Common use of Period of validity Clause in Contracts

Period of validity. This agreement enters into force on January 1st 2010, and remains in force until 31st December 2013 thereafter for 2 years at a time unless terminated in writing by one of the parties with 6 – six – months’ notice. Stavanger, 17th December 2009 THE NORWEGIAN SHIPOWNERS ASSOCIATION THE NORWEGIAN CONFEDERATION OF TRADE UNIONS/ INDUSTRI ENERGI Appendix 1 Addition to the Protocol of 2002 regarding amendment of the existing joint declaration on shop stewards In the event of temporary staff reduction owing to curtailment of operations in the company, the local parties shall negotiate on the extent of the need to modify the company’s existing shop xxxxxxx system. In this connection account shall be taken of the expected duration of the staff reduction. Addition to the Protocol of 2003 (2012) regarding modifications of the allocation formula in the joint declaration on shop stewards Not less than 50 members 0,50 man-years Not less than 100 members 1,00 man-years No less than 250 members 2,00 man- years No less than 400 members 2,00 man-years + office secretary No less than 500 members 2,00 man-years + office secretary, alternatively 3,00 man-years with no office secretary No less than 700 members 3,00 man-years + office secretary (the maximum number) In companies with more than 400 members which per 1. June 2012 has already hired an office secretary, this can be retained regardless of the above distribution formula. The term ‘members’ in this context mean permanently employed workers who are directly covered by the Basic Agreement and for which union dues are deducted by the company. In companies with more than 1400 members it shall upon request, be negotiated on whether or not there shall be an increase of one full time shop xxxxxxx. Other provisions in accordance with the Joint Declaration of 29 June 1998 with later edits. Appendix 2 Framework agreement on equality between women and men in working life I. Purpose Work on matters related to equal opportunities is important for utilizing human resources and promoting generation value. As an element in achieving equality and equal opportunities, all employees irrespective of gender, must be afforded the same possibilities to use their abilities and talents. This must be on equal terms with regards to employment,salary,training and promotion. The effort relating to equality is an executive responsibility and it must be anchored within top level management at the enterprise and be followed up by other executives, who must be evaluated based on achieved results. The parties state that: • Equality concerns attitudes and norms • Equality requires co-operation between management and shop stewards • Equality requires the ability to see the correlation between working life,family life and social life • Equality shall be included in all strategy and planning documents

Period of validity. This agreement enters into force on January 1st 2010, and remains in force until 31st December 2013 thereafter for 2 years at a time unless terminated in writing by one of the parties with 6 – six – months’ notice. Stavanger, 17th December 2009 THE NORWEGIAN SHIPOWNERS ASSOCIATION THE NORWEGIAN CONFEDERATION OF TRADE UNIONS/ INDUSTRI ENERGI Appendix 1 Addition to the Protocol of 2002 regarding amendment of the existing joint declaration on shop stewards In the event of temporary staff reduction owing to curtailment of operations in the company, the local parties shall negotiate on the extent of the need to modify the company’s existing shop xxxxxxx system. In this connection account shall be taken of the expected duration of the staff reduction. Addition to the Protocol of 2003 (2012) regarding modifications of the allocation formula in the joint declaration on shop stewards Not less than 50 members 0,50 man-years Not less than 100 members 1,00 man-years No less than 250 members 2,00 man- years No less than 400 members 2,00 man-years + office secretary No less than 500 members 2,00 man-years + office secretary, alternatively 3,00 man-years with no office secretary No less than 700 members 3,00 man-years + office secretary (the maximum number) In companies with more than 400 members which per 1. June 2012 has already hired an office secretary, this can be retained regardless of the above distribution formula. The term ‘members’ in this context mean permanently employed workers who are directly covered by the Basic Agreement and for which union dues are deducted by the company. In companies with more than 1400 members it shall upon request, be negotiated on whether or not there shall be an increase of one full time shop xxxxxxx. Other provisions in accordance with the Joint Declaration of 29 June 1998 with later edits. Appendix 2 Framework agreement on equality between women and men in working life I. Purpose Work on matters related to equal opportunities is important for utilizing human resources and promoting generation value. As an element in achieving equality and equal opportunities, all employees irrespective of gender, must be afforded the same possibilities to use their abilities and talents. This must be on equal terms with regards to employment,salary,training and promotion. The effort relating to equality is an executive responsibility and it must be anchored within top level management at the enterprise and be followed up by other executives, who must be evaluated based on achieved results. The parties state that: • Equality concerns attitudes and norms • Equality requires co-operation between management and shop stewards • Equality requires the ability to see the correlation between working life,family life and social life • Equality shall be included in all strategy and planning documents

Period of validity. This agreement enters into force on January 1st 2010, and remains in force until 31st December 2013 thereafter for 2 years at a time unless terminated in writing by one of the parties with 6 – six – months’ notice. Stavanger, 17th December 2009 THE NORWEGIAN SHIPOWNERS ASSOCIATION THE NORWEGIAN CONFEDERATION OF TRADE UNIONS/ INDUSTRI ENERGI INDUSTRY ENERGY Appendix 1 Addition to the Protocol of 2002 regarding amendment of the existing joint declaration on shop stewards In the event of temporary staff reduction owing to curtailment of operations in the company, the local parties shall negotiate on the extent of the need to modify the company’s existing shop xxxxxxx system. In this connection account shall be taken of the expected duration of the staff reduction. Addition to the Protocol of 2003 (2012) regarding modifications of the allocation formula in the joint declaration on shop stewards Not less than 50 members 0,50 man-years Not less than 100 members 1,00 man-years No less than 250 members 2,00 man- years No less than 400 members 2,00 man-years + office secretary No less than 500 members 2,00 man-years + office secretary, alternatively 3,00 man-years with no office secretary No less than 700 members 3,00 man-years + office secretary (the maximum number) In companies with more than 400 members which per 1. June 2012 has already hired an office secretary, this can be retained regardless of the above distribution formula. The term ‘members’ in this context mean permanently employed workers who are directly covered by the Basic Agreement and for which union dues are deducted by the company. In companies with more than 1400 members it shall upon request, be negotiated on whether or not there shall be an increase of one full time shop xxxxxxx. Other provisions in accordance with the Joint Declaration of 29 June 1998 with later edits. Appendix 2 Framework agreement on equality between women and men in working life I. Purpose Work on matters related to equal opportunities is important for utilizing human resources and promoting generation value. As an element in achieving equality and equal opportunities, all employees irrespective of gender, must be afforded the same possibilities to use their abilities and talents. This must be on equal terms with regards to employment,salary,training and promotion. The effort relating to equality is an executive responsibility and it must be anchored within top level management at the enterprise and be followed up by other executives, who must be evaluated based on achieved results. The parties state that: • Equality concerns attitudes and norms • Equality requires co-operation between management and shop stewards • Equality requires the ability to see the correlation between working life,family life and social life • Equality shall be included in all strategy and planning documents

Period of validity. This agreement enters into force on January 1st December 13th 2010, and remains in force until 31st December 2013 thereafter for 2 3 years at a time unless terminated in writing by one of the parties with 6 – six – months’ notice. Stavanger, 17th December 2009 THE NORWEGIAN SHIPOWNERS ASSOCIATION THE NORWEGIAN CONFEDERATION OF TRADE UNIONS/ INDUSTRI ENERGI DE SAMARBEIDENDE ORGANISASJONER Appendix 1 Addition to the Protocol of 2002 regarding amendment of the existing joint declaration on shop stewards In the event of temporary staff reduction owing to curtailment of operations in the company, the local parties shall negotiate on the extent of the need to modify the company’s existing shop xxxxxxx system. In this connection account shall be taken of the expected duration of the staff reduction. Addition to the Protocol of 2003 (2012) regarding modifications of the allocation formula in the joint declaration on shop stewards Not less than 50 members 0,50 man-years Not less than 100 members 1,00 man-years No less than 250 members 2,00 man- years No less than 400 members 2,00 man-years + office secretary No less than 500 members 2,00 man-years + office secretary, alternatively 3,00 man-years with no office secretary No less than 700 members 3,00 man-years + office secretary (the maximum number) In companies with more than 400 members which per 1. June 2012 has already hired an office secretary, this can be retained regardless of the above distribution formula. The term ‘members’ in this context mean permanently employed workers who are directly covered by the Basic Agreement and for which union dues are deducted by the company. In companies with more than 1400 members it shall upon request, be negotiated on whether or not there shall be an increase of one full time shop xxxxxxx. Other provisions in accordance with the Joint Declaration of 29 June 1998 with later edits. Appendix 2 Framework agreement Agreement on equality between women and men in working life I. the workplace Purpose Work on matters related to equal opportunities is important for utilizing human resources and promoting generation value. As an element in achieving equality and equal opportunities, all employees irrespective of gender, must be afforded the same possibilities to use their abilities and talents. This must be on equal terms with regards to employment,, salary,, training and promotion. The effort relating to equality is an executive responsibility and it must be anchored within top level management at the enterprise and be followed up by other executives, who must be evaluated based on achieved results. The parties state that: • Equality concerns attitudes and norms • Equality requires co-operation between management and shop stewards • Equality requires the ability to see the correlation between working life,, family life and social life • Equality shall be included in all strategy and planning documentslife