LAM_GM_Manual_December_2010_4146741_4146741_01_V1

Employee Manual Manual GeoMobile in Latin America

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EMPLOYEE MANUAL GEOMOBILE in LATIN AMERICA Revision History Version Date 16 15 December 2010

Author LAM RSC

15 14 13 12 11 10 9 8 7

30 September 2008 18 January 2008 8 November 2007 9 February 2007 17 January 2007 24 March 2006 03 March 2006 10 January 2006 9 January 2006

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1 January 2006

Deborah Stockwell Deborah Stockwell Deborah Stockwell Deborah Stockwell Deborah Stockwell William Bogue William Bogue William Bogue Laurent de Molliens William Bogue

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30 October 2005

4 3

1 June 2005 23 May 2005

2 25 April 2005 1 23 April 2005 Filename

Comment Updated of Vacation, Repatriation Home and Inclusion of International Wire Transfer Reimbursement Update of Family Status Change to VTE Policy Change to Medical Leave Policy Correction in Pension eligibility for Rehires Inclusion of Schooling Tax Assistance Change in CSI MedTrack included Correction to paragraph 15.4 Final corrections and updates

Final update before publishing. Updates and corrections R. Paget de Oga Up-date after finalization of Administrator Handbook R. Paget de Oga Up-date after contract decision R. Paget de Oga Includes “best of” EuropeMobile Manual + “repatriation” R. Paget de Oga Version Up-date LAM GM team Initial version LAM GM Manual_September 2008

Employee Manual Manual GeoMobile in Latin America

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Contents: PREFACE..................................................................................................................................................................... 3 INTRODUCTION ......................................................................................................................................................... 4 Section 1 – EMPLOYEE GROUPS and EMPLOYMENT .............................................................................................. 6 Section 2 – QUALITY, HEALTH, SAFETY & ENVIRONMENT .................................................................................... 7 Section 3 – BUSINESS CONDUCT STATEMENTS .................................................................................................... 7 Section 4 – SENIORITY & ABSENCES ...................................................................................................................... 8 Section 5 – FAMILY STATUS .................................................................................................................................. 10 Section 6 – CHILDREN’S EDUCATIONAL ASSISTANCE ......................................................................................... 18 Section 7 – HOUSING ASSISTANCE....................................................................................................................... 20 Section 8 – REMUNERATION ................................................................................................................................. 21 Section 9 – TAXES ................................................................................................................................................... 23 Section 10 – HEALTH CARE PLAN .......................................................................................................................... 24 Section 11 – INSURANCE PLANS ........................................................................................................................... 24 Section 12 – VACATION & DAYS OF REST ............................................................................................................ 25 Section 13 – TRANSFERS & TERMINATION OF EMPLOYMENT ........................................................................... 29 Section 14 – BUSINESS TRAVEL & RELATED and ENTERTAINMENT................................................................... 31 Section 15 – DEFERRED BENEFITS ......................................................................................................................... 31 Section 16 – REPATRIATION HOME ....................................................................................................................... 37 Section 17 – MEDTRACK ........................................................................................................................................ 38 Section 18 – HANDBOOK UPDATES ....................................................................................................................... 40

Employee Manual Manual GeoMobile in Latin America

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PREFACE Intended Audience This manual summarizes the employment policies, procedures and benefits applicable to Schlumberger GeoMobile Employees in Latin America. As a practice, GeoMobile status is not normally applicable at the start of employment, or as an automatic conversion from a resident assignment for a non-national living outside his/her country of origin. The Company will offer the GeoMobile status to eligible employees at the time of relocation, and employees should not expect to remain on a GeoMobile status for their entire career. Imbedded in this principle is the fundamental concept that employees have equal opportunity for career advancement regardless of the mobility status from which they start.

Eligibility to GeoMobile: Most positions that do not require employees with global mobility can be staffed by regional staff using the GeoMobile status. Generally, the offered position is one of the following categories: - General & Administrative jobs G14 and below - Technical marketing support jobs (e.g. Contracts, Communications) G14 and below - Field Support jobs (e.g. Maintenance, mechanics, electricians/lab techs, etc), G14 and below - All non-commuter Field Specialist jobs (e.g. Service Supervisor, Directional Driller, etc.) G11 and below. - All Petro-Technical Experts (PTE) G11 and below (including but not limited to Geoscientist, Reservoir Engineers, Production Engineers, Drilling Engineers, Geologist, Geophysicist-DP, Geophysicist, Petrophysicist, PERFORM/GeoSteering Expert, Drilling Plan Center Engineer, REW Domain Champion, DESC Engineer, Production Petroleum Engineer, WCP Architect, Solutions Architect) - All positions in a Research, Engineering or Manufacturing center regardless of grade/band and segment A general exception to the above is for individuals who are working in GeoMobile-eligible positions but are there on development assignments (e.g. Recruiter, Personnel Manager, Technique, QHSE from the field, etc.) Any employee, in the above mentioned job categories, who originates from a country within his/her Zone of assignment, will be eligible to GeoMobile status. Some exceptions to the above may exist, as the GM eligibility guidelines have been reviewed since the launch of the GM status. Any employee currently on GM status that is no longer in a GeoMobile Eligible position, may change status on their next transfer outside their current country of assignment. In no cases will an employee change status to International Mobile while remaining in the same country of assignment.

Employee Manual Manual GeoMobile in Latin America

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INTRODUCTION Schlumberger Schlumberger was founded in 1927 by Conrad and Marcel Schlumberger to provide wireline services to the oil industry. A Schlumberger crew ran the first electrical log ever recorded in a drill hole. This took place in Pechelbronn, France in 1927. Since then the Company has diversified into other oilfield services, businesses associated with instrumentation and electronics, and communications. Today, Schlumberger is a Fortune 500 Company listed on the New York Stock Exchange with principal corporate headquarters located in New York and Paris. Living Our Values: Making the most of our unique assets Schlumberger is a global oilfield technology, project management and information solutions company committed to providing services that enhance and optimize our customers’ performance. To deliver this value to our customers, we capitalize on our global culture, deep understanding of customer workflows and processes, and extensive experience in developing and deploying innovative technology solutions. The Schlumberger Values Our work is underpinned by three well-established company Values that focus on people, technology and profit. •

Our people thrive on the challenge to excel in any environment and their dedication to safety and customer service worldwide is our greatest strength.

•

Our commitment to technology and quality is the basis for our competitive advantage.

•

Our determination to produce superior profits is the cornerstone for our future independence of action and growth.

Commitment to customers Schlumberger is committed to excellence in everything we seek to do. We aim to do business in a consistent and transparent way with all our clients and do not hold equity stakes in our customers’ assets. Customers place a great deal of trust in us, particularly when it comes to handling sensitive and confidential information. Our reputation for integrity and fair dealing is vitally important in winning and retaining this trust. Our People Schlumberger draws its strength from its culturally diverse community of women and men. As a service

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Company we rely on a reservoir of talent to ensure the innovation required to be successful in a truly global market place. This reservoir is the result of the way we recruit and develop our people. We do not have a set personality profile to which we expect people to conform. The personality of each individual becomes a part of a culture of unity that is one of the greatest strengths of Schlumberger. Excellent qualifications, motivation, creativity, responsibility, initiative and respect for others are key words describing our people. Training The position of Schlumberger as a market leader has been maintained through the technical excellence of its people. Schlumberger provides the opportunity and encouragement to learn and develop. The motivation, commitment and performance of the individual will determine his/her success. Intensive ongoing training, implemented uniformly around the world, helps to build the knowledge and skills needed to manage the diverse personnel, technical and financial issues. Personal development is a way of life throughout one’s career. A GeoMobile assignment could constitute a career development, provide a deeper understanding of Schlumberger and the oil industry and equip individuals with additional competencies. As skills and abilities are developed, the opportunity to work on increasingly difficult tasks is entrusted to the Employee. Career Opportunities Schlumberger offers diverse career opportunities with positions for the right candidates in varied functions. All Employees have an equal opportunity for promotion based on their qualifications, performance, aptitude and potential. It is the Company's policy to promote from within the organization. Career progression is managed using two main tools: the annual career Development Plan (CDP) and the Career Orientation Review (COR). The Career Development Plan (CDP) is prepared with the Employee’s immediate supervisor and is used to decide on training courses, particular assignments or projects, etc., for the upcoming year. The Career Orientation Review (COR) is conducted at 3-5 year intervals. The COR involves the two levels of management immediately above the Employee. Career aspirations, personal situation including family issues, a historical review of strengths and development areas, etc., are discussed to try and set general career directions. The result should be a much clearer understanding of the individual's future role with Schlumberger. Together, the CDP and the COR guide the Employee’s progression in the Company. GeoMobile Compensation Package The principles of the compensation are: - To support and be consistent with the business strategy and objectives - To be competitive in the appropriate labor markets - To recognize and reward effectively individual contributions - both short term performance and long-term potential

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The GeoMobile compensation package is divided into 3 main parts: - Cash - Fringe Benefits - Deferred Benefits 1. Cash Cash remuneration comprises the host base salary, the GeoMobile premium, the geographical coefficient (if applicable), the operating bonus (if applicable), and the incentive bonus (if applicable). 2. Fringe Benefits Fringe Benefits comprise Housing Assistance, Education Assistance, Health Care, Insurance, Vacation / Days of Rest and Vacation Entitlement. 3. Deferred Benefits Deferred Benefits comprises the Host Country Profit Sharing if applicable, Separation Indemnity as per Host Country regulation and the Defined Contribution Pension Plan.

Section 1 – EMPLOYEE GROUPS and EMPLOYMENT The employment status is defined in the Employee’s Letter of Employment. The assigned status is determined by several factors such as mobility, location and scope of function. 1.1. Mobility There are three primary conditions that have to be satisfied by GeoMobile Employees: - The Company considers them suitable for foreign assignment and has a need for their mobility. - They are willing to accept an assignment with their family. For Employees on married or domestic partner status, every effort will be made to ensure that moves will happen at the right period and with proper notice. The expected duration of the assignment is intended to be for a minimum of 3 years, renewable after review and approval by the Personnel and Employee Services Managers. - They have been in their home assignment for no less than 3 years; as a practice, GeoMobile status is not normally applicable at the start of employment. The Company or the individual may review the mobility status at any time. 1.2. Employment Status Country of origin (home country) is defined in the Letter of Employment. It must match the country whose passport the Employee holds. In case of dual nationality, the individual’s nationality is that under which he/she applies for employment.

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The home base of the new Employee is further defined by specifying a City of Origin in the Letter of Employment. The city specified must be located in the Country of Origin as covered by nationality. Neither the Country of Origin, nor the City of Origin, can be changed. The present manual applies to all GeoMobile Employees assigned in Latin America, including but not restricted to Mexico, Venezuela, Trinidad, Colombia, Ecuador, Peru, Bolivia, Argentina, and Brazil. During their career, GeoMobile Employees may expect to change their employment conditions according to those of the country to which they are assigned. Employees will sign their GeoMobile contract with the legal entity of their host country for a specific length of assignment. Contract arrangement may vary dependent on the host country.

Section 2 – QUALITY, HEALTH, SAFETY & ENVIRONMENT The long-term business success of Schlumberger depends on our ability to improve our products and services continuously while protecting our people and the environment in which they work and live. It is a commitment, which is in the best interests of our Customers, our Employees and our Stockholders. A strong and visible Quality, Health, Safety & Environment (QHSE) policy is at the heart of Schlumberger business and life. All Employees must actively involve themselves in its practice in order to maintain our business and market leadership and to ensure that Health, Safety and Environmental considerations remain a priority for all. In order to do so, Employees are, in particular, not only expected to comply with all applicable Company, Client and local Policies, standards and procedures, but also to contribute to the continuous improvement of all processes through individual creativity and team participation. This includes: - assuming personal responsibility for one’s health - participating actively in developing a safe working culture and in the risk identification and reduction process. - contributing personally to maintaining and promoting a clean environment Please refer to all QHSE standards and policies: QHSE Standards

Section 3 – BUSINESS CONDUCT STATEMENTS Please refer to the following Web Site: Schlumberger Ethics and Business Conduct Code of Ethics (pdf's available in 7 languages)

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Section 4 – SENIORITY & ABSENCES 4.1. Group Seniority (also known as recognized seniority) This is the length of continuous employment with Schlumberger Limited or any of its affiliates or subsidiaries. The starting date used to calculate an Employee's seniority is that stipulated in the Letter of Employment. However, the seniority date may be bridged/adjusted in case of re-employment or returning to work after a period of suspended employment or Personal Development Leave of more than one year. Re-Employment. Schlumberger does not normally re-employ ex -employees. In other cases, the seniority of a re-employed individual is computed as in one of two ways: If PUN < 12 months, then DORS = DOIH If PUN > 12 months, then DORS (new date established) = DOIH - PUN Where DORS = Date of Recognized Seniority DOIH = Date of Initial Hire PUN = Period of Unemployment 4.2. Compassionate Leave For the employee In case of death of a direct relative (spouse, domestic partner, child, parent or a brother or sister) of the Employee, Compassionate Leave of up to seven days is granted. Remuneration continues during this leave, and travel expenses (travel class as per “Transfers”) for the Employee to attend the funeral are reimbursed. For his/her spouse/ domestic partner In case of the death of a direct relative (parent, or a brother or sister) of the Employee’s spouse/ domestic partner, travel expenses (travel class as per “Transfers”) for the spouse/ domestic partner to attend the funeral are reimbursed. 4.3. Medical Leave Any absence from work arising from temporary incapacity due to an accident or illness (properly supported with medical certificate) is considered as medical leave. In most cases the employee will be eligible to receive a salary continuation benefit through the Host Country Social Security or insurance system. The employee must follow the local procedure as defined in the host country to provide proper medical certification of the incapacity and apply for the salary continuation benefits.

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In the event that the local plan does not cover salary continuation in the case of work incapacitation, or the coverage is lesser than the amount described below, the Company will provide a supplementary benefit to the employee. In this case, the combined amount of any local payment (social security, insurance, worker’s compensation, etc.) and the Company supplementary benefit may not exceed the amount described below. • •

100% of basic salary, GeoMobile Premium, and geographical coefficient (if applicable) for a Maximum period of 6 months from the day of interruption of work. 60% of basic salary, GeoMobile Premium, and geographical coefficient (if applicable) for a maximum of 6 additional months.

Prior to receiving any supplementary benefits from the Company, the employee must provide proper documentation of their application for local benefits, including a detailed summary of any benefits received in both the Host and Home country. Should the employee become incapacitated outside the country of assignment and is unable to return to Host Country or apply remotely for local benefits, this requirement will be waived. Successive periods of Medical Leave separated by less than 3 months and occurring within a 12 month period are added together and considered as one continuous period of incapacity. Should the employee elect to return to his/her home country to receive medical treatment, the geographical coefficient will be set to 1.0. Medical expenses associated with the Medical Leave, are covered as described in Health Care Plan, Section 10.

4.4. Maternity Leave and Post Maternity Leave Eligibility

All female Employees are eligible for Maternity Leave. The Employee should notify the Company as soon as she is aware of her pregnancy and provide a medical certificate attesting to this. She should immediately stop any field or wellsite operations activities and will be temporarily assigned to a non-field position. Rules This will be described at host country level. This will represent no less than 12 weeks. In the event that a female employee has twins or triplets, the minimum should be increased to 16 weeks. Remuneration This will be described at host country level. Expenses Reimbursement of maternity medical expenses is as described in Section 10, Health Care Plan. Vacation No vacation is accrued during Maternity Leave. 4.5. Paternity Leave

Employee Manual Manual GeoMobile in Latin America

Eligibility Rules

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All male employees whose wives or partners are expecting a baby. This will be described at host country level. This will represent no less than 5 days of fully paid Paternity Leave. This leave must be taken within one month of the child’s birth.

Section 5 – FAMILY STATUS The Family Status of an employee is defined as “single”, “married” or with a “domestic partner”; additionally employees can be recognized as “divorced” or “widowed”. The Family Status is further categorized by the number of “dependent children” and/or “recognized children”, if any. See below for definitions. The Family Status is used in connection with policies and plans pertaining to housing, healthcare, educational assistance, vacation travel and life insurance, and in certain other deferred and insured benefits plans. 5.1. Definitions For the purposes of this section and the associated benefits as described in this manual the following definitions are used: “dependent child” is defined as the biological or adopted child of an employee. “divorced” is where the employee was legally married, has undergone a legally recognized divorce and has not remarried or is not in a declared domestic partnership. “domestic partner” or “partner” is defined as the partner in a declared domestic partnership; which for the purposes of this Section means any form of interpersonal relationship between persons of opposite sex or between persons of the same sex living together and sharing common domestic life without being legally married or in a legally recognized common law marriage. “married” is defined as when an employee is legally married or in a legally recognized common law marriage. “recognized child” is defined as the biological or adopted child of an employee’s spouse or domestic partner but who is not the biological or adopted child of the employee. “single” is defined as when an employee is neither legally married nor in a domestic partnership. “spouse” is defined as being a spouse in a legally recognized marriage or in a legally recognized common law marriage.

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“widowed” is where the employee was legally married, his/her spouse is deceased and where the employee has not remarried or is not in a declared domestic partnership. For the purposes of calculating deferred and insured benefits entitlements, the words “married” and “spouse” wherever used in the relevant sections of this Manual shall have the same meaning as the meaning ascribed to them above. 5.2. Married and Common Law statuses To be considered married by the Company, the employee must provide a legally valid marriage certificate, or, for common law marriages, supporting documentation acceptable in content to the Company. For common law marriage to be considered by the Company as legally recognized, documentation establishing it must originate in the employee’s country of origin, the spouse’s country of origin or in the current or a prior country of assignment. This documentation must have originated because the partners have specifically committed to each other in a formal and legally recognized common law marriage. “Ad hoc” proofs such government or embassy declarations, joint banking arrangements, affidavits, sworn statements, inter-personal declarations, etc. are not acceptable. As an example, acceptable documentation, at the current publication date, include the PACS in France and some common law marriages in some states in the USA. As each country will have a different means of recognizing common law arrangements, there is no standard reference for such documentation. In case of any queries regarding the validity of paperwork for a common law status from a particular country, the RSC covering that country will be consulted. In cases of doubt the Company reserves the right to reject paperwork which validity is not upheld by the RSC. Subsequent to acceptance of a marriage certificate or appropriate paperwork for common law arrangements, the spouse will be eligible for all benefits described in this manual, unless otherwise excluded in this section. 5.3. Domestic Partners The company will recognize an employee’s domestic partner for the purposes of Housing and Vacation Travel Allowance only. The employee can opt to have his/her domestic partner covered under the International Health Care Plan with the employee contributing to plan premiums, see below. Domestic partners are not considered to be spouses under the terms of the “excluded” plans, that is the Life Insurance plan, the International Staff Pension Plan, the Deferred Medical Program and any other plan where benefits are deemed to be for spouses only or the calculation of benefits is based on being married. To be eligible to be considered as a domestic partner, the following conditions must be satisfied: - The employee must sign an affidavit in a form provided by the Company that confirms the following conditions and formally accepts that the domestic partner has no claims against the “excluded” plans as listed above unless the partner has officially been deemed as a beneficiary

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under the plan rules. - The domestic partner must be legally resident in the country of assignment and proof of such is required. A visitor’s visa, tourist visa or other short-term visa is not proof of residency. - The employee and his/her partner must have been living together for a period of six months or more at the time of the notification above. The employee may be required to provide satisfactory proof of the same to the Company such as a joint rent/utilities statement, etc... - The employee must provide satisfactory proof to the Company of a shared commitment to each other, such as a co-mingled bank account, joint mortgage statement, designation of beneficiary forms, etc... (Note: the above two points could be proven by the same supporting document.) - The employee’s partner is 18 years of age or older at the time of the notification above. - Neither partner is legally married to anyone at the time of the notification above and throughout the domestic partnership. - The partners are not blood relatives. - The employee agrees that his/her partner’s personal information will be provided to the Company as required and may be used in the day-to-day administration of benefits and other plans. Special Notes on Marriage/Common Law/Domestic Partnerships To be eligible for married-status housing and to be included in the Vacation Travel Allowance, a spouse or a domestic partner must be living with the employee in the assignment location for a minimum of eight months per year. The only exception to this is in the year when a relationship has just begun or the year when a relationship ends. If no marriage certificate, common law paperwork or domestic partnership affidavit is furnished to the company, the employee will be considered as single. No notification shall be considered given until all required documentation is submitted. It is the responsibility of the employee to provide timely and up-to-date notification and proper documentation as retroactive submission to claim benefits is not permitted. This is extremely important in the case of Life Insurance and IS Pension, where a spouse has specific rights accorded to him/her based on being married to the employee. The Company recognizes only one spouse or domestic partner per employee. In the case of divorce or dissolution or negation of a common law marriage or a domestic partnership, it is the responsibility of the employee to notify the Company and provide the necessary paperwork. If such paperwork has not been received by the Company but the Company becomes aware that such a relationship has stopped, the Company reserves the right to stop the relevant benefits with retroactive effect. The Company will accord the same treatment for benefits as described in this section to samesex marriages and same-sex common law marriages, provided that such legal or common law marriages are legally recognized through formal paperwork acceptable to the Company, are not legally prohibited in the country of assignment, and are culturally and socially accepted in the country of assignment (see below).

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The company will accord the same treatment for benefits as described in this section to samesex domestic partners provided that the domestic partnership satisfies the conditions stated under “Domestic Partners” above, is not legally prohibited in the country of assignment, and is culturally and socially accepted in the country of assignment (see below). While the company will respect all arrangements as noted above, the permissibility of bringing common law spouses and domestic partners to the assignment location may be proscribed by the law in the country where that location is situated. While the Company will take all reasonable measures to have a couple living together in the assignment location it cannot guarantee that this can happen in every case. Furthermore, the Company is required to advise employees that they must not bring common law or domestic partners to a location and establish an interpersonal relationship in company-provided accommodation where such relationships are illegal. Whereas the Company may already recognize a common-law or domestic partnership, based on assignment country legal and social considerations, employees should be aware that the benefits associated with a common-law marriage or domestic partnership may not be granted in every assignment. Where employees are legally married to a same-sex partner or are in a declared common law marriage or have registered a domestic partner: - The company cannot guarantee that a full range of international assignments will be possible. - Where the laws of a country restrict entry or work visas or permits to opposite-sex legally married spouses only, or to such other specific category of partners or marital status, the company will comply with such laws. - Where the laws of a country do not allow common law spouses or domestic partners to live together or do not permit the provision of mutual benefits to them, the company will comply with such laws. - Where there is no specific law against it but the living together of or provision of benefits to common law spouses or domestic partners may be not be accepted culturally or socially in the location of assignment, the company will decide on the suitability of the assignment on a case-by- case basis. Note that where a domestic partner must leave the country for visa re-issue purposes, the company will not directly pay for such trips. Acceptance of paperwork and beginning of benefits A common-law marriage is deemed to be accepted when the Regional Service Centre has received and reviewed the appropriate paperwork and made appropriate checks to ensure the validity of the documentation submitted. A domestic partnership is deemed to be accepted when the Regional Service Centre has received and reviewed the affidavit and supporting paperwork and made appropriate checks to ensure the validity of the documentation submitted. If the documentation is insufficient, not accepted or the relationship illegal or not acceptable in the assigned country, the employee will be informed.

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The provision to an employee of benefits for a common-law spouse or domestic partner will begin on the first day of the month that the submitted documentation has been accepted by the Company. Benefits will be prorated for the year that the paperwork has been submitted.

5.4. Dependent Children In addition to the definition given above, a “dependent child” is defined as one who is unmarried, unemployed, in the legal custody of the employee, under 19 years of age and who lives with the employee in a customary parent-child relationship. If all of the above conditions are fulfilled except that the child is away from the location in approved secondary education, that child will still be considered by the Company as a dependent child. If the child is enrolled in post-secondary or university-level (“tertiary”) education, the dependent child status is extended for Health Care and Vacation Travel purposes only until the child reaches age 25. Once the child attains age 25, such benefits will automatically cease. Note: children in tertiary education are not counted for housing purposes, see “Benefits based on Family Status and Dependent Children” below. Children of an employee living with ex-spouse The employee must declare in writing to his/her Manager and Personnel Manager his/her family situation in order to be eligible for benefits as described below. Retroactive claims are not permitted. If a child of an employee living with his or her former spouse: - has not been formally adopted by another person. - is unmarried, unemployed, in the legal custody of the employee and under 19 years of age (or under age 25 if in tertiary education); then the employee is eligible for the following benefits with respect to such a child: • Housing: No entitlement. • Children's Education: No general entitlement. However, a “soft-landing” approach will be followed when a child has been living with the employee on an expatriate assignment and leaves that location after the separation/divorce. In this situation the Company may approve through its RSC Manager the reimbursement of a maximum of two years of primary or secondary education (as defined in the “Children’s Education” section in this manual) in order to allow the concerned child to finish his or her exams and/or for preparation to go back into the residence country education system. This can only occur immediately following the departure from the location and the child must continue to follow the same schooling system as he or she did when he/she was with employee.

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• Vacation Travel Allowance: No Entitlement. The employee may claim for one return Economy ticket (lowest fare possible) per year for the child from the child’s home to the employee's assignment location or from the child’s home to the employee's city of origin. This is an actual used ticket claimed on expenses; it is not an entitlement or an allowance. This benefit is extended up to under age 25 if the child is in tertiary education. Proof of such education is required. • GM Medical Plan: The child is covered as per the GM Medical Plan terms and conditions. The local health care system however must be used as the prime source and GM Medical Plan must be used as “top-up” only for this benefit to apply. 5.5. Recognized Children Typically this will be the case when the children of the employee's spouse or recognized domestic partner, but who are not the biological or adopted children of the employee, are living with the employee. The Company must be provided with the appropriate marriage certificate or Employee Affidavit Requesting Domestic Partner & Children Recognition and children’s birth certificates. If the Child is unmarried, unemployed, under 19 years of age and lives with the employee in the assigned location, the employee is eligible for the following benefits regarding such child: • Housing: Entitled as per GeoMobile manual and local GeoMobile Housing terms and conditions. • Children's Education: Entitled as per GeoMobile manual terms and conditions. • Vacation Travel Allowance: Entitled as per GeoMobile manual terms and conditions. • International Health Care Plan: Employee may opt to have the child covered as per the IHCP terms and conditions and with the employee contributing to plan premiums, see below. If the Child is unmarried, unemployed, under age 25 and in tertiary education, the employee is eligible for the following benefits regarding such child: • Vacation Travel Allowance: Entitled as per GeoMobile manual terms and conditions. • International Health Care Plan: Employee may opt to have the child covered as per IHCP terms and conditions and with the employee contributing to plan premiums, see below.

Notes: If child has been formally adopted by the employee, then he/she is treated as per definitions in the GeoMobile manual.

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The employee is not eligible and/or may not claim for Children’s Education and GM Medical Plan coverage if the child is already receiving such benefits directly from a parent and/or under the stipulations of a divorce settlement. Recognized children are not considered to be dependent children under the terms of the “excluded” plans, that is the Life and Incapacity Insurances, the Pension Plan, the Post Employment Medical Plan and any other plan where benefits are deemed to be for dependent children only or the calculation of benefits is based on the child being the biological or adopted child of the employee. The company reserves the right not to make the employee eligible for benefits in respect of recognized children where the provision of these benefits is either illegal or not culturally or socially acceptable in the country of assignment. The company will respect all local laws in such matters. Recognized children are deemed to be accepted when the Regional Service Centre has received and reviewed the affidavit and supporting paperwork and made appropriate checks to ensure the validity of the documentation submitted. If the documentation is insufficient, not accepted or the relationship illegal or not acceptable in the assigned country, the employee will be informed. The provision to an employee of benefits for recognized children will begin on the first day of the month that the submitted documentation has been accepted by the Company. Benefits will be pro-rated for the year that the paperwork has been submitted. 5.6. Notes on Family Status Recognition of Domestic Partners Please note that Recognition of Domestic Partners will only occur at time of next transfer. That is, for employees currently recognised as single, the recognition of a DP will now occur at the next transfer. Domestic partnerships already recognised remain valid. Special Cases In all special cases such as divorce, re-marriage and/or adoption, the employee is obliged to declare his/her family situation to his/her Personnel Manager who will consider each case based on the terms and conditions as provided in this section. In cases where the employee makes a claim for family members under a company plan but the spouse and/or dependent children do not match those on record, the Company reserves the right to refuse such claims. In all cases, the employee is required to provide documentary evidence acceptable in content and form to the Company, such as birth certificates, legal custody agreements, proof of alimony payments, etc., in order to be entitled to reimbursement of any relevant expenses. Benefits based on Family Status

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It is recognized that certain employee benefits are based on the family status of the employee and thus such benefits can vary both upwards and downwards. For example: • A newly born or adopted child could increase the housing benefit (if applicable and according to Housing policy in effect at the location at the time). The increase would occur from the first day of the month in which the employee’s family status has changed. • Once a child is no longer classed as a dependent or recognized child, the housing benefit of the employee will decrease (if applicable and according to Housing policy in effect at the location at the time the dependent child ceased to be considered as such) upon the first change of residence or upon a transfer, whichever occurs first. IHCP Coverage for Domestic Partners and for Recognized Children As stated above, employees may benefit from IHCP (International Health Care Plan for Mobile employees) coverage for a recognized domestic partner and/or for recognized children. In addition to the published IHCP terms and conditions, the following apply: • All other terms and conditions of this section apply for recognition of the domestic partner. • All other terms and conditions of this section apply for recognizing children. Where special cases exist outside the conditions stated in this section, the employee must inform his/her GeoMarket Personnel Manager who will decide on a case-by-case basis based on the merits of the situation. • Employee must specifically request coverage in the Employee Affidavit Requesting Domestic Partner and/or Child Recognition; coverage is not automatic. • The employee will contribute 50% of the prevailing monthly plan premium for a domestic partner and 50% of the prevailing monthly plan premium for one or more recognized children. This will be done via monthly payroll deductions. Note: where the employee requests coverage for both a recognized domestic partner and for recognized children, the employee will pay 100% of the prevailing monthly plan premium.

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Section 6 – CHILDREN’S EDUCATIONAL ASSISTANCE While recognizing that a child's education is the fundamental responsibility of the parents, the Company realizes that adequate schooling may entail unduly expenses for Employees due to their required mobility. 6.1. Eligibility The Company participates in schooling expenses under the following conditions: - Assistance applies to children in the legal custody of Employees under Married or Domestic Partner Status assigned outside their country of origin. - Assistance applies to Dependent or Recognized Children. It covers that part of the school year following the child's fourth birthday and is extended until the end of the school year in which the child reaches 19, providing he/she is undergoing High School or equivalent education. - In no case does the Company pay for post-secondary education. 6.2. Educational Assistance Financial limits of schooling and reimbursement procedures are defined at Host Country, within reasonable limits to cover private schooling locally. Indirect schooling costs such as schooling uniforms are not covered. In most Latin countries Schooling Assistance is a taxable benefit. Please see below for details of Schooling Tax Assistance. Two cases are considered depending on the availability and the quality of the local schooling and the age of the child: 1. Same language schooling facilities available and deemed adequate at place of assignment Private schooling will be the priority. 2. Same language schooling facilities not available or deemed inadequate at place of assignment Schlumberger will consider the assistance for an international school, up to a maximum defined at host country level. For any specific question, we do recommend employees to contact their Personnel or Employee Services Manager. 6.2.1 Schooling Tax Assistance In countries in which schooling is taxable, the Company will share the tax cost by applying a multiplier on approved school fees. The following multipliers, determined by the Host Country, will apply:

Employee Manual Manual GeoMobile in Latin America

Country Peru Chile Ecuador Mexico Argentina Bolivia Brazil Trinidad

Multiplier 1.40 1.40 1.40 1.30 1.40 1.10 1.20 1.25

For example (29% Tax Payer with a multiplier of 1.30): Cost of School Fees: 1.30 Multiplier (.30%): Tax on Schooling (29%) Annual Direct Cost to Employee:

$3,000 USD $900 USD $3,900 USD $1,131 USD $231 USD

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Employee Manual Manual GeoMobile in Latin America

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Section 7 – HOUSING ASSISTANCE GeoMobile Employees are Housing Assisted (HA): The Company pays an allowance that covers part of the reasonable and customary renting cost. The Employee provides house furniture and pays utilities and running costs. For specific local reasons, in Venezuela, the Company provides Employees with a furnished house. The employee would then be Housing Provided (HP) Details of the Housing Assistance will be described on a country basis, following the Home Country Mobile Manual policy for each specific country. 7.1. General statement The Company will provide an allowance that assists the employees to obtain suitable accommodation within proximity of the employees’ assigned location. The allowance will be dependant upon the marital status of the employee and is referenced to the local market. In some specific circumstances, the Company may enter a lease on behalf of the employee. If the Company already has suitable accommodation, the arriving employee will be expected to take it over. The company will provide relocation assistance to ensure a smooth transition to the Host Country. This will include the search for suitable accommodation. Please refer to the specifics of the relocation policy of your host country, before departure of your home country. Arriving personnel will be advised by their receiving Personnel Manager/Adviser the name of the Coordinator, who will manage their move to their host country. 7.2. Utilities In principle, the Company does not cover the cost of utilities; these are to be funded by the employee unless otherwise described in the host country Housing policy. 7.3. Moving within the living area Any costs associated with moving house whilst assigned in the same location will be the responsibility of the employee, except where the contract is terminated by the landlord. 7.4. Approvals Approval of the Relocation Coordinator must be obtained before proceeding with the following:

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- The lease agreement signature, whether or not the Company are directly paying the lease (this includes lease renewal for a further period) - Repairs/cleaning needed on taking over rented accommodation - Shipping of furniture etc. Your Manager must approve all expenses/claims related to moving. 7.5. Housing allowances Housing allowances are reviewed periodically depending on the movement in the market. The current allowance will be advised to you within your assignment documentation and discussed with you by your Relocation coordinator prior to you starting your home search. Housing benefit will be reduced when schooling ceases for dependant or recognized children.

Section 8 – REMUNERATION 8.1. Currency of Payment Salaries are expressed, and paid locally, in local currency. As per the country practice, salaries quoted may include all the premiums that an Employee may be entitled to under the laws of the country of assignment. Salaries are paid in a lump sum at the end of each pay period. The Company cannot hold them to the Employee's credit. 8.2. The cash components of the GeoMobile Compensation Package Cash comprises base salary, GeoMobile Premium, geographical coefficient (when applicable), and operating and incentive bonuses. 8.2.1. The Base Salary is remuneration for the job; it is based on host country salary range according to your position, grade and function; it is based on regular salary surveys of the market, which set salary ranges for Schlumberger, taking into account the knowledge and expertise of the employee. Salary is generally reviewed annually during a merit process. Normally merit increases will not be awarded to employees who have had a salary increase in the previous six months. 8.2.2. The GeoMobile Premium In some circumstances where the Host salary compensation is not competitive with his/her Home Salary, a GeoMobile Premium would be paid to the GeoMobile employee, in addition to the base salary in order to maintain the attractiveness of his/her overall package. The GeoMobile Premium will be considered Admissible Compensation for benefits i.e. Pension, Incentive Pay and Geographical Coefficient.

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The GeoMobile premium is defined and reviewed at area level on a yearly basis following the merit process. It is expressed in USD. 8.2.3. The Geographical Coefficient is compensation for the difficulty/hardship of the assigned location. It does not attempt to correct for cost of living because the benefits package assists in the principal living costs such as housing and schooling. A specific scale will apply for GeoMobile employees. The Geographical Coefficient applies to both Base salary and GeoMobile Premium up to a cap defined at host country level. Please refer to host country policy for any detail on cap or % applying by location. 8.2.4.

The Incentives

- For some specific positions (e.g. Field Specialists), Operating Bonus will be defined according to the scheme of the host country. - Incentive Bonus is a lump sum paid as a function of completion of key annual performance objectives. Employees can only participate in one bonus plan. The Performance Incentive Program (PIP) follows the rules of OFS, and is based on Base salary and Premium. The Performance incentive bonus percentage is stipulated in the letter of employment and is paid in Q1 of the year following the bonus plan year. Payment is subject to Income Tax and local deductions. - Sales Incentive or commission is payable to eligible employees upon successful completion and closure of sales as defined by the respective segment sales bonus policy. Employees can only participate in one incentive plan: the performance incentive plan or the sales incentive plan, not both. All incentives earned are subjected to income tax. Admissible Compensation (AC) For deferred benefit purposes, AC = Base Salary + GeoMobile Premium + Geographical Coefficient + Incentive and/or Operative bonus.

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Section 9 – TAXES Employment income is taxable in all countries of Latin America. GeoMobile employees will be responsible for all host country taxes. In most countries, all cash components are taxable under the host country tax regime. Depending on the host country tax rules, other benefits may be taxed under “Benefit In Kind” or “Fringe Benefit Tax”. The taxes contributions are responsibility of the employee in the Host Country. However, Schlumberger will reimburse reasonable cost associated with the administration or filing of employees tax at host country level up to the end of their GeoMobile assignment. The tax adviser can inform of the current Taxation and local deduction rates on your arrival in the Host Country. The Company provides the following tax assistance for GeoMobile employees On arrival in the host country: A telephone discussion or meeting (limited to one hour) with the Company’s tax advisers to be arranged to help employee understand the impact of host country taxes and social security (if any) on their employment and earnings. This discussion will be arranged via Employee Services as part of the transfer-in relocation services. Annual tax return preparation: Support will be provided by the Company’s tax advisers in the preparation of annual tax returns for each full (or part) year of employment. Details earnings of employee will be passed automatically each year by Payroll department to initiate the process with the Company’s tax advisers. The employee should use the Company's approved tax adviser. On departure from place of assignment: A telephone discussion or meeting (limited to 1 hour) will be arranged with the Company’s tax advisers to brief employee on any departure tax issues or liabilities that result from their employment. This discussion will be arranged via Employee Services as part of the transfer-out relocation services. The employee should use the Company's approved tax adviser, as expenses will not be reimbursed if an alternative provider is chosen. The Company does not pay for the filing of any tax returns in any other countries or for any other family members. Please note that the provision of tax services might be a taxable benefit depending of local regulations.

Employee Manual Manual GeoMobile in Latin America

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Issued: Sept 30, 2008

Section 10 – HEALTH CARE PLAN The Company will provide the Schlumberger International Medical Plan (administered today by European Benefits) for GeoMobile employees. The plan provides cover for the Employee, the employee’s spouse and the employee’s dependent children. Employee may opt to have a domestic partner or recognized children covered as per the IHCP terms and conditions and with the employee contributing to plan premiums (please refer to Family Status section 5.6 for complete details). This company sponsored Health Care Plan provides strong, comprehensive medical, dental, and vision care coverage. It encourages prevention and offers the possibility of medical evacuation and assistance services, 365 days a year, including off-duty and vacation periods. Coverage is worldwide and there are no restrictions on the choice of doctors, laboratories, clinics, or hospitals as long as dealing with recognized medical practitioners and institutions. The coverage begins on the date of assignment once the GeoMobile employee has completed all required documentation. The GM Medical Plan is an international medical plan administered by EBA, the same group used by international staff; therefore we share the same information: •

Health Care Coverage Guide for GeoMobile http://www.hub.slb.com/display/index.do?id=id2550479

•

European Benefits Administrators Claim Form This form should be filled in and sent to European Benefits along with the originals of all reimbursable bills. Summary ...

•

Health Care Enrollment Form for GM M

Summary ...

Section 11 – INSURANCE PLANS Life and Incapacity Insurances are provided under a GeoMobile assignment and will be detailed at Host country level.

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Section 12 – VACATION & DAYS OF REST Vacation is intended to provide Employees with the opportunity to take paid leave away from their place of assignment. The fundamental intent of vacation is to provide Employees with the opportunity to return to their home country once during the calendar year. Days of Rest are intended to provide Employees with the opportunity to have routine breaks from work at, or close to, the place of assignment. The Company realizes though that in some locations a conducive environment for such recuperative breaks may not exist. In these cases, a field breaks system, defined and controlled at the GeoMarket level is typically used. VACATION 12.1. General Statement Management schedules vacation in advance, trying to balance both the Employee's wishes and work requirements. Vacation dates cannot be changed without the Company's approval. Vacation starts on the first day the Employee is not available for work and ends on the day prior to returning to work. Employees may be requested to take their accumulated vacation at the time of transfer depending on work requirements. Whenever a GeoMobile Employee is transferred to a sister/affiliated Company, his/her outstanding vacation days will be paid off at the date of transfer. The paid off days are recorded as days of vacation without pay, and may be taken by the Employee at a later date, with the proper approval by receiving manager. Vacation cannot be paid off under any other circumstances. If the receiving location does not approve for the employee to take vacation on the first three months of new assignment, then vacation must be taken before leaving sending location.

12.2. Vacation Accrual All grades, all positions 22 working days / year (1.83 working days per month). The vacations days are caped at 50 days. If the host country vacation scheme is more favorable to the employee, the GeoMobile employee takes the higher of the two. Employees stop accruing vacation days when they have reached the applicable cap. The purpose of the cap is not to have Employees lose vacation days, but instead to encourage both Management and Employees to put the proper plans in place so that the loss of vacation days does not materialize.

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It is expected that Employees will return to their home country for vacation once during a calendar year. If such a trip requires a travel time higher than 12 hours, consequently, two travel days will be allowed - one for travel from the assigned location to the home country, and one for travel from the home country to the new assignment location. The following rules govern the use of these two travel days: - This benefit is not systematic and requires the approval of the area level. In case of eligibility, it will be specified in the assignment letter. - A maximum of 2 days is allowed per calendar year - Both days must be used on the same vacation trip

12.3. Vacation Salary Vacation salary is the current base salary and premium multiplied - up to the applicable ceiling - by the coefficient of the assignment in which the vacation was earned. In case of termination of employment, prorated vacation is computed and paid in the Employee’s final paycheck. Based on the 3 months notice period given to GeoMobile employees in case of move, the planning of vacations should be facilitated. As such, vacations days are expected to be taken before a new transfer occurs (both for return to home country, and for another GeoMobile assignment). As an exception, in case of transfer to another country or transfer to another status, unused vacation days will be paid off to employee prior to his/her actual transfer. Paying off the unused vacation days will simplify the administration of employee’s vacation balance and avoid any possible mistakes due to change of payroll center when the employee is transferred to another country or status. Vacation days, which have been paid off, can be recorded as vacation without pay (at new location) up to 3 months following payment of those days. Employee should be allowed to take these days without pay within 3 months following payment to allow for some flexibility in order that employee does not loose opportunity to take vacation between transfers.

12.4. Vacation Travel Entitlement The Vacation Travel Entitlement is intended to cover the travel costs when an Employee, his/her spouse and Dependent children return to the home country of the Employee for vacation. Although the entitlement is computed on the basis of travel to the Employee’s country of origin, it may be used for travel to any destination. 12.4.1. Period of validity Vacation travel entitlement will be assigned for the period beginning January 1 and ending December 31. The entitlement has to be used within the allotted period. The vacation travel entitlement cannot be carried over to

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the next calendar year. Any outstanding entitlement at year-end is lost unless the Employee is on vacation during the change of the calendar year, in which case, upon return from vacation, expenses may be claimed against outstanding entitlement from the previous year. 12.4.2. Computation of Entitlement Full fare economy class round trip air ticket from the assignment location to the city of origin (as specified in the letter of employment) of the Employee as quoted by IATA, and confirmed by the Personnel Department (location closest international airport to city of origin closest international airport). The Employee’s spouse or Domestic Partner and Dependent or Recognized children residing in the assigned location are included in the computation. In some cases, a Dependent or Recognized Child (Children) may not be residing in the assigned location because schooling facilities are either not available or deemed inadequate at place of assignment. In these cases, the entitlement for such a child (children) will be computed as though they were residing in the assigned location. For children, airlines quote the cost for the aforementioned ticket as follows: -under 2 years of age charged 10% of adult rate, -2-12 years of age charged 50% or 67% of adult rate (depends on country where the fare is calculated), - above 12 years of age charged at adult rate The Company will maintain the same rules as the airlines. If a portion of the trip requires ground travel, then this will be computed as first class train fare ("single" berth), or other equivalent transport. 12.4.3. Reimbursable Expenses Any travel expenses related to vacation incurred by the Employee, his/her spouse, domestic partner and dependent or recognized children may be claimed up to the allocated entitlement. Reimbursable expenses are: - Tickets for public transport - planes, trains, buses, etc. - Excess luggage, - Car rentals, - 50% of package tours provided it includes travel tickets, - 50% of sea cruises, - 50% of mobile home rentals. Miscellaneous travel expenses such as taxis, airport taxes, or meals and single night of hotel for transit purposes are reimbursed through expense reports, provided they are justified, reasonable and actually incurred. All other expenses are not reimbursable. You may also use your allowance to cover travel for extended family members and domestic support (eg: Nanny) to visit your place of assignment or accompany you on a vacation trip. Your calculation will remain the same and can only be reimbursed against actual expenses. Family members who can be included are:

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- Parents of employee and spouse - Brothers and sisters of employee and spouse - Primary care giver (nanny, maid) - Children of employee who are no longer dependent - Nobody else will be considered To include extended family members and domestic support in your vacation travel benefit, you need to register them (by email) with your country personnel department. Registration is done at the beginning of the year or upon arrival at your new location, and complete name and relationship to employee must be specified. The Employee’s Location Manager checks and approves the expense report and then forwards it to the Personnel Department for reimbursement. 12.4.4. Reimbursement procedure The Employee prepares an expense report respecting the following: - expenses should be supported by an invoice or receipt. For public transport, only tickets must be provided. - expenses should be less than 12 months old. - although multiple trips may be made, no more than 2 expense reports may be submitted each year. The Employee’s Location Manager checks and approves the expense report and then forwards it to the Personnel Department for reimbursement. 12.4.5. Transfers The entitlement calculation will be prorated based on the duration of the assignment in each location. 12.4.6. Married Employees on Unaccompanied Status When a married Employee works on Unaccompanied Status (excepting ALL new fresh-out Employees in their first year of employment), the calculation of the entitlement includes the spouse or domestic partner, and Dependent or Recognized children. 12.4.7. Change of family status If the family status of an Employee changes during the year, the remaining portion of the entitlement is recalculated accordingly. 12.4.8 Resignation / Termination In the case of resignation or termination, all outstanding vacation travel entitlements are lost. If the Employee resigns while on vacation, expenses will be reimbursed up to a one way economy ticket from place of assignment to City of Origin.

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DAYS OF REST The working schedules are defined at per Host country location practices.

Section 13 – TRANSFERS & TERMINATION OF EMPLOYMENT 13.1. Transfers Each transfer is conditioned by the attainment of the working visa and associated legal requirement of each host country, previous to arriving into the host location. This section applies to Employees transferring at the Company’s request, to or from, a permanent assignment. For Employees on Married status/Domestic Partner status, this also includes their Dependent and Recognized children. This section does not apply to the following cases: - employees transferring to a Schlumberger affiliate outside the OFS or WG groups, - newly hired “fresh-out” Employees, - on resignation or termination, - on transfer within the same country. The allowances provided for a transfer will de described separately. Transfer related expenses should be approved and paid by the receiving location. 13.1.1. Travel For all transfers, the Company will pay for travel as specified below. Air travel : Economy Class Rail travel : First Class and, when applicable a “single” berth. Additional travel expenses such as taxis, tips, airport fees, hotel and meals between connecting flights are refunded by the Company provided they are actually incurred, reasonable, and documented.

13.1.2. Personal effects Sending location is HP The Company will pay for expenses incurred in connection with packing, customs duties, shipment by air or otherwise, of personnel effects up to a maximum of 60 kg at air excess luggage for the Employee and his/her spouse, and 40 kg for Dependent or Recognized children.

Exception In cases of short distance moves, the Personnel Department may decide to pay for the shipment of one up to 40ft container by sea/land freight. This would be in lieu of the excess luggage allowance specified above.

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Sending location is HA/NH The Company will pay for either the storage of personal effects or shipping costs to the new assignment. The company recommends the shipment options, as no furniture allowance would be paid at arrival in the Host Country. If the Employee elects to ship his/her personal effects, the Company will pay for the cost to ship by sea/land freight one 40ft container by the most direct and economic route to either the new assignment or the Employee’s Country of Origin. If airfreight is used, this will be paid for up to the cost of shipping the aforementioned 40ft container. If instead the Employee elects to store his/her personal effects, the Company will pay for storage of one 40ft container at the sending location up to a maximum of 36 months, renewable once. 13.1.3. Temporary living expenses A GeoMobile Employee will be entitled to up to one month of base salary of expenses linked to his / her temporary living costs. Due to the 3 months notice period allowing time of anticipation and preparation of his/her move, this shouldn’t be substantial. Hotel, short term furnished apartment rent can for instance be considered as temporary living expenses. These will be reimbursed on expense report as per Host Country procedure. 13.1.4. Lease cancellation The Company will reimburse costs arising from the cancellation of an un-expired lease agreement on rented accommodation at the sending location. This reimbursement is limited to a maximum of 3 months’ rental costs. 13.1.5. Miscellaneous When an Employee and/or his/her dependents do not travel directly from the previous location to the next one, then the difference in cost between travel via the most economical route and the cost for the route actually traveled, shall be charged against the vacation entitlement. 13.2. Termination of Employment 13.2.1. Resignation If the Employee has been in the assigned location for more than 12 months, then the Company will pay for expenses as per the rules stated in this Section under “Redundancy / Termination”. If the Employee has been in the assigned location for less than 12 months, then the Company only pays for the Employee, his/her spouse or domestic partner and Dependent or Recognized children to return to the Employee’s Country of Origin as per the rules stated in this Section under “Travel”. 13.2.2. Redundancy / Termination The Company pays for the Employee, his/her spouse or domestic partner and Dependent or Recognized children to return to the Employee’s Country of Origin as per the rules stated in this Section under “Travel”. The Company also pays for the shipping of personal effects back to the Employee’s Country of Origin as per the rules stated in this Section under “Personal effects”.

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13.2.2.1. Notice Periods The party terminating the employment must give prior written notice of termination. The minimum notice periods applying will refer to the Host Country obligations. During the notice period the Company reserves the right to keep the employee working or to pay salary in lieu of notice. If notice period is shortened at the employee's request, payment is made only for the time worked. The Company also reserves the right to require an employee to remain at home during the notice period. Should the Company exercise this option, the employee will remain entitled to all pay and benefits, and is not permitted to undertake any other employment including self-employment. The Company will give no notice, or payment in lieu of notice if employment is terminated on grounds of the employee’s material breach of contract or gross misconduct. 13.2.2.2. Redundancy The Company will consider any alternatives to compulsory redundancies depending upon the particular circumstances. If it is necessary to make compulsory redundancies, these will be handled in a fair, consistent and efficient manner in line with relevant legislation and in accordance with the Company’s procedures. In the event of redundancy GeoMobile employees, who have not participated in International benefits due to prior IM seniority, will receive the severance payment as per the regulations of their Host Country.

Section 14 – BUSINESS TRAVEL & RELATED and ENTERTAINMENT Business Travel and related, as well as entertainment policies will be defined as per HOST country practices Section 15 – DEFERRED BENEFITS The GeoMobile Deferred Benefits package consists of the following plans: - Profit Sharing - DSPP - Pension Plan - Severances Plan - Post Employment Medical Plan

15.1. Profit Sharing GeoMobile employees will be eligible to what ever Profit Sharing Plan is implemented in their Host Country for local employees. A Profit Sharing Plan is a profit-related benefit enabling to share the company profits based on the entity performance.

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15.2. Discounted Stock Purchase Plan (DSPP) Wherever legally applicable, GeoMobile employees will be eligible to the Schlumberger Discounted Stock Purchase Plan (DSPP). The DSPP is designed to give employees the opportunity to own part of the Company through the purchase of Schlumberger stock offered at a discount. More Information can be found at: http://www.hub.slb.com/index.cfm?id=id1384464 Participation in the DSPP Scheme will be subject to taxation in accordance with the local legislation. Admissible compensation for DSPP is defined locally. It includes, but might not be restricted to: Base salary + Coefficient + performance incentive plan (PIP) + GeoMobile premium where applicable. 15.3. Pension Plan 15.3.1. Schlumberger GeoMobile Pension Plan – Employees without previous ISPP exposure GeoMobile employees are given the opportunity to join the SLB Defined Contribution GeoMobile Pension Plan (GMPP). There is no waiting period to join this plan. This is a defined contribution plan, which can be used during other GeoMobile assignments in the future. Normal retirement age under the SLB GM Pension Plan is age 55. Vesting is after 3 years Schlumberger seniority. Employees can contribute between 3%-12% of their admissible compensation. The Company will match 100% of the employee’s contribution from 3 to 5%, and then 50% from 6 to 8%. Admissible compensation for Pension Plan is: Base salary + Coefficient + performance incentive plan (PIP) + GeoMobile premium where applicable. Each month the applicable contributions will be converted to USD at the Schlumberger exchange rate and transmitted to the Pension Provider. Overview of GMPP contributions: Employee contribution in GMPP, in % of AC

3

4

5

6

7

8

9

10

11

12

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Company matching contribution to GMPP, in % of AC

3

4

5

5.5

6

6.5

Total contribution to GMPP, in % of AC

6

8

10

11.5

13

14.5 15.5 16.5 17.5 18.5

6.5

6.5

6.5

6.5

Employee’s contribution is calculated based on gross compensation (Base salary + Coefficient + performance incentive plan (PIP) + GeoMobile premium) and deducted from the employee’s net pay. Please refer also to each Host Country Personnel department for existing options of the local governmental pension practices. Please refer to the GMPP brochure at: http://www.hub.slb.com/display/index.do?id=id2567693

15.3.2. Pension Plan for Active Employees with Previous ISPP exposure

Active employees who have previously participated in International Staff benefits prior to their assignment on GeoMobile status are eligible to re-join the International Staff Pension Plan (ISPP). This is an option, not an obligation. Employees in this situation could elect to participate to the GMPP. This is a one-time decision, at their first GeoMobile assignment. The ISPP is a contributory plan, which allows Employees who devote 15 or more years of service to Schlumberger or who reach age 50 while in service to benefit for a long-term retirement income. The ISPP rules and contributions details are described on the Employee Services International web page: http://www.hub.slb.com/index.cfm?id=id1381858 Normal Retirement age under the ISPP plan is age 55. Employee’s deductions to ISPP will be taken from his/her payroll, and will be taxed in accordance to legal obligations. Payment of contributions to the Trust (Bank of Bermuda) will be handled by locations and reported to BACO as it is today for the HCM contributions to ISPP. 15.3.3. Pension Plan for Rehires with Previous ISPP exposure 15.3.3.1 Rehiring of Terminated Vested employee on Geo-Mobile Status An employee who is Terminated Vested in the International Staff Pension Plan and who is rehired on Geomobile status will have the choice to either continue in the International Staff Pension Plan or to enroll into the

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Geo-Mobile Pension Plan. The employee will then have to fill out the One Time Election Form to notify his/her choice and hand it over to the respective Personnel Administrator. This choice between International Staff Pension Plan and Geo-Mobile Pension Plan is a ONE time decision and once the choice is made it is irrevocable. 15.3.3.2 Rehiring of Terminated Non- Vested employee on Geo-Mobile Status An employee who is Terminated Non-Vested in the International Staff Pension Plan and who is rehired on Geomobile status will be enrolled into the Geo-Mobile Pension Plan unless the employee is rehired in the company within 1 year after his/her termination. In this situation he/she will have the choice between Geo-Mobile Pension Plan and International Staff Pension Plan. If the employee opts for International Staff Pension Plan and was fully paid out of his International Staff deferred benefits, he/she will have to pay back both his International Staff Pension Plan contributions + interest and CSI/CTI payments + interest within 1 year following the rehire date. Whatever his/her choice is, the employee will have to fill out the ONE Time Election Form. This choice between International Staff Pension Plan and Geo-Mobile Pension Plan is a ONE time decision and once the choice is made it is irrevocable. 15.4. Severance Plans 15.4.1. GeoMobile Employees without previous IS experience GeoMobile employees will be terminated of the local legal entity at the end of each assignment as per local obligations, and will have the option, when ever legally possible locally, to invest the according severance payment into their DC GeoMobile Pension Plan. Departure for Cause • Termination for cause, includes but is not limited to the following: - fraud, dishonest or unethical actions - violations of terms in letter of employment •

Resignation for cause, includes but is not limited to, the following: -

Resignation to join a competitor.

General Information In the case of an Employee's termination in circumstances of fraud or dishonest or unethical behavior or violation of the terms of the letter of employment, the Company may determine that severance benefits, otherwise payable, are forfeited. The Company reserves the right to amend the rules or terminate the Plan.

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Any revision of the Plan which may be adopted by the Company in the future shall not reduce the rights accrued by the participants up to the effective date of such revision.

15.4.2. GeoMobile Employees with previous IS experience Employees who have previously participated in International Staff benefits prior to their assignment on GeoMobile status, and who elect to continue to participate to the ISPP will be eligible to the Cash Separation Indemnity (CSI) and CTI whichever is applicable. Employees who have previously participated in International Staff benefits but who elect to join ISPP will NOT be eligible to the local severances as described in paragraph 15.4.1 CSI is paid to GeoMobile employees, with at least 3 years and no more than 20 years seniority, in the event of their termination from the Schlumberger Group (other than for cause). It is intended, as a payment in lieu of local severance obligations so would be paid instead of any payment under the host countries redundancy policies. If a local payment is compulsory due to local labor regulations it will come in deduction of the CSI payment. It is paid to employees who are not vested in the Pension Plan to provide immediate funds on leaving the company. CTI is paid to GeoMobile employees, with at least 3 years and no more than 20 years seniority, in the event of their termination from the Schlumberger Group (other than for cause). It is intended, as a payment in lieu of local severance obligations so would be paid instead of any payment under the host countries redundancy policies. If a local payment is compulsory due to local labor regulations it will come in deduction of the CTI payment. It is paid to employees who are not vested in the Pension Plan to provide immediate funds on leaving the company. The company provides funding for the CSI plan. The CSI plan rules are described on the Employee Services International web page: http://www.hub.slb.com/index.cfm?id=id1381858. Vested employees will get termination payments imposed by local labor regulations. Any top up payment (especially if no local obligation) should be validated by Area Employee Services Manager and SL personnel. Employees who have previously participated in International Staff benefits but who elect to join the GeoMobile Pension Plan will be eligible to the local severances as described in paragraph 15.4.1. This is a one-time decision, applicable for the rest of their career.

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Overview: Pension Plan

Severance Benefits at leaving the Host Country

Option 1) continue with ISPP

CSI continuity, no eligibility to local severance plan

Option 2) elect GMPP

Eligibility to local severance plan, paid locally. No CSI

GM employee

With previous IM experience

Without previous IM experience GMPP

Eligibility to local severance plan, paid locally

15.3. Post Employment Medical Plan The following rules will apply for GeoMobile Employees across GeoZones with regard to the Post Employment Medical Plan (PEMP): An employee is not eligible to contribute to the Deferred Medical Plan (DMP) while on GeoMobile status (even if he/she had contributed to the plan in a previous IM assignment). When a GeoMobile employee is terminated or retires from SLB on GeoMobile status, the following rule shall apply: SLB will pay one year of contribution to the Individual WW medical plan (option Top 80 cost in 2005 is 4,341US$ for a family coverage outside US & Canada). If the employee wants to take up another option (either Top 100 or Prestige), he/she can do so but will have to pay the difference. After one year, should the former employee still want to benefit from this medical cover, he/she will have to pay the premium him/herself (and select the level of cover). An employee resigning from the company, or being terminated for cause, will not be eligible to the PostEmployment medical Plan. For your information, this medical program was implemented in July 2003 to offer individual medical cover and accommodate situation where someone, expatriate in a third country, is not eligible to be covered by one of the Schlumberger International Health Care plans. For example: •

a Common Law partner of a Schlumberger employee assigned in a third country (the employee being covered by SLB International Health Care Plan);

•

a former Schlumberger employee who used to be covered by SLB International Health Care Plan, but is not eligible under the Schlumberger International Staff Deferred Medical Program (DMP).

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The plan name is Individual Worldwide Program 1st US$. Under this program, the individual can choose amongst 4 levels of coverage the one that suits his/her needs: Prestige, Super100, Top80 and Major Risk. Those plans differ by the level of coverage (starting from very basic coverage of major risks up to similar benefits than under the SLB International Health Care plan cover). All documents for this program, including: • • • •

Enrollment and claim forms; Assistance and Repatriation Guide. Summary of main features of the plan (including the eligibility rules and premium schedule) Information brochure for each of the options

Details of this plan may be found at http://www.hub.slb.com/display/index.do?id=id1632311 The administrator of the plan is Previnter (a sister company of EBA).

.

Section 16 – REPATRIATION HOME In order to facilitate the repatriation home, GeoMobile employees will be eligible to the following: 16.1. Remuneration in Home Country GeoMobile Employees will come back to their home country under a Home Country resident status (HCR). Their Base Salary, coming back home, will be determined according with their position, grade and function. Namely but not exclusively, the base salary of the employee before leaving his/her home country will be taken into consideration, as well his/her merit reviews and home country potential general adjustments that occurred during this period. Finally, his/her salary will be positioned into the local salary scale to take into account the knowledge and expertise that the employee acquired during his/her foreign assignment. Any employees returning to Home Country in a job falling under the GeoMobile status eligibility mentioned in the Preface Section; will be returning to Home Country as Home Country Resident (HCR). 16.2. Mobility Payment In order to facilitate the return to their home country a “Mobility Payment” will be paid to GeoMobile employees. Details of rules and payment will be provided by the Personnel or Employee Services Manager at the time of transfer. 16.3. Schooling assistance The company will reimburse the inscription costs of any dependant or recognized child to the Home Educational System as well as the matriculation costs for the first year (not the schooling fee itself).

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Beside specific case to be reviewed and approved at area level, it is not foreseen that the company would continue to provide full Schooling assistance while back into the Home country. Parents will need to take this information into account while deciding of the schooling options for their children during their foreign assignment. If some materials require specific focus or support for a child, employees are invited to contact their personnel manager to investigate options to address each child’s specific situation. 16.4. Housing GeoMobile Employees returning home will be provided with the services of a real estate agent to facilitate the search of housing. 16.5. Support to Spouse professional re-integration In the case where the employee’s spouse stopped working in accompanying the spouse in the foreign assignment, at their return home, the company will sponsor some ”Outplacement” services to facilitate his/her reinsertion within the local employment market. Details of such support will be provided on a country-bycountry basis. 16.6. International Wire Transfer Reimbursement GeoMobile employees are eligible to reimbursement of the fees for International Wire Transfers up to 1 transfer per month. The claim should be made via expense claim form. Only the fee paid to the financial institution for the transfer of the money will be reimbursed to the employee against proper documentation. Section 17 – MEDTRACK

The revised Schlumberger Health Standard (SLB-QHSE-S006), states that all mobile employees, who are inherently exposed to a greater health risk, shall be enrolled, where legally acceptable, in Med Track and be up- to-date in their periodic Med Track physicals. You will therefore soon become part of the Med Track program. What is Med Track? Med-Track is a Health Monitoring Program that offers a personalized and confidential medical check up or physical every 3 years to high mobility Schlumberger employees. Med Track is a targeted medical examination that can be performed in any medical center of your choice including the more than 500 International SOS certified medical centers around the world.

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What is the objective of Med Track? Med Track ensures that mobile employees are fit to travel, work and live outside their home country and to maintain a confidential medical record for each individual that can be used in case of emergencies, hospitalization or medical evacuation. This program has been available to international employees since 1990. Now it is being expanded to the Schlumberger GeoMobile employees. What is included in the Med Track physical? The Med-Track physical includes: •

A complete clinical examination

•

Blood, urine and stool analyses

•

Chest x-ray

•

Electrocardiogram (resting)

•

Vaccination updating

Who manages Med Track? International SOS, based in Paris, France, manages in a confidential manner the centralization of medical evaluations (analysis and processing), input, validation and administration of information by using a tailormade computer program. International SOS issues reminder letters via email for periodic checkups. The confidential posting on the International SOS website of the last Med-Track physical provides the employee with a copy of his/her medical history, vaccinations and clinical and biological findings. International SOS issues regular confidential reports to Schlumberger's Medical Department. The date of your last Med Track physical is automatically posted on Quest. Where do I get information on Med Track? All information concerning Med Track can be obtained from the e Med Track website at: http://www.internationalsos.com/private/schlumberger/medtrack/ You will be able to access the addresses of the certified International SOS medical centers worldwide, the step-by-step procedure, the standards for the physicals as well as the various downloadable documents required to perform the physical.

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What happens to my medical results? Once you have performed your Med Track physical, the results must be sent by you or the examining doctor to International SOS in Paris, France. These results will then be uploaded into the International SOS website. You will soon receive a username and confidential password generated by International SOS allowing you to access your medical data from anywhere in the world and anytime. The date of your Med Track physical will automatically be uploaded in Quest. Who will have access to my medical results? You will be able to access your confidential medical report from anywhere in the world using the username and password provided by SOS that you can modify as you please. You will soon receive an e mail from International SOS providing your login access information. Doctors from International SOS and Schlumberger will also have access to your medical report when required in case of emergency, evacuation or hospitalization. No one in Schlumberger, including your managers, will have access to your confidential medical report. How do I pay and get reimbursed for my Med Track physical You will be requested to pay for your Med Track physical at the time of the examination. The bill must be included in your Expense Claim and will be reimbursed by your location. When should I have my first Med Track physical performed? If you have had a full physical performed within the two years, there is no reason to repeat this physical. Simply send a copy to International SOS making sure that all information is in English. If your last physical is more than 2 years old it is recommended that you update your Med Track.

Section 18 – HANDBOOK UPDATES The Company reserves the right to amend the rules, policies or terms contained in this Manual from time to time at its discretion, with the provision that the employee will be advised of any such changes as and when they occur. The most up to date version can be downloaded from the following web site: http://www.hub.slb.com/display/index.do?id=id2567692