Fair Recruitment & Seafarer Employment Standards

1. Honest opportunities and official channels

This policy applies to LT Marine Offshore Services, Inc. staff and representatives involved in sourcing, assessment, documentation and deployment. Managers must explain these requirements to any recruitment intermediary and address conduct carried out in the company's name.

Advertisements must describe genuine opportunities and relevant requirements accurately. Direct applications to registration.lt-marine.com. Do not promise a job, visa, joining date or promotion before the relevant selection and approvals. Applicants may verify a message through crewing@lt-marine.com; an unexpected social-media message is not proof of authority.

2. Fair assessment and eligibility

Assess candidates against relevant qualifications, competence, experience and lawful assignment requirements. Verify age, certificates, medical eligibility and documents through appropriate authorised processes. Do not fabricate an assessment or overlook a deficiency to fill a vacancy.

Explain the main stages and any further information needed. Do not demand a gift, personal connection or favour to progress an application. Do not blacklist a person for honestly raising a concern, refusing an unlawful charge or exercising lawful employment rights. A declined application must not become an informal exclusion list.

3. Recruitment fees and permitted document costs

LT Marine must not levy recruitment or placement fees, visa costs or related prohibited charges on a seafarer or their family, directly or through another person. Do not disguise a job payment as a reservation, processing deposit, compulsory donation, loan or deduction.

Philippine law permits limited personal-document costs for obtaining a medical certificate, seafarer's record book, passport or similar travel documents. Any cost the applicant is asked to bear must be lawful for the assignment, explained beforehand and supported by a proper receipt. Apply any rule or employment term providing greater protection. Shipowner responsibility for visa costs must be respected.

Do not collect a personal commission or require payment to a staff member's private account. Report an unexplained request before paying it so the company can assess the charge and any required correction or refund.

4. Understand the employment agreement

Before signing, the responsible team must identify the employer or shipowner and explain the proposed role, vessel or assignment, duration, pay, deductions, joining arrangements and relevant welfare and complaint contacts. Give the seafarer a real opportunity to read the agreement, ask questions and seek advice.

Provide the required signed employment documents and explain applicable standard terms or collective agreements. Do not substitute less favourable terms through pressure, conceal a material change or require a blank signature. Further approvals and official processing must follow the current rules applicable to the assignment. Principal and agency obligations under law continue to apply.

5. Documents, personal information and choice

Request only information needed for an explained recruitment purpose and handle it under the Privacy Notice and applicable portal notice. Do not ask applicants to publish passports or medical records in social-media comments.

Never retain original documents as security for a debt or continued employment. Where originals are needed for lawful processing or authorised safekeeping, record the purpose, provide a receipt and keep them accessible for prompt return. Explain the proper process for withdrawing an application or raising a proposed contract change without intimidation.

6. Support, concerns and oversight

The responsible crewing team must communicate joining arrangements and the appropriate contacts for employment or welfare concerns. Our 24/7 Hotline: +63 919 003 3093 provides operational and welfare support; immediate danger requires vessel emergency procedures or relevant emergency services.

Use Seafarer Grievance & Welfare for a service or employment concern, and Speak Up & Whistleblower for suspected wrongdoing. External reporting and legal remedies remain available. Management must keep appropriate recruitment records, review complaints and intermediary risks, and arrange corrective action and guidance. This policy complements our Modern Slavery Policy.