General Employee Benefits Follow

1. Purpose

The purpose of this SOP is to outline the Employee Benefits across all our clients.

2. Scope

This SOP applies to all crew members employed by DG3 as detailed below.

3. Employee Benefits

3.1. DIRECT COMPENSATION

3.1.1 Monthly Salary:

Your monthly-consolidated wage will be paid every 1st week of the month following the onboard start date. Wages are paid directly to your dedicated bank account or through a Brightwell debit card. Shipboard pay may vary depending on mandatory social cost and allotment for Filipino nationals.

3.1.2 Multi-Contract Bonus:

All Seafarers are eligible for a Multi contract bonus of up to $2,000 per contract period. The bonus will depend on the number of consecutive contracts completed as provided in the table below.

The Multi contract is applicable to Seafarer’s 2nd consecutive contract with an acceptable performance rating of no minimum of 3 out of 5 points. Per the table given, the Seafarer shall receive an additional $250.00 (as bonus) on his/her last payment upon completion of the second contract. The same applies on the 3rd, 4th up until the 9th contract.

Once nine (9) consecutive contracts have been applied as bonuses, the Multi contract resets to Contract 1. 

The Multi contract bonus shall not apply and shall reset for the following reasons:

If the Seafarer is unable to complete his/her full contract regardless of early disembarkation rationale.

If the Seafarer is given below standard performance rating.

If the Seafarer leaves equipment in substandard conditions, workspaces and cabins not properly cleaned or inventory discrepancies are identified.

The bonus is payable in the last month of the current contract. The Multi Contract Bonus is effective since January 2022.

3.1.3 Employee Referral Incentive Program:

Starting January 1, 2025, our referral program bonus will increase from $250 to $350.

Incentives Criteria

A $350USD incentive will be provided to our current employees for any referred new hire who completes their full contract successfully 7 (-1/+1).

Rules / Policy

The referral program is applicable only to our current employees who have completed at least 1 full contract

Referral program is open to all countries

You must be currently on board, or you have a confirmed line-up if you are on vacation

Your incentive will be credited to your nominated account once you have completed your full contract (note: length of a contract is based on your signed agreement, POEA for Filipinos, and DG3 Agreement for non-Filipinos)

Candidates for referrals must have the following qualifications:

At least 2 Recommendation Letters from previous employers

With 2 years of experience in either Graphic Design or Field Machine Break/Fix (Canon/Xerox/KM/Ricoh)

A referral letter must be submitted to our Hiring Partner as proof

3.1.4 Loyalty Allowance:

Legacy crew members will continue receiving the $200 loyalty allowance throughout 2026.

3.1.5 Gift Shop Discount Policy:

The gift shop discount policy applies to all Royal Caribbean, Celebrity and Azamara shipboard employees.

It is prohibited to purchase discounted merchandise for relatives or friends.  The only exception is a bona fide gift.

The discount provides a 20% reduction.  A discount will only be given when the total purchase at one time is $5.00 or more.

All employees must present their Crew ID card at the time of purchase. The ID card must be shown BEFORE the sale is rung up, otherwise, a discount will be denied.

Employees are expected to take special care not to mention their discount in the presence of guests.

Officers, staff and crew are permitted in the gift shop during normal working hours, subject to certain guidelines; refer to SQM (Fleet Operations Manual) for additional details.  Information pertaining to crew sales may also be found there.

3.1.6 Break & Fix Bonus:

In line with the official rollout of the MFD program - effective July 2025 - crew are entitled to a $50USD Break & Fix fee which will be credited to their shipboard pay at every end of the month, computed as prorated.

3.2. INDIRECT COMPENSATION

3.2.1 Health Benefits While Onboard:

The ship has a medical center onboard, which you can visit free of charge for any health-related concerns.

3.2.2 PEME (Pre-Employment Medical Examination):

The company will cover the expenses of the medical certification up to USD$250.00 subject to terms and conditions.

3.2.3 Crew and Family Health Insurance:

Effective July 2024 PHL crew are entitled to family health insurance that covers you and two dependents. The maximum coverage provided under this plan is PHP 100,000 per illness or injury. This limit is referred to as the Maximum Benefit Limit (MBL).

3.2.4 Travel Premium Insurance:

This policy offers life insurance coverage for individuals serving at sea in the event of injury, disability, or death. Eligible people can receive insurance coverage subject to certain terms and conditions. The policy includes Accidental Death and Dismemberment Benefits, as well as Additional Accident Benefits. It also provides a list of benefits, such as burial and cremation benefits ($3,000), education benefits ($7,000 per Dependent Child per Year), and permanent and total disability benefits ($100,000 Per Person Per Accident/Medical Emergency).

3.2.5 Training Programs

• Konica Certification
• InDesign Certification

3.2.6 Travel Expenses

DG3 will arrange and cover the costs of all flights (or rail) to the port at which you will be joining the ship and return arrangements to your Repatriation Destination, subject to terms and conditions.

DG3 will arrange and cover the costs of hotel accommodation, transportation, meals, visas and uniform if required.

3.2.7 Internet credit for joining Seafarers

DG3 provides Airalo access to all joining Seafarers. This allows access to internet in order to stay safe during travelling and to be able to keep contact with family members, the Company, hotels, port agents or taxi drivers.

4. Special Instructions

• This policy is subject to change based on feedback and operational needs.
• Any exceptions to this policy must be approved by the DG3 Director in writing.