(Revised 1 January 2021)

1
Table of Contents
FOREWORD .................................................................................................... 7
INTRODUCTION .............................................................................................. 7
DIEGO GARCIA................................................................................................ 7
Location ...................................................................................................... 7
Weather/Climate ....................................................................................... 8
Customs...................................................................................................... 8
Some Do’s and Don’ts ................................................................................ 8
Diego Garcia Transportation ...................................................................... 8
Activities and Activity Areas ....................................................................... 9
Retail Services ............................................................................................ 9
Off Island Telephone Services .................................................................... 9
Internet Services ...................................................................................... 10
Post Office ................................................................................................ 10
Religious Ministries .................................................................................. 10
Community Bank ...................................................................................... 11
EMPLOYMENT .............................................................................................. 11
COMPENSATION AND BENEFITS .................................................................. 12
Work Schedule ......................................................................................... 12
Overtime .................................................................................................. 12
Pay Day & Manner of Payment ................................................................ 12
Timekeeping ............................................................................................. 13
Holidays and Rest Days ............................................................................ 13
Vacation Leave ......................................................................................... 13

2
ACCOMODATIONS ........................................................................................ 14
Board and Lodging Facilities ..................................................................... 14
Food Services/Food Allowance ................................................................ 15
Laundry Services....................................................................................... 15
Transportation to Site .............................................................................. 15
COMPANY RULES AND REGULATIONS ......................................................... 15
Appearance .............................................................................................. 15
Orientation / Issuance of PPEs ................................................................. 16
Employee’s Covenant With The Company ............................................... 16
Confidentiality .......................................................................................... 16
Employee Clearance ................................................................................. 17
Trainings and Seminars ............................................................................ 17
Electricity and Water Conservation ......................................................... 17
Employees using Computers .................................................................... 18
Acceptable Use Policy .............................................................................. 20
General Use and Ownership..................................................................... 21
Security, Monitoring and Proprietary Information .................................. 22
Unacceptable Use..................................................................................... 23
System and Network Activities ............................................................ 24
Email and Communications Activities .................................................. 25
Blogging / Social Networking ............................................................... 27
Instant Messaging ................................................................................ 28
Enforcement ................................................................................................ 29
Alcohol and Drug Free Workplace ........................................................... 31
Illegal Drugs .............................................................................................. 31
Employee Conduct ................................................................................... 31

3
 Alcohol & Drug Testing ............................................................................ 32
Refusal to Submit to Alcohol & Drug Testing ........................................... 32
Use of Company Vehicles and Equipment ............................................... 33
SAFETY AND HEALTH PROGRAM.................................................................. 35
Introduction ............................................................................................. 35
New Hire Safety Orientation .................................................................... 35
Job Safety Training ................................................................................... 36
Environmental Incidents .......................................................................... 36
Near Miss Incident ................................................................................... 36
Accident Investigation Procedure ............................................................ 36
Return to Work ........................................................................................ 36
Safety and Health Rules and Regulations ................................................ 37
MEDICAL................................................................................................... 38
Medical Clearance .................................................................................... 38
Prescription Drugs .................................................................................... 38
Sick Leave ................................................................................................. 39
Injury Reporting ....................................................................................... 39
TRAVEL INFORMATION ................................................................................ 40
Introduction ............................................................................................. 40
Inbound Travel to Diego Garcia ............................................................... 40
In Singapore ............................................................................................. 40
Diego Garcia Immigration Card ................................................................ 41
Outbound Travel from Diego Garcia ........................................................ 41
HRD: POLICIES, RULES AND REGULATIONS .................................................. 41
Introduction ............................................................................................. 41
Employee Discipline: Code on Proper Conduct and Discipline ................ 42

4
SJC-BVIL CODE ON PROPER CONDUCT AND DISCIPLINE .............................. 42
SECTION I: Preamble ................................................................................ 42
SECTION II. Definition of Terms/Reference of this Code ......................... 42
SECTION III. Definition of Terms ............................................................... 43
SECTION IV: General Provisions ............................................................... 44
SECTION V: Application of Penalties ........................................................ 45
SECTION VI: Offenses against Company Rules and Regulation ................ 46

5
6
FOREWORD
This handbook provides the employee with information about the company,
SJC-BVIL, LLC (SJC-BVIL). It has been designed as a reference to give you a
summary of most of the policies and benefits of SJC-BVIL. It is a guide that
helps you to understand the Company and its purpose and your role in
meeting its purpose. It is expected that the employee will adhere to the
policies written in this handbook. These policies cannot be changed by oral
representation. Modifications must be in writing and approved in writing by
the General Manager. No supervisor or other individual except the General
Manager is authorized to modify the terms of these policies either verbally
or in writing. This handbook will help guide the employee while in the
employ of SJC-BVIL and its execution of projects here in Diego Garcia. In
addition, this handbook will also provide the SJC-BVIL employee with
important information about the island we live and work on, Diego Garcia.

INTRODUCTION
Welcome to SJC-BVIL. Our company is a joint endeavor between two notable
construction firms namely; San Juan Construction and Black & Veatch
International Limited.
Work in Diego Garcia has been going on since 1965 as a British Territory that
is currently being leased to the United States Government as a military base.
When a military construction project opportunity opened up in Diego Garcia,
San Juan Construction and industry veteran Black & Veatch teamed up to
look at the opportunity and participated in the bidding process for a three
year contract to provide various infrastructure improvements on the island.

DIEGO GARCIA
Location
Portuguese explorers discovered Diego Garcia in the early 1500’s. It is the
largest of 52 islands which form the Chagos Archipelago located in the heart
of the Indian Ocean. This island is under what is called the “British Indian
Ocean Territory”. It is located seven (7) degrees south of the equator around
a vast expanse of tropical waters, far from inhabited land. It is roughly 4,000
km. down from Bombay, India and approximately equidistant from Africa
and Singapore. It is also approximately 4,936 km. southwest of the
Philippines; 3,840 km. southwest of Bangkok, Thailand; 3,520 km. east of the
African Coast and 1,920 km. south of the southern tip of India.
7
Weather/Climate
The climate in DG is tropical marine; hot and humid, moderated by trade
winds. The average temperature is 80 degrees, with a mean high of 85
degrees and a mean low of 76 degrees. The average rainfall is 102 inches per
year.

Customs
As a British territory, all civilian and military personnel residing in the island
are governed by the British Indian Ocean Territory or the BIOT law. As in all
foreign countries, everyone arriving on Diego Garcia is subject to customs
and immigration controls. All Personnel entering Diego Garcia must attend a
British Customs debriefing. Drugs and drug paraphernalia are not allowed
and possession will result in prosecution under BIOT laws. Weapons of all
descriptions as well as pornographic materials are prohibited and will be
confiscated if found.

Some Do’s and Don’ts

Do remember that the collection of all live shells or interference with any of
the wildlife on Diego Garcia including coconut crabs, land and stone crabs,
chickens, birds and donkeys is strictly prohibited by British law. Violators will
be taken before the British Court where heavy fines are not uncommon. The
BIOT Police have the authority to arrest anyone in violation of British law. In
addition, remember that swimming and fishing are restricted to only
certain areas of the island. Please be advised that there was a fatal shark
attack in the Lagoon in July, 2013. As a result of that attack, swimming
restrictions have been imposed. It is recommended that Employees use the
Buddy System when going swimming or fishing. Please see your safety
officer or the most recently published BIOT Restrictions Map for any
updates. Do not go to the eastern half of the island as it is off-limits. No
personnel are permitted past the British gate without a pass from the British
Representative. The BIOT police have the authority to arrest and penalize
any civilians for violations of British law.

Diego Garcia Transportation

There are buses available as transportation from the downtown area to
the Control Tower terminal and back. Shuttle buses run twenty-four (24
hours daily inbound and outbound.

Bus Start at 2400 to 0500 in 30 minute intervals daily

Bus Start at 0500 to 2400 in 15 minute intervals daily
8
Note: Between 1900 to 0500 buses will not automatically stop at
designated bus stop shed. State “Bus Stop” to the bus driver prior to
approaching the bus stop shed. A bus trip from downtown to the PAX
Air Terminal normally takes about twenty minutes.

Activities and Activity Areas

After a hard day’s work, there are many recreational, sporting and marine
activities that one can do while in Diego Garcia. There are MWR (Morale
Wellness and Recreation) activities like sports contests and events in which
one can participate. There are basketball courts, volleyball courts, softball
fields, bowling lanes, badminton courts, racquetball courts and soccer fields.
There is also a swimming pool as well as billiard rooms and a full scale gym.
There are different clubs for entertainment and there are several eating
establishments to choose from. For grooming purposes, there’s a Barber
Shop and a Beauty Shop which are free for all personnel. For Photo
enthusiasts, there is a Photo shop where you can have your pictures
developed. One can also go to the Museum to learn of Diego Garcia’s history.
Movies are shown nightly at the Main Outdoor Theatre with free popcorn.

Retail Services
The Ship’s Store is considered the mini department store of DG. The
products available here are clothes, bags, sports items, electronic items,
toiletries, CDs and DVDs, food items (dry or frozen), health and beauty
supplies, alcoholic and non-alcoholic beverages and selected grocery
items. It is open from 10:00 A.M. to 10:00 P.M. from Monday to Friday,
09:00 A.M. to 09:00 P.M. from Saturday to Sunday and Closed during
Holidays.

Off Island Telephone Services

Outgoing calls can be placed anywhere in the world by using Sure
telephone cards. There are four values of card ($10, 20, 30 and 100) and
they can be used from any phone on the island. Simply scratch the card
to reveal your pin number, dial 9901 and follow the operator’s instruc-
tions. Cards can be purchased from Sure and you can get it from Vendo
machine located at Pax Terminal, Billeting and Food Court. It is also
possible to receive incoming calls. All land line phone numbers in Diego
Garcia are in the form of 370-xxxx and all cell phone numbers are in the
form of 380-xxxx. To call a Diego Garcia number from elsewhere in the
9
world, you need to dial international access code, the country code and
the number in Diego Garcia. From the Philippines, this would be 00-246-
370-xxxx or 00-246-380-xxxx.

Internet Services
For computer enthusiasts, free internet services are available at the
Turner Club, downtown area. Individuals can use their internet service
free for thirty minutes, which is the maximum time one can do so. This is
to give others a chance to use the services too. There are other
establishments, like the Seamen’s Club that offer internet services for a
minimum fee. There are available Wi-Fi signal on designated areas but
you will use a phone card.

Post Office
Postal services via the U.S. Postal system are available to U.S. personnel.
Foreign national employees may send letter mail to non-APO
addressees and may receive letter mail. Foreign nationals may neither
send nor receive packages or purchase money orders through the U.S.
Postal system. Foreign National Employees may request management
assistance to send a package in the event of an emergency. The NSF
Post Office (Bldg.132) is located behind the Ship’s Store parking lot. The
Post Office sells money orders and stamps, and cashes money orders
with available funds.

The hours of operations for the Post Office are:

Monday to Thursday 0900 to 1300

Saturday 1000 to 1230

Sunday and Public Closed

Holidays

Religious Ministries

The religious choices in Diego Garcia is uniquely diverse in uniquely

diverse in order to include the variety of people that populate the
10
island. The following are the religious facilities for worship:

* Chapel in the Palms (Downtown)

* Camp Justice Chapel (Tent City)
* Christian’s Den (Palmsville)
* Iglesia ni Kristo (Seabreeze)
* Sacred Heart of Jesus Chapel (Seabreeze)
* Hinduism Church (Seabreeze)

Community Bank
There is one Community Bank in Diego Garcia where checks can be
cashed. Other banking services offered by the community bank are the
purchase and Cashing of Traveler’s checks, fund transfer to any bank,
money orders, savings bonds and the sale and cashing of Cashier’s
checks. Additionally, two (2) ATMs are available on island and are located
at the downtown billeting office and at the Pax terminal.

The hours of operations for the Bank are:

Saturday, Sunday, and Holidays Closed

Monday to Thursday 0900 to 1600

Friday 0900 to 1700

EMPLOYMENT

All Filipino employees of SJC-BVIL are classified as contractual

employees. Now deployed at Diego Garcia, they are expected to work
both within and outside their trade specialty during the course of their
contract. The period of their deployment shall be dictated by the
Employment Contract. Wages shall accrue from the date the employee
leaves the point of hire in route to Diego Garcia and wages shall cease
on the date employment ceases in Diego Garcia.

11
COMPENSATION AND BENEFITS
Work Schedule
The work schedule for all employees of SJC-BVIL is the same. Work is
normally from Monday to Friday. The normal time parameter for
employees is:

Monday to Friday: 0700 to 1130 Work

1130 to 1230 Lunch Break
1230 to 1800 Work
Weekends and Holidays: Depends on the Work schedule and
project needs.

SJC-BVIL management reserves the sole right to modify these work

schedules as necessary for different projects and for different workers
depending on the project schedule and task order requirements.

Overtime
When project and operating requirements cannot be met during the
regular working hours, employees may be required to render overtime
work. All over-time hours must have advance notification and must have
the Superintendent’s or Department Head’s prior authorization. The
employee who renders overtime work will be compensated accordingly
in conformance with their contract.

Pay Day & Manner of Payment

The pay period of an employee comes at each end of the month and
salaries are paid every month. As instructed by the employee when
he/she signed his/her “Salary Disposition Form”, his/her salary will be
deposited and distributed to each of the following; a) His/her single
account or beneficiary savings account and b) on-island bank account. If
for some reason the employee wishes to change his/her “Salary
Disposition”, the employee can inform HRD (Human Resources
Department). The change in disposition will be affected the succeeding
full month. Salaries are not paid on a cash basis.

12
Timekeeping
In order for SJC-BVIL to calculate employee pay and benefits, the
Superintendent / Foreman will record the daily hours worked by their
subordinates. They should record it in a Daily Foreman Report Form
which is distributed by the Timekeeper. The Supervisor should fill up the
Job Codes and Cost Codes. It is also important to confirm in the Daily
Foreman Report Form if there has been an accident for the period. All
signature items for the employee must be signed. The Timesheet will be
distributed by Timekeeper every Monday, this timesheet should have
been duly signed by the Employee and his Supervisor certifying to the
accuracy of the submitted record. Altering, falsifying, tampering of the
timesheet will result in disciplinary action (see: Code of Discipline and
Proper Conduct in succeeding pages for corresponding penalty).

Holidays and Rest Days

SJC-BVIL recognizes the following as paid holidays for all employees;

 US Memorial Day - Last Monday of May

 Philippine Independence Day -June 12
 US Independence Day - July 4
 US Labor Day - First Monday of September
 Thanksgiving - Last Thursday of November
 Christmas Day - December 25
 New Year’s Day - January 1

While it is the company’s intention to observe these holidays, it is within

the company’s discretion whether there will be work on these days or
not.

Vacation Leave
With reference to Article 7 of the Employment Contract between the
Employee and San Juan Construction, employees shall be eligible for
0.833 work-day’s leave per month. Leave will be taken after completion
of assignment or per SJC-BVIL’s Management discretion.

13
ACCOMODATIONS
Board and Lodging Facilities
To foster a better quality of life for SJC-BVIL employees, they are assigned
to two (2) person air-conditioned Porta Camp rooms at Splendidville.
New SJC-BVIL employees are also provided the following items (if
available) during their stay in Diego Garcia;
 Bed Sheets
 Locker or Cabinet
 Pillow
 Blanket
 Towel
 Laundry Bag
 Pillow Case

SJC-BVIL employees are responsible for all the furnishings and other
items that are provided to them. When leaving DG, Housekeeping
Personnel will conduct a room inspection and an inventory of all these
items. Outbound employees will not be cleared by Housekeeping
Personnel if their rooms have not been inspected and items inventoried.
These items are issued to new employees only once for his/her entire
duration of stay at DG. In case of loss or damage to these items, it is the
employee’s responsibility to have them replaced. In the Mancamp, there
are common toilet and shower facility Porta Camp trailers for those
assigned rooms without a bathroom. All employees are responsible for
their personal hygiene, the housekeeping and cleanliness of their rooms,
their immediate surroundings, and the lavatory and laundry facilities that
they use. Management reserves the right to conduct a room inspection
at their discretion to verify the condition and content of the facility. In
addition, no work to the exterior of the living unit or to the camp site
will be conducted without prior authorization by Management.
Employees are not allowed to change rooms without coordinating with
and receiving prior approval from the HRD Office. Quiet Hours at
Mancamp Weekdays 2200 – 0800 and Weekend and Public Holidays
2400 – 0800.

14
Food Services/Food Allowance
Food is prepared by the BOSC Galley for employees three times a day.
The schedule for serving food at the BOSC Galley:

Monday to Sunday:

Breakfast 0500 to 0700

Lunch 1030 to 1230
Dinner 1630 to 1900

Laundry Services
All SJC-BVIL employees are provided with laundry services. Each
employee is assigned a day for them to have their laundry washed. If an
employee misses his/her laundry day, he/she can wash his/her own in
the common laundry room during the weekdays or weekend. It is not
permitted to have your laundry washed any other day other than his/her
assigned laundry day. The laundry room located at the Mancamp Area is
always available and open 24 hours a day. Employees who missed their
laundry days can use this laundry room.

Transportation to Site
SJC-BVIL employees are assigned to different projects around the island.
To get to remote job sites, SJC-BVIL employees are transported to their
assigned projects or sites by Company vehicles (Vans, Pick-up, Bus,
etc.). The transportation will not wait for late employees. It is the
employee’s responsibility to arrive at their respective sites on time. The
base shuttle bus is available for all other employees.

COMPANY RULES AND REGULATIONS

Appearance
Our clients not only judge us by what we do but also by how
professionally we conduct ourselves. We must always look neat
and groomed. Employees are also required to always have their
Company ID with them.

15
Orientation / Issuance of PPEs
Every new employee of SJC-BVIL is required to attend a Company
orientation scheduled a day after he/she arrives in Diego Garcia. The
orientation is conducted by the HRD, Safety and Accounting
Departments. The new employee is briefed about topics relating to
important HRD, Safety and Accounting policies and procedures. After
orientation, the new employee will be issued PPEs (Personal Protective
Equipment) including one pair of Safety shoes. This will be given only
once for the duration of his stay in Diego Garcia. They will then be
deployed to their assigned projects or departments. No new employee
will be deployed without attending a Company orientation.

Employee’s Covenant With The Company

The following are things that the SJC-BVIL employee will
observe throughout his/her stay in Diego Garcia;

 The employee will devote his time and effort to his contracted work,
which he/she shall perform faithfully and diligently. He/she cannot,
even outside company hours, seek and/or accept other employment
outside SJC-BVIL.
 The employee will observe, abide and respect the BIOT law.
 The employee will strictly refrain from joining local partisan political
activity while in Diego Garcia.
 The employee will maintain good behavior and strive to represent the
company in a positive manner.
 All employees shall comply with all health, safety and environmental
rules and regulations.

Confidentiality
It is the policy of SJC-BVIL to protect its property and its sensitive
information. The willful disclosure of confidential information constitutes
violation of SJC-BVIL’s policy and may result in disciplinary action up to
and including discharge and legal action.

The information not to be released to “outside” people or sources

includes, but is not limited to the following:

16
 Marketing Goals and/or margins
 Customer Lists, Spending or other data regarding customers
 Profit Margins
 Merchandise mark-up
 Accident or Injury Information
 Operating Reports
 Names and addresses of employees or customers
 Employee Handbook

Employee Clearance
Once the SJC-BVIL employee finishes his contract and will not be
extending his contract anymore, he/she will have to be cleared of all
liabilities from all Departments. Clearance forms are distributed to
outbound employees 48 hours before flight date. The employee should
have his room inspected and items inventoried by Housekeeping
Personnel and HRD personnel 24-48 hours before flight date. Only then
can the employee be cleared by the HRD Office. A day before the
scheduled outbound flight, the employee must route the “Clearance
Form” for signing by all remaining Department Heads indicated in the
form. This will certify that the employee has been cleared of all liabilities
from each Department and consequently from the Company.

Trainings and Seminars

SJC-BVIL ensures the intellectual and construction knowledge growth of
their employees through the various construction related Training
sessions and Seminars conducted on a regular basis. These and other
regular Safety training sessions are done to ensure that every employee
will be ready for the various types of work and possible hazards they will
face in completing the different projects. These training seminars are
conducted by competent qualified people. In addition, Safety Stand
Downs are conducted every end of the month or as required to update
the employees of new Safety rules/policies and generally discuss other
relevant Safety and HRD issues.

Electricity and Water Conservation

Diego Garcia is an isolated island and therefore there is LIMITED supply
of water and electricity here. As such, all inhabitants of DG, including all
SJC-BVIL employees are required to comply with the island’s Energy

17
Conservation Program. For SJC-BVIL’s part, they advise their employees
to;

 Turn-Off all Appliances (TV, Radio, etc.) and lights when leaving for
work every morning.
 Shut-Off all faucets and water sources not being used.
 Report any leaks in faucets and / or pipes in their area.
 Suggest other things which can contribute to the Island’s
Conservation Program.

Employees using Computers

All SJC-BVIL employees using computers are advised that computers are
strictly for business and/or work use only. Employees are responsible to
keep their computer and the company network free of non-business
related programs and files. File sharing utilities such as Limewire, Kazaa,
Bearshare and others should not be installed on these computers. The
SJC-BVIL network can track on-line users such that internet users who
abuse this privilege by spending inordinate amount of time surfing on
work or non-business web sites, viewing adult sites and/or chatting with
friends will face consequences. All software that is not work or business
related will be removed.

End User Computer and Portable Device Security Policy

Only corporate issued devices are authorized to access SJC resources or
contain corporate information unless approved by an Executive
Manager. No personally own devices (Bring Your Own Device - BYOD) are
authorized. See “Mobile Device Policy,” “Personal Communication
Device and Voicemail Policy,” and “Wireless Communication Policy” for
current mobile computing requirements and considerations.

Users of desktops, laptops, and portable devices (including, but not

limited to cellphones, iPads) shall be required to sign an agreement in
which they acknowledge the risks associated with portable device use,
and any special requirements for the implementation and maintenance
of associated safeguards. See “Workstation Security Policy.”

18
Terminology and definition of “portable/mobile computing” devices vary
with marketing and vendor initiatives. The appendices highlight various
device characteristics and distinctions. It must be understood that all the
device controls and constraints identified in this Policy are applicable to
these variants of “portable/mobile computing” devices. (See full policy at
E:/Shared/Office/InfoSec Policies)

Mobile Device Policy

The use of modern information technology, including mobile devices and
portable media, must be managed to ensure the risks of security
breaches are commensurate with the value such tools provide. Portable
media and mobile devices have also become a common, effective and
dangerous means of infecting networks with viruses and malicious
software. The loss of IT communication or processing capability, as well
as any unauthorized use, disclosure, or loss of information resulting from
these threats can result in SJC facing serious liability, loss of public trust,
and degradation of its data storage functions.

Only SJC-approved, owned/furnished/authorized portable media and

mobile devices may be used for storage and transport of SJC customer
and proprietary information. Personally owned portable media and
mobile devices may not be used for the storage of SJC customer and
proprietary data.

Passwords used to secure SJC portable media and mobile devices must
meet complexity standards consistent with current SJC Security Policy
with exceptions being addressed and in accordance with the exception
handling policy. Cellular devices require a password and mobile device
management controls be established before issuing device to a user.

All data on SJC portable media must be properly categorized in

accordance with appropriate SJC data classification, encrypted, and
labeled (Controlled Unclassified Information), to the extent required, and
according to security standards.

Users must scan all (SJC and non-SJC) portable media and mobile devices
for malicious software prior to connecting them to SJC computers or
networks.
19
The loss or theft of any SJC mobile device or portable media must be
immediately reported to management and action steps taken in
accordance with the incident response policy procedures, including but
not limited to notifying the CISO.

Encryption key/data recovery management will be centralized and

conducted in accordance with specific standards and procedures
approved by the CISO.

Mobile computing devices must utilize host-based firewalls to protect the

device from unauthorized intrusions. (See full Mobile Device policy at
E:Shared/Office/InfoSec Policies)

Acceptable Use Policy

Overview
The intention for publishing an Acceptable Use Policy is not to impose
restrictions that are contrary to SJC’s established culture of openness,
trust and integrity. SJC is committed to protecting SJC's Employees,
partners, customers and the Company from illegal or damaging actions
by individuals, either knowingly or unknowingly.
Internet/Intranet/Extranet-related systems, including but not limited to
computer equipment, software, smartphones, iPads, operating systems,
storage media, network accounts providing electronic mail, Internet
browsing, and file transfer (the “Systems” or “Equipment”) shall be the
sole and exclusive property of SJC. These Systems shall be used for
business purposes only and for serving the interests of the Company,
together with SJC’s clients and customers in the course of normal day-to-
day operations.
Purpose
The purpose of this Policy is to outline the acceptable use of computer
equipment, information systems and electronic data assets at SJC, so as
to prevent tarnishing the public image and reputation of SJC, as well as
preventing the unauthorized disclosure of data possessed and/or
controlled by SJC. These rules are in place to protect both SJC and its
20
Employees and customers. Inappropriate use could expose SJC to
unnecessary risks through virus attacks, compromise of network systems
and services, and other legal issues. Further, SJC Employee and
personnel’s electronic mail communication should be effectively
managed and controlled pursuant to this Policy, because such email may
be viewed by the general public as an official policy statement from SJC.

General Use and Ownership

1. While SJC's network administration desires to provide a reasonable

level of privacy, users should be aware that the data they create on
SJC corporate systems and/or Equipment shall at all times remain
the exclusive property of SJC. Because of the need to protect SJC's
network, management cannot guarantee the confidentiality of any
personal information created or stored by an Employee and/or
other personnel transmitted or stored by any SJC network device or
Equipment.
2. Employees are responsible for exercising good judgment regarding
the reasonableness of personal use of SJC Equipment. Individual SJC
departments shall be also be responsible for creating guidelines
concerning personal use of Internet/Intranet/Extranet systems by
SJC personnel. In the absence of such policies, Employees should be
guided by departmental policies on personal use, and if there is any
uncertainty, Employees should consult their supervisor or manager.
3. Using a reasonable amount of SJC resources for personal emails is
acceptable, but non-work-related email shall be saved in a separate
folder from work related email. Sending chain letters or joke emails
from an official SJC email account is prohibited. Official SJC email
account holders are prohibited from forwarding SJC email to
personal, public or otherwise non-SJC owned email addresses. Virus
or other malware warnings and mass mailings from SJC shall be
approved by the SJC’s CISO before sending. These restrictions also
apply to the forwarding of mail received by a SJC Employee.
4. For security and network maintenance purposes, SJC authorized
individuals may monitor equipment, systems and network traffic at
any time, per SJC’s Audit Policy.
21
 5. SJC reserves the right to audit networks and systems, including
electronic mail, on a periodic basis to ensure compliance with this
policy without advance notice being provided to SJC personnel
and/or Employees.

Security, Monitoring and Proprietary Information

1. As defined by corporate confidentiality guidelines, the user

interface for information contained on Internet/Intranet/Extranet-
related systems should be classified as either confidential,
proprietary, or public. Examples of confidential information shall
include, but are not limited to, Company private data, corporate
strategies, competitor sensitive, trade secrets, specifications,
customer lists, and/or research data. Employees should take all
necessary steps to prevent unauthorized access to this confidential
information.
2. All passwords must be kept secure at all times and should not be
shared with anyone. Further, SJC Employees and personnel should
never share a SJC account. Authorized users are responsible for the
security of their passwords and accounts. System level passwords
should be changed according to IT Security policy; user level
passwords should be changed every 60 days or as prompted
automatically by the workstation system.
3. All PCs, laptops and workstations should be secured with a
password-protected screensaver with the automatic activation
feature set at 15 minutes or less, by logging-off or locking the
workstation when the host will be unattended.
4. Use encryption of information in compliance with SJC’s
Cryptographic Security Policy.
5. Because information contained on portable computers is especially
vulnerable, special care should be exercised. Protect laptops and
mobile phones with access to SJC email accordingly.
6. Unless the posting is done in the course of one’s business duties,
postings by Employees from a SJC email address to newsgroups
should contain a disclaimer stating that the opinions expressed are

22
 strictly their own and not necessarily those of SJC.
7. All hosts used by the Employee that are connected to the SJC
Internet/Intranet/Extranet, whether owned by the Employee or SJC,
shall be continually executing approved virus-scanning software
with a current virus database, unless overridden by SJC
departmental or group policy.
8. Employees must use extreme caution when opening e-mail
attachments received from unknown senders. These may contain
viruses, e-mail bombs, or Trojan horses, botnets or other malicious
code.
9. SJC Employees shall have no expectation of privacy in anything they
store, send or receive on the company’s email system. SJC may
monitor messages without prior notice. SJC is not obliged to monitor
email messages.

Unacceptable Use

The following activities are, in general, prohibited. Upon explicit

approval by SJC, SJC Employees, however, may be exempted from these
restrictions during the course of their legitimate job responsibilities,
(e.g., systems administration staff may have a need to disable the
network access of a host if that host is disrupting production services).

Under no circumstance is a SJC Employee authorized to engage in any

activity which is illegal under local, state, federal or international law
while utilizing or through the use of SJC-owned resources. The lists
below are by no means exhaustive but attempt to provide a framework
for activities which fall into the category of unacceptable use. SJC
reserves the right to modify this list from time-to-time without advance
notice, as well as to make a determination of an unacceptable use or SJC
systems and equipment on a case-by-case basis.

23
System and Network Activities

With no exception, the following activities are strictly prohibited from

being conducted or done on SJC Systems and/or Equipment:

1. Violations of the rights of any person or company protected by

copyright, trade secret, patent or other intellectual property, or
similar laws or regulations, including, but not limited to, the
installation or distribution of "pirated" or other software products
that are not appropriately licensed for SJC use.
2. Unauthorized copying of copyrighted material including, but not
limited to, digitization and distribution of photographs from
magazines, books or other copyrighted sources, copyrighted music,
and/or the installation of any copyrighted software for which SJC or
the end user does not have an active license, is strictly prohibited.
3. Exporting software, technical information, encryption software or
technology, in violation of international or regional export control
laws, is illegal. Prior to export of any material that is in question,
appropriate management should be consulted.
4. Introduction of malicious programs into the network or server, (e.g.,
viruses, worms, Trojan horses, e- mail bombs, botnets, etc.).
5. Revealing your account password to any other party (including but
not limited to other SJC personnel) and/or allowing use of your
account by others. This includes family and other household
members when work is being done at home.
6. Using a SJC computing asset to actively engage in procuring or
transmitting of material which is in violation of any other SJC policy
or procedures and/or any state, federal or jurisdictional laws, rules
or regulations, including but not limited to sexual harassment or
hostile workplace laws in the user's local jurisdiction.
7. Making fraudulent offers of products, items, or services originating
from any SJC account.
8. Making statements about warranty, expressly or implied, unless it is
a part of normal job duties.

24
9. Effecting security breaches or disruptions of network
communication. Unless these duties are within the scope of regular
duties, security breaches include, but are not limited to, accessing
data of which the Employee or personnel is not an intended
recipient or logging into a server or account that the Employee is not
expressly authorized to access. For purposes of this section,
"disruption" includes, but is not limited to network sniffing, pinged
floods, packet spoofing, denial of service, and/or forged routing
information for malicious purposes.
10. Unless prior notification to IT Security is made and approved, port
scanning or security scanning is expressly prohibited.
11. Unless this activity is a part of the Employee's normal job/duty,
executing any form of network monitoring which will intercept data
not intended for the Employee's host.
12. Circumventing user authentication or security of any host, network
or account.
13. Interfering with, or denying service to, any user other than the
Employee's host, (for example, denial of service attack).
14. Using any program/script/command, or sending messages of any
kind, with the intent to interfere with, or disable, a user's terminal
session, via any means, locally or via the Internet/Intranet/Extranet.
15. Providing information about, or lists of, SJC Employees to parties
outside SJC.
16. Using system or application accounts with increased privilege to
perform functions on a user’s behalf.
17. Unless prior approval with IT is obtained, installing software on
desktop or laptop computers is prohibited.

Email and Communications Activities

With no exception, the following activities are strictly prohibited from

being conducted or done with SJC email or communications:

25
1. Sending unsolicited email messages, including the sending of "junk
mail" or other advertising material to individuals who did not
specifically request such material (email spam).
2. Any form of harassment via email, telephone or paging, whether
through language, frequency, or size of messages.
3. The SJC email system shall not to be used for the creation or
distribution of any disruptive or offensive messages, including, but
not limited to, offensive comments about race, gender, hair color,
disabilities, age, sexual orientation, pornography, religious beliefs
and practice, political beliefs, or national origin. Employees who
receive any emails with this content from any SJC Employee,
personnel or contractor should immediately report the matter to
their supervisor or Human Resources.
4. Unauthorized use, or forging, of email header information.
5. Solicitation of email for any other email address, other than that of
the poster's account, with the intent to harass or to collect replies.
6. Creating or forwarding "chain letters," "Ponzi,” "pyramid," or “multi-
level marketing” schemes of any type.
7. Use of unsolicited email originating from within SJC's networks of
other Internet/Intranet/Extranet service providers on behalf of or to
advertise any service hosted by SJC or connected via SJC's network.
8. Posting the same or similar non-business-related messages to large
numbers of newsgroups or social networks.
9. If email contains any plans or specs; or if the project is a DB and
drawings are being exchanged, the following must be done:
• Include a banner in the top portion of the email;
• In addition to the banner marking, include in the subject
line “CUI” to indicate that the email contains CUI
(Controlled Unclassified Information);
• Double check your attachment(s) to ensure that they
include the advisory coversheet as the 1st page in your
attachment or that the document contains the labeling of
CUI or Controlled Unclassified Information. For example, if
26
 you extract specific specifications or a couple of drawings,
include this coversheet (below) in the file you are sending.
10. When forwarding email containing CUI:
• Be sure to carry forward all applicable markings into the new
email.

Blogging / Social Networking

1. Blogging by Employees, whether using SJC’s property and systems

or personal computer systems, is also subject to the terms and
restrictions set forth in this Policy. Limited and occasional use of
SJC’s systems to engage in work related blogging / Social Networking
is acceptable, provided that it is management approved and part of
the user’s work-related duties (i.e. Marketing), done in a
professional and responsible manner, does not otherwise violate
SJC’s policy, is not detrimental to SJC’s best interests, and does not
interfere with an Employee's regular work duties. Blogging and
Social Networking from SJC’s systems is also subject to monitoring.
2. SJC’s Code of Conduct policy also applies to blogging. As such,
Employees are prohibited from revealing any SJC confidential or
proprietary information, trade secrets or any other material covered
by SJC’s Code of Conduct policy when engaged in blogging.
3. Employees shall not engage in any blogging or Social Networking
which may harm or tarnish the image, reputation and/or goodwill of
SJC and/or any of its Employees. Employees are also prohibited from
making any discriminatory, disparaging, defamatory or harassing
comments when blogging or otherwise engaging in any conduct
prohibited by SJC’s Code of Conduct or harassment policies.
4. Employees may also not attribute personal statements, opinions or
beliefs to SJC when engaged in blogging. If an Employee is
expressing his or her beliefs and/or opinions in blogs, the Employee
may not expressly or implicitly represent themselves as an
Employee or representative of SJC. Employees assume any and all
risk associated with blogging.
5. Apart from following all laws pertaining to the handling and

27
 disclosure of copyrighted or export- controlled materials, SJC’s
trademarks, logos and any other SJC intellectual property may also
not be used in connection with any blogging activity.

Instant Messaging

1. Instant Messaging by Employees, whether using SJC’s property and

systems, or personal computer systems, is also subject to the terms
and restrictions set forth in this Policy. Limited and occasional use
of SJC’s systems to engage in work related instant messaging is
acceptable, provided that it is done in a professional and responsible
manner, does not otherwise violate SJC’s policy, is not detrimental
to SJC’s best interests, and does not interfere with an Employee's
regular work duties.
2. SJC’s Code of Conduct policy also applies to instant messaging. As
such, Employees are prohibited from revealing any SJC confidential
or proprietary information, trade secrets or any other material
covered by SJC’s Code of Conduct policy when engaged in instant
messaging.
3. Employees shall not engage in any instant messaging which may
harm or tarnish the image, reputation and/or goodwill of SJC and/or
any of its Employees. Employees are also prohibited from making
any discriminatory, disparaging, defamatory or harassing comments
when instant messaging or otherwise engaging in any conduct
prohibited by SJC’s Code of Conduct or harassment policies.
4. Employees may also not attribute personal statements, opinions or
beliefs to SJC when engaged in instant messaging. If an Employee is
expressing his or her beliefs and/or opinions in blogs, the Employee
may not, expressly or implicitly, represent themselves as an
Employee or representative of SJC. Employees assume any and all
risk associated with instant messaging.
5. Apart from following all laws pertaining to the handling and
disclosure of copyrighted or export- controlled materials, SJC’s
trademarks, logos and any other SJC intellectual property may also
not be used in connection with any instant messaging activity

28
 6. Non-IT Employees are permitted to use the Microsoft supplied
Instant Messenger software within the current Microsoft operating
system.
7. IT Employees must use the IT supplied secure instant messaging
application for SJC IT related communication with approved
participants.

Enforcement

Any Employee found to have violated this policy may be subject to

disciplinary action, which may include termination of employment.

Employees should refer to additional Information Security Policies which

are located at EE:Shared/Office/Policies/InfoSec Policies.

Social Media

In the rapidly expanding world of electronic communication, social media

can mean many things. Social media includes all means of communicating
or posting information or content of any sort on the internet, including
one’s own or someone else’s web lot or blog, journal or diary, personal
web site, social networking or affinity web site, web bulletin board or a
chat room whether or not associate or affiliated with the Company, as
well as any other form of electronic communication.

San Juan Construction, Inc. recognizes that social media can be a fun and
rewarding way for Employees to share their lives and opinions with
family, friends and co-workers around the world. However, use of social
media also presents certain risks and carries with it certain
responsibilities.

The same principles and guidelines found in San Juan Construction

policies apply to Employee’s activities online. Ultimately, each Employee
is solely responsible for what he/she posts online. Before creating online
content, Employees should consider some of the risks and rewards that
are involved. Any Employee conduct that adversely affects his/her job
29
performance, the performance of fellow associates or otherwise
adversely affects members, customers, suppliers, people who work on
behalf of the Company or the Company’s legitimate business interests
may result in disciplinary action up to and including termination of
employment.

Employees should familiarize themselves with the Social Media policy, as

well as the Confidentiality & Non-Disclosure Agreement, Code of Ethics,
Prohibited Harassment, Workplace Violence, and Retaliation policies and
ensure that his/her postings are consistent with these and all Company
policies. Inappropriate postings that may include discriminatory remarks,
harassment, and threats of violence or similar inappropriate or unlawful
conduct will not be tolerated and may subject the Employee to
disciplinary action up to and including termination of employment.

The use of cameras or visual recording devices is prohibited on military

bases, project sites, facilities or complexes, unless approved in advance
per the RFP requirements. Publication of photos in print and/or
electronic format and/or obtained through internal or external sources,
of military bases, project sites, facilities or complexes, must be submitted
to the Company’s designated Public Relations Officer for review and
authorization prior to distribution to any other internal or external
parties. See E:Shared/Office/Policies/Human Resources

Media Inquiries - All media inquiries should be immediately directed to

the Company’s designated Public Relations Officer. Employees should
not speak to the media on the Company’s behalf without first
contacting the Public Relations Officer or the HR Department.

Nothing in this section is intended to limit, interfere, or prohibit an

Employee’s right to engage in concerted activity for the purpose of
collective bargaining or other mutual aid or protection as outlined in
Section 7 of the National Labor Relations Act.

30
Alcohol and Drug Free Workplace
The use of illegal drugs or controlled substances and the misuse of
alcohol increase the risk of accidents and jeopardize the safe work
environment for both employees and the public alike. It is a goal of
SJC-BVIL to provide a safe and healthy workplace. Therefore the
Company is committed to an alcohol free and drug free workplace to
promote the safety and well-being of all its employees and other
people affected by the conduct of Employees during the course of
their employment. While not specifically prohibited after working
hours, all employees are encouraged to use moderation in their use
of alcohol and are subject to discipline or dismissal if this policy is not
adhered to.

Illegal Drugs
Illegal drugs mean drugs and controlled substances, the possession or
use of which is unlawful, pursuant to the laws of any country. Drugs
and controlled substances that are not legally obtainable, or that are
legally obtainable but not have been legally obtained, are considered
illegal drugs. This list includes but is not limited to marijuana, cocaine,
opiates, amphetamines, “shabu” and “PCP”. It does not include over-
the-counter medications taken in accordance with doctor’s
prescriptions, but does include the misuse of those drugs.

Employee Conduct
The following activities listed below by an employee of SJC-BVIL are
prohibited on any of its projects or offices while the employee is
performing services within the course and scope of his employment:
 Alcohol/Illegal Drugs possession or use during working hours.
 Having detectable amounts of alcohol or drugs in the
Employee’s system while engaged in Company business or
during working hours.
 Storing any illegal drug in a locker, desk or any Company
repository.
 Testing positive for illegal drugs or controlled substances
without legal basis for use.
 Refusing to consent to testing or refusal to submit urine
sample for testing when required.
31
  Any bullying, intimidation or coercion of other employees will
not be tolerated either on or off the job site and is cause for
immediate dismissal.

Alcohol & Drug Testing

Alcohol and Drug testing will be required as a condition of
employment under the following circumstances:

Post Accident: Any employee involved in an accident while acting

within the course or scope of employment or while on duty, may be
subject to an alcohol and drug test.

Reasonable Suspicion Testing: Whenever SJC-BVIL has reasonable

suspicion that an employee has used illegal drugs or engaged in controlled
substance abuse, whether during working hours or not, the Company may
require the employee to submit to testing. Some of the circumstances that
might provoke reasonable suspicion are evidence of repeated errors on
the job, habitual tardiness or absences, if coupled with specific events that
indicate probable alcohol/drug abuse.

Random: SJC-BVIL may conduct random testing to its employees

throughout the course of their contract.
If the results of this testing is positive, the employee will be subject to
immediate termination.

Refusal to Submit to Alcohol & Drug Testing

Refusal to submit to testing is a violation of this policy. Any employee
refusing to submit to testing will be referred to HRD and will face
dismissal or appropriate disciplinary action. The following behaviors
constitute a refusal to take a test:

 Express refusal to take a test.

 Failure to provide sufficient quantities of breathe, urine or blood
to be tested without a valid reason.
 Engaging in conduct that clearly obstructs the testing.
 Tampering with, attempting to adulterate, substitute, or
interference with the specimen collection procedure.

32
  Not reporting to the collection site in the time allotted.
 Failure to undergo a medical examination or evaluation when
directed to do so.

Use of Company Vehicles and Equipment

Only personnel authorized by the GM/PM or SSHO are allowed to use
Company vehicles. Company Vehicles and equipment use will only be
during working hours unless otherwise authorized. The approval of the
General Manager is required should an authorized employee need to use
company vehicles or equipment outside office hours. Employees driving
Company vehicles or operating Company equipment need to take special
note of the following regulations with the understanding that all items
are mandatory;

 All employees who drive Company general purpose vehicles

must have a valid driver’s license.
 Employees with expired or suspended licenses are not
permitted to drive Company vehicles or operate Company
equipment.
 The use of alcohol or illegal drugs while driving Company Vehicles
is strictly forbidden.
 Employees are also required to follow directions on any
prescription drugs while operating a Company vehicle or
equipment.
 Employees who are assigned to drive Company vehicles or
operate Company equipment are required to inform their
Supervisors if their driver’s license is revoked or suspended.
 Employees must report any near miss or vehicle accident to the
GM/PM or SSHO immediately.
 It is the responsibility of the employee to maintain his vehicle in
good condition
 Employees operating special purpose or heavy equipment must
have a valid operator card / certificate for the equipment they
are operating

SJC-BVIL will not let employees drive or operate if they have:

33
  One or more Major Convictions in the last three years.
 More than one Major Conviction from three to five years old.
 One Major Conviction from three to five years old and one
accident in the last three years.
 One Major Conviction from three to five years old and one minor
violation in the last three years.
 Three or more Minor Convictions in the last three years.
 Two or more Minor Convictions in the last three years.
 Two or more Accidents in the last three years.
 Any combination of Minor Convictions and Accidents totaling
three or more in the last three years.

Traffic Classifications for SJC-BVIL
Minor Traffic Convictions:
 Exceeding the speed limit up to 20 mph.
 Following too closely.
 Failing to signal before a turn or lane change.
 Failing to obey a stop sign.
 Failing to wear seat belt.
 Failing to produce driver’s license and inattentive driving.

Major Traffic Convictions:

 Failing to report an accident or leaving the scene of an accident
without stopping exchanging information and rendering aid.
 Racing / Dangerous Driving / Careless Driving.
 Driving wrong way on a one way.
 Lending your license to someone else to misuse it in any way.
 Failure to stop for a police officer.
 Criminal negligence committed in the operation or use of a motor
vehicle.
 Manslaughter committed in the operation of use of a motor
vehicle.

Employees must report the following incidents, among others, to their

Supervisors or Safety personnel if it occurs while driving a Company
vehicle;

34
  An accident.
 Any incident involving alcohol or drugs.
 Any serious incident such as reckless driving, leaving the scene
of an accident, hit and run, or speeding.
 Moving violations.

The Company will disallow or prohibit employees from driving Company

vehicles or operating Company equipment, where a known potential
problem may exist or an individual’s driving record reflects careless or
reckless behavior, to ensure that adequate precautions and measures
have been made to protect the safety of its employees. SJC-BVIL will not
pay for any fines resulting from an employee traffic violation. Remember,
the use of company vehicles is a privilege that can be revoked at any time
at the discretion of the General Manager.

SAFETY AND HEALTH PROGRAM

Introduction
The personal safety and health of each and every employee of SJC-BVIL
is of utmost importance. It is SJC-BVIL’s policy to vigorously pursue the
elimination of accidents through the involvement of all employees in an
effective, aggressive safety and health program. Accidents are not
acceptable. They cause human suffering and financial loss. Accident
prevention can be accomplished only through the sincere cooperation
and commitment of all employees. Each employee, as a condition of
employment, is responsible for performing his/her duties in a safe and
responsible manner. Unsafe workers are a danger to themselves, co-
employees and other people they come in contact with. Employees are
also expected to abide by all the provisions of the Accident Prevention
Plans that are developed for each project. The safety manager may be
contacted to provide further direction in this regard.

New Hire Safety Orientation

As discussed earlier, all newly hired employees are required to attend a
Safety Orientation before being deployed to their respective
sites/departments. Please see the Site Safety and Health Officer (SSHO)
if you are being asked to go to a job site prior to that orientation.
35
Job Safety Training
SJC-BVIL provides information to employees about workplace safety and
health issues through regular internal communication channels such as
bulletin board postings, memos, regular toolbox meetings and regular
“Take-Five” meetings. Employees also receive periodic workplace safety
training covering several potential safety and health hazards as well as
safe work practices and procedures to eliminate or minimize hazards.

Environmental Incidents
Any incident in Diego Garcia where a chemical or product suspected to
be hazardous is spilled to the ground in excess of ONE PINT or ONE
POUND must be reported to his Supervisor or the Safety Officer. They will
in turn report it to the SJC-BVIL Safety Office. The Safety Office will
determine if other agencies will be needed to be informed or respond to
the scene. Any spill of a hazardous product or chemical of large quantity
which have entered any Diego Garcia water point must be reported via a
call to the EMERGENCY HAZARDOUS MATERIALS RESPONSE DEP’T. (Tel.
No. 115).

Near Miss Incident

A “Near Miss Incident” is any incident that could have resulted in
significant injury to personnel or equipment. SJC-BVIL employees shall
report all “Near Miss Incidents” to their Supervisor or Safety Officer
immediately. “Near Miss Incident” investigations are very good tools for
Supervisors and Safety personnel to use to review safety procedures and
implement corrective measures to prevent the same incident from
reoccurring and actually hurting a person or damaging equipment.

Accident Investigation Procedure

An accident investigation shall be conducted for all accidents and “Near
Miss Incidents.” Investigations are necessary to determine the cause of
the accident and to develop the necessary corrective action to ensure
that the accident does not reoccur. The investigation shall be conducted
on a timely basis, as soon as possible after the occurrence of the accident.
All employees must cooperate with the investigators during all phase of
the investigation.

Return to Work
SJC-BVIL employees who will return to work after an illness or work
36
related injury must be cleared by a physician and/or the Safety
Manager.

Safety and Health Rules and Regulations

The following are rules and guidelines that must be observed to ensure
safety in the workplace:
 Observe and practice all safety procedures established for your
job. If you are not sure that you thoroughly understand the job,
ask your Supervisor and or Safety Officer for further instruction
or clarification.
 Do not engage in practices that are inconsistent with ordinary and
reasonable common sense safety rules like horse playing or
practical jokes.
 Become familiar with the location and use of the nearest fire
extinguisher, alarm and fire escape routes.
 Become familiar with the location of the first-aid kit and the list
of emergency telephone numbers.
 Review the appropriate information provided by the Material
Safety Data Sheets (MSDS) when you may be exposed to any toxic
or harmful agents.
 When necessary, wear appropriate personal protective
equipment (PPE) to control hazardous exposures and to prevent
accidents. Personal protective equipment (PPE) includes but is
not limited to;
o Head Protection ( hard hats)
o Face and Eye Protection (safety glasses, face shields)
o Hearing Protection ( ear plugs, ear muffs)
o Gloves, Footwear, Respirators
 Practice good housekeeping at all times. Keep work areas clean
and orderly.
 Do not attempt to push or lift objects that may be too heavy.
Strain may be avoided by learning to lift the correct manner. The
knees should be bent and the body straight and pressure should
be exerted with the legs, not the back. Always ask assistance with
heavier objects.
37
  Do not operate machines or equipment that you are not trained
to use and wait for proper instruction and authorization from
your Supervisor and/or Safety Officer.
 Participate in all required safety related activities including
meetings, inspections and training.
 Wear seatbelts at all times while operating or riding in a motor
vehicle. It is not permitted to ride in equipment’s that are not
designed to transport personnel.
 Plug all electrical equipment’s into appropriate receptacles or
into an extension of only one cord of similar size and capacity.
Whenever necessary, three pronged plugs should be used.
 Employees are required to follow all HSE rules and regulations as
outlined in the contract, EM385 Safety Rules, OSHA Safety
Standards and other Federal, State, Government Requirements.

MEDICAL
For minor illnesses like fever, cough and colds or stomach ache,
medicines are available for the SJC-BVIL employee. However, should the
employee require additional medical treatment for his/her illness, SSHO
will refer the individual to either of the island’s two medical facilities;
the Navy (NSF) Medical Clinic or the DG21 Medical Clinic. All medical
records of employees are kept confidential.

Medical Clearance
It is assumed that all newly hired employees have passed their medical
examinations before coming to DG. This medical clearance will be
submitted to the HRD on orientation day.

Prescription Drugs
For employees who require maintenance drugs, prescription and over-
the-counter drugs are not prohibited when taken in standard dosage and
according to the doctor’s prescription. Any employee taking prescribed
medications will be responsible for consulting the physician or
pharmacist to ascertain whether the medication may interfere with the
safe performance of his job. If the use of the medication could
compromise the safety of the employee and others, it is his responsibility
to use appropriate procedures (inform Supervisor, HRD and Safety

38
Manager) to avoid unsafe workplace practices. SJC-BVIL employees are
advised to bring enough medications to DG to last the entire period of
their contract.

Sick Leave
Any SJC-BVIL employee who is too sick to report to work must report this
situation by the following manner:

Employee will report to the Safety Manager for treatment. Ability to work
will be determined. If employee cannot work, a “Sick Leave Form” will be
made for signatures. This sick leave form will be signed by the SSHO or
attending physician and will also be the notification to the Supervisor.
Any employee not reporting sick calls in the above manner will be
required to take the day off without pay. Failure to properly report
incidents can result in disciplinary action.

Injury Reporting
For work related injuries, the SJC-BVIL employee must report their injury
to their Supervisor or the Safety Manager / Officer immediately, no
matter how minor. Treatment protocols will be based on the severity of
the injury. Minor injuries shall be reported to the Safety Manager for
follow up at lunchtime or end of the day. Significant injuries will be
treated either at the SJC-BVIL Safety Office or at the BOS Medical Clinic
wherever necessary and appropriate. An injured worker who is not able
to work the following day is excused. Failure of any employee to report
an occupational accident or injury will result in disciplinary action or
dismissal. For non-work related injuries, the SJC-BVIL employee may
report to the Safety Manager for treatment provided he is off duty. It is
important to have injuries, whether work related or not, reported
promptly to avoid infections. Employees requesting or requiring further
medical treatment from either DG21 or NSF clinics must report to the
Safety Manager to receive a “Treatment Referral Slip”. Employees with
life threatening conditions will be seen and treated at any NSF Medical
Clinic without question or delay.

39
TRAVEL INFORMATION
Introduction
The HRD is responsible for the employee’s travel arrangements going to
and departing from Diego Garcia. The HRD Administration Personnel
book all flights for the employee coming to and from Diego Garcia
including the Manila to Singapore flight and vice versa. This office, in
coordination with its contacts in Singapore also arranges the hotel
accommodations of employees (Filipinos and Expats) whenever military
flights to Diego Garcia are delayed or cancelled.

Inbound Travel to Diego Garcia

All employees traveling to Diego Garcia should possess 3 sets of the
following documents;
 Passport (valid at least six (6) months beyond the duration of the
Employee Contract)
 OEC (document of Filipino Oversea Filipino Workers)
 Travel Order Authorization (issued by SJC-BVIL HRD Office)
 Aircraft & Personnel Automated Clearance System (APACS)
 Country Clearance (issued by SJC-BVIL HRD Office)
 Letter to Singapore Immigration or Fax Transmittal Letter (issued
by SJC-BVIL HRD Office)
 Duly signed Acknowledgment and Agreement form signifying
he/she has received and read the SJC-BVIL handbook and agrees
to abide by its guidelines, policies and procedures. He/she should
always have their Manila to Singapore airline ticket on their
person. As indicated, the last four documents will be issued by
SJC-BVIL HRD Office. These documents are faxed to the applicable
Philippines Agency Office (for Filipino Workers) and given to the
employees a day before the flight date.

In Singapore
Upon arrival at Changi Airport in Singapore, the SJC-BVIL employee will
be assisted by a member of CHL Travel Agency as a point of contact for
the company in Singapore. They will arrange for the transfer of the
employee from Changi airport to the AMC terminal at the Paya Lebar Air

40
Base. In case the employee’s flight for Diego Garcia is delayed or
cancelled, CHL will arrange hotel accommodations for the employee.
During the employee’s stay in Singapore, CHL will give him/her a food
allowance.

Diego Garcia Immigration Card

Upon arrival in Diego Garcia, passengers are required to attend a British
Custom’s briefing. The British Custom’s representative will issue to all
passengers an Immigration Card which should be kept during their stay
in Diego Garcia. This Immigration Card will be presented to the
Immigration Officer when departing Diego Garcia.

Outbound Travel from Diego Garcia

After receiving the clearance form one day before flight date, SJC-BVIL
employees departing Diego Garcia are required to report to HRD.
Outbound employees will receive the following documents from the
HRD:

 Aircraft & Personnel Automated Clearance System (APACS)

 Travel Order Authorization (newly issued with seven days
validity)
 Country Clearance (issued by SJC-BVIL HRD Office)
 Flight Itinerary to Singapore/Manila

Due to the inconsistency of the AMC flights, outbound employees are

advised to call the Pax Terminal before checking in at the airport to
reconfirm his/her flight status. Upon arrival at Paya Lebar Air Base in
Singapore, CHL will arrange the transfer of the employee to Changi
Airport. CHL will then hand the employee their plane ticket to their final
destination.

HRD: POLICIES, RULES AND REGULATIONS

Introduction
The Human Resources Development Department (HRD) of SJC-BVIL is
fundamentally concerned with people. The HRD personnel of SJC-BVIL
41
have the task and responsibility of getting the most qualified, skilled,
competent and motivated people into the organization and maintaining
and developing them as satisfied and productive members. SJC-BVIL
believes that people make the organization and are the most important
assets of the organization because land, capital, facilities, equipment and
materials and all other non-living resources in the organization will not
function or serve their purpose if there are no human resources to “put
life into them.”

Employee Discipline: Code on Proper Conduct and

Discipline

SJC-BVIL expects its employees to have good work ethics, to be honest,

diligent and loyal in all aspects of their employment. Certain conduct
clearly does not meet this expectation. So in its desire to have a common
penalty system for all its employees, SJC-BVIL has designed its own “ Code
on Proper Conduct and Discipline” as basis for all disciplinary action to
be given to erring employees. The succeeding pages will enumerate
various offenses and their corresponding penalties.

SJC-BVIL CODE ON PROPER CONDUCT AND

DISCIPLINE
SECTION I: Preamble
To promote the common welfare of all SJC-BVIL employees and the
Company, the rules and regulations of proper conduct and discipline are
hereby promulgated. By this policy, each employee is bound to observe
and exercise at all times utmost diligence, consideration and due respect
for the person, property and rights of his fellow employees, as well as the
property and rights of the company to maximize work productivity,
efficiency and maintain security within the company. This policy
embodies all provisions and previous memoranda.

SECTION II. Definition of Terms/Reference of this Code

These rules and regulations shall be known as the “SJC-BVIL Code on

42
Proper Conduct and Discipline”, hereinafter referred to as the “CODE”.
All provisions in that reference Code that is applicable to our present set-
up here in Diego Garcia are herein contained in this “SJC-BVIL Code on
Proper Conduct and Discipline”.

SECTION III. Definition of Terms

The words and phrases, as used in this code, shall have the following
meaning, unless a different one is plainly indicated in the text:

A) COMPANY means the SJC-BVIL organization.

B) EMPLOYEE means any person under the employ and in the active
payroll of the Company
C) COMPANY PREMISES means all land holdings, buildings and all
other properties owned or rented by the Company including the
project worksites.
D) EMPLOYER means the Company.
E) JURISDICTION is the power to hear and decide a case after a valid
notice and hearing.
F) NOTICE is a written statement informing the offender of the charge
leveled against him.
G) PORNOGRAPHIC MATERIALS means any obscene film, cutout,
writing, pictures, VCD, DVD, computer software and the like. The word
“obscene” means something offensive to decency or moral standards.
H) HEARING is an “on the record” proceeding whereby the offender is
given an opportunity to be heard and to defend himself in person with
the right to present witnesses to testify for in his/her behalf. However,
observance of this may be dispensed with if there is substantial
evidence that is sufficient to warrant the findings of guilt. But in no
case shall a hearing be dispensed with in cases involving dismissal or
termination.
I) SUBSTANTIAL EVIDENCE means a preponderance of the evidence
that is sufficient to form a reasonable belief that the person charged
with the offense is guilty of the same.
J) PENALTIES:

 REPRIMAND is a written warning to the erring employee;

43
 SUSPENSION is a temporary physical detachment from the services;
 DISMISSAL is a dishonorable separation from service. A dismissed
employee loses his benefits and shall be repatriated.

SECTION IV: General Provisions

Art. 1 - The implementation of this CODE is the responsibility of

the General Manager, Project Manager, Project Engineer,
the General Project Superintendent, all Project
Supervisors and all Department Heads.
Art. 2 - When a single act constitutes multiple violations
punishable under this Code, multiple penalties shall be
imposed.
Art. 3 - When a single act constitutes a violation of both this Code
and Safety rules and regulations, the penalties for both
offenses shall be imposed.
Art. 4 - Dismissal shall be imposed only after a notice and hearing
have been validly complied with.
Art. 5 - The General Manager in his discretion and considering the
circumstances of each case, may impose a graver penalty
than that provided for in this Code, particularly when the
violation results in injury to person or damage or loss to
property. The offender may be required to pay in full or in
part the amount of the damage caused by his violation.
Art. 6- A Committee on Discipline shall be organized in the
Company primarily empowered to interpret, implement,
apply and execute the provisions in this Code, specifically,
in disciplinary cases or when the nature of the case
demands the exercise of its jurisdiction. The Project
Manager will make the final decision in all cases.

The Committee on Discipline shall be composed of not less than

three (3) Members, as follows; The General Manager, HRD and any
of the following:
 Project Manager
 General Superintendent
44
  Project Supervisor
 Safety Manager / Officer
For violations related to Safety, the Safety Manager or the Safety
Officer should be part of the Committee on Discipline.

Art. 7 - In no case shall any member of the Committee on Discipline

participate in its hearing or deliberation, if the employee
subject of the same is his/her relative.

Art. 8 - For the purpose of Employee’s evaluation, a recorded Light or

Serious Offense, shall not be taken into consideration, if after
a period of twelve 12) months following the commission of
the last offense, the employee maintains good conduct.
Art.9 - For an employee who commits the same offense over and
over for a (12) twelve month period, the next higher penalty
will be given after each violation. If the employee commits
the same violation for (4) four consecutive times within a (12)
twelve month period, the maximum penalty of dismissal will
be given to him.

SECTION V: Application of Penalties

Art. 1 - Imposable Penalties- In the imposition of penalties, the
following rules shall be observed;

Degree Code Penalty

1. Light A Written Reprimand

2. Serious B 2-30 days suspension

depending on the gravity of the offense

3. Grave C Dismissal

45
SECTION VI: Offenses against Company Rules and
Regulation

Art. 1 Absences/Sick Call Penalty

1.1 In case of Absence due to illness, failure by a sick

employee to report to the Safety Manager / Officer for A
treatment.
1.2 Failure to file a Leave of Absence at least one day
before a scheduled leave or foreseen absence.
A
1.3 While in the project site, going home on sick leave
without notifying your Superior. A

Art. 2 Neglect of Duty Penalty

2.1 Sleeping while on duty B

2.2 Leaving work assignment or work area during working
hours without permission or approval of the immediate B
Supervisor
2.3 Performing work of personal nature or unauthorized
participation in activities which are outside his duties A
during working hours.
2.4 Intentionally delaying or neglecting to carry out official
order, regularly assigned duties or specific instruction B
related to his work.
2.5 Loss of important company records, including
accountable forms, due to negligence or carelessness. B
2.6 Failure on the part of an employee who has knowledge
of any violation of this Code and of other Company rules B
to take steps to prevent and/or report the same.
2.7 Failure on the part of the direct supervisor who has
knowledge of any violation of this Code and of other
Company rules to take steps to prevent and/or report B
the same.
2.8 Loitering, malingering, wasting time or any other similar
B 46
 acts detrimental to the service of the Company.

Art. 3 Conduct and Behavior Penalty

3.1 Commits an act which contributes to unsanitary
conditions such as but not limited to, improper use of
lavatories, bathrooms and/or laundry rooms, B
unauthorized writing or drawing on company properties.
3.2 Soliciting or collecting contributions, money or material
objects for personal purpose not sanctioned by the B
Human Resources Dep’t.
3.3 Failure to work overtime without valid reason after
signifying willingness to perform authorized overtime B
work.
3.4 Without valid reason, refusing to obey official orders. B
3.5 Willfully holding back, slowing down or limiting work
output or encouraging a fellow employee to do so.
B
3.6 Receiving money or gifts from third party persons in
exchange for favors for that person, especially when C
these favors are detrimental to the Company.

However, moderate unsolicited gifts given as mere ordinary token of

gratitude or friendship for favors not detrimental to the Company shall
be allowed.

3.7 Violation of any safety rules, regulations and general practices

promulgated by the Company, such as, but not limited to:
Any safety violation has a minimum penalty of suspension and a
maximum penalty of dismissal depending on the gravity of the
violation.

 Not wearing Personal Protective Equipment

• Safety Helmet
• Fall Protection for works done 6 ft. and above
• Prescribed noise protection at areas required to wear one
• Safety shoes
• Eye Protection/ Face Protection

47
 • Other protocols required due declaration of public health
emergency related to pandemic, epidemic or bioterrorism
 Unauthorized use, tinkering, vandalism of firefighting equipment
 Failure to report a personal injury to his Supervisor or Foreman.
 Failure to report a near-miss accident to his Supervisor or Safety
Inspector
 Failure to report an environmental incident (Chemical product is
spilled to the ground in excess of 1 pound) to his Supervisor or
Safety Inspector.
 Deliberate removal or tampering of safety/traffic signs and
posters
 Tampering of electrical wiring connections and fuse boxes
 Allowing other workers to ride in heavy equipment’s and/or
transport equipment’s not designed to transport personnel.
 Riding in heavy equipment’s not designed to transport personnel
 Failure to observe speed limits
 Failure to observe proper safety procedure before proceeding
work
 Any other acts analogous to the foregoing or contrary to general
safety practices promulgated by law, safety standards and the
Company.
 Smoking in prohibited areas.
 Entering a restricted area without prior authorization.
 Assisting or aiding anybody to enter Company restricted areas.
 Concealing defective work which results to unsafe conditions.
 Giving false statements or concealing material facts in an
investigation conducted by Safety/HRD and/or other authorized
representatives of the company.
 Without prior permission, operating or tinkering with company
vehicles, machines or equipment’s, the operation of which
requires specialized skills or training, to which the offender has
not been assigned to.
 Allowing an employee to operate or use a defective vehicle or
equipment.
48
  Without authority, allowing another to operate or tinker with
company vehicles, equipment’s, or machines.
 Failure by the operator or user to report immediately any damage
to or defect of equipment or vehicle.
 Negligent or imprudent operation or handling of company
equipment’s, vehicles, machines resulting to damage or defect
thereto.
 Cooking inside the rooms in the Seahuts or Mancamps

3.8. Drinking alcoholic beverages within the Project Sites C

and Company offices during company time.
3.9. Reporting for or rendering work in a state of
intoxication of Liquor (any trace of alcohol) C
and/or under the influence of prohibited drugs
3.10. Gambling in any form, promoting or assisting
gambling operation within the project sites B
and mancamps.
3.11 Possessing, selling or using prohibited drugs C
3.12 Failure or refusal to comply with any procedural B
requirements or established company policies.
3.13 Possessing, selling or using prohibited drugs. C
3.14 Knowingly harboring a contagious disease whose
continued employment may be prejudicial to his health
and/or such would endanger the health of fellow C
employees without notifying his Supervisor, the HRD
Personnel, the Safety Manager or Safety Officer.

Art. 4 Dishonesty Penalty

4.1 Moonlighting or rendering services for
another employer or private persons without
the written approval of Management which B
may cause conditions prejudicial or inimical
to the interest of the company.
4.2 Participating or engaging into transaction
where the participation or involvement is B
prejudicial to or in conflict the company’s
interest.
49
4.3 Knowingly submitting false, misleading or
grossly inaccurate data or information B
causing prejudice to the company.
4.4 Falsifying timesheets or drawing salary in C
any form by virtue of falsified timesheets.
4.5 Willful destruction of official company document
causing prejudice to the company.
C
4.7 All acts of dishonesty which cause tend to
cause prejudice to the Company
B
4.8 Misappropriating or withholding Company funds C
4.9 Giving false or misleading information in
applying for benefits from the Company C

Art. 5 Offenses Against Persons Penalty

5.1 Provoking or instigating a fight which actually
ended in a fight
B
5.2 Inflicting or attempting to inflict injury on a C
fellow employee or Supervisor.
5.3 Quarreling or using disrespectful, abusive, B
indecent or offensive language against
another employee.
5.4 Threatening, coercing or intimidating a fellow B
employee or Supervisor
5.5 Spreading false imputation of a crime or
making malicious statement against another
employee, supervisor that harms or destroy A
his reputation. Intriguing against another
employee which tends to cast dishonor or
contempt upon the latter.
5.6 Improper conduct and acts of gross discourtesy
B
to fellow employees.
5.7 Engaging in business of money lending
with fellow employees.
A

Art. 6 Offenses Against Property Penalty

6.1 Stealing or unauthorized taking of company C

50
 property.
6.2 Substituting or attempting to substitute Co. materials
or equipment with another with intent to defraud
C
the Company.
6.3 Using Company property, including co. vehicles, for
personal use and outside company time except A
when authorized.
6.4 Unauthorized possession or lending of Company B
property.
6.5 Deliberate destruction of company property or any
acts of vandalism that damages or deforms C
Company Property.
6.6 Theft of property belonging to another person. C
Art. 7 Offenses Against Public Morals/Public Order Penalty
7.1 Any acts of sexual harassment
C
7.2 Distribution of pornographic materials B
7.3 Concealing, carrying of/possession of or use of
firearms, explosives, bladed or lethal weapons. C

51