CDF-03.

5:SEAFARER'S EMPLOYMENT AGREEMENT

Date: 25/05/2025 and agreed to be effective from: 20/06/2025

This Employment Contract is entered into between the Seaman and the Employer as per box 15 below

THE SEAFARER Seafarer ID: 10000813

1. Surname: Sihombing 2. Given names: Noni Sumiati

3. Date of Birth: 13/05/1997 4. Place of Birth: Indramayu, Indonesia

5. Full home address: Prumnas Mandala 189 Jalan Kiwi IX Deli Serdang, Percut Sei Tuan, 20371, Indonesia

6. Rank (Capacity): Cabin Steward/ess 7. Medical certificate issued on: 22/04/2025

8. Planned Joining Date: 20/06/2025 9. Planned joining port: Istanbul, Turkey

10. Nationality: Indonesia 11. Passport No. E2874505 12. Seaman's book No. I074337

13. Next of Kin: Sihombing Lusiana 14. Address: Prumnas Mandala 189 Jalan Kiwi IX Deli Serdang, Percut Sei
Tuan, 20371, Indonesia

THE EMPLOYER ("THE COMPANY")

15. Name: AROYA CRUISES LIMITED
16. Address, Telephone Number and Email Address: C/O COLUMBIA SHIPMANAGEMENT LTD., 21 SPYROU KYPRIANOU AV, 4042
LIMASSOL, CYPRUS, TEL +357‐25‐843100, EMAIL [email protected]

THE SHIPOWNER (AS PER MLC DEFINITION)

17. Name and Address of Ship Owner:
RED SEA CRUISE MANAGEMENT COMPANY LTD
VAULT 14, MEZZANINE LEVEL, VALETTA WATERFRONT 18. Name of Vessel: AROYA 19. Official No:
FLORIANA, FRN, 1914, MALTA IMO Number: 9733117

20. Flag: MALTA 21. Port of Registry: VALETTA

TERMS OF CONTRACT
22. Period of employment: 23. Wages from and including: 24. Hours of work per week: 48 HRS BASIS
9 ± 1 Months 20/06/2025
27.Overtime rate for hours worked in excess
25. Basic monthly wage: USD 510.00 26. Fixed Overtime: USD 373.00 oof 330.00 Hours: USD 3.06

28. Guaranteed Service Incentive: 29. Leave pay per month (6.5 DAYS) : USD 111.00 30. Bonus: USD 406.00
USD 300.00
31. Total Net Amount: USD 1700.00 32. Other Agreements: N/A

33. Terms and Conditions: AS ATTACHED

34. Others

Signature of Employer or their agent: Signature of Seafarer:

SEA O1-16.11.2012

SEA 26.02.2020
COLUMBIA SHIPMANAGEMENT LTD. 1.I declare:
FOR AND ON BEHALF OF THE EMPLOYER- AS AGENTS ONLY (a). that the shipowner’s representative has provided a sufficient
opportunity for me to review and take advice on the terms and
conditions of this agreement.
(b). that the Shipowner’s representative has explained my rights and
responsibilities under this agreement; and

(c). that I enter into this agreement freely

(d). that no fees or other charges for providing employment are borne
directly or indirectly, in whole or in part, by me, other than the cost of
obtaining a national statutory medical certificate, seafarer’s book and a
passport or other similar personal travel documents, not including
however, the cost of visas, which shall be borne by the Shipowner.
Date: 25/05/2025 Place: LIMASSOL, CYPRUS Date: Place:

SEA 26.02.2020
 TERMS AND CONDITIONS OF EMPLOYMENT

This document sets out the main Terms and Conditions of the Seafarer’s (Employee) Agreement (Employment). The
Employer is set out in box 15 of the Agreement. References to Employer shall include the servants or agents of the
Employer acting for and on behalf of the Employer.
An Employment Agreement setting out in box form the Employee’s main terms of employment shall be issued and
signed by or for and on behalf of the Employer. This document contains the particulars required for the Employee’s
tour of duty and shall comply with the requirements of Regulation 2.1 and A2.1.4(a) to (f) of the Maritime Labour
Convention 2006 (“MLC (2006)”). The Employee will sign the Employment Agreement together with all applicable
policies and procedures.
References to the masculine shall include the feminine.
For the purposes of this Agreement “Accident” means a sudden, unplanned, unexpected, undesirable external event
which directly causes personal injury or death. Accident does not include (i) suicide or (ii)deliberate acts or (iii) events
taking place over a period of time or iv) events arising from a medical condition. All references to “injury” shall be
references to an injury caused by an Accident.

1 TERM OF AGREEMENT
1.1 The Employee’s employment shall continue in force for the period in Box 22 unless terminated earlier by
either party in accordance with these Terms and Conditions.
1.2 During the first six (6) weeks of employment both parties are entitled to terminate employment by giving
not less than fourteen (14) days’ notice, in writing, of the arrival of the vessel at the next port of call that
is suitable or convenient for disembarkation of the Employee. Thereafter, either party may terminate
employment by giving not less than one (1) months’ notice in writing, such notice not to expire before
the end of any tour of duty. Notices to the Employer should be sent to Columbia Shipmanagement
Limited, Columbia House, 21 Spyrou Kyprianou Avenue, 4043, Limassol, Cyprus (Tel:
+357 2584 3100, Fax: +357 2532 0325, Email: [email protected], mailto: the address in box
16.
1.3 The Employee may terminate employment without notice in the event that the vessel on which he is
serving is in an unseaworthy condition, or where without agreement of the Employee the vessel has
been sent into any area defined by the IBF under circumstances where, in accordance with any decision
of IBF, the Employee may be entitled to disembark or where unreasonable orders are given to the
Employee, the execution of which would create severe danger to life or limb of the Employee and/or of
those on board.
1.4 In the case of termination under the provisions of paragraph 1.3 employment terminates when the
Employee leaves the vessel at the port of disembarkation. In the case of termination in accordance with
paragraph 1.2 or 1.4 employment terminates upon arrival of the Employee at the main airport of his
country of residence and provided he has not deviated from the travel itinerary organised by the
Employer otherwise employment shall be deemed to have terminated upon the disembarkation of the
Employee from the vessel.
1.5 Should the Employee abandon the vessel without having given valid notice of termination of
Employment, then Employment shall be deemed to have been cancelled with immediate effect from the
time the employee left the vessel.
1.6 In the event that the vessel on which the Employee is employed is lost or floundered, or for any reason
due to the seaworthiness of a vessel the Employee is repatriated before the end of his tour of duty, then
the Employee shall receive his basic wages for the remaining contract period up to a maximum of 2
months.
1.7 In case an Employee may become captive or otherwise prevented from sailing as a result of an act of
piracy or hijacking, irrespective whether such act takes place within or outside IBF designated areas
referred to in this Article, the Employee’s employment status and entitlements under this Agreement
shall continue until the Employee’s release and thereafter until the Employee is safely repatriated to
Employee’s home or place of engagement or until all Employer’s contractual liabilities end. These
continued entitlements shall, in particular, include the payment of full wages and other contractual
benefits. The Employer shall also make every effort to provide captured Employees, with extra
protection, food, welfare, medical and other assistance as necessary.
1.8 In the event that the Employee is absent on sick leave on the grounds of illness or injury for a period in
excess of his Sick Pay entitlement then the Employer reserves the right to terminate employment,
exercising its discretion on the facts of each case and the medical advice it has received regarding the
Employee’s health and/or fitness to return to sea.
1.9 The Employer may, in its discretion, commute Notice of Termination to payment in lieu of notice on no
less favourable terms than would have been applied had notice been given in accordance with the
Seafarer’s Employment Agreement.
1.10 On termination of employment the Employee may request a Statement of Termination which shall
include his rank at termination, his years of continuous employment with the Employer, his salary at the
date of termination and, if so requested, the reason for the termination.

SEA 26.02.2020
2 PROVISION OF SERVICES

2.1 It is a condition of employment and continued employment that:

2.1.1 The Employee has and provides to the Employer evidence of the appropriate certificates of
competency or efficiency for his rank.
2.1.2 The Employer receives satisfactory references from previous employers in respect of seagoing or
shore based employment.
2.1.3 The Employee is certified to be medically fit both to the standards required by the Employer and the
industry in accordance with the flag of the Vessel or as may be amended from time to time.
Continued employment is dependent upon the Employee reaching the required standards for
medical fitness at the time renewal of his Certificate is due. The Employee must be fit to perform all
duties on board the vessel and any vessel on which the services shall be performed and access all
areas of the vessel and any vessel on which the services shall be performed at all times.
2.2 The Employee undertakes to provide full information to the examining Doctor and to volunteer any conditions
that he may have and medication, which he is taking. This duty continues throughout the Employee’s period of
employment with the Employer.
2.3 The Employee undertakes to make full disclosure at any medical examination of all facts relating to any accident,
illness and/or disability, which could affect the decision of the Doctor to certify fitness for duty. The Employee
undertakes to declare prior to joining any vessel any medical condition, illness, disability or other relevant
information that may affect his ability to perform his duties on board the vessel or any vessel on which the
services shall be performed during this Employment. The employee further undertakes to immediately provide
to the master on joining the vessel a written declaration of any and all medications, food or dietary supplements,
vitamins, tonics, herbal remedies, creams, salves and balms, and similar substances, whether for internal or
external use, intended to provide any medical or health or other therapeutic benefit, whether prescribed by a
Doctor or obtained without prescription, and shall not at any time thereafter bring on board any such substances
without declaring them.
2.4 The Employee undertakes to notify the Employer and/or the Ship Owner in the event that he is suffering from a
contagious illness including, but not limited to, symptoms of gastro intestinal illness (whether bacterial or viral)
H1N1, high temperatures, fevers, diarrhoea or vomiting. In those circumstances, and subject to medical advice,
the Employee may be required to be isolated in his cabin to avoid infection of other passengers and/or crew. The
Employee agrees to follow such advice and any other health advice provided to him.
2.5 The Employee’s employment shall be in accordance with the requirements of his rank and job description as
amended from time to time.
2.6 The Employee agrees to provide his services as the same may be required on any vessel of any registration, such
vessel being owned, managed or operated by the Employer or by a company with whom the Employer has a crew
management agreement.
2.7 The Employee agrees to provide his services to include travel to and from any vessel on which the services shall
be performed, as well as travel to and from any other place of work for attendance at seminars, workshops,
training courses, briefings and de-briefings as the Employer and or Ship-owner may require.
2.8 The Employee agrees to comply with the policies and procedures (the ‘Policies and Procedures’) set out below
and to sign all necessary declarations of compliance.
2.8.1 All quality assurance policies, practices, procedures, work instruction, Safety Management Systems of
the Employer and/or of any vessel on which these services shall be performed and operational
guidelines as may be issued by and from time to time amended by the Employer and/or owners,
operators and/or managers of any vessel on which the services shall be performed; and
2.8.2 All requirements of the flag state and all operational instructions, procedures, statutory and/or
industry policies and legislation in force on board and/or applicable to any vessel on which the
services shall be performed as the same may, from time to time, be amended.
2.8.3 The Employee agrees to attend, participate in and/or conduct such performance appraisal as may be
required by the Employer and/or the owners and/or managers and/or operators of any vessel on
which the services shall be performed from time to time.

3 TRAVEL DOCUMENTS

3.1 The Employee must, at all times, be in possession of a passport valid for not less than 6 months beyond
the intended date of expiry of the Tour of Duty. It is the responsibility of the Employee to ensure that
these documents are and remain current and valid so as to enable him to perform the services and
enable him to travel to and from any place of performance of the services.
3.2 Failure to be in possession of valid travel documents will result in the Employee being placed on unpaid
leave until he re- joins any vessel on which these services shall be performed with the necessary valid
travel documents.

4 TOUR OF DUTY

4.1 The normal tour of duty will be as detailed in Box 22.

4.2 The Employer undertakes that the services required of the Employee whilst performing a tour of duty
shall comply with the International Convention on Standards of Training, Certification and Watch
Keeping for Seafarers (STCW 1995) as amended from time to time.

SEA 26.02.2020
 4.3 The Employer further undertakes that the Employee’s hours of work shall be arranged such as to
comply at all times with the requirements of the Seafarers’ Hours of Work and Manning of Ships
Convention 1996 (the ‘1996 Convention’) adopted by the ILO. Such requirements are for a minimum
of ten (10) hours to be available for rest in each twenty four
(24) hour period, and a minimum of seventy seven (77) hours rest in each seven (7) day period. Such
hours of rest may be divided into no more than two periods, one of which shall be at least six (6) hours
in length and the interval between consecutive periods of rest shall not exceed fourteen (14) hours.
The foregoing is subject to certain permitted exceptions, for example the working of additional hours
during an emergency and as more particularly set out in the 1996 Convention and the MLC (2006).

5 REPATRIATION

5.1 In addition to repatriation at the expiry of the Employee’s Employment the Employee shall also be entitled to
repatriation in the following circumstances, and in accordance with any further circumstances prescribed by
regulations issued by the flag state of any vessel on which the services shall be performed at the time when
repatriation may be required:
5.1.1 Termination of Employment.
5.1.2 In the event of illness or injury or other medical condition which requires repatriation when found
medically fit to travel.
5.1.3 Where the vessel on which the services are being performed is proceeding to a war zone (as defined
by the IBF and/or any relevant legally empowered national authority) to which the Employee has not
consented to go.
5.1.4 In the event of termination or interruption of employment in accordance with an industrial award, or
termination of employment for any other similar reason.
5.1.5 In the event of shipwreck.
5.1.6 In the event the Employer not being able to continue to fulfil its legal or contractual obligations as an
Employer by reason of insolvency.
5.1.7 Sale of the ship or change in the ship’s registration.
5.2 Repatriation shall be to one of the following destinations selected by the Employee:
(a). the place at which the Employee agreed to enter into the engagement
(b). the place stipulated by any collective agreement;
(c). the Employee’s country of residence; or.
(d). such other place as may be mutually agreed at the time of engagement;
5.3 The costs of repatriation shall be paid by the Employer, save where the Employee has been dismissed from the
vessel on the grounds of gross misconduct, or the Employee, without reasonable cause, seeks repatriation in the
first six (6) weeks of employment on board the vessel. The Employee shall not be responsible for payment of
repatriation where the Employee leaves the vessel at any time on the basis of his working environment.
6. WAGES
6.1 The Employee shall receive the wages and additional pay or benefit from the Employer as set out in box 30.
6.2 Wages are due net in the bank account of the Employee on the last banking day of each month, provided the details
of such bank account have been notified in writing to the Employer on their special form for such notification prior
to the tenth (10th) day of the current month. Otherwise, the said wages shall be paid as soon as such details of the
bank account shall have been provided by the Employee.

7. TAX

The Employee shall deal with all matters relating to personal taxation, pension and other fiscal affairs including, in particular but
without limitation, those relating to his country of domicile and flag state of any vessel on which the services shall be performed.

8. MEDICAL CARE
8.1 Where the Employee, whilst on board the vessel, falls sick or suffers accidental injury preventing him from
performing his duties, then the Employer will arrange and pay for such medical treatment as is reasonable and
necessary to restore the health and the ability of the Employee to perform his duties on board the vessel. In the
event that the Employee must on medical grounds and in the opinion of a doctor appointed by the Employer be
repatriated such reasonable and necessary medical care shall continue until the Employee arrives at his country
of residence.

8.2 If the Employee requires medical treatment on repatriation to his country of residence then, except where the
Employee’s own health insurance and/or any scheme of free health care in the country of residence covers the
cost of such treatment, the Employer will arrange for such further medical treatment as deemed necessary by a
doctor nominated by the Employer. In the case of illness for a period of 120 days or until he has reached
maximum medical care whichever is the earlier. Maximum medical care means the point at which further medical
treatment will not improve the health of the Employee as determined by a doctor nominated on behalf of the

SEA 26.02.2020
 Employer whose decision shall be final and binding on all parties. If the medical treatment is for an injury
resulting from an Accident on board the vessel then medical care shall continue until the Employee is (i) declared
fit to return to work or (ii) declared permanently unfit for further sea service by a doctor nominated by the
Employer or (iii) until he has reached maximum medical care.

8.3 The Employer is entitled to refuse to grant medical care partly or totally if: -

8.3.1 the Employee has failed to inform the Employer of any sickness and/or injury and/or other medical
condition existing at the commence of his employment;

8.3.2 sickness or injury is the result of wilful misconduct, attempted suicide or gross negligence on the part
of the Employee;

8.3.3 sickness or injury is caused by participation in a dangerous or hazardous sport, pursuit or activity.
Dangerous or hazardous sport, pursuit or activity means any sport, pursuit or activity where it is
recognised that there is an increased risk of serious injury or it can reasonably be expected to
aggravate any existing infirmity.

8.3.4 the Employee disobeys doctor’s orders given to him to restore his health.

8.3.5 The Employee is able on repatriation to obtain free medical treatment or care in his country of
residence and or his own health insurance

8.4 The Employee undertakes to authorise his treating doctors to inform the Employer on its request
about the Employee’s progress in the restoration of his health.

9. SICKNESS WAGES
9.1 When an Employee is repatriated to his country of residence from a vessel as a result of sickness or injury as a result of an
Accident and is declared by a doctor nominated by the Employer to be unfit to return to duty on board any vessel he will
be eligible for sick pay to be paid by the Employer (“Company Sick Pay”). Company Sick Pay is payable from the day on
which he is discharged from the vessel. Company Sick Pay shall be paid at the rate of the Employee’s basic pay, as set out
in box 25, for a maximum period of 16 weeks, and provided that the Employee’s Employment Agreement has not been
terminated in accordance with the terms of this Agreement.

9.2 Company Sick Pay as set out in 9.1 is payable subject to the conditions set out below.

9.2.1 Payment of Company Sick Pay shall be conditional on the Employee submitting to examination by a
registered medical practitioner nominated by the Employer and his decision, which will be final and binding
on all parties, to issue a certificate covering all periods of absence.

9.2.2 Company Sick Pay is not payable in the event of an illness or injury resulting from the wilful misconduct of
the ill or injured Employee, attempted suicide or from illness or infirmity intentionally concealed when
Employment was entered into or when the Employee undertook a medical examination or medical fitness
examination.

9.2.3 The Employer will not make payment of Company Sick Pay in relation to any period of absence which was
caused by participation in a dangerous or hazardous sport, pursuit or activity. Dangerous or hazardous
sport, pursuit or activity means any sport, pursuit or activity where it is recognised that there is an
increased risk of serious injury or it can reasonably be expected to aggravate any existing infirmity.

9.2.4 A final Certificate of Sickness is required on return to work for illnesses of more than 7 days. This procedure
applies whether the Employee qualifies for Company Sick Pay or not.

9.2.5 Payment of Company Sick Pay is subject to the Employer being satisfied at all times that the Employee is
sick and that the above exceptions do not apply. The Employer reserves the right to withdraw payment of
the Employer Sick Pay at any time if it is satisfied that payments are not due.

9.2.6 The Employee agrees that during periods of absence the Employer can obtain medical reports from any
doctor nominated by the Employer and or at the Employer’s option those doctors treating him. The
Employee undertakes that he will sign all consents necessary for such reports to be obtained. and
undertakes that he shall attend and he shall provide such consents as are necessary for release of all
medical notes, reports and history to such nominated doctor.

SEA 26.02.2020
 9.2.7 If the Employee is certified to be permanently unfit for seagoing service by a doctor nominated by the
Employer, then his decision shall be final and binding on the parties. The Employee’s employment shall, on
appropriate notice, be terminated unless the employment term has already expired.

10 SAFETY OBLIGATIONS

10.1 The Employer and the owners’, operators’ and managers’ Policies and Procedures and Working Practices, the Code of Safe
Working Practices, relevant regulations, notices, rules and bylaws, Company objectives and any other rules and
regulations must be strictly adhered to whilst working on board any vessel on which the services shall be performed. The
Employee is required to:

10.1.1 Take reasonable care of his own health and safety and that of others on board who may be affected by his act.

10.1.2 Cooperate with anyone else carrying out Health & Safety duties.

10.1.3 Report any identified serious hazards or deficiencies immediately to the appropriate Officer or other authorised
person on board and to the Employer.

10.1.4 Make proper use of plant and machinery and treat any hazard to health and safety with due caution.

10.1.5 Ensure protective clothing and safety equipment issued by or on behalf of the Employer and/or the owner
and/or operator of any vessel on which the services shall be performed is worn and maintained at all times as
required by the working practices.

10.1.6 Keep all documents, including certificates of competency, certificates of Medical Fitness and any other
documentation as may be identified by the Employer and/or the Ship Owner in his possession, and ensure that
all necessary documents are valid at all times.

10.1.7 Immediately notify the Master on joining the vessel if the Employee is taking any medication whether
prescribed by a Doctor or obtained without prescription.

10.1.8 Read and sign the Employer’s, Ship Owner’s, Operator’s and/or Manager’s Quality Management System
including policies, procedures and vessel’s safe working practices on joining the vessel, and thereafter read and
sign for any amendments thereto on joining each subsequent vessel on which the services shall be performed.

10.1.9 Know and comply with the safety rules and regulations affecting his employment.

10.1.10 In the event that the Employee is involved or witnesses an accident, incident or near miss he shall report this to
the Master or other senior officer as soon as is reasonable practicable and complete all necessary
documentation.

10.1.11 At all times abide by the smoking policy and drug and alcohol policy in force on board the vessel or any vessel
on which these services shall be performed from time to time.

10.2 Any breach of such policies by the Employee will result in disciplinary proceedings. Where there is serious and/or
persistent breach of such policies this may result in dismissal from the vessel and may lead to dismissal from employment
by the Employer.

11 TRAVEL

11.1 Repatriation at the end of the Employment, unless the Employer agrees otherwise in writing, shall be to the Employee’s
normal place of residence in his country of domicile. When the Employee is travelling in connection with the services the
class of travel and other terms of travel will be in accordance with the Employer’s and/or the Ship Owner’s travel policy as
may be amended from time to time.

11.2 All necessary travel of the Employee will be arranged for and be paid by the Employer. Should the Employer ask the
Employee to arrange his travel, then all necessary costs incurred by the Employee will be refunded by the Employer
against presentation of such claim on the Employer’s claim form with attached original vouchers. If travel by air is
necessary, then economy class fares will be refunded.

12 COMPENSATION IN CASE OF DEATH OR PERMANENT DISABILITY

SEA 26.02.2020
12.1 Entitlement

Where required by law and/or by virtue of any union or collective agreement applicable to the Employee’s employment
and/or the vessel to which the Employee’s employment relates, the Company shall pay the Employee such sums as are
required by the applicable law and/or union or collective agreement. In no event shall any sums payable by the Company
under this clause exceed the minimum prescribed by applicable law or union or collective agreement. Nothing in this
clause shall operate to exclude or limit any mandatory rights that apply to the Employee’s employment by operation of
law.

12.2 Except in so far compensation may be governed by any law and/or by virtue of any union or collective agreement
applicable to the Employee’s employment and/or the vessel to which the Employee’s employment relates, Should an
Employee during his employment on board a vessel or travelling to or from a vessel suffer an accident, which causes
personal injury resulting in death or permanent disability the Employer will pay as complete and final compensation the
following: -

USD (50,000.00) - in case of death

USD (60,000.00) - in case of total permanent disability

12.2.1 In the case of partial permanent disability the amount to be paid shall be the corresponding percentage of the
amount for total permanent disability as per Annex I. Any changes to Annex I by the Employer will be
communicated to the Employee as soon as reasonably practical.

12.2.2 The nature and amount of benefit payment in the event of disability will depend on the degree of injury which
shall be determined by a doctor nominated by the Employer and or its insurers whose decision shall be final and
binding on the parties.

12.2.3 No payment shall be made in respect of any death, injury or permanent disability which is caused by the
Employee’s intentional act, by his wilful misconduct, attempted suicide or suicide or breach of the Employer’s
and/or Ship’s Drug and Alcohol Policy.

12.2.4 No payment shall be made in respect of any death, injury or permanent disability caused by participation in a
dangerous or hazardous sport, pursuit or activity. Dangerous or hazardous sport, pursuit or activity means any
sport, pursuit or activity where it is recognised that there is an increased risk of serious injury or it can
reasonably be expected to aggravate any existing infirmity.

12.3 In the case of death of an Employee arising from an Accident, the Employer shall pay whatever is due to him from the
Employer to his next of kin as specified in Box 13, and payment of any amount due to the deceased employee to the
person specified in Box 13 shall be regarded as a complete discharge of the respective obligations of the Employer
towards the deceased Employee.

12.4 In all other cases the Employer is entitled to conduct all research reasonably necessary to establish who is the legal heir of
the deceased Employee, and to withhold payment until such research is completed. In those circumstances payment shall
be regarded as a complete discharge of the respective obligations of the Employer towards the deceased Employee.

12.5 The payments made in the case of death or injury under paragraph 12 shall be without prejudice to any civil claims arising
as a result of the fault of the Employer and/or Ship Owner, but shall be deducted to reduce any damages that are or can
be awarded by a competent Court or repaid prior to any civil damages being paid to the Claimant.

12.6 Funeral Expenses

If the Employee dies during his employment on board the vessel including when travelling to or from the place of performance
of such services, the Employer shall pay for:

• The reasonable costs of burial or cremation if the Employee is buried or cremated in the country where the death
occurred, such country not being his normal country of domicile or, if the next of kin of the deceased so requires, for the
repatriation of the body to the Officer’s country of domicile and the reasonable cost of burial and cremation in such
country.

• For the cost of packing and transportation of the deceased’s personal effects to his normal place of residence in his
country of domicile.

SEA 26.02.2020
13 INSURANCE OF PERSONAL EFFECTS

13.1 It is the duty of the Employee to make every effort to safeguard his own property. This includes any tools brought on
board any vessel on which the services shall be performed.

13.2 Liability of the Employer for the loss of or damage to the Employee’s personal effects caused as a result of marine perils,
shall be limited to EURO 4.000. The Employer shall not be liable for loss of or damage to Jewellery or other valuables,
electronic equipment, unless declared at the time of boarding. Loss of or damage of property due to wilful misconduct or
gross negligence of the Employee is excluded.

14 UNIFORM/PROTECTIVE CLOTHING

Whilst on duty the Officer shall wear such uniform or protective clothing and equipment as the Employer and/or the Ship Owner
and/or the working practices on any vessel on which the services shall be performed require. Failure to wear prescribed uniform
and/or protective clothing or to use personal protection or equipment provided may result in disciplinary action.

15 GRIEVANCES

15.1 The policy of the Employer is that Employees should be able to raise grievances relating to their employment with the
Employer and that this should be resolved as near as possible to the point of origin. Any grievance shall be dealt with in
accordance with the Shipboard Disciplinary Procedure in the Company’s Management System.

15.2 Employees who wish to make a complaint whilst on board the vessel must complete the Employer On-board Complaints
Procedure Form in order to invoke the on board complaints procedure. A copy of the On-board Complaints Procedure Form is
attached as Appendix. This document may be subject to change. The Employee shall be provided with any new Form which may
be issued in the future. The Employer undertakes that their complaints shall be investigated and dealt with in accordance with
that procedure.

16 PERSONAL INFORMATION AND PERSONAL RECORDS

16.1 All written communications to the Employer shall be sent to the address in paragraph 1.2.

16.2 Employee personal data will be processed by Columbia Shipmanagement Ltd in accordance with all applicable laws
and Columbia Shipmanagement Ltd’s General Privacy Notice, as from time to time in force.

16.3 It is the responsibility of the Employee to provide all up to date information to the Employer in respect of any
information held on him that needs to be corrected. The Employee accepts and understands that until the
Employer has received a notification from the Employee of any changes that need to be made to any of the
Employee’s information held by the Employer, the Employer shall act on the basis that all the information that it
holds on the Employee are correct and in order.

17 DRUGS AND ALCOHOL ABUSE

17.1 The Employee shall, at all times, comply with the Employer’s Drug and Alcohol Policy and such policies in force on
board the vessel, or any vessel on which these services shall be performed from time to time. The Employee shall
be required to undergo testing in accordance with such policies and agrees to do so. The Employee agrees that
failure or refusal to provide a test without reasonable cause may amount to Gross Misconduct.

17.2 The Employee shall familiarise himself with the Drug and Alcohol Policy and by signing this agreement explicitly
consents to abide to the Drug and Alcohol Test Declaration/Agreement and confirms his acceptance of the policy,
as attached hereto as Appendix.

17.3 Death and/or injury resulting from breach of the Drug and Alcohol Policy shall be considered to be wilful
misconduct and in accordance with Clauses 9.1.3 sick pay shall not accrue, 8.5.2 medical treatment can be
refused, and 13.1.7 benefits will not be payable.

18 CONFIDENTIALITY POLICY

18.1 The Employee has a paramount duty of loyalty and confidentiality to the Employer, and/or the owners, operators
and/or managers of any vessel on which these services shall be performed, and/or any of their subsidiaries or

SEA 26.02.2020
 associated companies, and which extends to all fellow employees and customers of the Employer, and applies in
relation to all services performed by the Employee on board any vessel. The Employee is expected to set high
standards of conduct, both on board and when travelling to and from any vessel on which these services shall be
performed, with regard to protecting the confidentiality of the Employer and that of the owners, operators and
managers of any vessel on which the services shall be performed.

18.2 The Employee will not, during the course of his employment or thereafter, divulge confidential information
concerning the affairs of the Employer and/or the owners, operators and/or managers of any vessel on which
these services shall be performed from time to time and/or any of their subsidiaries or associated companies
without their previous consent in writing. The Employee will not use or attempt to use any information of a
confidential nature which may be acquired in the course of his employment, otherwise than for the performance
of the services. The Employee must not make any statement to the public or communicate with the Press, radio,
television or film companies either orally or in writing or on any subject relating to the work, operations or
business of the Employer and/or the owners, operators and/or managers of any vessel on which these services
shall be performed, and/or any of their subsidiaries or associated companies without the prior written approval
of the Employer.

18.3 The Employee warrants that he shall not at any time act in any manner which is prejudicial to the interests of the
Employer, and/or the owners, operators and/or managers of any vessel on which these services shall be
performed, and/or any of their subsidiaries or associated companies, and which extends to all fellow employees
and customers of the Employer, and that he will keep strictly confidential all information and documents relating
to any of these parties, their employees and customers, past or present, which they may acquire during the
course of their employment. The Employee shall not permit or cause any documents or information, whether in
copy or extract thereof to be removed physically or electronically from the ship, or office, or disclose or comment
upon them to third parties, either in whole or in part. The Employee expressly agrees that the paramount duty of
loyalty and confidentiality is a continuing obligation, and shall continue even after the Employee has ceased to be
employed by the Employer, no matter howsoever or whensoever that occurs.

18.4 Failure to comply with the confidentiality requirements will be regarded as a serious breach by the Employee of
his Seafarer’s Employment Agreement and may be treated as gross misconduct leading to summary dismissal.
Any breach after employment with the Employer has terminated may give rise to Court action.

19 EMAIL/INTERNET/COMMUNICATION SYSTEMS AND SOCIAL MEDIA POLICY

19.1 Employees may be provided with email and internet and/or other communications systems access for use whilst onboard
the vessel or any vessel on which these services shall be performed. Inappropriate use of these facilities may create
problems ranging from loss of work time and/or excessive usage costs to potential legal claims against the Employer
and/or the Ship Owner, and may in some circumstances constitute a criminal offence. Inappropriate emails and the
internet can also cause distress to fellow employees and/or third parties and may affect the working environment. The
Employer takes the misuse of the email or internet facilities very seriously.

19.2 The Employee must familiarise himself with the Employer and ship owners’ email/internet policy as current from time to
time and as available in the relevant procedures. Breach of such policy will result in disciplinary proceedings against the
Employee and may, in appropriate cases, result in summary dismissal.

19.3 Without prejudice to the generality of the forgoing, it us expressly prohibited to use the ship’s communications and/or
email and/or internet systems for the down loading, storage, processing, viewing and/or distribution of any material
which is obscene or pornographic, which may promote terrorism or other acts of violence, in breach of any copyright or
other intellectual property rights.

19.4 The Employee is hereby made aware that email and/or Internet and/or other communications systems may be monitored
to ensure that the email/internet/communications systems policies are being followed and/or that the
email/Internet/Communication systems are not otherwise being excessively and/or improperly used. The Employee
therefore acknowledges that any messages the Employee may send or receive using the ship’s email/internet
communications systems, including personal messages, may be read and the Employee expressly agrees that the
Employee shall have no expectation of privacy in regard to any such messages sent or received and consents to the
monitoring thereof.

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19.5 Social Media.

The Employee has the right to engage in personal social media activities to express Employee's thoughts or ideas on
Employee's personal time and using Employee's personal equipment, so long as such activities are not performed on
working time or while using the Ship’s computers, cell phones, or other electronic communications equipment, and do not
conflict with the Company’s policies, code of ethics or business or harm the goodwill and reputation of the Company.

The Employee may not (a) disclose the Company’s Confidential Information on social media sites; (b) make defamatory or
harassing statements about the Company or its related entities, any or of employees thereof; (c) defame the Company, its
activities or its related entities, or of any employees thereof; (d) use or reproduce any the Company logo, website link or
other the Company name or information; or (e) use the Company's name or information in connection with the
expression of any individual opinion or position.

The Employee's social media content must not imply any connection to or origination from the Company. If the Employee
uses social media to promote the efforts or initiatives of the Company, the Employee must disclose the Employee's
employment relationship to the Company or connection to the Company's Related Persons within the social media
content or communication.

The Employee should be aware of the effect his actions may have on his image, as well as Company’s image. The
information that employee post or publish may be public information for a long time.

The Employee should be aware that the Company may observe content and information made available by employees
through social media.

The Employee should use his best judgment in posting material that is neither inappropriate nor harmful to the Company,
its employees, or customers.

Although not an exclusive list, some specific examples of prohibited social media conduct include posting commentary,
content, or images that are defamatory, pornographic, proprietary, harassing, libellous, or that can create a hostile work
environment.

The Employee shall not publish, post or release any information that is considered confidential or not public. If there are
questions about what is considered confidential, the employee should check with the Crewing Department and/or
superior.

Social media networks, blogs and other types of online content sometimes generate press and media attention or legal
questions. The Employee should refer these inquiries to authorized Company’s spokespersons.

For the purposes of this Agreement, the term "social media" refers to on-line blogs, forums, chat rooms and social
networking sites such as Yelp, Facebook, Twitter, LinkedIn, Pinterest and YouTube, as well as all other similar sites,
communications or activities.

20 CONDUCT

20.1 The Employee is expected to conduct himself in a professional and conscientious manner at all times whilst
performing the services and travelling to or from the place of performance of the services.

20.2 Failure to adhere to the Employer’s and/or the Ship Owner’s conduct requirements may lead to disciplinary action
and/or dismissal.

20.3 Disciplinary action may be taken in respect of any misconduct whether on or off any vessel on which the services
shall be performed, and/or on or off crew agreement where such conduct is relevant to and/or reflects on service
with the Employer and/or employment obligations and/or on ship owners, operators or managers.

20.4 The Employee shall, throughout the term of Employment, advise the Employer and/or the Master of any vessel on
which the services shall be performed immediately in the event that he is charged with a criminal offence, whether
committed on a Tour of Duty of otherwise, and shall immediately advise the Employer if he is subsequently convicted
of that offence.

20.5 Activities by the Employee, which result in adverse publicity to the Employer or the Ship Owners, operators and/or
managers, or which cause the Employer to lose faith in the integrity of the Employee, may lead to disciplinary
action for gross misconduct, and may lead to dismissal.

SEA 26.02.2020
21 DISCIPLINE

21.1 The Employer shall be entitled to terminate Employment with immediate effect in the event that the Employee is guilty of
gross misconduct and/or severely violates his respective contractual obligations or there have been persistent breaches of
duty. Without limitation to the generality of the foregoing, the following behaviour by the Employee shall be deemed to
justify the termination of Employment without notice:

21.1.1 persistent or wilful failure to perform duty; SEA 26.02.2020

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

21.1.3 conspiring with others at sea to impede the progress of the voyage or navigation of the ship;

21.1.4 disobedience of a lawful order;

21.1.5 being 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;

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

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

21.1.8 interference with the work of others;

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

21.1.10 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;

21.1.11 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, and/or which involves any form of discriminatory
conduct on the grounds of gender, gender identification or sexual preference, age, ethnic origin, language,
nationality, religion;

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

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

21.1.14 demanding and/or receiving any commission or any other favour or benefit from any passenger, customer or
supplier (excluding only unsolicited tips given by passengers for service provided, to the extent permissible under
company rules);

21.1.15 deliberate misuse of a harbour pass or personal identity card;

21.1.16 Commission of a breach of a lesser degree after warnings have been given in accordance with Company’s
Disciplinary Procedure;

21.1.17 Possession, distribution or use of narcotic or otherwise controlled drugs, other than those prescribed by a
medical practitioner or legally obtained without prescription by a medical practitioner, and properly declared;

21.1.18 Possession of firearms or other dangerous or offensive weapons;

21.1.19 Non-disclosure of any sickness and/or injury and/or other medical condition of any nature existing before or at
the time of commencement of the Agreement, which may impair the ability of the Employee to fulfil his duties
and/or which may expose any other person on the ship to infection or to risk thereof, or for which the Employee
would not be medically certified to be on board;

21.1.20 Any act of violence or threat of violence against any person or any act of theft or similar criminal acts during the
period of employment;

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

21.1.22 Breach of company Rules and procedures relating to confidentiality;

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 21.1.23 Breach of company Rules and procedures relating to use of Social media and the use of the internet;

21.1.24 Unlawful use of internet onboard;

21.2 The Employer recognises the need to establish a procedure to promote fairness and order in the treatment of any Employee
who may become liable to disciplinary action, because of a failure to meet standards of behaviour and performance required
by the Employer and/or the Ship Owner. The Master of any vessel on which the Employee serves has ultimate authority and
may, in accordance with the procedures on board, discipline any Employee in relation to acts of misconduct, including but not
limited to breaches of any standing orders, policies, procedures, legislation or the working practices of any vessel on which
these services shall be performed. This list is not intended to be exhaustive. The Master and his Officers, the Ship Owner and
the Employer are entitled to discipline the Employee where there has been a breach.

21.3 Where the Master considers following a Master’s disciplinary hearing, that the breach is serious, he may dismiss the
Employee from the vessel. Dismissal from the vessel or any vessel on which these services shall be performed is not dismissal
from employment. The Employee may be suspended after dismissal from any vessel on which the services shall be performed
on full pay whilst an investigation takes place. Shore side disciplinary hearings will be conducted in accordance with the
Shipboard Disciplinary Procedure in the Company’s Management System. These Rules and Procedures are not contractually
incorporated into the Employee’s Seafarer’s Employment Agreement and may change from time to time.

Where there is a conflict between the terms of the SEA and/or the CBA and the Company’s Shipboard Disciplinary Procedure,
the terms of the SEA and/or CBA shall prevail.

21.4 Disciplinary rules

21.4.1 Gross misconduct

Acts of gross misconduct, may, if appropriate in the circumstances and established to the satisfaction of the Master, lead
to the removal of the Employee from the ship, either immediately or at the end of the voyage, and to his dismissal from
employment. This is separate from any other legal or disciplinary action.

21.4.2 Less serious misconduct

Breaches of a lesser degree of seriousness may be dealt with by:

a) an informal warning administered at an appropriate level;

b) a formal warning by an Officer;

c) a written warning by a senior Officer; or

d) a final written warning by a senior Officer or the Master.

When a warning other than an informal warning is given, the Employee should be advised of the likely consequences of
further breaches of discipline.

The Employee should be told how long any warning would remain current.

Examples of breaches of the disciplinary rules where use of the above procedure is considered appropriate are listed
below.

a) offences of the kind described as gross misconduct but are not considered to justify dismissal in the particular
circumstances of the case

b) minor acts of negligence, neglect of duty, disobedience and assault SEA 26.02.2020

c) unsatisfactory work performance

d) poor time keeping

e) stopping work before the authorised time

f) offensive or disorderly behaviour.

21.4.3 Penalties

The penalties which may be imposed are as follows: By the Master:

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 •Dismissal from ship

•Final warning

•Written warning

•Formal warning

•Informal warning By a Senior Officer:

•Final warning

•Written warning

•Formal warning

•Informal warning By an Officer:

•Formal warning

•Informal warning By a Petty Officer:

•Informal warning

21.4.4 Appeals

The Employee may appeal a shore management decision of:

•Dismissal from employment

•Final warning

•Demotion and/or loss of seniority

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 Employee receives written notification of the outcome of the first shore hearing.

The Employee’s written notification of the appeal must detail all the grounds of appeal.

On appeal it will be for the Employee to show that the outcome of the first shore hearing was inappropriate.

Where the written notification of the appeal is considered insufficient to justify an appeal, the person considering the
appeal should ask the Employee to provide further details. If adequate details are still not provided, the appeal may be
dismissed without convening a meeting. The Seafarer will be given written notification of the decision and the reasons
for it as soon as practicable.

The Seafarer will be invited to a meeting to consider his appeal. He will be given written notice of the meeting. It will
specify:

•Date, time and place of the meeting

•The Employee’s right to be accompanied by a work colleague or trade union official

22 ALTERATIONS TO THE TERMS AND CONDITIONS OF EMPLOYMENT AND/OR COMPANY POLICIES OR PROCEDURES

22.1 The Shipping Industry is heavily regulated and there may be changes to the operation of vessels, work standards
and other statutory requirements.

22.1.1 The Employer will communicate any changes of policy to the Employee.

22.1.2 The Employer undertakes to notify the Employee in writing, either by personal communication, circular notices or
by means of posting on notice boards of any vessel on which the services shall be performed, of any variations to
the Employer policies and procedures.

23 MISCELLANEOUS LEGAL PROVISION - SUPERIORITY OF COMPETING CONTRACTS, SEVERABILITY

23.1 Without prejudice to the foregoing, If the Employee shall serve on any vessel covered by either terms and
conditions of Employment mandatorily applicable by law and/or a Collective Bargaining (or similar) Agreement then

SEA 26.02.2020
 if and to the extent that any provision of this Employment Agreement does not conform to the minimum
requirements of any such mandatory terms and conditions and/or Collective Bargaining Agreement then such
mandatory terms and conditions and/or Collective Bargaining Agreement shall be deemed to be a part of this
Employment Agreement but only to the minimum extent necessary to conform to the requirements of such
mandatory terms and conditions and/or Collective Bargaining Agreement and no further, and only for the period for
which such mandatory terms and conditions and/or Collective Bargaining Agreement shall apply and in any event
only for the duration of service on board that vessel, and the remaining provisions of this Agreement shall not be in
any way impaired or invalidated.

23.2 This Agreement may be executed in any number of counterparts, each of which when so executed shall be deemed
an original but all such counterparts together shall constitute one and the same instrument. The parties agree that
the Employer may use a computer-based system to execute this Agreement by means of an electronically-produced
signature and that such signature shall have the same legal effect as if, such signature had been manually written by
the Employer. The parties acknowledge and agree that, in any legal proceedings between them in any way relating
to this Agreement, the parties expressly waive any right to claim based upon the execution of the Agreement by the
Employer by means of an electronically- produced signature. The Employee may deliver the signed Agreement
counterpart to [enter to whom they deliver] by e-mail transmission of an Adobe Portable Document Format file (or
similar electronic record) and shall be effective only upon one original (manually written) signed Agreement is
delivered to [enter details].

23.3 If any clause or term, or part thereof, of this Agreement is to any extent illegal, otherwise invalid, or incapable of
being enforced, such term, or part thereof, shall be excluded to the extent of such invalidity or unenforceability, but
only to that extent and no further, and all other terms hereof shall remain in full force and effect; and, to the extent
permitted and possible, the invalid or unenforceable term, shall be deemed replaced by a term that is valid and
enforceable and that comes closest to expressing the intention of such invalid or unenforceable term.

24 LAW AND JURISDICTION

This Contract is governed by the law of the Republic of Cyprus. In case of dispute, the Limassol District Court has exclusive
jurisdiction.

SEA 26.02.2020
 ANNEX 1

COMPENSATION SCALE IN CASE OF PERMANENT DISABILITY DUE TO ACCIDENT

In the event of the loss:

i. arm 85%
ii. arm above the elbow joint 80%
iii. arm beneath the elbow joint 75%
iv. hand 70%
v. thumb 30%
vi. index finger 20%
vii. other finger 15%
viii. leg above mid-thigh 85%
ix. leg up to mid-thigh 80%
x. leg up to beneath the knee 75%
xi. leg up to mid-calf 70%
xii. foot 65%
xiii. large toe 15%
xiv. other toe 8%
xv. eye 60%
xvi. voice 100%

in the event of total functional incapacity:

xvii. arm 70%

xviii. hand 60%
xix. thumb 25%
xx. index finger 15%
xxi. other finger 10%
xxii. leg 70%
xxiii. foot 50%
xxiv. big toe 10%
xxv. other toe 5%
xxvi. eye 50%
xxvii. hearing in one ear 50%
xxviii. sense of smell 15%
xxix. sense of taste 10%
1. A corresponding proportion of the appropriate percentage shall apply in the case of a partial loss or functional
impairment.

2. For other parts of the body or sensory organs, the degree of disability shall be measured by the extent to which
the insured’s normal physical capacity is impaired. Only medical considerations shall be taken into account in this
respect.

3. Where parts of the body or sensory organs or their functions had already been permanently impaired before the
accident, the degree of disability shall be reduced by the prior disability. This shall be measured in accordance with
this Annex and paragraph 4 below.

4. Should several parts of the body or sensory organs be impaired by the accident, the degree of disability
determined in accordance with the above provisions shall be added up. Such addition shall however not total more
than 100%.

5. All determinations shall be made by a doctor nominated by the Employer whose decision shall be final and binding
on the parties.

SEA 26.02.2020