Company: Iretura Limited
Policy Owner: Management, Iretura Limited
Version: 1.0
Status: Active
Effective Date: August 21, 2025
Review Date: August 21, 2026
1. Purpose
This policy establishes the standards, responsibilities, rights and expectations applicable to employees and other personnel working with Iretura Limited.
It is designed to create a professional, productive, respectful and accountable workplace while protecting Iretura’s legitimate business interests, intellectual property, confidential information, clients, systems, assets and reputation.
The policy operates alongside applicable Nigerian employment, workplace safety, data protection and other relevant laws. Where applicable law provides an employee with a mandatory right or protection that differs from this policy, the law shall prevail.
2. Scope
This policy applies to:
- Permanent employees
- Probationary employees
- Temporary employees
- Interns and trainees
- Part-time employees
- Contract personnel, where applicable
- Remote and hybrid workers
- Any other person expressly made subject to Iretura workplace policies
Certain provisions may apply differently depending on an individual’s employment contract, role or legal status.
3. Iretura’s Core Principles
Iretura expects every member of its workforce to operate according to the following principles:
Integrity
Employees must act honestly and in the legitimate interests of Iretura.
Professionalism
Employees must maintain professional standards in their work, communication, appearance and conduct.
Accountability
Employees are responsible for their assigned duties, decisions, deadlines, conduct and use of company resources.
Respect
Everyone working with Iretura must be treated with dignity and respect.
Excellence
Employees are expected to continuously improve the quality, accuracy and effectiveness of their work.
Confidentiality
Company, employee and client information must be protected from unauthorised access or disclosure.
Service
Employees are expected to provide professional and timely service to clients, colleagues and business partners.
4. Employment and Appointment
Employment with Iretura shall ordinarily be confirmed through a written appointment or employment letter.
The appointment letter shall specify applicable terms including:
- Job title
- Department or functional area
- Reporting line
- Commencement date
- Employment status
- Salary and applicable benefits
- Working hours
- Probation period
- Notice requirements
- Other material employment conditions
No employee should rely on verbal promises or informal communications as a variation of their employment terms unless properly authorised and documented.
5. Probation
Where a probationary period applies, the employee’s performance, conduct, attendance, reliability, suitability and ability to perform the assigned role shall be assessed during the probation period.
Iretura may:
- Confirm the appointment;
- Extend probation where reasonably necessary and legally permissible;
- Provide additional performance support; or
- End the employment relationship in accordance with the employment contract and applicable law.
Probation does not remove an employee’s entitlement to applicable statutory protections.
6. Equal Opportunity and Fair Treatment
Iretura is committed to a professional workplace in which employment decisions are based on legitimate considerations including qualifications, competence, performance, conduct, experience and business requirements.
Iretura does not tolerate unlawful discrimination, harassment, bullying, intimidation or victimisation.
The company will seek to provide fair opportunities while recognising that different roles may legitimately require different qualifications, responsibilities and performance standards.
7. Working Hours
Employees shall observe the working hours communicated in their employment agreement, department schedule or official company policy.
Employees must be ready to commence work at the beginning of their scheduled working period.
Being physically present at the workplace does not by itself constitute satisfactory attendance. Employees are expected to be available and productively engaged in assigned duties during working hours, subject to authorised breaks.
8. Attendance and Punctuality
Punctuality is an essential employment responsibility.
Employees must:
- Report to work on time;
- Remain available during scheduled working hours;
- Observe authorised break periods;
- Notify the appropriate manager promptly when they cannot attend work;
- Obtain approval for planned absences;
- Properly record attendance where an attendance system exists.
Repeated lateness, unexplained absence, unauthorised absence or abandonment of assigned duties may constitute a performance or disciplinary matter.
Any deductions or sanctions relating to attendance shall be applied only in accordance with the employment contract, company policy and applicable law.
9. Leave and Absence
Employees are entitled to applicable statutory and contractual leave.
Leave must ordinarily be requested through the company’s designated process and approved before commencement, except in genuine emergencies.
Employees must not assume that submitting a leave request constitutes approval.
Unauthorised absence may be treated as a conduct or attendance issue.
Where an employee becomes unexpectedly unable to work, they must notify their supervisor or designated manager as soon as reasonably practicable.
10. Performance and Productivity
Iretura is a performance-oriented organisation.
Employees are expected to:
- Understand their responsibilities;
- Meet reasonable deadlines;
- Maintain acceptable quality standards;
- Follow approved workflows;
- Respond appropriately to work communications;
- Maintain accurate records;
- Take ownership of assigned tasks;
- Escalate problems promptly;
- Avoid unnecessary delays;
- Meet role-specific KPIs where established.
Performance will be assessed based on the requirements of the employee’s role rather than arbitrary comparisons with other employees.
Where performance falls below expectations, Iretura may provide clarification, coaching, additional supervision, a performance improvement plan or other appropriate corrective action.
11. Quality of Work
Employees must take reasonable care to ensure that work submitted or published on behalf of Iretura is accurate, professional and fit for its intended purpose.
Employees must not knowingly:
- Submit fabricated information;
- Misrepresent completed work;
- Conceal material errors;
- Falsify records;
- Publish unverified information where verification is required;
- Deliberately deliver substandard work;
- Claim another person’s work as their own.
Where an error is identified, the employee should report it promptly and participate in correcting it.
12. Communication
Official company communication channels must be used for business activities where required by Management.
Employees are expected to communicate respectfully and professionally with colleagues, Management, clients, vendors, partners and members of the public.
Aggressive, abusive, threatening, insulting or deliberately disruptive communication is unacceptable.
Business decisions and important instructions should be documented through approved communication channels where appropriate.
13. Company Communication Accounts
Company-owned communication accounts, telephone numbers, email accounts, social-media accounts, messaging accounts and similar resources belong to Iretura.
Employees granted access to such accounts:
- Must use them primarily for authorised business purposes;
- Must protect login credentials;
- Must not transfer access to unauthorised persons;
- Must not delete business records without authorisation;
- Must return or surrender access when requested;
- Must immediately report suspected compromise.
Employees should not represent a company account as their personal property.
14. Use of Mobile Phones and Personal Devices
Employees may use personal mobile devices during authorised breaks or for legitimate work purposes where permitted.
Excessive personal phone use during working hours may interfere with productivity and may constitute a performance or conduct issue.
Management may establish role-specific rules for phones, personal devices and communication platforms.
15. Remote and Hybrid Work
Where remote or hybrid work is authorised, the employee remains subject to the same standards of productivity, confidentiality, availability, professionalism and accountability applicable to office-based work.
Remote work is not automatically an entitlement unless expressly provided for in the employee’s employment terms or approved by Management.
Employees working remotely must maintain an appropriate working environment and reliable access to required communication and work systems.
16. Company Property
Company property includes, but is not limited to:
- Computers
- Laptops
- Phones
- Cameras
- Storage devices
- Office equipment
- Furniture
- Software licences
- Access credentials
- Company vehicles
- Branding materials
- Digital accounts
- Databases
- Client information
- Intellectual property
- Documents
Employees must take reasonable care of company property.
Loss, theft, damage or suspected misuse must be reported promptly.
Employees may be required to sign an asset or equipment handover form when company property is issued.
17. Information Technology
Employees must use Iretura’s technology systems responsibly.
Employees must not:
- Install unauthorised software where prohibited;
- Circumvent security controls;
- Share passwords;
- Access systems without authorisation;
- Introduce malicious software;
- Use company systems for unlawful activities;
- Copy confidential information to unauthorised devices;
- Deliberately disable security measures;
- Attempt to access another person’s account without authorisation.
Iretura may implement reasonable monitoring and security controls over company-owned systems, subject to applicable law and privacy requirements.
18. Passwords and Account Security
Employees are individually responsible for protecting credentials assigned to them.
Passwords must not be shared with colleagues or third parties unless an approved business process specifically requires it.
Where available, employees should use multi-factor authentication.
Any suspected security breach, compromised account or unauthorised access must be reported immediately.
19. Data Protection and Privacy
Iretura may process personal information relating to employees, clients, vendors, applicants and other individuals for legitimate business, contractual, legal and operational purposes.
Iretura shall seek to process personal information fairly, lawfully, transparently and securely, consistent with applicable data protection requirements.
Employees must:
- Access personal data only when authorised;
- Use information only for legitimate business purposes;
- Avoid unnecessary copying or disclosure;
- Protect confidential records;
- Follow company data-retention procedures;
- Report suspected data breaches promptly;
- Respect the privacy rights of individuals.
Data protection obligations may continue after employment ends.
20. Confidential Information
Confidential information includes information that is not publicly available and that Iretura reasonably expects to remain confidential.
This may include:
- Client information
- Client contact databases
- Pricing
- Quotations
- Contracts
- Financial information
- Business strategies
- Marketing strategies
- Internal procedures
- Passwords
- Software and source code
- Product plans
- Unpublished media content
- Designs
- Photography and video materials
- Internal correspondence
- Employee records
- Vendor information
Employees must not disclose confidential information to unauthorised persons during or after employment.
21. Intellectual Property
To the extent permitted by applicable law and subject to the employee’s contract, work created by an employee in the course of their employment or specifically commissioned by Iretura for company business shall belong to Iretura or be assigned to Iretura as legally appropriate.
This may include:
- Articles
- Reports
- Designs
- Graphics
- Photographs
- Videos
- Audio
- Software
- Source code
- Websites
- Databases
- Documents
- Presentations
- Marketing materials
- Campaign concepts
- Business processes
- Other work products
Employees must not commercially exploit company work or confidential materials without written authorisation.
22. Client Relationships
Employees must protect Iretura’s legitimate business relationships.
Employees must not, without appropriate authorisation:
- Divert Iretura clients to personal businesses;
- Use company client databases for personal commercial purposes;
- Represent themselves as independent agents of Iretura;
- Negotiate unauthorised private arrangements with clients;
- Accept undisclosed commissions from clients;
- Use company resources to establish competing arrangements.
Nothing in this policy is intended to prevent an employee from exercising lawful rights or pursuing legitimate activities that do not conflict with their employment obligations.
23. Conflict of Interest
Employees must disclose actual, potential or perceived conflicts of interest where they could reasonably affect their ability to act in Iretura’s legitimate interests.
Examples include:
- Working for a direct competitor without authorisation;
- Personal financial interests involving an Iretura vendor;
- Private arrangements with an Iretura client;
- Using company opportunities for personal benefit;
- Directing company business to a related party without disclosure.
Management will assess disclosed conflicts fairly and determine appropriate measures.
24. Gifts, Commissions and Benefits
Employees must not solicit or accept undisclosed financial benefits, commissions, kickbacks or other improper advantages in connection with Iretura business.
Legitimate modest business hospitality may be accepted where it does not create an improper obligation or conflict.
Any significant or questionable benefit must be disclosed to Management.
25. Social Media
Employees may maintain personal social-media accounts.
However, employees must not:
- Disclose confidential company information;
- Publish private client information;
- Misrepresent personal opinions as official Iretura statements;
- Publish unauthorised internal documents;
- Damage client confidentiality;
- Use company branding in a misleading manner;
- Engage in conduct that unlawfully harms the company’s legitimate interests.
Only authorised personnel may make official statements on behalf of Iretura.
26. Artificial Intelligence and Digital Tools
Employees may use approved artificial intelligence and digital tools to improve productivity where permitted by their role.
However, employees must not upload confidential, sensitive, proprietary or client information into external AI systems unless the tool and use have been expressly approved.
AI-generated content must be reviewed for accuracy, intellectual-property concerns, confidentiality, appropriateness, client requirements and professional quality.
The employee remains responsible for work submitted under their name, even where AI tools were used.
27. Workplace Respect
Iretura seeks to maintain a workplace free from:
- Harassment
- Bullying
- Sexual harassment
- Threats
- Intimidation
- Unlawful discrimination
- Victimisation
- Persistent abusive behaviour
Employees should report serious concerns through the grievance or management channels established by the company.
Retaliation against an employee who raises a genuine workplace concern in good faith is not permitted.
28. Health, Safety and Welfare
Iretura will take reasonable measures to provide a safe and suitable workplace.
Employees must:
- Follow reasonable safety instructions;
- Report hazards;
- Report workplace accidents promptly;
- Use equipment responsibly;
- Avoid conduct that creates unnecessary risks;
- Cooperate with reasonable safety procedures.
29. Alcohol, Drugs and Impairment
Employees must report to work capable of performing their duties safely and effectively.
An employee must not attend work in a condition that materially impairs their ability to perform their responsibilities or creates a safety risk.
Where a situation raises legitimate safety concerns, Management may take appropriate action consistent with applicable law and company procedure.
30. Financial Integrity
Employees must protect Iretura’s financial interests.
Employees must not:
- Steal or misappropriate company funds;
- Falsify expenses;
- Create fraudulent invoices;
- Manipulate financial records;
- Divert client payments;
- Accept undisclosed commissions;
- Use company funds for unauthorised personal purposes;
- Conceal financial irregularities.
Suspected financial misconduct must be reported to Management.
31. Company Records
Employees must maintain accurate business records where record-keeping forms part of their role.
Employees must not deliberately falsify, destroy, conceal or alter records without proper authority.
Company records may include:
- Client files
- Financial records
- Contracts
- Quotations
- Invoices
- Reports
- Editorial records
- Project files
- Employee records
- Digital correspondence
32. Grievances and Complaints
Employees are encouraged to raise workplace concerns promptly.
A complaint should ordinarily be made to the employee’s immediate supervisor or designated Management representative.
Where the supervisor is directly involved in the complaint, the employee may escalate the matter to another appropriate Management representative.
Iretura will seek to review genuine complaints objectively and confidentially to the extent reasonably possible.
33. Disciplinary Procedure
Where an employee is suspected of misconduct or serious performance failure, Iretura may investigate the matter.
Depending on the circumstances, the process may include:
- Identification of the concern;
- Preliminary review;
- Notification to the employee;
- Opportunity for the employee to respond;
- Investigation where necessary;
- Review of relevant evidence;
- Management decision;
- Corrective or disciplinary action;
- Documentation of the outcome.
The seriousness of the conduct, previous record, impact on Iretura and other relevant circumstances may be considered.
34. Possible Disciplinary Measures
Depending on the circumstances and applicable law, corrective measures may include:
- Verbal counselling;
- Written warning;
- Final written warning;
- Performance improvement plan;
- Additional supervision or training;
- Suspension where legally and contractually appropriate;
- Termination of employment;
- Other lawful corrective measures.
Iretura will seek to apply proportionate and consistent disciplinary measures.
Serious misconduct may justify more serious action without progressing through every stage of progressive discipline, subject to applicable law and the employee’s contractual rights.
35. Serious Misconduct
Examples of conduct that may constitute serious misconduct include:
- Theft or fraud;
- Deliberate financial misconduct;
- Serious dishonesty;
- Unauthorised disclosure of highly confidential information;
- Serious misuse of company systems;
- Deliberate destruction of company property;
- Serious harassment or threats;
- Unauthorised diversion of clients or company funds;
- Falsification of important records;
- Serious breach of data security;
- Serious insubordination;
- Repeated misconduct following warnings.
The examples are illustrative and do not constitute an exhaustive list.
36. Resignation and Notice
Employees wishing to resign must provide notice in accordance with their employment contract and applicable law.
The employee is expected to continue performing their duties professionally during the notice period unless otherwise instructed.
Iretura may require an appropriate handover of:
- Projects
- Client relationships
- Documents
- Passwords and access credentials
- Company equipment
- Files
- Outstanding tasks
- Business contacts
37. Exit Clearance
Before leaving Iretura, an employee may be required to complete an exit and clearance process.
This may include returning:
- Laptop
- Phone
- Camera
- Storage devices
- Documents
- Keys
- Identification materials
- Company cards
- Other equipment
Company accounts and system access may be reviewed, transferred or disabled as part of the exit process.
Outstanding company property or financial obligations may be handled in accordance with applicable law and the employment agreement.
38. Post-Employment Obligations
After employment ends, employees remain bound by obligations that lawfully survive termination, including applicable confidentiality, intellectual-property, data protection and return-of-property obligations.
Nothing in this policy is intended to unlawfully restrict an individual’s right to seek employment or conduct lawful activities after leaving Iretura.
39. Management Rights
Iretura reserves the right to:
- Organise its workforce;
- Assign responsibilities;
- Establish reasonable performance standards;
- Introduce operational procedures;
- Modify workflows;
- Monitor company systems appropriately;
- Protect company property and information;
- Take reasonable corrective action;
- Update policies when business or legal requirements change.
Management rights shall be exercised subject to applicable law and contractual obligations.
40. Policy Amendments
Iretura may amend this policy when necessary to reflect:
- Changes in legislation;
- Changes in business operations;
- New technology;
- Security requirements;
- Organisational restructuring;
- Lessons from workplace experience;
- Industry best practice.
Employees will be notified of material changes through an appropriate company communication channel.
41. Policy Interpretation
Where a provision of this policy is unclear, Management shall provide an interpretation consistent with:
- Applicable law;
- The employee’s employment contract;
- The legitimate interests of Iretura;
- The purpose of this policy;
- Fair and reasonable workplace practice.
Where applicable law conflicts with this policy, applicable law shall prevail.
42. Employee Acknowledgement and Contract Validation
Every employee receiving this policy shall be required to confirm that they have:
- Received the policy;
- Read and understood it;
- Had reasonable opportunity to seek clarification;
- Agreed to comply with applicable company policies;
- Understood that policies may be updated from time to time.
The employee’s acknowledgement may be completed physically or through an approved digital acknowledgement or electronic acceptance process.
Where an employee digitally acknowledges or accepts this policy and the applicable employment documentation, that digital acknowledgement shall constitute the employee’s recorded confirmation that they have received, reviewed, understood and accepted the applicable terms of employment and company policies, subject to applicable law.
The electronic record of such acknowledgement, including the date, time, identity or authentication information and relevant version of the document, may be retained by Iretura as part of the employee’s official employment record.
Nothing in this section shall override any legal requirement for a particular document, transaction or employment term to be executed in a specific manner.
Employee Details
Employee Name: __________________________________
Job Title: ________________________________________
Department: ______________________________________
Date of Commencement: ____________________________
Employee Signature / Digital Acknowledgement: _______________________________
Date: ____________________________________________
For Iretura Limited
Authorised Representative: _________________________
Position: _________________________________________
Signature: ________________________________________
Date: ____________________________________________
43. Management Statement
Iretura Limited is committed to building a workplace that is professional, productive, respectful and commercially responsible.
The company recognises that sustainable business success depends on both organisational discipline and the fair treatment of people.
Accordingly, Iretura will seek to protect its legitimate interests while providing employees with clear expectations, appropriate support, reasonable opportunities to perform, and fair processes for addressing workplace concerns.
This policy establishes the general framework for that relationship.