PRMP EMPLOYEE Policies

INTRODUCTION

This document presents the standard upon which all members of staff (hereafter referred to as “The Employee”) and the Management of PRMP Limited (hereafter referred to as “The Company”) shall operate.

Without prejudice, the definite articles “he” and “him” will be used throughout this document to connote both genders. Where a specific gender is implied, then the “male” or “female” will be clearly indicated.

SECTION 1: PRMP BRAND & CORE VALUES

MISSION, VISION & STRATEGY

Our Mission

To provide superior, value added services and solutions using practical experience, data oriented analytics and business intelligence in an environment of fairness, honesty, and courtesy towards our clients, employees, vendors and the society at large.

Our Vision

To be the leading digital and marketing consulting services company in Africa, creating solution with global competence and acceptance.

Our Strength

From the intimate to the elaborate, We have designed, created, produced and showcased some of the most memorable contents, events, activation and experiences in the region. This is made possible by our highly trained and experienced personnel, who boast of rich and bankable industry knowledge and experience.

This is further supported by our team’s tenacious desire to understand brief, the problems our solutions are created to solve, and the need to solve them bearing the goals of our customers and client’s expectation and satisfaction in mind.

Whether it’s a skit, conference, campaign, roadshow, activation, a movie or commercials, we’ll work day and night to create an impact that is nothing short of astounding.

MEASURING VALUES

Rating	Level	Description

No Evidence	0	Employee shows no awareness or signs of the value

Learning	1	Welcomes the value, shows understanding and displays it in some cases

Contributing	2	Demonstrates the value most of the time

Guiding	3	Teaches/coaches others while displaying the values

Leading	4	Champions the value as a role model

SECTION 2: SCOPE AND DECLARATION OF PRINCIPLES

This policy forms part of the individual employee’s contract of employment

The provisions of this policy document shall in all respect be interpreted in accordance with the Nigerian Labor Laws.

In the event that the Federal Government of Nigeria by legislation provides changes applicable to the private sector, the Company shall comply.

In the event of a change of name of either party this policy shall remain valid.

Job assignment shall be given to all employees at the discretion of The Company.

The Company expects from The Employee:

A sense of personal responsibility for the quality of work done based on the principle of a fair day’s work for each day’s pay.

A constant endeavor to reduce loss of time to its barest minimum

To take special care of all work tools, Company cars and all amenities provided for the improvement of methods, efficiency, safety and working conditions.

A sincere and active endeavor to co-operate and establish friendly relationship with fellow employees and the Management.

To take special care of safety for themselves and other employees. If it is not safe, they must not do it and must not allow other employees to do it.

To take advantage of his employment to personally develop himself on the job.

SECTION 3: PROBATION PERIOD

Confirmation probationary period of all categories of employees shall not exceed six (6) months

At Management’s discretion, probation may be extended for a maximum of one month.

Employment during probationary period may be terminated by either party giving to the other, two (2) weeks’ notice in writing or payment in lieu of notice.

At the end of a satisfactory probationary period, the employee shall have his appointment confirmed in writing by the Company.

If for any reason, the employee’s performance is found unsatisfactory, he shall be notified in writing and will have his/her temporary appointment terminated.

SECTION 4: BEHAVIOURAL POLICES

A. ATTENDANCE

Hours of Work

All employees shall work forty (40) hours a week; eight (8) hours daily, five (5) days a week. Details of working hours shall be determined by The Company. However, employees may be required to work for longer periods including weekends and public holidays as work exigencies demand and as may be directed by management.

Office working hours is 9:00am to 5:00pm and office work week is Mondays to Fridays except for weekends or public holidays in which work has been fixed and appropriate time had been pre-advised.

Employees must sign-in and sign-out each day at work.

Office break time is between 1:00pm to 2:00pm. Employees must plan their time to take their one (1) hour break time within this period. Under no circumstances should employees not be at work outside the stipulated break time.

Supervisors must ensure that ALL units/desks are sufficiently manned to avoid disruption to work during the break time window.

Any employee taking more than the one (1) hour break will be treated as lateness to work (see lateness section below) even where a proper permission was granted.

Any employee away from work for more than 3 hours will be treated as absence from work for that day (see absenteeism section below) even where a proper permission was granted.

Where an employee has reported for duty, but has been prevented from working by circumstances beyond his control, he shall be adequately compensated with full pay for the day(s).

Lateness

An employee is deemed late if coming to work after 9:15am or coming to work after 9:15am up to 3 times in any given week of work.

Employees must advise their immediate supervisor or line manager should they plan to be late.

Line managers must approve or authorize employees coming in late for any given date.

A line manager whose employee is late to work and has granted approval for being late must advise the HR Manager in writing no later than 9:30am of the said date the employee is late.

An employee who is (a) late without his line managers consent or (b) who comes in late 4 times

in any consecutive two (2) weeks period (irrespective of his supervisors’ consent) will be sanctioned one star (^★).

An employee who comes in late more than 4 times in any consecutive two (2) weeks period (irrespective of his supervisors’ consent) will be sanctioned two stars (^★★).

A supervisor or manager that fails to advise HR office of his employees planned lateness more than once within any given two (2) weeks period will be sanctioned one star (^★).

Absenteeism

An employee is deemed absent from work if (a) he does not show up at work or (b) is late beyond 9:40 am or (c) is at work for less than five (5) hours in any given work day or (d) does not sign-in any workday out of his negligence.

An employee who plans to be absent from work for any given one (1) day period must seek the consent of his line manager in writing.

Line managers must approve or authorize employees’ absence from work for any given date.

A line manager whose employee is absent from work and has granted approval for being absent must advise the HR office in writing no later than 11:00am of the said date the employee is absent.

An employee who has been absent from work for health care reasons must produce an approved medical report allowing for his absence.

An employee who is absent from work will have his absence treated as a casual leave, even when he has advised his line manager and an approval has been given.

Notwithstanding, absence being treated as casual leave, an employee who is absent from work without permission will be sanctioned two (2) stars (^★★) for everyday of absence.

An employee who is absent more than once in any given month will be sanctioned four (4) stars ₍★★★★_).

A supervisor that fails to advise HR office of his employees’ absence from work will be sanctioned two (2) stars (^★★).

OTHER TRUANCY

An employee that leaves work

Absconding from Work

An employee who becomes absent from work without formal leave (AWOL) for up to three (3) days will be contacted by the organization via SMS and email to his filed number and email.

A second attempt should be made to reach out to him via phone call or SMS through his filed friend or emergency or next-of-kin contacts by the fifth (5^th) day of absence.

Following the initial contact above and having been absent for up to two (2) weeks, the organization will reach out to him via registered mail using his filed address. Payroll activities will be suspended for the employee effective from date of first absence.

After four (4) weeks of absence, the employee’s contract will be treated as automatic resignation effective from date of first absence. The exit procedure for resignation will apply and will be treated as having provided zero notice of termination.

The Company will Initiate legal action in case an absconding employee has The Company’s confidential data or valuable assets

The Company will also Initiate a Legal “Caveat Emptor” notice

The Company will Provide Negative reference check feedback to the employees next employer upon receipt of a reference request

B. GENERAL BEHAVIOUR

Religious Beliefs/ Observance

The company recognizes employees’ right and freedom of religious belief, association and observance

However, no religious observance is allowed during work hours.

Further, the following religious observance are not allowed at work:

Public audible prayers either personal or group

Chanting incantations’

Burning of incense or sprinkling of any fluid (e.g. holy water) or any other ointment

Violation of any of these religious observance rules will be treated as a major offence.

Use of Music/Video

Public playback of audio (e.g. music, songs, etc.) or video (e.g. games, movies, etc.) is not allowed

Employees should obtain personal headphone/earpiece for their personal audio/video playback asides where content is being tested for the purpose of business

While employees are allowed to express their emotions and uplift their spirit through songs or music, this must be done in low tones and to the hearing of only the employee so singing.

Violation of the use of personal audio/video rules will be treated as a minor offence.

One Language Policy

To strengthen unity, respect, trust, English will be our official language to be used during all our business meetings and discussions.

Let us all adhere to this and discourage speaking of our individual dialects to other colleagues, or to the hearing of fellow colleagues, clients or prospects.

Divulging Official Secret

Employees may during the course of their official duties come into possession of facts or information relating to the Company’s business. All such facts or information shall be treated as

CONFIDENTIAL and shall not be disclosed to any UNAUTHORIZED PERSON(S) during the period of employment and after disengagement from the Company

DRESSING AND GROOMING

Employees must wear their Staff ID Card while at work and on outside assignment or marketing as part of proper dressing and easy identification.

Our minimum official office dress is business /smart casuals.

We define business casuals as (a) trousers with tucked in dress shirts without ties and with or without jackets (for men) and (b) trousers or skirts with or without tucked in dress shirts (for women)

Shirts:

must be Corporate or dress shirts for men and women

must be in plain colors, small checks or strips

for women only may have subtle designs (floral, crested collars etc.)

No Jeans or leather or velvet shirts or jackets

No T-Shirts

Dress down days:

Employees may dress down on Fridays, public holidays or weekends

Clean jeans, chinos, velvet trousers, skirts and gowns may be worn

Plain T-Shirts, plain Polo Shirts or stylish shirts may be worn so long as these do not have slogans or logos or words on them.

Company provided Shirts/T-Shirts/Polo Shirts/track suits may be worn as advised by the HR Office.

No three-quarter trousers, microskirts/miniskirts, shirts with hoods, trainers, bare midriff or sagging of trousers is allowed.

Business Calls Dressing:

Employees going out either on marketing calls or to meet customers must be corporately dressed (Mon-Fri) or Business Casual on Fridays, Weekends, or Public Holidays.

Men must wear well nit ties without logos, cartoon characters or slogans

Employees are best dressed in suits when on marketing calls

Traditional Attires:

These may be worn only on dress down days

Employees who choose to celebrate any culture must ensure they are fully dressed in simple native wears

Questionable and or objectionable traditional wears are not allowed

D. DISCIPLINARY PROCEDURE

Grievance Procedures

The following procedures shall be adopted for the settlement of grievances without prejudice to the legal rights of both parties

An employee who has a grievance shall make the grievance known in the first instance to his immediate Supervising Officer

The immediate Supervising Officer shall settle the grievance within two (2) days after the employee has made known the grievance to him.

If the employee is not satisfied with the settlement of his immediate Supervising Officer, he shall have the right to report his grievance to his Department Head, or his immediate Supervising Officer’s manager.

If the employee is not satisfied with stage (c) above, he shall report to the HR Manager who shall take up the grievance with The Employee Disciplinary Committee (EDC)

Disciplinary Committee

In order to enhance fairness in the dispensation of justice and inculcate a sense of discipline and thigh degree of responsibility in employees of The Company, an Employee Disciplinary Committee (EDC) shall be established

The Committee shall comprise of the Department Manager, the Accounts Manager, the HR Manager, the Company’s legal adviser (or any member of the advisory board).

At least three members of the committee should be present for every hearing and decision

An employee going through the EDC reserves the right to be accompanied by another employee to aid in establishing his case

An employee going through the EDC reserves the right to have any member (ONE ONLY) of the Committee not to be present if he presents reasonable fact showing compromise of the EDC member.

The Company’s MD will have the right to ratify all decisions of the committee

Stoppage of Work

In the event of any local or national Strike, Stoppage, Slow-down or other interruption capable of disruption of work, the principle of “NO WORK, NO PAY” shall apply.

Minor Offenses

The following will be treated as minor offenses:

I. Lateness

Consumption of alcohol within the company’s premises, except at official functions

Non-wearing of staff ID card within the company’s premises.

IV. Inappropriate dressing/eating habits within the office

Loitering during office hours

Major Offenses

The following will be treated as major offenses:

I. Gross Insubordination/disobedience

Negligence in the performance of duty

Use of insulting or abusive language on staff

IV. Circulation of unauthorized documents about the company

Unauthorized use of company’s property/asset/stationary VI. Causing damage of company’s property/asset

VII. Truancy

VIII. Trading within company premises

Failure on the part of any staff to report major offence known to him/her

XI Unauthorized absence from work

Severe Offences

18. The following will be treated as severe offenses:

Use of insulting or abusive language on a customer

Providing false information to/about the company

Falsifying official records

IV. Violence/Fighting/Assault/Drunkenness within the company’s premises or while on duty

in any location

Engaging in any business which is in competition with the company

VI. Being under the influence of prohibited drugs and or substance

VII. Sexual Harassment

If in a supervisory role, failure to detect and report severe offence

DISCIPLINE

Where a violation of any of these conditions of service and/or absence from work without permission on the part of the employee is established, after thorough investigation by The Company representative as regard the obligation or loyalty and careful execution of his/her duties, the Company Management shall apply disciplinary action in proportion to the nature of the offence such as:

Verbal Warning

Written Warning

Suspension from work without pay for a maximum of two (2) weeks (or 14 calendar days)

In respect of unsatisfactory work or misconduct, annual increment shall be deferred or withheld

Termination

A Warning Letter shall cease to have effect if the employee concerned maintains a clean record over a period of twelve (12) calendar months from the date of issue.

A staff having been issued with two (2) warning letters by The Company shall be terminated from

The Company’s employment when he commits another offence that warrants a warning letter.

The table below will apply for the three types of offence not immediately covered by the actionable sanctions’ matrix below:

	Minor Offence	Major Offence	Severe Offence

1^st occurrence	Verbal warning	First & Final warning	Termination
2^nd occurrence	1^st Written warning	Termination
3^rd occurrence	2^nd Written warning
4^th occurrence	Termination

SANCTION MATRIX

Employees discipline will follow the procedure outlined below:

The Line Manager is to dialogue or issue a query to the employee and copy the HR Manager.

The manager will issue a Verbal Warning for Minor offenses for first offense and a Written Warning for second offense through to the HR Manager (filed) referencing current and previous occurrence.

In case of a stalemate, the employee will be made to appear before the EDC which will investigate and recommend necessary action

If an employee is found guilty by the EDC, the appropriate sanction as guided by the sanction matrix will apply upon approval by the MD

Third Offence resulting in a Final warning are Issued by the HR Manager

Terminations are Issued by the HR Manager on behalf of The Company Management

All major offense shall be handled by the HR manager who would advise / recommend appropriate discipline after due investigations and finding for the MD’s approval

ALL severe offence shall be referred to the EDC

The following sanction matrix will apply to employee offence sanctioned by stars:

Implication for

Star(s)

Discipline

Performance

Promotion

Annual Merit

Bonus

Pay Increases

One Star (^★)

None

–

Two Star (^★★)

Verbal Warning

Forfeit 10%

–

Three Star (^★★★)

1^st Warning Letter

Forfeit 25%

–

Four Star (^★★★★)

2^nd Warning Letter

Forfeit 50%

No Promotion

Forfeit 25%

Five Star (^{★★★★★})

Final Warning

Forfeit 75%

No Promotion

Forfeit 50%

Six Star (^{★★★★★★})

Suspension/Exit

Forfeit 100%

No Promotion

Forfeit 100%

SECTION 5: COMPENSATION, BENEFITS, GRADES, & MOBILITY

A. COMPENSATION

Salaries are paid in line with the approved salary schedule by the 27^th of every month. Where 7th^th is a weekend or public holiday, salaries will be paid on the last working day before 25^th.

The table below details all salary grading and allowances applicable to employees:

•	Entry Level ^→	•	Officer ^→	•	Senior Officer^→	•	Team Lead ^→
•	Assistant Supervisor ^→	•	Supervisor ^→	•	Assistant Manager ^→	•	Manager ^→
•	Senior Manager ^→	•	GM-HOD ^→		ED		MD

Movement from one Grade to another can only be done through a written letter of promotion, duly issued by the office of the HR Management of the company on behalf of the MD and not by salary increment alone.

Such promotions as specified in (3)(a) above will be based on performance, experience, competence and commitment of the deserving staff.

Salary allocated to a grade represents the minimum and maximum of that particular grade

All promotions shall attract increments as may be determined by The Company

3 Annual increments shall be granted to all employees who have worked for 12 calendar months unless otherwise stated by other policy provisions. The increment rate shall be 10% of his/her monthly basic salary.

Review of the salary structure will be done every three (3) years following a duly completed market salary survey of minimum 5 and maximum 10 sector peers.

Promotions to positions of higher grade, will be dependent on available vacancies, educational background and qualification, performance on the job, indication of potential skills, ability to assume higher duties, responsibilities and conduct.

The company will not unreasonably withhold promotions but may, at its discretion, consider the length of service for promotion.

The company will give recognition to professional qualifications attained by any staff in his field of profession and such shall be considered for higher responsibility where appropriate and practical.

B. ALLOWANCES

9. Allowances will be paid as indicated below:

Allowances	Housing & Furniture	Transport	Education	Lunch	Clothing	Entertainment, Communication & Domestic		Leave

This may be adjusted based on the local law,in such case,a notice and memo shall be passed to every colleague.

OUT OF STATION/TEMPORARY POSTING ALLOWANCE:

When an employee is transferred temporarily (not exceeding a period of 6 months) or is on an assignment/training from his/her original place of work to another station/state, The Company shall provide him/her with accommodation and when such accommodation is provided without food, The Company shall pay 2.5% of his monthly basic salary every day to cover the cost of food

Where neither accommodation nor feeding is provided, the employee shall be paid 20% of his monthly basic salary every day to cover the cost of accommodation and food

Employees who are on temporary transfer shall be allowed to visit their families monthly, after the first 30 days and thereafter, taking two (2) working days for that purpose. His department will be responsible for transport in this regard.

SECTION 6: STATUS BENEFITS

A. CAR LOANS FOR STATUS CARS

The company operates a car loan scheme in –lieu of status cars. The purpose is to assist executives acquire convenient and personalized mobility.

Eligibility

2. Employees on grade level Senior Managers and above may access the status car loan.

Modalities:

The following will constitute the modalities of the Status Car Benefits:

Only confirmed employees are entitled to the car loan.

Estimated Car Value amount will be no greater than 36 months’ gross basic salary

Where employee chooses a car higher than that value, he will fund the difference

Company will bear 60% of the car cost while employee will bear repay balance 30% of car cost across 3 years.

Employee will contribute initial 10%. while the company will fund 90% of the value as loan.

Company retains ownership of the car until full payment.

The Employee is responsible for car maintenance.

The employee will forfeit transport allowance upon accessing the Status Car loan

Employees accessing the status car loan will be paid Fuel/driving allowance

Performance Rebate:

4. “A” Players will have 25% repayment rebate. “B” Players 10% repayment rebate.

B. VEHICLE / REFURBISHING LOAN

The Company undertakes to guarantee its employees who wish to take car loans from a financial institution.

Upon request, a vehicle refurbishment loan of one (1) year gross basic salary shall be granted to any employee. The repayment rate shall be maximum 30% of his annual gross basic salary.

An employee may access these loan benefits provided he has served The Company continuously for not less than three (3) years as a Full Time Employee (FTE).

C. HOUSING LOAN SCHEME

A housing loan of maximum two (2) year’s annual basic salary shall be granted upon application to any employee provided he has served continually for not less than three (3) years.

The repayment period shall be spread over a maximum period of three (3) years

D. LEAVE (TIME-OFF)

ANNUAL LEAVE

For convenience, the organization operates annual leave on the calendar year.

Once you are confirmed you are entitled to fifteen days’ annual leave for every completed twelve months of continuous service.

Further you are entitled to one additional day for every year of service.

Employees become due for annual leave after their confirmation on their employment anniversary.

Confirmed employees who have not spent one year at the end of a calendar year will carry over their annual leave to the next year.

UNPAID LEAVE

You may be granted casual leave up to a maximum of seven (7) working days in the year. This will be to attend to important personal matters. This will however be deducted from your annual leave.

You may also apply for casual leave if you are on performance or employment probation.

Merit Leave

High performing employees are rewarded with addition five (5) days (A performance rating) or two (2) days (B performance rating) of annual leave days. Each merit leave is determined by the average performance rating of the previous year’s performance.

Unconfirmed Employees

17. You may not be allowed to take your annual leave if you are on employment probation.

Employees on Performance Improvement Plan (PIP)

You will not be allowed to proceed on annual leave while you are on PIP until the completion of the PIP terms.

MATERNITY LEAVE

19. If you are eligible, you will be granted 12-20 weeks maternity leave depending on your tenure in the organization

20. First twelve weeks of the maternity leave will be with full pay while subsequent weeks up till the twentieth week will be on half pay

21. You will NOT be entitled to annual leave in the same year that you are due for and eventually take maternity leave.

Where annual leave has already been enjoyed before the grant of maternity leave, that part of the maternity leave equivalent to the annual leave shall be without pay.

A female employee who is nursing a child shall be allowed two (2) hours off-duty with pay each day for a maximum period of three (3) months from the day of her resumption from her maternity leave.

Baby Allowance/Gift

When you give birth to a baby (or your wife gives birth), you will be given a baby gift after receiving an official notification from you.

Miscarriage

It is really heart rending to lose a baby after nurturing and expecting lots of blessings and future happiness. Our hearts do go out to our employees who experience this unfortunate incident. Further, we shall respond in the following ways depending on the pregnancy stage of the incident occurring and after receiving an official notification from you and your doctors notice of the incident:

First Trimester: You will be entitled to an automatic 2 weeks leave, 25% of your monthly net pay, and thereafter a one-week flexible/alternative work-week schedule which may be applied for and taken immediately upon resumption from the leave.

Second Trimester: You will be entitled to an automatic 4 weeks leave, 35% of your monthly net pay, and thereafter a two-week flexible/alternative work-week schedule which may be applied for and taken immediately upon resumption from the leave.

Third Trimester: You will be entitled to an automatic 6 weeks leave, 50% of your monthly net pay, and thereafter a three-week flexible/alternative work-week schedule which may be applied for and taken immediately upon resumption from the leave.

Still Birth

This unfortunate incident will be treated in same principle as the normal maternity leave policy. However, you will be paid 15% of your monthly net pay and would be entitled to 4 weeks post birth leave on full pay.

CHILD ADOPTION LEAVE

The following will apply in a child adoption case:

If you adopt a child who is less than 10 years, you will be allowed a leave of 4 weeks to bond with the child.

If you adopt a child between 10 and 15 years, you will be allowed a leave of 2 weeks to bond with the child.

Further, you will be supported with 25% of your monthly net pay.

If you are on probation (either performance or employment), you will have limited rights to the child adoption policy. Only 50% of the stated applicable benefits (time-off and incentive) will apply.

OTHER LEAVES

Examination Leave

You may be granted examination leave on your examination dates ONLY upon presenting your exam time table up to a maximum of five (5) working days. You however need to provide minimum seven (7) days’ notice in advance.

Medical leave

You may be granted cumulative medical leave of up to a maximum of seven (7) days in a year on the presentation of a duly signed sick leave certificate by a medical practitioner.

The organization will continue to pay your full monthly salary up to two (2) months while on sick leave and 50% of your salary for the next two (2) months of sickness. After cumulative four (4) months of medical leave, the organization will terminate the employment relationship.

Leave of Absence: Trade Association Conferences & Seminars

Employees shall be allowed by mutual agreement with the Company for special leave of absence with full pay to attend Trade Association Conferences and Seminars.

A maximum of three (3) working days will be allowed. You however need to provide min seven

(7) days’ notice in advance.

Leave of Absence: General

If you have spent up to two (2) years of service, you may be granted leave of absence from work without pay for a maximum period of eighteen (18) calendar months and this is at the discretion of executive management and subject to your performance rating as indicated below:

*Tenure*		Performance Rating

	A		B	Others
2 to 5 years	12 months		6 months	NA

Above 5 years	18 months		12 months	3 months

Note that Leave of absence can only be used for extended education, public service or GAP/work rest. You will not be entitled to leave of absence if you are or have been on performance probation in the past twelve months.

The organization will within eight (8) weeks of your return make concerted effort to reabsorb you into your previous role, fix you in an alternative available role or be constrained to terminate the employment contract if a vacancy does not exist after three (3) months of your return.

Compassionate Leave

On application, you may be granted compassionate leave for a period not exceeding five (5) working days in a year for emergencies such as serious illness or bereavement of extended relatives. Such time off will not be deducted from your annual leave.

Annual Year-End Company Shutdown

Each year, the company will shut down for the year from the last working day before December 24th and will re-open the first working day after January 2nd of the following year.

Critical and essential services will continue to run for the period. Responsible line managers will see to it that their affected business does not suffer during the close down period.

In certain cases, remote working might be implemented.

E. MEDICAL BENEFIT

Any employee who is unable to attend work on grounds of sudden illness must send notice of the fact to The Company immediately and in no case later than two (2) days or forty-eight (48) hours, except where extenuating circumstances exist.

Absence from work without a written notice or medical certificate from a Doctor shall be deemed as a breach of contract and treated accordingly.

Self-medication or taking the day off for rest due to stress or weakness will not qualify for medical leave.

In any case, an approved Doctor’s Certificate must be produced within three (3) days of beginning of the absence of the employee if he wishes to be considered for sick benefit.

Group personal Accident Insurance as entered into by the Company shall apply.

End of Year Bonus

The Company shall pay End-of-year Bonus to all FTE employees on a pro-rata apportionment subject to The Company’s financial standing, where employee has served a period exceeding one year of continuous service from the date of confirmation of appointment.

Payment will be based on I) seniority, II) grade level and III) performance (A=50%, B=35%, C=15%, D=0%, E=0%)

The End-of-year Bonus is subject to the approval of the Federal Ministry of Labor and productivity, and Government Regulations (I.e. Income Guidelines).

Notwithstanding regulatory guidelines above, End-of-year Bonus shall be 1%-5% of The Company’s annual Earnings Before Income Tax (EBIT) at the discretion of The Company

Long Service Award

In order to encourage total dedication to duty and good behavior while in service, the following have been approved for Long Service Award to all FTE employees:

Ten (10) years of continuous service: 2-Door Refrigerator + Gas cooker/oven (or Water Dispenser or Washing Machine) + 4 months’ basic salary + service certificate

Fifteen (15) years of continuous service: Return ticket for 1-week for all-expense paid vacation in W/Africa + 6 months’ basic salary + service plaque

Twenty (20) years of continuous service: Return ticket for 2-weeks for all-expense paid vacation in Africa + 8 months’ basic salary + service plaque

Twenty-five (25) years of continuous service: Car + 10 months’ basic salary + service plaque

Thirty (30) years of continuous service: Land + 10 months’ gross salary + service plaque

Thirty-five (35) years of continuous service: House + 12 months’ gross salary + service plaque

Any employee whose appointment is terminated at a time when he/she has exactly 4 months or less to serve the company and qualify for long service award, may be considered for such award by the company

SECTION 7: EMPLOYMENT CONTINUITY

A. TERMINATION OF EMPLOYMENT

Employment may be terminated by either party giving to the other one (1) months’ notice in writing or one (1) months’ pay in lieu of notice where the appointment has been confirmed, provided in the case of misconduct, an employee may be summarily dismissed. In the latter case, employee shall not be entitled to any benefits.

Termination of employment or suspension from work shall strictly be the responsibility of the Managing Director through the HR Manager. The employees line manager shall be duly informed of any such action.

B. EX-GRATIA/TERMINATION AND WITHDRAWAL FROM SERVICE BENEFITS

An employee who has faithfully discharged his duties with The Company for more than three (3) years but less than five (5) years of continuous service and is terminated by The Company, shall be entitled to an ex-gratis benefit calculated at the rate of 50% of one month’s basic salary for each year completed.

An employee who has faithfully discharged his duties with The Company for five (5) years of continuous service and above and is terminated or decides to withdraw his/her service on giving one (1) months’ notice, shall be entitled to an ex-gratis benefit calculated at the rate of one month’s basic salary for each year completed.

The ex-gratis benefit is payable provided that the employee neither qualifies for Redundancy Benefits nor for Retirement Benefits, other than the Employees Compensation Act (ECA) as managed by Nigerian Social Insurance Trust Fund (NSITF) and/or contributions made pursuant to section 9(c) of the Pension Reform Act 2004 (and as amended 2014).

Any additional ex-gratis payment is at the discretion of The Company.

C. CONTINUOUS EMPLOYMENT

Employment will be defined as continuous when a worker is employed by The Company and such employment is not interrupted by more than four (4) consecutive days’ absence in any twelve (12) months employment, except if such absence is caused by paid leave, public holidays, sickness or with prior permission of an authorized official of the Company in writing or the inability of the Company to provide employment due to temporary suspension of work.

Provided that in the event of stoppage(s) or Strike(s) or Slowdown, continuous employment may be deemed to have been terminated forthwith.

Any employee who wants to absent himself from duty shall take permission from his line manager with the Practice Manager duly informed in writing and if due to ill-health, must comply with the Company’s Medical Policy above (see section 6 -22).

D. REDUNDANCY

Redundancy pay shall be given as compensation for loss of future prospect of employment with The Company.

Redundancy occurs when the services of an employee having been in the continuous employment of the Company for two (2) years or more are no longer required by the Company due to no fault of the employee. Employees who are employed on a contract for a specific length of time (termed contract), shall not be entitled to Redundancy pay.

The scales of Redundancy payment for the employee shall be as follows:

2 – 5 years of continuous employment, 25% of a month’s Basic salary for each year of service

6 – 9 years of continuous employment, 50% of a month’s Basic salary for each year of service

10 – 20 years of continuous employment, 50% of a month’s Net salary for each year of service

21 years and above of continuous employment, 75% of a month’s Net salary for each year of service

Employees shall be given one (1) months’ notice in writing or payment in lieu of notice.

Additional Ex-gratis payment on redundancy is at the discretion of the Company

E. RETIREMENT BENEFITS

On attaining the age of sixty (60) years, an employee’s appointment shall be terminated on grounds of retirement, except if the Company decides otherwise.

Provided he has completed 10 years of continuous service; the employee may retire or be retired by the Company on/or before attaining the age of fifty (50) years.

The following retirement benefits shall be paid:

10 years of continuous employment, 50% of a month’s Gross salary for each year of service

11 – 20 years of continuous employment, 75% of a month’s Gross salary for each year of service

21 years and above of continuous employment, 100% of a month’s Gross salary for each year of service

A written notice of three (3) months shall be given by either party to the other, of intention, in the case of the employee to retire from The Company, and in the case of the Company, to retire the employee.

A befitting send-off party shall be organized by the Company in form of a group event for the retiring members of staff.

F. DEATH OF STAFF

Benefit as provided under Group Accident Insurance and ECA as managed by National Social Insurance Trust Fund (NSITF)

In the case of death of an employee, the employees RSA account managed by his/her Pension Fund Administrator (PFA) in pursuant of the Pension Reform Act 2004 (and 2014 as amended)

and where he/she is does not have such an account, the Next-of-Kin or Estate of the deceased shall be paid the following:

Four (4) month’s basic salary in lump sum where the employee has worked for minimum two (2) years

Eight (8) month’s basic salary in lump sum where the employee has worked for more than two (2) years

100% of Retirement Benefits as provided under Retirement subsection above, provided he has served the company continuously for ten (10) years and above.

The Company shall provide a coffin and transport means or bear the equivalent cost in respect of transporting the Corpse of the deceased to his/her place of burial within Nigeria including the immediate household. Such shall be paid without prejudice to pensions, gratuity and insurance entitlement where applicable.

SECTION 8: TRAINING & DEVELOPMENT

TRAINING

The Company shall encourage employees to benefit from the Industrial Training Fund (ITF) as provided by the Federal Government.

The company shall ensure that appropriate opportunity is created for relevant refresher courses and on-the-job training for employees.

The company in compliance with the Provisions of the Federal Ministry of Labor and Productivity guideline, shall establish a well-defined training unit/scheme that shall:

Organize training scheme applicable to all categories of staff towards skill enhancement.

Send employees to both local (state & national) and overseas institutions

Encourage more utilization of the Industrial Training Fund (ITF).

Sponsor professionals for seminars in their respective fields.

The Company shall consider application for further studies from employees who have put in a minimum of three (3) years of continuous service

PERFORMANCE

SECTION 9: EMPLOYEE PERFORMANCE MANAGEMENT

Performance appraisals will be conducted by line managers and report will be shared with the HR Manager. There will be quarter appraisal and month on month where employee performance will be discussed for improvements and 6months probationary appraisal to discuss the continuity of the employee with PRMP.

Section 10: Employee Cooperative Scheme (ECS)

1.0 INTRODUCTION

A thrift and savings system for employees to use which encourages personal savings and wealth creation.

Evidence suggests that when monies are taken from pay, employees tend not to miss it, whereas when they receive their net pay and have to save manually they find it more difficult. This is an opportunity for the company to extend her corporate social responsibility to her employees.

The main reasons we are offering this savings scheme through payroll include:

To help staff budget more effectively.

To help employees with seasonal savings.

To help employees avoid payday loans.

To assist with employee well being and to help staff save for the future.

Promoting a savings culture.

Creating a source of affordable credit.

Helping members to use their money wisely.

2.0 ELIGIBILITY

Participation is completely voluntary.

Minimum monthly contribution is 5% of Standard Take-home (STH) and Maximum monthly contribution is 33.33% of employee’s STH pay (i.e. gross less all regulatory deductions).

3.0 COMPANY CONTRIBUTION

The company will match employees’ contribution up to 5% of STH

Employees with A and B performance rating will receive an additional 5% and 2.5% contribution respectively from the company

Employees on probation will receive zero match or addition from the company

Employees whose appointment is terminated (for just cause) by the company will lose the companies contribution

The company is at liberty to contribute or discontinue contribution on behalf of the employees at her discretion.

4.0 SCHEME ADMINISTRATION

Fund to be administered by a staff-nominated 3 or 5-man committee made up of staff members that serve on an annual basis.

No staff member can serve on the committee for more than two consecutive years.

Committee members must contribute minimum 10% of their STH to the Fund.

The Committee will invest 85% of the funds in max of 5 different portfolios.

Each portfolio will have a Min of 10% and Max of 40% of the invest-able funds.

Each portfolio must have the potential to return a minimum 5% annually on investment

Staff Loans will constitute one of the portfolios of the scheme.

Company Preferential Shares (PS) will also constitute one of the portfolios of the scheme.

Committee to declare dividend and pay to staff scheme account no later than Feb 28th annually.

The committee activities will be audited quarterly by a 2-3-man audit committee with audit report provided to all employees (both scheme members and others).

Audit members will be non-committee members and may include 1) 1-2 Staff Nominated Employee Auditor, 2) HR Manager or Accounts Manager.

5.0 STAFF LOANS

Confirmed Employees (and those not placed on any form of probation) may apply for loans from the scheme

Loan value will be max 300% of employee’s portfolio value

No single Loan value may exceed 10% the entire scheme portfolio

Loan on the scheme will be at 10%,7.5% and 5% interest rate per annum for loans valued at less than N50k, +N50k -N100k and +N100k respectively.

1% management fee and 1% processing fee both fees to be paid upfront.

Loan is repaid from normal monthly contributions to the scheme.

Repayment period is maximum of 18 months

An employee may be required to contribute up to his maximum of 33.33% when a loan is advanced

Irrespective of loan amount, employees must continue to fund their savings by a minimum of 5% of STH

6.0 EMPLOYEE ASSISTANCE PROGRAM

The scheme will provide extended Employee Assistance Services (EAS) Program for its registered members.

This will include but not limited to the following:

Group Laundry Services,

Bulk Food Stuff,

Group Vacation,

Personal Loans, and

Group Consumer Goods.

7.0 FUNDING ACCOUNT

All funding will be deducted directly from employees’ monthly payroll at source before salaries are paid

The deductions will appear as “Employee Cooperative Savings” on the pay slip

The deductions are after PAYE Tax

Request to fund the Scheme will be made via email to HR with a copy to the cooperative.

Request to increase/decrease savings deductions from payroll must be made via email to HR with a copy to the cooperative

All payroll request must be made no later than the 18th day of the month. Request after this date will be carried over to the next month payroll run

8.0 WITHDRAWAL:

At any time, a subscriber can request for his money from the savings scheme

Withdrawing up to 25% of personal portfolio value can be done immediately upon employee request

Withdrawing above 25% and up to 100% of portfolio value must be done with 1-month notice to the withdrawal date

Withdrawals above 25% value without notice will attract 5% of withdrawal value as penalty in lieu of notice

maximum of one withdrawal a month (irrespective of amount) is allowed

Special Cases

Exiting employees from the services of the organization will have their entire portfolio & loans liquidated into their Net Entitlement Account with HR

Committee members will not be allowed to withdraw their funds until they resign (either from the committee or the organization) and the expiration of their tenure. They should use the loan services should they require funds.