NOVATEUR NIGERIA – QUALITY POLICY STATEMENT
Novateur Integrated Solutions Limited is committed to ensuring that we maintain
a compliant management system in the aspect of meeting all requirements of the
International Standard Organization (ISO). We also make sure to improve the
quality of human health through various research, capacity building, innovation,
and service delivery that consistently meets and even exceeds the needs of our
customers. We make sure that all employees are made aware of all policy
statements.
We are constantly committed to meeting the satisfaction of our customers and our
employees hence why we engage in several policies such as:
1. Development of employee awareness in the organization to assist in the
continual improvement of the performance of the company.
2. Develop a dialogue with customers to identify their needs and expectations
that will lead to continuous improvement of products and services supplied.
3. Operating in a comprehensive quality program that satisfies the
requirements of ISO 9001 and leads to continual improvement in its
effectiveness.
4. To establish quality objectives and provide for their implementation and
review within the framework of this quality policy.
5. To conduct our business in a professional, transparent, ethical manner to
quality assured standards. Considering our interested parties and their
requirements throughout.

NOVATEUR NIGERIA – HEALTH, SAFETY, AND ENVIRONMENT (HSE)
POLICY
POLICY STATEMENT
PART 1: STATEMENT OF INTENT
We are concerned about your health primarily because you are a member of the
Novateur Nigeria family. Beyond being a part of our organization, we want you to
stay safe, live healthily, and refrain from activities that can affect your
performance, both at work and outside the work environment.
Before undertaking work, and any activity in and out of the workplace, please
ensure to perform the following checks:
1. Understand the risks relating to your job or job role.
2. Reduce workplace stress by avoiding sitting for long hours, heavy workload,
and conflicts with colleagues or bosses. Stress can lead to depression,
sleeping difficulties, and problems with concentration.
3. Take regular breaks by staying fresh and alert to avoid injury or burnout.
Schedule the most difficult tasks of each day for times when your
concentration is best, such as first thing in the morning.
4. Avoid stooping or twisting.
5. Use mechanical aids such as wheelbarrows, conveyor belts, cranes, or
forklifts whenever possible.
6. Protect your back especially if you do need to pick up and carry heavy
loads. Keep the load close to your body and lift with your thigh muscles.
7. Wear protective pieces of equipment such as earplugs, earmuffs, hard
hats/helmets, safety goggles, gloves, or full-face masks to suit the task.
8. Stay sober. Alcohol and drugs are contributing factors to workplace
fatalities.
9. Talk over any hazardous concerns to your employer or Human Resources
Manager.
10. Raise alerts if necessary.
11. Review and revise this policy regularly.
In cases of these types of emergencies either at work or outside the work
environment:
1. Serious injury events; apply first aid, and seek medical attention
immediately.
The Board:
Hon. Engr. C.A Adejoh (Chairman), Engr. U.K. Adejo (Managing
Director), Engr. O.E. Adejoh (Director), V.E. Adejoh (Director), S.O.
Adejoh (Director), E.L. Adejoh (Non-Executive Director)
Novateur Integrated Solutions Limited- RC888567
Nigerian Agricultural Insurance Corporation (N.A.I.C) House,
Plot 590, Zone AO, Central Business District,
Federal Capital Territory, Abuja, Nigeria.
Tel: +234-9-292-0205, +234-817-059-3352, +234-818-917-5211
info@novateur.ng
www.novateur.ng
2. Medical emergencies such as heart attacks; seek medical attention
immediately.
3. Site or area evacuations; proceed to a/the designated safety area or muster
point.
4. Fires and explosions; evacuate immediately to a safe area.
5. Hazardous substances and chemical spills; seek medical attention
immediately.
6. Explosions and bomb threats; contact emergency services or evacuate
immediately to muster point until you are told it’s safe to return.
7. Security emergencies, such as armed robbery or burglary; contact office
administrator, on-site security service, or the/your nearest police station.
8. Loss of power; proceed to muster point until power is restored.
9. Structural collapse; evacuate immediately to muster point.
10. Natural disasters such as floods, storms, and bushfires; contact emergency
services.
11. Traffic accidents; contact emergency services and contact the office if you
can.
PART 2: RESPONSIBILITIES FOR HSE
1. The Operations Team at Novateur Nigeria is responsible for ensuring that
these standards are maintained and improved.
2. All employees should:
a. co-operate with supervisors, managers, and the Operations Team on
health and safety matters;
b. take reasonable care of their own health and safety; and
c. report all health and safety concerns to an appropriate person or
team (as detailed above).
3. The Management/organization should:
a. ensure that employees undergo training on health and safety, and
learn how to take action;
b. provide personal protective equipment; and
c. create escape routes as well as muster points.

ENVIRONMENTAL SUSTAINABILITY POLICY

As a corporate project, Novateur Integrated Solutions Limited aims to promote
the protection and conservation of the environment, and to educate its
stakeholders on issues relating to this.
Our Policy includes the following contents:
INTRODUCTION 1
UNDERPINNING CUSTOMS 1
ENVIRONMENTAL BEST PRACTICE & ACTION PLAN 2
Waste Management System 2
Energy and Resource Conservation 2
Green Travel 2
Overall Business Action 3
MONITORING ARRANGEMENTS 3
INTRODUCTION
We aim to contribute as a responsible business, and by extension as members of
our local community and the larger society. We are committed to a waste and
carbon reduction strategy that promotes a safe, sustainable, and pleasant
environment to live, work, and learn.

UNDERPINNING CUSTOMS
1. To ensure that we are compliant with environmental legislation;
2. To recognise that we are both a consumer and provider of services;
3. To respond appropriately and ensure continuous review our environmental
impact on a regular schedule;
4. To engage actively via action plans for the environment and take steps as
appropriate;
5. To recognise our areas for development and implement improvements;
6. To use resources carefully, which in turn will help to reduce operating costs;
7. To ensure that partners and stakeholders with whom we work including but
not limited to subcontractors and vendors, adopt and abide by Novateur’s
environmental and sustainability principles;

8. To ensure due diligence is carried out prior to working with partners and
stakeholders;
9. To monitor our relationship with our stakeholders on an ongoing basis to
assess the extent of compliance with these principles;
10. To take on any other responsibility within our capability in furtherance
of our commitment to the environment.

ENVIRONMENTAL BEST PRACTICE & ACTION PLAN
In furheranve of our commitment, we have instituted and will continue to monitor
and introduce a set of globally-acceptable practivces as it relates to Waste
Management, Energy and Resource Conservation, Green Travel,
Waste Management System
1. Segregate different types of waste wherever possible to facilitate the
recycling of materials wherever possible and reduce the amount of waste
being disposed of in landfill sites.
2. Meet legislative requirements and ensure that all waste is disposed of
legally per standards of local environmental enforcement agencies.
3. Reduce waste, hazardous substances, and harmful emissions
4. Actively avoid the risk of pollution.
Energy and Resource Conservation
1. A reduction in the amount of energy used by electronic gadgets and all
other mechanical appliances.
2. A healthy and comfortable temperature for all working areas.
3. A reduction in the amount of water used.
4. A reduction in the amount of paper, card and other office stationeries used.
5. A reduction in the amount of plastic used and promotion of reuse/recycle
initiatives where possible.
Green Travel
1. Incentives for staff to find alternative methods of travel to work e.g. cycle
to work, bicycle purchase loan scheme.
2. Promotion of the car sharing schemes for meetings and other outings.
3. Consideration of alternatives for traveling to meetings.
Overall Business Action
1. The use of sustainable resources wherever practicable;
2. Encouraging the development of links with local and national
environmental groups;
3. Promoting learning that includes sustainable development and citizenship;
4. Endeavoring to embed sustainability into existing curriculum areas and
enrichment activities;
5. Encouraging the company’s community to actively participate in
environmental projects and initiatives;
6. Procuring sustainably sourced goods and materials from suppliers wherever
possible.
MONITORING ARRANGEMENTS
Targets will be set at to meet aspects of the policy and these will be monitored
by the Risk, Audit and Compliance Committee.
ORGANISATION AND RESPONSIBILITIES
In order to ensure compliance with environmental legislation the following
responsibilities have been allocated.
The Governing Body: The Governing body has the corporate role of providing
leadership for the Group’s Environmental responsibilities as follows:
● Ensuring board decisions reflect its environmental intentions as articulated
in the Environmental and Sustainability Policy.
● Ensuring the environmental policy statement reflects current priorities.
● Ensuring management systems provide for effective monitoring and
reporting of environmental performance.
● Reviewing environmental performance.

Chief Executives: The Executives are the nominated director responsible for
environmental compliance. However, the authority to ensure compliance with
legislative requirements and this policy is devolved to managers at all levels of
the organisation.
Heads and Managers: Heads and Managers at all levels have responsibility for
ensuring the Environmental Policy is implemented within their own areas of
responsibility and that all their employees are aware of it. They must ensure
suitable arrangements are in place to avoid an environmental incident occurring
and continuously seek improvements to environmental procedures. Specifically,
Managers are required to:
● Actively seek opportunities to reduce and/or recycle waste within their own
area of responsibility and to promote a culture of environmental
sustainability.
● Ensure systems are in place to negate litigation.
● To ensure all employees in their area are provided with adequate
information, instruction and training on environmental issues.
● The Head who manages subcontracting provision has a role in monitoring
that subcontractors comply with the principles set out in this policy and
that due diligence is carried out before contracts are formalised.
Risk, Audit and Compliance committee:
● To ensure Group data for utilities is collected and analysed for continuous
improvement and to identify and address any issues in a timely manner.
● To ensure that Novateur’s environmental policy is periodically reviewed.
● To monitor environmental action plan for business unit.
Employees:
● To comply and co-operate with Novateur’s Environmental Sustainability
Policy and arrangements.
● To ensure that through their actions an environmental incident is avoided.
● To make management aware of environmental issues that may arise while
carrying out their duties.
● To raise any issues with may result in wasting of resources e.g. water leaks,
excessive use of papers, etc.

RELATED DOCUMENTS:
➢ Novateur’s Corporate and Social Responsibility Policy.
➢ Novateur’s Health, Safety and Environment Policy.

Intent and Purpose
Novateur Nigeria fosters a professional work atmosphere devoid of all sorts of abuse or
harassment, in which all employees are treated with respect and dignity.

This policy explains the prohibition of workplace discrimination and harassment in order
to guarantee compliance with all applicable federal and state rules and regulations.

Novateur Nigeria’s mission is to establish a workplace free of sexual harassment and any
other form of discriminatory harassment or violence.

Definition of Terms
Discrimination – Discrimination includes harassment in the form of communicating,
sharing, or displaying written or visual material or making verbal comments that are
demeaning or derogatory to a person because of their ethnic background, appearance,
gender, national origin, ancestry, religion, age, physical or mental disability, pregnancy or
pregnancy-related condition, genetic information, or other categories protected by the
constitution of the Federal Republic of Nigeria.

Sexual Harassment – According to the Violence Against Persons Prohibition Act, 2015
(VAPP Act) in Nigeria,
Section 46: Sexual harassment means “unwanted conduct of a sexual nature or other
conduct based on sex or gender which is persistent, serious, and demeans, humiliates, or
creates a hostile or intimidating environment, and this may include physical, verbal, or
non-verbal conduct.”
This term is broad and encompasses any sexually-oriented behavior, whether intentional
or not, by managers, staff members, or, in certain cases, third parties, that is unwanted
and has the impact of creating a hostile, unpleasant, intimidating, or humiliating work
environment.
Sexual Abuse – Actual or threatened sexual physical intrusion, including unwanted
physical contact, by force or under unequal or coercive conditions.

Sexual exploitation – is described as the misuse of a position of vulnerability, differential
authority, or trust for sexual purposes; this includes making money, advancing one’s
standing in society, or gaining political influence through another person’s sexual
exploitation.

Quid Pro Quo harassment – According to the Society for Human Resource Management
(SHRM), “quid pro quo (this for that) harassment occurs when someone in a position of
authority over. For example, a manager or supervisor directly or indirectly demands
sexual favors in exchange for some benefit (a promotion, pay raise, etc.) or to avoid some
disadvantage (termination, demotion, etc.) in the workplace.”

Hostile Work Environment – A hostile workplace is one where an employee’s or official’s
capacity to perform their duties is unreasonably hampered by the actions of one or more
individuals. The employee could feel threatened or violated as a result of the action.
Offensive conduct manifests itself in a variety of ways, including, but not limited to,
bullying, intimidation, ridicule, and sexual harassment.

Policy Statement
Novateur Nigeria encourages a professional and effective work environment where all
workers and managers are treated equally, with respect and decency. All employees are
required to conduct themselves professionally and contribute to an atmosphere at work
that is free from harassment and disruptive behavior. Additionally, Novateur Nigeria
aspires to be an inclusive workplace free from all forms of prejudice and/or discrimination.

The management of Novateur Nigeria takes allegations of unlawful discrimination and
harassment seriously. In the event that such conduct has been found to have taken place,
the management will act swiftly to impose the necessary corrective measures, including
disciplinary action and training where necessary.

Scope
All Novateur Nigeria employees are subject to this policy in all work-related contexts and
activities, whether inside or outside of the office, including business travel and social
gatherings. This also holds true for how a Novateur Nigeria employee acts toward a
client, a vendor, or a contractor.

Prohibition of Sexual Harassment, Abuse and Exploitation
The company’s policy against sexual harassment forbids sexual approaches, requests for
sexual favors, and other verbal or physical behavior of a sexual nature, regardless of
whether such conduct is motivated by a desire for sexual relations, in the following
situations:
1. submission to or rejection of such conduct is a term or condition of employment, either
explicitly or implicitly;
2. The employee’s acceptance or rejection of such behaviour serves as the basis for
employment conditions impacting that employee, or
3. Such behavior is intended to or has the effect of unnecessarily interfering with an
employee ’s work performance or creating an intimidating, hostile, humiliating, or
offensive working environment.

Here are a few other scenarios that constitute sexual harassment. This list is by no means
exhaustive:
The following are examples of sexually explicit language and behavior that should not be
tolerated:
● Verbal abuse of a sexual nature
● The use of sexually demeaning words, jokes or language of a sexual nature;
conversation or gossip with overtly sexual overtones.
● Obscene or suggestive gestures or sounds.
● Sexually-oriented teasing
● Verbal comments of a sexual nature about one’s appearance or sexual terms used
to describe one; inquiries into one’s sexual experience; discussion of one’s sexual

● Request or demand for sexual favors coupled by an implicit or overt threat about
an individual’s work position or assurances of preferential treatment;
● Unwelcome and frequent invitations (e.g., for lunch, dinner, drinks, dates, or sexual
intercourse);
● Unwanted physical contact, such as bumping, cornering, mauling, grasping,
fondling, patting, squeezing, or repetitive brushing up against one’s body.
● Violence, molestations, or sexual acts
● Posting or disseminating anything that contains sexually explicit items, images,
drawings, or other content is prohibited.
● Letters or messages with sexual overtones sending hateful or discriminatory
messages or materials via electronic means (such as voice mail, fax, voice mail
over the Internet, or electronic mail) that contain explicit sexual language, sexual
innuendo, or remarks that are offensively derogatory of someone’s sexual
orientation
● Focusing on certain bodily features of others, sexism-related gestures and leering,
approving of sexual harassment committed by other people.

Sexual harassment is not restricted to forbidden action by a male against a female or a
female toward a male, and it can happen in a variety of situations:
● Sexual harassment may affect people of any gender.
● The harasser does not have to be the victim’s superior, and they can be of any
gender.
● The unwanted sexual activity need not be directed at the victim specifically. If the
harassing behavior makes the workplace intimidating, unpleasant, or insulting for
the coworker or interferes with the coworker’s performance at work, the coworker
may be the victim even if the harassing behavior is aimed against another
individual.

Prohibition of Other Forms of Discriminatory Harassment
The company’s policy additionally explicitly prohibits verbal or physical behavior that
disparages or demonstrates animosity or aversion toward an individual because of his or
her ethnic background, religion, gender (including pregnancy), sexual orientation, marital
status, gender expression, national origin or lineage, genetics, age, that:

● has the intent or effect of producing a fearful, hostile, degrading, or offensive work
environment; interferes significantly with an employee’s ability to perform their job;
or,
● otherwise negatively impacts an employee’s employment possibilities.
While it is impossible to describe all the situations that may amount to discriminatory
harassment, the following are some instances of behavior that, based on the entirety of
the circumstances, including the seriousness of the behavior and its prevalence, may
qualify as such:
● threatening, intimidating, or hostile behavior related to ethnicity or another
protected class; written or graphic material that disparages or expresses hostility
toward an employee because of ethnic background or another protected class
● And that is posted anywhere on the company’s property, including on an
employee’s desk, workspace, company computer, email, or voicemail.

Employee Conduct Outside of the Workplace
This policy also covers conduct (including both discrimination and harassment) that takes
place outside of the office, whether it be between coworkers or between a manager,
department head, or official and an employee. This includes—but is not restricted
to—behavior that occurs in person, online, over the phone, over text messages, or via
emails. When determining whether the behavior in question outside of the workplace
constitutes conduct that violates this policy, Novateur Nigeria may take into account the
following elements and others:
● Whether the incident happened in any way related to the workplace, such as
during a Novateur Nigeria function,
● Whether the behavior happened during working hours
● The gravity of the reported conduct/behavior
● The complainant and accused offender’s working relationship
● Whether the claimed conduct has a negative impact on the complainant’s
employment or work environment.

Procedure for Filing Complaints
1. Sexual or other forms of discriminatory harassment must be reported immediately
to the relevant authority, which is the Human Resources Administrator.
2. Employees are highly urged to report any instances of sexual or racial harassment
in writing, even if such reports may be made verbally. The investigation procedure
is made easier with written allegations of harassment.
3. In the event that a complaint is received, the management board and the human
resources administrator will swiftly conduct a discrete and private investigation.
Normally, the investigation will involve speaking privately with the complainant
and any relevant witnesses.
4. The individual who is allegedly responsible for the harassment will often be
interviewed as part of the investigation.
5. When the investigation is completed, the Human Resources Administrator or the
management board will, to the extent possible, inform the person who filed the
complaint and the person claimed to have committed the misconduct of the
findings.
6. The company will take any disciplinary action it considers necessary, including but
not limited to counseling, warnings, transfers, suspensions, and job termination, if
it decides that a breach of this policy has occurred.
7. Additionally, if the company believes that conduct that does not fall within the
categories in this policy is still improper, unprofessional, or calls for discipline in
any way, it can and will take whatever disciplinary action it deems necessary.

Retaliation
Retaliation is prohibited by law and will not be permitted, whether it be directed at the
person who files the complaint or at individuals who could assist in the investigation of a
harassment claim. Retaliation-related offenses will result in disciplinary action, which
may include dismissal from one’s job or removal from a position in an elected or
appointed body.
Retaliation can be either blatant or subtle. This includes, but is not limited to, treating a
complainant or witness differently, harshly, or hostilely; physically interfering with
movement, such as blocking a way; insulting statements or conduct that seeks to frighten

The Board:
Hon. Engr. C.A Adejoh (Chairman), Engr. U.K. Adejo (Managing
Director), Engr. O.E. Adejoh (Director), V.E. Adejoh (Director), S.O.
Adejoh (Director), E.L. Adejoh (Non-Executive Director)

Novateur Integrated Solutions Limited- RC888567
Nigerian Agricultural Insurance Corporation (N.A.I.C) House,
Plot 590, Zone AO, Central Business District,
Federal Capital Territory, Abuja, Nigeria.
Tel: +234-9-292-0205, +234-817-059-3352, +234-818-917-5211
info@novateur.ng
www.novateur.ng
other complainants; abrupt probes into the complainant’s private life; or sudden stringent
enforcement of work regulations.

Disciplinary Action
If it is established that an employee or official has committed discrimination or
harassment, management will take the necessary action. These can include counselling,
verbal or written warnings, informal or formal reprimands, suspensions, salary cuts,
reduced responsibilities, transfers, and other formal sanctions like termination from work
or removal from a position of authority, among others. All disciplinary actions shall be
fully carried out in accordance with the requirements of the Federal Constitution of
Nigeria.
Local and Federal Remedies
An employee may also file or submit a formal complaint to the local authorities, such as
the police station, where it would be escalated to the Industrial Court of Law.
Section 254 (C) (1) (C) of the Nigerian Constitution (as amended) states that the National
Industrial Court of Nigeria shall have exclusive civil jurisdiction over issues “relating to or
connected with any dispute arising from discrimination or sexual harassment at the
workplace” (Source:https://cipmnigeria.org/wp-content/uploads/2022/07/SEXUAL-HARASSMENT.pdf)

This policy encompasses Novateur’s philosophy toward Corporate Social Responsibility
(CSR), and sustainability. It lays down the guidelines and mechanisms for undertaking
socially relevant programs for the sustainable development of Individuals In communities
we operate.
As a corporate project, the policy details herein expresses our desires and need to comply
with all relevant regulations, guarantee our work ethics and human rights, as well as our
commitment to the social, economic, and environmental impacts of what we do as a
business.
This policy defines Novateurs’s vision, guiding principles, governance structures, strategy
and programs in furtherance of its CSR and sustainability efforts.

CSR POLICY OBJECTIVES
To be socially responsible for our Staff, Customers and Clients, but also for the
environment and communities we operate in
SCOPE
At Novateur, We are fully dedicated to creating business growth while also ensuring that
our impact on the environment is positively realised.
We ensure that those with whom we associate with are encouraged to do the same. We
will ensure that ethical practices are carried out across our organisation and that we
continue in our commitment to our most valuable resource; our employees.
Our corporate social responsibility approach is driven by our values, mission and the choices made each day by our executives, managers, and employees as we engage with the immediate community at all operational sites.
The essentials to this policies are stated below;
ENVIRONMENT
Novateur is committed to the environment and this can be seen in our Health, Safety and
Environment Policy. We recognize the need to protect the natural environment, to keep our environment clean and unpolluted as this is a benefit to all. We follow best practices in carrying out our operations. Our company proactively protects the environment by using environmentally friendly technologies. In ensuring a sustainability culture
throughout our operations, we will focus on complying with all relevant environmental legislation, regulations and approved code of practice
and ensuring that environmental factors are considered during planning and
implementation.

COMMUNITY
We strive to ensure that we create a positive impact which benefits the local community
in a transparent and sustainable way. We recognize that we would not exist without the
community. Novateur will initiate and support community investment and educational
programs and will also provide support to non-profit organizations or movements to
promote the cultural and economic development of global and local communities.
We will also provide employment opportunities within the local community whenever
possible.
EMPLOYMENT AND ETHICS
● Abiding by legislation relating to employment rights and equal opportunities,
especially non-discrimination on the basis of ethnic origin, religion, gender, age,
marital status or disability.
● Ensuring that physical, verbal and psychological abuse or sexual or other forms of
harassment towards employees are not tolerated.
● Paying wages and benefits which meet or exceed national minimum requirements and adhere to working time regulations where applicable.
● Not to use forced labor nor employ workers under the school-leaving age.
● To provide a safe and secure workplace and promote good health, safety and good environmental practices.
● To give employees the freedom to associate or bargain collectively without fear of
discrimination.
● To allow employees to report any concerns they may have over unethical business
practices or conduct, dangers to health and safety, or breaches of company policies.
Any such disclosures will be appropriately investigated.
● Provide a mechanism by which employees can raise their views and be engaged in
change and issues that affect the company.
● Provide a safe and secure workplace that is conducive to the health and welfare of employees.
● All employees are expected to behave ethically, with integrity and honesty.
● Not to give or receive any bribes, extra contractual gratuities, inducements,
facilitation fees or similar payments.
● Not to donate to any political party or similar organisation.

PREAMBLE;
For Novateur, sustainability means balancing economic, environmental and social needs

to find the best available solution which is essential to
ensure a more sustainable future. In this regard, Novateur is integrating sustainability
more closely into all business processes and by making it the starting point for new
business opportunities.
CSR VISION;
To contribute positively to the society and bring about sustainable change by leveraging
on the available resources and existing networks.
GUIDING PRINCIPLES;
1. Sustainable and holistic community development
2. Creation of the Company’s positive social image
3. Compliance with local regulations.
GOVERNANCE STRUCTURE;
Novateur has put in place the following governance structure to ensure that CSR policy is
implemented and monitored effectively. The roles and responsibilities are defined at each
governance level.
MONITORING MECHANISM
CSR core committee shall meet on a frequent basis, and also when the need arises to
review and guide the CSR activities of Novateur. The CSR task force / working committee
shall monitor the progress of CSR programs, CSR spending and review if any changes are
required. The task force will also review the CSR policy to discuss if any changes are
required in it. However, it may also meet at an early period in case of changes to a
particular program or review of CSR policy is required. At each of the program locations,
the CSR programs will be implemented and monitored by the members of the CSR
committee. The program managers will maintain their own monitoring schedule, as
appropriate, to collect the required inputs from organizations, implementation partners
and beneficiaries to ensure effective implementation.
ENFORCEMENT
In furtherance of ongoing monitoring and evaluation, the responsibility for all
aforementioned is designated to the Human Resource Administrator (HRA). Any designate
issue in breach of this policy be addressed to via any of our contact channels or more
directly to compliance@novateur.ng

RELATED DOCUMENTS:
➢ Novateur’s Environmental Sustainability Policy.
➢ Novateur’s Health, Safety and Environment Policy.