Policy - Employee Benefit
Section: Human Resource Policies
Policy Owner: Ignition633 Ministries Nigeria Human Resources
Policy Name: Employee Benefits Policy
Origination Date: August 2025
Purpose
The purpose of this policy is to outline the additional benefits provided to employees of Ignition633 Ministries beyond their monthly pay. These benefits are designed to promote the well-being, financial security, and overall satisfaction of employees while supporting them in times of need.
Scope
This policy applies to all employees of Ignition633 Ministries who have successfully completed their 90-day trial period. It governs the provision of employee benefits, including monthly pay procedures, healthcare assistance, workers’ compensation, time-off entitlements, and the savings program.
Pay And Benefit
Aside from your monthly pay, Ignition633 provides many employee benefits. Other than your pay, these extra benefits begin after your 90-day trial and end on your last official day of employment. These benefits include the following:
Pay
Employees are paid monthly, generally on the 5th of the month. Payroll is electronically transferred into the account specified by the employee. Any changes to banking information must be communicated with the Accounting Department at least one week prior to the scheduled payment date.
Health Care Package
Employee health is important to us. We want to do everything possible to help employees stay healthy. We have also established non-smoking and substance abuse policies to protect employee health.
Workers Compensation
Ignition633 offers aid for those injured on the job. (Details on page 9).
Time Off
Ignition633 offers time off for medical/unforeseen emergencies, sick days, maternity leave, and vacation time.
Savings Program
Help to manage your money by signing up for our savings program.
Health Care Package
Ignition633 offers a health care package if you have any medical issues. We provide a Flex-Pay Insurance plan to all eligible employees. The Flex-Pay plan provides an annual maximum of N10,000 reimbursement for medical expenses. Employees who have completed their 90-day trial period are eligible for this benefit.
How It Works
If you fall ill, seek medical care at your usual healthcare provider. Submit a receipt for any medical expenses to the Campus Director (you MUST submit a medical expenses for reimbursement to occur). The campus director will approve reimbursement for amounts within the range of N10,000 and hand over the form to the Accounting department.
Accounting Department
You will be reimbursed for the amount of money you spent for treatment within the stipulated range in 48 business hours.
What if I don't use this money or up to that amount for treatment? After the year ends and you have not used your N10,000, you will be issued the amount or remaining balance on your last paycheck for the year in December.
Questions?
If you have any questions about our insurance package, HR is happy to help.
Drugs And Alcohol
The Ignition633 Ministries seek to represent the Lord in our testimonies and standards. This is why we work according to the Lord's direction regarding alcohol. "And do not be drunk with wine, wherein is excess; but be filled with the Spirit, speaking to one another in psalms and hymns and spiritual" - Ephesians 5:18.
This policy does not prohibit employees from the lawful use and possession of prescribed medications. Employees must, however, consult with their doctors about the medications' effect on their fitness for duty and ability to work safely, and they must promptly disclose any work restrictions to their supervisor.
Work Rules
Note: Whenever employees are working, are operating any Ignition633 vehicle, are present on Ignition633 premises, or are conducting ministry-related work offsite, they are prohibited from:
- Using, possessing, buying, selling, manufacturing, or dispensing an illegal drug (including possession of drug paraphernalia. - Paraphernalia refers to any equipment used to produce, conceal, and consume illicit drugs.)
- Being under the influence of alcohol or an illegal drug as defined in this policy.
- Possessing or consuming alcohol.
- Any detectable amount of illegal drugs, illegal controlled substances, or alcohol in an employee's body system while performing ministry business or in a ministry facility is prohibited.
- Ignition633 Ministries will also not allow employees to perform their duties while taking prescribed drugs that adversely affect their ability to perform their duties safely and effectively. Employees taking prescribed medication must carry it in a container labeled by a licensed pharmacist or be prepared to produce the container if asked.
- For your safety and the safety of others, failure to comply with these expectations can result in your immediate termination
Workers Compensation
Following The Employee Compensation Act of 2010, which governs the payment of compensation to all employees in the public and private sector except members of the armed forces, we strive to keep our workplace safe, but accidents (Occupational Hazards) may happen occasionally.
Employees injured at work (by accident) can receive wage replacement, medical care, and rehabilitation benefits according to workers' compensation agreements when appropriate.
Employee injuries due to non-compliance with safety procedures, negligence, or trespassing will not be compensated. Your Department Supervisor will go over specific safety regulations for your department.
You must officially inform HR of your injury within 24 hours of the incident. Ask our HR Department for an Incident Report and Workers' Compensation form.
Attendance Policy
Employees are to be timely! Please ensure you are present and seated in your duty position by your designated clock-in time provided by your supervisor. In addition, please take a look at the following policies and expectations regarding your attendance.
Late/Absence
Inform your supervisor before the start of the workday if you will be absent or late and obtain their permission to leave work early. Absences and late arrivals will be recorded and may impact your pay. You will be written up if you do not show up for your shift or are late without contacting your supervisor. If this problem persists, you will be subject to corrective action and possible termination. Failing to call one's supervisor or report to work for two consecutive workdays will be considered voluntary resignation and result in removal from payroll.
Request Time Off
If you want to take time off, request it two weeks in advance. To submit a request, ask HR for a time off request form, fill it out, and return it to your supervisor to review and approve. Supervisors do obtain the right to deny your request. For employees who have completed their trial period, we offer various types of paid time off according to the time you have worked for our organization.
Time Off
All time-off requests must be made at least two weeks in advance. Supervisors can deny your request and provide alternative dates for your absence.
Paid Holiday Time
We offer five days of holiday pay for employees that have worked for our organization for more than 12 months that may be used by the employee for a pre-planned and approved holiday vacation period. The Ministry may also close for certain holidays.
Paid Sick Time
Employees will receive one sick day per 3 months, making four sick days yearly. This paid time off may only be used if an employee is sick and unable to come to work. For a sick day to be used, the employee must submit a note from his/her doctor stating their recommendation to remain home from work.
Paid Personal Time
Employees will receive one personal day per 6 months of employment, making two personal days per year. The employee may use this paid time off for a pre-planned and approved personal day off. Unauthorized absence from duty will result in no pay.
Paid Maternity Leave
Women will receive six weeks off of work before and after birth. They will be given 50% of their usual salary during this time. Please inform your supervisor and complete a time-off request eight weeks before your baby is due.
Public Holidays
The following policy is sourced from the Nigerian Public Holidays Act of 1979. Public holidays are declared work-free days. If a public holiday falls on a weekly rest day (like a weekend), workers are only entitled to another day off if otherwise decided by the organization.
Weekly Rest Days
Workers are granted one weekly rest day of not less than twenty-four hours after six continuous working days. Weekly rest days are paid days, and employees must not work on weekly rest days. If an employee has to work on weekly rest days, additional day off or monetary compensation is provided.
Public Holidays
Employees receive public holiday benefits on specific days such as New Year's Day, Good Friday, Easter Monday, Workers' Day, National Day, and Christmas Day. Additional days off announced by the federal government for these occasions are also included. For example, when the 25th and 26th are declared public holidays for Christmas, we follow the government's decision.
Floating Holiday
Ignition633 Nigeria observes normal work routines on Muslim festivals such as Id el Fitr, Id el Kabir, and Id el Maulud, which don’t have fixed dates because moon sightings determine them. After these holidays, employees can ask their supervisors for time off equal to the holiday duration without affecting their official off days.
Bonus & Overtime
General Overtime Compensation
Employees may be eligible for overtime compensation when they work beyond their regular work hours per their employment contracts. Overtime rates are calculated as follows:
Half-Time Overtime Compensation
Employees who work more than 1 hour beyond their regular work time at the request of their supervisor will receive half the daily overtime pay rate. This means one hour is calculated as half a day and will receive overtime payment equivalent to half a day’s pay, which is N1,000 for the base pay of N40,000.
Full-Time Overtime Compensation
Employees who work more than 4 hours beyond their regular work hours will receive full-time overtime pay. Employees will be compensated at their full regular hourly rate for 4 hours and above. This is N2,000 for the base pay of N40,000.
Bonus &Overtime
Bonus
Some employees may be required to work during festive breaks like Christmas, New Year, etc., and other fixed national holidays. Therefore, their Bonus compensation is doubled for Half-time and Full-time, which are two thousand Naira (N2,000) and four thousand Naira (N4,000), respectively.
Employees who are required to work on public holidays will be informed by their supervisor promptly, except in cases where there is insufficient time for notification. This practice ensures employees have adequate time to prepare for their work responsibilities during holidays.
If you have any questions about your department's bonus and overtime policy, please get in touch with your supervisor or HR.
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This policy will be reviewed annually and is subject to change. Any changes will be communicated to all employees promptly.
For any questions or further assistance regarding this policy, employees should contact the HR department at hr.nigeria@ignition633.org.
Section: Human Resource Policies
Policy Owner: Ignition633 Ministries Nigeria Human Resources
Policy Name: Confidentiality &Electronics Policies
Origination Date: August 2025
Purpose
The purpose of this policy is to safeguard all confidential and proprietary information entrusted to employees of Ignition633 Ministries. It sets the standard for how such information should be handled to protect the privacy, security, and integrity of the Ministry, its personnel, partners, and associated entities. By adhering to this policy, employees help maintain the trust placed in the Ministry and prevent any unauthorized use, disclosure, or exploitation of sensitive information.
Scope
This policy applies to all current and former employees of Ignition633 Ministries, regardless of position or length of service. It governs the handling, storage, access, and disclosure of confidential information, whether in physical or digital form. This includes, but is not limited to, financial records, personal data of employees and partners, information entrusted by external parties, and private spaces within the Ministry. The policy remains in effect both during and after employment, and any breach—whether intentional or accidental—may result in immediate termination and potential legal action.
Confidentiality
We designed the ministry's confidentiality policy to explain how we expect our employees to treat confidential information. Employees may sometimes unavoidably receive and handle personal and private information about colleagues, partners, and our ministry. We want to make sure that this information is well-protected.
Confidentiality Policy
Confidential and proprietary information is secret, valuable, expensive, and easily replicated. Common examples of expected confidentiality are:
- Financial information
- Data of Employees, Partners, Missionaries, and Vendors.
- Data entrusted to our ministry by external parties.
- Private or off-limit spaces
Should Do
- Lock or secure confidential information at all times.
- Shred confidential documents when they’re no longer needed.
- Make sure they only view confidential information on secure devices.
- Only disclose information to other employees when it’s necessary and authorized.
-Keep confidential documents inside our ministry's premises unless it’s necessary to move them.
Should Not Do
- Use confidential information for any personal benefit or profit.
-Disclose confidential information to anyone it doesn't concern outside of our ministry.
- Replicate confidential documents and files and store them on insecure devices.
- Breech spaces that are not authorized for that individual, such as entering someone else's office without their permission, looking through someone's personal items such as a desk drawer or cabinet, etc.
Employees who stop working with the ministry must return confidential files and delete them from their devices.
No previous or current employee may disclose or give access to confidential Ministry information in any way or at any time unless otherwise authorized by Management. This includes, but is not limited to, campus specifics, campus residents, location of ministry events or projects, finances, and activities of Ministry personnel.
A breach of confidentiality could result in your immediate termination.
Electronics &Emails
Ignition633 Ministries, Nigeria employees are required to use various forms of electronic communications in their work for the Ministry, including, but not limited to, computers, email, telephones, voicemail, instant messages, text messages, internet, cell phones, and smartphones. All communications transmitted by the above-mentioned electronic means and provided by the Ministry remain the sole property of the Ministry and are to be used for Ministry business only and not for personal use.
Employees who misuse electronic communications and engage in any form of criminal behavior or behavior that is detrimental to the Ministry's interests, including but not limited to defamation, copyright or trademark infringement, misappropriation of trade secrets, discrimination, harassment, or related actions, will be subject to discipline, including immediate termination, and may be referred to the appropriate authorities when necessary.
Ignition633 Ministries, Nigeria reserves the right to access and review electronic files, messages, internet use, blogs, tweets, instant messages, text messages, email, voice mail, and other digital archives and to monitor the use of electronic communications as necessary to ensure that no misuse or violation of Ministry policy or any law occurs.
Ministry Equipment
Expectation
Employees may receive a Ministry cell phone, laptop or other device. Unless otherwise mentioned in your position description, any equipment we offer belongs to our Ministry, and you may not sell it, give it away, or keep it if you are terminated or resign. You are responsible for keeping our equipment safe and in good condition. If your equipment breaks or malfunctions, you must fill out an Incident Report. You are responsible for repairing damages due to negligence.
If you are part of our corporate cell phone plan, please use your phone within our plan’s restraints. You may have to pay any extra charges yourself.
Theft And Damage
Inform us immediately and fill out an Incident Report if the Ministries equipment is stolen or damaged. We might be able to trace stolen laptops and cell phones. Please also file a theft statement (affidavit) with the police and submit a copy to HR.
Ignition633 Ministries, Nigeria, reserves the right to monitor Ministry-related employee activity on social media.
If you have any questions about your department's bonus and overtime policy, please get in touch with your supervisor or HR.
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This policy will be reviewed annually and is subject to change. Any changes will be communicated to all employees promptly.
For any questions or further assistance regarding this policy, employees should contact the HR department at hr.nigeria@ignition633.org.
Section: Human Resource Policies
Policy Owner: Ignition633 Ministries Nigeria Human Resources
Policy Name: Safety & Procedures Policies
Origination Date: August 2025
Purpose
The purpose of this policy is to establish clear guidelines and procedures that ensure the safety, security, and well-being of all staff, visitors, and property within Ignition633 Ministries. It outlines the measures in place—such as security personnel, identification requirements, visitor protocols, surveillance systems, and emergency drills—to protect everyone on campus and to prepare individuals to respond effectively in the event of an emergency. By following these safety protocols, the Ministry aims to create a secure environment that allows its mission and daily operations to continue without unnecessary risk or disruption.
Scope
This policy applies to all employees, authorized visitors, and contractors who enter the premises of Ignition633 Ministries. It covers campus entry and exit procedures, identification badge requirements, visitor authorization, security monitoring, and the conduct of regular safety drills. It also governs the response to potential hazards, including fire and other threats, by ensuring that all personnel are trained and prepared to act in accordance with established emergency protocols. Compliance with these safety measures is mandatory at all times while on Ministry property.
Campus Safety
Guards
For everyone's safety, armed guards are stationed at the entrance of each gate. These guards can check your belongings when entering and exiting the ministry's property.
ID Badge
You must show your Ignition633 ID Badge to enter the gate. You will receive a new badge each year. You will be charged N700 to replace your ID badge if you lose it.
Visitors
Staff members do not have the authority to invite visitors to the campus. You must seek permission from the campus director if someone must visit.
Surveillance
You may notice security cameras around the campus in various places. This is for your safety and protection.
Drills
Every month, this ministry conducts several drills to ensure the safety of our staff. These drills include a Fire Evacuation Drill, Lockdown Drill, Lock Out Drill, and Threat Drill.
Emergency Drills
The purpose of an emergency drill is to protect Staff and Visitors at the Ignition633 Wadata Campus in situations involving incidents that may harm persons inside or outside the campus building(s). An Evacuation Drill will ensure we know what to do and practice safety if a real emergency occurs.
Fire Drill
If there is a fire or fire hazard on the campus. An announcement will be made from the base station. You are to listen closely when you hear "Attention, Attention."
Announcement: "ATTENTION. THE CAMPUS IS INITIATING FIRE EVACUATION. PROCEED TO THE NEAREST EXIT."
Procedure
Exit the building you are occupying, safely proceed to Chicken Coop road entrance and form a line according to your department, waiting for your supervisor to count you. The protocol and Campus Director will assist with this movement and ensure everyone remains quiet and calm. Remain there until an authorized person, such as a campus director, declares the situation safe.
Emergency Drills
Lockdown Drills
This procedure is used when there is an immediate threat to the Campus, such as a campus intruder.
Announcement: "ATTENTION. THE CAMPUS IS INITIATING LOCKDOWN. PROCEED TO THE NEAREST SECURE LOCATION AND LOCK YOUR DOORS."
Procedure: Remain in the room you or in or run to the nearest building/secure location if you are outside. Lock the door behind you, and do not allow anyone in for any reason. Stay there until the situation has been declared safe by an authorized person, such as a compound director or a Police Officer.
Lockout Drill
Lockout is a procedure used when there is a nearby, yet not direct, threat, such as in the case of a local burglary or an active shooter. Campus Lockout closes access to the campus but allows staff and visitors to continue as normal inside the compound.
Announcement: "ATTENTION. THE CAMPUS IS INITIATING LOCKOUT. REMAIN INDOORS UNLESS ABSOLUTELY NECESSARY."
Procedure: Everyone must remain in a building unless quickly moving to another building as part of their duties until an authorized person, such as a campus director or a security officer (Striker), has declared the situation safe.
Threat Evacuation Drill
Threat Evacuation is a procedure used when there is an impending threat to the campus, such as an organized attack. Threat Evacuation minimizes the risk of threat to staff and visitors by removing them from the situation.
Announcement: "ATTENTION. THE CAMPUS IS INITIATING THREAT EVACUATION. PROCEED TO THE NEAREST EXIT AND EVACUATE THE CAMPUS."
Procedure: everyone must exit the building they are occupying and evacuate the campus until the situation has been declared safe by an authorized person, such as a campus director.
If you have any questions about your department's bonus and overtime policy, please get in touch with your supervisor or HR.
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This policy will be reviewed annually and is subject to change. Any changes will be communicated to all employees promptly.
For any questions or further assistance regarding this policy, employees should contact the HR department at hr.nigeria@ignition633.org.