Every effort will be made to grant earned vacations promptly after eight (8) months of service; however, the COMPANY shall have the right to advance or delay vacations to coincide with vessel repairs, for operational reasons or due to personal requirements. SEAFARER shall receive vacation compensation for each thirty (30) days of continuous service in accordance with the rates listed in Addendum No. 1, Column (12), to be paid in Manila.  Amounts shall be pro-rated according to the ranks/ratings and period of time in which the SEAFARER served. For period of less than thirty (30) days service, vacations and compensation shall be reduced proportionately.               Time off for illness, injury, vacation, leave of absence or stand-by shall not be considered service under the provisions of this Article.               It is the COMPANY’s intention that each SEAFARER enjoy his full vacation period.  Because of urgent fleet needs, however, it occasionally may be necessary to recall a SEAFARER early from vacation.[24]            Since Tanchico received compensation during his vacation, the Contract did not terminate on the day he returned to Manila. The Contract remained in force during Tanchico’s vacation period.                   However, the Court of Appeals erred when it ruled that Tanchico is entitled to disability benefits of 18 days for every year of service.  The Court of Appeals ruled that Tanchico’s employment was continuous and that his tenure with petitioners was for 14 years.  Again, the Court of Appeals assumed that Tanchico was a regular employee.  The Court of Appeals failed to consider thatTanchico’s employment terminated with the end of each contract.            The Contract provides:   Article VIII SICKNESS-INJURY/DEATH                         A. The COMPANY shall provide, during the period of the Contract, Insurance coverage for the SEAFARER against loss of life, permanent disability, temporary disability, injury, occupational illness, hospital and medical expense in such amounts as the COMPANY shall determine but not lower than what the COMPANY would have to pay under the Philippine Overseas Employment Administration’s requirements or the vessel’s flag state requirements (whichever is higher).