CONTENT

1. EMPLOYMENT
1.1 Probation and Confirmation of Appointment
1.2 Working Hours
1.3 Dress Code/ Professional Appearance
1.4 Employee Discipline
1.5 Use of Company’s Properties
1.6 Gifts
1.7 Staff Transfer
1.8 Separation and Staff Exit

2. COMPENSATION AND BENEFITS

2.1 Staff Loans and Advances
2.2 Staff bus facility
2.3 Employee Medical Scheme
2.4 Leave
2.5 Performance Monitoring

RECEIPT FOR EMPLOYEE HANDBOOK

 CORPORATE PROFILE

CORPORATE VALUES

Our employees are guided by a set of values:

P Professionalism

A Ambition

C Creativity

E Excellence

With these values, we ensure our service delivery is truly in a class of its own.

HUMAN RESOURCES POLICY

Our Human Resources policy is designed to attract and maintain highly motivated and
professional staffs that are empowered to achieve the company’s corporate goal.

The company therefore, ensures that its staffs operate in a working environment which
enhances job satisfaction and stimulates a high degree of motivation, while it expects total
dedication, loyalty and commitment from its employees in return.
1.0 EMPLOYMENT

FCGL as an outsourcing company is committed to implementing an objective recruitment

process focused on identifying and selecting candidates with excellent potentials. We believe
in filling vacant positions with people having the appropriate skills, experience, exposure,
qualifications and behavioural profile without prejudice to gender, ethnic origin, marital status,
religion, race, colour and physical handicap.

All candidates seeking for employment with the company must undergo -
 The necessary pre-employment tests and interviews
 pre-employment medical test conducted at the company’s appointed hospital
 receive a written Offer of Employment stating the detailed conditions of service and
remuneration

1.1 Probation and Confirmation

All staff of FCGL shall go through a period of six (6) months probation period. Confirmation of
appointment and continued appointment is subject to the receipt of the following documents:

1. Receipt of 2 satisfactory Personal references.

2. Receipt of satisfactory Previous employer reference (Not applicable in the case of
first time employment).
3. Satisfactory Performance appraisal.
4. Satisfactory report on the verification of results from the last institution attended.

Where the employee’s job performance during the probationary period proves unsatisfactory
or employee is yet to satisfactorily fulfill all employment conditions, the probationary period
may be extended for a period not exceeding three (3) months.

During the probation period, the company or the employee may terminate the employee’s
services subject to a notice period of one month or salary in lieu of notice.

1.2 Working Hours/ Public Holidays

The official hours of work in FCGL shall be from 8.00 am to 5.00 pm with one hour break
for lunch from Monday to Friday every week. The company, however, reserves the right
to arrange work hours to suit operational requirements should the need arise.

Notifications of these public holidays and other days of closure shall be sent out.
However, staff may be required to work on a public holidays and shall be compensated
for the inconvenience.
1.3 Dress Code/Professional Appearance

Employees are expected to maintain a modest, business-like, neat and clean appearance.
Dress and appearance should not be offensive or distracting to customers or other staff of the
company.

MEN
Male staff are required to put on dark to medium grey or dark blue suits (light shades of blue
and grey are prohibited, other colours are also prohibited), Plain or striped fabrics are
acceptable. Single or double-breasted suits, with no more than 3 rows of buttons are
prohibited. Jackets need not be worn when at a workstation or desk, but should be worn for
meetings with external parties (both in the office and out of the office). Lapels must extend to
at least the bottom of the chest. Male staffs are permitted to wear black leather shoes only.

Shirt colours must be light shades (e.g. White, Pink, Blue). Shirts should be plain or subtly
patterned. (i.e., bold stripes and bold checks are not allowed. Ties should be of sober colours
and patterns. A healthy collection of blue ties is advisable as blue is our corporate colour.

FEMALE
Female staff members are expected to wear skirt or trouser suits (complete with jacket). Note
that skirts must not be shorter than knee top. Jackets may be worn over shirts - this could be
temporarily removed when working on the desk, except when worn over a camisole,
spaghetti strap or sleeveless top. Female Staff are permitted to wear Brown; Black and navy
blue Leather Shoes. Suede shoes are not permitted. However, pregnant ladies may wear
sandals.

Staff are allowed to dress business casual on Fridays Only or on other days stated by
Management. Ladies should wear smart shirts/ blouses, skirts/ trousers, leather shoes. Men
should wear short/ long sleeved shirts (always tucked in), smart trousers (Jeans are
not allowed), leather shoes, loafers, moccasins. Brown or black belt is allowed. All outfits
must be in subdued/ earth colours such as black, brown, navy blue, army green, grey,
burgundy, mauve, etc. No bright colours are permitted.

Male staffs at Northern Branches are permitted to wear complete native attire or kaftans
with cap on Fridays ONLY. Female staff at Northern branches may wear native outfits
(long skirt and blouse or smart looking kaftans) on Fridays ONLY.

All uniformed staff are required to put on their uniforms throughout the days of the week and
whenever on duty.

The following are not acceptable: unkempt beards, rough or dirty shirts, frayed collars,
Slippers, Trainers, Slip-ons are discouraged within the company at all times. Outfits branded
with other company’s logo and inscriptions; Tight/unnecessarily revealing clothes are
not acceptable. Immoderate hairstyles or colours are discouraged.

ID cards and the company lapel pin must always be worn at all times.
1.4 Employee Discipline

Staff must maintain good personal conduct and cordial relations with all customers in
particular and with other workers and the public in general. They must also maintain a high
level of integrity and decorum in their private conduct after office hours.
Compliance with the company’s rules and regulations, and general discipline is necessary
amongst staff to ensure the smooth running of the company. FCGL therefore expects a high
level of discipline and sense of responsibility from all its employees.

The following are well known offences that may deserve punishment, such as warning,
suspension, termination or dismissal depending on the gravity of the offence:

a. Willful destruction of the company's property

b. Insubordination
c. Refusing to carry out assignments (how thus it differ from Insubordination)
d. Unofficial absence from duty
e. Continued unexplained tardiness and absenteeism
f. Violation of safety rules
g. Defacing Company's property
h. Sexual harassment
i. Using liquor on the premises, drunkenness
j. Fighting or inflicting injury on others
k. Falsifying the Company’s records
l. Stealing
m. Gambling on the Company’s premises
n. Leaking confidential information of the Company
o. Improper dressing
p. Breach of security procedure
q. Breach of code of conduct or operational procedures
r. General misconduct prejudicial, or detrimental to the interest and smooth operation of
the Company, e.g., corruption, fraudulent practices, false claims, drunkenness on
duty, sleeping on duty, etc.
s. Acts of indiscipline, such as insubordination (i.e., disobedience to a lawful instruction)
(how thus it differ from Insubordination)
t. Conviction for a criminal offence
u. Breach of contract of service
v. Attendance, Punctuality
w. Holding any other office, whether remunerated or not, without the permission of the
Company
x. Issuing a press release, or publishing any information about the Company without
Management’s approval
y. Any act of public immorality, or act causing embarrassment for the Company through
an act of willful omission.
 All disciplinary issues shall be treated in line with the company’s sanction grid and shall be
preceded by a written query from the Human resources department.

1.5 Use of Company’s properties

All FCGL Drivers and Dispatch riders are expected to take proper care of the company’s
properties (vehicles and motor bikes) allocated to them for use.
These properties shall be inspected periodically. Rewards and sanctions shall be meted
out accordingly.
Willful destruction of the companies property is considered a major offence in the
company and shall attract stiff penalties including termination of appointment

1.6 Gifts

Staff members are not permitted to accept material gifts or benefits from customers or
suppliers that might conflict with the proper performance of his/ her duties. However gifts
associated with promotional activities such as calendars, diaries or festive gifts of an
acceptable nature (where such gifts cannot be taken as influencing duty and performance, or
having substantial commercial value – value greater than 50% of staff monthly gross pay)
may be accepted.

1.7 Staff Transfers

All FCGL staff must be prepared to work anywhere in the country in accordance with the
business needs. All employees to be transferred across states will be given at least two
weeks’ notice in writing. However, due to business exigencies, employees may be given
shorter notice periods. The following conditions are applicable for transfers outside the
primary state of assignment:

a. Relocation Allowance
b. Transportation of personal effects
c. For temporary transfers, the company shall be responsible for providing
accommodation including meals (breakfast and dinner only). However, in the
event that the company does not provide accommodation, the company shall
bear the cost of accommodation subject to specified limit.
d. For permanent transfers, the company shall be responsible for providing
hotel accommodation including meals (breakfast and dinner only) for a
maximum of three months. This period is to enable staff make arrangement
for accommodation.
e. If a member of staff is not interested in staying in a hotel, he/she will be given a
payment in lieu of hotel accommodation for a maximum period of three
months (60 days) subject to a limit. It is important to note that a payment in
lieu of hotel accommodation also covers feeding and incidental expenses.
 HOTEL LIMITS

LOCATION GRADES HOTEL INLIEU OF HOTEL

LIMITS ACCOMMODATION
LAGOS/ PH S/CLK & Below 8,500.00 2,500.00

ABUJA S/CLK & Below 10,500 3,000.00

KANO/ S/CLK & Below 6,500.00 2,000.00

KADUNA/
IBADAN

WARRI S/CLK & Below 5,500.00 2,000.00

OTHER WEST S/CLK & Below 3,000.00 1,000.00

OTHER NORTH S/CLK & Below 3,000.00 1,000.00

OTHER EAST S/CLK & Below 3,250.00 1,250.00

1.8 Separation and Staff exits

This can be initiated by the organization or the employee, or can be consequent to events
beyond either the organization’s or the employee’s control. Separation between the company
and the staff member may occur for any of the following reasons:

 Voluntary Resignation
 Termination of Appointment
 Redundancy
 Dismissal
 Retirement
 Invalidation
 Death
2.0 COMPENSATION AND BENEFITS

The compensation structure of the company is operated generally in accordance

with salary guidelines as approved by the company’s Executive
Management.2.1 Staff Loans and Advances

2.1 Staff Loans and Advances

As a general rule, the company is not in the business of granting loans and advances
to individuals for private purposes, and therefore restricts employees’ loans to those
prescribed by government regulation or Company policy.

1. All loans attract an interest rate determined by the Company and run for a
specified maximum tenor.
2. All loan approvals are subject to management’s discretion. Loans are privileges
and not a right.
3. All Staff who have spent less than a year in the Company are eligible to apply for
Emergency Loan or Salary Advance.
4. At any point in time, staff can apply for Motorcycle loan, Rent loan and any one
of Salary Advance, Personal Loan and Emergency Loan.
5. Staff with loans and advances who decide to leave the company’s employment
are expected to repay all outstanding balances immediately.
6. The following types of loans are available to staff:

2.1.1 Personal Loan

Personal loans are to enable employees to meet the personal financial demands. In
any event, the purpose for which the loan is being required must be stated. The loan
attracts an interest of 4% and is repayable within 24 months. Total loan amount must
not exceed annual basic salary (gross) of the applicant for the loan.

2.1.2 Emergency Loan

The purpose of the loan is to enable employees to meet the financial demands of
emergencies. In any event, the purpose for which the loan is being required must be
stated. This loan attracts an interest of 4% and is repayable within 12 months. Total
loan amount must not exceed annual basic salary (gross) of the applicant for the loan.

2.1.3 Rent Loan

Rent Advance is granted to employees requiring assistance to acquire accommodation

or pay yearly rent. This loan attracts an interest of 4% and is repayable over 12 months
of equal instalments or fully liquidated with the following year’s housing allowance
payment. Total loan amount must not exceed the annual housing allowance of
requesting staff.
2.1.4 Motorcycle Loan

The company may grant Motorcycle loan to enable employees to purchase personal
motorcycles. All staff that have been confirmed and have spent a minimum of one year
in the company are eligible to apply for this loan. A motorcycle loan attracts an interest
of 4% and is repayable over 36 months. Total loan amount must not exceed N120,
000.00 maximum.

The approval of these loans is subject to the following conditions:

 A completed loan application form duly approved by supervisor
 Two completed and signed guarantor’s forms
 A cheque will be issued to the receiving vendor (for motorcycle loan)
 Insurance will be processed for the motorcycle

2.1.5 Vehicle Loan

The company may grant vehicle loan to enable employees to purchase personal
vehicles. This type of loan may be granted to confirmed staff on Grade levels Clerk3
and above who have spent more than 12 months in the company. A vehicle loan
attracts an interest of 4% and is repayable over 36 months. Total loan amount must not
exceed 4 times annual basic salary maximum.

The approval of the loan is subject to the following conditions:

 Completed loan application form approved by supervisor

 Two completed and signed guarantors forms
 A proforma invoice from vehicle seller
 Photocopies of vehicle particulars
 Vehicle inspection report from authorised officer
 Duly executed loan agreement executed by the Legal department
 Original vehicle particulars must be submitted to the Legal department
 Comprehensive Insurance will be processed for the motorcycle

Note: Staff cannot apply for another motorcycle loan while a motorcycle loan is running.

2.2 Staff Bus facility

There are staff buses available for the following routes –
 Mile2 – Maza maza – Okokomaiko
 Ketu – Ikorodu
 Ikeja
 Agege
 Ogba
 Ikorodu Road
 The staff buses depart from the Head Office car park (on Marina & Lekki) at 6:15pm every
day except on days otherwise communicated that staff buses will not be available). Pick
up times may be confirmed from the Admin & Logistics department.

2.3 Employee Medical Scheme

The company provides a free medical scheme that allow all permanent employees
(including their spouse and children) to receive treatment from the available list of
retained hospitals of the company. Such treatment shall be within the prescribed cost
limit for the grade.

GRADE MEDICAL LIMIT (N)

Clerks 50,000.00
All staff below 25,000.00

This medical Scheme covers the following areas (within the specified limit):

a. All routine medical treatment

b. Surgery (The bank shall bear 60% of the total cost of surgery)
c. Dental care
d. Ante & Post natal care (excludes delivery)
e. Gynaecology
f. Optical care

Settlement of hospital bills for staff will be within the prescribed limit. Staffs that
exceed their limit will refund the excess or have their accounts debited for the excess.
Expense claims submitted for medical treatment supported by relevant medical
documents shall be reimbursed, to the prescribed limit for the employee’s grade. Staff
accounts will be credited with re-imbursements. Receipt of self-purchased drugs shall
be accommodated to the employee’s limit and must be supported by an authentic
receipt.

2.4 Leave

All Permanent staff of FCGL shall be entitled to 15 days annual leave to enable every
employee take time away from the place of work primarily for rest and recuperation.
Employees shall be granted a degree of flexibility in negotiating their annual leave
during the financial year 1st January – 31st December, provided the timing is mutually
convenient, and constitutes minimal disruption to company’s smooth operations. When
a public holiday falls within an individual’s leave period, the public holiday will be
added to the total leave entitlement. A confirmed staff, whose service with the company
is less than 12 months, will have his/her annual leave and corresponding leave
allowance prorated. All employees are also paid their salary for the duration of their
leave. Any leave application approved by the staff’s supervisor must reach Human
 Resources department at least one week before the commencement of the employee’s
leave. In the event that a staff member falls seriously ill and is hospitalised during the
annual leave, the leave period may be extended by a suitable period on the
recommendation of a recognized Medical Doctor. The period of absence beyond the
end of the normal annual leave will be regarded as sick leave.

There are other types of leave that are available to staff of FCGL -

a. Compassionate Leave which may be deductible or non-deductible.

b. Examination leave
c. Sick Leave
d. Maternity Leave - This type of leave shall be granted to only permanent staff who
have spent twelve (12) calendar months of continuous service. Staff shall be
entitled to maternity leave of twelve (12) weeks with full pay. However, eighteen
(18) months shall elapse after one maternity leave before another maternity leave
can be granted. Any employee granted maternity leave is not entitled to any other
leave within the same calendar year, but shall be entitled to full leave allowance.
All other enquiries should be directed to Human Resources department

2.5 Performance Monitoring

A formal Performance Monitoring system using performance appraisals shall

form the basis for compensation, rewards, and developmental decisions in the
company. Performance appraisal will be conducted bi-annually for all eligible.
All staff who have spent one and half months (90 days) in the company shall
be eligible for performance appraisal. Each employee is expected to fulfill a
minimum period of 3 months under a supervisor before being eligible for
appraisal by his/her supervisor. Where an employee has not fulfilled this
minimum requirement, his/her immediate past supervisor (in a previous
position) will be required to complete the appraisal.

The staff appraisal system measures the Personal Attributes and Job
competencies of staff. The ratings are segmented into:

Performance Score (%) Final rating

105 Exceed Expectation
95-104 Meet Expectation
80-94 Near Expectation
0-79 Below Expectation
 ACKNOWLEDGEMENT

I,……………………………………. hereby acknowledge receipt of the

Staff Handbook.

STAFF NUMBER:...................................................

SIGN:…………………………………………………..

DATE:………………………………………………….

NOTE - Please print this page as soon as you receive the Handbook, sign and date as
indicated and send back to Human Resources.