This policy outlines the principles of business integrity commitment, expected from all personnel, and being fundamental for long-term and continuous success of our business.

A REM employee must not, directly, or indirectly, offer or accept any illegal or inappropriate monetary offerings, gifts, or favours to/from private or public officials as a mean of securing business opportunities, contracts, or personal advantages.

It is the REM policy to:

• Always act in accordance with all applicable laws and regulations, including all applicable national, federal, state, provincial and local laws and regulations
• Not accept or give away improper gifts, bonuses, commissions, or any other form of facilitation payments
• Prevent money laundering and contribute to the development of the sound global financial system
• Take disciplinary action up to and including termination for anyone violating this policy.

We promote transparency, believing that this is vital to ensure good governance and contribute to effective markets and sustainable development.

It is each individual’s responsibility to act in accordance with this policy and show the necessary attention in the relations with customers and suppliers. Any gifts received shall be registered in a common register.

This policy applies to all our employees, contractors, visitors, and anyone who has permanent or temporary access to our systems, software, and hardware.

This policy outlines REM guidelines for preserving the security of our data, the protection of Company and vessels’ technology systems and the use of social media.

Cyber security should be considered at all levels of the Company, from senior management ashore to onboard personnel, as an inherent part of the safety and security culture necessary for the safe and efficient operation of the ship.

REM shall put in place the necessary procedures and actions to maintain the security of cyber systems onboard our ships and shore premises and implement best practices to safeguard from current and emerging cyber threats and vulnerabilities.

The following principles shall apply:

• Protect confidential data. Any information that is considered confidential or not public is not to be disclosed, published, posted, or released in any social media
• Protect personal and company digital devices
• Protect from unauthorized access or malicious attacks to our systems and networks
• Manage passwords properly
• Transfer data securely and safeguard against introduction of malware
• Protect email accounts, content and communication against unauthorized access, loss, or compromise.
• Protect all intellectual property, whether it belongs to us or to someone else.
• All social media must be used with precautions to avoid postings that can harm the reputation and integrity of the company and its stakeholders
• Use of social media shall not interfere with vessel operations. During watch keeping, personal use of smartphones, tablets or other IT devices is considered as unacceptable.
• Emergency situations and / or incidents shall in general not be posted or commented in social media. This applies both to own emergencies and external scenarios.
• Employees should get appropriate permission before referring to or posting images of current or former colleagues or third-party personnel.
• All personnel must use their best judgment in posting material that could be considered as inappropriate or harmful to the Company and its stakeholders. This includes but is not limited to posting commentary content, or images that are defamatory, harassing, or disrespectful to the Company or its personnel

This policy applies to all employees in REM and to third party personnel and subcontractors engaged in work for REM.

REM employees and subcontractors shall not report to work or perform any work, duties or services whilst under the influence of alcohol, any drugs or narcotics.

It is strictly forbidden to possess, distribute, purchase, sell or consume alcohol, drugs or narcotics on board the Company’s vessels and other Company premises.

This policy does not apply to prescription drugs when they are used for their intended purposes as currently prescribed for the person using them, provided that the use of such drugs does not adversely affect the person’s ability to perform his duty in a safe and productive manner.

Alcohol may be served at on shore social gatherings, which are pre-approved by the CEO.

The Company reserves the right to conduct tests and/or searches on work sites, including personal belongings, at all times, without prior announcement. Anyone found to be violating this policy or refusing to cooperate, shall be subject to applicable lawful disciplinary action, up to and including termination.

With the aim of enhancing the energy efficiency of our operations, the Company is committed to:

• Establishing, documenting, implementing, and maintaining an Energy Management System in accordance with the requirements of ISO 50001, with the objective of continually increasing energy efficiency and minimizing energy use. Make climate change considerations an integral part of REM Integrated Management System
• A set of objectives and time-specific, measurable – whenever practicable and possible – and attainable targets will be established and maintained, which shall relate to a combination of design optimization, in-service performance monitoring and best-practice operational management processes.
• Establishing and maintaining Ship Energy Efficiency Management Plans (SEEMP) which shall be regularly reviewed by the management. Those Plans, which apply to all fleet vessels, provide standard procedures and practice on best energy management under the various operational modes of each vessel.
• Ensuring the availability of information and of necessary resources to achieve the set objectives and targets.
• Promoting energy efficiency awareness through training to the shore and sea-going personnel and implementing energy related campaigns and other relevant personnel incentive/motivating programs.
• Promoting co-operation within the relevant interested parties with the aim of facilitating energy efficient operations.
• Monitoring and complying with all applicable legal and other requirements related to ship energy management.
• Supporting the purchase of energy-efficient products and services, and design for energy performance improvement.

It is REM policy to limit the environmental impact of our activities to a practicable minimum, consistent with maintaining our responsibilities in providing high quality service. We support the principles of environmental sustainability and conduct business in a manner that assures optimum protection of the environment, in compliance with ISO 14001, relevant laws and regulations.

This Policy commits the Company to:

• Reduce our environmental impact to a practicable minimum.
• Make climate change considerations an integral part of our management system.
• Comply with all relevant legislation and codes of practice.
• Ensure that all employees understand and follow this policy and promote environmental awareness.
• Set clear objectives and targets with the aim of ensuring continual improvement of the Company’s environmental performance and management system.
• Prevention of pollution through the use of operational controls, training and risk assessment.
• Consider all environmental incidents to be preventable and make all efforts to meet the target of zero spill to the environment.
• Collaborate with all stakeholders in supporting the IMO GHG strategy.
• Improve energy efficiency and environmental footprint.
• Optimize use of resources.
• Manage and control effluent discharges arising from all operations.
• Purchase products and services that do the least damage to the environment.
• Improve waste management and reduce waste.
• Research and implement innovative technology and design that can improve environmental performance of all newbuildings
• Include Environmental considerations in investment decisions.

 REM will always encourage our customers, suppliers, and all business associates to meet or exceed the standards of this policy.

This policy presents behavioural issues expected from all personnel, being fundamental for long-term and continuous success of our business. REM is committed to fostering, cultivating, and preserving a culture of diversity, equity, and inclusion.

The objective of this policy is to provide a work environment built on mutual employee respect, equal opportunities and working relationships free of harassment.

It is the REM policy to:

• Urge everyone to focus on integrity, honesty, reliability, tolerance, and respect for each other, and that no one is subject to bullying, discrimination and physical or verbal harassment.
• Promote equal employment opportunities and fair recruitment process, based on experience, knowledge, skills, and qualification.
• Prohibit any form of bullying and unlawful harassment based on race, colour, sex, religion, national origin, citizenship status, age, sexual orientation, gender identity, physical or mental disability, as well as any other form of harassment in any company workplace.
• Recruit in a way that respects, protects, and fulfils internationally recognized human rights and the applicable national laws, regulations, employment contracts and applicable collective agreements.

REM does not accept any form of modern slavery, human trafficking and forced or child labour within any REM companies or among our sub-contractors and suppliers.

We respect our employees’ freedom of association and right to collective bargaining as stated in current applicable law and IMO conventions.

Any employee found to have exhibited any inappropriate conduct or behaviour against others may be subject to disciplinary actions.

No retaliation will be taken against any employee because he or she reports a problem concerning possible acts of discrimination, harassment, and bullying.

Employees can raise concerns anonymously and make reports without fear of reprisal to “Designated Person Ashore” at dpa@remoffshore.no

This policy is in place to provide a safe and healthy working environment for all employees, contractors, and visitors, and complies with Norwegian rules and regulations.

Smoking is prohibited in all internal areas within REM worksites, and all areas, which are classified as hazardous.

Designated smoking areas shall be appointed at both the main office and on board the vessels.

Use of electronic cigarettes and similar products designed to deliver nicotine or other substances to a user in the form of a vapor is also covered by this policy.

That means, e-cigarettes and vaping devices can only be used in designated smoking areas.

This policy has been implemented in the interest of protecting the health and wellbeing of all individuals.

REM policy is that we take foremost account of the Occupational Health & Safety of all individuals and shall continuously define safe operating procedures designed to meet, and exceed, all appropriate legal requirements.

The company will assure training and education to employees according to applicable laws and regulations.

REM objectives:

• Zero accidents.
• Prevent all occupational diseases and promote health of our employees.
• Create a healthy and safe working environment for our employees and contractors.
• Maintain safe working practice, eliminate hazards and reduce risks.
• Develop individual personal responsibility for Health & Safety.
• Establish and implement a process for consultation and participation of workers
• Continuously improve Health & Safety standards.

 To achieve the above objectives of excellent Health & Safety performance the following efforts are required by all employees:

• Act responsibly to prevent injury to themselves or fellow workers
• Report any accident, dangerous occurrences, near misses or potential risks to Health & Safety and actively participate in any subsequent action and investigation, without fear from reprisals.
• Participate actively in the development and implementation of integrated management system.
• Ensure that all equipment provided in the interests of Occupational Health & Safety is readily available as required and properly used.

Anyone found to be violating this policy or refusing to cooperate, shall be subject to applicable lawful disciplinary action, up to and including termination.

REM Occupational Health & Safety Policy and objectives applies equally to its employees, contractors, consultants, clients, suppliers, agents and other third parties engaged in work for, or acting on behalf of the group.

REM focus shall be continual improvement of our Integrated Management System in accordance with ISO 9001.

REM aims to operate a new and modern fleet in the offshore support market and shall continuously strive to satisfy our customers’ demands and to improve our operations in line with the best operating practices and applicable legislation.

We make sure that we meet and exceed the internal and external expectations that are placed on us. This is achieved by research and implementation of the necessary external resources, involvement and development of internal resources, as well as tight communication with our customers and other external interested parties.

A systematic process-based approach for registration, monitoring, reviewing and auditing key performance indicators in our Integrated Management System, is the core of our business as we continuously seek to maintain and develop our operational practices in compliance with the applicable guidelines and regulations.

Responsibility for maintaining the Integrated Management System lies with each manager within his/her respective division.

All REM employees, contractors and third parties have the obligation and duty to stop work that is unsafe and to intervene.

This duty is expected by top management and shall be supported by everyone in the Organisation.

This duty applies when work in progress is considered to pose a risk that could lead to injury, damage to equipment or the environment.

 Factors contributing to unsafe work practices include, but are not limited to:

• Unsafe condition or absence of correct tools and equipment
• Breaches of procedure
• When condition changes (from safe to unsafe) during the work being performed
• Not working according to plan

Unsafe work must be immediately stopped and reported to the Supervisor or Manager.

There will be no retaliation to the implementation of this policy.

The Supervisor or Manager is responsible for addressing the cause of the intervention according to relevant procedure or legislation and the task is not to continue until all issues and concerns are reassessed and resolved.