1.0 Drug & Alcohol Policy. 1.1 Zero Tolerance Illegal Drugs. 2.0 Roles & Responsibilities

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1 HRP-300 Work Tasks 1.Intercept Oral Swab Drug Test 2.Alco-Scan Breathalyzer Alcohol Test 3.Drug Test Shoreside Laboratory Procedure 4.Drug & Alcohol Testing Logbook 5.Random Drug & Alcohol Testing Web Pages Added or Modified Last 90 Days Commonly Used Forms & Job Aids Duty Status Intoxication Chart Oral Swab Drug Test Consent Form Alcohol Test Consent Form Shoreside Laboratory Shipping Instructions Medical Review Officer Contact info Forms/Job Aids Added or Modified Last 90 Days

2 1.0 Drug & Alcohol Policy It is the policy of both Holland America Line and Seabourn (hereinafter referred to as the Company) that our vessels be operated safely and with maximum concern for the environment. 1.1 ZERO Tolerance Policy - Illegal Drugs The Company has a ZERO TOLERANCE policy regarding illegal drug use. The use, sale, possession, or distribution of illegal drugs either on Company vessels or ashore (including while on leave) is prohibited and will absolutely not be tolerated. A positive drug test will be conclusive evidence of prohibited drug use even if the actual drug use occurred while at home or otherwise prior to joining the vessel. Violation of this policy will result in IMMEDIATE DISMISSAL and removal from the ship at the first opportunity. 1.2 Alcohol Policy The immoderate or unauthorized use of alcohol either onboard or ashore is also prohibited if it results in a person being intoxicated onboard a Company vessel. Intoxication is determined by an Alco Scan Breathalyzer test which measures blood alcohol content. Persons who are found to be intoxicated, as defined in Section 3.0 Alcohol Standards whether Intoxicated On Duty or Intoxicated Off Duty will be relieved of all duties pending a review and determination of Disciplinary Action. Furthermore, the consumption or possession of hard liquor onboard a Company vessel, including any alcoholic beverages other than wine or beer, is prohibited Disciplinary Action for Intoxication After review of the matter by the Executive Vice President, Fleet Operations and the Vice President, Human Resources, the individual will either be dismissed, offered the opportunity for rehabilitation as provided in Section, or face alternative disciplinary action. Decisions regarding appropriate disciplinary action will be made on a case-by-case basis.

3 1.3 Drug and Alcohol Prevention Policy The Company takes an aggressive stance on the prevention of illegal drug use, sales or possession onboard its vessels or ashore (including while on leave); and in the control of the use of alcohol onboard its vessels. This includes, but is not limited to: Pre-employment testing for drug or alcohol use. Random drug and alcohol tests of employees and other personnel onboard. Searches of vessels and employees for prohibited drugs. Security measures to prevent the introduction of illegal drugs onboard vessels by employees or others. Management controls to prevent and discourage the use or possession of illegal drugs onboard or ashore (including while on leave) and the inappropriate use of alcohol onboard Company vessels. Prohibiting crewmembers to possess or consume hard liquor or any alcoholic beverages (other than wine or beer) onboard any Company vessel. 1.4 Compliance with Flag State and International Law In addition, the Company requires full compliance by vessel personnel with all applicable laws, rules and regulations that pertain to the control and use of alcohol or drugs for the flag states of its vessels, as well as the countries within whose waters its vessels sail.

4 2.1 Roles and Responsibilities The Company s reputation and business interests can be seriously undermined by any incident involving the smuggling or use of any prohibited drugs and/or the display of the effects of alcohol by Company staff or crew to guests, shore-based authorities, and the general public. 2.1 All Ship Personnel: a. A high standard of self-discipline is required from company officers and crew who are always on call in the event that unexpected circumstances occur, both while the ships are at sea and in port. a. It is the responsibility of each person in authority to ensure that any individual whose performance is impaired by either drugs or alcohol is relieved of their duties followed by disciplinary action, as appropriate.

5 2.2 Master Responsibilities: a. Initiate a Reasonable Cause search any time they have reason to believe there are drugs or other contraband onboard. b. Conduct Random Searches and note them in the Ship s Log (HAL) or Official Log (Seabourn). c. Ensure that any drugs or contraband found in a search are secured until turned over to the proper legal authorities. d. Ensure that any hard liquor found in a search is destroyed. e. Initiate an investigation of the incident. f. Initiate dismissal proceedings for any individual found in possession of illegal drugs or hard liquor. g. In the event of a major marine incident, coordinate with the Port State authorities, or for incidents in U.S. waters with the U. S. Coast Guard, to determine if drug and alcohol testing (beyond normal Companyadministered testing) is warranted and which crewmembers should be tested. h. Note all incident-related Drug and Alcohol Testing in the Ship s Log (HAL) or Official Log (Seabourn). 2.3 Medical Staff Responsibilities: a. Be proactive in detecting physical signs of drug or alcohol abuse that may be revealed during routine visits to the Medical Center by ship s personnel. b. Conduct reasonable cause drug or alcohol tests on any crewmember when directed by the Master. c. Conduct Random Drug Tests on selected employees each week as notified by the Security Officer. d. Review positive Drug Test results with the Medical Review Officer (MRO). Refer to: Section Drug Testing e. Maintain the Drug and Alcohol Testing Logbook. f. Maintain an adequate inventory of drug and alcohol test supplies and replace the Alco Scan Breathalyzers as directed in Section 5.2 Alcohol Testing. g. Advise the Master, Security Officer on the vessel, the Seattle Human Resources Department, and Fleet Medical Operations of all alcohol test results.

6 2.4 Medical Review Officer (MRO) Responsibilities: The Company has contracted with Dr. Ray Jarris to serve as the Medical Review Officer (MRO). He can be reached at: Mobile: Pager: The MRO will have the primary responsibility to: a. Review positive test results with the medical staff onboard the vessel. b. Talk directly with the individual crewmember regarding a positive drug test result from the shoreside laboratory. c. Conduct a follow-on review in situations where Port State authorities, or the U.S. Coast Guard, are looking into a serious marine incident involving a Company vessel, or when they require specific drug testing. The ship should coordinate with Fleet Medical Operations and the Seattle Human Resources Department to accomplish this required testing at a U.S. DOT certified Lab. 2.5 Senior Officer Responsibilities: a. Ensure that all ship personnel are aware of the Voluntary Rehabilitation Program. Refer to Section. b. If a senior officer suspects that a crewmember is in possession of illegal drugs, the senior officer will in the presence of either the Security Officer or another officer AND the alleged offender: Take possession of and suitably package the drug or substance. Seal the package and label it with the following information for official evidence: i. Date of discovery ii. Time of discovery iii. Place of discovery iv. Name of person who had possession of the substance v. Senior officer will sign the package with his/her full name. vi. Have another senior officer or department supervisor AND the alleged offender BOTH sign the package with their full names.

7 Retain the package in safe custody. Make complete entries in the Ship s Log (HAL) or Official Log (Seabourn). Coordinate with the Security Officer to determine transfer of custody of the package/evidence. For Holland America Line: Refer to MR-900, Section Crew Cabin Searches for mandatory procedures and reporting requirements. 2.6 Security Officer Responsibilities: a. Notify the Medical Department that Random Drug Tests are scheduled. b. Notify employees when they are selected for Random Drug Testing. c. If an employee fails to appear as scheduled for Random Drug Testing, verify with the employee s supervisor that notification was received by the employee, and/or if there was an urgent staffing or duty requirement that prevented the employee from appearing. d. If necessary, escort any non-compliant or unruly employee to the ship s Medical Center for drug or alcohol testing. e. Provide Security Department presence to support the medical staff if a crewmember becomes angry or aggressive about being tested. f. Observe the signature of employees tested for reasonable cause in the Drug and Alcohol Testing Logbook. g. Notify the Master of any positive alcohol test results. h. If a crime has been committed or is suspected, notify the Director, Fleet Security for guidance on the involvement of the appropriate local law enforcement authorities. i. Seize and secure any illegal drugs discovered in Boarding Security Screening, Random or Reasonable Cause Searches, or Port of Call Crew Searches. For Holland America Line, follow the explicit instructions for labeling, chain of custody, and notifications found in: MR-900 Section 9.4 Illegal Drugs and Contraband MR-900, Section 18.5 Search and Seizure of Property MR-900, Section Crew Cabin Searches MR-900, Section 12.5 Disembarking Crew Port Calls

8 2.7 Executive Vice President, Fleet Operations (EVP-FO) Responsibilities: a. Review all suspensions due to immoderate or unauthorized use of alcohol either onboard or ashore. b. Consult with the Vice President, Human Resources to determine appropriate disciplinary action. c. Recommend mandatory rehabilitation programs as a condition of continued employment with the Company (on a case-by-case basis). 2.8 Vice President, Human Resources Responsibilities: a. Review all suspensions due to immoderate or unauthorized use of alcohol either onboard or ashore. b. Consult with the EVP-FO to determine appropriate disciplinary action. c. Recommend mandatory rehabilitation programs as a condition of continued employment (on a case-by-case basis). d. Approve all shoreside inpatient and outpatient rehabilitation programs to ensure they meet the Company s standards for verifiability, quality, and cost. e. Verify that the employee has successfully completed the rehabilitation program. f. Determine any conditions of continued employment by the Company, such as complete cessation of alcohol consumption whether on or off a vessel.

9 It is expressly forbidden for any crewmember or ship s personnel to bring onboard a Company ship any illicit or un-prescribed controlled drugs or contraband as outlined in this Policy. 3.1 Prohibited and Illegal Drugs The list of prohibited substances includes, but is not limited to: Marijuana Medical marijuana. While legalized if prescribed by a medical doctor in some parts of the United States, the possession of any form of marijuana is still a criminal offense: in many Port States worldwide; onboard Holland America ships as a violation of Netherlands law (the flag state for Holland America Line ships); and onboard Seabourn ships as a violation of Bahamian law (the flag state for Seabourn ships). Marinol (an alternative to medical marijuana in capsule form) Cocaine Heroin Phencyclidine (PCP) Other hallucinogens or psychotropic drugs such as LSD Methamphetamines Benzodiazepines Amphetamines

10 The Company reserves the right to conduct searches of its vessels, and persons onboard the vessels, for hard liquor, illegal drugs or any other contraband Random Searches a. From time to time the Company will conduct random searches onboard its vessels. These searches may involve the use of specially trained dogs or technologically advanced detection equipment. b. Random searches may cover the entire vessel. c. No individual s quarters or possessions are exempt from these searches. This includes all officers, medical personnel, crewmembers, as well as concession operators and their employees. d. Crewmembers who refuse to consent to a search of their quarters or possessions will be discharged from the vessel and will be subject to disciplinary action up to and including termination of employment with the Company. e. Any individual found in possession of any amount of illegal drugs will be dismissed from employment and discharged from the vessel at the first opportunity. f. Any individual found in possession of any hard liquor may be dismissed from employment. g. Any individual found in possession of more than a user amount of illegal drugs may be subject to criminal prosecution by local law enforcement authorities in addition to dismissal from employment and removal from the vessel. h. If hard liquor, illegal drugs or contraband are found during a search, they must be secured per the instructions in Section 2.4 Senior Officer Responsibilities. i. The Master will initiate a formal investigation. j. The occurrence of a Random Search shall be entered in the Ship s Log (HAL) or Official Log (Seabourn).

11 3.2.2 Searches for Reasonable Cause Violation of Company Policy a. If a person in authority, a supervisor, or co-worker has reason to believe that a fellow crewmember, or concession operator/employee, is using, selling, or distributing hard liquor, illegal drugs or contraband either on a Company vessel or ashore, they should immediately notify the Master and Security Officer. b. The Master will initiate an immediate search of the suspected individual s quarters and their possessions. c. For security reasons, the search must be conducted by at least two (2) persons including a Senior Officer. For Holland America Line, refer to the procedures outlined in: MR-900, Section Crew Cabin Searches a. The suspected individual does not need to be notified prior to the search for reasonable cause. b. If hard liquor, illegal drugs or contraband are found during a search, they must be secured per the instructions in Section 2.4 Senior Officer Responsibilities. c. The Master will initiate a formal investigation. d. The occurrence of a Reasonable Cause Search shall be entered in the Ship s Log (HAL) or Official Log (Seabourn). e. For due process and required notifications to law enforcement and Company officers, refer to: HRP-0371 Seabourn Company Conduct, Performance and Behavior Standards MR-1000, Appendix B, Conduct, Performance and Behavior Standards

12 These standards apply to all individuals assigned to all Company vessels, at all times, in all waters. The Company defines and determines intoxication by the percentage of blood alcohol content as measured by either an AlcoScan Breathalyzer or blood alcohol test. Violation of the Company s policy prohibiting the use or possession of hard liquor does NOT depend on the crewmember s blood alcohol content. a. No individual shall perform, or attempt to perform, any scheduled operation WITHIN FOUR (4) HOURS AFTER CONSUMING ALCOHOL. b. No individual will consume alcohol while performing scheduled operations. c. Scheduled operations means any task assigned in advance that is related to safety or environmental protection. For example, scheduled operations include, but are not limited to: Standing watch on the bridge, in the engine room, at the gangway, on a tender platform or on the pier. Helping to bunker the ship. Operating, repairing, or maintaining any machinery. Mooring, anchoring, or handling lines. Assisting SCUBA divers or others in recreational activities. Operating tenders or lifeboats. Participating in planned drills or exercises. Working in the garbage room. Cooking on a flambé cart.

13 Status a. Personnel are considered ON Duty during all assigned working hours and scheduled operations (refer to Section ), including overtime hours. b. Senior Staff are always considered "ON Duty. Senior staff include the following positions: Master Staff Captain Chief Engineer Staff Chief Engineer Hotel Director SEH Officer / SENVO c. Crewmembers who refuse to consent to an alcohol test for suspicion of being intoxicated while ON Duty will be subject to disciplinary action up to and including termination of employment with the Company. d. Please refer to the Duty Status Intoxication Chart on this page for the blood alcohol levels that determine intoxication and disciplinary action. Duty Status OFF Duty 30 minutes PRIOR to start of scheduled operations or watch ON Duty 30 minutes AFTER end of scheduled operations or watch Senior Staff ALWAYS ON Duty Blood Alcohol Intoxication Level 0.08% or higher = Intoxicated OFF Duty 0.04% or higher = Intoxicated ON-Duty 0.04% or higher = Intoxicated ON-Duty 0.04% or higher = Intoxicated ON-Duty 0.04% or higher = Intoxicated ON-Duty

14 Status a. Personnel are Off Duty at all times when not On Duty as defined under Section 4.1 Scheduled Operations and Section above. b. Please refer to the Duty Status Intoxication Chart in Section 4.2 for the corresponding blood alcohol level that determines intoxication for disciplinary action. 4.4 Hard Liquor Purchases Seabourn does not sell hard liquor to crewmembers. Holland America Line may, under certain circumstances, permit crewmembers to purchase hard liquor from the vessel s Signature Shops no more than 7 days and no less than 2 days before disembarking the vessel at the conclusion of their sailing assignment for the sole purpose of taking the hard liquor with them when they leave the ship. In that event, the hard liquor will be stored for the crewmember by the shop staff until the night before disembarkation so the crewmember may pack the items in their luggage prior to their repatriation security inspection. The bottle seals may NOT be broken until the crewmember has disembarked the vessel.

15 5.0 Drug and Alcohol Testing a. Testing with chemically-based test methods may be required under this policy. b. Failure to comply with the Company's testing requirements will result in dismissal. c. The testing procedures are not intended to substitute for the normal professional judgment of a person s performance by the vessel s Master. If the Master believes the person s behavior or performance is unacceptable, the fact that he or she has passed the chemical test should not affect the Master's decision to discharge the individual from the vessel. d. If the Master determines a person to be in violation of these standards, there is no need for a chemical test to support the Master's decision to discipline the crewmember as provided in Section 7.0 Disciplinary Action. However, it is good practice and highly recommended that another officer also witness the unacceptable behavior. e. The Medical Staff conducts and supervises all tests conducted onboard. f. Testing will be done in accordance with the procedures outlined in this Policy, good medical practice, and the manufacturer s instructions for specific test kits. g. The applicable forms, Drug Test Record and Consent Form or the Alcohol Test Record and Consent Form, must be completed at time of testing. These forms must be included in the Medical Voyage Report, unless otherwise directed by the Seattle Office. h. When the medical staff conducts a random or reasonable cause drug or alcohol test on any crewmember, the Master shall be informed of the results.

16 a. The Company requires that all persons submit to a Drug Test prior to being hired. b. Former employees who have not been assigned to a company vessel within the previous 12 months must also be tested prior to re-assignment. c. Any person testing positive for illegal drugs will not be employed.

17 5.2.1 Test Methods The least intrusive testing methods available onboard will be used. The standard for onboard, Company-administered drug tests is: a. The Intercept Oral Swab Test is the initial onboard test for any Reasonable Cause situation. b. The Intercept Oral Swab Test is also the standard procedure for Random Drug Tests. The Company uses onboard test kits and equipment in the ship s Medical Center for drug testing Test Results a. If a crewmember admits to the Medical Review Officer (MRO) or a staff officer that they were, in fact, using illegal drugs, then no further testing is required. Disciplinary action will be taken as provided in Section. b. If the crewmember denies using illegal drugs, there will be no discussion with the crewmember pending test results from the designated shoreside laboratory. c. Fleet Medical Operations notifies the ship of all negative test results from both Reasonable Cause tests and Random Drug Tests. d. In the event of a positive test result from the shoreside laboratory, the MRO will contact the crewmember to discuss the results. e. The MRO will talk directly with the individual crewmember. It is the MRO s responsibility to determine if the positive result from the shoreside laboratory is valid or if there is a substantiated MRO-negative. f. The MRO will notify Fleet Medical Operations of their final determination and findings. g. Fleet Medical Operations will notify Seattle Human Resources, the ship s physician, the Staff Captain, and Security (HAL) or the SENVO (Seabourn).

18 5.2.3 Drug Test Shoreside Laboratory Procedure a. The process for all drug tests is done through the Intercept TM Oral Swab and Collection Device. Urine samples are NOT used for drug testing. b. Click on this link for the mandatory procedures: Intercept TM Oral Swab for Drug Test c. Complete the oral swab test and follow the instructions in the Kit. d. The person administering the test completes and signs the Sample Collection Confirmation Form. The crewmember must also sign the Sample Collection Confirmation Form. Note: If the form is NOT signed, then it is considered a fatal flaw in the procedure and will require recalling the crewmember to do the test collection again. e. Important: Enter the name of the vessel in the space for the Site Collection location. f. Place the Intercept specimen vial and chain of custody form into the specimen bag and seal. h. Place the specimen bag into the white box provided in the Kit and seal the box.

19 i. Place the sealed white box into the CORRECT CARRIER overnight shipping carton (see chart below) and use the correct Biological Shipping Account Number. j. Mark the OUTSIDE of the CARRIER BOX with the following label: EXEMPT HUMAN SPECIMENS ORAL SWABS k. Ship DIRECTLY to the laboratory for testing: Clinical Reference Labs W 83rd Terrace Lenexa, Kansas United States of America DO NOT SHIP SPECIMENS TO THE SEATTLE OFFICE. SHIP LOCATION APPROVED CARRIER Biological Shipping Account # International Waters DHL Medical Export United States waters FEDEX Domestic Medical Drug Test Recall Procedure a. A fatal flaw in a drug test can occur for a variety of reasons including the Sample Collection Confirmation forms were not signed by either the person administering the test or the crewmember, the specimen was not collected correctly, the vial was not sealed properly, or the collection device was contaminated. b. In these cases, it will be considered a failure to test and the person must be recalled to repeat the collection process for a new test.

20 There are different types of tests that can be conducted to determine an individual s blood alcohol level. On Company vessels, there are two approved methods: Breath Alcohol Test Blood Alcohol Test a. Since it is less intrusive but equally accurate, the Breath Alcohol Test will generally be used onboard. b. The onboard Breath Alcohol Test is administered by the Medical Department. c. A positive onboard breath alcohol test is confirmed by repeating the test 15 minutes after the initial test. d. To assure accurate readings, the Alco Scan Breathalyzers must be replaced after 200 uses or one (1) year, whichever comes first. Place a sticker on the unit with the date it went into service (the In-service date). In your master calendar one (1) year from this In-service date, make a note to replace the entire Alco Scan unit if a new unit has not been placed into service previously. Keep an ongoing tally of Alcohol tests entered in the Drug and Alcohol Testing Log. Replace the entire unit after every 200 uses. In the event of a major marine incident, blood alcohol tests may still be requested by either Port State authorities, the Coast Guard for incidents in U.S. waters, or another government agency worldwide.

21 5.4 Random Drug and Alcohol Testing a. All persons assigned to Company vessels, at any time, in any waters, are subject to random drug and alcohol testing. This does not include authorized guests, spouses, or children of employees who are not otherwise employed onboard in any capacity. b. While certain drugs (for example, marijuana) may be legal in some countries, it is company policy to maintain a drug-free workplace. The use of drugs while off the ship may result in a positive onboard drug test. c. The Random Drug & Alcohol Testing program is administered by the Company. The names of randomly selected candidates will be provided to the Master from the Seattle Office along with specific instructions for administering the tests. d. Persons who refuse to provide a specimen, attempt to tamper with the sample, or alter the sample, will be terminated from employment with the Company and removed from the ship at the first opportunity. e. Medical prescriptions, over-the-counter medications, or herbal substances that could possibly affect a test result, should be disclosed to medical staff PRIOR TO TESTING. f. Crew who fail the alcohol test will be treated according to the provisions of Section 7.0 Disciplinary Action. g. When random drug and alcohol tests are required of the same individual they will be conducted simultaneously. Random Drug & Alcohol Testing will be administered during normal working hours ( ) either immediately prior to or immediately after a person's scheduled watch, shift, or other duty, or as may be mutually agreed at the discretion of the Master and the Medical Department.

22 Reasonable Cause arises through personal observation by a supervisor or staff officer of a person s unacceptable job performance or unusual behavior. Factors considered in personal observation may include, but are not limited to: Smell of alcohol Slurred speech Staggered walk Erratic or abnormal behavior a. When a staff officer or ship s senior officer has a reasonable suspicion that the employee is in violation of the Company s Drug and Alcohol Policy, TESTING IS REQUIRED. b. The decision to test an employee should not be taken lightly. Testing may only be done when there is A REASONABLE SUSPICION based on personal observation of job performance and behavior. Merely observing an individual having a drink, ashore or onboard, does NOT constitute reasonable suspicion. c. It is highly recommended whenever possible that another appropriate staff officer or ship s senior officer observe and confirm the person's behavior. d. The Master must authorize each test conducted for Reasonable Cause. e. Testing will be conducted as soon as possible by the Medical Department.

23 Any employee directly involved in an incident shall be tested for drug and alcohol use. An incident includes the following types of events: A maritime casualty involving: grounding, collision, flooding, fire, oil pollution, or other serious incident An injury to a crewmember or passenger that requires professional medical treatment beyond first aid, including an injury to a crewmember that renders him/her unfit to perform his/her routine duties Damage to property in excess of $5000 A discharge of oil into the water A discharge of a hazardous substance into the navigable waters, or a release of a hazardous substance into the environment whether or not it results from a maritime casualty Any near miss maritime casualty that could have resulted in the events listed above a. An employee directly involved in an incident is a person who supervises, performs assigned duties in connection with, or otherwise actively participates in, any vessel operation or any activity occurring onboard a vessel that is a significant factor in the events leading to or causing an incident. b. While it is important to carry out the testing as soon as practicable after an incident, a Master should never allow testing to interfere with critical operations generated by the incident. Stabilizing the vessel's condition, stopping a spill, tending to injured personnel, firefighting, etc., must ALWAYS take priority over testing required by this policy. c. When testing is necessary, the Master will take all practicable steps to ensure that any person directly involved in the incident is escorted to qualified medical personnel for the required testing as soon as possible.

24 d. The Master, or senior officer onboard, will coordinate with any applicable Port State authorities, local law authorities, or other governmental agency (if they are onboard) to make the determination of who will be tested. Only those personnel whose actions or decisions could have contributed to the incident should be tested. In most cases, testing will be required of the officer in charge of the operation and those persons directly involved in the incident, including those standing watch. e. In the United States, if the Coast Guard is looking into a serious maritime incident involving a Company vessel, or when they require specific drug testing, the ship should coordinate with Seattle Fleet Medical Operations and the Human Resources Department to accomplish this required testing at a U.S. DOT Certified Lab with follow-on review by an appropriately certified Medical Review Officer (MRO). f. When there is concern about personnel leaving the Bridge or Engine Control Room during an incident, the Master may request the medical staff to report to those areas of the vessel to collect the Oral Swab specimen. g. In the event of an injury to a guest, any crewmember directly involved in the incident will be tested. THE GUEST WILL NOT BE TESTED. h. If an incident involves a pilot, the Master will remind the pilot(s) that the ship has drug and alcohol testing capability onboard. The pilot should be encouraged by the Master to voluntarily submit to drug and alcohol testing ONBOARD. An entry should be made in the Ship's Log (HAL) or Official Log (Seabourn) about this notification and whether the pilot agreed or refused to participate. A pilot who refuses to submit to testing should be removed from the Bridge. i. In addition to the entries in the Drug and Alcohol Testing Logbook, maintained by the Medical Department, an entry will be made in the Ship s Log (HAL) and Official Log (Seabourn) for all incident-related drug and alcohol tests conducted on crew either onboard the vessel or ashore.

25 of Drug and Alcohol Testing Programs The results of ALL FAILED drug and alcohol tests will be reported to Fleet Medical Operations and the Human Resource Department. Statistical reports reflecting the results of all failed drug and alcohol tests for each Company vessel will be provided by Fleet Medical Operations on an annual basis with quarterly updates to: Vice President, Human Resources Executive Vice President, Fleet Operations Vice President, Marine Hotel Operations Vice President, Safety and Environmental Management Systems Vice President, Port Operations Vice President, Technical Operations Senior Director, Seagoing Personnel Vice President, Nautical Operations Director, Fleet Security Director, Safety and Environmental Compliance The vessel Master

26 6.1 Drug and Alcohol Testing Logbook A Drug and Alcohol Testing Logbook will be maintained by the Medical Department for ALL TESTS conducted onboard. EVERY entry will include: 1. The date of the test 2. The time crewmember reported for testing 3. Full name of person tested and their rank/job on the ship 4. Why the test was conducted 5. Name and signature of the person administering the test 6. Name and signature of the witness Test results shall be recorded as follows: DUTY STATUS ACCEPTABLE ABOVE ACCEPTABLE LIMITS ON DUTY: Less than 0.04% Equal to 0.04% or higher OFF DUTY: Less than 0.08% Equal to 0.08% or higher a. Logbook/sheet entries will be signed by the person administering the test. b. When test results are equal to or above the acceptable limits (see chart), another doctor or nurse must witness the test and sign the Logbook entry. c. ALL TEST RESULTS ARE CONFIDENTIAL and should NOT be divulged to anyone other than the Master, the Security Officer onboard the vessel, the MRO, Fleet Medical Operations, and the appropriate law enforcement authorities.

27 7.1 Disciplinary Action Illegal Drugs The use, sale, possession, or distribution of illegal drugs on company vessels or ashore (including while on leave) is prohibited and absolutely will not be tolerated. a. Violation of this policy will result in immediate dismissal and removal from the ship at the first opportunity. b. The refusal to submit to a Drug Test will result in immediate dismissal and removal from the vessel at the first opportunity.

28 7.2 Disciplinary Action Alcohol The immoderate or unauthorized use of alcohol either onboard or ashore is prohibited if it results in a person being intoxicated onboard a Company vessel. The possession or consumption of hard liquor on a Company vessel is prohibited. a. Persons possessing or consuming hard liquor (other than beer or wine) on a Company vessel will be subject to disciplinary action up to and including dismissal. This applies to consumption anywhere on the ship including cabins, other crew areas and guest bars. b. Persons who are determined to be intoxicated, as defined in Section, whether ON duty or OFF duty, will be relieved of all duties and suspended pending further tests and investigation. c. After review of the matter by the Executive Vice President, Fleet Operations and the Vice President, Human Resources, the individual will either be dismissed, offered the opportunity for rehabilitation as provided in Section 8.0 Rehabilitation Programs, or face alternative disciplinary action. Decisions regarding appropriate disciplinary action will be made on a case-by-case basis. d. The refusal to submit to an Alcohol Test shall result in immediate dismissal and removal from the vessel at the first opportunity.

29 It is imperative for the safety of everyone onboard the vessel that the chemical dependency (whether drug or alcohol) of an officer or crew member be identified in time for proactive assistance. a. The Senior Staff for each vessel are responsible for ensuring that all ship personnel are aware of the voluntary rehabilitation program and that they are encouraged to seek assistance when necessary. b. All rehabilitation program information is treated with the utmost confidence and discretion and every effort will be made to assist the individual. c. In the event that the Master of a vessel is determined to be at risk for chemical dependency, the Staff Captain will be responsible for seeking assistance. Refer to: MR-10, Section 5.1.8, Chain of Command COM0611 Seabourn Master s Handover

30 a. Persons who voluntarily approach their onboard supervisors to seek help with chemical dependency will be provided access to voluntary rehabilitation, usually at company expense. b. The supervisor will advise the Master, who will decide whether the person should be removed from duty pending treatment. c. An individual cannot request voluntary rehabilitation as an alternative to dismissal AFTER a violation has occurred. d. A person who voluntarily participates in a voluntary rehabilitation program and who SUBSEQUENTLY TESTS POSITIVE for alcohol after completion of the program shall have their employment TERMINATED IMMEDIATELY. a. In accordance with Section 7.0 Disciplinary Action, the Executive Vice President, Fleet Operations and the Vice President, Human Resources, may advise a crewmember found to have been intoxicated that participation in and successful completion of a mandatory rehabilitation program will be a condition of continued employment. b. A person who refuses to participate in mandatory rehabilitation as a condition of continued employment; refuses to submit to targeted testing during or after participation in the mandatory rehabilitation program; or tests positive for alcohol or drugs after completion of the program shall have his/her employment terminated

31 8.3 Rehabilitation Program Requirements a. Both Voluntary Rehabilitation and Mandatory Rehabilitation programs can include extensive shoreside inpatient or outpatient programs, and may only be offered through the Vice President, Human Resources. b. Rehabilitation programs must be specifically approved by the Vice President, Human Resources as meeting the Company s standards for verifiability, quality, and cost. c. Whatever rehabilitation program is established, the employee must successfully complete or continue in the program requirements, which may include continued attendance at Alcoholics Anonymous (AA) or other out-patient counseling. Failure to do so could result in dismissal. d. Depending on the seriousness of the incident, the terms of rehabilitation may include the complete cessation of alcohol consumption whether on or off a vessel for the duration of an individual's employment by the Company.

32 9.0 Training and Oversight It is the responsibility of every person to comply with the Company's Drug and Alcohol Policy at all times. The Company carries out training to ensure that employees are aware of their responsibilities under the Drug and Alcohol Policy. Employees should feel free to ask questions of their supervisor if they have any doubts concerning this Policy. 9.1 Pre-Employment a. Each new employee will receive, before hiring, a copy of: The Abbreviated Statement of Drug and Alcohol Policy and Notification of Random Testing. b. Any questions concerning the Company's policies will be answered prior to departing for a Company vessel. c. All newly embarking crew will also receive copies of: The Abbreviated Statement of Drug and Alcohol Policy and Notification of Random Testing

33 9.2 Onboard Training a. As a part of the New Employee Orientation Program (Holland America Line) and New Employee Induction (Seabourn), employees will be instructed on the Company's Drug and Alcohol Policy during their first few days onboard the vessel. b. Any questions concerning the onboard policies will be answered at that time. c. Former employees who have not been assigned to a Company vessel within the previous 12 months will also be instructed on the Company s Drug and Alcohol Policy during their first few days onboard the vessel. 9.4 Medical Surveillance The medical staff of the Company and its vessels will be vigilant about any physical signs of drug or alcohol abuse that may be revealed during routine visits by crewmembers to the Medical Center.