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STAFF POLICY ON ID CARD

Policy Objective The objective of this policy is to confirm that the holder of the company’s I.D. card is a staff of the company. Policy Statement The company shall provide staff identity card (I.D.) for all staff on assumption of duties. Issuance of company’s I.D. card All staff shall be provided with an I.D. card and the associated cost shall be borne by the company. However, individual staff is to provide passport photographs. Usage Staffs are expected to clip the I.D. card to their uniform while in the company’s premises. Failure to comply with this rule shall constitute disobedience and shall attract appropriate disciplinary measure. Loose of I.D. Card Replacement of a lose I.D. card shall be at the expense of the staff. Meanwhile, the affected staff shall produce a court affidavit/police report and present it with an application letter to the Human Resources Department for processing. On Leaving Company’s Service The I.D. card remains the property of the company and it should be returned to the Human Resources Department on leaving the services of the company either through resignation or termination of appointment. Management Approval ……………………………….. Date…………………………………..

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POLICY ON TERMS AND CONDITIONS OF EMPLOYMENT

Policy Objective The objective of this policy is to ensure that staff achieves regular/ maximum attendance record. Policy Statement It is the company policy to monitor staff attendance records in order to ensure staff compliance with resumption hours. Types of Employment

Full Employment Staff in core functions and activities of the company shall be on full-time regular employment with the Company and shall operate within the framework of the prevailing company policies and procedures as set out or as amended from time to time.

Contract Employment Staff may also be employed on contract basis. They shall abide with all prevailing company policies and procedures.

Part-time/Temporary Employment Staff may also be employed on part-time/temporary basis when a specific business need that must be met at a particular point in time arises. All such employees shall operate within the framework that may be put in place to cater for them. As the need arises, e.Stream Network may hire personnel to carry out specified projects. The nature of employment of this category of staff shall be tied to the kind of project Also as part of the company’s social responsibilities, e.Stream Network may take in student for their SIWES training and also the Nigerian youth corp. members with relevant fields of study and qualifications to carry out their compulsory primary assignments with the company. Employment of Relatives In the interest of discipline, security and impartial working relationships, the employment of members of staff’s spouses, siblings, etc shall not be encouraged. Where two serving members of staff do decide to get married, the Company may, at its discretion, require one of them to resign. Staff Transfer Members of staff may be asked to transfer or re-locate to any place where the company has business interests without a loss of benefits or status. All arrangements for re-locating and associated costs to ensure a smooth relocation is contained in Relocation Policy. References New members of staff would be required to provide names and contact addresses of two referees on resumption. One of which must include the previous employer, if this is the employee’s first employer, he or she will be required to include the name of an academic referee as one of the referees while the others should be character referees from persons related to them.

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Reference letters are expected to have come in within two weeks of dispatch. However, failing this, the staff may be required to either follow-up with the non-responding referee or provide a substitute. All reference letters must be received before an employee is confirmed as a member of staff. The Company may, at its discretion, conduct an independent check to validate pre-employment information supplied by staff. Probation A new employee shall be on probation for a period of six months from the date of resumption. This period may be extended or shortened based on skills displayed and performance of the staff during this period. Confirmation of Employment The staff employment shall be confirmed after a satisfactory probationary period. Requirements for this include the receipt of two references, validation of pre-employment information supplied by staff, satisfactory performance for the period and a medical fitness report. Confirmed employees shall be notified of their confirmation in writing. Attendance/Punctuality All employees are expected to use the Biometric finger Identity Access Control at the door to gain access into the company OR the attendance Register Book, any staff who does not use it and comes in with another person access will be deemed to be absent for the day. Employees of e.Stream Networks should be at their duty posts latest by 8:00am resumption time Mondays through Fridays. Any employee, whose name does not appear in the attendance register and with no acceptable reason, would be consider absent from work without permission and be treated as such. Acceptable reason is determined by the company and communicated to all staff from time to time. Employees are reminded that good time keeping is essential for the smooth running of the business. Any employee that comes late to work three or more times in a month will lose his/her lunch and transport subsidy for the days which he or she was late. Where this continues for more than two months, the staff will be given a verbal warning after which a written warning by the HR unit will be given and the employee will forfeit his/her salary for the days will be regarded as absent. However, in exceptional cases, Top Management reserves the right to review the rule on case by case basis. Employees who by reason of urgency have to resume at clients offices or sites should inform their Head of Department & Human Resources unit through any of the following means: either through their head of department, by text messages, or sending a mail to their HOD with HR in copy of the notification and documentation. Heads of Unit/Department have responsibility for the monitoring of their staff records. However, the Human Resources shall carry out regular check on the attendance records to ensure staff compliance Absence from Work No employee shall be absent from his/her work desk on any working day without being on vacation or training. However, any unexpected absence backed up by very cogent reasons, must be communicated to the respective Head of unit/department and the Human Resources unit on or before 8am of the day in question. The affected staff shall be given an indication of the likely time of his/her resumption at work and must fill immediately on return the appropriate leave form. Failure to do this would indicate reasons giving for the absence and the case would be treated as un-authorized absence and this day will not be paid for by Top management.

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Any un-authorized absence for a day shall be deemed as a gross misconduct and shall be treated as such. The company shall deem any unexcused absence for 3 consecutive days by an employee as abscond from duty and the company reserve the right to fill the vacant post. Absence during Working Hours Any employee who has normally reported for duty will not leave his place of duty or go outside the premises of the company where he works without the prior permission of his supervisor. Any member of staff who leaves his/her duty post without permission for four or more hours shall forfeit the full day’s pay, and where such behavior persists, shall be summarily dismissed National Holidays The firm shall observe only the national holidays declared by the Federal Government of Nigeria. Employees shall be adequately compensated where they are made to report for duty on such days. Right of Set-off Where an employee is leaving the services of the company for any reason whatsoever, the company shall deduct from, or set-off against any salary and other entitlements due to him/her, all debts owed e.Stream Networks or any company e.Stream Networks is aware he/she owes.

Company’s Property Employee shall be fully responsible for the company property entrusted in their care. Where negligence is established for mishandling company proper (ties), appropriate sanction may be applied.

Dress Code Members of staff are to dress (White on Mondays) formally at all times. This should be decent and neat; however employees may dress light on Fridays without contravening the company’s code of conduct. Light dressing including simple traditional outfits and other business casual wears.

DISENGAGEMENT

Resignation Either the staff or the Company upon reasonable notice (as stated in the employee’s letter of employment) may terminate a contract of employment. A full-time employee, who wishes to resign his or her employment from the Company, may do so subject to the following conditions:

(i) Resignation during probation During probation, notice of termination of appointment to be given by the employee is two weeks’ duration or a cash equivalent of his/her basic pay for the same period in lieu of notice.

(ii) Resignation after confirmation After confirmation, notice of resignation is required to be given by the staff of a minimum of one month’s duration (or as stated in the letter of confirmation) or a cash equivalent of his/her basic salary for the same period in lieu of notice.

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(iii) Redundancy The Company does not anticipate redundancy. If however, it occurs through lack of work or by no fault of the affected employee, then the Company shall pay, in addition to the normal staff benefits, an amount to be determined by Management after due consideration of the prevailing conditions.

(iv) Termination of Appointment Termination of appointment of any confirmed staff shall be subject to a minimum of one month’s notice in writing or one month's basic salary in lieu of notice by e.Stream Network, or such other period of notice as may be specified in the employee's contract of employment or letter of confirmation. For an unconfirmed member of staff, the notice shall be for a period of three weeks or three weeks’ basic salary in lieu of notice by e.Stream Network. Termination of appointment could be due to redundancy, dismissal or unacceptable performance level. In all cases, staff will also be paid their accrued entitlement except in cases of dismissal due to gross misconduct.

(v) Retirement The normal retirement age in e.Stream Network is 55 years. Employees may choose to retire voluntarily or on the company’s decision at 55, and compulsorily at 60. e.Stream Network shall retain the option to employ retired staff on contract or to request early retirement of staff on the grounds of ill health or other reasonable grounds.

POST-EMPLOYMENT RESTRICTION e.Stream Network, at its discretion, require a staff at the level of manager and above, not to work for a competing company for a period of twelve months after disengagement. Where this is required, e.Stream Network shall pay due consideration. The details of such consideration shall be spelt out in the affected staff’s Contract of employment. For this purpose, a competing company is any company within the sector(s) where e.Stream Network is actively engaged in at any point in time.

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Minor policies on Staff Welfare Service

Marriage The company shall rejoice with a staff member who is getting married. Further, the company shall provide financial assistance as token. The amount shall be in the following categories: Temporary staff: - *Contract staff =N=20,000.00 Permanent staff:- *Assistant Executive Officer – Executive Officer =N=30,000.00 *Assistant Manager – Senior Manager =N=50,000.00 *Assistant General Manager – Managing Director =N=70,000.00 Birth of New Baby The company shall identify and rejoice with a staff that has a new baby. In doing so, the company shall provide financial assistance in the following sum: Temporary staff: - *Contract staff =N=10,000.00 Permanent staff:- *Assistant Executive Officer – Executive Officer =N=20,000.00 *Assistant Manager – Senior Manager =N=25,000.00 *Assistant General Manager – Managing Director =N=30,000.00 Staff Birthday The company shall celebrate with staff on the occasion of their birthday and shall give birthday card open for every staff signature, cake and present to the celebrant during the day. Death of Parent Temporary staff: - *Contract staff =N=30,000.00 Permanent staff:- *Assistant Executive Officer – Executive Officer =N=35,000.00 *Assistant Manager – Senior Manager =N=35,000.00 *Assistant General Manager – Managing Director =N=40,000.00 Death of Spouse Temporary staff: - *Contract Staff =N=25,000.00 Permanent staff:- *Assistant Executive Officer – Executive Officer =N=30,000.00 *Assistant Manager – Senior Manager =N=35,000.00 *Assistant General Manager – Managing Director =N=40,000.00

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Death of Parents in laws Loans Grant (for Married men & women) Repayment plan is on six equal installments Temporary staff: - *Contract staff =N=25,000.00 Permanent staff:- *Assistant Executive Officer – Executive Officer =N=30,000.00 *Assistant Manager – Senior Manager =N=35,000.00 *Assistant General Manager – Managing Director =N=40,000.00 Bereavement Leave Temporary staff: - *Contract staff 3 Working Days Permanent staff:- *Assistant Executive Officer – Executive Officer 3 Working Days *Assistant Manager – Senior Manager 4 Working Days *Assistant General Manager – Managing Director 5 Working Days Management Approval………………… Date: 21st August, 2013….

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Welfare Policy for Executive Management Staff

Policy Objective The objective of this policy is to provide a comprehensive welfare package for the executive management team in order to enhance their performance for maximum contribution to the corporate objectives. Note: Executive management staff is those in the executive director’s staff salary grade. Policy Statement: It is the policy of the company to provide a comprehensive staff welfare package for the executive management team in order to enhance their effective performance towards the achievement of the corporate objectives. The areas covered by this welfare policy are: -

1. Medical: The Company shall pay for all medical expenses of the executive and that of his/her spouse and a maximum of four (4) children or the equivalent allowance.

2. Domestic Staff: The Company shall pay for the services of domestic staff for any member of the executive management team as approved in this policy.

3. Children Education Allowance: The amount payable is to supplement the annual school fees for at least four children either in the primary, secondary or tertiary institution.

4. Life Insurance Policy: The Company shall provide a comprehensive life insurance policy for executive management staff at the appropriate time.

5. Profit Sharing: In order to encourage and motivate the executive team, the company shall pay out certain percentage of the declared profit to members of the executive management at the end of the financial year.

Management Approval ………………………………… Date ……………………………

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POLICY ON ANNUAL LEAVE

Policy Statement It is the policy of the company to grant annual vacations with pay to all qualified staff for the purpose of rest and relaxation. Policy Objective The company believes that work without rest is incompatible with good health. Therefore, the objective of this policy is to ensure that staff takes some time off each to rest in order for them to maintain healthy condition. Qualification for Annual Leave Only confirmed staff who have spent a minimum of 12months of continuous service with the company are entitled to annual vacation. Staff Category/Leave Period The various staff categories/leave periods are as follows; Staff Grade Annual Leave Period Contract Staff 10 working days AEO/EO 18 working days Asst. Manager 21 working days Manager / Senior Manager 22 working days Asst. Gen. Manager 24 working days General Manager 26 working days Executive Management Staff 30 working days Annual Leave Commencement Date Each year, granting of annual leave shall commence with effect from the month of February. Annual Leave Roster At the beginning of each year, heads of department shall submit to the HR department, an approved annual leave roster for implementation and approval.

APPROVED Date 24-09-2013

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Public Holidays during Vacation Where a public holiday falls within the vacation period, the number of days shall be added to the staff vacation period. Annual Leave Allowance An annual vacation allowance shall be calculated as 10% of staff basic annual salary i.e. (10% of annual Basic Salary) Deferment of Annual Leave As far as possible, all annual leave shall be taken within the annual leave year. Any leave that is not taken within the annual leave year shall automatically be forfeited, expect, where such deferment is with management approval. Payment in Lieu of Vacation Where a staff is unable to take his annual vacation, his/her full month basic salary will be paid as compensation. However, the company shall not encourage this type of payment. Leave Notice An out of office auto-reply shall be created on vacation period more than 2days and the name and contact email/phone number of relief personnel should be clearly stated. Leave on Termination: Right to leave shall cease immediately if either party gives written notice to the other terminating the employment hereunder. Recall from Leave If an employee’s is recalled from leave due to the exigencies of the business, the balance of his leave shall be taken at an agreed date. Salaries in lieu of the agree date forfeited will be paid based on management’s discretion. APPROVED Date 24-09-2013

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POLICY ON ANNUAL LEAVE FOR CONTRACT STAFF

Policy Objective: The objective of this policy is to ensure that contract staff enjoy some days off as annual leave to enable them have some rest.

Qualification: Contract staff who has worked continuously for onward of 12months is qualified for an annual leave.

Annual Leave Allowance; An annual leave allowance shall be calculated as 10% of Annual Basic Salary (i.e Annual basic salary derived @ 45% of Annual Gross Salary) shall be paid to contract staff.

Note: All casual leave taken during an annual leave shall be deducted.

APPROVED Date 20-09-2013

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MINOR POLICIES ON SPECIAL LEAVE Casual Leave The company shall grant casual leave to staff up to a maximum of five working days per annum to enable staff attend to personal matters. However, this is applicable to only unconfirmed staff who is yet to spend up to 1 year in the organization and is not entitled to the annual leave.

Compassionate Leave Compassionate leave shall be granted to staff in any situation that has to do with the death of near relations. i. e. parents, spouse, or parents’ of spouse. This shall be a maximum of 3days in a year; it is with pay and shall not be deducted from annual leave entitlement. Leave of Absence In certain cases, Management may grant a leave of absence to an employee that is yet to be confirmed or to a confirmed employee that has exhausted his/her annual leave. Leave of absence should not be more than five working days within a year. Appropriate deduction would however be made from the employee’s salary. Form should be collected, completed and returned to the HR/Admin unit before proceeding on such vacation. APPROVED Date 20-09-2013

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POLICY ON MATERNITY LEAVE Maternity Leave The organization encourages you to inform your manager as soon as you are aware you are pregnant – this enables the organization to ensure that the environment is safe and supportive of all your pregnancy requirements during this time. Considerations for Employees Whilst Pregnant At Work

1. During pregnancy employees are entitled to paid time off for ante-natal appointments and ante natal classes and post natal appointments. The ante-natal appointment should be discussed with Line Manager/HR and necessary approvals gotten.

2. Absences from work in this regards should be notified your Line Manager/HR on or before 8am resumption time of that day.

3. Employee should discuss with their manager how their workload will be managed during their leave and agree a timetable for any handover.

4. Agree a timetable for any handover with whomever is covering the maternity leave and discuss how the work will be managed during their absence.

5. The Line Manager/HR encourages the staff by ensuring that the final weeks of pregnancy are not unduly stressful

6. Inform any stakeholders of the plan 7. Remind employee to discuss with their manager how/if they would like to keep in touch during

their leave. It’s good to keep in touch whilst on leave to be aware of any changes in the organisation or to their team role, or to be aware of any new positions that might arise that may be of interest.

Maternity Leave Qualification Maternity leave will be granted to any female employee who is confirmed as permanent employee prior to her confinement. It shall be a total of 12 weeks. Apply for maternity within one week of the date of that certificate, in which case, the applicant will be on maternity leave on the following terms.

a. A medical certificate signed by a registered medical practitioner recognized by the company stating that her confinement will probably take place within six weeks

b. Four weeks in the period before conferment c. Eight weeks compulsory leave after conferment shall be as follows:

Annual Leave and Public Holiday Benefit While on maternity leave you will retain your full entitlement to annual leave and public holiday benefit. Any request for annual leave must be made as per the organization’s annual leave policy. Such requests will be treated in the same way as an annual leave application from any other employee, taking account of business and resourcing issues.

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Entitlement and Conditions While on maternity leave, salary payment shall be as follows

First Month 100% salary

Second Month 50% salary

Third Month 50% salary

Female employees granted maternity leave that are already eligible for annual leave on full pay can have their annual leave in addition to the maternity leave within the year of maternity. At the expiration of the leave, the affected staff on resumption shall be allowed to close from work at 3.00pm on every working day for the first two months after resumption. Where an employee does not qualify for maternity leave as described above, she shall be granted the statutory period of twelve weeks without pay. Additional Maternity Leave and Sickness You may request for unpaid additional leave in the event of a medically certified illness, thereby allowing you to transfer to the leave scheme. This is subject to approval by the organization. Requests for additional leave and acceptance of this by the organization must be in writing. You must inform the organization, in writing, of your intention to take additional maternity leave not later than Three weeks before the end of the 12 weeks normal maternity leave period; Please note that if you choose to request for the additional leave, then the days shall be unpaid for by the organization. During maternity leave and additional maternity leave, you will be deemed to be in employment and your employment rights, with the exception of remuneration, are preserved as if you were present at work. Breastfeeding On resumption, a nursing mother shall be allowed, upon a formal request in writing, to enjoy one hour per day nursing time for breast feeding until her baby is six months old; she may be choose to resume one hour behind the resumption hour, for a period of two months. Considerations for Employees Whilst On Maternity Leave

1. Decide whether or not they are going to take unpaid leave and advice manager accordingly at least 3 weeks before paid leave ends.

2. Employee needs to confirm their return date with their manager and discuss their role at least 2 weeks before they return to work.

Miscarriage

An employee who has a miscarriage after the 24th week of her pregnancy is entitled to receive statutory maternity leave.

Return to Work After Maternity An employee who is absent on maternity leave will be treated as if she had not been absent.

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At the end of your maternity leave, you will be entitled to return to your original job under terms and conditions no less favorable than those that would have applied if you had not been absent. However, you must give the organization at least two weeks written notice of the return to work date

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MEDICAL/SICK LEAVE POLICY Policy Objective The policy aims to ensure that staffs are medically fit at all times for effective discharge of their duties. Policy Statement The company is totally committed to the health conditions of her staff and shall therefore; take steps to maintain a healthy work environment. Medical Examination All potential candidates/new employees shall be subjected to medical examination before the issuance of employment letter. Periodic Medical Examination At any time, a staff whose health condition is in doubt may be subjected to a medical test. Management shall take appropriate action based on the result of the test/medical officer advice. Staff Medical Allowance Staffs shall be paid medical allowance monthly based on current approved rate. The aim is to provide assistance to staff in order to settle their medical bills and that of their family. Medical Check Up At regular intervals, any staff that is suspected to be unfit or unhealthy to perform his/her duties shall be sent for medical examination at company’s expense. Admission at Hospital An employee who is admitted into hospital on account of sickness shall endeavor to inform the Human Resources within two days of the admission. Further, on discharge, the company shall demand to know the nature of the sickness if it is noted to be a serious illness, and do what is necessary to ensure the staff returns back to work. It is the responsibility of the employee to inform their Supervisor of any health or disability condition that may affect the safe performance of the job.

Absence due to Sickness

Absence due to sickness is to be reported directly to the employee’s Supervisor / Manager and Human

Resources on the morning of the first day of absence, stating the general nature of the illness and

estimated duration of absence. Thereafter contact must be made at regular intervals (at least once a week)

in the case of prolonged illness. It is preferred that the employee personally contacts the company, but if

the employee is unable to report personally, a relative or friend must do so.

It is the Line Manager’s responsibility to ensure that absence due to sickness is recorded via a Leave

Application Form and the completed documentation, together with a doctor’s certificate (where

applicable) is approved by the respective Line Manager. The documentation should then be forwarded to

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Human Resources, so that the balance of Sick Leave remaining may be adjusted.

Entitlement

All employees are entitled to a maximum of 12days sick leave within a year. When the sick leave per

annum is exceeded, and additional sick leave is required, the following options can apply:

Excess days Sick Leave can be taken off Annual Leave entitlement;

Excess days Sick Leave may be treated as unpaid.

No payment for Sick Leave may be made as an exception to this Policy unless the Supervisor / Manager

concerned believes that exceptional circumstances exist, and the exception is referred to the Human

Resources Manager, stating the reason for the request, Sick Leave record, and length of service details.

Sick leave cannot be accrued for the future and shall not be regarded as an entitlement that must be exhausted annually. The above will also apply to unconfirmed members of staff that had worked in the company for a minimum of three months. Special Medical Assistance The company may offer special medical assistance to staff or grant which shall be in the form of loan to a staff whose health condition demands higher financial commitment above the staff annual medical allowance. The repayment plan shall be forfeiture of monthly medical allowance until the amount is fully repaid. Compensation on Account of illness/ Disability If an employee falls ill which prevents him/her from coming to work for a prolong period, the employee will be eligible for approved sick leave as approved in the company’s condition of service. Once approved sick leave period has been used up further sick leave period may be granted at top management discretion. If an employee falls sick or sustain an injury through violent accident and the employee becomes disabled temporarily or permanently, thereby incurring expenses within 12 calendar months of sustaining such injuries, the employee shall be compensated in accordance with the company’s Group Personal Accident Insurance Scheme as the case may be.

Note

The presentation of a medical certificate does not automatically entitle an employee to have paid Sick

Leave granted by the company. If leave is applied for on frivolous or dishonest grounds, disciplinary

action may be taken.

The Company is not required to pay an employee if the employee has been absent from work for more

than two consecutive days and does not produce a medical certificate stating that the employee was unable

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to work for the duration of the employee’s absence.

Management Approval ………………………………..

Date…………………………………..

COMPANY POLICY ON LOANS

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Introduction:- The company has in a place a number of loans schemes. Each of the loans has financial limits and conditions for qualification. The various loan schemes are:-

1. Housing Loan 2. Car Loan 3. Personal Loan (attracts 50% of the prevailing bank interest rate) 4. Education Loan

Policy Objective The objective of the company’s loan policy is to assist staff meet their individual needs. Policy Statement It is the policy of the company to grant loans to the staff on application provided the stipulated conditions have been met. Qualification/Loan Amount Only confirmed staffs are qualified to apply for loans and only in an unusual circumstance will loan of any kind shall be given to an unconfirmed staff. Further, loan amount and other conditions are specified in each loan policy. Guarantee: Any staff requesting for Loan should be guaranteed by his Head of Department/Line Manager in addition to a senior staff. Tenure: An employee can avail loan only once in two calendar years. Important Note

i. Loan applications shall be considered in the order of First In, First Out. ii. No staff shall be allowed to take more than one loan per time. However, Top Management

may grant two loans to staff provided the loan meet the following conditions:

(a.) A staff applying for a loan must repay at least six months of the loan before applying for another loan of different type

(b.) The maximum amount of loans granted to a staff shall not exceed, where total deductions exceed two thirds (2/3) of a staff basic monthly salary. This is to ensure that the burden of repayment is reduced.

(c.) Although separate payment will be applied against each outstanding loan, the payment amounts will be combined so only one payroll deduction is taken from staff salary.

iii. No staff shall be allowed to guarantee more than two persons per time. APPROVED Date 20-09-2013

COMPANY POLICY ON EDUCATION LOAN

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Policy Objective The objective of the company is to assist and provide opportunity for staff who desires to further more on their career pursuit through financial assistance from the company. Policy Statement It is the policy of the company to assist staff achieves their educational growth by providing the necessary financial assistance to staff. Qualification

a. Only confirmed staff shall be granted education loan.

b. Top Management discretion is required for granting of education loan to contract staff.

a. (i) The maximum loan to be granted at any one time shall not exceed times two of a staff annual education allowance.

b. (ii) In the case of a contract staff, the education loan shall not exceed NGN 150, 000.00

Repayment Plan The repayment period shall not exceed 12months.

i. Confirmed Staff: Any staff who has being given education loan shall automatically forfeit his monthly education allowance until the full amount of the loan is repaid, in addition to the cost pro-rated for the said loan (i.e monthly education loan + remaining pro-rated balance).

ii. Contract Staff: In other to recoup the amount of the loan, 20% of a contract wage of fee per month shall be deducted accordingly until the amount is fully recovered.

APPROVED Date 20-09-2013

POLICY ON HOUSING LOAN FOR CONTRACT & UNCONFIRMED STAFF

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Introduction Contract staffs are temporary staff and by the nature of their employment, are not entitled to any form of loan. Unconfirmed staff are staff under probation in which their employment status as not yet been confirmed through the issuance of a confirmation letter. However, in view of prevailing accommodation problem in Lagos, management is willing to assist contract and unconfirmed staff to enable them settle their accommodation problem. Policy Objective The objective of the policy is to provide financial assistant to contract and unconfirmed staff to enable them settle their accommodation problem. Qualification

i. Any contract that has spent a minimum of 6month is qualified for a housing loan subject to management’s discretion.

ii. Any unconfirmed staff that has spent a minimum of 3month is qualified for a housing loan subject to Head of Department‘s guarantee and management’s discretion.

Guarantee Two staff, one of whom must be of a higher status is to guarantee any such staff applying for housing loan. Repayment Plan The repayment period shall not exceed 12months. In other to recoup the amount of the loan, 20% of a contract and unconfirmed staff wage of fee per month shall be deducted accordingly until the amount is fully recovered. APPROVED Date 24-09-2013

COMPANY POLICY ON CAR LOAN

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Policy Objective The objective of the company is to provide opportunity for staff to own a car of their choice through financial assistance from the company. Policy Statement It is the policy of the company to assist staff own a car of their choice by providing the necessary financial assistance to staff. Amount The amount hereby approved shall not exceed times three of a staff annual transport allowance. Registration Any car purchased through the car loan scheme shall be registered in the company’s name. Repayment Plan Any staffs who have been given a car loan shall automatically forfeit his monthly transport allowance until the full amount of the loan is repaid. Qualification Car ownership starts from level 6, step 3, (Assistant Manager Level) Tenure: An employee can avail this loan only once in four years Note The beneficiary of the car loan shall be responsible for all expenses relating to the registration and insurance of the vehicle. In order for the company to fully protect its assets, the company insists that the insurance must be a comprehensive- one for as long as the vehicle remains the property of the company. APPROVED Date 20-09-2013

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POLICY ON PERSONAL LOAN

Policy Objective The objective of the company is to reward employees through providing financial assistance in meeting certain personal obligations. Policy Statement Granting of personal loan is a management prerogative and not a right. The loan will be granted on compassionate grounds only. Amount The maximum loan to be granted at any one time will be as follows: *Assistant Executive Officer (AEO) – Executive Officer (EO) =N=200, 000.00 *Assistant Manager (AM) – Senior Manager (SM) =N=500,000.00 *Assistant General Manager (AGM) – Managing Director (MD) =N=1,000,000.00

i. This does not mean that management is under any obligation to grant full amount

ii. The ability to repay the loan within a specified period and without causing the employee unnecessary hardship is a determinant factor in deciding the amount of a loan to be granted.

Qualification

i. Only confirmed staff shall be granted personal loan.

Repayment Plan The repayment period shall not exceed 12months. In case there is need to grant loan repayable for a period of over 12months which shall be on exceptional cases, such loan shall attract 50% of the prevailing bank interest rate. Guarantee Two staff, one of whom must be of a higher status is to guarantee any such staff applying for personal loan APPROVED Date 20-09-2013

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POLICY ON HOUSING LOAN

Policy Objective: The objective of the housing loan policy is to assist confirmed staff to meet their housing rent obligations. Policy Statement: It is the policy of the company to assist staff to meet their house rent obligations by granting housing loan to a staff that has accommodation problem on application. Loan Amount: Housing allowance amounting up to two years (for a new accommodation) and one year for (old accommodation) shall be approved and paid as housing loan. This is subject to management’s approval/ company’s revenue. Qualification Only confirmed staff shall be granted housing loan. However, special consideration may be given to an unconfirmed staff by the management. Implementation:

(a) Loan Guarantee: On approval of the housing loan, the employee shall complete a loan guarantee form and two staff shall endorse this as guarantors. One of the staff must be of higher status.

(b) Loan Repayment: The loan shall be for a 24months/12months calendar period for

new and old accommodation respectively. By implication, the staff shall not be entitled to housing allowance until the amount is fully recovered.

(c) Receipt of Payment of accommodation: Employee must provide the receipt of

payment for the accommodation within a month of the disbursement of payment alongside a letter stating the change in address.

APPROVED Date 20-09-2013

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COMPENSATION ADMINISTRATION POLICY Policy Objective The objective of the company’s compensation policy is to attract, nurture and provide strong motivation for staff to perform through competitive pay in order to reduce employee turnover and elicit the full support/cooperation towards the achievement of the overall goal of the company. Policy Statement It is the company’s policy to implement a sound compensation administration policy in order to achieve the following compensation objective.

1. Impact a clear understanding of the company’s compensation programme on all employees. 2. Balance the need for internal equity while recognizing the desire to be market competitive. 3. To translate the results of performance reviews into the company’s compensation programme 4. Maintain compensation levels and programme consistent with the trends in the industry

through the medium of periodic surveys and reviews. 5. Keep individual staff informed of compensation matters as it affects them and bringing about

the realization that they are being treated in a consistent and equitable manner with respect to their salaries.

To achieve the company’s compensation administration policy and the company’s overall objectives, the company will adopt the following SALARY ACTION OR PROGRAMME SALARY ACTION OR PROGRAMME

1. Salary is the sole prerogative of the Board and is determined from time to time by the Board of Directors.

2. Salary package of individual employees is regarded as private and confidential and is expected to be treated as such by the employee and officials responsible for salary administration or personnel who come into contact with payroll information in one way or the other.

3. In considering commencing basic salaries for newly engaged employees, qualification, experience and prospective employee demand will be taken into account.

4. Increment may not be granted to an employee who, within the previous six months, received two warnings or was suspended for gross misconduct.

5. Payment of Salary/Wages: The Company shall observe a pay day and this shall be 28th of every month. However, where the date falls on a Saturday or Sunday, salary shall be paid on the preceding Friday i.e. 26th or 27th. In effect, the payroll shall be ready on the 25th of every month and submitted to the Top management for approval Employees who work for less than a full month shall have their monthly salary pro-rated and will be paid only for the number of days worked. Pro-rated pay calculations shall be based on the days worked/number of days per month multiplied by the employee’s monthly salary.

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Each employee will receive a pay slip each month showing how his or her salary has been calculated.

Deductions: PAYE and other statutory deductions such as the pension contribution are deducted from an employee’s salary on a monthly basis in accordance with statutory regulations as amended

from time to time. If an employee owes the company money, the company reserves the right at any time to deduct from the employee’s salary the amount owed. The deductions may be made in installments, but in the event of termination of employment, the full amount owed will be deducted.

6. Overtime: Overtime is paid to junior staff for extra man-hours worked beyond the prescribed eight hours. To avoid irregular application, any assignment that would attract overtime shall be defined and specified by management. The head of the unit must inform Human Resources on authorized job that would attract overtime payment before the job is carried out.

7. Pay increase on confirmation: An increment in salary shall be granted to a staff on confirmation of appointment based on the provisions of the performance Appraisal Policy.

8. Annual Salary Progression: In line with the company’s performance review programme, all staff

shall be subjected to periodic performance review on a quarterly basis. Annual merit increments shall be earned and are therefore not automatic. Therefore, a staff is expected to move to the next increment step based on the aggregate result of the 4 quarterly performance appraisals. The result from the aggregate of the 4 quarters is to make up as the Annual performance review for the staff. Only employees notified of merit increments shall be entitled accordingly. Where an employee is not granted annual increment, he/she shall be free to seek explanations from Human Resources.

9. General Salary Increase: Prevailing economic/market situation may warrant a general salary review. This implies that staff shall be granted increment based on such review on approved progression plans and this shall imply a review also of the salary table or structure.

10. End of Year Salary Bonus: The Company shall pay one month Basic Salary to staff in December of every year as end of year bonus based on the financial performance of the company.

11. The Pension Scheme: e.Stream Network shall establish a contributory pension scheme (to be subscribed to by both employees and the company). The details of the pension scheme will continuously be reviewed to comply with the changes as contained in the Pension Act.

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12. End-of-Service Benefit/gratuity: Where an employee voluntarily retires after having put in a

minimum of 5 years continuous service, the company shall pay end-of-service benefits/gratuity to such employee on the following basis:

5-10 years: 50% of monthly terminal earned salary (i.e Basic, Housing & Transport) for every completed year of service

11-15 years: 70% of monthly terminal earned salary (i.e Basic, Housing & Transport) for every completed year of service

16 -20 years: 100% of monthly terminal earned salary (i.e Basic, Housing & Transport) for every completed year of service.

21- above years: 125% of monthly terminal earned salary (i.e Basic, Housing & Transport) for every completed year of service

Note: 9 months stay and above shall be approximated to a year.

Exclusion: A dismissed staff shall not be entitled to gratuity.

13. Long Service Awards: The Company gives long service to employees that have rendered

meritorious and unbroken service for 5, 10, 15, 20, 25, 30, 35 years.

Staff who clock any of these year will be notified with a letter congratulating him or her. Although

cash award is not considered, but could be given at Top Management discretion. However a gift is

given according to the worth items attached to the number of years spent which will be determined

by Top Management. The company will be responsible for the travelling expenses of up-country

employees and their spouses invited for this ceremonies. Such expenses are limited to transportation,

Accommodation and Feeding not exceeding (2) two nights.

The company shall hold its long service award ceremony and end of year party in the month of

December each year.

14. Group Personal Accident Policy/Death Benefit Staff involved in an accident that results in bodily harm while on official duties would be covered by personal Accident policy which shall be held with a reputable insurance company, provided the accident is not due to negligence or carelessness on the part of the said staff.

Where the accident leads to disability (partial or permanent), the Company shall in addition to the above stated policy, pay compensation at a rate to be determined by Management.

In all cases whether the fact of negligence has been proved or not the company shall bear cost of medical treatment and follow up with appropriate actions thereafter.

Under this provision, all contract staff shall be provided for according to the existing statutory guideline.

However, in the case of death, either accidental or by natural causes while in service, the Company will, on pay to the next-of-kin of the deceased, the benefits accrued from the deceased’s life insurance policy and any other entitlement. The company shall also contribute a cash gift to assist in the burial ceremony.

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Management Approval …………………………. Date………………….

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POLICY ON PERFORMANCE MANAGEMENT & INCENTIVE POLICY (PROFIT SHARING)

Policy Objective e.Stream Networks is committed to recognizing good and exceptional performance of all employees by reward/incentive. Entitlement An employee is eligible to participate in the profit share distribution if they have had continuous service with the employer during the financial year to which the profits relate and are still in service on the date of payment of the bonus. The amount will be calculated using the ordinary rate of pay of the employee as at the end of the financial year to which the profits relate. If an employee has had less than the full year’s continuous service but not less than 10months, the payment will be calculated on a pro rata basis. Policy

Purpose Performance review and bonus for e.Stream employees is undertaken annually to provide:

Alignment between individual employee’s key position requirements over a year with the corporation’s strategic and operational plans.

Focus for employees and their managers/supervisors on employee and career development;

Incentive to employees who meet the corporation and operational objectives.

Performance Bonus

The Board will determine the size of the available ‘pool’ each year for bonus payments;

Heads of department and senior employees on the leadership team will be evaluated on their individual KPI’s relevant to their position established at the start of the review period as well the departmental KPI.

All other employees will be evaluated on their individual performance related to key performance indicators (individual KPI’s) relevant to their position established at the start of the review period.

Employees will be evaluated on their demonstration of the corporation’s values and objectives per time.

Qualifications:

The qualification that determines the amount to be paid to a staff for performance bonus is based on the following:

Tenure of service

Performance appraisal result

Rate of pay of the employee as at the end of the financial year to which the profits relates.

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Performance Review Each year e.Stream Network will implement the Performance Review process across the Corporation. The Performance review process will include the:

Setting of individual key performance indicators (KPI’s);

Setting of department KPI’s; and

A quarterly and end of year review of performance against individual KPI’s, departmental KPI’s and the company values/objectives.

Criteria for rating performance Individual Performance (KPI’s) – All employees (including Senior Executives) will be evaluated using the following ratings:

PERFORMANCE BAND

IMPLICATIONS RECOMMENDATION AS

APPLICABLE

E----------Below 51%- unacceptable Work performance is inadequate and inferior to the standards of performance required for the position. Performance at this level cannot be allowed to continue.

To be recommended for dismissal

D---------51-60%- Improvement Needed Work performance does not consistently meet the standards of performance for this position. Serious effort is needed to improve performance

To remain in same position and improvement monitored for 3months.

C--------61%-70%- Meets Expectation Work performance consistently meets the standards of performance for the position.

To be considered for more responsibilities. Levels & Steps remain the same

B------71%-80%- Exceeds Expectation Work performance is consistently above the standards of performance for the position

To be considered for Movement in the Level

A------81% and above -Outstanding Work performance is consistently superior to the standards required for the job

To be considered for Promotion

Note: Dismissal is inevitable for any for employee who, within the previous six months, received two warnings based on unsatisfactory performance Promotions

A promotion is usually a move by an employee to a vacant position at a higher grade level either within

the current department or in a different department. Staff promotion shall be based on purely hard work,

dedication to duties, business needs and through the recommendations of each employee’s head of

department. The performance appraisal results shall serve as input to such recommendations. Top

Management’s decision on staff promotion shall be final.

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Procedure

1. The Department Unit Head/Manager through the performance appraisal document shall initiate action on promotion and the executive management shall approve this where applicable.

2. The approved document shall thereafter be given to Human Resources 3. On receipt of the document, the Human Resource shall review it in line with company policy and

thereafter forward to the Executive management for comment/approval. 4. On approval by the Executive Management the employee being considered for the promotion

shall be advised accordingly. General Conditions In recommending an employee for promotion, the following qualification shall apply

1. A vacancy must exist 2. The promotion shall be a combination of performance and tenure-based, i.e the staff must

have spent minimum of a year in the current position. 3. The employee must have recorded a satisfactory performance during the last year/current

appraisal. 4. Promotion shall take place at the end of every financial year of the company. 5. Once the promotion has been authorized, Human Resource makes the job offer to the

employee and inform all Staff afterwards Promotional Increase An employee who is been promoted shall be granted a move to the next level. Note: Transferred and promoted employees carry unused sick and vacation accrual with them to new department or level. Management Approval…………………… Date………………………

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TRANSFER AND PROMOTION POLICY AND PROCEDURE Policy Objective The objective of the policy is to reward loyal honest and hard-working staff as way of motivating them for higher productivity. Policy Statement

e.Stream Network offers qualified employees the opportunity to seek career development and growth through transfers and promotion. The company recognizes that staff motivation, productivity, and retention are dependent upon people working in jobs that are well suited to their interests, and therefore offers and encourages transfer opportunities for current employees.

Transfers

A transfer is usually a lateral move to a vacant position. A transfer within the department may provide an

opportunity for an employee to assume different responsibilities and develop new skills. Transfers to

other departments may also provide career development by enhancing skills and learning about other

functions in the Company. A transfer will not normally result in a change in compensation.

Transfers Resulting from Reassignment

When there is a significant business need, Management have the authority to transfer employees from one

position to another at the same grade and salary in the same company/department without announcing

the vacancy through the posting process.

In such cases, the HR and Departmental head should discuss the situation and the Head of Department

and the employee should fill the appropriate form necessary in advance of the reassignment, indicating the

rationale for the change. In effecting such transfers, the department should attempt to make the most

effective use of the employee's skills and abilities and should consider the employee's interest whenever

possible. (Ref form: Transfer form 02)

Eligibility for Transfer

Full or part-time employees who are in good standing, are compensated on the regular payroll, and meet

at least the minimum qualifications of the available position are eligible for consideration. An employee is

normally expected to have been in their current position for at least nine (9) months one year before

applying for a transfer. The nine-month waiting requirement may be waived if the position is being

adversely affected due to a reduction in the work force or job elimination, or if there is significant change

in the organization that requires the expertise of the employee.

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In all cases, the employee's work record, including but not limited to performance, attendance, efforts to develop skills, passion and related behavior will be used as valid criteria for determining suitability for a position.

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Transfer Eligibility Criteria

Employed in current position for at least nine months. Written confirmation of acceptable performance record/evaluation signed by the applicant’s supervisor

and completed prior to date of transfer application (e.g. meets expectations, average rating, etc.). Maintain an acceptable level of performance including but not limited to absence of corrective action

and/or resolution of previous corrective action. Successfully pass any special screening processes required for the position of interest, including but not

limited to performance appraisal and skills assessments.

TRANSFER PROCESS

Step 1: Request for the employment application form and Transfer Request Form from HR or access through HR IMS Folder

Note: It is imperative that the application reflects an accurate and complete account of employment

history, including all the positions held within the company

Step 2: Attach a copy of the most current signed performance evaluation (received within the last 12 months) to the application form.

Step 3: HR organises an interview with employee and Request Departmental Head. HR advices on result of interview and competence assessment carried out.

Step 4: Employee fill the transfer form based on result of (3) above and obtain Supervisors approval and comment with other necessary approval.

Step 3: Wait for confirmation from the Human Resources regarding transfer approval. Written confirmation will be provided to confirm status.

Intradepartmental Transfer Process

Based on the needs of the area as determined by the manager, the department has the authority to transfer

employees to positions within the department to maintain efficient and productive workflow and results.

We strongly encourage managers to make an internal announcement regarding the transfer, but it is not

necessary to post it as an opening.

Interdepartmental Transfer Process

Employee Responsibilities: Prior to initiating a transfer, it is recommended that the interested employee

advise his/her immediate supervisor that he/she is interested in other opportunities outside of the

department. (Ref: Transfer process)

Human Resources Responsibilities: Interview or refer an employee whose knowledge base, skill set,

and work history match the position referenced by the employee. It should be noted that only employees

deemed qualified and suitable are forwarded to the hiring manager for review. While information related

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to the position status is limited, the Office of Human Resources will, upon request, attempt to provide

feedback when the information is available and deemed reasonable and practical to communicate. The

Office of Human Resources will re-verify the eligibility on a periodic basis, typically 3months after the

initial transfer approval.

Hiring Manager Responsibilities: If a hiring department has knowledge of an employee outside the

department who is interested in its opening, at a minimum the department is expected to review the

candidate so that eligibility for transfer may be determined. Each hiring manager is responsible for

conducting the final interview(s), verifying past employment/references and, ultimately, recommend the

employee.

Notice of Transfer

If chosen for an open position, the employee should notify the current supervisor of the transfer with at least two weeks formal notice. A date of transfer will be agreed upon by the managers of the affected areas and the employee. In all instances, adequate notice of transfer must be given to avoid the risk of disrupting the workflow in the employee's current area.

Compensation for Transfers

Transfers within or outside the employee's department do not normally include any salary increase. If, as a

result of a transfer, an employee is deemed to be inequitably compensated, adjustments will be made in

accordance with the Management’s discretion.

Probationary/Orientation Period following Transfer

When an employee his transferred to a new department, a new probationary period of three months

begins so that the employee and the department have an opportunity to determine if there is a good match

between the requirements of the position and the skills and abilities of the employee. The first 3 months

in the new position is also an orientation period

Leave Balances

All accrued but unused sick and vacation balances, along with personal days, must be transferred by the employee’s current manager to the new department. Each employee is encouraged to confirm the accrual balances with his/her current supervisor before the effective transfer date. No payment will be made for vacation that is forfeited as a result of the transfer.

Promotions

A promotion is usually a move by an employee to a vacant position at a higher grade level either within

the current department or in a different department. Staff promotiuon shall be based on purley hardwork

, dedication to duties, business needs and through the recommendations of each employee’s head of

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department. The performance appraisal results shall serve as input to such recommendations.

Management’s decision on staff promotion shall be final.

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Procedure

5. The Department Unit Head/Manager through the performance appraisal document shall initiate action on promotion and the executive management shall approve this where applicable.

6. The approved document shall thereafter be given to Human Resources 7. On receipt of the document, the Human Resource shall review it in line with company policy and

thereafter forward to the Executive management for comment/approval. 8. On approval by the Executive Management the employee being considered for the promotion

shall be advised accordingly. General Conditions In recommending an employee for promotion, the following qualification shall apply

6. A vacancy must exist 7. The promotion shall be a combination of performance and tenure-based, i.e the staff must

have spent minimum of a year in the current position. 8. The employee must have recorded a satisfactory performance during the last and current

appraisal. 9. Promotion could be a lateral movement along a salary step in which case the job title and job

grade shall not change or vertical movement along a job grade which brings about a change in job title and job grade.

10. Promotion shall take place at the end of every financial year of the company. 11. Once the transfer or promotion has been authorized, Human Resources makes the job offer

to the employee and inform all Staff afterwards Promotional Increase An employee who is been promoted shall be granted two salary steps along the same salary step or adjusted salary steps in the salary grade. Note: Transferred and promoted employees carry unused sick and vacation accrual with them to new department or level. Management Approval…………………… Date………………………

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Sales & Marketing Strategies:

1. Sales and Marketing Department should have very good relationship with Management.

2. Two of the company’s drivers should be reporting to Sales & Marketing Department. The cars should be in charge of the department with 80% control.

3. Surprises on LPO as means of motivation

4. Getting a marketing consultant.

5. Registering marketers with renowned professional bodies and social clubs.

6. Retreat such as games, picnics or the likes to be organized twice in a year.

7. Publicity for the company and the MD.

8. Service Management Staff should be aligned with Sales and Marketing Department.

Sales and Marketing Targets & Commissions:

9. 1% Commission on every New Business from New Client-Subject to payment from the customer.

10. N25,000.00 recognition gift subject to meeting 100% target on both existing and new business.

11. Above 100% Performance Target-Higher Commission-with minimum of 1.5% commission; alongside with recognition.

12. The quarterly target shall be measured over the first six months for a new marketer; subsequent measurement shall be quarterly.

13. Warning Letter to be issued at the end of the first six months for non-performance (Zero Sales both Existing and New) and laying –off shall be applicable in 9-Months for non-performance (Zero Sales

Both Existing and New).

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Vehicle Usage Policy for Status Car

Agreement made between the e.Stream Networks Limited whose registered office is at 7th Floor, Marble

House, 1 Alfred Rewane Road, Ikoyi as "Company"; and Mr/Mrs,

…………………………………………….......... hereinafter referred to as "Employee".

All employees operating a company owned vehicle agree to operate the vehicle according to the following guidelines. Failure to adhere to these guidelines may result in revocation of an employee’s privilege to operate company vehicles under some circumstances. It is agreed as follows:

The "Employee" joined the Company on:

His/Her Function(s) as:

Company Car Details:

Employee must maintain a proper and current driver’s license for the type of company vehicle that they are operating.

The Company shall be responsible for the maintenance of the vehicle with exception to any mechanical faults/repair during unofficial hours.

The Employee shall be responsible for the fuelling of the car.

The Company shall be responsible in paying all license fees, duties, premiums and other charges which become payable in respect of the vehicle and the employee shall punctually notify Admin where necessary.

When the company vehicle requires service, the employee shall immediately notify Admin Manager who will make the necessary actions.

Employee must follow generally accepted safe driving practices and obey traffic regulations

The company offers access to its properties for business purposes and thus the vehicle must be used for official functions especially during week days in accordance with the conditions outlined in this agreement.

The employee agrees to operate the vehicle in such a manner that will not expose the company to excessive liability or risk i.e you must, to the best of your ability, protect the vehicle against damage from fire, theft etc.

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If the vehicle is stolen or suspected by you of having been stolen, you must make a formal report to the police as soon as possible and advise the company accordingly.

If the asset or related equipment is damaged, lost, or stolen through the negligence of the authorized user, the Employee will be responsible for reimbursing the Company for all repairs or replacement costs

You must not use or allow the vehicle to be used for any purpose for which it is not designed or is unsuitable and all other risks.

Employee must report ALL accidents within 12 hours of the occurrence to Admin Manager.

Employee will be responsible to pay any deductible in the event an accident is deemed avoidable.

Employee will not make any alterations or modifications or add equipment (CD players, stereos, cellular phones, etc.) to any company owned vehicles.

You must not permit the vehicle to be taken or driven by any person who you have reason to believe may place the vehicle at increased risk of damage.

You must not permit the vehicle to be taken or driven by any person or relatives other than you.

The Company assets in your care are provided as a tool to accomplish the organization's strategic goals and objectives. The Company reserves the rights to monitor and inspect the vehicle at any time without prior notice and ensuring employees are using its assets in accordance with this policy.

When the employee leaves the company or whenever the provision of the assets is required upon termination, the employee must return the vehicle into the state it was received, with all its accessories.

When an employee leaves the company, he/she will sit with the Admin Manager 7 days prior to his/her departure in order to ensure proper handing over of the vehicle in his/her care.

In Addition If you or anyone you allow to access to this properties violate this policy, your access will be denied or withdrawn. In addition, you may be subject to disciplinary action, up to and including termination. I, .......................................................................have read, understand, and agree to comply with the above conditions authorizing me to drive a company vehicle. ________________________________ ________________________________ Date Employer Name ________________________________ _______________________________ Employee Signature Signature & Date

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Training & Development Policy

Policy Statement

The Company’s training & development policy has been developed in line with the Company's overall vision and strategy, it reflects a belief in the need to develop all permanent employees, whether employed on a full-time or contract basis. Policy Objective

The Company thinks of its workforce as an asset as well as a cost, and believes that it should invest

in that asset.

The Company believes that all its employees have the potential to grow, both in their work role and

personally, and it shall endeavor to provide opportunities for growth and personal development.

The Company considers it appropriate to base such training and development opportunities on the

requirements of the business, and decisions about investment in staff training and development will

be made accordingly.

The Company will ensure that appropriate procedures are in place to plan, deliver and evaluate

training and development activity.

The Company believes that its line managers have a key role to play in people development.

The Company will work within recognized good practice guidelines, to ensure that both the quality

and quantity of training and development is relevant and 'fit for purpose'.

The Company will regularly review its overall level of investment in staff training and development

to ensure that adequate and appropriate resources are provided.

The Company plans its training and development activities in line with industry standards, and

maintains relationships with relevant bodies Qualification for Training Only confirmed staffs that have spent a minimum of 6months of continuous service with the company are entitled to this policy. Training Cost Classification Upon the approval of Training by management, the following bond will apply.

1. From #100,000.00 - #250,000.00 (6 Month) 2. From #250,000.00 and above (1 year: Training within the country) 3. From #250,000.00 and above (2 years: Training outside the country – abroad).

Note: Total course fees as defined here shall include all cost incurred in the course of the programme.

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Training and Development Initiatives The Company will provide a range of training and development opportunities for staff through attendance at seminars, training, conferences, etc., which are directly related to their jobs and the company’s operations. Accordingly,

(i) The evaluation process shall highlight staff development needs, which shall serve as an input to the training plan.

(ii) A training plan shall be developed at the beginning of the financial year. (iii) Employees shall be sent on training in line with the scheduled trainings on the training plan.

However, when and where the need arises, the firm shall send its employees on courses outside those scheduled on the training plan.

Recording of Training and Development activities

Following a performance review discussion, a copy of the approved departmental development plan is

placed in the Training and development file. This information is collated annually to form the basis of the

Company's forward training and development plan. All training attended will be recorded by the HR

department, along with costs including for example, expenses for travel and subsistence.

On completion of any internal or external training the employee will complete a Training evaluation form,

countersigned by the line manager, and return this to the Human Resources department. Analysis of the

evaluation forms gathered will be undertaken by the HR Manager and used within the overall evaluation of

training and development.

Roles and responsibilities for implementation

Both line managers and employees have a responsibility to implement training and development initiatives.

There will be an opportunity to discuss development needs through the performance review process and

agree appropriate courses of training and study. Line managers should encourage their staff to undertake

relevant programmes. Employees are expected to take up the opportunities provided and report back to

their line manager on their applicability once completed.

Line managers have a responsibility to monitor and evaluate the effectiveness of learning for employees

who have undergone training and development. Where possible, Line managers will offer the employee the

opportunity to use and develop newly acquired skills.

Individual requests for training and development

Employees can request training and development but this will usually be done within the performance

review process, as outlined above. Employees should channel requests through their line manager.

Monitoring and Evaluating Investment in Training and Development

The Company firmly believes that it is critical to the success of both the planning and delivery of training

and development activities that the resources invested are monitored and the outcomes achieved are

measured. Such outcomes may be demonstrated at an individual, departmental and corporate level. Senior

managers have an important role to play in this process. The Company uses its evaluation findings for future

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business planning and the planning of continued investment in staff training and development. Accordingly,

Line managers should liaise with HR Manager to get feedback on internal and external training programmes,

including their quality and cost effectiveness and also ensure knowledge sharing within the organisation with

evidence submitted to Human Resources.

Coaching and mentoring

The Company encourages line managers to provide coaching and mentoring support for staff who are

undergoing training and development. Managers have a responsibility to ensure that the skills and knowledge

of more experienced staff members are shared with more junior employees to ensure that learning occurs

in a planned way.

Professional Examinations (Eligibility for Tuition Refund)

Staff undertaking approved professional examinations which are required by law, to continue working in his/her current function, shall be eligible for tuition refund, if they are successful in the examination Staff, who wish to take such examinations should notify and seek the Company’s approval before registering for them. Lectures, however, shall be attended at their own time. As much as possible, any member of staff desirous of taking such professional examinations is encouraged to plan his or her leave period to coincide

with the time for such examinations.

Subscription to professional bodies

e.Stream Network shall take up the responsibility of paying the annual subscription fees of all employees that are registered members of the under -listed professional institutes:

Institute of Chartered Accountants of Nigeria (ICAN)

Chartered Institute of Marketing of Nigeria (CIMN)

Computer Professional Council of Nigeria (CPCN)

Computer Association Of Nigeria (CAON)

Chartered Institute of Taxation of Nigeria

Chartered Institute of Personnel Management (CIPM)

Any other professional body that may be approved by the Management

Equal opportunities

Decisions relating to training and development should be made fairly and consistently, and equality of

opportunity should be provided for all staff in this area.

Reference

Refer to Appendix 1-2 for Training Agreement Template

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Appendix i. TRAINING AGREEMENT

BETWEEN:

e. Stream Networks Ltd., a company registered and existing under the laws of Nigeria, with address at 7th

Floor, Marble House, 1, Alfred Rewane Road, Lagos, Nigeria, and a (hereinafter referred to as

“COMPANY”);

And

Mr./Mrs/Miss____________________________________________________holder of Identity Card

no. ___________, residing in ___________________________________________________

(hereinafter referred to as “EMPLOYEE”);

In respect of the ……………………………………………………………………………….Training Program, holding at……………………………………………………………………………on the ……………………………………day of …………………………………………… This training bond (the “Bond”) is entered into, in accordance with the following clauses:

1. That the Company would incur significant expenditure in training the employee including but not limited to instructor time, computers, software costs, setting up and maintenance of special and general facilities for the training and for subsequent on the job skill enhancements and the business continual improvement.

2. AND WHEREAS the employee understands the necessity of the specialized technical training for meeting business requirements to the satisfaction of the Company and also agrees that the training would enrich his / her experience and enhance his / her skills and knowledge. The Employee also agrees and acknowledges that the proposed training will add value to his /her career prospects.

3. That it is specifically agreed and understood that the cost of this training is included in the total package cost paid by the Company as mentioned in appendix 1 (Training Expenses).

4. AND WHEREAS the Employee willingly agrees to undergo the specialized technical training subject to the terms and conditions of this Agreement

THEREFORE, IT IS HEREBY AGREED AND DECLARED BY AND BETWEEN THE PARTIES AS FOLLOWS:- 1. That the Company shall arrange the aforementioned specialized training for a period of ……………………………. or such other and further period, or such shorter period than the aforesaid period, as the Company may deem fit and necessary (hereinafter referred to as the “Training period”). 2. This Agreement shall come into effect from the date of commencement of the aforesaid training.

3. That the Employee has been deputed for this training by virtue of his association and employment with the Company and on his request for the said training and further on his assurance to continue in the services of the Company at least for the minimum assured period of________________________________month/years.

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4. That during the Training period and ………………………………………..Month/Year thereafter the Employee upon attending above Course/ undertakes :- (a) to serve the Company diligently and efficiently; (b) to transfer knowledge gained through periodic training of other employees

(c) That all inventions, designs, programmed or such other improvements possessed by the trainee during the training period by virtue of the training shall vest with the Company and the Employee will have no right on it of whatsoever nature except through management discretion. 5. That as regards any other matter not covered herein, the appointment letter read with the relevant amended training and development policies, if any, shall prevail. 6. If the Employee leaves the Company voluntarily, either during the training period or within ___________________,thereafter, the Employee will repay the expenses incurred by the Company towards imparting training to the Employee computed in the following manner: 7. The Employee has accepted the offer for training subject to such conditions as specified above I ____________________________Having read the contents of this bond, and do agree to abide by it.

Signature_________________________________Date________________________________ The seal of employer is fixed herewith in the presence of HR Manager_________________________Signature__________________Date____________ Line Manager (HOD)__________________Signature___________________Date___________ MD/CEO____________________________Signature___________________Date___________

TIME OF RESIGNATION

TRAINING EXPENSES TO

BE REIMBURSED

During the Training

Amount spent until date of

resignation

Within ________month/ year of end of training

100%

After ___________month/year but within ______month/years of end of training

40%

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Appendix ii

(Training Details)

Name: Employee Name Training Duration: Training: Venue: Details of Training:

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Appendix iii

(Training Expenses)

Details of Training expenses for _____________________________________.

Expenses

Amount (N.)

(List all expense incurred during the course of the training)

Total

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POLICY ON TECHNICAL TRAINING/DEVELOPMENT OF ENGINEERS

Policy Objective The objective of this policy is to ensure that the company’s engineers are technically sound through exposure to technical training and relevant professional certification. Policy Statement The company shall encourage the technical development of her engineers with a bias for professionalism. Trainee Engineers All entry levels engineers i.e. Trainee Engineers who must by the end of 6 (six) months have a full understanding on how to install a remote, while they are expected to sit and pass relevant professional certification i.e. CCNA by the next 6 month after confirmation of appointment and these are expected to have been achieved within one year of joining the company. Experienced Engineers Experienced Engineers joining the company service are expected to have a proven track record and experiences of VSAT installation and should get CCNA qualification within the 6 months of joining the company. Professional Examination Fees The company shall make a refund of passed certification examination fees for confirmed staff who have been in its employment for more than 6 month. Notification of Examination Result Upon qualification for any professional examination, the staff shall immediately notify his/her head of department/unit, and thereafter, send photocopies of the certificates to the Human Resources for record purposes. Regular Technical Presentation The head of Technical department shall organize regular technical training session for staff of the Networks department duly approved by Management. All papers presented shall be sent to the Human Resources for record purposes. Seminars/Workshops In line with company general policy on training and development, engineers shall be nominated to attend relevant technical seminars/workshops based on company’s/individual staff needs and company’s financial position. In-House Workshop A monthly in-house workshop to be given on topical issues that can be of benefits to the entire organization. Any member of the technical staff can be nominated to undertake this task, while adequate notice will be given in the preparation of this.

Management………………………….

Date…………………………………

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DISCIPLINARY POLICY/CODE OF CONDUCT

Objective

Management shall strive to maintain discipline and enforce the company’s discipline policy in so as to

achieve orderliness and mutual co-existence of all employees.

Policy Statement

It is the intention of the company to maintain orderliness by ensuring that all staff adheres to the

company’s rules and regulations.

Assumption

The administration of discipline is based on express assumption that the supervisory officer is

reasonable, unbiased and shall use every tool to establish the facts of and dispense of a disciplinary

case beyond reasonable doubt within reasonable time.

Note

The company takes the issue of discipline and query seriously, and staff/supervisory officers are

advised to weigh the consequences of any query given in line with the company’s laid down policy.

Further, a staff who has earned three queries in a year shall forfeit the yearly bonus if approved by the

management.

Disciplinary Procedure

It is the duty of a supervisor to carry out the discipline of a staff under his/her department. The

following procedures shall be followed:-

Verbal Reprimand: An employee, who has committed, a misconduct of a minor nature or a first

time offender, would be given a verbal reprimand. The HOD/HR shall discuss the misconduct

and suggest ways of improving the employee. The discussion should be documented and kept

at the department level.

Formal written reprimand: The HOD/HR may issue a written reprimand where no

improvement is observed in the conduct of the staff or where a member of staff commits a

grievous misconduct at the first instance, the employee may or may not respond formally to the

written reprimand .Where the supervising officer specifically requires a written response, the

staff shall provide such within the time frame given, but not exceeding 24 hours.

Suspension: When an employee is suspected of serious misconduct, he may be placed on

working suspension without pay for the duration of suspension ranges from 3 to 5 days.

Dismissal: Outright termination of appointment, this will be done with the consent of the

MD/CEO.

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NOTE:

A written query advised by HOD to become part of a staff personal file as well as the reply to the

query with recommended disciplinary action should be copied to the Human Resources for record

purposes

The Human Resources shall liaise with the supervising officer on appropriate disciplinary measure and

advises the supervising executive management accordingly..

Discipline of Lateral Departmental Staff

In the event of a breach or suspected breach of official conduct by a staff of a lateral department

involving a senior officer, and where a disciplinary action is being contemplated, and where other

means to resolve the matter has failed, the following procedure shall apply;

1. The affected senior staff shall make an official complaint to the junior staff’s supervisory

officer and recommended action to be taken

2. The supervisory officer shall issue a written query to the subordinate staff and send a copy to

the Human Resources for record purposes.

3. The supervisory officer and the affect senior staff shall agree on an appropriate action to be

taken (if warranted) and this shall be forwarded, together with the query to Human Resources.

Thereafter, the Human Resources shall advise both officers in line with company policy before

implementing appropriate/agreed recommendation

4. All actions taken shall be kept in the staff personal file.

5. As far as possible, issues relating to the discipline of staff shall be handled at the departmental

level with the supervising executive management approving final action to be taken, expect in

extreme cases and only of an appellate nature that the attention of the Managing Director shall

be drawn.

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Appendix: Code of Conduct

e.Stream Networks desires to build a high performance, professional and responsible organization. This

code of conduct, will guide all employees relationships with the firm, one another and the outside

environment. By accepting to work for e.Stream Networks, each person automatically accepts to abide

by these ethics and pledges to:

1 Employee must not inculcate the habit of coming late or overstaying in the rest room, at tea or

lunch breaks.

2 Employee must not photocopy vital/confidential document(s) without permission.

3 Employee must not eat food with offensive odour in the office premises.

4 Employee must wear prescribed uniform.

5 Always advice your co-employee of your absence.

6 Refrain from leaving the department during working hours without permission.

7 Refrain from having unauthorized meetings during official hour.

8 Avoid Placing of notices on notice boards without permission from management.

9 Refrain from disruptive behavior exhibited by employee.

10 Avoid causing unnecessary distractions/confusion in the work place

11 Refrain from unauthorized operation or interference with company machines, tools or equipment

at any time.

12 Be present and punctual at work always.

13 Appear smart and professional at all times

14 Maintain a neat and tidy working environment at all times.

15 Not to sleep on the job.

16 Refrain from Negligence or gross negligence in the performance of your duties or functions.

17 Report damage or accident to company’s property (ies) such as official vehicles.

18 Refrain from Intimidation, fraud, bribery and unauthorized removal of company’s property.

19 Refrain from Gross insubordination or blatant disrespect to management or clients.

20 Refrain from soliciting or accepting any financial reward from any supplier or customer for

services rendered.

21 Abide by the laws and regulations of the company.

22 Be truthful honest and open in all relationships with the company.

23 Use all company resources strictly for the purpose of the company.

24 Refrain from engaging in commercial activities (buying and selling) during office hours and within

the office premises.

25 Employee must not disregard or breach the employer’s safety rules and regulations or

standard/common safety practices.

26 Report an injury on duty.

27 Report loss or destruction of the company’s property through malice, carelessness or negligence.

28 Refrain from Immoral conduct or indecency on company premises and/or whilst on duty and/or

whilst representing the company.

29 Avoid divulging information without proper authorization, concerning the company’s business.

30 Employee must conduct themselves in a businesslike manner, drinking, smoking, gambling,

fighting, swearing and similar unprofessional activities are strictly prohibited.

31 Employee must not engage in sexual harassment or conduct themselves in a way that could be

construed as such e.g using inappropriate language, keeping or posting inappropriate materials on

their computer. 32 And other misconduct not categorically stated in the above but constitute nuisance to the Company

and its environs.

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Forms of Misconduct

Minor Misconduct:

An employee, who is guilty of flouting 1-14 code of conduct above, will begiven a verbal warning at

the first occurrence thereof. The issuing of a written warning will be an alternative form of disciplinary

action for minor misconducts depending on the evidence, circumstances and seriousness of each

situation. An employee may be dismissed for repeated minor forms of misconduct.

Major Misconduct:

An employee, who is guilty of flouting 15-32 above, will receive a warning (written), suspension or

dismissal at the discretion of Management, depending on evidence, circumstances and seriousness of

each situation.

Grievance Procedure

1. An employee in the first instance, discuss his/her grievance with his/her immediate

supervisor.

2. If he/she is not satisfied, he/she will then discuss the matter with the Departmental

Manager and where it is not settled, the employee may request that the matter be further

referred to a superior officer.

3. The Departmental Head/Manager will then obtain from the Human Resources, a

standard grievance form for the employee to complete.

4. The Human Resources then make findings and advise accordingly. If the employee is

not satisfied with the Human Resources findings, the matter will be referred to the

Disciplinary Committee.

5. The report of the committee/recommendation shall be sent to the MD who shall have a

final say on the matter and this shall be communicated to the employee.

Disciplinary Committee:

For the purpose of fair hearing, an ad-hoc committee shall be formed comprising of the following

staff:

CONTRACT STAFF:

AGM

HOD

HR

Manager (Nominated by MD/CEO)

JUNIOR STAFF:

Defaulter’s HOD

AGM

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HR

MD/CEO or manager (nominated by CEO)

SENIOR STAFF:

MD/CEO

AGM

HR

Defaulter’s HOD

Suspension/Termination of appointment schedule:

GRADE MISCONDUCT RECOMMENDING OFFICERS FINAL AUTHORITY

Contract-junior Staff Suspension HR,HOD,AGM MD/CEO Contract-junior Staff Dismissal

HR, Recommendation of the panel. MD/CEO

Senior Staff Suspension HR,AGM/Recommendation of the panel MD/CEO

Senior Staff Dismissal HR,AGM/Recommendation of the panel MD/CEO

Forfeiture of Entitlements through Dismissal

e.Stream Network may summarily dismiss any employee, whether on probation or confirmed, who in

the company's opinion, is guilty of a gross misconduct of which he or she has not been able to absolve

himself or herself from, after being given the opportunity to do so.

Where the act of misconduct amounts to a crime, the company shall refer the matter for investigation by

the Police and prosecution by the State, as the case may be. Reference of the matter to the Police shall

however be without prejudice to the disciplinary measure stated herein. The discharge or acquittal of the

affected member of staff after trial by a court of law shall not confer on him/her the right of re-absorption

into the firm after dismissal.

A dismissed member of staff under this condition will forfeit all entitlements, except his/ her basic

salary and allowances (up to the date of his or her dismissal) and his/ her own contribution to the staff

pension scheme.

A dismissed member of staff not in category stated above shall be entitled to a notice period as stated

in contract of employment. Where no notice is given, the company is expected to pay the staff in lieu

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of notice and also the salary/allowances on worked days for the month and his/ her own contribution to

the staff pension scheme.

Any member of staff, who disengages from the services of the company whether by resignation or

dismissal, must submit all company property in his/her possession including the ID card before his/her

entitlements are paid.

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PART A

RELOCATION POLICY FOR INTERSTATE TRANSFER

1. PURPOSE

It’s pertinent in an organization providing service in a multi – Business partner environment to have the

capacity and framework to deliver service with skilled resource at the right place and time. To this end, the

following policy applies to any employee who will be required to relocate for business purposes or to take

up a position with e.Stream Networks in a different city. This policy covers the employee and any

spouse/partner or family currently living with the employee under the same roof. Relocation is classified as

a move from one major city to another.

This policy seeks to provide clarity, framework on transfers, permanent or temporary and associated benefits

for same and also;

A. To Outline benefits

B. To Ensure seamless transition for employees

C. Transfer is either Temporal or Permanent

2. SCOPE

This policy applies to permanent employees of e. stream Network Limited only.

3. POLICY STATEMENTS

1. Only employees requested by the organization to move shall be entitled to relocation benefits. Self-initiated transfers are not covered by any relocation benefits.

2. All rates stated herein shall be subject to review according to Market and cost of living rates

3. For all payments, were applicable as per Nigerian Law, Taxes shall be paid.

PERMANENT TRANSFERS

4. e.Stream Networks shall provide removal services for employee's normal household and personal effects , including Company insurance coverage, but only from the employee’s originating residence to his/her new residence. Removal service shall be done by approved supplier per company procurement process and validation.

5. Removal limit shall be 20 feet for unmarried employees while 40 feet shall be for married employees.

6. Where a member of staff chooses to move him/herself and does not engage the Company’s contractor, the expenses of van hire from a van hire company, petrol and insurance costs can be claimed. Labour charges, however incurred, are not reimbursed.

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7. Reimbursement will be the lower of two competitive quotations, which must be submitted to the Head, Human Resources prior to the move.

8. Where employee chooses not to exercise right as stated in “4-7” above, employee may decide to request a Removal allowance in lieu and place of this service.

The move allowance is as stated below for each level: AEO-EO N100, 000.00 AM-M N150, 000.00 SM-AGM N200, 000.00 GM-MD N250, 000.00

9. Employee shall be entitled to temporal accommodation allowance, before moving into permanent accommodation and while household goods are being moved. This will be reimbursed by the Company against receipts up to a maximum of 2 weeks only.

10. One off rent subsidy payment (Rent/Housing allowance covering 2 years) shall apply as per grade.

11. Transfer Allowance also termed as inconvenience allowance for this category shall be applicable to employee on permanent transfer only. This is equivalent of one month net salary. This ceases immediately employee moves out of state.

SEARCH FOR NEW ACCOMMODATION / TEMPORARY ACCOMMODATION

12. (i) Travelling expenditure will be reimbursed where it is necessary to visit the new area to find accommodation, up to a maximum of 3 visits. Each visit can include one overnight stay. Expenses will only apply to the member of staff and partner if applicable.

(ii) Payment of travel expenditure will be based on the staff monthly transportation allowance and 50% of the monthly housing allowance per day. Please note the above is applicable where employee chooses not to exercise right as stated in “9” above.

TEMPORARY TRANSFERS

13. For Temporary transfers, employee shall be treated same as out of station allowance as covered in the Travel and expense policy.

14. The company will reimburse the cost of travel, accommodation and meals for this.

15. Employee shall be entitled to 25 % of basic salary as inconvenience premium in recognition of disruption to employee’s life and cost of running multiple homes concurrently. This shall cease immediately employee is back at original location.

16. Employees who had prior to effective date of permanent transfer, enjoyed the benefits of Temporary transfer shall not be paid transfer allowance in the event a permanent transfer is now effected.

4. EXCEPTION

17. If transfer is made at the request of the company for the need of its business in less than 2 years of initial transfer, Employee will benefit from the same conditions as for a first transfer except for the transfer allowance.

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18. If a transfer is made at the request of the employee, the transfer allowance paid at the time of the first transfer shall be reimbursed back to the company prorate basis if the transfer occurs before 2 years of start date.

19. Should the employee leave the company of his/her own accord or as a result of misconduct or poor performance, within 24 months from the date of relocation, then the employee will be obliged to reimburse the company for all costs incurred as follows:

0 – 6 months 100% of total cost incurred

6 – 12 months 75% of total cost incurred

12 – 18 months 50% of total cost incurred

18 – 24 months 25% of total cost incurred

Thereafter no re-imbursement amount will be payable.

20. In the case of retrenchment or termination due to ill health, no re-imbursement period will

apply.

5. REFERENCE

Travel and Expense Policy

Relocation Form

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PART B

RELOCATION POLICY FOR NEW STAFF

1. POLICY STATEMENT

It is e.Stream policy to provide financial assistance to selected posts at the discretion of the Management

to newly appointed staff who, as a direct result of accepting the appointment, necessarily incurs expenses

in moving home nearer to the Company work address.

2. OBJECTIVES

2.1 The objectives of this Policy are to enable staff to;

(i) Begin a new job with the minimum cost and disruption to home life and,

(ii) Assist towards reimbursement of expenses incurred by the move.

3. ELIGIBILITY

3.1 Staff will be eligible for reimbursement of relocation expenses either in full or in part, up to the overall

maximum for each section of expenditure; provided that:

(i) Relocation assistance will not normally be offered unless specifically stated in the

recruitment process.

(ii) The section and/or sections of expenditure under which reimbursement will be made is

agreed with the staff member in principle either at interview or at the time the offer of

employment is made and the entitlement to financial assistance is confirmed in writing by the

Head of Human Resources before any expenditure is incurred.

(iii) The application of this policy and the decision to reimburse under one or more of the

sections is entirely at the discretion of the Management.

(iv) All the qualifying conditions are met.

Where staff is in doubt about eligibility under the policy, reference should be made to the Head of Human

Resources in the first instance, before incurring expenditure for which reimbursement is to be claimed.

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4. QUALIFYING CONDITIONS

4.1 To receive financial assistance prospective staff must be moving from one State to the new place of

work. Therefore, they will be expected to move to a new home that is in another state of the new place of

work.

4.2 For new staffs that was previously resident outside Nigeria, assistance with expenses as a result of

relocation will be considered from the point of arrival within Nigeria.

4.3 Original and valid receipted VAT invoices must support all claims submitted.

4.4 The relocation must take place within 12 months of the date of commencement and claims submitted

within 3 months following the date of the actual move. Consideration will be given by e.Stream for late

claims as long as an extension is applied for and agreed in writing before the end of the initial 12 months.

4.5 Claimants should be aware that if their contract of employment ends for any reason, there is a

requirement for a full or partial repayment.

PART C

TRAVEL AND EXPENSE POLICY

1. POLICY STATEMENT

It is e.Stream Network policy to provide to its staff the reimbursement of travel, entertainment and other

business expenses incurred during the conduct of Organization business. It is the Organization’s policy to

reimburse employees for ordinary, necessary and reasonable expenses when directly related to the

transaction of Organization business.

Directly related expenses are those in which there is the expectation of deriving some current or future

benefit for the Organization, the employee is actively engaged in a business meeting or activity necessary

to the performance of the employee’s job duties, or, in the case of entertainment, there is a clear business

purpose.

2. OBJECTIVES

2.1 The objectives of this Policy is to

i) Ensure clarity in policy and consistent understanding among employees on business travel

and meal policies/procedures;

ii). Provide guidance as to allowable allowance for travel, lodging and meal or other business

expense types which are eligible for reimbursement (and not eligible for reimbursement);

iii). Provide business employees with a reasonable level of service, comfort, and security at the

lowest possible cost while avoiding personal harm, inconvenience, or security issues;

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3. RESPONSIBILITY

1.1 Each employee is responsible for managing travel expenses. In particular,

i). All employees are responsible for reading, understanding, and complying with this policy and any

other related guidelines established by his/her specific business unit.

ii). Employee must accurately document expense reports, with appropriate receipts, and submit them

in a timely manner consistent with these guidelines.

iii). Employees are expected to exercise prudent business judgment regarding expenses covered by this

Policy.

iv). All designated employees with approval authority are responsible for reviewing transactions and

expense reports for accuracy and compliance.

1.2 It is the responsibility of expense report approvers to:

• Ensure that the employees understand this policy. • Promptly review expense reports for appropriateness and correctness, and to recommend for approval reimbursements within the Policy (and to reject those outside of the Policy without prior written approval). Line Managers and HODs are also responsible for the communication of these policies to their Associates.

4. ENFORCEMENT

The Company will reimburse for expenses actually incurred consistent with business needs. The intent is that the employee should neither lose nor gain financially as a result of incurring legitimate business expenses. However, some items primarily personal may not be reimbursed. Employees must: • Conduct Company business with integrity, in compliance with applicable laws. • Not use personal advantage considerations when arranging travel, and must exercise good judgment toward incurring cost-efficient expenses (unless there is no added cost to the Company). • Exercise good safety and health judgment in accordance with e.Stream work site safety policies.

• Safeguard Company information and assets while traveling, avoiding compromising security.

Employees submitting expenses that are not in compliance with this policy risk delayed partial or forfeited

reimbursement.

Reimbursement for expenses that are not in compliance with this Policy requires the prior written approval

of the Organization’s Chief Financial Officer (CFO) or Managing Director.

5. OUT OF STATION ALLOWANCE

1.3 Travel Meals

Meals purchased while away from home overnight on company business are bore by the company.

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For the actual cost which is subject to review, references should be made to yearly approve Out of Station Allowance sheet. 1.4 Air Travel Transportation Policy

Travelers are required to:

Accept the lowest logical airfare consistent with business needs.

Use preferred airlines, consistent with business needs.

Use economy/coach class for all domestic flights.

1.5 Lodging Policy & Motor Vehicle Transportation Policy

Prudent judgment should be used when selecting a hotel and motor vehicle transportation out of state. The daily cost of lodging and Transportation is a reimbursable expense when away from the normal work place on company business. Such lodging cost includes only the single occupancy room rate. The maximum nightly rates and approved transportation cost for each of the regions is listed below:

N South East (Anambra, Enugu, Ebonyi, Imo and Abia states.)

N…… South South (Edo, Delta, Rivers, Bayelsa, Cross-River and Akwa-Ibom states)

N…… South West (Lagos, Ogun, Oyo, Osun, Ondo and Ekiti states)

N North Central (Kwara, Kogi, Plateau, Nassarawa, Benue, Niger and F.C.T)

N……… North East (Taraba, Adamawa, Borno, Yobe, Bauchi and Gombe states)

N……. North West (Sokoto, Zamfara, Kebbi, Kaduna, Katsina, Kano and Jigawa states)

The Company complies with IFRS regulations, which require that all business expenses be substantiated with adequate records & receipts. Please note that this policy does not apply if the employee is using a company vehicle only fuelling allowance can be paid.

6. REIMBURSABLE EXPENSES

Requests memo for reimbursement of business expenses must be submitted to the Accounts department

with each expense separately identified and signed by the employee. This must have been duly reviewed by

employee’s immediate supervisor to ensure that the expenses reported are proper and reimbursable under

this policy and the expenses are reasonable and necessary and thereafter recommend for approval.

The CFO/Managing Director may approve the expense reimbursement in the absence of the employee

supervisor

While original receipts are recommended for all expenses submitted for reimbursement, they are required

for all expenses greater than N500.00. Requests for exceptions to this policy should document extenuating

circumstances and be approved by the CFO/Managing Director.

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The memo must include substantiated information relating to:

(1) The amount of the expenditure;

(2) The time and place of the expenditure;

(3) The business purpose of the expenditure; and

(4) The names and the business relationships of individuals other than the employee for whom the

expenditures were made.

Requests for reimbursement lacking complete information will be returned to the requesting employee.

Reimbursement requests shall be promptly submitted, and in no event more than thirty (30) days after the

expense. Reimbursement requests more than thirty (30) days old may be rejected

The company may deny reimbursement of any expense it deems inappropriate or excessive.

7. LOST OF PROPERTY.

Loss of personal/company property incurred while traveling should be reported to the Local police and a police report should be obtained. The employee should also report this incident to the Line Manager and Head of Human Resources with an attached police report. Under management discretion, the employee will be reimbursed on the value of the loss.

8. ALTERNATIVES TO TRAVEL

Every employee must first consider if an alternative to travel such as teleconferencing or web conferencing can satisfy business objectives and reduce travel costs.

9. Acting Policy

This policy is an example and explains how acting appointments are effected in the Company.

Policy statement

The Company regards the opportunity to act in a higher graded position or position on the same grade as

the employee’s (outside of the employee’s own sphere of expertise), as an important development

opportunity. However, given continuous staff alignment projects it might also be required from employees

to carry the full workload of positions on lower grades.

Note: An appointment made in an acting capacity will not automatically result in a permanent appointment

in the acting position.

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Definition

Acting appointment - A temporary appointment, normally not exceeding a period of six months, in a higher,

similar graded or lower graded post on the staff establishment, which appointment is necessitated by the

temporary absence, resignation of the regular incumbent of that position, or the non filling of a vacancy.

Regular incumbent - An employee who has been appointed in an approved position in the organisation and

who usually performs the duties of such position.

Appointments made in an acting capacity usually fall into one of the following categories:

Acting in a higher graded position than the employee’s own

Acting in a position on the same grade as the employee’s own

Acting in a lower graded position than the employee’s own.

Acting appointment process

The process of appointing employees in an acting capacity involves the following stages:

Acting opportunity

Appointment process

Acting opportunity

An acting opportunity arises when: the regular incumbent is absent temporarily for one or more of the

following reasons:

Leave (all types)

Secondment

Suspension

Conferences and seminars (national or international)

The position is vacant.

Appointment Process

The following process is applicable:

Line manager, in whose department the acting opportunity arises, in consultation with his/her management

team identifies a candidate for appointment in an acting capacity. The identification of a suitable candidate

should be guided by operational and development plans within the department.

Line manager informs Human Resource Provision, in writing, of:

the particulars of the person to be appointed in an acting capacity

the position in which the person is to act

the reason for such

the acting period

Human Resource compiles a letter of appointment.

COMPANY POLICY

Rev: 1

Date: 29-Aug-14

Page 64 of 64

Line manager, Senior Director and Human Resources sign letter of appointment.

Period of acting

An official appointment in an acting capacity should not be less than a period of one week. The termination

of an acting period should be indicated on the appointment letter either by a date or by a specific action,

such as the filling of a vacancy or the return of the regular incumbent. Acting periods should, if at all possible,

not exceed a period of six months.

Only in exceptional cases may the acting appointment be extended for one or two months beyond the six

months threshold, e.g. to allow a new appointee the time to serve their notice at their previous employer.

These exceptional cases will jointly be agreed on by the line manager and parties involved in the original

acting appointment.

Note: A special effort should be made by line managers to ensure that no expectations are raised that the

employee appointed in an acting capacity, will be appointed in the position on a permanent basis. Line

management should rather consider rotation in the acting position than creating expectation to permanency.

Compensation and acknowledgement for acting appointment

Employees appointed in acting capacities whether on a higher-, the same-, or lower job grade will be

rewarded as follows:

A fixed acting allowance, equivalent of fifteen per cent of the median salary/package of the job grade, shall

be payable to the employee where the acting period exceeds one month and the person acting assumes full

responsibility for the acting position.

Where individuals share the acting responsibility, acknowledgement should be given through the

performance management system.