Maersk Line

Prerequisites governing
daily service on board

Must read document for all on-board

28-Jan-19

Page 0 of 22

Classification: Internal
 PREFACE
The content of this document ought to be known by all seafarers on board

During your service on board you should of course be governed by the practice of Good
Seamanship which involves knowledge of a variety of topics and development of specialized
skills obtained during your basic and specialized maritime education, training courses and
professional shipboard experience.

The admonishment “Good Seamanship” is known to all seafarers as having a competent

understanding of all shipboard rights and duties. This includes, but is not limited to, safety,
environmental awareness, line handling, splicing, knots, rigging, anchors, chain, painting,
surface prep, navigation, aids to navigation, celestial navigation, stewardship, helmsman,
lookout, cooking, cleaning, maintenance, fire-fighting, damage control, watch standing,
professional pride and knowing how to be a good shipmate - constantly and conscientiously
striving to set a good example second to none.

The degree of knowledge needed within each rank dependent upon the nature of the work and
the type of vessel. However, the basic principles and practice of good seamanship should be
the goal of all. Upon realizing there is a dangerous situation developing, every seafarer must
take such action as to avoid an accident or at least to minimize the damage from one that
cannot be avoided.

For review of matters that affect good order on board, discipline and safety as well as an
expectation of positive behaviour within the shipboard environment of mutual respect and high
quality relationships between shipmates – you are kindly requested to be guided by following
introduction to on board practices and procedures. Whenever there is a GLSM procedure
related to any section of this document, the GLSM procedure will take precedence.

Ver Jan 2021 Page 1 of 22

Classification: Internal
 CONTENT

PREFACE ...................................................................................................................................................... 1
CONTENT ..................................................................................................................................................... 2
COMPLAINT AND GRIEVANCE PROCEDURE .................................................................................. 3
DICIPLINARY PROCEDURES ............................................................................................................... 3
PROPER WATCH KEEPING ARRANGEMENTS AND PRINCIPLES............................................... 4
ALCOHOL AND DRUGS ........................................................................................................................ 4
ILLICT MATERIAL ON BOARD ............................................................................................................ 4
MEDICAL CARE....................................................................................................................................... 5
THE MARITIME LABOUR CONVENTION, 2006 .............................................................................. 6
MONTHLY INSPECTION OF ACCOMMODATION, RECREATIONAL FACILITIES, FOOD
PREPARATION AND SERVICE OF MEALS........................................................................................ 6
HEALTH, SAFETY AND ENVIRONMENT AT WORK........................................................................ 7
INSTRUCTION TO ALL SEAFARERS ON THE DANGERS TO THEIR HEALTH OF
PROLONGED EXPOSURE TO NOISE AND VIBRATION ................................................................ 7
REST HOUR LEGISLATION.................................................................................................................. 8
MAERSK WHISTLE BLOWER SYSTEM .............................................................................................. 9
RECORD OF EMPLOYMENT ON BOARD / STATEMENT OF SEA SERVICE .............................. 9
REPATRIATION ......................................................................................................................................10
HIV/AIDS PREVENTION AND PREVENTION OF SEXUAL TRANSMITTED DISEASES ........10
ILLEGAL FEES AND OTHER CHARGES IMPOSED ON SEAFARERS IN CONNECTION
WITH RECRUITMENT OR PLACEMENT............................................................................................11
HARASSMENT AND BULLYING..........................................................................................................12
CONDUCT DURING SHORE LEAVE ..................................................................................................13
BODY PIERCING AND TATTOOING .................................................................................................14
ANTI-CORRUPTION ..............................................................................................................................15
SINGAPORE MARITIME LEGISLATION ...........................................................................................15
AIG TRAVEL INSURANCE ...................................................................................................................15
MEDIA – CONFIDENTIALITY – USE OF INTERNET AND E-MAIL ............................................16
MAERSK GROUP CORE VALUES .......................................................................................................18
OFFSHORE EMPLOYEE PRIVACY NOTIFICATION ........................................................................20

Ver Jan 2021 Page 2 of 22

Classification: Internal
 COMPLAINT AND GRIEVANCE PROCEDURE
The following procedure will apply for the
settlement of any grievance or complaint a
seafarer may have or wish to make – related to
matters described and governed by her/his
employment contract and job rank
responsibilities and rights. The grievance
procedure mainly relates to contractual issues
such as job responsibilities, payment of wages,
overtime or any allowances as stipulated in the
employment contract or CBA.
If a seafarer has complaints related to her/his
rights to decent conditions of work, social
security and welfare, health and safety
protection, accident prevention, accommodation
and recreational facilities, no sexual harassment,
no discrimination because of race, colour,
religion, sex, national origin, handicap, age or
ancestry - or any other matter related to alleged
breaches of common decency, respect and
placement – all vessels’ managements will
contribute to and in case required also manage
and govern a mutual and fair, effective and
expeditious handling of any such complaints.
MLC port or flag state inspectors have a
legitimate right to be show the content of any
complaints or grievances form in order to
Back to Contents Page
DICIPLINARY PROCEDURES
For the sake of efficiency and for the Company’s
ships to run safely it is essential that proper
standards of discipline are observed and
standards of work maintained. Failure to do so
may result in disciplinary action being taken,
Back to Contents Page
Ver Jan 2021
Classification: Internal
ascertain, that the vessel’s management fulfil
the obligations of MLC Regulation 5.1.5
According to MLC A5.1.5 – 4 the seafarers
should be informed about contact information for
the competent authority in the flag State and,
where different, in the seafarers’ country of
residence.
All senior officers on board have been instructed
to provide seafarers with impartial advice on
their complaint/grievances and otherwise assist
them in following the complaint procedures
available to them on board the ship.
The Captain may raise a complaint/grievance
directly to the Company.
As for information about the competent
authority in the flag State and, where different,
in the seafarers’ country of residence we refer to
a separate document contained in your private
and personal WINADMI User Section. This
document is named “Contact Information of the
Competent Authority in the Flag State and
Seafarers’ Country of Residence”
Please refer to GLSM P264 - Complaints
Procedure. The GLSM procedure will override
any stipulations in this document.
and it is most important that the correct
procedure is followed.
Please refer to GLSM P394 – Written Warning
and Disciplinary Procedure. The GLSM
procedure will override any stipulations in this
document
Page 3 of 22
 PROPER WATCH KEEPING ARRANGEMENTS AND PRINCIPLES
ALCOHOL AND DRUGS
ALCOHOL (beer, wine and spirits)
Alcohol is not allowed and must not be
consumed, kept or brought on board any of the
Company's vessels.
The blood alcohol level on board is zero and this
rule shall always be observed during daily
service, in connection with sign-on and shore
leaves.
DRUGS (narcotics and similar substances)
The consumption of opiates or narcotics is not
allowed on board, during shore leave or at such
time outside of service that the person in
question is under the influence of opiates or
narcotics at the time of sign-on.
It is pointed out that drugs may stay in the
blood for a long time after consumption.
Back to Contents Page
ILLICT MATERIAL ON BOARD
Material that can be claimed to support terrorism
or any kind of racism especially related to
religious material, pornographic material and
goods which are illegal to import or export must
not be kept on board.
Vessels on high seas are – with a few
exemptions – only subject to vessel’s Flag State
criminal code and criminal procedures. The same
apply if vessels are “in innocent passage” of
foreign territorial waters. But - when vessels are
Ver Jan 2021
Classification: Internal
Watch keeping personnel should be guided by
the STCW Chapter VIII Standards Regarding
Watch keeping.
These standards must be known to all watch
keeping personnel.
In your private access to WINADMI you will be
able to read the full text of the STCW Chapter
VIII Standards.
Thus, the Company expects that its
employees always refrain from using drugs.
CONTROL
The captain may perform an unannounced
alcohol or drug inspection at any time if
necessary.
Everyone on board shall be tested during the
regular unannounced drug and alcohol tests.
Non-observance of the Company's provisions on
alcohol and drugs will result in immediate
dismissal.
Please refer to GLSM P057 – Drug and Alcohol
Procedure. The GLSM procedure will override
any stipulations in this document.
in foreign ports they are fully subject to foreign
jurisdiction (and furthermore they are also and
still subject to vessel’s Flag state criminal code).
Thus seafarers have to realise that - varying
from country to country – the local police can go
on board – and that any breach of the foreign
law can give rise to prosecution according to
local Port State Legislation – and that any
requirement for a legal search order to be
according to Port State Legislation.
Page 4 of 22
 Many countries do not permit pornographic
material and all aspects of written or
photographic images which could be claimed to
support religious discrimination and terrorism.
Penalties for contravention of the regulations
can be severe. The Owners are extremely
limited to render assistance in such
circumstances.
All countries have a zero tolerance against Child
Pornography – at do not accept any such
photographic images of children to exist on
board any vessel entering ports. The same zero
tolerance covers all aspects of written or
photographic images which could be claimed to
support terrorism.
Back to Contents Page
MEDICAL CARE
If you have been prescribed medicine by your
own doctor – the Captain must be informed
immediately. Please refer to P667 – Medical Care
for guidance.
Medical care including essential acute dental
care on board is performed by the duly certified
and authorized sick practitioner and under the
supervision of the captain. Health protection and
care are to be provided to you at no cost to you,
in accordance with the vessel’s flag state
national law and practice,
You will be allowed to visit a qualified medical
doctor or dentist in ports of call, where
practicable.
In connection with referral to a medical doctor
ashore or medical advice by radio or satellite
communication via Radio Medical – the sick
practitioner and the Captain will issue a Medical
Report. The form, when completed and its
contents shall be kept confidential and shall only
be used to facilitate the treatment of seafarers.
Clinical examination of tooth, mouth and jaw
diseases can be provided by a dentist ashore at
no cost to you, provided that the treatment is
essential and acute. Such cost free treatment
should not be abused by your own failure and
omission to arrange your own private regular
dental check and examination during leave
periods.
Any medical care and medication prescribed
should be performed and controlled by the sick
practitioner and the Captain – and thus you
should refrain from private use and storage of
medicine brought at a pharmacy drugstore
during shore leave.
Ver Jan 2021
Classification: Internal
Company network PC’s and personal PC’s must
never contain any kind of illegal pornographic
material nor any kind of written or photographic
images which could be claimed to support and
incite to terrorism and religious discrimination.
Upon on-signing you should perform a check of
you private cabin and immediately report any
deficiencies or illegal items found. You will be
accountable for any deficiencies or illegal items
found thereafter.
The Master may conduct searches in any
seafarer’s cabin if he has a well-founded
assumption for stolen or illegal articles.
In case of any medical treatment on board or if
referred to a doctor ashore, you must inform the
medical practitioner or the shore based doctor
about any private medication used.
During port call the captain must in the
WINADMI system register, list and inform port
authorities about Crewmembers Personal Effect
Items, also any personal medicine. The updating
in the WINADMI system may be referred to be
updated by crew members.
Regardless whether the updating is performed
by the Captain or yourself - it is of paramount
importance that any possession of private
medicine is properly updated.
Please also acknowledge that during port stay
the Captain may require any such private
medicine handed over for safe keeping in the
vessel’s medical locker.
If any of you fellow shipmates become ill or
injured without having consulted the Captain or
the vessels sick practitioner you must urge her
or him to do so immediately – or otherwise it is
your duty to immediately inform the captain
yourself.
It is of paramount importance that all illness and
injuries are referred to the vessels sick
practitioner immediately in order to advance and
aptitude a quick and effective treatment and
avoid any potential spread of a contagious
decease.
Malaria, although not directly contagious - is still
a serious disease, which in the worst case may
be fatal.
Page 5 of 22
 It's widespread in tropical and subtropical areas.
For you own wellbeing and an that of you fellow
shipmates it is utmost importance that you
follow the overall guidelines and advice available
on board and in particular the use of anti-
malaria medication. Be aware of the risks in the
countries where you berth. If you have to go
inland, be aware that the danger of infection
may increase. Go for immediate diagnosis and
early treatment if malaria is suspected.
Please refer to GLSM P667 – Medical care. The
GLSM procedure will override any stipulations in
this document.

Back to Contents Page

THE MARITIME LABOUR CONVENTION, 2006

The Maritime Labour Convention, 2006 is an
important new International Labour Convention,
which came into force in year 2013.
The Maritime Labour Convention, 2006 sets out
a comprehensive set of global standards related
to seafarers’ rights to decent conditions of work
and safety - and helps to create conditions of
fair competition for ship owners.
Flag State Merchant Shipping Act - you may
kindly request the Captain on board to guide you
regarding how to get access to read the MLC
2006 and/or vessel’s Flag State Merchant
Shipping Act.
A copy of the full text of the MLC has been
inserted in your private WINADMI access
section.

If you are not already familiar with the

standards of the MLC 2006 and/or the vessel’s

Back to Contents Page

MONTHLY INSPECTION OF ACCOMMODATION, RECREATIONAL FACILITIES,

FOOD PREPARATION AND SERVICE OF MEALS

Frequent inspections of sanitary conditions,

accommodation and recreational facilities will be
carried out under the authority of the Captain to
ensure that seafarers’ accommodation and
recreational facilities are kept clean, decently
habitable and maintained in a good state of
repair. No accommodation or recreational or
catering facilities should be exposed to excessive
noise or vibrations caused by fixed or portable
machinery or repair and maintenance tools as
well as excessive and annoying noise from TV
and radio rooms as well as from private cabins.
Upon on-signing you should perform a check of
You must be instrumental in keeping your own you private cabin and emergency escape routes
private cabin and common recreational and and immediately report any deficiencies found.
leisure rooms and canteens clean and in a good Special attention should be drawn to Emergency
state, and any request from the Captain to Light, Safety Signs and Symbols.
exercise better personal tidiness, cleanliness,
and/or to show respect for your colleagues’ fair Inspection of the galley kitchen appliances,
request for reduced noise levels and for the service tableware and provisions storage rooms
maintenance of good order on board – must be as well as the hygienically handling of foodstuff
respected and complied with. will be visual inspected at more frequent
intervals not exceeding 7 days.

Menu plans will be based on a collection of

recipes for International cuisine and take into
account the requirements of the ship and the
Ver Jan 2021 Page 6 of 22

Classification: Internal
 differing cultural and religious backgrounds of seafarers on the ship.

Back to Contents Page

HEALTH, SAFETY AND ENVIRONMENT AT WORK

resource depletion. We will do so through a

continuous drive to reduce air emissions,
responsible use and disposal of resources and by
preventing damage to the marine environment
caused by our vessels.

We will exercise constant care to prevent

breaches of security, and cooperate actively and
openly with pertinent authorities.
The Company will take all reasonably practicable
steps to ensure your health, safety and welfare
It is being said, that all or at least 99.9 % of all
while at work. You must familiarise yourself with
injuries occurred on bard during work or leisure
the Company's Health and Safety Policy, its
time could have been avoided. Such a
Safety and Fire Rules as well as Environmental
significantly pronounced statement can and will
Compliance Policy and procedures. It is your
of course always be challenged.
duty to take care of your own health and safety
and that of your colleagues.
Nevertheless you will know and acknowledge
that any such injury you may have incurred
In order that the Company may maintain a
during you past many years of service on board
positive work environment for all employees,
could have been avoided. You will also know
you are required not to engage in or permit any
how it could have been avoided. The same goes
fellow shipmates to engage in any sexual, racial
for the workplace injuries incurred to your fellow
or other harassment of or unlawful
shipmates, and also they would know how it
discrimination against any person (whether or
could have been avoided, in particular if you had
not a Company employee) in the course of your
had the courage to dare to remind them.
employment.
With such an acknowledgment and realisation it
We will conduct our vessel operations and
becomes almost embarrassing and cast a stain
business activities in a manner that protects the
on your professional pride as an experienced
health and safety of the employees working
seafarer, if you accept slender and malpractices
under our control and supervision. Our aim is
to continue to occur and workplace injuries to
zero serious injuries and incidents through
happen to you and your fellow shipmates – now
establishing a strong safety culture at all levels
that you are able to face up to the fact that such
within our organisation. Further, we will work to
injuries can be avoided.
promote health & safety considerations and best
practices in our relationship with suppliers and
Zero injuries have now become tangibly
other business partners.
achievable. The Company and your fellow
shipmates rely on you. Kindly demonstrate that
We will work to reduce the impacts of our vessel
you are worthy to have such confidence and
operations and business activities on the
trust.
environment by preventing pollution and natural

Back to Contents Page

INSTRUCTION TO ALL SEAFARERS ON THE DANGERS TO THEIR HEALTH OF

PROLONGED EXPOSURE TO NOISE AND VIBRATION

Noise Noise is probably the most widespread and

underestimated of workplace hazards. There is a
hundred years of knowledge that workplace

Ver Jan 2021 Page 7 of 22

Classification: Internal
 noise can cause permanent deafness, temporary
hearing loss and associated conditions such as
tinnitus (ringing in the ears).
Noise at work can cause other problems, such as
disturbance and interference with
communications, as well as stress, involving
difficulties with concentration, fatigue, tension
and irritability. For example, noise in offices may
often be well below current legal levels.
However, there are common sources of noise
that cause problems for office workers such as
computers, printers, open-plan offices,
telephones, photocopiers, ventilation and
heating systems.
In most jobs, the risk depends not just on the
noise levels but on how long people are exposed
to them. The total amount of noise exposure
over the whole working day is called the daily
personal noise exposure. There is a risk of
hearing damage from exposures above 80
dB(A). As a rule of thumb, if you cannot hear a
normal conversation clearly when you are 2
metres away from the speaker, the noise level is
likely to be around 85 dB(A) or higher. If you
cannot hear someone clearly when you are
about 1 metre away, the level is likely to be
around 90 dB(A) or higher.
Vibration
Anyone who is regularly and frequently exposed
to high levels of vibration can suffer permanent
injury. Vibration hazards at work usually present
themselves in two forms:
Whole body vibration (WBV) – where the body is
shaken by a machine or vehicle. WBV is caused
by vibration transmitted from machinery,
vehicles or sometimes through the floor. The
most widely reported WBV injury is back pain.
Drivers of some mobile machines, including
certain tractors, fork-lift trucks and quarrying or
earth-moving machinery, may be exposed to
WBV and shocks which are associated with back
pain.
Back to Contents Page
REST HOUR LEGISLATION
It is your own responsibility and obligation to
fully observe the applicable Rest Hour Legislation
as well as making consecutive daily registrations
of your rest hours in vessel’s computerised Rest
Hour Registration system. Should the planning
of you work hours give raise to any expected
illegal deviations of the applicable rest hour
legislation you should immediately inform
vessel’s management for corrective actions.
Ver Jan 2021
Classification: Internal
Hand-arm vibration (HAV) – where the vibration
effect is localised to a particular part of the
body. Exposure to hand-arm vibration may
result in a range of health effects collectively
known as Hand-Arm Vibration Syndrome or
HAVS. Workers may be exposed to HAV when
operating hand-held power tools such as road
breakers or when holding materials being
worked by machines such as pedestal grinders.
The most well-known health effect is vibration
white finger, but other effects include damage to
sensory nerves, muscles and joints in the hands
and arms.
Elimination or control of exposure to the dangers
of prolonged exposure to noise and vibration at
the workplace:
The seafarer and the vessels management shall
ensure that risk from the exposure to noise and
vibrations is either eliminated at source or,
where this is not reasonably practicable for a
short-duration work task, reduced to as low a
level as is reasonably practicable by establishing
and implementing a programme of
organisational and technical measures, excluding
the provision of personal hearing protectors,
which is appropriate to the activity.
Actions taken shall be based on the general
principles of prevention for the Management of
Health and Safety and may include consideration
of:
• Limitation of the duration and
intensity of exposure to noise
• Appropriate work schedules with
adequate rest periods
• Choice of appropriate work
equipment emitting the least possible noise and
vibration, taking account of the work to be done
The seafarer concerned or the Safety
representatives may be consulted on the
measures to be taken to meet the requirements.
The requirements for which seafarers who are
under an obligation to register rest hour – is
basically all seafarers signed on to carry out
work on board a vessel at sea – thus also
mariners who are employed on board by others
than the ship owner to carry out work on board -
i.e. charterer’s or the cargo owner’s
representative on board the vessel.
Page 8 of 22

Full observance, registration and check of Rest
Hours is a complex, troublesome and time
consuming obligation for all seafarers on board.
In the WINADMI Rest Hour Module you will be
prompted to state one or more of the pre-
printed reason codes for any legal deviations as
well as you will be warned if your planned work
schedule is not in full compliance with the
vessel’s applicable rest hour legislation
The Captain will monitor that seafarers are
never be brought into a situation where they
may have reason to perceive themselves
Back to Contents Page
MAERSK WHISTLE BLOWER SYSTEM
Irregularities, disputes grievances and
complaints on board should as point of
departure always be solved by using the existing
and established on board Grievance Procedures
and/or Complaint Procedures.
However it must be recognised, that a situation
can occur involving gross fraudulence and
swindle which may not be expected properly,
expeditiously and effectively handled through
Back to Contents Page
RECORD OF EMPLOYMENT ON BOARD / STATEMENT OF SEA SERVICE
Seafarers must be given a document containing
a record of their employment on the ship (such
as a discharge book)
Seafarers’ records of employment must not
contain statements as to the quality of work or
as to wages.
If you do not hold a Discharge Book – often also
called a Seaman’s Book, you may kindly request
the Captain to issue you a signed document
regarding your record of employment on board.
The ”Statement of Sea Service” form is available
in WinAdmi.
The Record of employment / statement of sea
service document may also be used for cadets
Back to Contents Page
Ver Jan 2021
Classification: Internal
exposed to pressure - be it perceived from
management or peer group pressure - as to
falsifying their rest hour registrations.
In case required it is the Captains responsibility
to evaluate stop, delay or postponement of
operation in order to meet the rest hour
legislation. The Captain is expected to take the
right decision whatever tough and undesirable.
Please refer to GLSM P640 – Rest Hour. The
GLSM procedure will override any stipulations in
this document.
the established on board Grievance and/or
Complaint procedures.
Any such serious violations can thus be directed
anonymously through the Whistle Blower
System.
Please refer to
https://secure.ethicspoint.eu/domain/media/en/
gui/102833/index.html
and junior officers who may be required to show
more detailed particulars of the nature of work
and the vessels particulars in connection with
recommencement and enrolment of shore based
maritime studies for their junior or senior
officers’ education.
You should kindly respect, that if you hold a
discharge book you will not be issued with any
further statement of you sea service except for
the above mentioned valid reasons.
Please refer to GLSM P470 – Record of
Seafarer’s Employment. The GLSM procedure
will override any stipulations in this document.
Page 9 of 22
 REPATRIATION
Seafarers are to be signed on and repatriated, at
no cost to themselves in accordance with
following basic guidelines - except where the
seafarer has been found, in accordance with
national laws and regulations or other measures
or applicable collective bargaining agreements,
to be in serious default of the seafarer’s
employment obligations.
Seafarers are entitled to repatriation in the
following circumstances:
• If the seafarers’ employment
agreement expires while they are on board; i.e.
upon the expiry of the period of notice given in
accordance with the provisions of the seafarers’
employment agreement;
• When the seafarers’ employment
agreement is terminated by the ship owner or by
the seafarer for justified reasons
• when the seafarers are no longer
able to carry out their duties under their
employment agreement or cannot be expected
to carry them out in the specific circumstances –
i.e. in the event of illness or injury or other
medical condition which requires their
repatriation when found medically fit to travel;
• In the event of shipwreck;
• In the event of the ship owner not
being able to continue to fulfil their legal or
contractual obligations as an employer of the
seafarers by reason of insolvency, sale of ship,
change of ship’s registration or any other similar
reasons;
Any seafarer in transit to/ from the vessel to
home is responsible for her/his own actions.
Any additional expenses incurred by the
Company due to serious default of the seafarer
Back to Contents Page
HIV/AIDS PREVENTION AND PREVENTION OF SEXUAL TRANSMITTED
DISEASES
According to MLC Reg. 4.3 ship owners must
provide reasonable precautions and information
to prevent injuries and diseases and in particular
HIV/AIDS protection and prevention
AIDS and HIV
Acquired immune deficiency syndrome or
acquired immunodeficiency syndrome (AIDS) is
a disease of the human immune system caused
by the human immunodeficiency virus (HIV).
This condition progressively reduces the
effectiveness of the immune system and leaves
Ver Jan 2021
Classification: Internal
and non-compliance with her/his obligations to
be responsible and liable for her/his own
personal actions - may be recovered from the
seafarer.
Such serious default may include – but not
limited to:
• Failure to depart from the airport
as instructed because of intoxication
• Rejection to enter the airplane or
the airport because of intoxication and/or violent
and abusive behaviour towards airline company
employees and/or immigration officials and/or
customs officers
• Detention by customs officers
because of an attempt of illegal smuggling
• Detention and imprisonment by
the local police because of a grave criminal
offence
Any additional expenses incurred by the
Company due to serious default of the seafarer
which may be required recovered in total or
partly from the seafarer - may include but not
limited to the cost of rebooking of flights, food
and lodging expenses, fines and claims or salary
paid during the period involved and any other
liability which may be imposed by third parties
involved.
On any such instances, the company will assist
the seafarer the best possible way and as
deemed required also arrange support from
vessel’s P&I insurance representative or a local
lawyer – and in case required also seek
assistance from vessel’s flag state embassy
and/or the embassy of the home county of the
seafarer.
individuals susceptible to opportunistic infections
and tumours.
Mode of transmission
The HIV virus is transmitted by sexual contact
and by contact with blood. Thus, you can be
infected by blood transfusion, needle sticks,
tattoos and when treated with insufficiently
cleaned instruments.
Symptoms
Most people who are infected with HIV do not
get any symptoms immediately. A few patients
Page 10 of 22
 may catch fever and feel unwell two weeks after
catching the infection. The symptoms persist
from a few days and up to a week. The infection
is, however, chronic. After a period of 10 years
approx. (from two to more than 20 years) the
immune system will be so weakened by the
chronic HIV infection that the person is
susceptible to many other infections and will
develop AIDS.
Prevention
Practise safe sex. Avoid contact with other
people’s blood and tissue fluids. Avoid treatment
with insanitary instruments as far as possible. If
possible, bring your own hypodermic syringes
and needles when being treated ashore.
Condoms reduce the risk of infection
considerably. Always use condoms of good
quality. The quality of condoms bought abroad
may be poor. Keep an eye on the expiration
date; however, be aware that the durability of
condoms is considerably reduced in the tropics.
Vaccination
No vaccine is available.
Law against discrimination if you suffer from or
if you fear of having been infected by HIV
You are protected by law against discrimination
related to your HIV. At work, the law entitles
you to treatment equal to that of your
colleagues. In order to rely on these laws,
should it become necessary, you do have to tell
the Captain and the sick practitioner about your
condition.
Having unprotected sex when you know that you
are HIV positive, but without telling your
partner, is a crime under the law of many
countries - for which you could be prosecuted.
Furthermore you have a moral duty to inform
your past and current sexual partners about the
possibility that they may have been exposed to
HIV, although no one can force you to do so.
Back to Contents Page
ILLEGAL FEES AND OTHER CHARGES IMPOSED ON SEAFARERS IN
CONNECTION WITH RECRUITMENT OR PLACEMENT
The provisions of MLC Reg. 1.4 prescribes that
seafarer recruitment and placement services are
• prohibited from using means,
mechanisms or lists intended to prevent or deter
seafarers from gaining employment for which
they are qualified;
• that no fees or other charges for
seafarer recruitment or placement or for
providing employment to seafarers are borne
Ver Jan 2021
Classification: Internal
Furthermore and for quite obvious reasons you
have a moral duty to inform the Captain and the
sick practitioner.
Consequences of not telling
Keeping your diagnosis and treatment a secret
will be a heavy burden and will probably affect
your relationships with family, friends and
colleagues - because you are going to need
support. If you live with other people, it may be
virtually impossible to hide the fact that you are
taking medications. This doesn't mean that you
should tell everyone you meet, but perhaps
those people who are closest to you. As
mentioned before, you are not obliged to make
contact with your former sexual partners, but
you should think carefully about whether or not
you have the right not to tell them. If HIV is left
untreated it is very likely to result in death. You
are indirectly risking the life of that person, and
every person he/she sleeps with, by not telling
him/her that he/she needs to go for testing. An
estimated 32 % of HIV carriers do not know
they have the virus.
Sick practitioners
Sick practitioners and health care workers can
reduce exposure to HIV by employing
precautions to reduce the risk of exposure to
contaminated blood. These precautions include
barriers such as gloves. Frequent and thorough
washing of the skin immediately after being
contaminated with blood or other bodily fluids
can reduce the chance of infection. Finally, sharp
objects like needles, scalpels and glass, are
carefully disposed of to prevent needle stick
injuries with contaminated items.
Please refer to GLSM P270 – Procedure to
safeguard seafarers diagnosed with Contagious
Diseases. The GLSM procedure will override any
stipulations in this document.
directly or indirectly, in whole or in part, by the
seafarer, other than the cost of the seafarer
obtaining a national statutory medical certificate,
the national 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 ship-owner
If you have been meet with a request for illegal
facilitation payments or quid pro quo favours in
Page 11 of 22
 return for your employment and engagement or
if you have been meet with a request of direct or
indirect payment of charges which must be
borne by the ship owner – you should definitely
Back to Contents Page
HARASSMENT AND BULLYING
Each seafarer shall be entitled to work, train and
live in an environment free from harassment and
bullying, whether sexually, racially or otherwise
motivated.
Harassment and bullying are difficult problems in
any workplace. But some factors may make
harassment, bullying and discrimination on a
ship more dangerous. Mixed crews, long voyage
times, a status-oriented hierarchy and the male-
dominated nature of the maritime industry.
More specific this means that –
• Maersk will treat every employee with respect
and dignity.
• Maersk will create an inclusive workplace
where diversity is encouraged.
• Maersk will not tolerate discrimination or
harassment of any kind on the basis of gender,
race, colour, language, religion, disability,
political opinion, sexual orientation, national or
social origin, trade union membership, health,
birth or any other status protected by national
or international law.
This commitment applies to recruitment, hiring,
promotion, termination and retirement.
The company and the vessel’s management
undertake to properly protect all seafarers from
harassment and bullying, whether sexually,
racially or otherwise motivated.
The Company and the vessel’s management
shall therefore demonstrably strive to maintain a
working atmosphere free from the risk of
harassment or bullying, and shall ensure
confidentiality and speed in correcting any such
acts if they occur
Harassment and Bullying Definition
Harassment and bullying need not be racially or
sexually motivated. It can be suffered by
anyone. Harassment is behaviour which is
persistent, offensive, abusive, intimidating or
humiliating and may affect an employee’s work
performance, health or employment.
When behaviour like this includes abuse of
power or unfair penal sanctions which make
recipients feel upset, threatened, humiliated or
vulnerable, or if it is intended to undermine their
self-confidence, then it is usually called bullying.
Ver Jan 2021
Classification: Internal
use the on board Complaint Procedure or use
the Whistle Blower system in order to
immediately report such malpractice.
Harassment and/or bullying may occur in all or
any of the following ways:
• The abuse of power to control, influence or
affect the job of a seafarer
• Behaviour that may publicly humiliate a
seafarer in front of others
• Threats concerning a seafarers’ employment
• Non-verbal harassment such as the display of
offensive publications, posters or literature
Sexual Harassment Definition
Sexual harassment can be suffered by both men
and women. It is unwelcome or uninvited
behaviour of a sexual nature which is offensive,
embarrassing, intimidating or humiliating and
may affect an employee’s work performance,
health or employment.
Sexual harassment may occur in all or any of the
following ways:
• The use of implicit or explicit coercive sexual
behaviour to control, influence or affect the job
of a seafarer
• Offensive behaviour that may humiliate a
seafarer or a group of seafarers because of
their sex
• Requests or demands of a sexual nature
accompanied by implied or overt promises of
preferential treatment or threats concerning a
seafarers’ employment
• Non-verbal harassment such as the display of
offensive publications, posters or literature
Racial Harassment Definition
Racial harassment is offensive, embarrassing,
intimidating or humiliating behaviour directed at
a seafarer or a group of seafarers because of
his, her or their race.
The following are examples of racial
harassment:
• Verbal comments, jokes and innuendo that are
perceived to be offensive
• Rude or offensive gestures, interrogation or
teasing someone about their race or customs
• The display of racially abusive slogans,
pictures, objects or publications is also racial
harassment.
Duty of the Company vessel’s management
and every seafarer
Page 12 of 22
 • All seafarers should know respect and act in
accordance these guidelines. Vessel’s
management should ensure the content is
properly understood. If in doubt, the seafarer
should approach their direct supervisor and/or
the Captain.
• Any failure to do so will be considered a
disciplinary matter.
Details on Pursuing Complaints
Any seafarer who feels they have been the
subject of sexual or racial harassment should as
point of departure always use the existing and
established on board Complaint Procedures.
However if the seafarer who has taken this step
is unhappy with the way the complaint is dealt
with, or if she or he wish to be protected behind
more anonymity he or she may direct such a
compliant directly through the Whistle Blower
System.
• The company recognises that both complainant
and accused have the right to a fair complaint
procedure. Where requested, effort should be
made by the company to provide legal advice,
counselling services, medical assistance or to
contact the police.
• The company undertakes to deal with all
complaints of this nature confidentially, and to
ensure that no repercussions are suffered by a
seafarer making a complaint.
• The company undertakes to protect the
employment of a seafarer who makes a
complaint of this nature, both during the
course of any investigation and (unless the
complaint is found by all concerned not to be
genuine) following its resolution.
Back to Contents Page
CONDUCT DURING SHORE LEAVE
Shore leave, when granted, should be co-
ordinated with your colleagues and superiors in
order to ensure that the vessels’ operational
schedule and safety aren’t compromised.
The vessel’s estimated time of departure (ETD)
will be decided by the Captain upon the
consideration of the vessel and port schedules
and the notice for ETD can be found at the
gangway on a message board. It must be noted
that the ETD may be subjected to changes later
on and therefore it is highly recommended to
report back to the vessel at least 2 hours before
the intended departure or well before your watch
keeping duties.
Ver Jan 2021
Classification: Internal
Sexual harassment is a touchy subject which by
experience triggers strong social forces - by
sociologists called "moral panic" when the
harassment has occurred to a female seafarer by
a male seafarer. However, when the harassment
has occurred to a male seafarer from a male or
female seafarer, the fellow shipmates may often
use only a short moment to recover from their
dismay. Such distinction is off course unjustified
and may basically and mainly be caused by a
male-dominated society both on board but
certainly also in all shore based unions and
professional maritime organisations and interest
groups.
Taken into consideration that unfortunately only
less than 3 % of all our seafarers are female
seafarers we may be inclined to regard female
seafarers to be a minority and thus also to some
extend be given legitimate positive preferential
treatment. It is a well-known fact, that female
seafarers promote and encourage a positive
behaviour within the shipboard environment of
mutual respect and high quality relationships
between shipmates. Thus we may strive to
promote a working environment which becomes
more attractive to female seafarers.
Nevertheless we should not overprotect female
seafarers on behalf of their male shipmates in
such a way, that the male seafarers become
scared to enter into a professional working
relationship with female colleagues for fear of
wrongfully being accused of sexual harassment.
Seagull module 1548 – Maersk Line Anti Bullying
and Harassment is available for all seafarers in
the Seagull training library.
Failure to come on board after shore leave at the
vessel’s departure may be valid reason for
dismissal or notice of resignation.
Should you be in doubt about the ETD before
leaving the vessel, please check with the watch
keeping officer.
During shore leave you are personally
responsible for your own actions. The accident
insurance for our seafarers covers death and
disability during service on-board or during
travel to and from the vessels in connection with
being signed on or off. Coverage is also
extended for shore duties related to vessel's
business or account. However our insurance
would not cover the seafarer’s personal
actionable liabilities and claim for compensation
Page 13 of 22
 and damages warranted from any 3rd party
claimant as a result of accidents or incidents
occurred during any personal shore leave and
leisure time not directly related to vessel's
business or account.
Thus, during shore leave, you should conduct
yourself in such a manner that you do not get
hurt, abstain from hurting others or give rise to
others being hurt. You are also recommended to
enrol in a private 24 hours third-party insurance
to cover any such claim from any 3rd party.
Other reminders and recommendations for how
to conduct during shore leave:
• Be culturally sensitive and
demonstrate responsible behaviour. Be aware
that your cultural values may differ from those
of the locals; this may include concepts of time,
personal space, communication, and beliefs etc.
which are not wrong or inferior, just different.
• Respect the dignity and privacy of
others
• Refuse and denounce prostitution,
in particular child prostitution, and vices related
to this issue.
• Avoid any troubled and criminal
quarter of the city
• Avoid taking part in any
demonstration
• Never get involved in fights and
scrap and escape away as soon as possible
before any such situation starts to occur
• Make sure you buy products
knowing the source of the raw materials and
that the production is environment friendly and
follows the principles of fair trade.
• Avoid consumption of alcoholic
drinks or buying psychedelic drugs – you should
even avoid going places of the city where
psychedelic drugs are being offered for sale,
knowing that they are unlawful.
Back to Contents Page
BODY PIERCING AND TATTOOING
In general and as an overall generalised
guideline - the company strongly advise against
any seafarers on board to perform Body Piercing
and Tattooing on or for other seafarers on board
– in order to prevent the possible transmission
of infectious diseases through unhygienic
practices – and in order to prevent violations of
any applicable laws – and finally in order to
avoid peer pressure that encourages others to
change their attitudes, values, or behaviors to
conform to the group of peers.
Ver Jan 2021
Classification: Internal
You are reminded of the Company’s Drug and
Alcohol Policy (GLSM P057), which applies in
connection with your shore leaves. The company
maintains zero tolerance towards drugs or
alcohol and watch keeping officers are assigned
with the responsibility to show watchfulness with
seafarers returning from shore leave as to full
observance of the Company’s Drug and Alcohol
Policy. Should any seafarer returning from shore
leave fall under suspicion of being intoxicated or
under the influence of drugs or alcohol, the
Captain will be informed immediately.
Any material that can be claimed to support
terrorism or any kind of racism especially related
to religious material, pornographic material and
goods which are illegal to import or export must
not be brought or kept on board.
If you for any reason do not revert to the
terminal jetty before after the vessel’s
departure, you should by all available means try
to get in contact with the vessel’s agent or your
crew planners. The Company will of course assist
you in any possible way.
However you should also be aware, that
whenever a seafarer is detained for any reason
in the territory of a MLC Member State, the
competent authority should, if the seafarer so
requests, immediately inform the flag State and
the State of nationality of the seafarer. The
competent authority should promptly inform the
seafarer of the right to make such a request.
The State of nationality of the seafarer should
promptly notify the seafarer’s next of kin. The
competent authority should allow consular
officers of these States immediate access to the
seafarer and regular visits thereafter so long as
the seafarer is detained.
There is evidence for the transmission of
hepatitis B and C virus infection, and syphilis by
tattooing. Tattooing may also transmit the
human immunodeficiency virus (HIV).
Almost all countries have laws addressing some
aspects of Body Piercing and Tattooing.
In some counties it is is unlawful to tattoo
someone under the age of 18. In addition to this
it may be unlawful to tattoo someone on the
head, neck and hands.
Page 14 of 22
 In some countries tattooing and piercing can
only be performed by registered businesses or
tattooists – and the authorities can inspect any
such premises to make sure they are observing
applicable laws in particular related to hygiene.
Seafarers are also kindly reminded that in a few
countries they may be meet with assertions
about a ban on tattoos and piercing affixing that
are excessive, obscene, sexually explicit or
advocate or symbolize sex, gender, racial,
religious, ethnic or national origin discrimination
– regardless whether such allegations can be
properly supported by substantiated legislation
or not.
The company do not have specific guidelines
regarding which images and depictions which
could be perceived as inappropriate, and rely on
seafarers collective and empirical experiences
regarding how to use common sense and
adaptability to common local practices and
Back to Contents Page
ANTI-CORRUPTION
We will work against all forms of corruption in
accordance with the law and the fundamental
values of the Maersk Group. It is our policy that
no seafarers – whether directly or through third
parties – are to engage in any form of corrupt
practice, including bribery and extortion.
Furthermore, we are committed to working
Back to Contents Page
SINGAPORE MARITIME LEGISLATION
As per Singapore MPA’s Shipping Circular No.9
of 2016, senior officers on-board Singapore
registered ships are to familiarize themselves
with the Singapore Maritime Legislation.
As such, a document named “Regulation I/10 of
STCW Convention (Recognition of Certificates) –
Back to Contents Page
AIG TRAVEL INSURANCE
The Global Business Travel Accident Program
provided by Insurance provider, AIG, will cover
Ver Jan 2021
Classification: Internal
habits – and in case required how to properly
cover such tattoos by for example long-sleeved
shirts or similar means.
The company do not by any way condemn or
discredit tattooing and piercing – and
acknowledge that while tattoos are by no means
anything new, there seems to be a heavy trend
for the youth - which normally refuses any of the
previous generations traditions – to have
instead, accepted this to be a fashionable style
and growing attraction.
However just a desirable hope that any seafarer
will take such a decision her- or himself without
peer pressure, showing integrity and sound
reflection and to use a recognized and
responsible tattooist – and not just some
amateur dilettante on board who would hardly
be expected to know the difference between port
and starboard.
effectively towards the elimination of facilitation
payments in line with relevant international
standards.
The Anti-corruption policy statement is uploaded
under GLSM P247.
Familiarization with Singapore’s Maritime
Legislation” has been included in WinAdmi.
The document consist of the web-links for all the
acts identified in the Annex of MPA Shipping
Circular No.9 of 2016.
all business-related travel activities for our
seafarers.
Page 15 of 22
 The travel insurance document is available in
WinAdmi under WinAdmi / User Section /
Back to Contents Page
MEDIA – CONFIDENTIALITY – USE OF INTERNET AND E-MAIL
In some of the SEA’s (Seafarers Employment
Agreements) issued to the officers we have
included flw. 3 clauses
MEDIA: You are not to give any information to
press, radio or television without consent, in
writing, from the Company.
CONFIDENTIALITY: The Officer shall not,
whether during the currency of this agreement
or after its termination for whatever reason, use,
disclose or distribute to any person or entity,
otherwise than as necessary for the proper
performance of their duties and responsibilities
under this agreement, or as required by law, any
confidential information, messages, data or
trade secrets acquired by the Officer in the
course of performing her or his duties under this
agreement. This includes, but is not limited to,
information about the Company’s business.
USE OF INTERNET AND E-MAIL: The Officer will
have access to email and the Internet in the
course of her or his employment. The Officer
shall ensure that at all times her or his use of
the email and Internet facilities at work meets
the ethical and social standards of the
workplace. Whilst a reasonable level of personal
use is acceptable to the Officer, this must not
interfere with the Officer’s employment duties,
especially during watchkeeping on the bridge or
in the engine room or other obligations, and
must not be illegal or contrary to the interests of
the Company. The Officer shall also comply with
all email and Internet policies issued by the
Company from time to time.
Basically we expect all seafarers to mention and
refer to the Company and fellow shipmates in a
Ver Jan 2021
Classification: Internal
Employment Conditions.
loyal and respectful manner, during conversation
and discussions with outsiders.
Communicating with the Press
The Company Communications Staff is
responsible for all communications with the
press related to Company business. The rule to
follow here is simple. Unless approved by an
appropriate member of the Company you are
not authorized to speak with any representative
of the press regarding Company business. If a
media representative contacts you, you should
direct them to the Company Communications,
and notify your Captain or your business unit's
Communications representative of the contact.
Social Media
The Company encourages all employees to use
Social Media the right way and this policy should
help you on that path.
Since the term Social Media is used a number of
different ways, we want to make sure you
understand what we mean when we say Social
Media. Social Media is any tool or service that
facilitates conversations over the internet. Social
Media applies not only to traditional big names,
such as Facebook®, Twitter and Renren, but
also applies to other platforms you may use that
include user conversations, which you may not
think of as Social Media. Platforms such as,
YouTube™, Flickr™, blogs and wikis are all part
of Social Media. It can involve a variety of
formats, including text, pictures, video, audio
and “live,” real-time dialogues of a few, or
thousands of participants.
Finally, even though this policy is written so it’s
easy to understand and conversational in tone,
it's an actual policy. If you don't follow the
principles laid out below when engaging in Social
Media you could harm our Name, Brand and
Reputation.
Nobody wants gross violations to happen
though, so read over this policy and make sure
you understand it.
Be mindful that most social media contributions
are publicly visible and can be stored on some
sites indefinitely. Protect the privacy of the
Group and yourself, and remember you are
personally responsible for the content you
upload. Remember that customers, colleagues,
supervisors, suppliers and competitors may have
access to whatever you post. These individuals
reflect a diverse set of customs, values and
Page 16 of 22
 viewpoints. Offensive, demeaning, abusive or
inappropriate remarks are as out-of-place online
as they are offline. You are expected to abide by
the same standards of behaviour both in the
workplace and in your social media
communications. Remember that we respect our
customers above all else and never forget that
they come to us by choice.
We have six Social Media principles that you
should know before engaging in any type of
online conversation that might impact the
company.
Protect Information
Social Media encourages you to share
information and connect with people. When you
use Social Media, you should try and build
relationships, but you should also be aware that
through your relationship with the company, you
may have access to confidential information that
shouldn't be made public. So, you shouldn't
share our confidential company information or
any of our customers' personally identifiable
information.
If you mistakenly post confidential information
on a Social Media platform, it will be hard to
take down that information completely.
Be Transparent and Disclose
If you publish publicly known content related to
your work or the Company, it is recommended
that you use a disclaimer to protect yourself,
such as: ‘the postings on this site are my own
and don't represent the Company’s positions,
strategies or opinions’.
If you have chosen to disclose that you work at
Maersk within your Social Media profile, you are
recommended to preface any comments you
make about Maersk’s position on an issue with
the disclaimer written above or a shorter
version, such as ‘views are my own’.
Follow the Law, Follow the Code of Conduct
Social Media lets you communicate incredibly
fast and have your message go viral in seconds.
This makes it difficult to fix an inaccurate
message once you've shared it. The best thing
to do is double check all content before you
share it, both for accuracy and to make sure to
respect copyright, fair-use, and financial
disclosure laws by refraining from any disclosure
of sensitive, proprietary, confidential, or financial
information about the company and any
restrictions that may apply to your content
based on local law and the platform you are
using.
Be Responsible
Make sure you're engaging in Social Media
conversations the right way. If you aren't an
Ver Jan 2021
Classification: Internal
authority on a subject, send it to the expert
rather than responding yourself. Don't speak on
behalf of the company if you aren't giving an
official Company approval, and be sure your
audience knows the difference. Respect
copyright and fair use. You should report any
identified breach of confidentiality or privacy to
the Company and your Captain. And always
remember that anything posted in social media
can go viral, no matter what your privacy
settings may be, so be sure you’re only posting
content you would feel comfortable showing up
in your boss’ inbox, your co-worker’s Twitter
feed or the front page of a major news site.
Be Nice, Have Fun and Connect
Social Media is a place to have conversations
and build connections, whether you're doing it
for the Company or for yourself. The connections
you'll make on Social Media will be much more
rewarding if you remember to have
conversations rather than push agendas. Social
Media may best be regarded as another tool you
can use to build our brand, just be sure you do it
the right way.
Be conscious when mixing your business and
personal lives
Online, your personal and business personas are
likely to intersect. The Company respects the
free speech rights of all of its associates, but you
must remember that customers, colleagues and
supervisors often have access to the online
content you post. Keep this in mind when
publishing information online that can be seen
by more than friends and family, and know that
information originally intended just for friends
and family can be forwarded on. You should
recognize that anything posted on the Internet is
there for good. Even if you attempt to delete the
post, photo, comment, etc., it is likely that it has
been stored in any number of other places.
Content posted to the Internet should be
thought of as permanent. Remember NEVER to
disclose non-public information of the Company
(including confidential information), and be
aware that taking public positions online that are
counter to the Company’s interests might cause
conflict. Try and keep your personal online
presence and your work online presence
separate.
Above all, use common sense.
• Is it consistent with our values?
• Does it comply with normal Code
of Ethics or company policy?
• Would you feel okay about it if it
was reported in the press or communicated to
management? - Your peers? - Your family?
• Would you be able to look your
manager or CEO in the eye and say you did the
right thing?
Page 17 of 22
 If you can answer “yes” to all of these questions,
then the decision to move forward is probably
appropriate.
Finally we wish to reiterate that the above
guidelines are not intended to restrict the use of
Social Media - the Company encourages all of its
associates at all levels – shore and off shore - to
explore and engage in social media communities
at a level at which they feel comfortable – and
the right way. Have fun, but be smart by using
the above guidelines and of course use sound
judgment and common sense.

Back to Contents Page

MAERSK GROUP CORE VALUES

Embrace and know them by heart. • Looking for changes in the

environment
• Proactively moving forward,
striving for higher levels
• Benchmarking against the best-
in-class
• Timely and appropriate attention
to detail at the appropriate level
of the organization
• Thoroughness
• Acting with sense of urgency
• Balancing opportunity and risk
management
• Appropriate risk identification
and management
• Learning from successes and
mistakes
• Pursuing continuous
improvements in health, safety
and environment (HSE) and
security
Constant Care
Take care of today, actively prepare for What “Constant Care” does not mean as a core
tomorrow value
• Avoiding risks
Humbleness • Avoiding making decisions or
Listen, learn, share, give space to others taking actions
• Unnecessary bureaucracy
Uprightness • Mindlessly pursuing “no detail
Our word is our bond too small, no effort too great”

Our Employees Humbleness

The right environment for the right people Listen, learn, share, give space to others

Our Name What “Humbleness” means as a core value

The sum of our values, passionately striving • Showing trust and giving
higher empowerment
• Having an attitude of continuous
More specifically: learning
• Never underestimating our
Constant Care competitors or other stakeholders
Take care of today, actively prepare for • Acknowledging our limits and
tomorrow mistakes
• Managing our ego
What “Constant Care” means as a core value • Putting ‘We’ before ‘I’
• Forward thinking, planning and • Having an understanding and
execution respect for others
• Being informed, innovative and • Listening to and understanding
seeking out new ideas our customers

Ver Jan 2021 Page 18 of 22

Classification: Internal
 • Listening, sharing and being
open
• Sharing success
What “Humbleness” does not mean as a core
value
• Not being strong, competitive
and confident in our potential
• Being complacent, arrogant, or
over confident
• Being submissive or indecisive
• False modesty
• Not celebrating success
• Lacking personal ambition
• Being invisible
• Not being confident
Uprightness
Our word is our bond
What “Uprightness” means as a core value
• Honesty and accountability
• Openness about the good and
the bad
• Speaking your mind in the
debate, but backing the decision
• Having the personal courage and
integrity to take the tough right
decisions
• High ethical standards
• Being trustworthy
• Fairness, decency and respect
for others
• Focus on the company’s agenda
first, not our personal agenda
• Our reliability—can rely on us
doing the right thing
What “Uprightness” does not mean as a core
value
• Not re-evaluating decisions
• Second guessing decisions
• Blaming others
• Being ‘smart’ in the negative
sense
• Being self-righteous
• Being naïve
• Not standing up for what you
think
• Asking or paying people to do
what they are not supposed to do
Our Employees
Back to Contents Page
Ver Jan 2021
Classification: Internal
The right environment for the right people
What “Our Employees” means as a core value
• Attracting and retaining the right
people, building the right team
• Providing opportunities for
continual development
• Rewarding performance,
promoting for potential
• Fairness and mutual respect
• Responsibility and care
• Loyalty and commitment to our
Group
• Two-way communication
• Embracing diversity
• Creating a motivating
environment where our people
enjoy working and having fun
together
What “Our Employees” does not
mean as a core value
• Guaranteed employment or
promotions
• Taking the easy option
• Employees as just an asset
• Clones
Our Name
The sum of our values, passionately striving
higher
What “Our Name” means as a core value
• The embodiment of our values
• Passion and pride for what we
do and how we do it
• Our image in the eyes of our
customers and the external world
• The identity for our employees
• Respecting and building on our
strong heritage
• Focusing on both the short- and
long-term
• Professionalism and dedication
• International in leadership and
mindset
What “Our Name” does not mean as a core
value
• Acting rich and arrogant
• Old fashioned and complacent
• Creating a cult-like environment
Page 19 of 22
 OFFSHORE EMPLOYEE PRIVACY NOTIFICATION
This Notification regulates the Company
collection and processing of personal data in
accordance with applicable laws on data privacy
for the following categories of employees: a)
employees (current and former); b) managing
directors and board members (current and
former); c) individual consultants (externally
employed/seconded into Maersk) (current and
former); d) relatives and dependents of
employees, managing directors, board
members.
Categories of personal data collected,
purposes and lawful basis for processing
The categories of personal data collected and
processed by the Company may include
information collected as part of the management
of employment process such as: identification
details (name, address, contact information,
contact details on next of kin and dependents
etc.), bank account details, age, CV, references,
diplomas and grades, training and course
certificates, interview conclusions, test results
(from personality tests and logical tests used in
the recruiting process), performance
assessments and scores, social security
number/personal identity number, position with
Maersk, title and responsibilities, seniority,
commencement and duration of the employment
relationship, terms of employment, usernames
and passwords, Unique ID, salary, bonus and
benefits, working hours, absence such as
sickness, annual leave, maternity leave, visas,
work and residence permit, warnings,
terminations and the reason for terminations
and signature for use with insider lists. The
processing may also include sensitive data such
as information on criminal records, health, trade
union membership, as well as information
received through the Maersk’s whistleblowing
scheme and information completed in the
conflict of interest declaration, IT behaviour
(e.g. content in e-mails, online behaviour, use of
software and equipment), photos, video
surveillance, biometrics, live images.
The Company will collect and process the
minimum amount of personal data for fulfilling
one or more of the multiple purposes listed
below:
• performing the employment contract between
the employees and the Company e.g. to
enter into and maintain employment
contracts and to carry out relevant
administration of the employment for this
purpose;
• administrative requirements in the carrying of
the daily business of the Company activity,
Ver Jan 2021
Classification: Internal
including to perform finance and resource
management and personnel administration;
• promoting personal development and
employability, including training, education
and testing;
• manage objectives and compliance with the
Company policies and procedures, including
management information, internal controls
and operational safety, commitment and
satisfaction surveys and audits;
• carry out risk assessments and take steps to
eliminate and / or control potential risks for
the employees, including by preventing the
spread of contagious viruses or diseases, and
to provide better work conditions for
employees (i.e. safety and security incident
reporting);
• IT facility, access control management and
security including administering IT systems,
authentication and identification;
• monitoring, prevention and investigation of
potential employee’s illegal or criminal
activities;
• detecting presence to calculate and visually
present the availability of a free desk in a
hotdesking environment;
• conduct and manage HR investigations to
prevent, report and investigate suspicions
and acts of corruption, bribery and fraud etc.;
• compliance for legal purposes with
employment laws, including documentation,
handling legal claims, disputes, investigations
and audits;
• statistics, archiving and history
documentation processes;
• provide access to the relevant business
contact information to the Company’s
customers and/or vendors, to enable the
Company maintaining its regular business.
The Company collects and processes the
personal data listed above based on one or more
of the following lawful bases:
• processing is necessary for the performance
of a contract to which the employee is party
to or in order to take steps at the request of
the employee prior to entering into a
contract;
• processing is necessary for compliance with a
legal obligation to which the Company is
subject to;
• processing is necessary in order to protect
the vital interests of the employee or of
another natural person;
• processing is necessary for the purposes of
carrying out the obligations and exercising
specific rights of the Company or of the
employee in the field of employment and
social security and social protection law;
Page 20 of 22
 • processing is necessary for the purposes of
the legitimate interests pursued by the
Company or by a third party, except where
such interests are overridden by the interests
or fundamental rights and freedoms of the
employee which require protection of
personal data;
• processing relates to personal data which are
manifestly made public by the data subject;
• processing is necessary for the
establishment, exercise or defense of legal
claims;
• processing is necessary for reasons of
substantial public interest, on the basis of law
which shall be proportionate to the aim
pursued, respect the essence of the right to
data protection and provide for suitable and
specific measures to safeguard the
fundamental rights and the interests of
employees;
• processing is necessary for archiving
purposes in the public interest, scientific or
historical research purposes or statistical
purposes which shall be proportionate to the
aim pursued, respect the essence of the right
to data protection and provide for suitable
and specific measures to safeguard the
fundamental rights and the interests of the
employees;
• processing is necessary for the purposes of
preventive or occupational medicine, for the
assessment of the working capacity of the
employee, medical diagnosis, the provision of
health or social care or treatment or the
management of health or social care systems
and services on the basis of law or pursuant
to contract with a health professional;
• the employee has given consent to the
processing of his or her personal data for one
or more specific purposes, as a last resort,
when none of the legal bases above is
applicable.
The Company is undertaking the best efforts to
minimize incidental processing of special or
sensitive personal data. An incidental processing
of special categories of personal data may be
considered for e.g. a piece of information
relating to the health of an employee provided
by the employee during a work satisfaction
discussion.
All employees should keep their personal data
updated at all times by logging into their
employee profile and update their personal data
in their personal folder. For Maersk employees
who are not served with such a functionality (i.e.
crew personnel), the regular local process (e.g.
contacting their local HR) should be followed.
Confidentiality, retention and sharing of
employees’ personal data
Ver Jan 2021
Classification: Internal
The Employees’ personal data is treated as
confidential information and are processed only
for the purposes for which they were originally
collected or for similar or compatible purposes.
The employees’ personal data are available
internally in the Company’s IT systems and
applications which are submitted to the
Company’s cyber security policies for access and
security controls.
The Company has an approved Binding
Corporate Rules Framework which regulates
internal sharing or employees’ personal data.
The Company Binding Corporate Rules
Framework can be downloaded from the
intranet, on the legal team page, data privacy
compliance section.
The Company has a retention scheme with
retention terms applicable country wise. The
retention terms have been collected and vetted
through each HR local organization. The
Company deletes employees personal data in
accordance with this retention scheme. Any
extension of the retention terms will be made
basis on the applicable law requirements (such
as for handling of legal claims or disputes or for
archiving purposes). Otherwise, the Company
pseudonymizes or anonymizes personal data.
Personal data are disclosed to third parties only
if the Company is allowed to disclose the
information under applicable laws and in
accordance with the relevant legal requirements.
Unless otherwise provided by applicable laws
and regulations the Company enters into data
processing and transfer agreements with such
third parties. Such third parties could be the
Company’s services providers or public
authorities. Employees can request a copy of the
agreement covering the transfer of personal
data with third-parties by contacting
dataprivacy@maersk.com.
Monitoring of employees
As described in above the Company collects and
processes personal data about employees and
their actions in relation to IT, the Internet,
software, access management tools and
equipment, documents, emails and messages
through logging, backups etc. for the purpose of
ensuring smooth and secure operation of Maersk
IT systems and technical solutions as well as to
ensure compliance with company policies, to
uncover potential breaches of duties in the
employment relationship, to investigate
suspicions of criminal offences, prove possible
misconduct on the part of the employees in
preparation for disciplinary measures. The
personal data collected in log files, backups, e-
mails etc., will only be accessed if deemed
absolutely necessary for purposes relating to IT
security, safety and security in general,
Page 21 of 22
 protection against intrusion and viruses as well
as for operational, documentation, restoring and
control purposes. Access will merely be granted
to a limited number of persons upon proper
approval and in accordance with relevant
company policies, including the Commit Rule on
Misconduct Reports and Investigations and the
Mandatory Instruction on Digital Forensic and E-
Discovery. Although private e-mails, messages
and communication files and documents will be
accessed to the extent allowed by law,
employees are encouraged to protect private e-
mails and messages by placing them in a folder
in Outlook named "Private" or on a drive in a
folder named "Private". Documents in "My
Documents" will, as a starting point, be deemed
business related. In any case, e-mails,
messages, communication files and documents
will only be considered private if they do not
contain business related information or any
inappropriate or illegal contents. Telephone calls
will only be monitored if the employee has been
notified in advance, unless permitted by law,
e.g. in case of suspicion of criminal activities.
Automated individual decision-making
including profiling
As a rule of thumb, the Company does not
process the employee’s personal data for
automated individual decision making or
profiling. The Company will make solely
automated decisions, including those based on
profiling only if allowed by law and in accordance
with the applicable legal prescriptions.
Security of employees’ personal data
The Company has implemented technological
and organizational measures to safeguard
employees’ personal data from unauthorized or
improper access or use during collection and
while it is in our possession. The Company
stores personal data on servers with limited
access located in secured facilities. The
Company’s security measures are evaluated on
an ongoing basis. The servers are protected by
anti-virus software and firewalls, among other
measures. The Company uses best endeavors to
ensure an appropriate level of security tailored
to the specific risks of the personal data being
processed. Sensitive information will be subject
to heightened security measures. Emails and
documents containing sensitive personal data
and confidential information regarding
employees will be encrypted before being sent
out over the internet. Employees must adhere to
Maersk Cyber Security policies in order to
safeguard company information.
End of employment
The Company may keep personal data for as
long as required by relevant employment and
Ver Jan 2021
Classification: Internal
social security and social protection laws. The
retention periods are to be found in the
Company Information Security and Information
Retention Policy. Personal data may also be kept
for a longer period of time if it is necessary for
the Company to retain the information for
defending a claim or dispute or if necessary, to
provide services to former employees as part of
the Maersk retiree benefit. Further, some data
may be transferred to archives for statistic and
history documentation. After termination of the
employment, the employee’s e-mail account
may be kept for a period of up to one (1) year
and an automatic e-mail message may be set up
with information that the employee is no longer
employed by the Company. All emails sent to
the account may be forwarded to an
administrator account. Private emails will not be
forwarded to the account administrator and
employees are encouraged to delete all private
messages before leaving the Company. If in
connection with changing jobs within Maersk an
employee transfers to another domain, e.g.
changes from NN@maersk.com to
NN@svitzer.com, the NN@maersk.com the
former account will terminate as described
above.
Employee rights
Employees have the right to request access to
personal data, to request the rectification,
restriction and erasure or their personal data.
Employees have the right to request portability
of the personal data, which they have provided
to the Company, where the processing by
Maersk is based on consent or on a contract with
the employee and where the processing is
carried out by automated means. The employees
have the right at any time to object to the
processing of their personal data on grounds
relating to the employee particular situation,
where the processing of personal data is based
on a balancing of interests, including against
being subject to automated decision making
such as profiling, which produces legal effects or
significantly affects the employees. In case of
processing based on consent employees have
the right to withdraw their consent.
Nevertheless, the consent withdrawal might
impact the possibility for the company to
progress in fulfilling processes and procedures,
including for the employees benefit.
If employees have any complaints about the
Company processing of their personal data,
employees may also contact the local data
protection authority. Employees can obtain
further information on the personal data which
the Company stores and processes and/or
request to exercise the rights by contacting their
HR representative or dataprivacy@maersk.com.
Back to Contents Page
Page 22 of 22