company leased
vehicle. Employees are those employed directly by the Company or
other personnel operating under the Companys instruction -
otherwise referred to below as person," individual or driver.
1) Any person driving a Company vehicle or Company leased
vehicle will do this with due care and attention as if it was their
own property - any person found abusing Company or Company leased
property may be subject to disciplinary action.
2) Any person driving a Company or Company leased vehicle will
leave it in a fit state to allow subsequent drivers to use the
vehicle without hindrance. Any vehicle will be delivered back to
Great Yarmouth Base with fuel in it (not empty) allowing subsequent
re use.
3) Vehicles, which have their own fuel cards are to be returned
to the Yard Admin Assistant after refuelling and all receipts are
to be logged in the envelope with each vehicle. Mileage should be
annotated on any receipts.
4) Such vehicles or fuel are only to be used on Company business
unless agreed otherwise by Management.
5) Only fuel obtained from a regular service station will be
used (on site red industrial diesel will not be used).
6) No employee will tamper with any speed limiting or statutory
devices, such as Tacographs, fitted to any Company or Company
leased vehicle. Any resulting prosecution against an individual
will be the individual's responsibility.
7) A Company approved service outlet will only carry out
servicing of any vehicle. Emergency repairs in the field must be
reported to Great Yarmouth Base. Avoidable damage to vehicles may
be for the individuals, not Company account, at the discretion of
the company Insurers.
8) Where a vehicle is used outside the immediate Great Yarmouth
area (10 miles) a mileage logbook is provided. This will be filled
in and signed on a daily basis by each employee using the vehicle.
The logbook should also be used for noting any servicing/repair
requirements. Additionally these should be reported to the Great
Yarmouth base.
9) Hazardous goods may only be transported by Company vehicles
when a driver is available with the applicable ADR qualifications
(When such a person is not available, all such goods should be
transported by Third Party Contractors with the applicable
documentation).
10) All employees will observe all applicable local and client
site traffic laws, regulations and speed limits in all vehicles.
Any violation of these laws/speed limits, etc., where prosecution
or client disciplinary action occurs, is the individual's
responsibility and no assistance can be expected from the Company.
Reckless and dangerous driving will not be tolerated.
11) Any Parking Tickets/Fines will be for individual, not
Company, account. Any resulting conviction, disqualification or ban
can affect the individual's employment with the Company where
driving is a term or condition of employment.
12) All employees driving Company vehicles are required to lodge
copies of their U.K and, where applicable, International driving
licenses with Great Yarmouth base. Until the Company has received a
copy of the license and/or notification of points,
disqualifications, etc, an employee is not permitted to drive a
Company vehicle.
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13) Any accident of whatever nature, will be reported to Great
Yarmouth Base and an Accident Report Form (obtainable from Great
Yarmouth Base) will be filled in by the individual concerned and
forwarded to Great Yarmouth Base as soon as possible. 14) No
employee may be in control of a Company owned or leased vehicle
whilst under the influence of Alcohol or any substance likely to
impair safe driving ability. Any person violating the above will be
subject to instant dismissal pending a disciplinary hearing. 15)
Mobile telephones, or other radio communications devices, shall not
be used whilst
the vehicle is in motion unless fitted with hands free
operation. 16) As a matter of personal safety, any person driving a
Company vehicle is expected to
observe the following: Only authorised and/or designated drivers
shall drive vehicles. A walk around is to be carried out before
driving any vehicle to check tyres (including
spares), lights, indicators, horn, wipers, mirrors, fluid
levels, etc. Adequate supplies of emergency provisions must be
maintained, e.g., first aid kit,
drinking water and means of communications. A vehicle will not
be driven with any warning lights showing on the dashboard. Before
reversing, a clear path must be confirmed by the driver. Any load
in vans/trucks will be adequately secured to prevent loss or
shifting. On open
backed vehicles the necessary ropage/securing devices should be
fitted. Passengers are not to be carried on the back of open backed
vehicles. Seat belts shall be worn at all times.
17) Personnel should take regular breaks from driving on long
journeys, i.e. 15 mins break every 2 hours driving.
18) Private vehicle users Company personnel that use their own
private vehicles on Company business shall observe the following
before using their vehicles: A copy of their current motor vehicle
insurance, which includes cover for business use,
shall be provided to the Company. (Note: the Company shall pay a
mileage allowance at current Inland Revenue rates to cover fuel,
additional business use insurance cover and general wear and
tear).
A copy of the vehicles current MOT Certificate shall be
provided. The general provisions of sections 10 17 above shall be
complied with. Personnel should take regular breaks from driving on
long journeys, i.e., 15 min.s
break every 2 hours driving. Smoking is not permitted in leased
vehicles at any time.
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19) For Field Based Operatives, i.e., those driving/travelling
within foreign countries and between remote locations, such as
dessert based rig sites, the following must be observed:
Drivers must follow all local Journey Management Program
requirements for provision of passenger numbers and names, checking
in with Journey Management Controllers at designated travel points
and, adhering strictly to driving time limits.
No driving must be undertaken outside of city/town limits after
dark. Drivers must ensure provision of emergency supplies and means
of communication
whilst driving between remote locations. In field journeys,
regardless of duration, must be only undertaken in compliance
with
Journey Management requirements. 20) Smoking is not permitted in
leased vehicles at any time.
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11.0 PERSONAL COMPUTERS & SOFTWARE
The Company licenses the use of computer software from a variety
of outside companies. Northland does not own this software or its
related documentation and, unless authorised by the software
developer, does not have the right to reproduce it. With regards to
use on local area networks or on multiple machines, Northland
employees shall use the software only in accordance with the
licence agreement. Employees learning of any misuse of software or
related documentation within the organisation shall notify their
manager, the Operations Support Manager or the Personnel Manager.
According to UK copyright law, persons involved in the illegal
reproduction of software can be subject to unlimited civil damages
and to criminal penalties, including fines and imprisonment. The
Company does not condone the illegal duplication of software, and
any employee who makes, acquires or uses unauthorised copies of
computer software will be disciplined as appropriate under the
circumstances. Subject to the Companys disciplinary procedures,
this may include termination of employment. Employees must not use
unauthorised software on Company personal computers. This
particularly applies to computer games that may be carriers of
computer viruses. Failure to comply with this requirement will be
regarded as a serious disciplinary offence up to and including
termination. The Internet is a powerful business tool that can
provide a great deal of useful information. Unfortunately, it can
also be a distraction from productive work time when browsing
non-business related sites and sending inappropriate email in
additional to creating a legal liability for the Company. In an
effort to clarify our position on the use of the Internet and
Email, while utilising Precision owned computer systems, the
following applies. The display or transmission of sexually-explicit
images, messages or cartoons, or any transmission, that contains
ethnic slurs, racial epithets, or anything that may be construed as
harassment or disparagement of others based on their race, national
origin, sex, sexual orientation, age, disability, religious or
political beliefs is not permitted at any time. Precisions Email
and Internet usage policies will be enforced with zero tolerance.
If, through the course of managing our technical resources, issues
come to our attention and depending on the seriousness of the
incident, disciplinary action can include termination of employment
for just cause without notice or severance in lieu of notice.
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If you do receive any of the inappropriate material mentioned
above via Email, it is your responsibility to immediately delete
the message from your system and not to forward to anyone else.
The Company has the right and capability to monitor Internet
browsing and Email usage by each user on the system. Be responsible
for using Precision's Information Systems in an effective, ethical,
and lawful manner. Individual users are responsible for their own
actions and for any outcome attributable to those actions.
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12.0 APPENDICES
12.1 MILEAGE RATES Motor cars and vans Up to 10,000 business
miles 40p per mile Over 10,000 business miles 25p per mile Motor
cycles 24p per mile Bicycles 20p per mile
12.2 HIRE CAR GRADES
The grade of hire car which employees may use in approved
circumstances is as follows:- Grade Classification Group All
Personnel Group C
Any upgrade requested will be for the employees account unless
otherwise approved by your Manager. (Upgrades given by the Hire
Company should not incur any cost).
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12.3 BONUS RATES 2001 EASTERN HEMISPHERE OPERATIONS
Grade Title UBD &
International
Onshore UK Well Testing
Travel & Maintenance
12 UBD Engineer 160.00 N/A 65.00
11 Project Coordinator 140.00** 100.00** 65.00
10 Senior Supervisor 130.00** 100.00** 65.00
9 Supervisor 110.00 90.00 55.00
8 Supervisor 110.00 90.00 55.00
7 Senior Operator 100.00 80.00 50.00
6 Senior Operator 100.00 80.00 50.00
5 Operator 90.00 75.00 45.00
4 Operator 80.00 65.00 40.00
3 Assistant Operator 70.00 55.00 35.00
2 Assistant Operator 60.00 45.00 30.00
1 Trainee Operator 50.00 35.00 25.00
Field staff on rotation will be paid 10 bonus days per month at
the applicable rate. Any days invoiced to a client in excess of 20
days per month will be paid at the rates in the above table. ** To
encourage timely and efficient reporting 20.00 per day will be
withheld from the Senior Supervisors bonus until such times that
all reporting has been satisfactorily completed.
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12.4 GEOGRAPHICAL COEFFICIENT
The following table shows the Geographical Coefficient (GC) to
be applied to the bonus rate. The GC is payable from the time of
start of each assignment. The GC will be subject to change and
review at regular intervals.
Country/Region Multiplier (GC)
EU Countries, Scandinavia & North America 1.00
Eastern Europe 1.15 Former Soviet Union (FSU) 1.25 North Africa
1.15 Algeria, Libya 1.50 Middle East 1.15 Iran, Iraq, Yemen 1.50
Saudi Arabia 1.25 Far East 1.15 Vietnam, China, Burma & certain
areas of Indonesia 1.50
e.g. Supervisors bonus for working in Libya on UBD project.
130.00 x 1.5 = 195.00 Countries or areas not in this list will be
assigned as required.
1.0INTRODUCTION4INTRODUCTIONGENERAL CONDITIONS OF
EMPLOYMENTRECRUITMENTJOININGUndergo a medical examination
(including chest x-ray where necessary) carried out by a Company
appointed doctor. Employment is conditional upon the examinees
standard of health being acceptable to the Company.Provide a
curriculum vita.Provide satisfactory references from previous
employers and/or the details of one or more referees whom the
Company may approach.Provide details of his/her bank account for
salary payment.Provide income tax form P45 relating to previous
employment.Provide Company with his/her National Insurance
Number.Be in possession of a valid passport.Be in possession of a
valid driving licence.Sign a contract of employment.Each new
employee will be provided with a Statement of Terms and Conditions
of his/her employment.
CLASSIFICATIONEMPLOYEES ON ROTATIONWorking period will be 30
days on/30 days offHoliday entitlement is forfeited.There will be
no days off accrual.Travel days will be in time off period, 50%
travel bonus applicable.
GENERALAVAILABILITYTRAININGAPPRAISALSPROMOTIONEQUAL
OPPORTUNITIESGENERAL OBLIGATIONSObey all lawful orders given by the
Company or any person duly authorised by the Company, use their
best endeavours to promote the interest of the company, devote
their entire time and attention to their duties and not engage in
any other business.Regularly, promptly and fully report to the
Company or to any person duly authorised by the Company to receive
such reports as to the performance of their duties and as to the
business and affairs of the Company, which may come to their
knowledge.Ensure that their passport, driving licence, survival and
medical documents (including required vaccinations) are at all
times current.
INVENTIONS AND PATENTSOUTSIDE ACTIVITIES OF EMPLOYEESCOMPANY
INFORMATIONTERMINATION OF EMPLOYMENTREPAYMENT OF MONIESSICKNESS OR
INJURYPRIVATE MEDICAL TREATMENT
COMPANY HEALTH, SAFETY & ENVIRONMENTAL POLICY STATEMENT
2001HOURS OF WORKLEAVEANNUAL LEAVECOMPENSATORY LEAVELEAVE
GENERALNATIONAL HOLIDAYSCOMPASSIONATE LEAVEJURY SERVICEPUBLIC
DUTIESLEAVE OF ABSENCE
COMPENSATIONGENERALPAYMENT OF SALARYSTANDBY TIMEBONUSES
OFFSHORE, ONSHORE AND SPECIALMAINTENANCE /INTERNATIONAL TRAVEL
BONUSOVERSEAS ROTATIONAL BONUS PAYMENTSSPECIAL BONUSESTraining
Course BonusGeneralService completion bonus Senior Field Staff
& UBD Engineers
EXPENSESMEAL AND TRAVEL ALLOWANCETRAVELENTERTAINMENT
EXPENSESCREDIT CARDSCOMPANY CARSPRIVATE CARSHIRE
CARSTELEPHONESRELOCATION ALLOWANCEEXPENSES GENERALEXPENSES
TAXATIONFOREIGN CURRENCY
BENEFITSPENSION PLAN AND DEATH BENEFIT SCHEMEBUSINESS TRAVEL AND
ACCIDENT INSURANCEDISCIPLINARY
PROCEDUREINTRODUCTIONPROCEDUREOFFENCES OTHER THAN GROSS
MISCONDUCTVerbal Warning (For Minor Offences) In case of minor
offences the employee will be given a formal verbal warning.First
Written Warning (For Repeated Minor Offences or a More Serious
Offence) If a more serious offence occurs or another minor offence
occurs after the issue of a formal verbal warning the employee will
be given a first written warning.Final Written Warning (For
Repeated Minor Offences and Very Serious Offences) If another
offence occurs after the issue of a first written warning or if
there is an action which the Employer considers very serious
offence a final written warning will beDismissal is regarded as the
ultimate step and in cases other than gross misconduct will take
place where the employee on a former occasion has been issued with
a final written warning in respect of a similar matter or other
cause of complaint.Where a decision to dismiss has been taken the
employee will be informed that he will receive a formal written
notice of this decision, together with a clear statement of the
reasons for dismissal.
PROCEDURE APPROPRIATE AT EACH STAGEAt each stage the complaint
against the employee shall be notified to the employee and he shall
be interviewed and give the opportunity to state his case. He shall
be told that he can be accompanied by a friend or fellow employees
of his choice. At everHis/her alleged shortcoming/misdemeanourWhat
in the view of the Employer needs to be done by way of
improvement.The period of time during which such improvement is to
be shown (this period must be reasonable and take into account the
nature of the improvement which is to be carried out).If any
assistance or training is to be provided this will be detailed in
writing after any stage within the procedure. If a verbal warning
is given then the written record of this warning will be made in
the employees file.As each warning is given by the employer and the
employee shall agree (or in default of the agreement between the
employer and the employee, the Employer shall specify), the period
of time to be allowed for improvement not only to be achieved but
also to
OFFENCES INVOLVING GROSS MISCONDUCTThe Employer will summarily
dismiss any employee who he considers to be guilty of gross
misconduct.Before any disciplinary action is taken the employee
shall be interviewed and informed of the allegations against him
and the employees to be given ample opportunity to state his case.
He shall be told that he can be accompanied by a friend or fellow
emp
SUSPENSIONThe action complained of requires the immediate
removal of the employee from their place of work pending a decision
concerning any disciplinary action to be taken and/orThe action
complained of/alleged requires investigation and it is considered
by the Employer that is undesirable for the employee to remain on
duty.
APPEALSDISCIPLINARY RULESGross MisconductRefusal to carry out
reasonable instructions from a superior.Theft, either from the
Employer, its employees, clients, customers or agents, including
the unauthorised possession of any of the Employers goods,
materials, products or produce.Fraud: any deliberate falsification
of records or any deliberate attempt to defraud the Employer or
fellow employees. Fraud can include falsification of time sheets,
travel claims, self-certification forms, etc.Violence: any fighting
or violence involving any fellow employee or any other person which
takes place on the Employers premises or while on the Employers
business.Indecency which is related to employment with the
Employer.Deliberate damage to Employers property, or to the
property of fellow employees.Intoxication on the Employers premises
or the bringing of intoxicants or illegal drugs on to the Employers
premises at any time.Gross carelessness or negligence: including
any action or failure to act which threatens the health or safety
of any fellow employee or member of the public including any
disregard of safety rules which jeopardises the safety of those on
the Employers pFailure to comply with the provisions of the
Employers Safety Policy.Failure to observe the confidential nature
of information concerning the Employer and the Employers clientsAny
conduct which does or may bring the Employers business into
disrepute.Breach of contract of employment: any fundamental breach
of contract which renders continuation of employment impossible
including failure to meet statute related provisions.Sleeping on
duty.Harassment of other members of staff or of others, whether the
harassment is sexual, racial or of any other kind.Discrimination
against other members of staff, applicants for employment or others
which is on the grounds of sex, marital status, race, colour,
religion, ethnic origin, nationality or disability or any other
serious breach or nonobservance of the EmploObtaining unauthorised
access to, making unauthorised use of or making unauthorised
amendments to information on computers, computer software or
computer hardware.
MisdemeanoursUnauthorised absence: including unauthorised
absenteeism or unauthorised absence from the work place.Poor
standard of work; or inadequate attention to work.Poor timekeeping
or attendance: every member of staff is required to give constant
and regular attendance within the terms of their contract of
employment.Provocative, abusive or truculent behaviour.Sexist or
racist conduct or behaviour of any kind.
ALCOHOL AND DRUG POLICYCOMPANY PERSONNEL DRIVING POLICYPERSONAL
COMPUTERS & SOFTWAREAPPENDICESMILEAGE RATESHIRE CAR GRADESBONUS
RATES 2001EASTERN HEMISPHERE OPERATIONSGEOGRAPHICAL COEFFICIENT