PROTECTION OF REPRODUCTIVE RIGHTS
Doing business with Okomu is easy if you are willing and capable of complying with our basic policies that brings dignity to work and enhances/protect our integrity.
One of such is the Protection of Reproductive Rights Policy. Find policy statement below.
- POLICY STATEMENT
OOPC has a strong guiding principle that the appropriate way to ensure equality in the workplace is to respect the reproductive rights of women.
Okomu Oil Palm Company (OOPC) aims to fulfill its obligations under this policy by removing
any barriers that prevent women from achieving equality and seek to protect the reproductive
rights of women.
The policy applies to employees and contractors (including temporary contractors) of OOPC.
This policy does not form part of any employee's contract of employment or contractor's
4.1 Reproductive rights: legal rights and freedom relating to reproduction and reproductive health.
4.2 Woman: any member of the female sex irrespective of age or status.
OOPC has devised the following measures to protect the reproductive rights of women and
promote gender equality at work.
- Constitute a gender committee, which will include representatives from all departments
of OOPC specifically to address areas of reproductive concern to women.
- Workplace consultation regarding issues relating to equal opportunity for all staff,
contract workers and third party workers.
- Sensitization and awareness for women about their reproductive rights.
- Ensure that no work with chemicals, especially pesticides, is undertaken by pregnant or
breast feeding women.
- Give women specific break times or shift work schedules to enable effective
- OOPC shall comply with the Labour Act of Nigeria (2004), as amended, which ensures
the rights of women to maternity protection and prohibits dismissal from work on
account of her pregnancy status. OOPC also subscribes to the minimum standards of the
International Labour Organization (ILO) Maternity Protection Convention (Revised),
1952 (No. 103), and the Maternity Protection Recommendation, 1952 (No. 95),
stipulating that no woman shall be discriminated against on grounds of pregnancy and
childbirth and women bearing a child shall be protected from dismissal on such grounds
during the entire period of pregnancy and maternity leave. They shall have the right to
resume their employment without loss of acquired rights.
- The Grievance Management Procedure (GP27) should be followed if any of the above
rights are perceived to have been violated.
- The HRD shall manage, monitor and oversee this policy.