NSG Sebastian Janusz Szych - Contract of Employment - fully signed 22.05.2017

SAVE OFFLINE

22 May 2017 PRIVATE & CONFIDENTIAL Mr Sebastian Janusz Szych Lesmaina 13/2 70-786 Szczecin Poland Dear Mr Szych Contract of Employment & Seafarer’s Employment Agreement North Star (Guernsey) Ltd Following your recruitment process and offer of a position with North Star (Guernsey) Ltd please find enclosed with this letter:   

A copy of your contract of employment, and A copy of a Seafarers Employment Agreement (SEA) information about Workplace Pensions

You should ensure that you read these documents carefully and in order to complete the SEA and contract of employment, you MUST fill in the following fields personally:    

seafarers place of birth (town and country), place where SEA entered into (town and country at the time you sign it), and date when SEA entered into (the date you sign it) date and sign the contract of employment

Please ensure that you print a copy of the SEA and contract of employment and carry a copy with you onboard. If you are interested in joining the trade union, Unite, please follow this link to join up. You can also find additional information about Unite through this website: http://www.unitetheunion.org/growing-ourunion/joinunite/ I appreciate your timely assistance in ensuring the SEA and contract of employment are signed by return as we require receipt of this documentation for our records prior to your first trip in line with legal requirements under the Maritime Labour Convention (MLC). The Company offers a facility to access your payslips and P60’s via a secure internet website replacing the paper form posted to you. Should you wish to access your payslips online, please email Tilly Snell [email protected] with your consent. You will receive your registration details on your first salary payment. If you decide not to take up this option at this time, you are welcome to contact Tilly at a later date. We welcome you to North Star (Guernsey) Ltd and look forward to working with you. Yours sincerely NORTH STAR (GUERNSEY) LTD

RACHEL ALLER AUTHORISED SIGNATORY Encs.

North Star (Guernsey) Limited P.O. Box 287, 4th Floor, West Wing, Trafalgar Court, Admiral Park St Peter Port, Guernsey, GY1 3RL Tel: 01481 750417 Fax: 01481 740937 Registered in Guernsey: 51691

ERRV NORTH STAR (GUERNSEY) LIMITED TERMS AND CONDITIONS OF EMPLOYMENT FOR MASTERS, OFFICERS AND RATINGS

Name of Employee:

Sebastian Janusz Szych

(referred to below as “you”) a)

Date when employment commenced:

22 May 2017

b)

Date when continuous employment commenced:

c)

You will be employed as:

Deckhand

d)

Current rate of salary:

£21,956.00

(e)

Place for repatriation:

Berlin

22 May 2017

-----------------------------------------------------------------------------------------------------------------------------

The following terms and conditions shall constitute your Contract of employment with North Star (Guernsey) Limited of 4th Floor, West Wing, Trafalgar Court, Admiral Park, St Peter Port, Guernsey (“the Company”). 1.

AGREEMENT

1.1

The terms and conditions for Masters, Officers and Ratings have been ratified and endorsed by UNITE the union, in accordance with the Agreement between UNITE and the Company, a copy of which is contained at Appendix C.

2.

APPOINTMENT AND RANK

2.1

You are employed to serve on vessels owned, operated or managed by North Star Shipping (Aberdeen) Limited as directed by the Company.

2.2

Your first six months of service or the first six months following promotion to a higher rank shall be subject to a probationary period which must include three months’ sea service. If you do not perform your duties to the Company’s satisfaction during the probationary period, the Company may decide to terminate the Contract or demote you to your previous rank.

ERRV 2.3

You agree to serve in a higher or lower rank (without loss of earnings) at any time to suit the contingencies of the service including transfers between vessels.

2.4

It is your sole responsibility to ensure that you are in possession of valid and current certificates (including an ENG1) to enable you to carry out the duties for which you have been employed by the Company.

3.

SALARY

3.1

Your normal basic salary is set out on the first page of this Contract. Salaries are subject to annual review and are collectively agreed with the Union. Your salary includes all remuneration for overtime and any additional duties reasonably required of you by the Company.

3.2

Your salary is paid in equal monthly instalments in arrears into the bank account nominated by you. Details are provided by salary slip sent to your home address.

3.3

You may allocate a proportion of your salary to be paid direct to a family member. If you wish to do so, you must notify the Company by completing a salary allotment form.

3.4

The Company is entitled to make deductions from your salary for income tax, national insurance contributions and in respect of any sums you may owe to the Company at any time (such as costs arising under Clauses 11.4, 14.2, 14.3 and 20.2), and you consent to such deductions.

4.

PENSION

4.1

The Company will comply with the employer pension duties in so far as they apply to you in accordance with Part 1 of the Pensions Act 2008.

5.

HOURS OF WORK AND DUTIES

5.1

Your normal working hours are 84 per week minimum as per instruction and operational requirements.

2

ERRV 5.2

The Master may at his sole discretion grant time off to all or part of his crew complement as may be dictated by the operational requirements of the vessel.

5.3

All crew agree to perform duties in both deck and engine departments. You will be given appropriate training in areas that may be unfamiliar to you and you agree to operate shipboard cranes if you are required and are considered competent to do so. However, it is recognised that where deck ratings are required to work in the engine room or viceversa, that work will not be manufactured for work’s sake.

5.4

In allocating duties outside specific areas of expertise, the Master/onboard management will take into account your experience, training, qualifications and in particular hours already worked and future work programme.

6.

TOURS OF DUTY

6.1

Tours of duty on vessels, so far as predictable, will be maintained as per table below (subject to operational constraints): SBV’s PSV’s PSV’s ROV Support

6.2

NW European Continental Shelf NW European Continental Shelf Outwith NW European Continental Shelf Any Area

30 days 30 days 42 days 28/42 days

Outside the North West European area, your service period may be extended to 8 weeks dependant on operational requirements and period of deployment of the vessel.

6.3

The Company will make every reasonable effort to ensure tours of duty do not exceed the agreed length. However, the Company may change tours of duty to meet a client’s particular requirements or the Company’s operational needs and you agree to work such tours of duty as are reasonably required of you.

3

ERRV

6.4

When joining a vessel to sail, you must report on time as directed, change into working gear and commence work under the direction of the Master. You will not commence your leave until your appointed relief has arrived onboard and the Master has given his permission for you to leave the vessel.

6.5

When joining a vessel to sail, you must have in your possession your passport and all necessary certification (originals, not copies), and submit these to the Master.

7.

LEAVE ENTITLEMENT

7.1

Any tour of duty will normally be followed by an equal period of leave. You will accrue leave at the rate of one day’s leave for every working day served onboard (a “working day” being the period from midnight to midnight). You will accrue half a day’s leave on the day of joining and half a day’s leave on the day of leaving the vessel. Your accrued leave will also compensate for all bank, public and local holidays.

7.2

The leave year runs from 1st May to 30th April. Your annual entitlement to paid leave will be subject to a minimum of 38 days, which shall include all statutory entitlement. For the avoidance of doubt the 38 days is included in your normal work/leave cycle.

7.3

You may build outstanding leave entitlement from time to time. Reconciliation of days worked and leave accrual will be calculated on a two-yearly basis, usually in July.

7.4

Leave can only be taken when authorised by the Master or accredited representative of the Company and is normally co-ordinated by the Crewing Department on behalf of the Company. If you wish to take leave outside your normal leave cycle, you must give notice to the Master and the Crewing Department in advance of at least one tour of duty before the time you wish to take this leave.

7.5

You may be required to undertake training during periods of leave, in accordance with Clause 11.

7.6

Time spent travelling to or from a vessel within the North West European Shelf (NWES), will neither utilise nor accrue leave.

7.7

If you travel beyond the NWES the Company will review your travel time and may agree to remunerate a certain accrual on a two-yearly basis, usually in July.

4

ERRV 7.8

If you are required to return home or held at home due to non-availability of a vessel, you will utilise any accrued leave until no entitlement exists, and for any subsequent days you will neither utilise nor accrue leave.

7.9

If you are repatriated during a tour of duty due to illness or injury, the day you are signed unfit for work will be your final leave-earning day. The travel time for repatriation, and the period you spend on sickness absence, will neither utilise nor accrue leave.

8

LEAVE TRAVEL

8.1

The Company will arrange and pay for the most practical and economical means of travel to and from the vessel from the nearest airport/bus/rail station, depending on the “place for repatriation” as specified on the front page of this Contract. The Company’s Expenses Guidelines (as amended from time to time) will include details of your entitlements and are kept on the vessel.

8.2

It is your responsibility to ensure that you arrive at the airport/bus/rail station in time for departure.

9

ABSENCE FROM WORK

9.1

If you are sick and unable to report for your normal crew change, you must advise the Company by contacting the Crewing Department at the earliest practicable opportunity, and normally at least 4 days in advance of your crew change date.

9.2

You must also keep the Crewing Department regularly informed of the expected duration of unavailability for work due to sickness/injury, your continued progress and the date on which you expect to be fit for return to work.

9.3

You must submit a doctor’s certificate in respect of any period of sickness in excess of 7 days, and thereafter at weekly intervals or at the expiry of the certificate.

9.4

From the date of entry into force of the UK law implementing the Maritime Labour Convention 2006, if you are unfit for work due to an illness or injury and subject to the conditions in clause 9.5 below, you may have a statutory entitlement to sick pay at the rate set by the applicable UK law for a period of up to 16 weeks.

5

ERRV 9.5

You will not be entitled to payment of sick pay if (a) the injury occurred while you were not at work, (b) the injury or illness was incurred due to your wilful misconduct (for example, contravention of safe working practices), or (c) the illness or injury existed on the date when you entered into the Seafarer’s Employment Agreement and you deliberately concealed this illness or injury.

9.6

You must adhere to the Company’s policy on sickness absence management, as amended from time to time. Failure to do so may lead to forfeiture of any entitlement to sick pay and may also result in disciplinary action.

10

MEDICAL REQUIREMENTS

10.1

Your appointment and your continued employment are subject to having attained and holding a current ENG1 or equivalent STCW Certificate. For renewal of your certificate, you must ensure that the medical appointment takes place in the first two weeks of your leave so that the renewal is obtained well in advance of the date you are due to join the vessel.

10.2

You are responsible for ensuring that your Medical Certificates are valid at all times. You must carry and be in possession of your original medical certification, along with all other required papers, and you must submit your certification to the Master on joining the vessel.

10.3

You shall undergo a medical examination by the Company Medical Advisors, or a Medical Practitioner approved by them, when requested to do so by the Company. Drugs and alcohol screening may form part of such an examination and you expressly agree to participate in drugs and/or alcohol screening.

10.4

The

Company

will

pay

or

reimburse

you

for

the

cost

of

work

related

Inoculations/Vaccinations. 10.5

The Company shall cover the cost of emergency medical and dental treatment in the UK and abroad required by you during a tour of duty. This shall include the costs of surgical, medical, dental or optical treatment and the repair or replacement of any medical appliance.

10.6

You shall be entitled to seek non-urgent medical or dental attention ashore where this is reasonably practicable.

10.7

All routine medical treatment e.g. eye tests, dental appointments, etc. should be scheduled to coincide with your shore leave so as to avoid interference with your tours of duty.

6

ERRV

10.8

If you have been prescribed medication by your doctor, you must notify the Company of this by informing the Crewing Department prior to your departure to sea and complete the medical form kept onboard by the Master.

11

TRAINING

11.1

You agree to undertake specific training to Flag State and / or Marine and Coast Guard Agency and / or OPITO mandatory standards and any other relevant and required course(s) (Internal or External), which may be required in compliance with STCW requirements and the requirements of North Star Shipping (Aberdeen) Ltd. You will receive normal salary during time spent on training, and training will normally be undertaken during periods of leave subject always to you receiving a minimum period of 38 clear days each year for paid annual leave, in accordance with clause 7.2.

11.2

Where the Company requires you to undertake such training and determines the course of training, education centre, mode of travel and type of accommodation, the Company will be responsible for all costs reasonably and necessarily incurred.

11.3

During any periods of such training, you shall continue to be an employee of the Company and thereby subject to all other terms and conditions of employment.

11.4

In the event the Company has incurred course fees and expenses in respect of mandatory training such as STCW basic training, and training leading to an enhancement of your current qualifications or to a superior Certificate of Competence, and you resign or are dismissed from the Company’s employment (except by reason of redundancy) within 24 months of completion of the training course, you shall reimburse the Company for the training course fees incurred by the Company to the extent of 1/24th for each month or part month remaining of that 24 month period. You agree (in accordance with s13 Employment Rights Act 1996) to an appropriate deduction from salary for such reimbursement and to repay any remaining balance.

11.5

All employees are encouraged to develop their professional skills and qualifications. If you are interested in pursuing any form of further education or training, you should notify the Company outlining the type of training in which you are interested.

7

ERRV

12

COMPASSIONATE LEAVE

12.1

Up to 7 days paid compassionate leave may be taken following the death of a close relative, defined as parent, guardian, spouse, child or sibling.

13

TERMINATION OF EMPLOYMENT

13.1

If you wish to terminate your employment you must give the Company a minimum of one month’s notice in writing.

13.2

The Company may terminate your employment by a minimum of one month’s notice in writing. If your length of continuous service is five years or more, the notice from the Company shall be one week for each complete year of service, up to a maximum of 12 weeks.

13.3

If you commit an act of gross misconduct or breach your contract of employment, the Company shall be entitled to terminate your employment without notice.

13.4

If you are unavailable for work, and for a period of three months following you make no attempt to contact the Company (either directly or via the Crewing Department) or to respond to the Company’s attempts to contact you, then your conduct will be taken as confirmation that you have terminated your employment with the Company as at the end of that three month period.

14

PROTECTIVE CLOTHING

14.1

The Company will provide personal protective equipment as described in the vessel’s Integrated Management System. Failure to utilise this equipment as required may result in disciplinary action.

14.2

Safety equipment and protective clothing provided by the Company must be worn as required by the Company. All articles of such clothing will remain the property of the Company. If not returned in fair condition, fair wear and tear accepted, then you may be charged at an amount equal to the cost value.

14.3

PPE is issued to you annually. It is your responsibility to look after and account for this equipment.

In the event that this equipment is lost or left on board the vessel, any

replacement PPE may be charged to you unless the loss was a result of Company action.

8

ERRV

15

DISCIPLINE

15.1

You must adhere to the Company’s Code of Conduct and Disciplinary Procedure. The current version is included in Appendix A to this Contract. It does not form part of your contract of employment and may be subject to change from time to time. You also agree to be bound by the Merchant Navy Code of Conduct, as amended from time to time.

15.2

The Company reserves the right to suspend you in order to investigate any disciplinary process.

16

GRIEVANCES

16.1

You should follow the Company’s Grievance Procedure. The current version is included in Appendix B to this Contract. This does not form part of your contract of employment and may be subject to change from time to time.

17

STANDING INSTRUCTIONS – POLICIES

17.1

You must read and strictly abide by the Policy Statements and Procedures issued by the owners or operators of the vessel and/or issued by the client and in particular all matters relating to Health, Safety and the Environment, Drug and Alcohol Abuse, and Information and Communications Technology.

17.2

It is your duty to take reasonable care to preserve your own health and safety and to protect other persons who may be affected by your actions. If you are involved in any accident or dangerous occurrence at sea, you must report this immediately to the Master and to the Company. Every accident causing injury, however minor, must be reported accurately and in writing.

17.3

You are required to strictly observe all rules regarding smoking on the Vessel. Smoking at sea is normally prohibited except in designated areas. If you are found smoking in a nonsmoking area, this will be dealt with as a disciplinary offence.

17.4

It is strictly forbidden to have any weapon on the Vessel. “Weapon” in this context will include, but is not limited to, all firearms and knives. Any breach may be regarded as gross misconduct and lead to summary dismissal from the Company.

9

ERRV 18

ALCOHOL AND SUBSTANCE ABUSE POLICY

18.1

You must abide by the Company’s Alcohol and Substance Abuse Policy as amended from time to time and contained in the vessel’s Integrated Management System, and subject to any additional requirements set by a client.

18.2

Any employee found in possession of, or under the influence of, alcohol or drugs whilst at sea, or at the point of embarkation, will be liable to summary dismissal from the Company.

18.3

It is a condition of employment that you agree to undergo alcohol and/or drug testing. This may involve pre-employment screening, routine and random testing both onshore and offshore, and screening of employees who have been injured whilst working at sea. The Company, North Star Shipping (Aberdeen) Ltd and Crewing Services (Aberdeen) Ltd all have the right to undertake searches of the vessel, crew change transport, baggage etc. at any time, and it is your duty to co-operate with such searches.

19

GENERAL PROVISIONS

19.1

You must notify the Company of any change to personal circumstances, e.g. change of address, next of kin, etc, by contacting the Crewing Department.

19.2

Whilst living onboard the vessel, your accommodation and meals will be provided to you without charge. The Company will also, when necessary due to the timing of crewchanges, provide you with suitable overnight accommodation at the embarkation or disembarkation point. This will be on a bed and breakfast basis.

19.3

It is your sole responsibility to obtain a valid full passport and ensure it is maintained up to date. Passports must always be carried when travelling at sea.

19.4

If you wish to engage in any other employment whilst you are employed by the Company, you should first seek the Company’s written permission.

20.

REPATRIATION

20.1

You will be entitled to repatriation if your employment is terminated by the Company or if you terminate your employment in accordance with this Contract, or if you are unable to carry out your duties or cannot be expected to carry them out in the circumstances specified in your

10

ERRV Seafarer Employment Agreement. Your place for repatriation will be as set out in the first page of this Contract.

20.2

Where you have been dismissed on disciplinary grounds or have breached this Contract, the Company shall be entitled to recover the cost of your repatriation by means of a deduction from your salary and you consent to such deduction.

21.

GOVERNING LAW

21.1

This Contract shall be governed by the law of Scotland.

Signed for and on behalf of the Company by its duly authorised signatory as follows:-

Signature:

{{_es_:signer2:signature}} Nicolette Addlesee Nicolette Addlesee (May 22, 2017)

Full Name:

{{_es_:signer2:fullname}} Nicolette Addlesee

Date of Signature:

{{_es_:signer2:date}} May 22, 2017

Place of Signature:

Guernsey

Signed by the Employee as follows:-

Signature

{{_es_:signer1:signature}} Sebastian Szych Sebastian Szych (May 22, 2017)

Date of Signature:

{{_es_:signer1:date}} May 22, 2017

Place of Signature:

{{Szczecin, *_es_:signer1:prefill Poland

}}

11

ERRV APPENDIX A NORTH STAR (GUERNSEY) LIMITED CODE OF CONDUCT AND DISCIPLINARY PROCEDURE BACKGROUND AND PURPOSE 1.

INTRODUCTION

1.1

Seafaring is a civilian occupation which imposes on seafarers certain demands not found in land-based jobs. Seafarers are often required to spend both their working and leisure hours in the confined environment of a ship with the same individuals. This can make seafarers more susceptible to the stresses of everyday life than those working ashore. In this environment, the need for discipline and good behaviour is particularly important.

1.2

This document sets out disciplinary rules, reflecting the standards of behaviour generally to be expected of all seafarers. It closely follows the Code of Conduct for the Merchant Navy, and it has been endorsed by UNITE the Union.

1.3

Observing this Code and the disciplinary rules within it will make seafaring a better and more rewarding job for all those involved and will help to secure the safety of everybody aboard. Disciplinary procedures should not be viewed primarily as a means of imposing sanctions – they are designed to emphasise and encourage improvements in individual conduct.

2.

CONDUCT IN EMERGENCIES

2.1

In any emergency or other situation in which the safety of the ship or of any person on board or the marine environment is at stake, the Master and Officers are entitled to look for immediate and unquestioning obedience of orders. There can be no exceptions to this rule. Failure to comply will be treated as among the most serious of breaches of discipline and may also warrant prosecution under the provisions of the Merchant Shipping Acts.

3.

CONDUCT IN SITUATIONS OTHER THAN EMERGENCIES

3.1

This paragraph sets out some broad general guidance on everyday conduct. (a)

Punctuality is very important both for the efficient operation of the ship and to avoid putting extra work on others. This is true of joining the vessel at the time appointed, returning from shore leave, reporting for watch-keeping duty and all other work. Absence at the time of sailing, in particular, may seriously delay the ship or even prevent her sailing until a replacement is found.

(b)

Duties. Every seafarer should carry out their duties efficiently to the best of their ability. Seafarers should be told clearly what their duties are and to whom they are responsible for carrying them out; if in doubt, they should ask. Seafarers must also obey reasonable commands and instructions.

12

ERRV (c)

Treatment of accommodation. The ship is both a seafarer’s place of work and home. Therefore both personal and shared facilities and accommodation should be used appropriately with consideration for others.

(d)

Behaviour towards others. A person’s anti-social behaviour can be a nuisance to others on board. In extreme circumstances, it can also place the ship and the crew at risk of danger. Such behaviour includes but is not limited to excessive noise, abusive language, harassment, bullying, aggressive attitudes and offensive personal habits. Seafarers should also be considerate towards those who need to sleep whilst others are awake.

(e)

Bullying or harassment of colleagues will not be tolerated. Bullying is offensive, intimidating, malicious or insulting behaviour that can make a person feel vulnerable, undermined or threatened. Examples of bullying include: shouting at, being sarcastic towards, ridiculing or demeaning others; physical or psychological threats; ignoring or shunning or deliberately excluding someone. Harassment is any unwanted physical, verbal or non-verbal conduct which has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Examples of harassment include: unwanted physical conduct, including brushing past someone or invading their personal space; unwelcome sexual advances or suggestive behaviour (which the harasser may perceive as harmless); sending or displaying material that is pornographic or that some people may find offensive (including e-mails, text messages, video clips, images and comments posted on the internet); offensive or intimidating comments or gestures, or insensitive jokes or pranks; mocking, mimicking or belittling a person's disability; racist, sexist, homophobic or ageist jokes or derogatory or stereotypical remarks; outing or threatening to out someone as gay or lesbian. Bullying or harassment of colleagues is unacceptable whether it occurs onboard or off the vessel and outside working hours, including through means such as social media.

(f)

Compliance with company rules and procedures. Any person on board a ship must abide by the applicable company-specific rules and procedures. These include but are not limited to rules and procedures relating to alcohol, smoking, drugs, offensive weapons, unauthorised persons or possessions or cargo, the environment, health and safety, harassment or bullying, criminal or fraudulent activity and IT systems and use of social media. These rules may be set by the owner or operator of the vessel, contained in the vessel’s Integrated Management System, set by your employer, and set by the client.

4.

DEALING WITH BREACHES OF DISCIPLINE

4.1

A procedure for dealing with breaches of disciplinary rules must be backed by appropriate sanctions. These may range, according to the seriousness of the breach, from informal warnings for the most minor breaches, through various grades of warnings, to dismissal from the ship and employment. Where seafarers are subject to the general law of the United Kingdom and, for certain offences prejudicial to the safety of the ship or those on board, there remains a liability to prosecution under Section 58 of the Merchant Shipping Act 1995.

13

ERRV DISCIPLINARY RULES 5.

GROSS MISCONDUCT

5.1

Acts of gross misconduct may lead to dismissal from the ship either immediately or at the end of the voyage and to dismissal from employment without notice or payment in lieu of notice. Acts of gross misconduct include: (a)

assault (including threatening behaviour)

(b)

wilful damage to the ship or any property on board

(c)

theft (including attempted theft) or possession of stolen property

(d)

fraud, forgery or other dishonesty

(e)

possession of offensive weapons

(f)

persistent or wilful failure to perform duty

(g)

unlawful possession or distribution of drugs

(h)

conduct endangering the ship, persons or cargo on board, or the marine environment

(i)

combination with others at sea to impede the progress of the voyage or navigation of the ship

(j)

disobedience of a lawful order

(k)

to be asleep on duty or fail to remain on duty, if such conduct would prejudice the safety of the ship, persons or cargo on board, or the marine environment

(l)

breach of company rules and procedures relating to alcohol, drugs or smoking

(m)

breach of company rules and procedures relating to use of information and communications technology, including use of social media

(n)

failure to report to work without satisfactory reason or absence from place of duty or from the ship without leave

(o)

interference with the work of others

(p)

behaviour which seriously detracts from the safe and/or efficient working of the ship

(q)

conduct of a sexual nature, or other conduct based on sex affecting the dignity of women and men which is unwanted, unreasonable or offensive to the recipient

(r)

behaviour which seriously detracts from the social well-being of any other person on board, including but not limited to bullying, harassment, intimidation and coercion

(s)

possession onboard of offensive or obscene material that could be considered illegal under the standards of UK law

(t)

causing or permitting unauthorised cargo, possessions or persons to be on board the ship or in parts of the ship where prohibited

(u)

smuggling of any nature or breach of Customs’ regulations, including but not limited to contraband, stowaways or refugees

14

ERRV (v)

demanding and/or receiving any commission or any other favour or benefit from any passenger, customer or supplier

(w)

deliberate misuse of a harbour pass or personal identity card

(x)

victimising a fellow seafarer who has made a complaint under the MLC On-Board Complaints Procedure, the Grievance Procedure, or any other complaints procedure

(y)

bringing the Company, the owner or operator of the vessel or any client into serious disrepute

(z)

commission of less serious misconduct after a warning has been issued.

5.2

This list is intended as a guide and is not exhaustive.

6.

LESS SERIOUS MISCONDUCT

6.1

The following are examples of misconduct which will normally be dealt with under the Disciplinary Procedure and may result in a sanction such as an informal warning, a written or a final written warning:

6.2

(a)

minor breaches of the seafarer’s contract of employment

(b)

minor acts of negligence, neglect of duty or disobedience

(c)

unsatisfactory work performance

(d)

poor time keeping

(e)

stopping work before the authorised time

(f)

offensive or disorderly behaviour.

This list is intended as a guide and is not exhaustive.

DISCIPLINARY PROCEDURE 7.

IMMEDIATE SUSPENSION

7.1

In serious cases the Master may suspend a seafarer from duties and take such action to preserve the safety of the ship, persons or cargo on board, or the marine environment, as he considers appropriate. In such cases the Master may require for the seafarer to be disembarked and repatriated as soon as practicable and may then make recommendations for disciplinary action.

8.

INITIAL MEETING/INFORMAL WARNING

8.1

A seafarer who is alleged to have breached the disciplinary rules will be called to a meeting with the Master.

8.2

At the meeting the seafarer will be told of the alleged breach, given the opportunity to give his/her explanation and say whether or not s/he admits it.

15

ERRV 8.3

If the Master is satisfied that no further action is called for or that the breach needs no more than an Informal Warning, s/he will proceed accordingly and the matter will then be regarded as resolved.

8.4

If the Master decides that formal action is required the seafarer will be advised accordingly. In the discretion of the Master, the seafarer may be suspended from duty.

9.

FORMAL ACTION

9.1

An Officer or the Master will investigate the allegation. Written statements may be taken from material witnesses. The investigation should be completed without undue delay.

9.2

If, following the investigation, the Master concludes that no further action is called for, or that the breach needs no more than an informal warning, s/he will proceed accordingly and the matter will then be regarded as resolved.

9.3

If the Master concludes that formal disciplinary action is called for, the Master will undertake a disciplinary hearing. In certain circumstances, a representative of the employer will undertake a disciplinary hearing ashore.

9.4

The seafarer will be given written notice of the disciplinary hearing. This will include any relevant statements or documents and specify: (a)

date, time and place of the hearing;

(b)

the conduct allegedly committed;

(c)

the potential penalty if a breach of discipline is substantiated; and

(d)

the seafarer’s right to be accompanied.

10.

THE DISCIPLINARY HEARING

10.1

At the hearing the seafarer may:

10.2

(a)

be accompanied at the hearing by a work colleague, or trade union official if available;

(b)

call relevant witnesses;

(c)

question witnesses on their evidence;

(d)

make any statement or comments on the evidence, the conduct allegedly committed, and the appropriate penalty if the breach of discipline is substantiated.

At any hearing the seafarer will be invited to say whether or not s/he admits the alleged breach of discipline. (a)

If s/he admits it, the hearing will move to consideration of penalty.

(b)

If s/he does not admit it, the hearing will consider relevant evidence including any presented by the seafarer.

16

ERRV 10.3

After the hearing the person conducting it will give his/her determination. S/he will say whether or not s/he finds a breach or breaches of discipline to have occurred and, if so, specify the breach or breaches and the appropriate penalty.

10.4

The seafarer will be given written notification of the outcome of the hearing and the reasons for the decision as soon as practicable following the hearing, and notification of the right to appeal. The seafarer should be told how long any warning will remain current.

11.

DISMISSAL FROM THE SHIP

11.1

Dismissal from the ship will not operate to terminate employment. A disciplinary hearing will be conducted in accordance with paragraph 10. The seafarer will be suspended pending the hearing. Suspension will normally be on pay, but may exceptionally be off pay where the offence is absenteeism or if the seafarer unreasonably delays the hearing.

12.

APPEALS

12.1

The seafarer may appeal against any disciplinary decision except an informal warning.

12.2

Any appeal must be made in writing without delay. An appeal may be ruled out of time if made later than seven working days after the seafarer receives written notification of the disciplinary decision.

12.3

The seafarer’s written notification of the appeal must detail all the grounds on which it is brought.

12.4

On appeal it will be for the seafarer to show that the disciplinary decision was inappropriate.

12.5

Where appropriate, an appeal hearing will be convened. The seafarer will be given written notice specifying: (a)

Date, time and place of the appeal hearing

(b)

The seafarer’s right to be accompanied by a work colleague or trade union official.

12.6

The outcome of the appeal and the reasons for the decision will be confirmed in writing as soon as practicable after the hearing.

12.7

The decision on appeal may confirm the original disciplinary decision, revoke it or substitute a different disciplinary penalty.

13.

DISCIPLINARY PENALTIES

13.1

The usual penalties for misconduct are set out below. These penalties may also be applied to cases of poor performance.

13.2

First written warning. A first written warning will usually be appropriate for a first act of misconduct where there are no other active written warnings on the seafarer’s disciplinary record.

17

ERRV 13.3

13.4

Final written warning. A final written warning will usually be appropriate for: (a)

misconduct where there is already an active written warning on the seafarer’s disciplinary record; or

(b)

misconduct that is considered sufficiently serious to warrant a final written warning even though there are no other active warnings on the seafarer’s disciplinary record.

Dismissal. Dismissal will usually only be appropriate for: (a)

misconduct during the seafarer’s probation period;

(b)

further misconduct where there is an active final written warning on the seafarer’s disciplinary record; or

(c)

any gross misconduct regardless of whether there are active warnings on the seafarer’s disciplinary record. Gross misconduct will usually result in immediate dismissal without notice or payment in lieu of notice (summary dismissal). Examples of gross misconduct are set out in paragraph 5 above.

13.5

Alternatives to dismissal. In some cases, at the employer’s discretion, alternatives to dismissal may be considered. These will usually be accompanied by a final written warning. Examples include demotion or transfer to another vessel.

14.

THE EFFECT OF WARNINGS

14.1

Written warnings will set out the nature of the misconduct, the change in behaviour required, the period for which the warning will remain active, and the likely consequences of further misconduct in that active period.

14.2

A first written warning will usually remain active for six months and a final written warning will usually remain active for 12 months. In cases verging on gross misconduct, a final written warning may state that it will remain active indefinitely. The seafarer’s conduct may be reviewed at the end of a warning's active period and if it has not improved sufficiently the active period of the warning may be extended.

14.3

After the active period, the warning will remain permanently on the seafarer’s personnel file but will not be used for “totting up” purposes in deciding the outcome of future disciplinary proceedings, although it may be considered as a relevant circumstance.

18

ERRV APPENDIX B NORTH STAR (GUERNSEY) LIMITED GRIEVANCE PROCEDURE

1.

USING THIS GRIEVANCE PROCEDURE

1.1

This procedure provides the route for dealing fairly and properly with problems or complaints relating to your employment. Issues that may cause grievances include: (a)

terms and conditions of employment;

(b)

working relationships;

(c)

bullying and harassment;

(d)

working practices and working environment;

(e)

organisational change; and

(f)

discrimination.

1.2

This Grievance Procedure should not be used to complain about dismissal or disciplinary action. If you are dissatisfied with any disciplinary action taken against you, you should appeal under the Disciplinary Procedure.

1.3

This Grievance Procedure should not be used to complain about an alleged breach of the Maritime Labour Convention 2006. For this type of complaint, you should use the shipowner’s On-board Complaints Procedure. A copy of the On-board Complaints Procedure will be available on the vessel and a copy will also be provided to you along with your Seafarer Employment Agreement.

1.4

You should use this Grievance Procedure if your complaint relates to alleged illegal or unethical activities, wrongdoing or malpractice (“a whistle-blowing complaint”). We aim to achieve a culture of openness and accountability and we encourage employees to report suspected wrongdoing as soon as possible and to feel confident that their concerns will be taken seriously and investigated appropriately. Employees who raise genuine concerns in good faith will be supported and protected from any detrimental treatment and we will not tolerate retaliatory behaviour against them.

1.5

This procedure has been implemented following consultation with UNITE, the union recognised as representing all Masters, Officers and Ratings.

1.6

This procedure does not form part of your contract of employment. It may be amended at any time and we may depart from it depending on the circumstances of any case.

2.

RAISING GRIEVANCES INFORMALLY Most grievances can be resolved quickly and informally through discussion with your immediate superior. If you feel unable to speak to that person, for example, because the

19

ERRV complaint concerns him or her, then you should speak informally to a more senior officer. If this does not resolve the issue, you should follow the formal procedure below. 3.

FORMAL WRITTEN GRIEVANCES

3.1

If your grievance cannot be resolved informally you should put it in writing using the form attached to this Procedure and submit it to the Master. If your grievance concerns the Master, you should submit it to the Crewing Department instead. In such cases, the Crewing Department will take the steps set out in paragraph 4 in place of the Master.

3.2

In some cases it may be necessary to carry out an investigation into your grievance. The amount of any investigation required will depend on the nature of the complaint, and may involve interviewing and taking statements from you and any witnesses, and/or reviewing documents. In order to investigate properly, we will require your full and prompt cooperation.

4.

GRIEVANCE MEETINGS

4.1

The Master will hold a grievance meeting with you, as soon as reasonably practicable after receiving the written grievance and undertaking any necessary investigation. You have a right to bring a companion to the meeting (see paragraph 6).

4.2

The purpose of the grievance meeting is to enable you to explain your grievance and how you think it should be resolved, and to assist the Master to reach a decision based on what you have said and the available evidence.

4.3

It may be necessary to adjourn the grievance meeting in order to carry out further investigations. If so, the grievance meeting will be reconvened at a later date without unreasonable delay.

4.4

The Master will inform you in writing of the outcome of your grievance and advise you of your right of appeal.

5.

APPEALS

5.1

If the grievance has not been resolved to your satisfaction you may appeal in writing using the form attached to this Procedure and sending it to the Directors of North Star (Guernsey) Ltd, within 7 days of your receipt of the grievance decision.

5.2

We will hold an appeal meeting as soon as reasonably practicable after receiving your written appeal and will aim to do this before you are due to rejoin the vessel. The appeal meeting will be dealt with impartially by a senior manager appointed by the Directors of North Star (Guernsey) Ltd or personally by one of the Directors. You have a right to bring a companion to the meeting (see paragraph 6).

5.3

We will confirm our final decision in writing, as soon as reasonably practicable after the appeal hearing. This is the end of the procedure and there is no further appeal.

20

ERRV 6.

RIGHT TO BE ACCOMPANIED

6.1

You may bring a companion to any grievance meeting or appeal meeting under this Procedure. The companion may be either a trade union representative or a colleague. You must tell the person holding the grievance or appeal meeting who your chosen companion is, in good time before the meeting.

6.2

At the meeting, your companion may make representations and ask questions, but should not answer questions on your behalf. You may talk privately with them at any time during the meeting.

6.3

Acting as a companion is voluntary and your colleagues are under no obligation to do so. If they agree to do so they will be allowed reasonable time off from duties without loss of pay to act as a companion.

6.4

If your choice of companion is unreasonable we may ask you to choose someone else, for example: (a)

if in our opinion your companion may have a conflict of interest or may prejudice the meeting; or

(b)

if your companion is unavailable at the time a meeting is scheduled and will not be available for more than five working days afterwards.

21

ERRV FORMAL WRITTEN GRIEVANCE Your Name: Your Rank: Vessel: What is the nature of your complaint? (please include any relevant facts, dates, and names of individuals involved)

What is your preferred outcome?

Signature: Date:

22

ERRV WRITTEN APPEAL FOR GRIEVANCE Your Name: Your Rank: Vessel: What are the reasons for your appeal? (e.g. explain why you are dissatisfied with the decision and why you think it should be challenged)

What is your preferred outcome?

Signature: Date:

23

THIS IS A “SEAFARER EMPLOYMENT AGREEMENT” PROVIDED IN ACCORDANCE WITH THE MARITIME LABOUR CONVENTION 2006 Seafarer’s full name:

Mr Sebastian Janusz Szych

Shipowner’s name:

North Star Shipping (Aberdeen) Limited

Seafarer’s date of birth:

09 June 1989

Shipowner’s address:

12 Queens Road Aberdeen AB15 4ZT Scotland UK

Seafarer’s place of birth:

{{*placeofbirth_es_:signer1}} Gryfice

Employer’s name:

North Star (Guernsey) Limited

Seafarer’s address:

Lesmaina 13/2 70-786 Szczecin Poland

Employer’s address:

4th Floor West Wing Trafalgar Court Admiral Park St Peter Port Guernsey

Place for repatriation: (insert place name and country)

Berlin

Means of transport for repatriation to that place: (insert means of transport)

Most appropriate (e.g. train or plane)

Signature of Seafarer:

{{_es_:signer1:signature}}

Signature of Shipowner or Shipowner’s representative: (state position held)

{{_es_:signer2:signature}} Nicolette Addlesee

Date when SEA entered into:

{{_es_:signer2:date}} May 22, 2017

(town and country)

Sebastian Szych

Sebastian Szych (May 22, 2017)

Place where SEA entered into:

{{Szczecin, *_es_:signer1:prefill Poland

}}

{{Plane*_es_:signer1:prefill

}}

Nicolette Addlesee (May 22, 2017)

Director

(town and country) The Shipowner hereby guarantees to the Seafarer that in the event of the Employer failing to meet its obligations to the Seafarer insofar as they relate to matters specified in clauses 2 – 13 below, the Shipowner shall undertake to meet those obligations to the Seafarer. CERTIFICATION BY SHIPOWNER AND SEAFARER By signing this SEA, the Seafarer and the Shipowner each confirm that the Seafarer has: 1. been given the opportunity to review and seek advice on their SEA; 2. received an explanation of their rights and responsibilities under the SEA; and 3. entered into this SEA freely. 1. Applicable Collective Bargaining Agreement (CBA) The terms of the Seafarer’s employment with the Employer are subject to the CBA entered into on 20 August 2013 between the Employer and UNITE, a copy of which is attached. References to clause numbers in this SEA are to clause numbers in that CBA.

2. Capacity: Deckhand or such other rank in which the Seafarer is confirmed following the date when this SEA is entered into.

3. Wages (normal basic salary): £21,956.00 per year or such other sum as determined following a salary review. 4. Means of Payment of Wages: Paid in equal monthly instalments in arrears into the bank account nominated by the Seafarer, on or around the 30th of each month.

5. Paid Annual Leave: Leave accrues in accordance with Clause 7 and is subject to a minimum of 38 days each year. 6. Notice of Termination of Employment: The Seafarer must give one month’s written notice. The Employer must give at least one month’s notice.

7. Health and Social Security Benefits: For incapacity due to sickness or injury, the Seafarer is entitled to normal basic salary less the amount of any entitlement to Statutory Sick Pay or Social Security Sickness Benefit for up to 16 weeks, in accordance with Clause 9. Medical care required on-board will be provided free of charge, including access to necessary medicines, medical equipment and facilities for diagnosis and treatment and medical information and expertise. Where practicable and appropriate, the Seafarer will be given leave to visit a qualified medical doctor or dentists in ports of call for the purpose of obtaining treatment. In the event of incapacity whilst the Seafarer is away from home, the Seafarer will be provided with medical care, including medical treatment and the supply of necessary medicines and therapeutic devices and board and lodging until recovery or until the sickness or incapacity has been declared of a permanent character, subject to a maximum period of 16 weeks. In addition the Shipowner will meet the cost of the return of the Seafarer’s property left on board to the Seafarer or next of kin. In the event of death occurring on board or ashore during a voyage, the Shipowner will meet the cost of burial expenses, or cremation where appropriate or required by local legislation, and the return of the Seafarer’s property left on board to next of kin.

8. Repatriation: The Seafarer will be entitled to repatriation, at the expense of the Shipowner, if he is away from his country of residence in the following cases: The termination of the Seafarer’s employment by the Employer, or termination by the Seafarer in accordance with Clause 13;  The Seafarer is unable to carry out his duties or cannot be expected to carry them out in circumstances such as shipwreck, illness or injury or other medical condition requiring his repatriation, the event that the ship is proceeding to a Warlike Operations Area, or the event of termination or interruption of employment in accordance with an industrial award or collective agreement. Where the Seafarer has been dismissed by the Employer on disciplinary grounds or has breached his contract of employment, the Shipowner will be liable to repatriate the Seafarer but the Shipowner is entitled to recover the cost of doing so, by means of the Employer making a deduction from the Seafarer’s salary, in accordance with Clause 20.

9. Maximum duration of service periods after which Seafarer is entitled to repatriation at no cost: 12 weeks.

10. Compensation in respect of loss of personal property as a result of the loss or foundering of the vessel: The Shipowner will pay compensation up to a maximum of USD $2500.

11. Hours of Work: Refer to Clause 5.

12. Grievance and Disciplinary Procedures: Refer to Clauses 15 and 16.

13. Pension Benefits: Refer to Clause 4.

22 May 2017 PRIVATE & CONFIDENTIAL Mr Sebastian Janusz Szych Lesmaina 13/2 70-786 Szczecin Poland Dear Mr Szych Workplace Pensions To encourage people to save for their retirement, the government has introduced a new law. This requires all employers to enrol their workers into a workplace pension scheme and make contributions. We’ll enrol you into our workplace pension scheme on 01 September 2017 if:  You earn over £10,000 a year  Are aged 22 or over; and  Are under the state pension age Why is this happening? Most people in the UK today are living longer than before, so it is important that you save enough to fund your standard of living in retirement. Retirement benefits provided by the State may not be enough. For general information about workplace pensions you can visit the government website: www.gov.uk/workplacepensions. What have we done to meet the above criteria? In order to meet the requirements set out by the Government we have engaged the services of pension experts, Futura Investments Limited, and have developed a workplace pension scheme. We have, as allowed by law, po stponed your automatic enrolment into our pension scheme until 01 September 2017. During this period, you have the right to join the workplace pension scheme if you want.

North Star (Guernsey) Limited PO Box 287, 4th Floor, West Wing, Trafalgar Court, Admiral Park St Peter Port, Guernsey, GY1 3RL Telephone: 01481 750417 Fax: 01481 740937 Registered in Guernsey: 51691

How it will affect you on 01 September 2017 IF ON THAT DATE YOU ARE AGED 22 OR OVER, UNDER STATE PENSION AGE , WORK OR USUALLY WORK IN THE UK, AND EARN MORE THAN £10,000 A YEAR

On 01 September2017 we will enrol you into our Workplace pension scheme. You don’t have to do anything – it will happen automatically, however as detailed below:  You can choose to opt out of the scheme if you want to, but if you stay in you will have your own pension which you will get when you retire;  North Star (Guernsey) Limited and you will pay into it every month;  Your pension belongs to you, even if you leave us in the future;  You have the right to join the scheme before 01 September 2017if you want to. IF ON THAT DATE YOU ARE AGED UNDER 22 YEARS, OR OVER STATE PENSION AGE (BUT UNDER 75), OR EARN MORE THAN £5,824 BUT NOT MORE THAN £10,000 A YEAR

We will not be automatically enrolling you into the pension scheme. This is because you do not meet the criteria set by the government. However, you have the right to join the scheme if you want to. Both you and North Star (Guernsey) Limited would pay into it. IF ON THAT DATE YOU ARE UNDER 75 AND EARN £5,824 OR LESS A YEAR We will not be automatically enrolling you into our workplace pension scheme. This is because you do not meet the criteria set by the government. However, if you ask us to do so, we will enrol you into a pension scheme. HOW MUCH DO YOU EARN EACH YEAR?

EQUAL TO OR OVER £5,824* OVER £10,000* UNDER UP TO £10,000* £5,824* HOW OLD ARE YOU?

16-21 YEARS YOU’RE

AN YOU’RE A NON-

22 YEARS – STATE PENSION STATE PENSION AGE – 74 YEARS AGE

North Star (Guernsey) Limited PO Box 287, 4th Floor, West Wing, Trafalgar Court, Admiral Park St Peter Port, Guernsey, GY1 3RL Telephone: 01481 750417 Fax: 01481 740937 Registered in Guernsey: 51691

ENTITLED WORKER

ELIGIBLE JOBHOLDER

You can apply to join your workplace pension scheme. Your employer might contribute to it but they don’t actually have to.

You’re eligible to opt into your workplace pension scheme. If you do so, you’ll benefit from contributions from your employer, and you may need to make minimum contribution yourself.

YOU’RE A NON- YOU’RE AN YOU’RE A NONELIGIBLE ELIGIBLE ELIGIBLE JOBHOLER JOBHOLDER JOBHOLDER You’re eligible to opt in to your workplace pension scheme. If you do so, you’ll benefit from contributions from your employer, and you may need to make minimum contributions yourself.

You’ll be automatically enrolled into your workplace pension scheme. You’ll benefit from contributions from your employer, if you choose to stay in the pension scheme and you may need to make minimum contributions yourself. (* these figures are reviewed by the government every year)

You’re eligible to opt in to the pension scheme. If you do so, you’ll benefit from contributions from your employer, and you may need to make minimum contributions yourself.

What will joining the pension scheme mean to me? Every month you and North Star (Guernsey) Limited will pay money into a pension, which you get when you retire (at a minimum age of 55). Your pension will belong to you, even if you leave us in the future. What do I need to do now? If following your automatic enrolment you want to stay in the pension scheme you don’t have to do anything. Your personal details have been passed to Carey Pensions and your pension will start building from 01 September 2017 when the first payments will be made. How much would I pay in? You can choose how much you pay in each month, provided that you pay a minimum contribution of 1% until October 2017 when the minimum contribution will increase to 3%, until October 2018 when the minimum contribution will increase to 5%. This payment will be taken directly from your pay, which you will be able to see on your payslip. Your contribution will be taken directly from your gross ‘pensionable salary’ and will therefore be taken before any tax is paid, meaning that you are receiving tax relief on your pension contribution at source. How much will North Star (Guernsey) Ltd pay in? North Star (Guernsey) Limited will pay a contribution of 3% of your annual salary.

North Star (Guernsey) Limited PO Box 287, 4th Floor, West Wing, Trafalgar Court, Admiral Park St Peter Port, Guernsey, GY1 3RL Telephone: 01481 750417 Fax: 01481 740937 Registered in Guernsey: 51691

What do I do if I want to join the scheme before 01 September2017? If you would like to join the pension scheme before 01 September 2017, please write to Futura Investments Limited by:  Sending a letter signed by you, to Victoria House, 259 Union Street, Aberdeen, AB11 6BR; or  Sending an email with your request containing the phrase “I confirm I personally submitted this notice to join a workplace pension scheme” to [email protected]. How to opt out Should you wish to opt out of joining the workplace pension scheme you can obtain a form by emailing [email protected] or by calling 01224 582 185, this can only be provided to you following 01 September 2017. If your decision to opt out is received between 01 September 2017 and 01 October 2017, you will be removed from the pension scheme. The payment you have already made will be refunded, and you will not have become an active member of the scheme on this occasion. Should your request to opt out be received after 01 October 2017 your contribution will be invested in a pension fund for you, which you get when you retire (at a minimum age of 55). Further Information The Carey Group were elected as the supplier of choice because they offer a pension arrangement which has been tailored for our diverse workforce. The Carey Group dates back to 1968 and is an international financial services company, they have a wealth of experience in the pension market place and have appointed one of the UK’s largest independently owned discretionary investment management firms, Quilter Cheviot to manage their pension funds. For more information about the Carey Group or Quilter Cheviot, please visit www.careypensions.co.uk and www.quiltercheviot.com. You may have questions about workplace pensions and saving for your retirement. More information on pensions and saving for later life can be found on: https://www.gov.uk/workplace-pensions. For any further information on the pension scheme please contact Futura Investments Limited on [email protected] or at Victoria House, 259 Union Street, Aberdeen, AB11 6BR. Yours sincerely NORTH STAR (GUERNSEY) LIMITED

RACHEL ALLER AUTHORISED SIGNATORY North Star (Guernsey) Limited PO Box 287, 4th Floor, West Wing, Trafalgar Court, Admiral Park St Peter Port, Guernsey, GY1 3RL Telephone: 01481 750417 Fax: 01481 740937 Registered in Guernsey: 51691

APPENDIX C

AGREEMENT BETWEEN NORTH STAR (GUERNSEY) LIMITED AND UNITE 1.

This Agreement applies to all Masters, Officers and Ratings employed by North Star (Guernsey) Limited.

2.

This Agreement comes into effect on 20 August 2013 and will remain in force for an indefinite period. The terms of the Agreement, however, will be subject to discussion and negotiation though under normal circumstances changes should not be made at less than one yearly intervals. The Company and UNITE believe that any difference that may arise between them should be settled by discussion and negotiation and are agreed, therefore, that they will not resort to lockouts, strikes, stoppages of work or any restrictions upon working practices until after full consultation between the parties to this Agreement has taken place.

3.

In the event of any appreciable differences concerning new working practices which cannot be disposed of immediately, then whatever practice agreement existed prior to the difference shall continue to operate pending a settlement or until the agreed disputes procedures had been exhausted. If any matter remains unresolved then either party can refer the matter to ACAS for final conciliation.

4.

UNITE recognises the right of the Company to manage the business efficiently in order to generate the profits necessary for the future investment and the provision of appropriate terms and conditions of employment to all employees. The Company recognises the sole right of UNITE to represent all sea faring employees on vessels owned, operated or managed by North Star Shipping (Aberdeen) Limited.

5.

Officers and Ratings are required to serve in any ship in a capacity for which they are experienced or qualified, and to transfer to any ship as and when required and as appropriate. a minimum, in accordance with the relevant safe manning certificate issued

6. by the Flag

On behalf

(Guernsey) Limited

On behalf of UNITE

Signed

Signe

Printed

Printed

Dated

Dated

NSG Sebastian Janusz Szych - Contract of Employment Adobe Sign Document History

22/05/2017

Created:

22/05/2017

By:

Rachel Aller ([email protected])

Status:

Signed

Transaction ID:

CBJCHBCAABAAXj__EWOEDF8zZ1-dhMMGu1dCxC1-vEqW

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