1.3 Prior to the assignment the employee receives and signs an individual employment contract which forms part of the terms of employment.

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2 DRC aims to recruit and retain highly qualified professionals. The purpose of these terms is to ensure transparency of the benefits DRC offers its employees, and that the employees rights and obligations are understandable. Furthermore these terms are meant to ensure that DRC s employment conditions and salary terms are in line with those of humanitarian organisations in that they: fulfil the requirements stated by the official authorities in the countries where DRC operates. live up to the requirements and interests of the donors, which are funding DRC s programmes. ensure that all employees are employed under the same set of terms. In order to maximize capacity building of DRC s operations and ensure job security for the employee, DRC will aim to make the length time of the contract as long as possible. However, obviously contract length time depends on available funding for the individual operation. DRC is a humanitarian aid organization operating in a context where security and funding conditions may be unstable. The employee is informed of and accepts that the contract may be terminated by the organization in the event of force majeure and/or in the event of insufficient funding. However, any termination of a contract will always be in accordance with the periods of notice as stated in these terms. 1.1 These terms apply as of 1 January, These terms of employment apply to all employees assigned to perform international tasks on behalf of DRC, but on condition that the employee is working outside his/her country of origin/domicile and outside Denmark. They apply regardless of the duration of assignment, and regardless of how and by which donor the assignment is financed. 1.3 Prior to the assignment the employee receives and signs an individual employment contract which forms part of the terms of employment. 1.4 Furthermore, prior to the assignment the employee receives a copy of DRC s Code of Conduct (cf. Appendix 1). The Code of Conduct forms part of the terms of employment and the employee is obliged to comply with the Code of Conduct. Any breach of the

3 Code of Conduct is considered a misconduct that may cause termination of the contract with or without notice depending on the gravity of the misconduct. 1.5 The employee is obligated to observe and follow all valid DRC policies, rules, and regulations which will be available at all times on DRC s intranet (Insite). 1.6 Unless otherwise stated in provisions in the individual contract of employment or in these Terms of Employment for Expatriates or unless local mandatory legislation dictates otherwise, employment with DRC is governed by applicable Danish Law in general and by the Danish Law on the Legal Relationship between Employers and Salaried Employees (The Employers' and Salaried Employees' (Legal Relationship) (Consolidation) Act) in particular. Among other things, this means that the employment is not subject to the Danish Holiday Act or the Maternity Leave Act. The entire act can be found in English via the following link: The document is a translation. In the event of discrepancies between the English translation and the Danish Act, the original Danish Act applies. 1.7 All disputes arising out of or in connection with these terms of employment and associated individual contracts shall be heard and settled by the Courts of Denmark. 1.8 In the event of a contradiction between the provisions in the various regulations, the individual employment contract, these Terms of Employment for Expatriates, the Code of Conduct, a possible undertaking and the Danish Salaried Employees Act shall apply in the order of priority specified in this section. 2.1 During the employment, the employee shall, in accordance with the valid DRC policies and procedures: perform such duties and exercise such functions within his/her position as may from time to time reasonably be assigned or vested by the assigned manager. comply with all reasonable requests, instructions and regulations made by said manager and promptly provide such explanations, information and assistance as to his activities in the business of DRC, as are reasonable. from time to time perform his/her work at a different location and undertake missions abroad in order to fulfill his/her duties, notwithstanding that another work location is mentioned in the employment contract. keep safe any assets or documents belonging to DRC or to any of its managers or employees.

4 2.2 The obligations above are essential for DRC to function as an efficient and professional organisation. Failure to observe these obligations may therefore have consequences for the employment. 3.1 The employee is assigned to either a specific operation or to DRC International Department with a duty station outside Denmark. The employee's duty station is specified in the individual employment contract. The employee cannot be stationed as an expatriate in a country, where he/she has citizenship. 3.2 In the contract the employees country of permanent residence is defined. This address is used to determine the place of repatriation (see section 11.2) and homeleave travel (see section 11.3). The employee is obligated to inform the HR Department in Copenhagen of a change in address. 3.3 DRC will send all formal correspondence including the employment contract to the employee s private address. The employee is obligated to inform the HR Department in Copenhagen of a change in address 4.1 Based on the tasks and responsibilities for the position as specified in the Terms of Reference, the employee is placed within one of the employment categories in Appendix 2 (see also this document section 7.2). The employee will receive a copy of the Appendix 2 prior to the employment. 4.2 The operations will be reassessed annually in September by the regional/country management in corporation with the Head of Unit and must be approved by the International Director in Copenhagen. The reassessment will be based on the following criteria: size of operation (number of projects, budget, etc.) total number of employees working for the operation, etc. 4.3 If the operation changes radically, all positions in employment categories A1 to A10 will be reevaluated accordingly to determine whether the employee should be placed in another employment category. The reassessment of the individual position will be based on the following criteria: scope of responsibility complexity of work tasks/level of innovation required to fill the job number of employees with direct reference to the position competencies needed to fill the position.

5 Changes to a higher employment category will take effect immediately. If any positions are downgraded, the change in employment category will take effect in respect to the employees individual period of notice as specified in section The manager to whom the employee reports is specified in the employment contract by title. 4.5 By signing the individual employment contract, the employee agrees to undertake the tasks and responsibilities relevant for the position. Further specifications regarding tasks and responsibilities can be found in the terms of reference. 5.1 The employee is employed full time (37 hours a week), but these 37 hours are only intended as a guide. Working hours are usually longer and often irregular depending on the assignment. 5.2 The nature of DRC s humanitarian work sometimes requires flexible hours and work on weekends. The employee understands and accepts the need for this flexibility regarding working hours and commits him/herself to completion of required tasks according to project deadlines and/or within the available time. 5.3 Working hours are scheduled in accordance with the employee s manager. 5.4 Any compensation for overtime and/or compensatory time off for long working hours is included in the salary. 6.1 The period of employment is specified in the employee's individual employment contract. 6.2 DRC is committed to offering 2-year contracts whenever possible. At a minimum, twoyear contracts should be offered to regional and country senior management team members (employment categories A1 A10). Regional Directors and Country Directors in countries that are not included within a regional management structure may, at their discretion and on the basis of a written regional and/or country policy, extend 2-year contracts to other categories of employees. 6.3 The employment contract is issued on the condition that DRC is able to obtain the necessary visa and work/residence permit in the country of assignment. In case the visa or work permit is denied, DRC would be compelled to cancel the contract giving one month s notice, or fourteen days if the cancellation occurs during the employee s three

6 month probation period. This means that the employee will receive a lump sum equivalent to one month or fourteen days of base salary. 6.4 The first three months of employment are considered as a period of probation, during which either party may terminate the employment with a written notice of fourteen days. In case of termination with the short notice of fourteen days, the last day of employment must be no later than last day of the probation period. 6.5 After the end of the probationary period the employment may be terminated by either party with a notice period as specified in the Danish Salaried Employees Act, see 6.6 and The employee may terminate the employment by giving one month s notice effective from the end of a month. The employee shall forward his/her written notice of termination to his/her manager and the HR Department in Copenhagen (hrexpats@drc.dk) in copy. 6.7 DRC may during the first six months of continuous employment terminate the employment by giving one month s notice effective from the end of a month. The notice shall be given before the end of five months of employment. Upon continuous employment from six months to three years the notice is three months, and shall be given before the end of two years and nine months of employment. Upon continuous employment from three years to six years the notice is four months, and shall be given before the end of five years and eight months of employment. Upon continuous employment from six years to nine years the notice is five months, and shall be given before the end of eight years and seven months of employment. Hereafter the notice is six months. 6.8 Notice of termination shall be in writing. After the three months of probation period the termination must state the grounds of termination. 6.9 In the event of a material breach of contract, the employment may be terminated by either party without notice. 7.1 The employee is entitled to a gross monthly salary from DRC. All salary and benefits

7 specified in the contract and in these terms are quoted as gross remuneration before tax. 7.2 The salary category of the employee is classified based on the criteria stated in the Salary Appendix 2. The employee s gross monthly salary is specified in the individual employment contract. 7.3 The employee is entitled to a monthly per diem allowance covering boarding costs according to the rates specified in Appendix 2. Per diem is fully payable during accrued vacation and business trips. Per diem allowance is not payable during longer absence of 10 working days or more from the assignment, e.g. during leave without salary or illness. 7.4 Employees in categories A11 A19 and B3 B4 are entitled to a DRC experience allowance based on his / her experience within DRC using the schedule found in Appendix DRC experience allowance is calculated on the basis of the number of years the employee in category A11 A19 and B3 B4 has been working on a DRC contract and on a DRC programme. DRC experience allowance is only applicable for employees that have been on a DRC contract for a DRC programme with a break of less than 5 years (60 months) between each contract period. 7.6 Other individual allowances not mentioned in these terms or Appendix 2 cannot be negotiated. 7.7 The salary is paid in arrears on a monthly basis at the end of the month. 7.8 The salary is payable in Danish Kroner (DKK). The employee will however upon employment have the possibility to indicate that s/he would like to receive the salary in another currency. The salary will be transferred to the employee s bank account at the market exchange rate valid at the date and time of transfer. 7.9 The salary is paid into the employee's bank account. If the employee wishes his/her salary to be paid into a financial institution outside Denmark, s/he may be eligible to receive a bank allowance to offset charges associated with the salary transfer Employees with bank accounts outside Europe are eligible for a fixed monthly bank allowance up to DKK 200 which will be indicated in their contract at time of signing. Eligible employees must provide a bank statement, translated into English, documenting their bank fees upon employment and when they change bank provider.

8 Employees with bank accounts within Europe are not eligible for the allowance For employees working in countries with no access to cash on a regular basis via ATM s or banks or in exceptional cases, salary advances can be given in accordance with the procedure for field salary advances. All advances must be validated by the salary responsible in the HR Department in Copenhagen (hrexpats@drc.dk) prior to payment Starting in 2016, and every other year thereafter, the HR Department in Copenhagen will provide an updated salary benchmarking with relevant organizations to assess the salary levels offered by DRC to expatriate staff. This will be done in order to evaluate whether DRC s salary levels are competitive and on par with the sector market. 8.1 Entitlement to pension allowance is given to eligible employees according to the criteria in section 8.2 only. 8.2 Eligible employees receive a 10% pension allowance, calculated on the employee s base salary. Eligible employees are those who have completed 12 consecutive months of employment with DRC on a permanent contract or one or more fixed term contracts. If, after completing the initial 12-month period, the employee leaves DRC on good terms and returns to the organization no more than 24 months later, s/he will be entitled to the pension allowance immediately upon returning to the organization. If the employee returns to DRC more than 24 months after the initial 12-month period, s/he will start the initial 12-month period again. 8.3 The pension allowance is paid out as a gross monthly amount together with the salary payment as stated in section Should DRC already be contributing to an existing pension scheme as employer, the employee will not be entitled to the above mentioned pension allowance. 8.5 If the employee wishes to contribute to a pension scheme, the employee must himself/herself make the necessary arrangements with a pension fund. 8.6 DRC is, according to Danish legislation, obliged to make payments to the ATP Lifelong Pension, and to the Labour Market Contributions (AMB) for employees who are liable to pay taxes in Denmark. These amounts are deducted from the employee's salary, if

9 the employee is liable to pay taxes in Denmark. 9.1 The Location Allowance acknowledges that specific locations are characterized by more adverse conditions, including a combination of extreme conditions of high insecurity, violent conflict or threat thereof, isolation, austere living conditions and severely reduced access to all or most services in healthcare and basic amenities. 9.2 The determination of entitlement to Location Allowance is made with reference to DRC s Rest and Recuperation for Expatriate Staff Global Policy, which assigns each duty station a level from A E, based on an assessment of hardship. The employee serving in duty stations categorized in Level C, D and E will be eligible for Location Allowance upon signing his/her contract. 9.3 Location allowance is strictly based on the employee s official duty station in an area designated as Rest and Recuperation Level C, D or E. The duty station is noted in the employee s contract. If the Rest and Recuperation Level is re-assessed (upwards or downwards) in a given duty station, the employee s Location Allowance will be adjusted with immediate effect. 9.4 Location Allowance is paid as a fixed monthly allowance using the schedule found in Appendix Location Allowance is not payable for the month if travel into the hardship post at time of hire is delayed 10 or more working days, or during longer absences of 10 or more working days from the assignment due to leave without salary or sick leave used outside of the hardship post All DDG demining specialists in employment categories B1 to B8 are entitled to an explosives allowance as specified in Appendix DRC will pay the expenses for the outward and homeward flight for the employee on economy class at the beginning and end of the assignment. For both journeys, DRC will cover the expenses for up to a maximum of 30 kg luggage per person. The limit of luggage on a standard flight ticket is included in the above maximum of 30 kg. The cost is paid by the destination country operation. Reimbursement can only take place against presentation of original receipt DRC will pay the expenses for the return flight for the employee on economy class at

10 the end of the assignment. If the employee resigns or if the employment is terminated by DRC, DRC will cover the return flight for the employee on economy class After six months consecutive employment, and provided that the employment at that time is scheduled to continue for at least another six months, the employee is entitled to one home-leave travel a year between the place of duty and their home country as defined in their contract, see art. 3.2 in these terms. The home leave travel must be used within the vesting period or the right will lapse, e.g. the first travel must be used between 7 and 18 months after the date of commencement, etc. DRC will pay the expenses for the return flight for the employee on economy class DRC covers necessary expenses relating to vaccinations, preventive medication, and visas relevant for the assignment. Expenses for extraordinary renewal of passport will be covered if the renewal is necessary due to work related visa requirements. All expenses must be approved by DRC in advance to ensure that the expenses are refundable Upon prior agreement with the manager, the employee may receive reimbursement for approved, necessary and appropriate expenses related to transport and hotel accommodation, incurred during the course of his/her assignment. The employee must provide proper documentation of the expenses before these can be reimbursed. Settlement of expenses shall take place no later than fourteen days upon payment or upon return from a journey. Otherwise expenses will not be reimbursed by DRC The employee is compensated for all other daily boarding costs than described in section 11.5 through his/her per diem allowance (see section 7.3), and is thus not entitled to additional per diem when travelling When the employee moves from one assignment to another assignment the ceding operation shall cover actual reasonable removal costs if the employee qualifies for the relocation allowance as specified in section DRC may contribute to cover reasonable expenses related to moving the employee s household effects in connection with the return journey at the end of the employment (relocation allowance). The relocation allowance is offered to employees who have worked for the same country operation for more than 18 months. Exceptions may be given to employees who have been working continuously for different country operations for more than 18 months in total. The relocation allowance cannot exceed DKK 25,000 and the size of the allowance will be determined based on the period of assignment, location of place of work,

11 accompanied/unaccompanied position, etc. The employee shall always seek prior approval with the assigned manager. Any removal of goods shall be sent via the least expensive possible means of transport as agreed with the manager in the country of expatriation. Relocation compensation is possible only against presentation of original receipts The employee loses the right to relocation allowance if s/he is dismissed due to a material breach of contract DRC will ensure that the employee has safe and suitable accommodation based on the local situation and standards as a part of the employment package. Further specifications regarding housing can be found on Insite in DRC s Global Guideline for Housing Each region/country must have local guidelines outlining more specific regulations based on DRC s Global Guideline for Housing Expatriate staff residing within the country of operation upon the beginning of the employment may be entitled to housing upon prior agreement with the Regional Director/Country Director and the Head of Unit in Copenhagen DRC does not undertake any responsibility in relation to the employee's tax status and tax liability outside the country of expatriation. This includes any responsibilities in relation to fiscal consequences upon interruption or termination of the employment within the employment period. The employee shall himself/herself seek a clarification with relevant tax authorities outside country of expatriation prior to his/her assignment and its termination It is the responsibility of the employee to apply for tax exemption or for tax relief with the tax authorities outside country of expatriation. Upon request, DRC may assist in delivering required papers or documentation to the authorities. In this context, DRC does not undertake any responsibility DRC faces increasing demands from relevant authorities for DRC expatriate staff to pay income tax in countries where the organization works. To mitigate the tax burden on individual staff members, and following a comprehensive review of various options, DRC introduced a Solidarity Pool in 2013 to cover any income tax DRC faces in the countries where DRC expatriate staff are working.

12 13.4 The employee is deducted 10% of base monthly salary as a contribution to the solidarity pool. Additional allowances, such as per diem, experience allowance, pension and location allowance are exempt from the solidarity pool calculation A review of the solidarity pool in 2015 confirmed that the tax burden on expatriate staff continues to rise, and therefore requires a continuation of the solidarity pool. DRC regularly reviews the tax situation in all countries where it operates to assess and, if necessary, adjust the solidarity pool Staff who are required to pay more than 10% of their gross DRC income in homeland taxation may be eligible for partial or full reimbursement of their Solidarity Pool contribution. Full information about DRC s policy and the application for reimbursement can be found on INSITE (see Solidarity Pool: Principles for Contribution and Reimbursement, dated 14 March 2014, and Application for Reimbursement from Solidarity Pool.) 14.1 The employee shall accrue holiday leave with salary at the rate of 2.08 days per month (25 days per year) provided that the employee is on assignment and not when in between assignments The holiday leave may be taken only when accrued and shall be arranged with and approved by the manager prior to the commencement of the holiday leave. Consideration must be given to the employee's tasks and colleagues In accordance with his/her manager, the employee may take another 5 days holiday leave per year without salary The employee may accumulate and carry forward up to a maximum of 20 days of holiday leave All accrued holiday leave shall be taken within the contract period and cannot be converted into salary. If the employee is on assignment for a short period of up to 3 months, the employee may not be able to take accrued holiday leave within the contract period. In this situation, or otherwise upon explicit written agreement with the manager and the managers manager (DRC s two step principle), accrued and not taken holiday leave shall be converted into salary by the end of the contract period In exceptional circumstances, the employee may be granted advance holiday leave up to a maximum of 10 working days, provided that the employment period of the employee is expected to continue for a period beyond that which is necessary to

13 accrue the holiday leave taken in advance The employee is entitled to a maximum of ten public holidays during one year without deduction in salary or in allowances. The country management schedules the public holidays before the beginning of each calendar year, with due consideration given to local customs and to the assignment. Thus, the employee may not automatically take other public holidays. The public holidays are fixed and cannot be held at another time Employees working in extremely stressful areas as defined in the criteria given in DRC Rest and Recuperation for Expatriate Staff Global Policy are entitled to leave for R&R outside of the place of duty. R&R is not vacation, and thus the employee remains at DRC s disposal for work-related tasks when deemed necessary or appropriate by the direct manager Illness, which will influence the daily work tasks, must be reported to the manager immediately. Longer lasting illness of more than two weeks duration shall be reported to the HR Department in Copenhagen. DRC may require a medical certificate The employee is entitled to receive full base salary during illness. Per diem allowance and location allowance is not payable during longer absence of 10 working days or more from the assignment due to illness c.f. section 7.3 and section When the employee experiences severe illness or death in the immediate family (spouse/partner, parents, parents-in-law, grandparents, children, and siblings), the employee is entitled to up to five days compassionate leave with full salary in which travel days are included. Compassionate leave is always subject to the manager s approval. All travel expenses related to compassionate leave are covered by the employee or by DRC s insurance company, provided that the insurance company can approve the travel in advance It is a condition for the employment that DRC can obtain medical insurance for the employee without essential reservations or extra premiums. The insurance covers usual expenses for treatment and doctors relating to acute illness that arises during assignment. DRC is not obliged to cover expenses in excess of this insurance. With the contract, the employee will receive the terms of insurance. DRC reserves the right to make changes in the terms of insurance as well as the amounts covered. DRC cannot be held responsible for changes made by the insurance company.

14 17.2 The employee is obliged to follow instructions issued by DRC and by the insurance company in relation to documentation, notification of injury and treatment. The employee is required to submit to the insurance company information concerning his/her health, and to accept a health examination upon request. Unsatisfactory health conditions might result in a decline of issuing health insurance and in these cases DRC reserves the right to terminate the contract. DRC will cover all expenses related to any required health examination The employee is covered by occupational injury insurance and by public liability insurance The employee will be covered by the insurance for all emergencies for up to one month after the last day of employment in accordance with the policy conditions in force The employee (the birth mother) is entitled to leave with half her gross monthly salary during 4 weeks prior to the expected date of birth and during 14 weeks upon the date of birth The employee (the other parent) is entitled to 2 weeks leave with full salary upon the birth The employee shall inform his/her manager about expected leave in accordance with section 18.1 and section 18.2 with a notice of at least 3 months before the expected due date A duty station is classified as either a family duty station or a non-family duty station depending on a number of factors, such as: the safety situation of the duty station (including risk and possibility of evacuation), health standard, and general living conditions at the duty station The assessment of the safety, health and general situation is approved by the Global Safety Advisor in Copenhagen. The classification of a duty station is endorsed by the International Director At non-family duty stations it will not be possible for the employee to bring

15 accompanying family members or visitors Duty stations which have R&R entitlement cannot be classified as family duty stations In family duty stations, the positions offered by DRC can either be accompanied or unaccompanied. The majority of DRC positions are un-accompanied and therefore the employee is generally on assignment without his/her family. A position is defined as accompanied based on the following overa criteria: the position is placed in employment category A1 A8, duration of employment contract (minimum 12 months), and the nature of the job e.g. degree of travel Country / Regional management may decide to select key positions outside employment category A1 A8 as accompanied positions upon approval from the International Director in Copenhagen The job advertisement and the terms of reference must always state whether a position is accompanied or not to ensure clarity of the terms of employment for the position. The status is valid for the contract period. If the position status is to be changed, this must be done with the individual notice period or in connection with the renewal of contract. If the factors on which a duty station is classified change during the contract period, the status of the duty station might change accordingly Any deviations from the existing rules and regulations must be approved by the International Director in Copenhagen In this document the term Accompanying family is defined and includes: a spouse or a partner, whom has lived together with the employee in a conjugal relationship for minimum 6 months prior to the commencement of the contract period, and / or any dependent children under the age of DRC takes no responsibility for whether visas can be obtained for accompanying spouses or partners as this is solely decided by the relevant authorities in the country of assignment Staff employed to a family duty station in an un-accompanied position are allowed to bring family to the duty station, however they do not receive any additional entitlements for accompanying family members.

16 20.8 Due to security reasons all visits from family or friends must be approved by the employee s manager in agreement with the Country Director and the Safety Advisor prior to the visit. Approval will only be possible if the safety level is deemed acceptable For employees stationed at family duty stations, but working in un-accompanied positions, it is possible to get accompanying family members included in DRC s insurance at the employee s own expense provided that the accompanying family members are not citizens in the country of assignment. The cost of the insurance for accompanying family will be deducted from the employee s salary For positions defined as accompanied two benefit packages are available, small and large The small package is applicable for any select positions outside employment categories A1 A8 which the Country / Regional management has decided to designate as accompanied positions and which have been approved by the International Director (as per para. 20.2) The small benefit package includes: coverage of travel expenses for the family to and from the duty station at the beginning and end of the assignment (from the home country) reimbursement of costs for necessary vaccinations medical insurance for all accompanying family members, and family home leave. When the accompanying family has been stationed at the same family duty station as the employee for two years, the family members become entitled to a home leave travel to the family s country of permanent residence (as indicated in the employee s contract). The family members are entitled to home leave travel every two years thereafter. The intent of this home leave travel is for the accompanying family to visit family and maintain the connection to the country of permanent residence, and therefore DRC will only cover travel to this destination The large package is applicable for all accompanied positions in employment category A1 A8. Any exemptions from this must be approved beforehand by the International Director The large package includes the same entitlements as the small package plus contribution to educational expenses for children based on the following principles:

17 DRC only contributes to educational expenses for maximum three dependent children. The dependant must be aged between 5-18 years. The support only starts the school term when the child turns five (5) years. The qualifying schools are up to and including high school; kindergarten and universities do not apply. The allowance applies only to tuition fees and tuition related costs such as books and enrolment fees. It does not cover cost of uniforms, transport, or extracurriculum activities, which are the responsibility of the employee. School lunch may be included as in some cases it is combined with tuition fees. DRC will contribute up to USD 7,500 per dependant per school year. Any government subsidies given to cover educational expenses will be set off against the DRC contribution to educational expenses. The education allowance applies only for children who have re-located with their parents to the duty station which is classified as a family duty station. The family must be present at the duty station where the employee is working and living The contribution to education is on a reimbursement basis only. The employee is responsible for making payments directly to the institution and then submitting a claim with original receipts to DRC For housing costs for accompanied positions (both small and large family package), see Section Contribution to larger housing facilities suitable to the number of family members shall be provided for accompanied positions. The housing standard is given in accordance with section 12 in these terms and the valid DRC Global Guidelines for Housing combined with the relevant regional and/or national guidelines for housing All accompanying family members located in housing supplied by DRC are obliged to follow the same DRC s regulations regarding safety and security as the employee The employee is expected to work exclusively for DRC during the assignment. The employee may not undertake any other form of paid work or conduct business of any kind during the period of employment The employee shall inform his/her manager about any possible conflict of interest due to other activities that the employee might have or participate in.

18 23.3 Failure to observe sections 23.1 or 23.2 constitutes a material breach of the employment, cf. section Prior to the assignment, the employee is briefed on and has accepted the security situation and safety regulations that apply to the assignment. The employee is obliged to observe all safety regulations established by DRC Any breach of the security and safety regulations is considered as a serious misconduct that may cause termination of the contract with or without notice depending on the gravity of the misconduct The employee shall observe secrecy with regard to any situation and any information that he/she becomes aware of in the course of his/her employment and which, due to the nature of the issue, must be considered confidential. The obligation for professional secrecy does not cease by the end of the assignment To ensure a correct and controlled information flow, all contact to the press must be handled by the country management supported by the Communications Department in Copenhagen. Guidelines for contact to press can be found in the Operations Handbook, and on Insite At the end of assignment a debriefing meeting with the manager shall take place and an End of Mission Report shall be produced. The purpose is to provide constructive feedback to DRC on its operations, support systems, human resources, and any other topic that the employee finds relevant DRC does not issue individual, written recommendations for employees who resign or retire. However, on request, a confirmation of employment, documenting the employee's period of employment, position, and salary, may be provided by HR These terms will be implemented in all new contracts for expatriates in DRC as per 1 January, Existing contracts will be updated upon expiration if a new contract is given or at the latest as of 1 April, Copenhagen, 1 April, 2016