North Sound Resorts Management Limited

Employment Manual

Employment Manual Version Control

Version Date Author Change Description
1.0 10/31/13 B. Marvin Original

1.1 4/23/14 B. Marvin Section 3.7

1.2 8/28/14 B. Marvin Section 5.4

Notes

The contents of this manual do not constitute nor should they be construed as a promise of employment
or as a contract between North Sound Resorts Management Limited and any of its employees.

North Sound Resorts Management Limited is the employment management company for Oil Nut Bay, Inc.
and Biras Creek Resort. The term “Company” used herein shall include North Sound Resorts
Management Limited, Oil Nut Bay, Inc., and Biras Creek Resort located in the British Virgin Islands
(hereinafter “BVI”).

The Company at its option, may change, delete, suspend, or discontinue parts or the policy in its entirety,
at any time without prior notice.
 Table of Contents
1. INTRODUCTION ................................................................................................................ 5
1.1. Welcome...................................................................................................................... 5
1.2. Properties .................................................................................................................... 5
1.3. Changes in Policy ........................................................................................................ 5
2. EMPLOYEE DEFINITION AND STATUS ............................................................................ 6
2.1. Probationary Period for New Employees ...................................................................... 6
2.2. Personnel Records and Administration ........................................................................ 6
2.3. Change of Personal Data ............................................................................................. 6
3. EMPLOYMENT POLICIES ................................................................................................. 7
3.1. Equal Employment Opportunity.................................................................................... 7
3.2. Immigration Law Compliance ....................................................................................... 7
3.3. Employee Background Check ...................................................................................... 7
3.4. Criminal Records ......................................................................................................... 7
3.5. New Employee Orientation .......................................................................................... 7
3.6. Safety .......................................................................................................................... 7
3.7. Building Security and Access ....................................................................................... 8
3.8. Health-related Issues ................................................................................................... 8
3.9. Visitors in the Workplace.............................................................................................. 8
3.10. Package Passes....................................................................................................... 9
3.11. Lost Property ............................................................................................................ 9
3.12. Lockers .................................................................................................................... 9
3.13. Layoffs ..................................................................................................................... 9
3.14. Resignation .............................................................................................................. 9
3.15. Private Boat Berthing................................................................................................ 9
3.16. Digital Communications ............................................................................................ 9
3.17. Power and Water Conservation ...............................................................................10
3.18. Emergency Closings ...............................................................................................10
4. STANDARDS OF CONDUCT ............................................................................................10
4.1. General Guidelines .....................................................................................................10
4.2. Designations ...............................................................................................................10
4.3. Attendance and Punctuality ........................................................................................10
4.4. Work Schedule ...........................................................................................................11
4.5. Meal and Break Periods ..............................................................................................11
4.6. Anti-Harassment Policy ...............................................................................................11
4.7. Violence in the Workplace...........................................................................................11

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 4.8. Confidential Information and Nondisclosure ................................................................11
4.9. Ethical Standards ........................................................................................................11
4.10. Dress Code .............................................................................................................12
4.11. Hygiene and Grooming............................................................................................13
4.12. Use of Equipment ....................................................................................................13
4.13. Use of Internet .........................................................................................................13
4.14. Smoking Policy ........................................................................................................13
4.15. Alcohol and Substance Abuse .................................................................................14
4.16. Gifts.........................................................................................................................14
4.17. Solicitations and Distributions ..................................................................................14
4.18. Complaint Procedure ...............................................................................................14
4.19. Personal Attitude .....................................................................................................14
4.20. Acts Constituting Dismissal .....................................................................................14
4.21. Disciplinary Procedures ...........................................................................................15
4.22. Social Media ............................................................................................................15
4.23. Return of Company Property ...................................................................................16
5. COMPENSATION POLICIES.............................................................................................17
5.1. Base Compensation....................................................................................................17
5.2. Performance Bonuses ................................................................................................17
5.3. Overtime Pay ..............................................................................................................17
5.4. Payroll and Paydays ...................................................................................................17
5.5. Promotions and Transfers ...........................................................................................17
5.6. Performance Reviews .................................................................................................17
6. SOCIAL SECURITY BOARD BENEFITS ...........................................................................19
6.1. Social Security ............................................................................................................19
6.2. Injury Benefit ...............................................................................................................19
6.3. Sickness Benefit .........................................................................................................19
6.4. Maternity Benefit .........................................................................................................19
6.5. Age Benefit .................................................................................................................19
6.6. Social Security Board Registration ..............................................................................20
7. COMPANY BENEFITS ......................................................................................................21
7.1. Benefits Summaries and Eligibility ..............................................................................21
7.2. Severance/Retirement Benefits...................................................................................21
7.3. Holiday Policy .............................................................................................................21
7.4. Vacation Time .............................................................................................................21
7.5. Sick Leave ..................................................................................................................22

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 7.6. Bereavement Leave ....................................................................................................22
7.7. Jury Duty ....................................................................................................................22
7.8. Family/Medical Leaves of Absence .............................................................................23
7.9. Maternity Leave ..........................................................................................................23
7.10. Voting ......................................................................................................................23
7.11. Termination Due to Illness .......................................................................................23
7.12. Meals ......................................................................................................................23
7.13. Transportation .........................................................................................................23
7.14. Discounts ................................................................................................................24
8. EXPENSES .......................................................................................................................25
8.1. Purchasing ..................................................................................................................25
8.2. Travel Expense Reimbursement .................................................................................25
8.3. Relocation ...................................................................................................................25
8.4. Work Permit and Immigration Process ........................................................................25
9. EMPLOYEE COMMUNICATIONS .....................................................................................26
9.1. Open Communication .................................................................................................26
9.2. Problem Solving and Grievance Settlement ................................................................26
9.3. Suggestions ................................................................................................................26
9.4. Closing Statement.......................................................................................................26
10. ACKNOWLEDGMENT ...................................................................................................27
Appendix I .................................................................................................................................28
Appendix II ................................................................................................................................29
Exhibit B....................................................................................................................................31
Exhibit C ...................................................................................................................................32
Form 1 ......................................................................................................................................33
Form 2 ......................................................................................................................................34
Form 3 ......................................................................................................................................35
Form 4 ......................................................................................................................................36

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1. INTRODUCTION

This document has been developed in order to familiarize employees with the Company and
provide information about working conditions, key policies, procedures, and benefits affecting
employment with the Company.

1.1. Welcome

Welcome to the Company! We are very pleased that you have decided to join our team of
professionals.

Regardless of your position, you can make a difference each and every day. Team members
like you build and uphold our excellent reputation. Our clients tell us over and over that our
employees are friendly, helpful, courteous and professional. These are the greatest
compliments any Company could be paid.

It is the client who pays our wages and it is our duty to ensure that they enjoy their time with us.
If we ensure our clients’ happiness, we will in turn be assured of a prosperous Company and a
stable future. We are not just another Company; our philosophy is to provide a very high level of
service in a simple and low-key setting. Each property has its own ambiance and unique
character.

We ask that you do your job to the best of your ability by utilizing your individual signature
strengths. Those strengths are the reason you were asked to join our team. We look forward to
a long and happy working relationship with you.

1.2. Properties

Biras Creek Resort is recognized as one of the top luxury destinations in the Caribbean. As
winner of a 2012 Travelers' Choice Award from Trip Advisor, Biras Creek Resort features 31
Suites set among 140 acres on beautiful Virgin Gorda. Only reachable by boat or helicopter,
Biras Creek is located on a narrow strip of land between two hills on a 140 acre peninsula with
views of three distinct bodies of water: the enormous protected lagoon of the North Sound, the
open Atlantic Ocean, and the Caribbean Sea. For more information visit www.biras.com.

Oil Nut Bay sits nestled on a private peninsula on the eastern tip of the lush island of Virgin
Gorda in the British Virgin Islands. This pristine residential community is unlike any other in the
region. One visit to this tropical paradise will capture your heart and inspire your dreams. Oil
Nut Bay's sun-drenched white sand beaches, dazzling turquoise waters and stunning
landscapes invite you to experience a neighborhood like no other. With world-class amenities,
one-of-a-kind home sites and traditional deeded ownership (freehold land ownership), Oil Nut
Bay affords home owners with a lifestyle designed to exceed their needs and desires. For more
information visit www.oilnutbay.com.

1.3. Changes in Policy

This manual supersedes all previous employee manuals and memorandas. While every effort is
made to keep the contents of this document current, the Company reserves the right to modify,
suspend, or terminate any of the policies, procedures, and/or benefits described in the manual
with or without prior notice to employees.

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2. EMPLOYEE DEFINITION AND STATUS

An “employee” of the Company is a person who regularly works for the Company on a wage or
salary basis.

2.1. Probationary Period for New Employees

The Company monitors and evaluates every new employee’s performance for four months to
determine whether further employment in a specific position or with the Company is appropriate.

2.2. Personnel Records and Administration

The task of handling personnel records and related administration functions at the Company
has been assigned to the Human Resources Department. Personnel files will be kept
confidential at all times.

2.3. Change of Personal Data

Any change in an employee’s name, address, telephone number, marital status, dependents, or
insurance beneficiaries, or a change in the number of tax withholding exemptions, needs to be
reported in writing without delay to the Human Resources Department.

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3. EMPLOYMENT POLICIES

3.1. Equal Employment Opportunity

Our Company is an equal opportunity employer. Employment decisions are based on merit and
business needs, and not on race, color, citizenship status, national origin, ancestry, gender,
sexual orientation, age, weight, religion, creed, physical or mental disability, marital status,
veteran status, political affiliation, or any other factor protected by law.

3.2. Immigration Law Compliance

All offers of employment are contingent upon verification of the candidate’s right to work in the
BVI.

3.3. Employee Background Check

Prior to making an offer of employment, the Company may conduct a job-related background
check. A comprehensive background check may consist of prior employment verification,
professional reference checks, education confirmation, and credit check.

3.4. Criminal Records

When appropriate, a criminal record check is performed to protect the Company’s interest and
that of its employees and clients.

3.5. New Employee Orientation

To ensure all new employees have a working knowledge of the Company, each new employee
will participate in Day One Orientation. This orientation will include, but not be limited to, the
following:

 Completion of all personnel documents, required government work

permits/applications, issuing of name tags and uniforms, and a review of this
manual.
 Property orientation, including the distribution of collateral material (brochures,
menus, rate information and “Welcome Magazine”).
 A facilities and property tour will also be included.

3.6. Safety

The safety and health of employees is a priority. The Company makes every effort to comply
with all workplace safety requirements. The Company’s workplace safety rules and regulations
include but are not limited to the following:

 Be familiar with and follow the safety measures established for each department.

 Report any unsafe conditions or potential hazards to your manager or other

management personnel immediately. To knowlingly allow unsafe conditions to exist is
considered a violation of company policy.

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  Any accident or injury to yourself, a fellow coworker or client must be reported to your
manager or other management personnel immediately. Filing an incident report is
mandatory for all accidents.

 Be aware of the location of fire extinguishers, fire escape routes as well as lifesaving
equipment inclusive of oxygen sets, and first aid kits.

 All employees whose job performance necessitates the operation of a vehicle are
required to have a valid BVI Driver’s License, to obey all traffic laws, and to operate the
vehicle in a safe manner at all times. The Company may request an employee verify that
they possess a BVI Driver’s License. Employees must immediately notify their manager
in the event the license is revoked or suspended.

When operating a vehicle on the Company property, caution and awareness must be exercised
at all times. Employees vehicles must always yield right of way to guests, pedestrians, and
vehicles.

 The boat captains are responsible for the safe navigation of all Company boats. As an
employee you are responsible for carrying out all directions given by the boat captains in
order to support safe operation of the boats. Any unsafe practices, such as sitting or
hanging on the outside of the boats, overcrowding the boats or behavior that is
discourteous to our clients or fellow employees, will not be tolerated and are subject to
disciplinary action

 Be familiar with the BVI Disaster Management Policies and Strategies. Visit the
Department of Disaster Management’s website at www.bviddm.com.

Each employee is expected to obey safety rules and exercise caution and common sense in all
work activities.

3.7. Building Security and Access

Employees acting in a negligent or willfully destructive manner will be held accountable for any
damage caused. Employees are not allowed on Company property outside of scheduled
working hours without prior authorization from their manager.

In order to maintain a secure environment, the Company prohibits Employees from loitering on
Company Property. Loitering is defined as lingering idly or aimlessly anywhere on Company
property, in a group or individually, without a labouring purpose. Loitering does not include meal
and break periods as outlined in Section 4.5.

3.8. Health-related Issues

Employees who become aware of any health-related issue should notify their manager as soon
as possible.

3.9. Visitors in the Workplace

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Authorized visitors are allowed in the workplace only upon prior approval from your manager
and the General Manager. The Company will generally try to be welcoming to guests of
employees however the first obligation is to our owners and guests.

3.10. Package Passes

All Company goods must be accounted for and a signed authorization is required before
removal. Accounting for all property leaving any property will prevent any employee or guest
from being wrongly accused of theft, collusion or coercion.

All employees transporting goods off the property shall obtain a signed Package Goods Pass
prior to departing the property from their manager.

3.11. Lost Property

Items left on Company property are to be delivered to the Administrative Office immediately. All
lost articles will be kept by the Administrative Office for three months. If after three months the
item is left unclaimed, the item will be returned to the finder of the article or disposed.

3.12. Lockers

Employee lockers are provided for designated employees for convenience purposes. It is
expected that all lockers are kept clean and neat at all times. The Company cannot be held
responsible for losses due to theft or carelessness. Lockers are subject to random inspection by
management and all items located within the locker are assumed to be the responsibility of the
employee to whom that locker has been assigned.

3.13. Layoffs

Business fluctuations may necessitate layoffs. In accordance with the BVI Labour Code, any
layoffs, by reason of employee reduction shall affect nonresident workers first. No Belonger
shall be laid off while a Non-belonger is retained in the same occupational classification for
which the Belonger is qualified, available, and has demonstrated work ethics consistent with the
standards of the Company. Personnel will be laid off or rotated with due consideration for
seniority, efficiency, punctuality, dependability and general work attitudes according to the BVI
Labour Code.

3.14. Resignation

All employees are expected to give advance notice of their intent to terminate their employment.
Such notice shall be given at least equal to the interval of time in a pay period. Four (4) weeks is
considered to be a standard amount of time in notifying your manager.

3.15. Private Boat Berthing

Employees berthing their boats at any Company property may do so only with the permission of
the General Manager or Site Operations Manager and at special designated dock areas. All
Company property piers, jetties, docks and moorings are revenue-producing areas and should
be treated as such.

3.16. Digital Communications

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To provide the best service to our clients, Company telephones are restricted to business use.
Employees may not receive personal phone calls while at work except in the case of an
emergency. Personal cell phones shall not be visible in guest areas unless necessary to
perform work functions.

Company owned communication devices including, but not limited to cellular phones and tablets
are the responsibility of the Employee. Electronic communication between employees should
reflect the same standards of courtesy, respect and professionalism that are expected in other
forms of communication. You are not permitted to record or distribute text, video, audio, or
photographic images of guests or guest property without the Company’s express consent.

3.17. Power and Water Conservation

Power can be conserved if all lighting, electrical appliances and AIC are switched off at the end
of the workday or when not in use.

All employees should also attempt to conserve water on Company property. Be sure all faucets
are turned off when not in use and report any leaks immediately.

3.18. Emergency Closings

At times, emergencies such as severe weather, fires, or power failures can disrupt Company
operations. In such instances, the Company will decide on the closure and provide the
notification to the employees.

4. STANDARDS OF CONDUCT

4.1. General Guidelines

All employees are responsible for being familiar with Company standards of conduct and are
expected to follow these rules and standards faithfully while on Company property and in
conducting Company business. Employees are also expected to act as ambassadors of the
Company in all situations outside of work as well.

4.2. Designations

Mr. David V. Johnson, the Chairman, is to be addressed as “Chairman.” The owners and guests
are to be addressed using the appropriate titles, “Mr.” or “Ms.”, before their surname.

4.3. Attendance and Punctuality

Absenteeism and tardiness place a burden on other employees and on the Company. To
maintain a safe and productive work environment, the Company expects employees to be
reliable and to be punctual in reporting for scheduled work. The Company expects employees to
be ready to work at the beginning of assigned daily work hours and to reasonably complete their
projects by the end of assigned work hours.

In the rare instances when employees cannot avoid being late to work or are unable to work as
scheduled, they should notify their manager as soon as possible in advance of the anticipated

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tardiness or absence. Less than 2 hours notice of tardiness or absence shall automatically be
considered unexcused.

The Company defines excessive tardiness and absenteeism as more than 6 excused or
unexcused instances within a 12 month period. Excessive tardiness and absenteeism is subject
to disciplinary action up to and including termination of employment.

4.4. Work Schedule

Unless otherwise specified, regular full-time employees are expected to work at least forty (40)
hours per workweek.

4.5. Meal and Break Periods

Per the BVI Labour Code Employees are granted a 60 minute unpaid meal period for every 5
hours worked. In certain departments this period may be reduced to 30 minutes in order to
maintain available services for guests and owners. In the event that an employee is asked to
continue to work through the meal period they will be paid for that time accordingly.

4.6. Anti-Harassment Policy

The Company does not tolerate workplace harassment of any kind. Any individual found to be in
violation of this policy may be subject to disciplinary action up to and including termination.
Workplace harassment can take many forms. It may be, but is not limited to, words, signs,
offensive jokes, cartoons, pictures, posters, e-mail jokes or statements, pranks, intimidation,
physical assaults or contact, or violence.

The Company does not tolerate sexual harassment Sexual harassment may include unwelcome
sexual advances, requests for sexual favors, or other unwelcome verbal or physical contact of a
sexual nature when such conduct creates an offensive, hostile, and intimidating working
environment and prevents an individual from effectively performing the duties of their position.

4.7. Violence in the Workplace

Acts or threats of physical violence, including intimidation, harassment, and/or coercion, which
involve or affect the Company or which occur on Company property, will not be tolerated. Any
individual found to be in violation of this policy may be subject to disciplinary action up to and
including termination

4.8. Confidential Information and Nondisclosure

By continuing employment with the Company, employees agree that they will not disclose or
use any of the Company’s confidential information, either during or after their employment. The
Company sincerely hopes that its relationship with its employees will be long-term and mutually
rewarding. However, employment with the Company assumes an obligation to maintain
confidentiality, even after an employee has left the Company. All employees will be required to
sign a Confidentiality Agreement, attached as Form 1, prior to employment.

4.9. Ethical Standards

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The Company insists on the highest ethical standards in conducting its business.
Professionalism and integrity are the two driving forces behind the Company’s great success
story. When faced with ethical issues, employees are expected to make a professionally
responsible decision consistent with the Company’s principles and standards. If you are unsure
of your actions contact your manager or Human Resources.

4.10. Dress Code

Employees are expected to present a clean and professional appearance while conducting
business, in or outside of the office. Dressing in a fashion that is clearly unprofessional, that is
deemed unsafe, or that negatively affects the Company’s reputation or image is not acceptable.
Each Company property and each Department have certain dress code requirements. Speak
with your manager regarding your specific dress code requirements. Generally, when on the job
please consider the following guidelines:
Men
• Hair: Must be neatly cut and may not rest on the neck or over the ears. In some cases
management may make specific exceptions for employees that do not have guest
contact.
• Facial Hair: All employees must be neatly shaved on a daily basis. Sideburns not below
the bottom of the ear. Beards and mustaches must be neatly trimmed and are subject to
manager approval.
• Tattoos and body art must not be visible.
• Jewelry: One ring and one professional looking watch is allowed. One necklace worn is
permitted if worn inside the collar. No other visible jewelry is permitted including
necklaces, earrings or other piercings.
• Shoes and socks should be selected based on your department and position. Shoes and
boots must be tied. Flip flops and open toed shoes are not permitted except when
appropriate to the position or task.
• Clothing: Must be in excellent clean and pressed condition and must fit professionally. A
belt must be worn and shirt must be tucked in. If an employee supplies their own clothes,
logos must be singular and subtle and other graphics or embroidery is not permitted.
• Sunglasses and Hats: Professional looking sunglasses may be worn however a genuine
effort should be made to remove sunglasses when directly addressing a guest.
Women
• Hair: Must be neatly cut and styled in a professional manner..
• Fingernail Polish: Must be conservative in color and application. Chipped polish is not
permitted.
• Tattoos and body art must not be visible.
• Jewelry: One ring per hand, one professional looking watch, and one necklace is
permitted. One pair of “stud” earrings may be worn however dangling earrings are not
permitted.
• Shoes and socks should be selected based on your department and position. Shoes and
boots must be tied. Flip flops and open toed shoes are not permitted except when
appropriate to the position or task.
• Clothing: Must be in excellent clean and pressed condition and must fit professionally. If
an employee supplies their own clothes, logos must be singular and subtle and other
graphics or embroidery is not permitted.
• Sunglasses and Hats: Professional looking sunglasses may be worn however a genuine
effort should be made to remove sunglasses when directly addressing a guest. Only
hats provided from the company are permitted.

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An employee who is not properly dressed, will be asked to leave, with pay deduction, and return
after changing to appropriate attire.

In most cases each new employee is entitled to a total of 3 complete uniforms. Each employee
is responsible for cleaning his or her own uniforms. If you should require a replacement, please
see your Department Head for a replacement. Replacements are not given regularly, and you
will be held responsible for the original 3 uniforms you were issued.

You are permitted to hem or size your uniform to fit you, but you are not allowed to alter it from
its standard look. Your uniform is the property of the Company and should be treated as such.

You will receive two nametags free of charge. Additional lost nametags will result in a $5 fee.
Damaged nametags will be replaced free of charge.

4.11. Hygiene and Grooming

A well-groomed appearance instills pride and confidence in both yourself and our clients and
helps to ensure success in the performance of your job. Employees are expected to report to
work with a neat, well-groomed appearance. This is advantageous to you and is a courtesy to
your fellow workers.

The hair of male employees must be clean, neatly trimmed, and well combed. Bearded
employees must keep their beards well-groomed at all times. Employees without beards should
ensure their sideburns are not lower than their ears, and mustaches are to be level with the
middle of the mouth. Nails are to be trimmed and clean.

The hair of female employees must be clean and well-combed. Nails are to be neatly trimmed
and clean. Chipped nail polish is not permitted.

4.12. Use of Equipment

The Company will provide employees with the equipment needed to do their job. None of this
equipment should be used for personal use, nor removed from the physical confines of
Company property—unless it is approved for a job that specifically requires use of Company
equipment outside the premises.

4.13. Use of Internet

Employees are responsible for using the internet in a manner that is ethical and lawful. Use of
the Internet must not interfere with employee productivity.

4.14. Smoking Policy

The Company maintains smoke- and tobacco-free offices. No smoking or other use of tobacco
products (including, but not limited to, cigarettes, pipes, cigars, snuff, or chewing tobacco) is
permitted in on Company property or in vehicles owned, leased, or rented by the Company.
Employees may smoke only in specifically designated areas during times permitted by
management. A smoker is not entitled to any additional break time beyond what is outlined for
all employees by the labour code. When smoking or otherwise using tobacco or similar products
outside, you are required to properly dispose of cigarette butts or other traces of litter or

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tobacco. Employees who smoke are responsible for thoroughly cleaning and removing all
scents before returning to their shift.

4.15. Alcohol and Substance Abuse

It is the policy of the Company that the workplace be free of illicit drugs and alcoholic
beverages, and free of their use. Abuse of drugs and alcohol has been proven to impair the
coordination, reaction time, emotional stability, and judgment of the user. This could have tragic
consequences where demanding or stressful work situations call for quick and sound decisions
to be made. The company maintains a zero tolerance policy for employees found to be under
the effects of drugs or alcohol while on duty unless authorized by the Company at a celebratory
function.

4.16. Gifts

Advance approval from management is required before an employee may accept a gift of any
kind from a client. Employees are not permitted to give unauthorized gifts to clients.

4.17. Solicitations and Distributions

Solicitation for any cause during working time and in working areas is not permitted. Employees
are not permitted to distribute non-Company literature in work areas at any time during working
time.

4.18. Complaint Procedure

Employees who have a job-related issue, question, or complaint should first discuss it with their
manager. If the issue cannot be resolved at this level, the Company encourages employees to
contact the Human Resources Department.

4.19. Personal Attitude

Smiles, happy greetings and cheerfulness are what our clients like to see and that is what is
required of you. Your good mood will often enhance your service and personal contact with the
clients. Good service positively influences the client's mood, and they will enjoy their stay. The
clients have trusted us with their faith and time, and it is our responsibility to ensure they enjoy
all facets of their stay.

A perceptibly poor attitude will not be tolerated in any way and will be subject to disciplinary
action.

4.20. Acts Constituting Dismissal

These are a list of behaviors, in addition to those listed throughout this manual, that are
considered unprofessional and unacceptable and may lead to disciplinary actions. Commission
of any of the following acts can be considered just cause for dismissal:

 Harassment or perceived harassment of any type.

 Violence, threats and intimidation.
 Supplying false or misleading information when applying for employment.
 Violation of Company Confidentiality Agreement (see Form 1).

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  Possessing illegal, dangerous or deadly weapons on Company property.
 Possessing or being under the influence of drugs or intoxicants while at work or on
property.
 Immoral, immature or indecent conduct and soliciting persons for immoral purposes.
 Insubordination or refusing to adhere to a lawful work related request of a manager.
 Interfering with work schedules, time sheets or payroll records in any way.
 Abuse, misuse, unauthorized use, destruction of Company property.
 Theft of Client, employee or Company property.
 Any act of disrespect toward a Client.
 Excessive tardiness or absenteeism.
 Poor performance of work assignments and responsibilities.
 Violation of grooming and dress code standards. Failure to adhere to safety,
sanitation and security standards and procedures.
 Any conduct that discredits the employee or the Company, or willful
misrepresentation of the Company whether on or off-duty.

4.21. Disciplinary Procedures

The Company employs a progressive three step disciplinary action policy (except in cases of
gross misconduct that warrants immediate dismissal), which includes the following:

 Verbal warning;
 A maximum of three written disciplinary actions; and
 Termination.

At each step of the disciplinary action policy, employees’ circumstances and actions will be
documented and reviewed by the General Manager prior to implementation.

Throughout the process, many forms of disciplinary action may be enforced including, but not
limited to written warnings, suspension, and reinstatement with probationary status and/or
termination. All disciplinary actions must be in accordance with the BVI Labour Code.

Suspensions and dismissals are subject to the review of the General Manager before
implementation.

4.22. Social Media

Social media includes all means of communicating or posting information or content of any sort
on the internet. The Company realizes that many employees may participate in social media as
a way to share their life experiences and thoughts with family, friends and colleagues. However,
an employee’s use of social media may involve certain risks and requires the employee to
exercise certain responsibilities. The following principles apply to any employee’s use of social
media in their personal and professional capacity.

 Do not use your Company email address to register on any social media website for
personal use.
 Do not use social media to disclose the Company’s confidential information. This
includes financial information, strategy, products, policy, management, potential clients,
and current clients.

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  What you publish on such personal online sites should never be attributed to the
Company; should not be about the Company; and should not appear to be endorsed by
or originated from the Company.
 Be aware that when the Company’s victorintl.com address is attached to your name it is
implied that you are acting on the Company’s behalf.
 Do not use the Company’s copyrighted material, trademarks, service marks or other
intellectual property.
 Do not post images of Company property, guests, guest property, vendors, or suppliers.
 If you choose to list your work affiliation on a social network, then you should regard all
communication on that network as you would in a professional network.
 You are personally responsible for any of your online activity that can be traced back to
the Company.
 Be aware of the effect your actions may have on your image, as well as the Company’s
image.
 Use your best judgment in posting material that is neither inappropriate nor harmful to
the Company, its employees, or guests.

Employees who violate this policy are subject to discipline, up to and including dismissal or legal
action.

4.23. Return of Company Property

Any Company property issued to employees, such as computer equipment, keys, parking
passes or Company credit card, must be returned to the Company at the time of termination.
Employees will be responsible for any lost or damaged items.

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5. COMPENSATION POLICIES

5.1. Base Compensation

It is the Company’s desire to pay all employees’ wages or salaries that are competitive with
other employers in the marketplace and in a way that will be motivational, fair, and equitable.
The Company salary and wage structure is based upon local surveys of our competition to
ensure that we pay competitive wages. Compensation may vary based on roles, responsibilities,
performance, and compliance with all applicable laws.

5.2. Performance Bonuses

Performance bonuses may be given to Company employees at the discretion of management.

There are two factors that typically determine bonus availability and amounts: (a) Company
Performance—Profits and (b) Personal Performance.

5.3. Overtime Pay

Overtime compensation is paid to employees in accordance with BVI law. All overtime work
performed must receive the manager’s prior authorization.

5.4. Payroll and Paydays

Employees will be paid either on a, monthly, semi-monthly, or bi-weekly basis. For salaried
employees day rates are calculated based on a 365-day work year.

5.5. Promotions and Transfers

If you feel you are better suited for another position or desire a transfer to another department,
discuss the situation with your manager and/or Human Resources Director. The Company
wishes to bring out your best abilities and to satisfy your personal preferences as opportunities
arise.

In order that vacancies may be filled by the best qualified employees and that recognition be
given to a capable individual, it is the Company's practice to fill vacancies by promoting from
within the Company whenever possible. In selecting candidates for promotion, ability is first
considered followed by length of service. If you desire a promotion to an available position,
speak to the Human Resources Department about your qualifications. In accordance with the
BVI Labour Code, the Company will advertise all vacancies unless they are filled by a Belonger
being promoted.

5.6. Performance Reviews

The Company wants to help its employees succeed and grow. In an effort to support this growth
and success, employees will take part in a formal performance evaluation with their manager
during their 120-day probationary period, as well as an annual review.

During these evaluation processes, the employee will have the opportunity to sit down with their
manager to discuss strengths, areas of improvement and overall progress over the given
evaluation period. Employees will also have an opportunity to discuss the evaluation and
professional objectives and goals.

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Written performance evaluations are not designed to take place of the daily communication
between you and your manager.

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6. SOCIAL SECURITY BOARD BENEFITS

6.1. Social Security

BVI Social Security is a compulsory insurance plan which employers, employees, self-employed
and voluntary contributors contribute. Social Security is designed to protect insured persons
from financial distress by providing partial income replacement when certain contingencies
arise. For more information visit www.bvissb.vg or call 494-3418.

6.2. Injury Benefit

Employment Injury Benefits may be awarded to an insured person who is unable to work
because of a work related accident or a prescribed disease. A claim for Injury Benefit must be
filed within 30 days of the date of the injury, or development of the disease. The Company will
be required to verify employment injury by completing an Accident Report Form.

Injury Benefit is paid weekly to an employed person who is unable to work because of an
employment accident or disease. The rate of Injury Benefit is 75% of the average weekly
insurable earnings. Injury Benefit is paid for a period of up to 26 weeks providing the injury
continues.

6.3. Sickness Benefit

Sickness Benefit may be paid to an insured person who is sick and unable to work. To qualify
for Sickness Benefit you must:

 Be between the ages of 15 and 65

 Have paid at least 26 weeks of contributions
 Have paid at least 8 contributions out the last 13 contribution weeks immediately
before the illness began
 Be unable to work because of the illness

The Rate of Sickness Benefit is 66 2/3% of the average insurable earnings during the 13
contribution weeks immediately before the illness began. Sickness Benefit is paid for a period of
up to 26 weeks providing the illness continues.

6.4. Maternity Benefit

Maternity Benefit may be paid to a woman who is off from work due to her pregnancy or who
has given birth and consists of an allowance and/or a grant(s). Maternity Allowance is paid to a
woman, for up to 13 weeks, while she is off work immediately before and after her confinement.
To qualify a woman must have been insured for at least 26 weeks (6 months) and have
contributed for at least 20 out of the 39 contribution weeks immediately before the baby is due.
The Rate of Maternity Allowance is 66 2/3% of the average insurable earnings in the 39
contribution weeks. A Maternity Grant(s) is a one-time payment to assist with the general
expense of having a baby. It is paid to the woman if either she and/or the qualifying father* has
paid 26 weeks of contributions.

6.5. Age Benefit

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Age Benefit may be paid to an insured person who has reached the age of 65 and has satisfied
the necessary contribution conditions. Age benefit is awarded in the form of a Pension or a
Grant. To qualify for an Age Pension you must be 65 years and have paid at least 500
contributions (10 years). The rate of Age Pension is 30% of your average annual insurable
earnings plus 1% for each complete 50 contributions in excess of 500 contributions.

6.6. Social Security Board Registration

It is mandatory that all persons between the ages of 15 and 65 years register with the Social
Security Board immediately upon obtaining employment. There is no need to re-register each
time you change jobs or did not work for a period of time. See Appendix I.

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7. COMPANY BENEFITS

7.1. Benefits Summaries and Eligibility

The Company sponsors a comprehensive benefits program for eligible employees, and each
benefit plan contains specific eligibility conditions. The benefits are summarized in a separate
booklet, which is provided to all eligible employees.

7.2. Severance/Retirement Benefits

See Appendix II. For more information regarding the Virgin Islands Labour Code 2010 please
contact the Human Resources Director.

7.3. Holiday Policy

If an hourly employee is scheduled to work on a public holiday, he/she will earn pay, in addition
to public holiday pay, at an hourly rate of 1.5 times his/her basic rate per hour worked. If the
public holiday falls on your scheduled day off, you will not receive public holiday pay.
Hourly employees on scheduled vacation leave will be paid for their public holiday should it
occur during their approved vacation leave period and not count as one of their vacation days.
Salaried employees required to work on holidays may be granted an alternate day off at the
discretion of their manager

Employees on unpaid authorized leave of absence (including maternity leave), in which a public
holiday falls, will not be paid public holiday pay.

Any employee, who fails to work on the last assigned workday before a public holiday or the first
assigned workday after a public holiday, will not be paid public holiday pay. If the absence is for
reason of sickness or injury, public holiday pay will be granted provided the employee submits
to the Company a certificate from a doctor verifying the absence was caused by sickness or
injury. The Company recognizes the following paid public holidays:

 New Year's Day

 Hamilton Lavity Stoutt’s Birthday
 Commonwealth Day
 Good Friday
 Easter Monday
 Whit Monday
 Sovereign's Birthday
 Territory Day
 Festival Monday
 Festival Tuesday
 Festival Wednesday
 St. Ursula's Day
 Christmas Day
 Boxing Day

7.4. Vacation Time

Paid vacation time is based on your anniversary date. Hourly employees vacation time is
calculated based upon a 5-day, 40-hour work week at the rate of one day of paid vacation per 1

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month worked. After 5 years you will receive 1.5 days for each month worked. After 10 years,
you will receive 2 days per month. Vacation time vacation time earned may be used at any time
within the following guidelines:

 Each employee must fill out a vacation request form and submit it to their
Department Head. See Form 4.
 Vacations will normally be scheduled during slack periods when occupancy and
activities are reduced. In most cases vacations are not permitted between
December and the end of the Easter period.
 Vacation requests will not be approved that cause undo hardship on your fellow
employees or the smooth operation of the Company.
 We want our employees to take a well-earned vacation each year. Therefore,
vacation time may not be accumulated beyond the close of the calendar year
following the year in which it was earned.
 For employees, vacation pay will be paid on the last payroll prior to the last
working day prior to the vacation taken unless otherwise specified.

7.5. Sick Leave

You are entitled to sick leave on workdays during which you are ill or otherwise physically
incapacitated for work. If you are an hourly employee, evidence of such illness or incapacitation
must be submitted to your manager on, or before, the first day of illness in the form of a doctor's
certificate or a note signed by a doctor or an attending nurse to be eligible for benefits. No sick
leave pay will be authorized without such documentation.

Subject to certain conditions, all employees will be entitled to 12 days of sick leave during any
12 consecutive months. This will be paid at a rate equal to the basic wage which you would
have received on a normal workday. Sick days may not be used for vacation or scheduled in
advance.

If you are not able to report to work due to illness, it is your responsibility to notify your manager
at least 2 hours in advance of your shift in order to be excused. Less than 2 hours notice
constitutes an unexcused absence. You are required to come back to work as soon as possible
and may be required to undergo examination, at our expense, certifying your ability to perform
your previous job.

7.6. Bereavement Leave

Employees shall be entitled to a “Leave of Absence” upon the death of a spouse (including a de
facto spouse), son, daughter, stepson, stepdaughter, parent, stepmother, stepfather, brother,
sister, stepbrother, stepsister, grandson, granddaughter, grandparent, mother-in-law, father-in-
law, son-in-law, or daughter-in-law. The Leave of Absence shall be granted with a maximum of
three (3) days paid leave for the purpose of arranging and attending the funeral for a maximum
of 1 week.

7.7. Jury Duty

The Company encourages employees to fulfill the civic obligations of jury duty or court service
when assigned. The employee must notify his/her manager upon receipt of the jury summons or
subpoena and provide a copy. An employee will be allowed time off for jury duty with pay as per
The BVI Labour Code. Please keep your manager informed daily about your jury duty.

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7.8. Family/Medical Leaves of Absence
Occasionally, for medical, personal, or other reasons, employees may need to be temporarily
released from the duties of their job. Any regular full time or part time employee who has
completed one year of continuous service with the Company may be entitled to up to three (3)
months of leave of absence without pay. All requests for extended leave of absence must be
submitted in writing to the respective manager.

7.9. Maternity Leave

Permanent employees that have been employed by the Company for a least a year are entitled
to maternity leave, not in excess of three (3) months, without pay. The employee shall be
entitled to return to your job when you return from your maternity leave. Upon returning from
maternity leave, you will be expected to carry out duties assigned to you provided they are
consistent with the duties you carried out prior to your leaving and the duties listed in your
current job description.

7.10. Voting

Employees are encouraged to fulfill their civic obligation by voting; however there should be an
understanding between individuals and their managers on when is the best time to go and fulfill
this civic duty. Employees are encouraged to go to the polls to vote either before, or after work
however, as per the Elections Act an employee is permitted up to two (2) hours for voting.

7.11. Termination Due to Illness

An employee may be terminated when sickness has left the employee unable to fulfill his/her
duties and therefore, unable to resume employment. An employee may be terminated when
his/her absence through illness has totaled 210 consecutive days. Each case depends on the
individual circumstances and shall be reviewed on an individual basis.

7.12. Meals

Employee meals are for designated employees only. If you have not been designated for meals
you may request to purchase a meal form the company.

For those entitled to a meal, the following rules apply:

 All meals are to be eaten on property and not taken home. Evening shift
employees should schedule their employee meal accordingly.
 Each person entitled to eat may take one portion only.
 Meals are to be taken at the designated location and not removed to other areas
of the property
 Only food put out for employees should be taken for employees meals.

7.13. Transportation

The Company provides regularly scheduled work ferries at no expense to the employees and
clients. You are expected to be to the ferry on time and understand that the Company
discourages unscheduled runs.

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The Company maintains vehicles for land based transportation for work purposes on the
Company property. These vehicles are intended for work purposes only and are not permitted to
be removed from the property at any time without prior approval of the manager.

7.14. Discounts

All employees are entitled to a 50% discount on food & beverage in the dining room for
themselves and up to three guests. The employee must be present for their guest to receive the
discount. Advance approval in writing from the manager is required and will be granted only if
the request does not impact the greater business function.

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8. EXPENSES

8.1. Purchasing

Authorized personnel may purchase supplies in the name of the Company. Employees whose
regular duties do not include purchasing may not incur any expense on behalf of the Company.
Without a properly approved purchase order, the Company is not obligated for any purchase.

8.2. Travel Expense Reimbursement

Persons traveling on Company business are entitled to transportation, hotel accommodation,

meals, and limited incidentals (for example, taxis and telephone calls) that meet reasonable and
adequate standards for convenience, safety, and comfort.

8.3. Relocation

This policy applies to current and newly hired employees who will be relocated to the BVI.
Management, Human Resources, and Finance must formally approve all moves. The Company
may pay reasonable costs of transportation and lodging in connection with the transfer of the
employee and the employee’s dependents from the original location to the BVI.

8.4. Work Permit and Immigration Process

Labour Department Requirements

 2 passport sized photos;

 Completed Labour Application Form (signed by employer and employee);
 Copy of passport biography page with signature;
 Copy resume and certifications;
 Copy of advertisement in local newspaper (should be advertised 2x in public
newspaper);
 Statement of working conditions (to be submitted by employer);
 Copy of contract letter; and
 4 - 6 weeks processing time.

Immigration Department Requirements

 2 passport sized photos;

 Valid Passport;
 Visa (if required);
 Medical documentation, signed and stamped by local physician, accompanied by
laboratory receipts for each test taken. *Please note that results for Mantoux Test
should read in cm or mm*;
 Entry Letter Form/Labour Clearance;
 Immigration Bond (done at the immigration office);
 Application for Entry Permit (done at the immigration office);
 Police record(s) from country(s) of residence of more than 6 months or more;
 Must have return ticket from date of entry into the BVI (If permit is for a specific
time less than 1 year, ticket should reflect same); and
 14 working days processing time.

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9. EMPLOYEE COMMUNICATIONS

9.1. Open Communication

The Company encourages employees to discuss any issues they may have with a co-worker
directly with that person. If a resolution is not reached, employees should arrange a meeting
with their manager. If the concern has not been properly addressed, employees should contact
the Human Resources Department. Any information discussed in an open communication
meeting is considered confidential, to the extent possible while still allowing management to
respond to the problem. Retaliation against any employee for appropriate usage of open
communication channels is unacceptable.

9.2. Problem Solving and Grievance Settlement

If an issue arises regarding any condition of employment, hiring, suspension, termination,

allocation of work or any other matter relating to the employee-employer relationship, you
should first discuss it with your manager. If you do not get a prompt answer or one that satisfies
you, you should then talk to your Department Head.

If the problem still needs attention, you should contact Human Resources, and he/she will
investigate and try to solve it in an agreeable manner for you.

9.3. Suggestions

The Company encourages all employees to bring forward their suggestions and good ideas
about making the Company a better place to work and enhancing service to our clients. Any
employee who sees an opportunity for improvement is encouraged to talk it over with
management. Management can help bring ideas to the attention of the people in the
organization that will be responsible for possibly implementing them. All suggestions are valued.

9.4. Closing Statement

Successful working conditions and relationships depend upon successful communication. It is

important that employees stay aware of changes in procedures, policies, and general
information. It is also important to communicate ideas, suggestions, personal goals, or problems
as they affect work.

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10. ACKNOWLEDGMENT

I acknowledge that I have received a copy of the Company Employment Policies, and I do
commit to read and follow these policies.

I am aware that if, at any time, I have questions regarding Company policies I should direct
them to my manager or the Human Resources Department.

I know that Company policies and other related documents do not form a contract of
employment and are not a guaranteed by Company of the conditions and benefits that are
described within them. Nevertheless, the provisions of such policies are incorporated into the
acknowledgment, and I agree that I shall abide by its provisions.

I also am aware that at any time the Company may change, add to, or delete from the
provisions of the policies.

________________________________ ___________________________
Employee’s Printed Name Position

________________________________ ___________________________
Employee’s Signature Date

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 Appendix I

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 Appendix II

Per The Virgin Islands Labour Code, 2010, Part IV; Section 104:

1. An employee whose period of continuous employment is at least twelve months is

entitled to severance pay upon termination of such employment on any of the
grounds specified in paragraphs (a) (b) or (c) of section 89(2) or in section 93 or 94.
2. A periodic employee shall be deemed to satisfy the conditions as to length of service
Right of
Severance if he or she had worked with the same employer and any predecessor-employer for
Pay at least a consecutive four year period.
3. An employer who lays off an employee for a temporary period shall inform the
employee in writing and indicate the proposed date for his/her reassignment prior to
the layoff.
4. Where a periodic employee is employed by two of more employers to perform duties
that benefit the same person or associated companies, then two or more employers
shall be jointly responsible for severance payment of the employee.

Per The Virgin Islands Labour Code, 2010, Part IV; Section 105

1. In the case of an employee who is not a periodic employee and who is not paid on a
piece-work basis, severance payment shall consist of three-quarters of ones pay or
Methods of nine days’ pay per year, at the employees latest basic rate of pay, for each month or
calculation of major fraction thereof of his or her period of employment with his or her employer and
severance pay any predecessor-employer.
2. In the case of a periodic employee, severance payment shall consist of three-
quarters of one day’s pay or nine day’s pay per year for each twenty-nine days
worked; one day’s pay shall be calculated as equal to the total of his or her basic
wage in the last twelve-month period worked divided by the number of days worked.

Per The Virgin Islands Labour Code, 2010, Part IV; Section 111

1. An employer shall make provision for retirement benefits to be paid to his or her
permanent employees by means of a pension scheme, an annuity, provident fund or
other form of retirement scheme which may be contributory.
2. An employee, who is employed by an employer prior to the employer establishing a
pension or similar retirement scheme that does not provide coverage for service with
Retirement the employer prior to the establishment of the retirement scheme, who becomes a
Benefits member of the pension or other retirement scheme is entitled to a payment under
subsection (3) in respect of any pensionable service with that employer, in addition to
his or her pension benefit under the scheme.
3. Where an employer does not provide a pension scheme or other retirement scheme
for an employee who has been employed with that employer for at least 10 years and
retires at age sixty five (65) or at an agreed retirement age or where the employee
retires at an earlier age on grounds of ill health- he or she shall pay to that employee
retirement benefits calculated on the following basis:
a. Nine days pay for each completed year of service after the commencement
of the Code;
b. Three days’ pay for each completed year of service for the first ten years of
service prior to the commencement of the Code;
c. Four days’ pay for each completed year of service between ten and twenty
years’ service prior to the commencement of the Code;
d. Five days’ pay for each completed year of service between twenty and thirty
years’ service prior to the commencement of the Code;
e. Six days’ pay for each completed year of service beyond thirty years’ service
prior to the commencement of the Code.

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 Exhibit A
Employee Recognition Program

The employee of the quarter/year program is to recognize those employees that give the best of
their service and, thereby, contribute to the success of the Company.

Each quarter employees will be nominated for the "Employee of the Quarter." Managers may
nominate at least two employees from any department, whom they feel have completed
outstanding service.

Winners receive an award, as recognition and will be eligible to win Employee of the Year, who
will be recognized in the BVI Beacon.

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 Exhibit B
Management Team

Chairman: Provides leadership to position the Company at the forefront of the industry.
Develops strategic plans to advance the mission, revenue, profitability and growth
of the Company.

Vice President: Manages organization operations by directing and coordinating activities

consistent with established goals, objectives, and policies. Implements improved
processes and management methods to generate higher return on investment and
workflow optimization.

Director of Government Directs the organization's policies and objectives involving local government
Affairs and Human affairs. Leads analysis of proposed legislative actions and determines the potential
Resources: impact on the organization. Monitors legislative and regulatory activities and
develops Company positions.

General Manager: Responsible for all property operations.

Rooms & Reservations Responsible for room inventory control, on-site reservation
Manager/Personnel management, maintaining employment records and fostering
Manager: positive employee/employer relations.

Executive Chef: Responsible for food production and oversees food purchasing.

Site Operations Manager: Responsible for the physical plant and marine operations, as well as, ensuring a
safe working environment.

Marketing Manager: Responsible for sales/marketing and reservations.

Financial Comptroller: Responsible for the entire accounting function for the property regarding the
accounts payables/receivables, payroll and purchasing.

Food & Beverage Manager: Responsible for purchasing, inventory, and Restaurant and Food & Beverage
operations.

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 Exhibit C
Departments

Guest Services: Responsible for coordinating the overall guest service experience including arrival and
departure, itinerary and activities, travel logistics, bell and valet services and telephone and
email communication.

Laundry: Responsible for servicing all client rooms linen/towels, resort linens and client's personal
laundry.

Housekeeping: Cleans and services all client rooms, and resort facilities to maintain to the highest standards of
presentation.

Houseman: Responsible for all heavy general cleaning in client rooms and public areas, as well as, carrying
baggage to/from the client rooms.

General Greet all clients on arrival providing them with a tour and property orientation, coordinate client
Assistants: activities, assist in facilitating all other client service requests and general operational duties.

Food & Responsible for production and service of all food and drinks including restaurants, bars, room
Beverage service, banquet and private dining. Also responsible for Health Inspections, and sanitation of
all areas of the property.

Marine Responsible for scheduling, operating and maintaining all company owned boats and operating
Operations: company ferries for guests and employees, Maintaining of docks, moorings and marine
navigational features as well as resort watersports equipment and areas. The collections of
revenues related to fuel/water/ice, moorings and dockage fall under this department.

Maintenance: Responsible for general repairs, preventative maintenance, carpentry and painting of clients
rooms and public areas; refrigeration & AJC systems, kitchen & laundry equipment repair,
engine maintenance and plumbing on property; and the efficient operation & maintenance of
major utilities.

Grounds: Responsible for maintenance of all landscape plantings, open areas, hiking trails, paths and
roadways and clearing & cleaning of property, as well as, maintaining the specified landscape
design.

Accounting: Responsible for the management of all account activity, cash position, licenses and asset
accountability.

Accounts Responsible for collecting payments for companies, persons and government agencies.
Receivable:

Accounts Responsible for issuing payments of Company expenses and reconciling vendor statements;
Payable: keeping accurate records of employee earnings; and generating biweekly/monthly checks for all
employees.

Sales & Responsible for sales/marketing of Victor International worldwide; hosting VIP's and travel
Marketing: industry on property; and managing all Company property reservations.

Leases/ The Company has contractual agreements with many companies that we do business with daily -
Contractors: - mostly related to transportation and Clients activities (i.e., Sailaway Charters, Dive BVI,
Sunchaser Scuba, etc.) -- and tenants such as The Fat Virgin Gift Shop & Cafe.

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 Form 1

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 Form 2

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 Form 3

IT User and Equipment Request Form

Click for Info
New User Name: Date
Supervisor\Requestor: Start Date:

System Access - Computer Network

Click for Info

Email @ victorintl.com bayharbor.com harborsir.com

oilnutbay.com biras.com yccsmarina.com

Departments \ Groups \ Distribution Lists:

Equipment Needed: Desktop PC - $800 Laptop Computer - $1200 Tablet - $500 - $900
Click for Info Cell Phone - $100 Smart Phone - $300 Other
Please List Other: Monitors, Wireless Keyborads\Mouse, Printers, Etc.

Software: MS Office '10 - $330 Adobe Acrobat X Std. - $280 Adobe CS5.5 Standard - $1300
Click for Info MSProject '10 - $540 AutoCAD LT '12 - $1000 Other
Please List Other:

Network Resources: Network Drives Terminal Server - $300 Peak

Other
Please List Other:

Notes - Additional Details:

Managers Signature:

Has Employee Signed: Company Equipment Release Form* Network Usage Policy
* Cell Phone Usage Policy - iPad\Laptop replacement form

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 Form 4
Vacation Request Form

Date: _____________________ Manager’s Initials: ________

Employee: _____________________ Department Head’s Initials: ________

Department: _____________________ Start Date: _____________________

End Date: _____________________

To be completed by the Company below this line.

Days Accrued: _______
Days Requested: _______
Days Remaining: _______
Verified by Coordinator of
Payroll and Benefits: /s/

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