Rules and Regulations

Global Strategic Business Company (G3-Biz Ltd), created on June 22^nd, 2005, is a limited liability company with head office in Mile 2, Limbe – South West Region, P.O. Box 291, Limbe.

The main objects of G3-Biz Ltd are:

1. Primary and secondary distribution of finished products.
2. Management training/Consultancy.
3. Offering internship training opportunities.

Article 1: Subject

• The internal rules and regulations of G3-Biz Ltd are established in compliance with applicable laws and regulations in the Republic of Cameroon.
• The internal rules and regulations describe the provisions including but not limited to conditions of recruitment, working conditions and remunerations, rights and obligations of workers, leave, compensations and benefits of workers, disciplinary measures, and health and safety measures.
• Additional rules and policies of the company may be issued from time to time and communicated to the staff and posted on noticeboards in the company with all provisions of this company.

Article 2: Recruitment Policy

2.1 All applicants will be assessed through the company’s recruitment process

(HRM Planning, job analysis, job description, job advertisement and application pool) taking into consideration the basic skills required to perform the job provided the company.

2.2 Whatever the terms of recruitment and vacancy, the applicant must meet the following conditions:

1. Having intellectual and technical requirements to fill the proposed position.
2. Providing curriculum vitae, written application, copies of his/her academic qualifications, certificates of previous employment, copies of personal documents (NIC, NSIF, birth certificate, marriage certificate, and any other relevant document for the position). All information submitted to G3-Biz Ltd for the purpose of recruitment must be true and correct. Any falsification of information or documents submitted shall lead to the cancellation of the employment agreement for fraud; and maybe pursued for criminal action.
3. Accepting to undergo tests and examinations, if so required. But it will be an obligation for the candidate undergoing this process for managerial positions.
4. Providing medical certificate to prove his/her state of health which enables him/her to perform the tasks assigned for the post.
5. Providing other relevant documents as may be required by the company for the purpose of the recruitment.
6. An undertaken by the potential employee to respect the company culture and policies if recruited.
7. The candidate shall undergo a selection process which may include written tests, panel interviews, aptitude tests, etc.

Article 3: Probationary Period

• All newly recruited workers are placed under probationary period which shall not exceed three (03) months, renewable once.
• During the probation period, the worker shall be trained to understand the company vision, culture, ways of working, rules/regulations and shall be tested on the job.
• It is only upon a successful completion of the probation period that the worker is confirmed or else terminated.

Article 4: Working Hours

1. Arrival/Registration/Administration: 7:00 – 7:30am (7h00 – 7h30)
2. Management Walk around: 7:30am – 8:00am (7h30 – 8h00)
3. Break Period: 12:30pm – 2:00pm (12h30 – 14h00)
4. Afternoon Working Hours: 2:00 – 5:00pm (14h00 – 17h00)

Work Days: Monday – Saturday (except otherwise stated).

Beyond Work Day/Hours: The need may arise for the company to call an employee to work beyond working hours, and on public holidays. Such extra work shall earn an overtime payment to the employee.

Article 5: Overtime

Genuine, justified and pre-approved overtime shall be calculated and paid in accordance with the legislation in force; and where the nature of the job makes it complicated to do so, a fixed overtime pay of 25% of basic salary shall be paid monthly to the staff.

Article 6: Remuneration

6.1 G3-Biz Ltd shall negotiate with the worker on their remuneration (wage, salary) at the time of hiring.

6.2 Any remuneration will be paid in accordance with the company’s standard payroll procedures and in accordance with the labour/tax laws.

Article 7: Benefits

1. Allowances:
2. Annual Leave: in accordance with legislation.
3. OOSA (Out of Station Allowance): Distance greater than 50km, one way.

The OOSA excludes transport fares to be paid by the company.

OOSA duty must be approved in advance by the Line Manager.

A brief writ en report must be presented within 24 hours, especially for

overnight missions.

1. Training:
2. The company will identify training needs for all staff and provide the training at its cost.
3. Training for personal development initiated by an employee may be subvented by the company to a maximum of 50% of the cost if the training programme is seen to be of benefit to the company.
4. Social Security Scheme

In conformity with the applicable laws and regulations, the company will register all confirmed workers and pay the required contribution to the National Social Insurance Fund. The entitlement of workers under the National Social Insurance Fund is determined in accordance with applicable laws and regulations.

Article 8: Paid Annual Leave, Permission and Public Holidays

8.1 Except otherwise specifically provided by the employment agreement,

the workers are entitled to paid annual leave at the rate of one and a half workdays per month of continuous service for twelve (12) months.

8.2 Annual leave may be deferred due to company exigencies and

unforeseen circumstances; such deferment shall not exceed two (02)

years.

8.3 A worker is entitled to paid permission up to ten (10) working days

per year for the following occasions:

1. Wedding = 3 days
2. Paternity leave = 3 days
3. Wedding of the worker’s child = 1 day
4. Death of the worker’s spouse, child, and parents = 3 days

8.4 Female workers who are pregnant are entitled to maternity leave for a

total period of fourteen (14) weeks including delivery date and 1 hour

each day to breastfeed her baby for fifteen (15) months from delivery

date.

8.5 As soon as the worker knows that he/she is likely to be unable to turn

up for work due to illness, the worker must personally call the Line

Manager at least 1 hour before the start of working hours for

information and when returning to work must provide justification

documents issued by a recognized Medical Doctor.

Article 9: Permission for Unpaid Absence

9.1 Requests must be made in writing, at least seven (07) working days in

advance, except for justifiable emergencies.

9.2 Approved in writing, in advance, by the Line Manager prior to taking

absence.

NB: Permission days requested may be approved, reduced or

rejected as determined fairly by the Line Manager based on

work exigencies, and the necessity of the absence.

Article 10: Loss or Damage of the Company’s Property

The loss or damage to the company’s property due to misconduct or negligence of the worker shall attract disciplinary sanctions plus payment for the loss/damage by the worker.

Article 11: Access to the Company’s Premises

All workers and any other persons covered by these Internal Regulations must strictly respect the rules of access to the premises of the company. No one should be accompanied by an unauthorized person to the premises of the company without prior approval from the Depot Manager. The non-respect of such instructions will be subject to disciplinary sanctions.

Article 12: Clocking

Registration of oneself, personally, by everyone, using the system provided, to indicate the time of getting into the company premises and the time of getting out, shall be obligatory for all workers and authorized visitors/customers. For customers and visitors if not obeyed will be prohibited from entering the depot premises and for workers, we will consider workers absent for that day.

Article 13: Use of Logistical and Computer Resources

The use of G3-Biz Ltd assets for personal interest is not authorized; the use of resources, cars and trucks, internet, computer, printer (paper), and all other materials will be monitored, and any abuse may lead to appropriate disciplinary sanctions.

Article 14: Assiduity

• Persistence
• Effort At work, doing work!
• Commitment
• Attentiveness

• Loitering/idling during working hours shall be sanctioned.

Article 15: Staff Files

Each staff must provide copies of the following documents for filling by the HOD HR/ADMIN:

1. Job Application
2. Employment Letter
3. Job Responsibilities
4. Work Contract
5. Identity Card/Birth Certificate
6. School Certificates
7. Motivation/Disciplinary Letters
8. NSIF Registration
9. Annual leave letters, and absences

Article 16: Safety/Accident Prevention

16.1 The workers must take utmost care to ensure personal security for

each other at the workplace and shall refrain from carelessness and

any disorder which could be prejudicial to their own and others’

safety.

16.2 The workers shall immediately inform the Depot Manager or any

responsible staff of every imminent danger that they may know about.

  16.3 Safety/Security guidelines must be respected in/out of the premises.

16.4 The use of PPE (Personal Protective Equipment) is obligatory at all

times during working hours. If any worker is found working without a PPE will be sent home immediately and declared absent from work for that day.

Article 17: Sanitation

17.1 Work offices, environments, warehouse, trucks, toilets, clothing,

tools, etc must be kept clean daily all the time.

17.2 Remove waste, trash, garbage, etc first thing every morning to free the

work environment from dirt, disease, infection, etc.

17.3 Sanitation is the responsibility of every worker.

Article 18: Discipline

18.1 All workers are required to behave with the utomost discretion with

regards to all business of the company.

18.2 The worker shall take good and diligent care of the materials which

are made at his/her disposal, including but not limited to tools,

furniture, mobile phone, computer, vehicle, documents, point of sale

material.

All workers shall respect customers and render courteous (polite, well mannered) and diligent service to customers at all times. Defaulters shall be severely sanctioned.

Every worker, without exception, is expected to perform his/her duties in a disciplined, friendly and collaborative manner.

Disciplinary measures will be taken against defaulters, in any area of these rules and regulations. Eg:

18.3 It is forbidden to drink alcohol during working hours. It is also

forbidden to smoke cigarettes and derivatives of any kind during

working hours.

18.4 High moral standards are expected.