CAREERS

Staff Welfare Policy

Salary

Our compensation is adequately competitive within the various Oil & Gas sectors in which we have businesses.  We participate in periodic industry negotiations as expected, and also benchmark our practices and pay levels locally and internationally through surveys of the pay landscape within our industry and of other industries.   This helps ensure we remain able to attract, motivate and retain high quality staff over time.

Leave (Maternity, Paternity, etc.)

Employees enjoy annual leave days ranging from four to six weeks per annum depending on their level within the organisational hierarchy and their length of service with the organisation.  We try to ensure employees take time off work to get refreshed each year by not allowing more than five leave days to be carried over into the next year unless in rarely occurring high workload circumstances for example.

Our female employees enjoy twelve weeks of maternity leave in any one year.  They decide when they want to utilise the leave period, either partly before and/or after their period of confinement.  Once they return to work after the maternity leave, staff are allowed an hour off work each day for a three month period.  We are yet to introduce paternity leave but may consider it as a possibility once benefits are determined.

In addition, to address pressing personal issues, employees may be granted additional leave days on compassionate grounds where the circumstances so require.  Each staff is also entitled to casual leave of five days per annum.  Compassionate and casual leave are both granted at Management discretion.

Where employees fall ill, they are allowed time off work with pay as stipulated by labour laws and our corporate policies.

Medical Allowance

Local medical health cover is provided completely free of charge to all employees, and in the case of permanent staff, cover is extended to include their spouse, and a maximum of four children below the age of eighteen.

We have had cases of our employees being struck by serious illnesses, in which case the Company undertook the cost of offshore medicare,(e.g. in the case of major surgery) in some instances working as partners with employees to fund the costs, thereby creating a culture of caring for one another. 

In addition, the Company has recently introduced offshore medical insurance cover through BUPA and is encouraging all employees to join the voluntary scheme.  Recognising the heavy financial implications of the lump-sum payments, Oando pays the annual premiums upfront and deducts from staff salaries over a twelve-month period, thereby easing the cash flow impact on staff.

Profit Sharing

Oando recently introduced annual cash and equity incentives schemes, which allow employees to become owners and to share in the benefits of their dedication, hard work and commitment to corporate performance in the long-, medium- and short-term.

Our incentives schemes are completely performance-dependent, which ensures employees continue to remember that shareholder interests/maximising returns on shareholder investments must be at the forefront in all we do.

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