Corrective And Disciplinary Action Follow

If an employee’s performance is in violation of their contract of employment with the Company or with the Operational Procedures or does not meet the Company’s quality or ethical standards, the Company may take the actions described below. The Company’s procedure for dealing with improper conduct involves the following steps:

Step 1: Counseling/awareness

Depending upon the severity of the improper conduct, after a first occurrence the Shipboard Manager will discuss with the employee the applicable Company standards, he/she is expected to maintain in the future.

Step 2: Verbal warning

Depending upon the severity of the improper conduct, if there is a second occurrence, the Shipboard Manager will give the employee a verbal warning and will advise the employee of the consequences of repeating the offense a second time. In addition, the Shipboard Manager will complete and sign a Performance Counseling Form and forward it to the DG3 Manager People and Culture in order to document the employee’s counseling session.

Step 3: Written warning

If there is another incident of improper conduct after Step 2 (or if the offense is severe), the Shipboard Manager will provide the employee with a written warning using the Performance Counseling Form. The employee will be asked to sign the form to indicate that the warning and expectations are clear to him/her.

Step 4: Immediate discharge

If the improper conduct continues or is repeated, or if the improper conduct is severe (including a material breach of employee’s employment agreement), the employee will be asked to meet with the Shipboard Manager.

The employee may be terminated from employment if it is determined that the conduct in question warrants such termination.

In most situations, the process will begin with Step 1. However, depending on the employee’s job performance history, the severity of the offense and the degree of performance improvement required, the process may begin with any of the above steps. For more information regarding the corrective action procedures, contact the DG3 CIMS Manager People and Culture.

Officers and on-board management are authorized to remove employees from the vessel at any time. Any time officers and/or ship management requires that an employee cease working and debark the vessel, the Company may terminate the employee’s Shipboard Employment Agreement.

Disciplinary Action

The following list describes behavior that would be cause for either immediate dismissal or written disciplinary notice. The list is not comprehensive – other conduct may also be cause for immediate dismissal or disciplinary actions.

Causes for Disciplinary Action include:

• Tardiness.
• Absence from work without the approval of the Shipboard Manager or doctor’s written authorization.
• Non-compliance with this SOP including but not limited to the Company’s smoking policy set forth herein.
• Distraction of other employees, or causing confusion by unnecessary shouting, catcalls, whistling or other such demonstrations.
• Engaging in horseplay, practical jokes, solicitation, or general loitering. This can also apply to non-work time.
• Using language that, in the management’s opinion, is offensive to guests or other employees.
• Violation of a Company policy relating to the treatment of another employee.
• Sleeping on Company time.
• Gaining unauthorized access to Company records whether locked or otherwise. This includes email and/or information stored in the Print shop or business-related computer.
• Substandard performance in work quality and/or quantity.
• Excessive alcohol consumption on or off duty.
• Violation of the email policy set forth here in: Employees are not allowed to use the print shop computer for personal e-mail use. It is only to be used for business purposes. All business messages must remain professional in content at all times. Employees’ use of the computer in the print shop must be under the direct supervision of the Shipboard Manager.
• Violation of Code of Business Conduct and Ethics.

Causes For Immediate Dismissal

Certain actions by employees can result in immediate termination. Such actions include but are not limited to the list below. The list is not comprehensive – other conduct may also be cause for immediate dismissal.

• Violation of Company or vessel’s regulations pertaining to the use or abuse of alcohol, drugs or any other substance.
• Violation of Company or vessel’s regulations pertaining to the sale or possession of drugs and narcotics.
• Failing to follow security or safety rules and procedures.
• Using racial epithets, making ethnic slurs, telling jokes, or other verbal or written conduct that is inappropriate for the workplace based on race, sex, gender identity, religion, sexual orientation, age, disability, national origin, or any other basis prohibited by applicable law.
• Any other harassment, discrimination, intimidation and/or any other conduct which creates an offensive work environment.
• Physically fighting on the ship or on Company property or during a Company-sponsored event regardless of who began the fight.
• Insulting, arguing with, using profane language in the presence of, or being discourteous to, guests.
• Possession of dangerous or unauthorized materials such as explosives, firearms, weapons, or other similar items on Company property.
• Breach of Company procedures.
• Violation of the passenger interaction prohibitions.
• Criminal offense.
• Theft or unauthorized removal of property from the Company, employees, guests, or anyone else on Company property, including property in waste containers.
• Embezzlement of Company’s property or funds; falsifying records or Company documents.
• Misusing, damaging or destroying property of the Company, employees, guests, or anyone else on Company property.
• Misusing confidential information of the Company or its customers or employees.
• Breach of discipline.
• Negligence or inferior performance of duties.
• Action jeopardizing the safety of the vessel and/or passengers and/or the vessel’s compliance with the laws of any country.
• Sleeping while on duty.
• Disregard of dress regulations.
• Tardiness in reporting for duty as required.
• Insubordination.
• Unauthorized leave of absence.
• False or materially in complete entries on an employment application.
• Making false entries on, or material omissions from, Company records.
• Altering or falsifying, or materially omitting information from, anytime record, intentionally recording time for an employee without proper authorization, allowing someone else to record time for an employee, removing any time record from a designated area without proper authorization, or destroying such a record.
• Furnishing false information with regards to visa applications, passports, previous work experience, medical history training, or qualifications gained.
• Furnishing false information in connection with the medical examination.
• Dishonesty in any form.
• Willful refusal or failure to comply with Company policy or management directive, including refusal to participate in a Company investigation.
• Violation of the Customs, Border Protection, Coast Guard, Public Health, Immigration laws or other governmental laws, rules, policies or procedures of any port entered by a vessel to which Employee assigned.
• Failure to return to ship as scheduled resulting in the employee missing the ship.
• Unauthorized dumping of garbage or disposal of any materials. over the side of the ship, including cigarette butts.
• Constant issues with OBP, inventory, submission of late orders resulting in cost implications and/or customer complaints.
• Any other conduct which is cause for discharge under applicable law.