Schlumberger

OFS SCANDINAVIA

NORWAY EMPLOYMENT MANUAL

EXEMPT EMPLOYEES

EMPLOYED BY

Schlumberger Information Technology Services Norge AS

Schlumberger Norge AS

Omnes AS

(valid from 1-1-2002)

TABLE OF CONTENTS

1. INTRODUCTION

1.1 General 1.2 Employment statuses and legal entities

2. EMPLOYMENT – GENERAL TERMS AND CONDITIONS

2.1 Employment contract 2.2 Definitions 2.3 Job classifications 2.4 Probation period 2.5 Notice periods and termination of employment 2.6 Working hours 2.7 Seniority 2.8 Patents and inventions 2.9 Exit interview 2.10 Working rules

3. COMPENSATION

3.1 Base salary 3.2 Salary payment 3.3 Salary reviews / adjustments 3.4 Performance incentive plan (P.I.P.) 3.5 Vacation allowance 3.6 Home Country Resident Bonuses (Offshore work) 3.7 Sick pay 3.8 Temporary assignments (incl. work abroad) 3.9 Fixed allowance 3.10 Telephone allowance

4. TRAVEL

4.1 General 4.2 Reimbursement of travel expenses

5. PENSION AND INSURANCES

5.1 Pension plan 5.2 Insurance plans 5.3 Travel insurance 5.4 Loss of Licence insurance

6. LEAVE

6.1 Annual vacation 6.2 Sick leave 6.3 Maternity / Paternity leave 6.4 Compassionate leave 6.5 Military Service leave

6.6 Educational leave 6.7 Sporting leave 6.8 Leave of absence 6.9 Suspended employment

7. TRAINING AND DEVELOPMENT

7.1 Career development 7.2 Educational assistance program 7.3 Professional development scheme 7.4 Membership of professional bodies

8. QHSE

8.1 A condition of Employment 8.2 QHSE Management system 8.3 Personal Protective Equipment 8.4 Drug and alcohol policy 8.5 Driving 8.6 Security

9. OTHER

9.1 Management by Objectives 9.2 Seniority Awards 9.3 Schlumberger Discounted Stock Purchase Plan ( DSPP) 9.4 Sport and Social Club

1. INTRODUCTION 1.1 General Schlumberger was founded in 1927 by Conrad and Marcel Schlumberger to provide wireline services to the oil industry. Since then, Schlumberger has diversified into other oilfield services and into businesses associated with instrumentation, electronics, measurement and systems and Information Technology. Today, Schlumberger has two basic business segments: OILFIELD SERVICES and SCHLUMBERGER SEMA. Oilfield Services offer virtually every technology oil companies need for petroleum exploration, development and productions. SchlumbergerSema focus on six global market segments: telecommunications, utility, finance, transport, oil and gas and the public sector. The success and growth of Schlumberger is largely due to the quality of its people and their commitment to the following basic values :

Schlumberger Values Our people, their motivation and dedication to worldwide customers, in a safe and clean environment, are our main asset. Our commitment to technology and quality is the basis of our competitive advantage. Our commitment to produce superior profits is the cornerstone for our future independence of action and growth. 1.2 Employment statuses and legal entities. The Schlumberger workforce within OFS in Norway are contractual divided into 5 groups:

- Home Country Residents (HCR) – Exempts - Home Country Residents (HCR) – Non-Exempts - Home Country Mobile (HCM) - International Mobile (IM) - International commuters (IC)

This Employment Manual is only valid for Home Country Residents (HCR) – Exempt Employees. Schlumberger OFS operates in Norway under several legal entities. This Employment Manual applies for Exempt employees in the following legal entities:

- Schlumberger Information Technology Services Norge AS (SITS) - Schlumberger Norge AS (SNAS) - Omnes AS -

2. EMPLOYMENT – GENERAL TERMS AND CONDITIONS 2.1 Employment contract The offer of employment is the individual's employment contract with the Company. The Company is one of the legal entities as described in section 1.2. The employment relationship is governed by the company's working rules and regulations, the provisions of the Exempt Manual, and public laws and regulations. Employment is conditional on a satisfactory health certificate being presented prior to taking up service. The employee further undertakes to notify the company doctor of any change occurring in his/her state of health and of any factor that the employee him/herself can reasonably be expected to understand as being of importance to his/her position within the company. On commencing employment, all staff must sign a confidentiality agreement and adata protection consent form. 2.2 Definition Exempt employees are employees in supervisory positions with personell responsibility (supervisor/manager) and in senior professional position where the employee has a great degree of independence and influence over his/her own sphere of work and assignments. These employees are not entitled to compensation for overtime work. Overtime compensation is included in base salary and in addition, this category of employees is eligible for an additional fixed monthly allowance. 2.3 Job classifications The Schlumberger job classification system is based on the HAY position evaluation system. In this HAY system only position requirements are evaluated and not the incumbent ( and/ or his/her potential, performance or compensation). The position evaluations are based on three main factors and eight different criteria’s. The three main factors are : - Know How

- Problem Solving - Accountability

The result from an evaluation is a score (number) and further the Schlumberger Grading System is based on HAY points (number). All positions within Schlumberger should be linked to a Schlumberger Grade independent of product segment or geographical location. The Schlumberger Grades start on level 3 and goes up to Grade 14. In addition there are several Bands for Senior Managerial positions, starting in Band06. 2.4 Probation period The letter of employment must state both the length of the probationary (or trial) period and the term of notice. Under the company's general conditions of employment, there is a probationary period of 6 months, with 14 days notice by either party. Before permanent employment is granted, an evaluation interview must be held with the employee, at which factors such as adaptability to work, professional competence and reliability are to be clarified. (Ref. AML (Norwegian Occupational Environment Act), para. 63.)

This interview is conducted by the immediate superior. As soon as the Personnel Department has been informed of the interview results, any permanent employment will be confirmed in writing. A probationary period of more than 6 months can not be agreed; therefore, if written confirmation has not been issued before the probationary period expires or resignation has been handed in by the employee, the working relationship is to be regarded as permanent. 2.5 Notice period Where permanent employment is granted, the mutual notice period is 3 (three) months. Certain extensions to the term of notice apply with regard to age; These are : The correlation between age, probationary period and notice periods is as follows: Employees age Seniority in Company Notice periode Under 50 years N/A 3 months Above 50 years Minimum 10 years 4 months (statutory) Above 55 years (statutory) Minimum 10 years 5 months (statutory) Above 60 years (statutory) Mnimum 10 years 6 months (statutory) An employee can however, independent of age, terminate the employment contract with a 3 months notice period. The term of notice applies from the 1st of every month In cases where an employee leaves the company to start with competition, the company will reserve the right to discharge that person of the obligation to work, for the purpose of protecting its own interests, with resignation taking immediate effect. During the period pending termination, however, the obligation to pay salaries will be upheld, always providing that the person in question is not involved in any activities for the new employer during that period. In such a situation, the company will also reserve the right to release the person in question from its service if that person wishes to take up the new position immediately. Resignation / Confirmation of a resignation must be made in writing. 2.6 Working hours All Exempt employees receive a salary which compensates them for work outside normal office hours and do not receive any overtime payments. (also ref. §2.2) 2.6.1 Onshore work When working at the base / in the office, the normal working hours are : 08:00 – 16:00 Monday to Friday In the nature of work with a service company it is understood that Employees may need to work outside the hours above in order to meet the requirements of the job and their objectives. 2.6.2 Offshore work Employees working offshore do not have fixed hours and work according to the requirements of the job which requires 24 hour availability. However, all Employees are covered by the NPD regulations for working hours and resting hours when working offshore (maximum 16 hours per 24 hours period).

One Offshore Day is defined as one day offshore in Scandinavia (independent on the length of the working day). Work on rigs in fjords or dock-side will be regarded as Offshore Days if the Employee can not return home or to the base that day. 2.6.3 Registration of hours Any day worked at the base / office is registered as 7,5 hours of work Any day worked offshore is registered as 12 hours work. To fulfil NPD regulations, the exact hours worked for each day offshore shall be stated on a timesheet. 2.6.4 Overtime work included in the compensation package. An Exempt’s compensation package includes compensation for overtimework up 200 hours of overtime work in excess to the defined normal year as descibed in the Work Environment Act (Arbeidsmiljøloven). 2.7 Seniority Seniority is the length of employment period the employee has in any Schlumberger owned Company. In general the seniority is equal to the initial hire date as per the Employment contract. Schlumberger recognised seniority is in general the same as seniority as described above. However, if the individual has a break in employment, his/her Schlumberger recognised seniority date will be recalculated as per the following formula : Schlumberger Recognised Seniority : DOIH – PNEBS where DOIH : Date of initial hire PNEBS: Period not employed by Schlumberger The Schlumberger Recognised Seniority Date is only used in connection with Seniority Awards. 2.8 Patents and inventions The employee agrees to grant and assign to the Company or its nominee, the Employee’s entire right, title and interest in any invention (including technological ideas and improvements, and computer programs) whether patentable or not, which the Employee may solely or jointly conceive or make during his/her employment with Schlumberger if it is made during the course of normal duties by the Employee, or in the course of duties falling outside normal duties but specifically assigned to the Employee, or in the circumstances were such that the invention might reasonably be expected to arise from the carrying out of the Employee’s duties or through his normal employment with Schlumberger. The Employee agrees to communicate immediately to the Company any such inventions and to furnish complete records and information, and do all such lawful things as the Company may reasonably request for the Company to secure full rights. The Company has the sole right to decide whether these inventions should be secured by industrial property rights, patents or trademarks and only Schlumberger or its nominee is entitled to make use of them. The Employee may seek a prior written waiver from the Company, subject to any reasonable conditions which may be imposed by the Company. The Employee also agrees to give the Company timely written notice of any prior employment agreements or patents or confidentiality rights or obligations which may conflict with the interests of Schlumberger. Should an Employee be unsure about any application of the above policies, he/she should contact his supervisor for clarification.

2.9 Exit interview In order to clarify the reasons for an employee terminating his/her service with the company and thus allow the underlying factors to be rectified, a procedure has been introduced, involving an exit interview. Prior to leaving, a final interview must be conducted with the employee. The interview is to be conducted within the department by the employee's superior/head of department and recorded on a form specially compiled for the purpose. In instances where the employee does not wish the interview to take place within the department, it will be conducted by the Personnel Department (see separate Procedure and Exit Interview form). 2.10 Working Rules Under the Norwegian Occupational Environment Act, the company must have its own working rules, which are then embodied in the employment contract made with any new employees. The working regulations have been drawn up in keeping with paragraph 70, no. 2 of the Occupational Environment Act and signed by both the company management and the staff's elected representative.

SCHLUMBERGER OILFIELD SERVICES

WORKING RULES for

Schlumberger Information Technology Services Norge AS (SITS) Schlumberger Norge AS (SNAS)

Omnes AS

§1 Appointment

Employees are appointed by the general manager of the Company or whoever he empowers. At the time of appointment, employees receive a formal letter/ contract of employment, together with a copy of these regulations.

§2 Medical examination

Before starting employment, every appointee shall undergo a medical examination conducted by the company doctor. If the appointee knows at the time of this examination that he has suffered, or is currently suffering, from any illness, injury or debility that is likely to have consequences for the performance of his work, it is his duty to inform the company doctor. If the company doctor arranges this examination after the start of employment, the employee is required either to present himself for this examination, or at his own cost to undergo a similar and

equally valid examination by another doctor. The result of this doctor’s examination must be forwarded to the company doctor. Anyone who is injured or suffers acute illness during working hours, or suffers from illness that may be judged to result from the work situation, must report this as soon as possible to the Occupational Health Service.

§3 Working hours and rest periods

The ordinary effective working hours are 37.5 hours a week. Daily working hours are 7.5 hours. Meal breaks are not included in this time. The hours of work and rest are posted at the workplace. On the continental shelf (offshore) the ordinary effective working hours are 33.6 hours a week on average. Working hours are established in compliance with current legislation, dispensation regulations and collective agreements.

§4 Salary

I a) For employees who are paid by the hour, month or year, salary is paid once a month in

arrears, normally on the 20th or 25th of each month. Other dates of payment may be decided by mutual agreement.

b) If the wrong salary is paid on any given pay-day, the Company may make the necessary adjustment on the following pay-day. Any such adjustment shall be agreed on in advance with the employee concerned. II Salary is subject to reduction for:

a) statutory tax deductions, family maintenance contributions, national insurance premiums, etc. b) regular contributions to pension schemes or private sick relief funds c) other amounts as agreed in writing d) union dues or contributions to the Information and Development Fund when this is set out in collective agreements e) compensation for damage or loss which the employee, wilfully or through gross negligence, has brought upon the Company, when the employee acknowledges liability in writing, or if payment of damages has been decided by a court of law, or if the employee unlawfully terminates his employment. Before any such salary deductions are made, the employer must confer with the relevant employee representatives, or two other representatives elected by the employees, on the reason for the proposed deduction and the amount. Any deduction in salary shall be limited to that portion of the salary which exceeds the amount that the employee would reasonably require to support himself and his household. f) mother amounts as agreed in writing

§5 General responsibilities

Employees must arrive on time, suitably attired and fit for work. Outside the stipulated rest breaks, no one must leave the workplace without permission before the end of the working day. Employees are required to comply with all necessary internal control measures adopted in accordance with Supplementary Agreement V in the Basic Agreement between LO/NHO – YS/NHO. Anyone who is prevented from coming to work must notify the Company as soon as possible and at the latest by the end of the first day of absence, reporting his absence from work and the reason. Employees must observe instructions from their supervisor, perform their work to the best of their ability and handle furnishings and fittings, materials, machines, tools etc. with due care. Employees must comply with any rules and instructions which are intended to safeguard life, health and property, and to use the protective equipment they are supplied with. Everyone must exercise the greatest care in handling lights, fire and inflammable substances. Smoking is not permitted outside designated areas. No one must be under the influence of intoxicating substances at work or within the working area, or consume such substances during working hours. Employees must conduct themselves in a proper and courteous manner towards those they have contact with in the course of their work. No one must allow unauthorised personnel access to company premises without permission.

§6 Notice boards

Notices containing messages/information to the employees must only be posted on designated notice boards or other stipulated areas.

§7 Confidentiality

Employees are required to maintain confidentiality about operating secrets, tenders, accounts and similar Company business they acquire knowledge of in the course of their work.

§8 Conduct towards customers and suppliers

Employees must conduct themselves courteously and correctly in any dealings with the Company’s customers and suppliers. Employees must not attempt to gain personal financial advantage from anyone they come into contact with on behalf of the Company.

§9 Probationary period

The probationary period is six months.

§10 Notice of Termination

a) Employment is terminated on the Company’s side by the general manager or whoever he empowers. Notice of termination must be given in writing by both parties and the Company’s notice must contain information about the employee’s right to demand negotiations and to take legal action, and the applicable deadlines. b) The mutual period of notice is as per the Working Environmental Act §58, unless otherwise agreed in writing or laid down in collective/local agreements or in the individual employment contract. The mutal period of notice, unless otherwise agreed, is 3 month. For employees who have been in the service of the Company for at least 10 consecutive years, the reciprocal period of notice is minimum 3 months, but at least 4 months if the employee is 50-54 years of age, at least 5 months if the employee is 55-59 years of age and at least 6 months if the employee is 60 years or more when notice is given and it is the Company which terminates the employment. The employee, regardless of age, may terminate his contract of employment at 3 months’ notice, unless a longer period of notice has been agreed in advance. All periods of notice expire at the end of a calendar month. c) During the probationary period, the period of notice is 14 days. d) When the employee leaves service after a period of notice, the Company issues a standard certificate of employment.

§11 Dismissal

The general manager of the Company, or whoever he empowers, has the right to dismiss an employee without notice, if the employee is guilty of gross neglect of duty or other significant breach of the employment contract, e.g. if he or she a) without reasonable grounds refuses or neglects to carry out orders from a supervisor concerning his work or general orderliness in the workplace, b) repeatedly expresses opposition to his/her supervisor during work, and despite warnings fails to come to work on time or leaves the workplace without permission before the end of the working day, c) arrives for work in an intoxicated state or consumes intoxicating substances at the workplace d) repeatedly disturbs peace and quiet at the workplace, e) commits grave or repeated misdemeanours that may endanger or be injurious to life and limb, or which may cause destruction or damage to materials, machines and equipment etc. f) illegal acquire property from the Company or other employees Dismissal under point c) may be avoided in the first instance if the employee agrees in writing to undergo treatment in accordance with the Company’s AKAN scheme. Notice of dismissal must be given in writing, and specify the employee’s right to demand negotiations and bring legal action, and the deadlines for initiating such action.

Before dismissal takes place, the employer or whoever he empowers, shall confer with the relevant

employee representatives, unless this is against the wishes of the employee.

Tananger, 2001

3. COMPENSATION 3.1 Base salary All Exempt employees are compensated on an individual basis with the exception of offshore based Engineers who are compensated in accordance with fixed step salaries structures linked to the different segments training programmes. The company maintains a Norwegian Grade Salary Structure . This structure is based on the Schlumberger job classification system combined with market salary surveys and Schlumberger’s general compensation philosophies. Based on the Grade Salary Structure the individual salaries are set on the basis of competence, skills, experience and performance. All salaries are nominated in NOK’s per month and the monthly salary is paid out 12 times per year. In addition , the employees will receive vacation allowance as described in section 3.5. 3.2 Salary payments Salaries are transferred to a salary account on a fixed date, 20th. or 25th., every month.

- Schlumberger Information Technology Services Norge AS (SITS): 20th. - Schlumberger Norge AS (SNAS) 25th. - Omnes AS 25th. -

If the 20th / 25th. is a public bank holiday or Saturday, payment is made on the last working day prior to that. Salaries are transferred to a bank of the employee's choice. A payslip is issued on the same day the salaries are paid into the account. Salary advances will only be consented to in exceptional cases where they are absolutely essential and by first sending an application, stating the reasons, to the Personnel Department. 3.3 Salary reviews / adjustments 3.3.1. Salary Levels Salary ranges are set for each grade within the Schlumberger Grade Position system. The Company conducts periodic salary surveys to check that the structure compares favourably within the Norwegian market. Adjustments may be made accordingly at the discretion of the Company. 3.3.2. Merit Increases Once per year a review of each Employee’s performance is made by his immediate supervisor and reviewed by his/her supervisor. Based on this review the Employees who have shown good performance may be considered for a merit increase. This is not automatic, and depends on Schlumberger’s business situation and the industry outlook. The yearly review date is set to July 1st.. For “N-1 personnel” (direct reports to GeoMarket General Manager) the review date is March 1st. Normally merit increases will not be awarded to Employees who have had a salary increase in the previous 6 months.

3.4 Performance incentive plan (P.I.P.) Eligibility: All Employees in Grade 12 and above (except those receiving job bonus) and certain individuals in key positions. Benefits: Percentage of basic salary between 0 – 20 % paid in March of following year on successful completion of objectives. Details available from the Personnel Department. 3.5 Vacation allowance Vacation allowance is paid according to the Norwegian Vacation Act in addition to monthly base salary. For year 2002 the allowance will be equal to 12,0 %. Employees reaching the age of 60 before September 1st of the holiday year are entitled to an extra week's vacation (5 working days), for which the vacation allowance must be increased by 2,3%. The vacation allowance is paid out in May and the basis for the allowance is compensation in the previous year. 3.6 Home Country Resident Bonuses (Offshore work) 3.6.1 Offshore Bonus Home Country Resident Employees who do not receive Job Bonus but are members of the operational crew are paid one Offshore Bonus per Offshore Day (including the day of travel to and from an offshore installation). Employees who work more than 14 days offshore consecutively will be paid 2 Offshore Bonuses per Offshore Day from day 15 onwards until their return too onshore. If Employees are receiving an Activity Level Bonus, then only one Offshore Bonus will be paid per Offshore Day. The Offshore Bonus per Offshore Day when working “schedule”, is : Grade 7 NOK 900,- Grade 8 NOK 1.100,- Grade 9 NOK 1.300,- Grade 10 NOK 1.500,- Grade 11 NOK 1.700,- Grade 12 (and above) NOK 1.900,- (Actual field work, not for field visits, audits etc.) For Employees working “No Schedule” the Offshore Bonus per Offshore Day is increased above the rates for “Schedule” work by the amount of NOK 400,- per Offshore day. 3.6.2 Additional hours bonus For Operational Employees on “Scheduled” assignments , all work during time off is eligible for an additional 165% of base salary. The Employee can, if agreed with management, take time off instead in which case an additional 65% of base salary will be paid. The Additional Hours Bonus does not apply if the Employee is working “No Schedule”, receiving “Activity Level Bonus” or receiving more than one Offshore Bonus per day worked.

3.6.3 Public Holiday Bonus For work carried out (onshore or offshore) on official Public Holidays a bonus is paid in addition to all other compensation. The list of Public Holidays is posted locally. For work carried out after 12:00 on the following days, Easter Eve, Easter Sunday, Christmas Eve and New Year’s Eve, the bonus matrix below is to be followed Public Holiday Bonus is only paid to Employees when the Employee works at the request of the Company. PUBLIC HOLIDAY BONUS Official Public Holidays NOK 1.500,- Easter Eve, Easter Sunday, X-mas Eve and New Year’s Eve after 12:00 NOK 1.000,- 3.6.4 Field Engineers Field Engineers with Home Country Resident status receive Job Bonus as per IM and HCM Engineers. They are not eligible for Offshore Bonus, Additional Hours Bonus or Public Holiday Bonus. 3.6.5 Day of Rest Non-Operational Employees For non-Operational Employees, weekends are days of rest. If a non-operational Employee is required to work offshore for more than one day, this will be compensated with ½ “day off” per Offshore day. Under normal circumstances accrued “off-days” should be taken out as leave days. However, if both parts agree (Employee and Employeer), the accrued leave days can be bought back by the Company. The rate for these days will be normal base salary (no overtime additionals). Operational Employees Operational Employees may either work “Schedule” or “Non-Schedule” subject to the Company’s agreement. i.) Schedule Operational Employees work a schedule based on 6 weeks on (available for work) followed by 2 weeks off (time off). ii.) No Schedule When the group size and the need for continuous supply of services make a fixed schedule difficult to apply, time off will be given when activity permits. When not offshore, weekends are taken as day of rest (not counted as days off). In addition ½ “day off” will be earned per Offshore Day. A “day off” is defined as a day away from work. Days off are taken subject to business requirements and the Employee’s supervisor’s approval. All categories of Employees have to follow the NDP regulations with respect to rest periods etc ( i.e. the 1/3 rule). 3.6.6 Activity level bonus Offshore days worked, in excess of 134 during a year (or prorated for time spent in Norway), are eligible for an Activity Level Bonus corresponding to 165% of base salary in addition to the normal base salary.

3.7 Sick pay 3.7.1 Operational personnel For Resident operational Employees who receive Offshore bonus during sick leave (up to one year), their monthly compensation will be equal to their base salary + 35% of the Offshore bonus, calculated as follows: Monthly base salary + (daily Offshore Bonus x 0,35 x actual days in month) For operational Employees who does not receive Offshore Bonus their monthly compensation will be their base salary + fixed allowance. Days of Rest do not accrue whilst the Employee is on Sick Leave. 3.7.2 Non-operational personnel During sick leave (up to one year) the monthly compensation is the monthly base salary plus fixed allowance. The Company will claim back sick pay (sykepenger) from the Norwegian Social system (Trygdekontoret). 3.8 Temporary assignments (including work abroad) 3.8.1 Definition of a Temporary Assignment. Operational Employees: Should an Operational Employee be required to work away from his Place of Assignment for a period grater than one month, then it will be considered a Temporary Assignment. Non-operational Employees: Should a Non-Operational Employee be required to work away from his Place of Assignment for an extended period, management may decide on a case by case basis that it is a Temporary Assignment. Trips of less than 6 days, days spent at the wellsite, training courses or seminars will not be considered as Temporary Assignments. Similarly extended field trips which are a normal part of the Employee’s job will not be considered. Transfers with an anticipated duration of longer than three months are considered as normal transfers and this policy does not apply. 3.8.2 Temporary Assignment inside Norway When the Employee is deemed to be on a Temporary Assignment inside Norway, the Company will provide board and lodging for the Employee whilst in the place of the Temporary Assignment. Non-mobile Employees (HCR) are entitled to an additional day’s leave for each full weekend during any continuous period spent away from his Place of Assignment, with a maximum entitlement of 10 additional leave days per annum. 3.8.3 Temporary Assignments outside Norway Employees remuneration during a Temporary Assignment outside Norway is calculated on the basis of their Norwegian base salary multiplied, up to the applicable ceiling, by the coefficient of the place of Temporary Assignment, if any, as defined by the Expatriate Status Manual. In addition to providing the Employee with a return ticket, the Company also provides either return tickets for accompanying family members or Single Status Compensation if a married Employee is not accompanied by his family and does not benefit from Company provided housing. Single Status Compensation amounts to 30% of the base salary per month and is payable from the day separation begins until it ends. Reimbursement of 60 kg of excess baggage is provided for the Emp loyee only.

A daily flat allowance is paid to Employees to compensate for their board and lodging. The amount of the flat allowance, which is periodically reviewed by Units or Headquarters, depends on the place of Temporary Assignment and the number of fa mily members accompanying the Employee. Alternative, Units may decide to reimburse actual board and lodging expenses, up to a maximum equivalent to the applicable daily flat allowance. For initial training courses at Regional Training Centers accommodation is provided but no allowance is paid. HCR Employees may elect instead of Single Status Compensation or return tickets for accompanying family to receive one additional day’s leave for each full weekend during any continuous period spent away from their Place of Assignment. 3.9 Fixed allowance Exempt employees are per definition employees in supervisory positions with personnel responsibility (supervisor/manager) and in senior professional position where the employee has a great degree of independence and influence over his/her own sphere of work and assignments. These employees are not entitled to compensation for overtime work. Overtime compensation is included in base salary and in addition, this category of employees are eligible for an additional fixed monthly allowance. The fixed allowance rates are as follows (per 01Jul2001): Up to Grade 11 (inclusive) : NOK 4.130,- / month ( plus vacation pay) Grade 12 and above: NOK 5.860,- / month ( plus vacation pay) these rates will be reviewed on a yearly basis. Further, Employees who are not compensated for overtime (Exempt employees) are entitled to 2 extra free days with pay per year (from year 2002). These days are not to be counted as ordinary vacation days and can not be transferred to the next vacation year. 3.10 Telephone allowance The company will refund reasonable running costs for telephones used by Exempt employees. Private and business calls will be reimbursed up to a maximum of NOK 2.000,- per quarter. This amount include the quarterly subscription fees. The original front page of the telephone bill will be mandatory for any reimbursement (This does not give details of calls made). Business calls exceeding NOK 2.000.- per quarter will be reimbursed supported by an itemised bill. This may be a photocopy of the original (permitting an employee to blank out any personal calls) It should be approved by the manager and attached to the expense form. In accordance with the tax provisions in force, parts of refund can / will be taxable. In practical terms, owing to the company's duty to report, this arrangement will involve the telephone bill being paid by the employee, who then receives a refund for the amount.

4. TRAVEL 4.1 General 4.1.1 Purpose and scope The purpose of these rules and procedures is to ensure the employee proper reimbursement of incurred expenses during business travel. The procedures do not include any form of compensation for inconveniences related to extensive travelling, travelling during weekends, waiting time etc. Travel must always be conducted in a financial manner appropriate to and consistent with the nature of the assignment. Wherever practicable, travel must be planned well ahead so as to take full advantage of existing discount and rebate schemes. Employees who are ordered by the Company to travel will receive reimbursement according to these procedures. The travel stops and starts at the employees assigned location or where the person daily performs her/his job (if applicable, home address ) 4.1.2 Approval Prior to being conducted, travel must be approved beforehand by the immediate supervisor in the form of a travel requisition. Travel expense claims must be presented as soon as possible and no later than within 1 month after of making the journey at the latest. Expenses will only be refunded based on original receipts. Unused tickets paid by the Company should be returned without delay . 4.1.3 Reimbursement of expenses Travel expense claims will be processed and paid according to company procedures. No travel advance is normally paid. Annual fees relating to credit cards are refundable, as and when necessary. This decision rests with the individual head of department concerned. The Company is currently enjoying a favourable agreement with Diners/ Master Cards and application forms are available in the Personnel Department. Interest and fees charges to the user will normally not be reimbursed. 4.1.4 Transportation Incurred expenses related to use of public transport will be reimbursed based on presented original receipts. Taxi may be used when considered practical and appropriate. When rental cars are used the employee should compare existing discount agreements to current competing offers. Size and type of rental cars should be chosen in accordance with the nature of the task. Schlumberger companies are self-insured with respect to material damage on rental cars and thus no extra insurance should be bought. Use of own vehicle will be reimbursed according to these mileage rates: up to 9,000 km/year NOK 3,20 / km (pr. 1.1.2000) above 9,000 km/year NOK 2,60 / km (pr. 1.1.2000) An additional NOK 0,50 / km is paid per extra passenger(s) After the redefinition of the "car allowance" all business use of own vehicle will be reimbursed according to the above mileage rates. It is important to be aware of the intensification of requirements with respect to substantiate that the driving relates to business purposes. When travel to/from airport, parking fees will be reimbursed alternative expenses to taxi/bus will be reimbursed when appropriate. 4.1.5 Additional expenses The following additional actual expenses will be refunded:

− sleeping accommodation and reservation ticket on train − transportation of the traveller and luggage to/from airport/railway station. etc. − actual necessary parking charges (ref. "Transportation") − Road toll expenses − transportation of necessary excess luggage − necessary washing and cleaning of clothes if travel lasts more than a week. − business phone calls, e-mail connections, faxes or telegrams − meals

For travels less then 15 km from the travel's origin or 30 km there and back, no allowances will be reimbursed for addition expenditure. 4.1.6 Accommodation Overnight accommodation should normally be taken at a hotel or other lodgings designated or approved by the company. In places with a high frequency of visits, special agreements have been made with the hotels. It is a prerequisite that 3 hours or more has to be spent outside the home. 4.1.7 Insurance The Company's insurance scheme will apply during all kind of travel, business and leisure. (see details under section "Pension and Insurance- 5.3") Third party liability during business travel is covered by the Company 4.2 Reimbursement of travel expenses All expenses will be reimbursed based on expense claim. All approved claims should be forwarded to the Payroll Department within the 8th. calendar day each month, using the standard Schlumberger Expense Claim form (Appendix I). NB ! Expenses will only be refunded based on original receipts. The company will pay annual fee for Diners Club card and Master Card according to agreement between the Company and Diners Club International.

5. PENSION AND INSURANCES 5.1 Pension plan In addition to National Insurance, employees in the service are assured a supplementary pension by virtue of the company's collective pension scheme taken out with Gjensidige Nor. Who is covered by the pension scheme? All permanently employed staff working at least in a 40% position. When do you become a member? New employees are admitted to the scheme from the day they join. New appointees who have reached the age of 57 on the day they satisfy the above conditions will not be included in the pension scheme. Complete fitness for work is required for inclusion in the scheme, and a doctor's statement must be available on entering the scheme (see terms and conditions for employment). BROAD OUTLINE OF THE SERVICE PENSION: PENSIONABLE AGE: 67 years. The insurance payments are: a) Old-age pension b) Spouse's pension c) Children's pension d) Disability pension e) Premium exemption in the event of disablement The basis for computing these pensions (pension basis) is the total annual salary including factored-in seniority allowance and shift supplements. Fixed allowance, overtime allowance and other variable supplements are not included in the computational basis. The pension basis may not be higher than the highest pension basis valid at any time in accordance with tax rules. OLD-AGE PENSION - NATIONAL INSURANCE The right to an old-age pension under the Norwegian National Insurance system commences from the age of 67. The old-age pension is made up of: 1) Basic pension, which is independent of income and usually equal to the basic amount (G) at

any time. 2) Supplementary pension, which is calculated on the basis of income. Income is fixed in point figures: (Income - Basic amount) : Basic amount = Point figures Average of the 20 best point figures (income year) = final point figures The supplementary pension is calculated thus: Final points x basic amount x 0.45 (accumulation prior to 01JAN92) Final points x basic amount x 0.42 (accumulation after 01JAN92) Income on which calculations are based: BEFORE 01JAN92 Income up to 8G + 1/3 of income between 8G and 12G AFTER 01JAN92 Income up to 6G + 1/3 of income between 6G and 12G

DISABILITY PENSION In the event of complete disablement, the disability pension is the same as the old-age pension obtainable at the pensionable age of 67. Eligibility for a disability pension ceases on reaching 67, as this is the age when entitlement to an old-age pension comes into effect. SPOUSE'S PENSION Made up of the basic amount (G) and 60% of the supplementary pension that the deceased spouse either had or was eligible for from the pensionable age of 67. CURTAILMENT To qualify for full pensions under the above pension plan, the employee must work up a service period of at least 30 years. If the service period is shorter, the pension is curtailed to as many 30ths of the full pensions as the employee could have had years of service. PENSION ADJUSTMENT For employees who are completely fit to work, the pensions will be adjusted every year up to and including the last due date* before the pensionable age in relation to the salary and basic pay under the National Insurance. *) Due date for annual payment of premium to the scheme, which as of today is January 1st. PAYMENT OF PREMIUM The comp any covers all premium costs. WITHDRAWAL FROM THE PENSION SCHEME On leaving his/her position with the company, an employee enjoys right of ownership to the fully paid-up insurance (i.e. a premium-free policy) already accumulated. In order to qualify for such a paid-up policy, the employee must have been a member of the pension scheme for at least 3 years. If an employee is transferred to another company within the Schumberger group, in Norway or abroad, the requirement of minimum 3 years membership in the pension scheme will repeal. Our pension schemes have introduced a policy whereby paid-up policies can be transferred. For further information about this, please contact the Personnel Department. 5.2 Insurance plans 5.2.1 Life Insurance All employees are covered by a death insurance. This insurance is independent of cause of death (covers both illness and accidents). The insurance sum will be paid out to the spouse or registered partner as per the law of partnership of 29Mar1993. If no spouse or partner, the insurance money will be paid out in accordance with the Inheritance Act. Insurance coverage : 40 x G ( G= Basic amount in the Norwegian national social scheme) G = NOK 51.360,- (per May 2001) An additional coverage of 2 x G will be paid out per child below the age of 21 years. This will be in addition to the 40 x G.

Spouse / cohabitant coverage (death insurance – illness and accidents ): 12 x G 5.2.2 Disability insurance All Employees as covered by a Disability Insurance ( ref Personalgarantiforsikring) and the insurance is with Gjensidige Nor. Coverage in NOK’s is dependant on several factors like age, family status and income level. For 100% occupational disablement the coverage varies between 22 – 30 G. For medical disablement 10 G. 5.2.3 Workmens Compensation Industrial injury insurance provides compensation for damage, injury or sickness induced during work, at the workplace, during working hours. The insurance does not cover injury due to debilitating stress. With regard to occupational illness, the Norwegian National Insurance Administration compiles its own schedule of illnesses and diseases considered to be occupational disorders. The industrial injury insurance is mandatory and automatically covers anyone in the employ of the company. The industrial injury insurance is applicable in cases of occupational damage, injury, illness and disease leading to occupational incapacitation or death. The compensation sums have been made dependent on the claimant's degree of disability, age and salary income. Since the compensation sums in the company's insurance package are coordinated, an employee with an industrial injury insurance claim should be prepared for a possible reduction in the compensation sums from the accident insurance. 5.3 Travel insurance The insurance is currently underwritten by the company Europeiske Reiseforsikring and includes all national employed staff in the legal entities covered by this Employment Manual. The insurance covers persons who are members of the Norwegian National Insurance with a permanent residential address in Norway and those planning to return to such. Moreover, a spouse/cohabitee and single children under the age of 19 living at home and sharing the address of the employee are included. It also covers the employee's personal property and belongings. The insurance covers business as well as vacation and leisure travel. When travelling abroad, a "Travel Insurance Certificate" must be taken along. Please apply to the Personnel Unit. The insurance covers: Travel accident – death (spouse-cohabitant) NOK 200.000,- Travel accident – disablement (spouse-cohabitant) NOK 200.000,- Travel accident – death (children u/ 20 years) NOK 20.000,- Travel accident – disablement (children u/ 20 years) NOK 500.000,- Sickness (treatment) NOK Unlimited Repatriation NOK Unlimited Private luggage NOK 20.000,- Private luggage (family) NOK 30.000,- Travel liability in capacity of a private individual NOK 3.000.000,- A own risk premium of NOK 500,- will be subtracted from a insurance claim settlement. This own risk amount will be reimbursed if the insurance claim occurs on a official business travel. For more detailed information, please refer to the terms of the insurance. In the event of any claim for damages under the above, a personalised form must be used and the claim lodged through the Personnel Department.

The Insurance is restricted to stays abroad lasting up to 5 weeks. Any business stay exceeding this time must be notified to the Personnel Department, which will make arrangements for additional coverage. 5.4 Loss of Licence insurance All offshore based employees are covered by a special Loss of Licence Insurance (see the Personnel Department for information ). Insurance coverage (per 01Jul2001) : 10 x G

6. LEAVE 6.1 Annual vacation 6.1.1 General Vacation is to be arranged in keeping with the rules set out in the current Norwegian Holiday Act (F.l.). A vacation year is the 12-month period of time in which vacation days must be taken. An accumulation year is the 12-month period preceding the vacation year determining how much vacation allowance an employee is to have paid out (NB: In Scandinavia generally, vacation entitlement is earned in the year before the vacation is taken, so that employees are not entitled to vacation payments during their very first year of employment). The length of vacation for Exempt employees in Schlumberger Norway is 25 working days. In addition, employees over the age of 60 years (before September 1st of the vacation year) are entitled to 5 extra workingdays vacation (also see §3.9). It is the department manager's duty to organise work in such a way that all employees have the opportunity to take the vacation due to them. The length of vacation is calculated in working days. "Working days" is understood to mean all days except Saturdays, Sundays and statutory weekend or festival days. Employees joining the company no later than September 30th during the vacation year are entitled to the full quota of vacation. Employees joining after that date are entitled to vacation of 5 working days off. Vacation can only be requested where it is substantiated that full vacation has not already been taken in the service of another employer. Vacation entitlement is entirely independent of the right to vacation allowance. Vacation entitlement is adjusted with reference to Section 5 of the Norwegian Holiday Act, while the right to vacation allowance depends on the amount received by way of remuneration for work during the year prior to the vacation year. The time fixed for taking vacation must be the subject of discussion between employer and employee, though the employee is bound to abide by the decisions of the employer. Employees are entitled to be told when they can take their vacation at least 2 months before the start of the vacation. Employees over the age of 60, however, may themselves decide the time of extra vacation (with a period of at least 2 weeks' notice). 6.1.2 Taking vacation The employees are entitled to a 3 weeks' consecutive vacation during the period June 1st to September 30th. As far as outstanding holiday is concerned, the employer is entirely at liberty to decide the time of year at which this is to be arranged. The employee may ask for this to be given in to within the vacation year. The new Norwegian Holiday Act of April 29th 1988 makes provision for taking vacation in advance and/or carrying parts of that holiday forward to the next holiday year. Facilities for carrying holiday forward are restricted to a maximum of 10 working days. These provisions are based on prior application. Vacation allowance for vacation neither used nor requested to be carried forward will be paid out, normally in March. Due to administrative reasons, such payments should be agreed in writing. Please contact the Personnel Department for more detailed information. Employees reaching the age of 60 before September 1st of the holiday year are entitled to an extra week's vacation (6 working days), for which the vacation allowance must be increased by 2.3%. Staff who have not accumulated the maximum vacation allowance may arrange with their department manager on an individual basis to shorten their vacation. Where vacation are shortened in this way, the Payroll Department must be notified immediately.

For Operational Employees working on fixed schedules, the normal two week off period, will be extended by one week to allow a three week vacation period as required by the Norwegian Vacation Act. 6.1.3 Illness during vacation Employees who have been ill for at least 5 working days during their vacation may demand a corresponding number of days' deferred vacation. This demand must be documented without undue delay, with an official sick note. No provision can be made for taking new and deferred holiday until after September 30th (F.l., Section 7). 6.1.4 Recording of vacation days When taking holidays, employees who do not keep time sheets must hand in an approved Vacation Request form to our Payroll Dept., showing how many days' vacation have been taken and the remaining vacation day balance for the year. 6.1.5 Vacation balance at termination of employment or payroll transfer On termination of employment or transfer of payroll, any holiday entitlement not taken will be paid for at a base salary rate. Any excess entitlement taken will be recovered from final salary. 6.2 Sick leave 6.2.1 General Any absence from work for whatever reason, should be reported to the Employee’s supervisor before noon of the first day on which the absence occurs, stating the reason for the absence and the expected date of return. Failure to give such notice will lead to the Employee losing the right to receive sick pay (according to “Folketrygdeloven”). Employees in Schlumberger are paid for up to 12 months when ill (called "sickness benefit"), providing that the employee in question has been employed for at least a fortnight prior to the illness arising. This rule regarding the fortnight's waiting or qualification period does not apply if the person in question was covered by the National Insurance immediately beforehand with entitlement to sickness benefit for a corresponding period or if the unfitness for work is due to an accident. Sickness benefit is calculated on the basis of annual working income up to 6 times the basic amount (G) of the National Insurance. Schlumberger Employees will normally receive full pay, i.e. the company makes up the difference between the sickness benefit from the National Insurance and the person's salary. In such cases, this will cover basic pay and fixed allowance, and any other supplements will not be included. Sickness benefit is paid from the first day of absence, inclusive. During the first calendar fortnight, called the employer's period, the sickness benefit is paid by the employer. From the 15th day, sickness benefit is refunded through the National Insurance. The condition for having sickness benefit paid is that the period of absence can be substantiated in the form of a sick note (from a doctor) or a self-certification form. With effect as from March 1st 1988, the right to sickness benefit in the event of unfitness to work lasting more than 8 weeks is conditional on the availability of a doctor's certificate describing the expected prognosis. This will result in payment of sickness benefit/salaries being stopped after 8 weeks if there is no sick note II. For sickness beyond the employer's period, sickness benefit is paid by the National Insurance, though such sickness benefits accrue to the company when the employee is on full pay. Sickness benefit from the National Insurance is paid for up to 260 days (52 five-day weeks). Disbursement of sick pay during and beyond the employer's period is conditional on the employee satisfying the terms for substantiating his/her absence, as mentioned under the section on self-certification/ documenting absence due to sickness below. Sickness benefit is paid only for those days on which salaries would have been paid.

6.2.2 Self-certification In order to be eligible for self-certification, the employee must have been employed by Schlumberger for at least two months prior to his/her becoming unfit for work. Self-certification can be used for up to three calendar days. If the unfitness for work lasts more than three calendar days, a doctor must be consulted and a medical certificate presented from the first day, inclusive, when the employee should have been back at work. The employee undertakes as soon as possible and by the end of the first day of sickness at latest to report his/her sickness absence to his/her immediate superior. If the person in question does not give such notification, the right to have sickness benefit paid by the employer will apply only from the day on which notification of sickness is given, unless the employee has special reasons for not giving notification promptly. On resuming work, the employee must submit a written declaration stating that the absence is due to sickness. Self-certification can be used up to 4 (four) times during any 12-month period. An employee can lose his/her right to use self-certification. 6.2.3 Time -off in the event of a child or child-minder being sick (AML, Section 33A) In order to qualify for such leave, the employee must meet the following conditions: 1. The child or child-minder must be ill. 2. The child must be under the age of 12 (16 if the child is chronically ill or functionally

impaired). 3. The necessary supervision must be available. Entitlement to leave is intended to cater to the need of professionally active parents for time off work when a child or child-minder is ill. In this context, "necessary supervision" of a child that is ill does not include one of the parents working from home and the professionally active parent staying at home to attend to the sick child. The professionally active partner nevertheless has the right to time-off if the partner at home (child -minder) is ill and cannot look after the child for that reason. Employees with a child under 12 years of age in their care are entitled to paid leave for necessary supervision of the child when that child is ill. Similar entitlement applies when the person attending to the child on a day-to-day basis is ill. The above entitlement to leave is jointly limited to 10 days per calendar year per employee, but to 15 days if the person in question has more than two children under 12 years in his/her care. For single-parent providers, this entitlement is extended to apply for up to 20 days a year. Documentation of absence is subject to the same rules as for own sickness. 6.3 Maternity / Paternity leave 6.3.1 General Maternity allowance is fully covered by Norwegian National Insurance. Economically active women are entitled to maternity benefit for up to 42 weeks. The woman concerned can also choose to have her maternity allowance paid at the rate of 80% and the period of leave then increased to 52 weeks. In this case, the reduced rate option must be chosen once and for all at the beginning of the benefit period. One important factor in the amended rule of April 1st 1993 is that 4 weeks of the maternity allowance period are reserved for the father. If the father meets the terms for entitlement to maternity benefit but refrains from drawing his portion, the total benefit period is shortened correspondingly. In accordance with the current rules, Schlumberger makes up the difference to the maximum benefit amount (6G) and the basic pay and fixed allowance for that part of the benefit period when the employee is entitled to maternity money under the Norwegian National Insurance Act.

The first six weeks are reserved for the mother. The parents may choose how to split the remainder of the leave period themselves. Maternity allowance is extended by 2 weeks (3 weeks at reduced rate) for each child born after the first. At least 18 weeks of the leave must be taken after the birth. The period of leave must be arranged to coincide with the time for which cash benefit (maternity allowance) is given in accordance with national insurance legislation and the maternity allowance from the National Insurance must accrue to Schlumberger . (Maternity allowance is paid in the same amount as sick pay.) The parents are required to have been in paid employment for a total of six out of the past ten months prior to the birth. Maternity money forms part of vacation allowance. 6.3.2 Compassionate leave in connection with birth In connection with the birth of a child, the father is entitled to 2 weeks' compassionate leave if he lives together with the mother and spends that time caring for the family and home. If the parents do not live together, the father's right can be exercised by having another person assist the mother during confinement. This entitlement to leave can be used by the father at the same time the mother is off work if she is economically active. The father is granted compassionate leave with pay from Schlumberger for 2 weeks. This leave must be taken directly after the birth and an application must be sent to the personnel office in due time. 6.3.3 Parental leave during the child's first year of life Parents are entitled to additional leave during the child's first year of life, providing that in accordance with the rules for maternity leave and parental leave the two parents' joint leave does not exceed one year. Parental leave is granted without pay. Each of the parents has, after the normal maternity leave is over, the right to apply for one years extra leave for each child. If the employee is a single parent he/she is entitled to apply for 2 years leave. This leave must be taken imediately and will be given without pay. 6.3.4 Compassionate leave in case of adoption In cases of adoption, the adoptive parents have approximately the same rights to leave as for a birth and the same notice limits applies. It is up to the adoptive parents to choose who (of the two) to execute the leave, or whether they want to split the leave period between themselves. Spouses who adopt a child can according to the Norwegian National Insurance Act split the benefit period between themselves, but each of the spouses has to make use of at least 4 weeks (20 days) of the benefit period. The right to leave in cases of adoption is depending of the child's age and is conditioned that the child's age is less than 15 years. Further references is given to the Norwegian National Insurance Act and the respective local social insurance offices with respect to payment regulations. In cases of adoption, a compassionate leave allowance is granted for 39 (49) weeks. If several children are adopted simultaneously, the benefit period is extended by 2 weeks for each child adopted, apart from the first. This is paid by the social benefits office, not the employer. 6.3.5 Leave in connection with breastfeeding Schlumberger can grant up to one hours' paid leave per day in connection with breastfeeding of infants. 6.4 Compassionate leave 6.4.1 General The employee's entitlement to leave or time-off is regulated in part by the Norwegian Occupational Environment Act (AML) as well as the terms of the company conditions in force. As a general rule, membership of pension schemes as well as group life and accident insurance schemes is retained in cases of leave.

Except where entitlement to paid leave is laid down by law, leave of absence is in principle unpaid and will only be granted on reasonable grounds, work permitting. However, in accordance with agreements and/or at company discretion, employees may be granted short-term paid leave in various situations. In some cases, leave may be granted if the employee makes up the time in some other way. Typical leave of absence events fall into three main categories: • Planned events where the employee influences the choice of dates

e.g. own wedding, baptism of own child • Planned events where the dates are fixed by other agencies or situations

e.g. military service, examinations • Unplanned/unforeseen events requiring the employee’s attendance

e.g. illness/death in family 6.4.2 Definition of family (close relatives ) Family : Spouse, cohabitant (samboer ), child; parent, parent-in-law, brother or sister,

grandchild, son- or daughter-in-law; grandparent; 6.4.3 Authorisation and timesheet follow-up The general principle is that leave of absence must be authorised in advance and confirmed on the relevant timesheet. 6.4.4 Leave summary In addition to any entitlement provided by law, employees may request paid leave of absence on personal or social grounds up to a maximum of 14 calendar days a year, limited as shown in the following table. Contact the Personnel Department for further information.

Type of leave Paid leave

(max.days) Unpaid leave

(max.days) Comments

Own wedding

1 1 Onshore personnel only

Young child’s first day at school/kindergarten

1 Onshore personnel only, one parent accompanying child

Confirmation of own child

2 Offshore personnel only

Acute illness close relative(other than child age 12 or younger)

14 calendar days in one year

Medical certificate required

Death of close relative

4 Discretionary Min. 2 max. 4 paid days, according to circumstances

Funeral of close relative

1 Discretionary

Moving house

1 Onshore personnel only

Examination days 1 Discretionary Public examinations during working hours

Exam. preparation

1 Public examinations

Juror service or other civic duties

As necessary Paid leave in cases of clear official duties

only.

Military service (Refresher training)

As necessary Call-up papers to be presented to supervisor

Medical checks etc. 0.5 days as necessary

Breast-feeding Working Environment Act 2 hour(2 x 1.0 hrs)/day

Birth of child Working Environment Act 14 calendar days

Father/cohabitant attending confinement

Adoption of child

Working Environment Act

Maternity leave

Working Environment Act

Paternity leave

Working Environment Act

Sick child Working Environment Act

Extended leave (up to 1 year)

Discretionary

see OFS Procedure : OFS-P0397 Leave of Absence 6.5 Military Service Leave When serving compulsory first-time military and civil service, the employee is granted leave from Schlumberger subject to the employee having been in the service of the company for at least 3 months prior to that. This leave is granted without pay (cf. Norwegian Act of March 29th, 1940). In the case of imposed military refresher training, home guard drills, civil defence manoeuvres and suchlike, leave is granted with full pay. Family supplement and other allowances paid by the authorities accrue to the company (apart from daily benefits). Employees conscripted for first-time service or refresher training courses must inform their immediate superior well ahead of the time set for reporting for such service. The superior must then report to the Personnel Department immediately. In order to receive salary from the company during the leave period the form "Skjema for Militær Tjenestegodtgjørelse M.V." shall be handed in, duly filled-in, signed and certified, when the leave period is finished. (For the form; please contact the Personnel Department) NB ! If the company does not receive this requested documentation, the individual's salary will be subtracted for the leave period. 6.6 Educational leave Schlumberger does not normally grant leave for long-duration training (more than 1 year) at colleges or universities where the training is considered to be basic training. However, according to Norwegian rules and regulations, an Employee has the right to educational leave when the following criteria’s are met: -The Employee must have been working for the last three years prior to the leave and the last two years for the present Employer. -The Employee can claim educational leave for a period of up to three years. -Educational leave should only be granted in connection with organised education and the Employee has to apply in writing to his/her Employer. -Educational leave can not be claimed by the Employee if such a leave causes big difficulties for the Employer (with respect to planning, operations and personnel disposal).

6.7 Sporting leave Leave for the purpose of taking part in national championships (NM) and representative assignments at national level. Schlumberger OFS SCA can grant up to 3 days' paid sporting leave for participation in a national championship. For representative assignments at national level, paid leave can be granted for up to 6 days a year. The maximum number of days' sporting leave is, however, restricted to 10 days a year, a maximum of 6 of which are paid. 6.8 Leave of absence Leave of absence may be granted for a maximum of 30 days. Employees receive no remuneration, however their seniority continues to accrue and they remain covered by the Insurance Plan. 6.9 Suspended employment In exceptional cases, leave may be granted for a longer period of time when reasons given justify it. This is called “Suspended Employment”. At the end of Suspended Employment the Company cannot guarantee re-employment, however the Employee may resume employment if there is a job opening. During suspended employment, Employees receive no remuneration. Their insurance coverage is considered as though employment had terminated. Further, they do not accrue any seniority unless they resume employment within 12 months. Deferred Benefits, where applicable, remain in the Employee’s account and are paid only when the Employee leaves the Group. Employees who have participated in the Schlumberger Deferred Medical Program cannot benefit from it until termination of employment.

7. TRAINING AND DEVELOPMENT 7.1 Career development Both the Employee and the Company have ownership in the individual’s career development. Schlumberger has created a Web based Career Center and it is every Exempt Employee’s responsibility Employee, in cooperation with their manager, to keep the information in the Career Center updated. The information in the Career Center is the cornerstone of information for further career planning and development for each individual. 7.2 Educational assistance program 7.2.1 General Schlumberger wants to stimulate its employees to undergo useful further training on their own initiative outside working hours. The Company will provide financial assistance to Employees who wish to enhance their job performance / career development through the pursuit of a “job related” degree or professional qualification courses. 7.2.2 Principal conditions of the support scheme • Further education must be expected to render the employee concerned better qualified in his/her

working situation at the company. • A testimonial/course certificate must be issued for the education concerned. • The subsidy must be applied for in writing before starting the education/training. • The applicant must be in permanent employment and have worked with the company for at least 6

months before the subsidy can be applied for. • Education within working hours is at management discretion and must be approved prior to course

start. 7.2.3 Scope of the subsidy • The company will normally cover up to 100% of the expenditure on course/term/ examination

costs, depending on the importance the education is potentially assumed to have for the individual's position.

• The total subsidy for term/course costs and examination fee is, however, subject to an upper limit of NOK 20.000,- per term/course.

• The company covers 1/3 (ceiling of NOK 1.,000,-) of expenditure on books and materials needed to complete the course/training.

• Each further training project is subsidised only once, subject to a ceiling of NOK 50.000,-. 7.2.4 Processing of applications Applications for subsidies must be accompanied by a course timetable and sent through the departmental management to the local personnel unit, which then undertakes the necessary co-ordination prior to a final decision being taken in consultancy with the departmental management. Expenses are reimbursed on submission of receipts for outlay on course/examination fees and a copy of the testimonial/course certificate. However, if the course fees exceeds NOK 5.000,- , a part of the course fee can be refunded in advance and the remainder upon successful completion of the examination. 7.2.5 Depreciation Where the subsidy is of substantial size, Schlumberger reserves the right to offer a depreciation period (compulsory service) in connection with subsidisation. This depreciation period commences the first month after the completed course/training. This means that if the employee in question terminates his/her service with the company during or before the completion of the depreciation period, the person is obliged to repay all remaining amounts outstanding as part of the depreciation.

(E.g.: The company provides a course subsidy equal to NOK 9.000,-. The person in question is granted 6 months' depreciation time, or NOK 1.500 per month. The person stops working for the company 3 months after the course examination. The person then has to pay back NOK 1.500 x 3 = NOK 4.500,-.) The following standards apply to subsidies and depreciation periods: Subsidy granted Depreciation time Less than NOK 5.000 0 months NOK 5.001 - NOK 10.000 6 months NOK 10.001 - NOK 25.000 12 months NOK 25.001 - NOK 50.000 18 months An agreement between the company and the applicant must be drawn up in the case of training initiatives where the subsidy granted includes a clause on the depreciation period. 7.2.6 Leave All study attendance at courses is taken in Employees’ own time, with the exception of examination and study days as described in chapter 6.4 Compassionate leave. 7.3 Professional development scheme The Company offers Employees who are not participating in any official Structured Career Development Paths such as Xpert, Compass etc., the opportunity to develop their knowledge and skills in a wide range of subjects by means of self study packages and attendance at seminars. The scheme offers a variety of modules amongst which an Employee should be able to find a subject of interest for development. Participation in the scheme and the subject to be studied is agreed in consultation with the Employee’s supervisor at the time of the annual appraisal or when setting objectives. 7.4 Membership of professional bodies Annual membership fees up to NOK 1.000,- / year, to appropriate professional bodies can be reimbursed by the Company subject to prior written approval. No subsidy is granted towards the cost of membership of trade unions.

8. QHSE 8.1 A condition of Employment Schlumberger is fully committed to the health, safety and environmental concerns of its Employees, its customers, the public and the Company. In Schlumberger QHSE is of paramount importance. Complete adherence to the QHSE policies and procedures of the Company as well as the QHSE policies of our clients is a condition of employment with Schlumberger. Promoting safety through training, awareness and prevention must be a permanent concern and duty of each Employee. Should any matter arise or situation exist which the Employee considers to be a safety hazard it is compulsory that he informs his immediate supervisor without delay. It is the responsibility of the Employee to read and understand all QHSE policies and procedures made available in order to perform the work in a safe manner. 8.2 QHSE Management system The long-term business success of Schlumberger depends on our ability to continuously improve our products and services while protecting our people and the environment in which they work and live. QHSE is the responsibility of line management, with the active commitment and support of all employees. The Schlumberger OFS QHSE Management system defines the principles by which we conduct our operations worldwide with regard to the quality of our services and products; the health and safety of our customers, employees, contractors and communities where we work; and protection of the environment. The QHSE Management System model comprises eight interrelated components: -commitment and leadership -policies and objectives -organisation and resources -contractor and supplier management -risk management -design and planning -implementation and monitoring -assessment and continuous improvement This system is implemented throughout the entire OFS organisation and is the backbone for all QHSE work. More information about the QHSE Management system is available at the OFS SCA homepages (QHSE organisation). Address : http://scawww01.stavanger.geoquest.slb.com/hub/index.cfm?id=sca251 8.3 Personal Protective Equipment Where appropriate, PPE and protective clothing are provided by the Company and/or its clients. The complete and correct usage of all PPE is compulsory. The Employee is responsible for the effective working condition and appearance of such assigned equipment and clothing. The cost of laundry and repair will be borne by the Company. Replacement of clothing or any PPE will only be made on the condition that the old or damaged clothing or PPE is returned. Lost clothing or PPE will be handled at the local level. Personal protective equipment includes but is not limited to:

• Coveralls • All weather suit

• Safety hard hat • Safety shoes or boots • Gloves • Goggles and/or safety glasses including VDU glasses (as required) • Safety lenses for prescription glasses • Hearing protection (as required)

8.4 Drug and alcohol policy It is the policy of Schlumberger to maintain a productive workforce and to provide a safe work environment to Employees and others. Accordingly, Company Employees, agents and subcontractors shall not report to work, drive, operate any Company equipment or perform any work or services while under the influence of alcohol, or any drugs or narcotics, and shall not possess, distribute, purchase, sell or consume alcohol, drugs or narcotics on Company property or while otherwise on Company business. See Appendix II : Schlumberger OFS SCA Drug and Alcohol Policy and address : http://www.hub.slb.com/inserts.cfm?id=id14566&fn=qhse/PO/ofs_substance_abuse_policy.htm 8.5 Driving Driving is the greatest risk faced by our employees. To minimize this risk and ensure that worldwide standards for driving qualification and practices are followed, this OFS Driving Policy applies to all Oilfield Services organizations. This policy also provides the foundation for building a driver improvement program at the field level. The following programs shall be implemented in all OFS locations. The "OFS Journey Management and Driving Standard" document details the requirement in each program. 8.5.1 Driver Training and Qualification Only approved personnel and contractors are allowed to drive vehicles on behalf of Schlumberger Oilfield Services, including company-owned or leased vehicles, vehicles rented for business purposes, and car allowance program vehicles. Approval is granted to drivers who have taken Defensive Driving training every three years and Commentary Driver training annually. These training programs must be documented in the driver's "QHSE Passport." 8.5.2 Seat Belts As a condition of employment, all employees and contractors must wear seat belts at all times when driving a vehicle, and they must ensure that all other vehicle occupants are also wearing seat belts. 8.5.3 Journey Management All locations shall have in place an active Journey Management program that complies with the OFS standard. Each location's Journey Management program shall address all local driving conditions and identified risks. 8.5.4 Driver Improvement Monitors An approved vehicle monitor shall be installed in all vehicles designed for road use that are owned, leased or subcontracted by Schlumberger. All locations shall adopt a program for regularly reviewing the data gathered by the monitors and using that data to continually improve driver skills. Management must be actively involved in the implementation of this program 8.6 Security Due to the nature of Schlumberger’s business, strict security procedures must be followed at all times. Where issued, photographic identity cards must be worn whenever on the site. All visitors must report to the security officers or to the Reception as applicable. Site and IT security policies and procedures are available on the Schlumberger OFS SCA WEB-based Homepage.

Addresses : http://security.slb.com/training/sso/site-audit.html http://security.slb.com/training/users/top12.html

9. OTHER 9.1 Management by Objectives A business management definition of the term “Company”, can for example be described as follows: ”An organisation of people struggling towards one goal set up by the organisations interest group. This goal can be achieved by production of products and services. The organisation is run by a united leadership.” In order to reach its main goal the company will have to take into consideration the demands ot the different stake holders. By stake holders we hereby mean individuals, groups and organisations interested in and dependent of the company’s business and which the company are also dependent on. (for example owners, management, employees, suppliers, customers etc:). Also included in this are the companies resources, both quantity and quality, and the management’s attitude towards acquiring new resources, developing and changing them, the enviroment in which the company works in, the way they really are and the way they will be expected to be. Interaction between these factors will influence the company’s objectives. The main goal which is the result after analysing these three factors, must be broken down into part goals for the different departments, working groups and employees in the company so they have guidelines for their work. In Schlumberger this will be practised through a ”Personnel-follow up- and development program” consisting of the following parts: • Position description • Objectives • Appraisals • Career planning Position description The different department managers are obliged to make sure there is a position description for all positions in the organisation. The description should clearly state the positions main area of responsibility and which tasks imposed on the employee based on the level of competence. Copies of the respective position descriptions should be filed in the personnel department and should be assessed at least once a year and eventually revised by the department manager. Objectives In order for the employee to know what the organisation expects of him/her and that they can recognise and be reminded of the companies objectives, a list of specific objectives should be compiled. The objectives for each employee will be connected to his position for a time period, which is normally one calendar year. These objectives must partly correspond with the companies, departments and managers objectives. Appraisals An appraisal should take place at the end of each year between every employee and his/her manager. Appraisal has two main points: 1. An overall assessment of the employees performance for the year, if his/her objectives have been

met, an assessment of strong points and areas in which development is needed. An overall assessment of the employees performance will be given and explained.

2. A development plan to improve on the areas pointed out and develop and utilize the already strong

areas.

The assessment and development plan should be documented, commented on and signed by the employee’s manager, his manager and the employee. The form to be used for this purpose is called SLP-3 An appraisal should have a valid structure in such a way that the contents, meaning and objective is clearly defined and kept strictly confidential. This should not prevent the appraisal taking place in a relaxed and informal atmosphere. Even though the appraisal will effect the employee’s performance during the course of the year, salary should not be discussed during an appraisal. Career planning Schlumberger has as one of it goals that recruiting to higher positions in the organisation should be done internally. That is why development of employees is given such a high priority. In addition to the development part of an appraisal, career planning should also be discussed between the employee and his/her manager and a representative from the personnel office. (This appraisal is referred to as COR (Career Orientation Review) and should normally be arranged at 3 to 5 year intervals. In a COR appraisal, the employees career will be summed up , and through discussion a future career plan will be set up. This can include plans for more training, change of position, change of field and department, geographical transfer and so on. 9.2 Seniority Awards This seniority award is intended as a recognition of gratitude to the employee for his/her efforts in the company over a set number of years. The starting point for calculating the period of service is the day the employee in question embarks on a permanent employment relationship with a company within the Schlumberger Group. Any interruptions to the employment period, apart from leave, will be deducted from the calculated service period. This seniority awards are reserved exclusively for permanent employees, not temporary or contractual staff. The departments will be notified by the Personnel Department when an employee has passed the number of years required. The award will then be presented at a ceremony to be determined by the individual department. Length of service award : 5 years Golden pin with Schlumberger logo and one blue stone 10 years ” two blue stones 15 year " three blue stones 20 years Watch with inscription and Golden pin with Schlumberger logo two blue and a red stone 25 years Golden pin with Schlumberger logo and two red and a blue stone 30 years " three red stones 35 years " four blue stones 40 years " two blue and two red stones The pin differs somewhat for men and for women

9.3 Schlumberger Discounted Stock Purchase Plan ( DSPP) Employees in Schlumberger have the opportunity to join a stock purchase plan by buying shares in Schlumberger Ltd. Information about this plan you will find at :: http://www.brussels.sl.slb.com/personnel/dspp/DSP.html. According to existing Norwegian tax regulations, the buying of shares in such a Plan will be looked on as a taxable benefit earned during employment. The tax to be paid on this benefit will be the difference between the market price of the shares on the day they are bought less the price the employee pays for the shares in the plan. The company is obliged, according to the rules for deduction of tax, to report to the authorities as well as make the necessary tax deductions from the financial advantages the employee gets from participating in the stock purchase plan. 9.4 Sports and Social Club The company has its own sports and social club run by the employees. The company gives a yearly contribution to this club. The money is managed by the committee who are elected by the employees. The sports and social leisure club supports activities such as sport, artclub and general social activities. For more informasjon visit the leisure club’s internett page: http://scawww01.stavanger.geoquest.slb.com/hub/index.cfm?id=sca2265