Upholding Standards: The Official Policy Manual of Related Motion's Staff Member
At Related Motion, excellence is not just an aspiration—it is a standard embedded in every aspect of our operations. This Employment Policies and Procedures Manual has been carefully developed to reflect the values, expectations, and professional conduct required to sustain a dynamic, serene, and healthy working environment for all team members.
This policy framework is a binding document and must be read, understood, and memorized by every staff member—without exception. It serves as a guide for decision-making, daily behaviour, interpersonal interactions, client relations, and operational processes across all departments.
The aim is clear: to establish and maintain a productive, respectful, inclusive, and legally compliant workplace that encourages growth, safety, and mutual accountability. Adherence to these policies is not optional; it is a collective responsibility that ensures Relatedmotion continues to thrive as a reputable and forward-thinking creative organization.
Let this document be the compass that guides our actions and strengthens our culture of discipline, trust, and excellence.
Thank you
Management
GENERAL EMPLOYMENT POLICIES
1.1 Equal Employment Opportunity
Related Motion is dedicated to fostering a diverse and inclusive workplace. We provide equal employment opportunities to all employees and applicants without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, veteran status, or any other protected status under applicable law. All decisions regarding hiring, promotion, compensation, benefits, and other employment terms are based on merit and the needs of the business.
1.2 Harassment and Discrimination
Related Motion maintains a zero-tolerance policy for harassment or discrimination of any kind. This includes sexual harassment, verbal or physical abuse, and any discriminatory behavior based on race, gender, religion, national origin, age, disability, or sexual orientation. Employees are encouraged to report any incidents to HR immediately. All complaints will be investigated promptly and thoroughly, with confidentiality maintained to the extent possible.
WORKPLACE CONDUCT
2.1 Professional Behavior
Employees are expected to demonstrate professionalism at all times, contributing to a respectful, collaborative, and productive work environment. This includes punctuality, respectful communication, and maintaining a positive attitude.
2.2 Confidentiality
Employees must protect the confidentiality of all proprietary and sensitive information, including client details, project plans, and internal communications. Additionally, you will be required to sign a separate Non-Disclosure Agreement (NDA) as a condition of your employment. Breach of confidentiality may result in disciplinary action, including termination and legal proceedings.
2.3 Conflict of Interest
Employees must avoid situations where personal interests could conflict with the interests of Related Motion. Any potential conflicts must be disclosed to management immediately. Engaging in activities that compromise the integrity of the company or create a conflict of interest is not permitted.
2.4 Break Time Policy
All staff are entitled to a daily break from 1:30 PM to 2:00 PM. This 30-minute period is meant for rest and rejuvenation away from workstations to support well-being and productivity. Employees are expected to follow this schedule to ensure coverage and maintain a smooth workflow.
HEALTH AND SAFETY
3.1 Workplace Safety
Related Motion is committed to providing a safe and healthy working environment. Employees must adhere to all safety protocols, report unsafe conditions or practices, and participate in safety training sessions. The company will conduct regular safety audits and maintain compliance with all relevant health and safety regulations.
3.2 Health and Well-being
The company promotes a healthy work-life balance and supports the mental and physical well-being of employees. Employees are encouraged to utilize wellness programs and resources provided by the company, and to communicate any work-related stressors or health concerns to HR.
OPERATIONAL POLICIES
4.1 Attendance
Any anticipated absences or deviations from the schedule should be communicated to the HR as early as possible. Chronic absenteeism or tardiness may result in disciplinary action.
4.2 Work Hours
Employees are expected to adhere to their assigned work schedules and maintain consistent attendance. Normal working hours will be from 9:00am to 5:00pm, Monday to Friday, totalling forty (40) hours per week. Any anticipated absences or deviations from the schedule should be communicated to the HR as early as possible. Chronic absenteeism or tardiness may result in disciplinary action.
4.3 Overtime
Given the nature of the media production industry, you may be required to work outside their assigned work schedule, including evenings, weekends, and public holidays, to meet project deadlines or production schedules. Where overtime is necessary, it will be compensated in accordance with company policy, either as additional pay or time off in lieu, subject to prior approval by your supervisor.
4.2 Hybrid and Remote Work
For roles that permit remote work, employees must maintain the same standards of productivity, communication, and professionalism as required on-site. Remote work policies, including availability and communication expectations, must be strictly followed.
4.3 Equipment and Technology Use
Company-provided equipment and technology should be used responsibly and primarily for work-related tasks. Personal use of company equipment should be minimal and not interfere with work responsibilities. Misuse or unauthorized use of company technology may result in disciplinary measures.
BENEFITS, LEAVE, AND ENTITLEMENTS
5.1 Annual Leave
You are entitled to twenty one (14) working days of paid annual leave per calendar year. Leave requests must be submitted at least two weeks in advance and approved by your supervisor. Unused leave may not be carried forward to the following year, subject to company policy.
5.2 Sick Leave
You are entitled to six (6) days of paid sick leave per year. Sick leave exceeding two (2) consecutive days must be supported by a medical certificate from a recognized healthcare provider.
5.3 Public Holidays
You are entitled to all Nigerian federal public holidays as declared by the government. However, due to the nature of our work in media production, you may be required to work on public holidays in order to meet project deadlines or operational demands. In such cases, appropriate compensations will be provided in accordance with company policy.
5.4 Maternity Leave
Female employees are entitled to 12 weeks (3 months) of maternity leave. This period is typically taken as 6 weeks before the expected birth and 6 weeks after. A medical certificate from a registered medical practitioner is required to qualify for maternity leave and to confirm the expected date of confinement. An employee must have been continuously employed for at least 6 months to qualify for statutory maternity leave.
PROJECT MANAGEMENT
6.1 Project Planning and Execution
Each project must have a clear plan, timeline, and designated responsibilities. Employees are required to participate in regular check-ins and updates to ensure project goals are met. Efficient project management practices, including documentation and adherence to timelines, are essential for successful project delivery.
6.2 Quality Control
Employees must uphold high standards of quality in all productions. This includes thorough review processes, attention to detail, and ensuring all client requirements and industry standards are met. Continuous improvement and feedback mechanisms will be in place to maintain and enhance quality.
STAFF REMUNERATION STRUCTURE POLICY
7.1 Salary Structure Overview
At Related Motion, staff salaries are structured to reflect both standard compensation practices and the unique demands of roles within the media and creative industry. To ensure clarity, fairness, and consistency, the gross monthly salary of each employee is allocated across the following components. Apart from the basic salary, the inclusion of other allowances depends on the specific role and needs of the employee, as stated in their contract:
- Basic Salary: This forms the core of the employee’s remuneration and serves as the basis for statutory deductions such as taxes, pensions, and other applicable benefits. It represents the fixed monthly income for all full-time staff.
- Feeding Allowance: This allowance supports the daily welfare of staff and contributes to a conducive working environment by helping to offset meal-related expenses during working hours.
- Transport Allowance: Provided to assist employees with the cost of commuting between their place of residence and the workplace, or production locations, as may be required for their roles.
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Wardrobe Allowance: This component supports employees whose roles require regular on-camera presence or professional public appearances, helping maintain appropriate attire in line with the company’s image.
- Housing Allowance: This allowance is provided to assist employees with accommodation costs, particularly for those whose roles require them to reside in specific locations or closer to company premises.
- Communication Allowance: This component helps cover the costs of communication tools and services essential for an employee’s role, such as mobile phone usage or internet access, ensuring seamless connectivity for work-related tasks.
7.2 Performance Bonus
You may be eligible for an annual performance-based bonus, subject to company policy and at the discretion of management. The criteria for bonus eligibility will be communicated to you during your performance review.
7.2 Salary Review
Your salary and allowances may be reviewed annually as part of the company’s performance appraisal process. Any adjustments will be communicated in writing.
The above structure ensures a balanced and transparent approach to remuneration while supporting staff welfare, industry relevance, and operational effectiveness. The percentage allocations are standard guidelines and may be reviewed periodically by management in line with role requirements, inflationary trends, or organizational policy changes.
CLIENT RELATIONS
8.1 Professionalism with Clients
All interactions with clients must be conducted with the utmost professionalism, courtesy, and respect. Clear, consistent communication and timely responses are essential to maintaining positive client relationships. Employees should strive to exceed client expectations and ensure client satisfaction.
8.2 Confidentiality Agreements
Employees must respect and adhere to all confidentiality agreements with clients. Client information and project details must not be disclosed to unauthorized parties. Breaches of confidentiality can damage client trust and result in legal consequences.
LEGAL COMPLIANCE
9.1 Intellectual Property
Employees must respect all intellectual property laws and ensure that all content produced does not infringe on the rights of others. Proper attribution and permissions must be obtained for any third-party content used in projects.
9.2 Data Protection
Related Motion complies with all applicable data protection laws. Employees handling personal data must ensure it is processed legally and securely. Data breaches or mishandling of personal data can lead to severe legal and reputational consequences.
DISCIPLINARY ACTIONS
10.1 Policy Violations
Any violations of company policies will be addressed promptly and fairly. Disciplinary actions can range from verbal warnings to pay deductions to termination, depending on the severity and frequency of the violation. The company will follow a structured disciplinary process to ensure fairness and transparency.
TERMINATION OF EMPLOYMENT
11.1 During Probation
The company may terminate employment during probation by giving one (1) week] written notice or payment in lieu.
11.2 After Confirmation
Following confirmation, either party may terminate employment by giving one (1) month written notice or payment in lieu.
11.3 Summary Dismissal
The company reserves the right to terminate your employment without notice for gross misconduct, serious breach of company policies, or any act that brings the company into disrepute.
11.4 Exit Procedure
- Return all company property (equipment, documents, ID cards, etc.)
- Settle any outstanding financial obligations to the company
- Participate in an exit interview as part of the off boarding process
TRAINING AND DEVELOPMENT
12.1 Continuous Learning
Relatedmotion supports continuous learning and professional development. Employees are encouraged to pursue training opportunities and skill enhancement programs to advance their careers and contribute to the company’s growth.
12.2 Performance Reviews
Regular performance reviews will be conducted to provide feedback, set goals, and identify opportunities for development. Constructive feedback and clear performance metrics will guide employees in their professional growth.
ENVIRONMENTAL RESPONSIBILITY
13.1 Sustainable Practices
The company is committed to sustainable practices and minimizing its environmental impact. Employees are encouraged to support recycling initiatives, energy-saving measures, and other eco-friendly practices. The company will implement policies and practices that promote environmental sustainability.
IMPLEMENTATION AND COMPLIANCE
To ensure effective implementation of these policies:
Employee Handbook:
All employees will receive a comprehensive handbook outlining these policies and procedures.
Orientation:
New employees will participate in an orientation program to familiarize them with company policies and expectations.
Training:
Ongoing training sessions will reinforce these policies and address any updates or changes.
Feedback Mechanism:
A system will be established for employees to provide feedback, raise concerns, and report policy violations without fear of retaliation.
By adhering to these comprehensive policies and laws, Related Motion aims to create a professional, respectful, and productive working environment for all employees.
© 2025 Related Motion.