bafccul handbook (Repaired)

BAFUT COOPERATIVE CREDIT UNION - EMPLOYEE HAND BOOK
PREFACE
Precept
Power and Governance: Who Really Owns Credit Unions?
Boards and Managers: Who’s Really in Charge?
Boards and Leadership: How Boards Can Add More Value.
Bafut Cooperative Credit Union was founded by visionary leaders a little over fifty years ago to
provide its members access to a formal local capital market, creating cash availability and
buying power that no individual member could hope to attain. Since its humble roots in 1964,
Bafut cooperative Credit Union (BAFCCUL) has grown through mergers to become one of the
largest Credit Unions in Cameroon, serving members nationwide. Branches and collecting
centers are being opened all over the national territory to ensure an effective and an efficient
outreach to members and non-members.
The micro finance environment is rapidly evolving. Remember that our founding fathers who
established this structure used only rudimentary knowledge in financial accounting as well as
operated in an unregulated business environment which only placed confidence and good
moral-standing as cardinal virtues. Many institutions have come and gone but BAFCCUL
continue to play her leadership role. This has been largely due to the option of facilitating the
mobilization of savings, expanding the funding base, and increasing the number of clients
reached.
The institutions has gone through transformation lately starting with; the diversification of
ownership, establishment of an appropriate governance structure, increased professionalism of
the staff, improved management information systems and improved overall internal control.
All of these changes, combined with a strategic shift to focus on customer service and providing
demand-driven services, as well as the requisite need to satisfy members and regulators and
Bafccul handbook by fuh GC Page 1

increase transparency are geared towards transforming the BAFCCUL into a veritable inclusive
microfinance institution. This can only be attained if regulatory instruments which include; an
appropriate organizational chart, procedural tools and policies to provide operational
guidelines, are established.
Presently BAFCCUL has the leadership with the appropriate vision and skills capable of
fundamentally transforming the institution into a regulated credible and all inclusive, viable
microfinance-institution, providing large-scale outreach to members. The support of the staff
who are the main players is indispensable. Deeply embedded in the credit union tradition is an
ongoing search for better ways to understand and serve credit union members. This document
a frame to assist the various stakeholders to play their respective roles while dissipating
suspicious internal politicking.
Policies developed include but not limited to: Personnel, Asset management, Liquidity,
Procurement, Code of Ethics and Conflict of interest. Guidelines for loan management and a
sample performance evaluation form have also been inserted.
It is the fervent wish that while admitting some minor errors that might ensued in this first
attempt, this document should however become the companion of Bafut Cooperative Credit
Union staff and the members of elected organs.
This handbook has been prepared to help all Credit Union stakeholders to become familiar with
your organization and to make acquaintance smooth and effective. The adoption of this
handbook is entirely voluntary on the part of the Credit Union and shall not be construed as
creating a contractual relationship between the Credit Union and any employee. It is neither a
contract nor an agreement of employment for a definite period of time; rather, it is a summary
of Credit Union policies, work rules, and benefits you enjoy as an employee.
From time to time, conditions or circumstances may require management to change, amend, or
delete some of the policies and benefits contained in this handbook. The provisions and
guidelines of this handbook may also be subject to change in accordance with applicable

government Laws or exigencies from regulators. When such changes are made, management,
of course, will notify you of the new or revised policy.
The contents of this handbook are presented as a matter of information only. None of the benefits
or policies in this handbook are intended by reason of their publication to confer any rights or
privileges upon you, or to entitle you to be or remain employed by the Credit Union. While we hope
that your employment with the Credit Union will be long-lasting, employees are free to resign at any
time, just as the Credit Union is free to terminate your employment at any time.
This issue of the employee handbook supersedes any other previously-issued employee policy.
FUH GEORGE CHEO
November 15, 2015

ACKNOWLEDGEMENT
For the staff of Bafut Cooperative Credit Union, I would like to express my heartfelt
gratitude for their zeal and devotion in working with me. Their comments were useful in
assisting me in the completion of this task.
I am also grateful to the management and Staff of RECCU-CAM who supported and
encouraged me and also for providing me with valuable information during my work. My
sincere appreciation goes to all the Board Members who were very cooperative during the
production of the first draft.
Finally, I would like to express my sincere gratitude to my family who provided me the
best conditions to pursue this endeavour.
May God bless them all.
FUH George CHEO, November 2015
TABLE OF CONTENT
1 Acknowledgement--------------------------------------------------------------------------
2 Preface ---------------------------------------------------------------------------------------
3 Introduction----------------------------------------------------------------------------------
PART I PERSONNEL POLICY-------------------------------------------------------------
4 Vision, Mission and Values--------------------------------------------------------
5 Organizational chart and job description------------------------------------------------
6 Personnel policy------------------------------------------------------------------------------
7 Personnel standards---------------------------------------------------------------------------
8 Employee code of ethics-----------------------------------------------------------------------
9 Equal employment opportunity----------------------------------------------------------------
10 Hiring, Authority And Conditions--------------------------------------------------------------
11 Employment process ---------------------------------------------------------------------------
12 Employment procedure-------------------------------------------------------------------------
13 Probation (New Employee Orientation And Training) --------------------------------------

14 Evaluation of new employees--------------------------------------------------------------------
15 Personnel files---------------------------------------------------------------------------------------
16 Employment References--------------------------------------------------------------------------
17 Employment of Relatives--------------------------------------------------------------------------
18 Employees With Disabilities Or Diseases---------------------------------------------------------
19 Employee Privacy----------------------------------------------------------------------------------
20 Hours of work-------------------------------------------------------------------------------------
21 Inclement Weather-------------------------------------------------------------------------------
22 Staff Compensation, Benefits And Pay Procedures-----------------------------------------
23 Attendance---------------------------------------------------------------------------------------
24 Tardiness------------------------------------------------------------------------------------------
25 Performance evaluation-----------------------------------------------------------------------
26 Transfers And Promotions----------------------------------------------------------------------
27 Drug/Substance Abuse--------------------------------------------------------------------------
28 Holidays------------------------------------------------------------------------------------------
29 Sick leave-------------------------------------------------------------------------------------------
30 Insurance--------------------------------------------------------------------------------------------
31 Education and training-------------------------------------------------------------------------
32 Recognition--------------------------------------------------------------------------------------
33 Retirement /Termination----------------------------------------------------------------------
34 Conduct, Dress Code And Harassment-------------------------------------------------------
35 Internal Rules And Regulation--------------------------------------------------------------
36 Proper Standards of Conduct in Business Transactions---------------------------------
37 Freedom from Conflicting Interests---------------------------------------------------------
38 Personal affairs------------------------------------------------------------------------------------
39 Personal Use of Credit Union Property----------------------------------------------------------
40 Dealing with News Media ------------------------------------------------------------------------
41 Expense report----------------------------------------------------------------------------------
42 Internal relationship-----------------------------------------------------------------------------
43 Transactions for Personal or Family Account-----------------------------------------------
44 Personal Computers, Internet and E-mail--------------------------------------------------
45 Members in restricted areas--------------------------------------------------------------------
46 Workplace violence-----------------------------------------------------------------------
47 Disciplinary action--------------------------------------------------------------------------------
48 Separation of employment(Resignation, Termination, Redundancy, Dead of employee)--
49 General rules---------------------------------------------------------------------------------------
50 Security------------------------------------------------------------------------------------------------
51 Others-----------------------------------------------------------------------------------------------------------

52 Troublesome members-----------------------------------------------------------------------------
53 Other security------------------------------------------------------------------------------------
54 Embezzlement (the theft of money, securities, etc. entrusted to one’s care)----------
55 Fire threads-----------------------------------------------------------------------------------------
PART III. PROCUREMENT POLICY- DEFINITION AND POLICY STATEMENT------
56 Purpose and context---------------------------------------------------------
57 Definition----------------------------------------------------------------------
58 Policy statement-------------------------------------------------------------
59 Procurement Principles and Core Requirements-----------------------------
60 Procurement Rules--------------------------------------------------------------
61 Purchase and Tender Board and Tender Committees--------------------
62 Procurement Consortium Suppliers---------------------------------------------
63 Procedures-----------------------------------------------------------------------
PART IV ASSET MANAGEMNT POLICY----------------------------------------
64 Purpose and context---------------------------------------------------------
65 Definition---------------------------------------------------------------------
66 Policy statement---------------------------------------------------------------
67 Procedure-----------------------------------------------------------------------
68 Classification of Assets------------------------------------------------------
69 Recording Assets---------------------------------------------------------------
70 Dealing with Assets- Asset Acquisition--------------------------------------------
71 Assets use------------------------------------------------------------------------------------
72 Asset performance--------------------------------------------------------------------------
73 Asset safeguard----------------------------------------------------------------------------
74 Stocktake of Assets---------------------------------------------------------------
75 Accounting for Assets-----------------------------------------------------------
76 Periodic valuations-------------------------------------------------------------------
77 Reconciliation in general ledger------------------------------------------------------------
78 Insurance---------------------------------------------------------------------------
79 Disposal of Assets---------------------------------------------------------------
80 Theft and Loss of Assets---------------------------------------------------------------------
81 Proceeds on sales of assets-------------------------------------------------------------------
PART V LIQUIDITY MANAGEMENT POLICY--------------------------------------
82. Purpose, Responsibility And Objective--------------------------------------------------
83. Monitoring liquidity-----------------------------------------------------------------------
84. Sources of liquidity------------------------------------------------------------------------
85. Cash management------------------------------------------------------------------------
86. Implementation and review of policy----------------------------------------------------

87. Exceptions to policy--------------------------------------------------------------------
PART VI CODE OF ETHICS/ PRIVACY POLICY
88. Code of ethics---------------------------------------------------------------------
89. Privacy policy-------------------------------------------------------------------
90. Accuracy of Information----------------------------------------------------
91. Internal Procedures-------------------------------------------------------
92. Availability of policy-------------------------------------------------------------------
PART VII CONFLICT OF INTEREST
93. Purpose and context---------------------------------------------------------
94. Definition----------------------------------------------------------------------
95. Policy statement-------------------------------------------------------------
96. Procedure---------------------------------------------------------------------------------
97. Guidelines-----------------------------------------------------------------------------------
98. Identifying a Conflict of Interest--------------------------------------------
99. Timing of a Declaration-----------------------------------------------------------------
100. Examples of Conflicts of Interest----------------------------------------------------------------------
PART VII. LENDING PRINCIPLES----------------------------------------------------------------
101. Image and Philosophy----------------------------------------------------------------------
102. Client Selection----------------------------------------------------------------------------
103. Loan Policies---------------------------------------------------------------------------------------
104. Disbursement and Monitoring--------------------------------------------------------------
105. Client Incentives------------------------------------------------------------------------------
106. Culture of Zero Tolerance---------------------------------------------------------------------
107. MIS-------------------------------------------------------------------------------------------------------
APPENDICES------------------------------------------------------------------------------
Appendix i - General/Branch Managers’ Performance Evaluation Form (Sample) ----------------------
Appendix ii - Approval Page--------------------------------------------------------------
Appendix iii - Acknowledgment of Receipt of Employee Handbook (Policies) ---------------
INTRODUCTION
Philosophy and Structure
What is a Credit Union?

Credit unions, called by various names around the world, are user-owned financial cooperatives
that offer savings, credit and other financial services to their members. Credit union
membership is based on a common bond, a linkage shared by savers and borrowers that can be
based on a community, organizational, religious or employee affiliation. Credit unions
worldwide offer members from all walks of life much more than financial services. They provide
members the chance to own their own financial institution and help them create opportunities
such as starting small businesses, building family homes and educating their children. In some
countries, members encounter their first taste of democratic decision making through their
credit unions.
Credit Unions are membership-owned and controlled institutions based on "people helping
people" principles. The members of the Credit Union Board of Director Supervisory Board and
promotional committees are elected by members during the annual general assembly. Each
member has an equal vote, regardless of how much he or she has on deposit/savings. Only
members may serve as Members of the Board of Directors, Supervisory Board and promotional
committees and serve without remuneration. Volunteers are an important Credit Union
resource: serving as board members, committee members, or providing other assistance.
Finally, Credit Unions have no outside stockholders. After reserves are set aside, earnings are
returned to members in the form of interest on savings, dividends, lower loan interest rates or
additional services.
The Credit Union philosophy of “NOT FOR PROFIT, NOT FOR CHARITY, BUT FOR SERVICE” is
illustrated by Bafut cooperative Credit Union’s commitment to fostering economic
development and helping individuals attain self-sufficiency.
BAFCCUL VISION ,MISSION AND VALUES
Bafccul’s Vision
“To be a financially sustainable valued partner to our MEMBERS in their mission
to serve their interest”.
Mission Statement
“To deliver products and services that add value to members”

Bafccul’s Values
BAFCCUL values client relationships: Our first priority is always to ensure that the clients are
fully satisfied with our services.
BAFCCUL values quality: We will continue to strive to serve our clients in the most efficient,
effective and best possible way.
BAFCCUL values integrity, fairness and honesty in all business dealings: Trust is the cornerstone
of our business and it will never be compromised.
BAFCCUL values diversity and neutrality: We serve people on the basis of need not ethnicity,
religion or political affiliation.
BAFCCUL values the vision of a balanced social and profit organizational agenda: The balance
assures the future of our members and for us.
SECTION A ORGANIZATIONAL CHART AND JOB DESCRIPTION
GENERAL ASSEMBLY
BOARD OF DIRECTORS
SUPERVISORY BOARD

Figure 1: organizational chart.
a) JOB DESCRIPTION
i. GENERAL MANAGER
Primary Function:
GENERAL MANAGER
ASSISTANT GENERAL ASSEMBLY
NATIONAL ACCOUNTANTNATIONAL
LENDING OFFICER
NTERNAL CONTROLER
ICT FOCAL POINT
BRANCH MANAGER
BRANCH ACCOUNTANT BRANCH LOANS OFFICER
TELLERACCOUNTS CLERK

 To implement policies and decisions of the Board of Directors and to
originate/implement plans and procedures affecting the success of such policies and
decisions.
Responsibilities:
• Attend all Board meetings and report to the Directors on all pertinent situations
affecting the Credit Union.
• Report on the progress toward identified objectives established by the Board.
• Conduct studies and research for the Board of Directors regarding personnel, savings
and lending policies, insurance, new programs and other subjects as assigned.
• Maintain both public and Credit Union relations with the organized credit union
movement.
• Submit to appropriate government officials and agencies all information required by law
or requested from the Board.
• Approve for payment all Credit Union expenses according to policy.
• Ensure that all assets of the Credit Union are adequately insured and protected.
• Maintain and safeguard the Credit Union's minute books and other legal documents.
• Institute audits in whatever areas or transactions are considered necessary.
• Serve as a member of the Personnel Committee in hiring, promoting, transferring and
discharging office staff.
• Responsible for maintaining a competent staff.
• Coordinate and direct work schedules and duties of all employees.
• Handle "problem" situations.
• Maintain current job descriptions.
• Maintain Credit Union employee evaluations.
• Prepare the Credit Union's payroll.
• File appropriate state tax withholding records.
• When needed, initiate in-service training programs.

• Recommend to the Board of Directors problem loans for charge-off and process
approved charge-offs accordingly.
• Open and maintain accounts with other financial institutions.
• Answer telephone inquiries.
• Control cash levels by investing excess funds according to policy.
• Handle additional duties as assigned by the Board.
i. ASSISTANT GENERAL MANAGER
Primary Function:
 To oversee the overall operations of the Credit Union and to perform as Acting Manager
in the Manager's absence.
Responsibilities:
• Attend Board Meetings and assist the Manager in reporting to the Board.
• Maintain the Credit Union Policy Manual.
• Instruct office staff regarding policy and procedure changes.
• Direct and coordinate all approved programs, projects and major activities of the Credit
Union staff under the supervision of the Manager.
• Plan, formulate and recommend to management operational policies and programs that
will further the objectives of the Credit Union.
• Prepare the Credit Union's Business Plan when needed.
• Keep the Manager abreast of Credit Union conditions, operations and influencing
factors.
• Know all phases of account procedures to assist when needed.
• Process the Credit Union's payroll in the absence of the Manager.
• In the Manager's absence, handle investments of the Credit Union's excess cash
according to policy.
• Prepare tax returns / deposits on a timely basis.

• Learn all phases of the Data Processing System and be able to make corrections, assist in
hardware and software upgrades, and enter new information as needed.
• Maintain knowledge of the personal computer and the various programs used by the
Credit Union.
• Maintain the Credit Union's website.
• Process and submit Life Savings/Loan Protection claims and process payments when
needed.
• Assist the Loan Officers with mortgage lending.
• Initiate and maintain purchase and maintenance contracts according to policy.
• Purchase or initiate repair to the Credit Union's furniture, fixtures, equipment and
building assets according to policy.
• Perform duties of the Accounting Manager in his/her absence.
• Coordinate the reconciliation of Credit Union monthly statement.
• Be able to assist all office staff in their work.
• Answer telephones as needed.
• Perform other duties in all areas as directed by the Manager.
i. NATIONAL ACCOUNTANT
Primary Function:
 To prepare all financial reports for Board and governmental agencies.
Responsibilities:
• Attend all Board meetings and assist the Manager in reporting to the Board.
Credit Union.
• Maintain appropriate backup tapes and backup procedures to the Data Processing
System.

• Perform proper daily, monthly, quarterly and year-end Data Processing close-out
procedures.
• Maintain the general ledger.
• Prepare the Income Statement, Balance Sheet, Statement of Cash Flows, Investment
Listing, Spread Analysis, Reserve Requirement, Membership Report and any additional
financial related reports that will be submitted to the Board in a timely manner and on a
monthly basis.
• Maintain the Credit Union's asset management records, the subsidiary ledger for
investments, the Prepaid Schedule, and all historical general ledger data.
• Order the appropriate cash for teller drawers when needed.
• Maintain knowledge of the Internet.
• Perform other duties in all areas as directed by the General Manager.
i. NATIONAL LENDING OFFICER
Primary Function:
 To coordinate lending activities of the Credit Union in the most efficient manner
possible and direct other lending operations of the Credit Union as needed.
Responsibilities:
• Monitor all lending activities of the Union.
• Obtain credit reports from branches according to loan policy.
• Be able to process all types of Credit Union loans.
• Monitor all loans for proper hazard/collision insurance coverage.
• Check all loans processed monthly for the Credit (Loan) Committee report.
• Serve on and meet with the Credit (Loan) Committee as often as required.
• Monitor required information for Collateral Protection when needed.
• Review term note loans and send notice/payment due letters when needed.
• Maintain and monitor loan delinquency situation of the credit Union.

• Prepare and present loan delinquency situation to the board of Directors.
• Handle routine correspondence.
• Assist the General Manager with loan delinquencies.
• Prepare Insurance claim notification information.
• Maintain a working knowledge of the Credit Union's data processing system.
• Official representative of the Credit Union in legal matters concerning loans.
• Assist in any areas as directed by the General Manager or his/her assistant in any other
staff position in a relief capacity.
i. INTERNAL AUDITOR
Primary Function:
 To ensure that all policies and procedures in the Credit Union are respected.
Responsibilities:
• Establishing and maintaining an effective system of controls, including the enforcement
of official lines of authority and the appropriate separation of duties
• Perform periodic checking on whether risk management system is properly
implemented and the established policies and control procedures in respect of risk
management are complied with.
• Perform periodic checks on assets and asset management system
• Report to Board of directors and Supervisory Board on the state of policy and
procedural conformity at all levels.
• Work with external auditors when necessary.
• Report to the General Manager on program of activity and intervention outcomes.
i. ICT FOCAL POINT
Primary Function:
 To ensure that the ICT system of the Credit Union offices is functional.

Responsibilities:
• Carry out minor ICT repairs.
• Intervene in correcting software error.
• Correct operational errors where and when necessary.
• Train new staff in ICT especially the software operations.
• Work with external ICT interveners.
• Assist in any areas as directed by the General Manager or his/her assistant in any other
staff position in a relief capacity.
• Report to the General Manager on program of activity and intervention outcomes.
i. BRANCH MANAGER
Primary Function:
 To oversee all factors related to the daily operation of the branch office and to provide
backup/relief for the main office.
Responsibilities:
• Maintain branch office public relations.
• Coordinate activities of branch and attached collection centers.
• Establish and maintain branch office opening and closing procedures.
• Maintain and balance a teller cash drawer.
• Process deposits, payments, withdrawals and transfers on the Credit Union's data
processing system.
• Ensure that all assets of the Credit Union are adequately insured and protected.
• Approves loan at the level of the branch according to policy.
• Approve for payment all Credit Union expenses at the level of the branch according to
policy.
• Perform minor typing.

• Assist with the daily closing procedure on the Credit Union's data processing system
when needed.
• Process mail.
• Prepare Periodic Reports and forward to head office
• Assist with routine accounting activities.
• Assist with the 1st and 15th of the month transfers / postings.
• Open/close safe.
• Maintain billing system and rental records.
• Verify closed loans information to the Credit Union's data processing system.
• Open/close member accounts.
• Assist in other areas as directed.
i. LOAN OFFICER
Primary Function:
 To assist members with all financial services on the delivery of those services in the
most efficient manner possible and direct other daily operations of the Credit Union as
needed.
Responsibilities:
• Conduct loan interviews and counsel loan applicants.
• Obtain credit reports according to loan policy.
• Be able to process all types of Credit Union loans.
• Monitor all loans for proper hazard/collision insurance coverage.
• Transmit all processed loan files for the Branch Manager’s appraisal
• Submit required information for Collateral Protection when needed.
• Review term note loans and send notice/payment-due letters when needed.
• Handle routine correspondence.
• Assist the Manager with loan delinquencies.
• Prepare Insurance claim notification information.

• Maintain a working knowledge of the Credit Union's data processing system.
• Answer telephones as needed..
• Assist in any areas as directed by the Branch Manager in any other staff position in a
relief capacity.
i. BRANCH ACCOUNTANT
Primary Function:
 To prepare all financial reports for the branch.
Responsibilities:
Credit Union.
• Maintain appropriate backup tapes and backup procedures to the Data Processing
System.
• Perform proper daily, monthly, quarterly and year-end Data Processing close-out
procedures.
• Maintain the general ledger.
• Prepare the Income Statement, Balance Sheet, Statement of Cash Flows, Investment
Listing, Spread Analysis, Reserve Requirement, Membership Report and any additional
financial related reports that will be submitted to the Head office in a timely manner
and on a monthly basis.
• Maintain the Credit Union's asset management records, the subsidiary ledger for
investments, the Prepaid Schedule, and all historical general ledger data at the branch
level.
• Order the appropriate cash for teller drawers when needed.
• Maintain knowledge of the Internet.
• Perform other duties in all areas as directed by the Branch Manager.

i. TELLER
Primary Function:
 To process members' transactions and to assist with Credit Union services.
Responsibilities:
• Maintain and balance a teller cash drawer.
• Process deposits, payments, withdrawals and transfers on the Credit Union's data
processing system.
• Function as a relief person for the Credit Union's branch office.
• Answer telephone inquiries.
• Prepare checks for paying Credit Union invoices.
• Maintain files for paid invoices.
• Order and maintain the Credit Union's daily office supplies when needed.
• Process mail.
• Assist with routine accounting activities.
• Process 1st and 15th of the month transfers.
• Assist with filing.
• Open/close member accounts.
• Open/close safe deposit boxes.
• Assist in other areas as directed.
i. Accounts clerk
Primary Function:
 To be available ensure that accounting operations are verified through appropriate
control.
Responsibilities:
• Verify account balances before payment
• Update individual ledgers and passbooks after each transaction

• Complete membership application forms
• Process mail.
• Communicate and record all inter-branch operations and money transfers
• Carry out routine accounting activities.
Xii. SECURITY OFFICER
Primary Function:
 To maintain a "robbery deterrent" presence and to provide appropriate protection of
Credit Union assets.
Responsibilities:
• Be a duly sworn, certified law enforcement officer currently employed by the Union for
duty only if eligible to do so (not under a department suspension or investigation).
• Maintain an armed presence, and be licensed and trained to do so.
• Automatically report for duty all day
• Be available to assist with Security Officer duties at other times as requested by Credit
Union Management.
• Primarily occupy the lobby area and maintain a visible presence to all visitors.
• Concentrate on the security of the office.
• Avoid distractions such as telephone and personal computer usage.
SECTION B: PERSONNEL POLICY
i. EMPLOYEE STANDARDS
Each employee of Bafut Cooperative Credit Union is expected to meet certain standards. All
employees must maintain the following principles:
1. Believe in and promote the Credit Union
2. Give a 100% effort
3. Be concerned and suggest ways to improve his/her job and the Credit Union

4. Exhibit a positive attitude. Do not complain to his/her co-workers. If an employee has a
complaint, it should be discussed with the employee’s supervisor / superior
5. Do not make derogatory comments about the Credit Union
6. Be enthusiastic about the Credit Union and the services offered
7. Ensure that anything sent to a member or another organization is professional and error-free
8. Maintain personal finances in good order
9. Accept decisions made by the Board of Directors and management and support those
decisions.
10. Appreciate his/her position and the benefits granted by the Credit Union
11. Treat all members in a courteous manner
12. Be professional in everything done on behalf of the Credit Union
13. Do the very best job that he/she is capable of doing
14. Be willing to give that extra effort when necessary
15. Strive to improve as a Credit Union employee through continuing education
16. Be a team player
ii. EMPLOYEES’ CODE OF ETHICS
The policy of BAFCCUL Cooperative Credit Union is to conduct its business in a manner
consistent with our responsibilities to our members and to the public.
1 BAFCCUL Cooperative Credit Union pledges to:
A. Conduct its business in a legal and ethical manner.
B. Maintain a working environment that will assure each employee the opportunity for growth,
for achievement of his or her personal goals, and for contributing to the achievement of the
Credit Union’s goals.
C. Without regard to national origin, handicap, age or sex, will recruit, employ, and develop
individuals of competence and skills commensurate with job requirements.
D. Make a positive contribution to the quality of life of its members and the communities in
which it operates, always mindful of its economic obligations as well as the economic impact of
its activities in these communities and the social corporate responsibility involved.

2. The following guidelines point the way to high ethical standards for our employees. Although
no policy can guarantee ethical behavior, these guidelines can help by establishing the
standards for a climate of integrity.
iii. EQUAL EMPLOYMENT OPPORTUNITY:
1. Bafut Cooperative Credit Union is an equal employment opportunity employer and is
dedicated to maintaining and promoting a work environment that extends equal opportunity to
all individuals regardless of tribal affiliation, religion, sex, age, national origin and physical or
mental disability.
2. Bafut Cooperative Credit Union directs employment and personnel practices to ensure that
equal employment is afforded to everyone as related to the following:
A. Recruiting and hiring
B. Training
C. Compensation and benefits
D. Promotions and transfers
E. Demotions and terminations
F. Layoff
G. Terms and conditions of employment
3. In addition, Bafut Cooperative Credit Union expects each employee to provide equal
treatment to each other, to the Credit Union’s members and to the Credit Union’s visitors.
4. If, at any time, an employee feels they have been treated in a manner that does not reflect
this policy on equal employment opportunity, he/she is encouraged to bring the matter to the
attention of his/her supervisor, a member of senior management or the President.
5. An employee can raise concerns or make reports without fear of reprisal.
6. An employee found to be engaging in any type of unlawful discrimination will be subject to
disciplinary action, up to and including termination of employment.
iv. HIRING, AUTHORITY AND CONDITIONS
1. Hiring, Authority
The Board of Directors is responsible for hiring and terminating the Manager after concerting
with the Supervisory Board.

The Board of Directors on the proposal of the manager is responsible for hiring and terminating
staff in accordance with policy and budget guidelines established by the Board of Directors and
in respect of the Cameroon labour code.
The placement of staff is the responsibility of the Board of Directors on the proposal of the
General Manager.
2. Legal Work Status
Employees must be of Cameroonian nationality and where a foreigner is solicited a legal
resident and work permit must be presented. Only those successful applicants who present
these clarification documents will be permitted to work. Employees must eventually become
member of Bafut Cooperative Credit Union.
3. Background Checks
Bafut Cooperative Credit Union reserves the right to investigate an individual’s prior
employment history, personal references, and educational background, as well as other
relevant information that is reasonably available to the Credit Union. The Credit Union may
review an applicant’s or an employee’s credit report and criminal background, if any. In the
event that a background check is conducted, the Credit Union will comply with the report
including providing the job applicant or employee with any required notices. A guarantor form
with secured collateral must be presented. The guarantor must be identified, location and
financial valuation of the collateral must be explicit and document sealed by a notary public.
EMPLOYMENT PROCESS AND PROCEDURE
v. EMPLOMENT PROCESS
All vacant posts shall be advertised except in cases of internal promotion or choose candidates
with exceptional qualities and abilities-“head hunt.”
The minimum education and training requirement for entry into a job position shall be
determined from the job description published.
Applicant shall remain informed of the progress of the recruitment process.
Applicant has the right to inform the management team or Board of Directors of any noticed
irregular situation.
vi. EMPLOMENT PROCEDURE

A documented requirement for a given post or Posts to be filled must be prepared.
An exhaustive list of candidates who applied for the given post shall be prepared.
A committee shall be put in place by the Board of Directors to carryout screening of the
applications that meet the minimum requirement to produce a shortlist.
Shortlisted candidate shall undergo interview which could be written or oral or both as shall be
decided by the Board of Director.
The Apex structure or a constituted knowledgeable team shall constitute the first level
recruitment team in case where a written exam is involved.
The second level team shall be constituted by the Board of Directors with the Supervisory board
President as observer.
The total score of each candidate shall form the basis of the final recruitment criteria.
The final recruitment file shall be preserve by management.
Unsuccessful candidate shall receive letters of regret and congratulation for taking part in the
recruitment process and procedure.
vii. EMPLOYMENT STATUS
1. Temporary Employee:
An employee is classified as a temporary employee when that individual is hired to fill a
temporary vacancy, to work on a relief basis when needed for short-term employment, or to
fulfill a special work requirement of known duration. This type of employee may be eligible for
certain profit sharing benefits as will be determined by Management at the time of
engagement.
2. Full-Time Employee:
A full-time employee is one who consistently works at least 40 hours per week. Full-time
employees will be eligible for Credit Union-provided benefits after completion of the 30 to 90-
days introductory period depending on the entry grade.
viii. PROBATION (NEW EMPLOYEE ORIENTATION AND TRAINING)
A new job represents new challenges and responsibilities. To help each new employee get
acquainted as quickly as possible, an orientation session will be conducted at the time a new

employee begins employment. The duration for such orientation with respect to the grade and
category shall be as shown on the table below:-
Table 1: Duration for orientation of new staff.
s/n GRADE CATEGORY DURATION
1 JUNIOUR STAFF 1 - 3 2 months
2 Intermediate staff 4 - 7 3 months
3 Senior Staff 8 -12 6 months
2. The following subjects are included in the orientation session:
o Fringe Benefits
o Employee Requirements/ Information
o Credit Union Overview
o General operations
o Bafut cooperative credit Union
o Product Knowledge
o Computer / accounting software Basics
o Professionalism
o Cross-Selling
o Policies (Liquidity, procurement, ethics, asset management policies etc)
3. During this time, formal and informal evaluations of work performance are made to
determine how well the employee is adjusting to the Credit Union and how well the Credit
Union satisfies the employee's expectations.
Induction may be done by the immediate boss or the Manager. In each case the training
will be a four-step process:
i Prepare the employee-the supervisor gives the new employee an overall idea of the job
he/she shall be performing.
ii. Present the operation – the supervisor shows the new employee the specific tasks he/she
shall be doing in the same sequence and manner he/she shall be performing them.
i. Try it out – the employee tries out and repeats several times each of the
activities and each of the procedures that are part of the total job.

ii. Follow – up – The supervisor shall continue to follow – up the new
employee’s performance within the probation period and beyond.
Along with an explanation of the details of a new employee’s job, the supervisor must
explain office hours, facilities, procedures for arranging for stationery and other necessary
items for his/her use and introduce the person properly to all members of staff.
“Acting” Appointments:
Employees may be appointed to a position in an “Acting” capacity, foregoing the normal hiring
procedure. When the position is to be filled on a permanent basis the normal hiring procedure
shall be initiated. They may also be continued on such positions on the recommendations of the
Departmental Manager and General Manager.
Evaluation of new employee
i. New employees are evaluated on factors such as, but not limited to, job knowledge, quantity
and quality of work, cooperation, dependability, and disciplinary problems. If at any time during
this period, any factor is determined to be unsatisfactory, the employee may be terminated at
the discretion of management without prior notice.
ii. Each new employee will receive an introductory period evaluation. Upon satisfactory
completion of this period, the employee will be considered for regular employment and shall be
given a letter of confirmation if not a letter of termination shall be given if performance is not
satisfactory.
iii. Time requested off for any purpose during the introductory period will be granted only at
the supervisor's discretion.
4. The introductory period may be extended if management determines that such an extension
is warranted. This shall only be done once.
5. A part-time employee who changes to full-time employment is considered as a “new
employee” as of the change date and is subject to the related introductory period from the
change date.

6. Employees promoted from a lower job grade to a higher job grade will be subject to the
related introductory period for the job grade from the date they start the new job. The
employee will be evaluated during this period. Job pay grade increases will become effective
upon satisfactory completion of the related job grade introductory period.
ix. PERSONNEL FILES
1. The Credit Union maintains a file of information on each person presently employed or who
has been employed by Bafut Cooperative Credit Union in the past years. Each file contains
complete employment history, including such items as employment application, credit report,
change of job or salary status, letters of commendation, certificates of training, performance
evaluations, disciplinary warnings, guarantor form etc.
2. Employees should promptly notify the Credit Union of any changes or corrections in the
following:
• Name
• Address
• Telephone Number
• Marital Status
• Name, birth date, relationship, and number of dependants
• Formal education, courses completed, etc.
• Person(s) to contact in case of emergency / guarantor form
• Physical or other limitations
• Beneficiary designation on any insurance or retirement benefits provided by the Credit
Union
• Guarantors file
3. A separate confidential medical file is also kept on each employee. Only those with a
legitimate need-to-know will have access to employee records; that is, access to the
information must be necessary for the conduct of one’s official duties.
4. Employees who wish to review their file should inform their supervisor. The supervisor will
arrange for the President/Manager to provide a time when the employee may review the file.
Management must be present while the file is being reviewed. The employee may take

whatever notes he or she wishes to write down, but may NOT make a copy or remove any
documents from the file. The file and its contents are the property of the Credit Union and may
not be reproduced by the employee. Employees wishing to dispute any information on file may
submit a written supplement for the file stating the dispute.
x. EMPLOYMENT REFERENCES
1. The Credit Union receives numerous inquiries from credit grantors, other employers or
institutions regarding its employees and ex-employees. The President/Manager, Vice-President,
or other person designated with Human Resource responsibility shall be responsible for
dissemination of any appropriate or lawful information requested of the Credit Union regarding
current or former employees. The Credit Union maintains a policy of protecting the privacy of
employee information.
2. External Disclosure of Employee Records:
A. Only verification of dates of employment and job titles will be released over the telephone.
The release of any additional information will require written authorization from the employee
and will only be released at the discretion of the President/Manager/ Vice-President.
B. Exceptions to this are (1) requests from third parties that maintain or prepare employment
records or perform other employment-related services such as payroll preparation,
benefit/insurance consultation; (2) requests in compliance with a judicial order, an
administrative summons, a government audit, or a law enforcement agency request; or (3)
requests which relate to medical emergencies
xi. EMPLOYMENT OF RELATIVES
1. It is Credit Union policy not to hire employees who are closely related to each other.
2. Employees are not permitted to work in a position where their supervisor is a relative. If
employees should become closely related to each other after they are employed, they will be
placed in different departments of the Credit Union if a position exists. This may involve the
employee voluntarily transferring to another branch or into a lower job grade. The employees
involved will be given the opportunity to decide which one will transfer. If they cannot come to
an agreement, the employee with the least amount of seniority will be transferred.

3. Relatives of those on the Board of Directors and other officials will not be hired except the
Board member resigns.
4. The term "relative" and "closely-related" shall apply to the following relationships, whether
established by blood, marriage, or legal actions: spouse, child, step-child, brother, sister,
parent, step-parent, step-brother, step-sister, and legal guardian
xii. EMPLOYEES WITH DISABILITIES OR DISEASES
1. Bafut Cooperative Credit Union will fully comply with all the requirements of law related to
people with Disabilities
2. Bafut Cooperative Credit Union shall treat all employees without discrimination based on
physical or mental disability in regard to any position for which they are qualified, and to treat
them equally in employment practices, such as the following: rate of pay or other forms of
compensation, benefits, training, upgrade, transfer or demotion, layoff or termination, and all
other terms, conditions, and privileges of employment.
3. Bafut Cooperative Credit Union shall make reasonable accommodation to the known physical
or mental limitations of qualified applicants or employees with a disability, to enable them to
perform essential job duties, unless such accommodation would impose an undue hardship on
the operation of the business.
4. Bafut Cooperative Credit Union shall maintain all Credit Union information regarding the
medical condition or history of applicants, employees, and employees’ dependents on separate
forms and in separate locked medical files, and treat such information as a confidential medical
record, to be utilized only as permitted by law.
5. Employees in need of accommodation for workplace accessibility or usability, to perform
essential job duties, to participate in Credit Union-sponsored programs and activities, or who
need alternative accessible formats for Credit Union communications, or emergency treatment
or emergency evacuation assistance, should make a written request of such needs to the
President/Manager.
6. Further, any employee who feels that this policy is not being adequately fulfilled should make
in writing, such feelings known to the President/Manager or to any member of management
with whom they feel comfortable discussing the situation.

7. Employee accommodation requests and related information will be treated as confidential by
BAFCCUL, to the maximum extent feasible.
xiii. EMPLOYEE PRIVACY
Bafut Cooperative Credit Union respects each employee's right of privacy. The following actions
will be taken to make sure we strictly follow this policy:
1. The Credit Union shall comply with all aspects of law that governs the collection,
maintenance, transmission, use, and disclosure of Private Health Information (PHI).
2. The Credit Union shall maintain separate medical and “general” personnel files and make
sure that all information in employees’ records are maintained in a confidential manner.
3. Only those with a legitimate need-to-know shall have access to employee records; that is,
access to the information must be necessary for the conduct of one’s official duties.
4. The Credit Union shall refuse to release information about employees to outside sources for
matters such as credit checks, without the employee’s written approval. The Credit Union
reserves the right, however, with or without employee approval, to verify individual
employment and to comply with mandatory legal process from the courts and law enforcement
agencies or pursuant to any mandatory or required regulatory or governmental regulations.
5. The Credit Union shall require all employees who have access to employees’ records to
comply with these policies and practices.
xiv. HOURS OF WORK:
1. The regular workweek for full-time staff shall be a minimum of 40 hours and less than 40
hours for part-time staff. These hours shall be worked during the period beginning at 12:01
a.m. Monday and ending at midnight Sunday. Work schedules are determined by the individual
supervisor, Vice-President, or President/Manager, in accordance with departmental and branch
requirements.
2. Because the Credit Union hours open to the public are more than 40 hours per week, staff
may be scheduled on a flexible plan to control overtime while still providing adequate service to
membership.

3. No employee will commence work prior to the starting time assigned or continue to work
after their scheduled quitting time without the approval of the supervisor, Manager, Vice
President or President.
4. Employees should report to their designated work area only after signing in.
Table2: working hours.
Monday-Friday 8:00 a.m. – 5:00 p.m. As scheduled by supervisor
Saturday /Sunday/ holidays 8:00 a.m. – 6:00 p.m. As scheduled by supervisor
5. The employee’s supervisor shall designate the hours to be worked by each employee and
shall approve requested time off, coordinating these requests with the Vice-
President/President.
xv. INCLEMENT WEATHER.
Bafut Cooperative Credit Union maintains the policy of remaining open during bad weather,
unless the President/Manager determines that due to the severity of conditions it would be
prudent to close or delay opening. Employees should make every reasonable effort to get to
work or to remain at work if already in the office.
xvi. STAFF COMPENSATION, BENEFITS AND PAY PROCEDURES
1. Bafut Cooperative Credit Union Board of Directors establishes the salary ranges for all
positions according to the agreed salary grille and the salaries shall be negotiable. Other
benefits include; rents, transportation, telephone etc (see section on internal rules and
regulations)
2. The pay period will be monthly with employees receiving their pay on the 25th of the pay
month or the next working day in case where the date falls on a week end.
3. On recruitment each employee is entitled to an increment in echelon every two years
depending on a satisfactory average performance appraisal and a yearly seniority bonus of 2%.
Reclassification from a lower to a higher category for staff who has reached the bar can only be
done once. Exception is when a higher certificate is presented.
4. A 13th month salary shall be paid to all Union staff. This shall apply on pro-rate for staff with
less than 12 months of service.

5. Vacation, holidays, sick leave, extended medical leave and funeral leave will be considered as
Paid time
6. In the event of termination of employment, the provisions of labour code pertaining to
termination will be applicable in case where it is not due to a grievous fault.
6.1 Lay-off or Redundancy
Not all terminations are due to disciplinary actions. Termination of an employee may be
necessary when a job or department is discontinued or when the employee’s duties are
curtailed as provided for by section 40 of the labour code.
During the layoff due to curtailment of activities during technical leave employees shall be paid
as follows:
50% for the first month
40% for the second month
35% for the third month
30% for the fourth month
25% for the fifth month
20% for the sixth month
Staff serving on contract shall be paid their dues in full as per their contracts if the layoff is
before the expiry date of the contract period.
The wages or salary to be considered in calculating this compensation is the basic monthly
wage to which is added longevity bonus and duty allowance received by the employee at
the time he or she stopped working.

6.2 Termination:
A contract of employment of unspecific duration may be terminated at any time at
the will of either party. Such termination shall be subject to the condition that previous
notice is given by the party taking the initiative of terminating the contract. Notification of
termination shall be made written to the other party and shall set out the reason for the
termination. Section 34 (1) of the labour code.
Notice:
Termination of a contract either at the initiative or the worker or at the initiative of the
employer shall in any case be subject to notification by both parties.
Where in the event of the execution of the contract of employment, one of the parties is
entitled to give the other prior notice for termination; this shall be in accordance to the
laws and regulations in force as tabulated hereunder.
Table 3: Notification for termination of contract.
CATEGORY SENIORITY
LESS THAN ONE
YEAR
BETWEEN ONE
YEAR AND 5
YEARS
MORE THAN
5 YEARS
1-6
7-9
10-12
15 Days
1 Month
1 Month
1 Month
2 Months
3 Months
2 Months
3 Months
4 Months
6.3 Compensation for Termination:

(1) In the case of termination by the employer not resulting from serious misconduct,
a worker who has had at least one-year continuous service in the undertaking shall
be entitled to compensation for termination distinct from the received in lieu of
notice.
(2) Except where there are more favourable practices, this compensation shall, for
each year of service in the undertaking, be equal to a percentage of the last salary
(basic salary and seniority bonus) excluding sums paid as reimbursement of
expenses or benefits in kind. In calculating the above, fractions of the years shall
be taken into account.
(3) The percentage that shall apply to the average overall monthly wage shall be as
follows:
- For each of the first 5 years .. .. .. .. .. .. .. .. .. .. .. .. .. .. 5%
- For the 6th to the 10th year .. .. .. .. .. .. .. .. .. .. .. .. .. .. . 10%
- For the 11th to the 15th year .. .. .. .. .. .. .. .. .. .. .. .. .. . 15%
- For the 16th to the 20th year .. .. .. .. .. .. .. .. .. .. .. .. .. .. 20%
- For years subsequent to the 20th .. .. .. .. .. .. .. .. .. .. .. . 25%
-
6.1 Death of a Worker
(1) In the event of the death of a worker, his rightful claimants shall receive the
sums to which he was entitled up to the time of his death: wages, seniority
bonus, paid leave allowance and the usual allowance given in the undertaking
in connection with the performance of work.
(2) Again, if at the time of death the worker has twelve (12) months of service in
BAFCCUL (except in the case of an industrial accident or occupational
disease), his/her rightful claimants shall receive a death allowance equal to the
termination allowance.
(3) In addition to other favourable practices as provided in this personnel policy,
the Union shall provide the coffin as well as the wreath and defray the cost of

the hearse in the town or the place of employment for the workers who have
not been transferred.
(4) Where the employee has been transferred from his/her usual place of
residence or place of recruitment by the employer, the employer shall defray
the cost of transporting the remains of the deceased from the place where the
death occurred, either to the usual place of residence or to the place of
recruitment or to the place of burial, as the family may choose. Whichever
place is chosen, the cost to the employer shall exceed that of transporting the
remains of the deceased to the usual place of residence. The provisions of this
paragraph shall apply, throughout the national territory, in the event of the
death of the worker’s spouse and his legitimate minor children.
6.1 Retirement – End of Career Bonus or Gratuity
i. Reaching the age of 60 years is a normal cause for the termination of a
contract of employment both as concerns the worker and the employer. It
is enough for any of the parties to take cognizance of this at some time or
order for the entitlement to take effect.
ii. Retiring either at the initiative of the worker, the employer or legal
exigencies shall in any case be subject to notification by both parties and
to an end-of-career allowance when the worker has completed a minimum
of one year’s service in the undertaking.
iii. The period of notification required shall be six months.
iv. Except for more favourable practices in force, the end-of-career allowance
paid by the employer shall be as follows:
v. Compensation for Retirement:
The percentage that shall apply to the average overall monthly wage shall be as follows:
- For each of the first 5 years .. .. .. .. .. .. .. .. .. .. .. .. .. .. 5%
- For the 6th to the 10th year .. .. .. .. .. .. .. .. .. .. .. .. .. .. . 10%

- For the 11th to the 15th year .. .. .. .. .. .. .. .. .. .. .. .. .. . 15%
- For the 16th to the 20th year .. .. .. .. .. .. .. .. .. .. .. .. .. .. 20%
- For years subsequent to the 20th .. .. .. .. .. .. .. .. .. .. .. . 25%
i. Separation Allowance (Severance Pay)
Beside the other advantages listed above, any worker leaving the union without serious
misconduct shall receive a separation allowance of one month pay for every year of
service.
7. Salary advances will be made to staff given that this must be reimbursed at the end of the
given pay period. Staff commitment shall always be taken into consideration in granting such
services.
8. Loans to staff will be given on preferential interest rate as shall be determine by the Board of
Directors.
xvii. ATTENDANCE
Punctual and regular attendance is an essential responsibility of each employee at BAFCCUL
Credit Union. Any tardiness or absence causes problems for fellow employees and supervisors.
When an employee is absent, others must perform the work diminishing the smooth
functioning of bafut Credit Union, thus negatively impacting member service and employee
morale.
1. Employees MUST notify their immediate supervisor/Manager, the Executive Vice-President,
or President by phone of their sickness or other absence and when they expect to return to
work, prior to the start of the workday or within the first hour of the start of the workday.
Notification should be made by phone.
2. Two consecutive days of unreported absences will be considered as a voluntary resignation
on the part of the employee.
3. a. Authorized Absences:
Authorized absences include holidays, vacation days, and authorized leaves of absence. Should
you be absent for more than three consecutive calendar days due to illness or injury, on the

first day of your return to work, you must provide your supervisor with a medical certification
of your ability to work.
b. Unauthorized Absences:
Unauthorized absences occur upon failure to report to work as expected. An unauthorized
absence of any duration will be considered an occurrence. Employees will receive a disciplinary
warning for each occurrence. Two or more occurrences of unauthorized absences within a 90-
day period may result in disciplinary measures, up to and including dismissal. Three or more
occurrences of unauthorized absences within a six-month period may result in dismissal.
4. Excessive absenteeism, authorized or unauthorized, may result in disciplinary action, up to
and including dismissal.
5. Employees must be actively employed by Bafut Credit Union in order to qualify for sick pay. It
is not, therefore, payable upon termination.
xix. PERFORMANCE EVALUATIONS
1. Performance evaluations provide the basis for equitable merit increases and promotions and
enhance understanding of the employee's job responsibilities.
2. Bafut Cooperative Credit Union shall conducts performance evaluations on a regularly-
scheduled basis to assist and motivate employees to attain maximum potential. The
performance of each employee is reviewed and documented at least once each year.
Performance evaluations for new employees may be at 30-, 60- or 90-day intervals; and
annually thereafter.
xx. TRANSFERS AND PROMOTIONS
It is Bafut Cooperative Credit Union general policy to fill vacancies, by the transfer or promotion
of qualified employees within the Credit Union whenever possible.
1. All employees who are being considered, request a transfer or apply for a higher-rated
position will be given preference over outside applicants if they are equally or better qualified.
If the employee is being considered, seeking the transfer or promotion is qualified, their
personnel file will be reviewed and the employee will be interviewed at management's
discretion.

2. The following areas are evaluated when an employee is considered for a promotion and/or
transfer:
a. Attitude, skills, ability, past performance
b. Efficiency and accuracy in present position
c. Education
d. Disciplinary and attendance records
e. Professionalism in both manner and dress
3. After careful consideration of all factors, the final decision to promote or transfer nonexempt
employees is made by the President with Board members’ approval after recommendations
made by the affected supervisor/Manager.
4. The transferred or promoted employee may be subject to a new introductory employment
period. If the employee is unable to perform the required work, he/she will be given an
opportunity for a job in his/her former capacity if a vacancy exists.
5. Unless an exception is made by the President, an employee must have been in their current
position for at least six months to qualify for promotion or transfer.
6. Request for non-promotional transfers shall only be considered if the transfer shall not have
a negative impact on the overall operation of the Credit Union.
Out-Station Allowance and Mileage/Travel/Transport/ Housing
a. Out-Station Allowance And Mileage
In a case where an employee spends a night out of his/her station on BAFCCUL business,
the employee shall be paid an outstation allowance. The amount of the allowance shall be
determined by the Union’s Board of Directors and communicated to the staff in writing.
When a field worker travels over a distance of more than 60 kilometers and cannot finish
the work within the prescribed period, he/she must seek the opinion of his/her hierarchy

supervisor within 24 hours as to whether to continue or to stop the mission. The
outstation allowance for the extra time shall be claimed.
Mileage shall be paid to staff for the use of motorcycles and cars at a rate determined by
the union Board of Directors.
b. Travel And Transport
Section 94, Subsection (1) of the Cameroon Labour Code states that:-
“Where because of the employer, performance of the employment contract requires or
has required a worker to move from his usual place of residence, the employer shall be
responsible for the traveling expenses of the worker, his spouse and minor children
normally residing with him as well as the transport of their luggage” at the current public
transport rate.
BAFCCUL shall pay its employees’ transport to and from their home town at public
transport rate during the employees’ leaves. Employees going on transfer shall be paid
transport the same as on leave.
During any temporary transfer and paid leave, BAFCCUL shall pay the employee for free
transport of up to 100 kgs of load. When a transfer is for an indefinite period BAFCCUL
shall reimburse for the transportation of luggage according to the employee’s category.
Workers of Categories 1-6 shall be reimbursed as follows:-
(i) - 300 kgs of load for the worker.
- 250 kgs of load for each of his/her legal partner

- 100 kgs of load for each of his legal children.
(ii) Workers of Categories 7-12 shall be reimbursed as follows:-
- 500 kgs of load for the worker;
- 300 kgs of load for each of his/her legal partner;
- 125 kgs of load for each of his/her legal children.
Cost of transportation of luggage is calculated at 0.3 Francs CFA. Per kilometer per
kilogram of load.
During permanent transfer (i.e. transfer for a period not less than 2 years and requiring
the staff to move all his belongings to a new destination) in addition to the above-
mentioned benefits, BAFCCUL shall pay the staff a reallocation of one month salary.
a. Housing:
According to Section 66 (1) & (2) of the Cameroon Labour Code “An Employer shall be bound
to provide housing for any worker transferred in order to perform a contract of employment
necessitating the installation of such worker outside his/her normal place of residence. If no
housing is provided, the employer shall be bound to pay the worker concerned a “housing
allowance”. However, the above allowance may be modified by mutual agreement according to
the laws and regulations in force
xxii. HOLIDAYS
1. All offices will observe holidays as recognized by the Government of Cameroon.
2. The Board may designate selected holiday(s) as staff training days. All offices will remain
closed but employees will be required to work.
3. Annual vacation shall be in strict respect of the Present labour code of Cameroon.
Scheduling Vacation
A. Vacations will be scheduled by calendar year

B. Employees will be permitted to schedule vacations by seniority and will be scheduled on a
calendar year basis. Other scheduling rules may be established by the Manager with the
approval of the President/V President in order to ensure efficient operation of the Credit Union
and service to the membership.
C. Employees may only take a limited number of days off in a calendar year as stipulated in the
labour code). The Manager/ Vice- President with the approval of the President may allow
employees to take additional days off in extenuating circumstances.
5. Vacation Carry Over:
An employee will not be allowed to take pay in lieu of vacation.
6. Vacation Pay:
Vacation will be paid at an employee’s base rate or salary earned at the time vacation is used.
7. Vacation at Separation of Employment:
a. If employees are terminated prior to completion of their initial 90-day introductory period,
they will not receive any earned vacation pay upon termination, regardless of the reason.
b. If employees are terminated any time after completion of their initial 90-day introductory
period, pay for unused vacation earned will be paid regardless of the reason.
xxiii. SICK LEAVE:
1. Employee/Family Sick Leave
a. Regular full-time employees will be granted paid time off during a bona fide absence due to
illness, or injury including pregnancy of the employee.
b. While Bafut Cooperative Credit Union is subject to the National Insurance scheme, a regular,
full-time employee’s immediate supervisor may grant time off with pay for the care of
immediate family. This would include spouse, children, or parents. Family Sick is limited to 24
hours of consecutive time off and a maximum of 48 hours for the year.
c. Employees must complete one year of service to be eligible for employee/family sick leave
pay.
d. For maternity leave, and sick leave, the labour code shall be strictly respected.

e. If additional time off is needed after employee/family sick leave is exhausted, the employee
may take any eligible unused vacation days. Eligible vacation days would be those days that
could be scheduled in the calendar year that the sick leave is exhausted.
f. The employee must provide a doctor’s medical release (certificate) statement signed by the
doctor after three consecutive days absent due to illness.
h. Misuse of sick leave shall be cause for dismissal.
2. Extended Annual Sick Leave
a. Regular full-time employees will be paid for time off during a bona fide absence due to
illness, or injury, including pregnancy, that requires the employee to be absent from work
longer with respect to the labour code in force.
b. To qualify for extended annual sick leave, the employee must provide a doctor’s medical
statement signed by the doctor. The statement must include the first day of the absence, the
expected return to work date and the reason for the request. The absence must be approved
by the Manager/ Vice-President.
3. Other Time Off
1. Extended Leave Return to Work
Employees returning to work from leave without pay or extended sick leave between three to
six months are not guaranteed the same work post, but may be restored to any other work
post. However, after six months the employee will not be returned to work. Alternatively the
labour code will be applied.
4. Funeral Leave
1. When a death occurs in an employee’s immediate family, a regular full-time employee may
take up to a maximum of 3 working days to attend the receiving of friends and the funeral,
make funeral arrangements or attend to business related to the death if it is the responsibility
of the employee. Immediate family for this policy is defined as the employee’s spouse, children,
step-children and parents.
2. An employee may be granted 1 working days funeral leave to attend the funeral of the
following family members: parent of spouse, step-sister, step-brother, brother-in-law, sister-in-
law.

3. If more time off is needed other than the permitted funeral leave, employees should use
vacation days or personal holidays. The Credit Union understands the deep impact that death
can have on an individual or a family; therefore, time may be granted on a case-by-case basis
upon approval of the Manager/ Vice-President after all other eligible time has been exhausted.
4. The Credit Union may require verification of the need for leave.
xxv. INSURANCE:
Permanent Employees are eligible to participate in all Credit Union-provided insurance
programs.
1. Health Insurance
b. The Credit Union offers health insurance benefits for employee and family
protection apart from what is offered by the National social insurance fund. This
Credit Union policy provides supplemental coverage of 50% for full time
employees’ medical bills.
c. Reimbursement of medical expenses:
When a staff is sick BAFCCUL shall reimburse 50% of the medical expenses incurred by
the staff. Such expenses include drugs and the administration of drugs. The prescription
must be from a recognized Mission or Government hospital.
BAFCCUL shall not reimburse medical expenses for a spouse whose partner has the right
to request for the same expenses reimbursement from his/her employer. BAFCCUL
reserves the right to investigate or/and request evidence to this effect.
Staff on study leave or shall be exempted from medical claims.
• BAFCCUL reserves the right to refer staff with prolonged illnesses to a specific
medical practitioner for confirmation of the true state of health of the staff.
• BAFCCUL does not reimburse medical expenses incurred as a result of
evacuation abroad.

• When a staff goes on mission abroad on behalf of the organization and falls ill,
BAFCCUL shall bear 100% of his/her medical cost. Home missions shall be
covered by the policy in force.
• Group Life Insurance: Bafut Cooperative Credit Union provides group life
insurance as shall be negotiated.
• The internal health insurance policy will be eliminated if the Credit Union
negotiates a collective life insurance for the employees.
xxiv. EDUCATION AND TRAINING
1. Bafut Cooperative Credit Union recognizes that the skills and knowledge of its employees are
critical to the success of the organization. The educational assistance program encourages
personal development through formal education so that employees can maintain and improve
job-related skills or enhance their ability to compete for reasonably attainable jobs within the
Credit Union.
2 Bafut Cooperative Credit Union may provide educational assistance to all eligible regular, full-
time employees that have been employed at least 12 months at the Credit Union provided this
is the initiative of the Board of Directors. To maintain eligibility full-time employees must
remain on the active payroll and be performing their job satisfactorily through completion of
each course.
3. Individual courses or courses that are part of a degree, licensing, or certification program
must be related to the employee's current job duties or a foreseeable-future position in the
organization in order to be eligible for educational assistance. The Credit Union has the sole
discretion to determine whether a course relates to an employee's current job duties or a
foreseeable-future position. Educational opportunities such as schools, meetings, or seminars
shall be made at the discretion of the employee's supervisor or manager and at the Credit
Union’s expense, and subject to the conditions that the employee completes any course of
study undertaken with an average or better rank in any graded course.
4. To be eligible for reimbursement, courses or programs must be offered by accredited
institutions of learning.

5. Employees who want educational assistance must have the prior approval of the
President/Board of Directors before enrollment. Such approval will not be granted without a
positive recommendation by the employee's supervisor/General Manager.
6. The President/Board will normally consider the following factors in evaluating requests for
educational assistance:
• The nature and purpose of the course of study;
• The benefits to be derived by the employee and the Credit Union;
• The employee's level of responsibility and length of service;
• The estimated costs; and
• Any potential lost time or productivity while the employee attends the program.
7. Employee reimbursement for eligible educational assistance will normally be based upon the
successful completion of the course.
9. Employees seeking reimbursement for educational expenses must submit a certified
transcript of their grades and receipts for the expenses incurred. Bafut Cooperative Credit
Union will then reimburse the employee for the applicable percentage of the cost of tuition.
However, employees who take courses at the specific request or direction of management may
be reimbursed for all costs in advance.
10. Employees seeking reimbursement for educational expenses must agree in writing to repay
the Credit Union in full if they leave the Credit Union voluntarily within five years from the date
of reimbursement.
11. Employees are expected under normal circumstances to schedule class attendance and the
completion of study assignments outside of their regular working hours. It is expected that
educational activities will not interfere with the employee's work, and unsatisfactory job
performance during enrollment may result in forfeiture of educational assistance and
termination of employment.
12. Records of all education programs completed by each employee will be maintained by
management

13. While educational assistance is expected to enhance employees' performance and
professional abilities, Bafut Cooperative Credit Union cannot guarantee that participation in
formal education will entitle the employee to automatic advancement, a different job
assignment, or pay increases.
14. Study leave solicited by an employee imply an automatic suspension of employment
contract for that given period of time. A study leave must NOT go beyond 24 months hence this
will be considered as resignation and termination procedure will be engaged in strict respect of
the Labour code. All study leave applications must be approved by the Board of Directors after
recommendations from the immediate superior and the General Manager.
15 Workshop and seminars
a. When employees are sent to workshops, seminars, conferences, short courses,
etc., approved by the Board, BAFCCUL may pay or reimburse up to 100% of
the costs not borne by the course sponsor. These costs include registration fees,
course fees, living expenses, books, materials, salary and benefits within the
course period.
b. Any employee returning from a seminar, workshop, course etc, must submit a
written report to his/her immediate boss within four weeks. The report should
contain a summary of information covered during the course, including any
papers written by the course participant.
xxv. RECOGNITION
A service award shall be granted to employees for completion of the following years of
service:
• 10 years – 01 months basic salary
2. Service awards will be presented at the next annual meeting following the year of completion
for the award. Only employees who were employed through March 31 of the year preceding
the annual meeting will be eligible for service awards.
xxvii. CONDUCT, DRESS CODE AND HARASSMENT

1. Conduct
To protect the Credit Union’s interests and those of its members and employees, the Credit
Union has established and enforces reasonable rules for employee conduct that affect
employment or Credit Union operations. Rules to cover every situation cannot possibly be
listed, but violations of these and other rules, whether oral or written, will result in disciplinary
action and possibly termination.
1. All member information must be held in strictest confidence. [See Policy on ethics)]
2. All offices of Bafut Cooperative Credit Union are “smoke-free.” Smoking in the offices is
prohibited.
3. All employees are to keep their work areas clear and orderly at all times. It is the
responsibility of the supervisor to ensure that their department work area is maintained in
accordance with this policy.
4. Excessive absenteeism is not tolerated.
5. Excessive tardiness is not tolerated.
6. Using, possessing of hard drugs or intoxicants except in accordance with medical
authorization is strictly prohibited.
7. Employees must be accurate in their work and perform all job duties in a satisfactory
manner.
8. All employees are expected to conduct themselves in an orderly manner and be considerate
of others. Our relationships with one another are important keys to success, satisfaction, and
progress on the job.
9. Dishonesty, in any form, will not be tolerated.
10. Food or drinks should be out-of-sight to membership at workstation. Chewing gum is
discouraged.
11. Office equipment is not to be used for personal or private assignments.
12. Employees must comply with all aspects of the Code of Ethics.
13. Management of communication system:

a. Management may monitor the usage of the telephone and EMAIL system for business
purposes (i.e., monitoring employee performance and efficiency, determining necessary
upgrades, determining the adequate number of telephones etc.)
b. Personal phone calls are to be limited during work. Employees should limit the length of
each call in consideration of cost to be incurred.
c. The EMAIL system is to be used for Credit Union business only. EMAIL should not be used to
solicit or to advocate non-Credit Union or personal interests. Offensive, defamatory,
pornographic, or other inappropriate communication is prohibited.
14. Social Media Policy
a. “Social media” is the term commonly given to websites and online tools that allow users to
interact with each other in some way - by sharing information, opinions, knowledge and
interests. As the name implies, social media involves the building of communities or networks,
encouraging participation and engagement.
b. Employees are expected to conduct themselves in a professional manner that reflects their
allegiance to and respect for the Credit Union, their co-workers, and our client families. The use
of sound and ethical judgment is expected at all times. Employees are asked to demonstrate
positive attitudes, common courtesy, and respect for their fellow employees and members and
to approach their work environment and job requirements with pride and consideration for the
professional standards set forth by Bafut Cooperative Credit Union.
c. Blogs and social networking sites often attract the attention of the news media. Employees
should remember that they are legally responsible for any personal opinions or commentary
aired via a blog or social networking site and take steps to protect their privacy.
d. This policy has been developed to help each employee monitor their personal conduct so as
not to bring discredit to the Credit Union or themselves. Violation of this policy or policies
within other sections may be handled in accordance with progressive disciplinary actions.
1) Personal blogs should have clear disclaimers that the views expressed by the author in the
blog is the author’s alone and do not represent the views of Bafut Cooperative Credit Union. Be
clear and write in first person. Make your writing clear that you are speaking for yourself and
not on behalf of the Credit Union.

2) Information published on your blog(s) should comply with the Credit Union’s confidentiality
and disclosure of proprietary data policies. This also applies to comments posted on other
blogs, forums, and social networking sites.
3) Be respectful to the Credit Union, other employees, client families, partners, and
competitors.
4) Social media activities should not interfere with work commitments.
5) Your online presence reflects on the Credit Union. Be aware that your actions captured via
images, posts, or comments can reflect that of our Credit Union.
6) Do not reference or site Credit Union vendors, partners, or client families without their
express consent. In all cases, do not publish any information regarding a client family.
7) Credit Union logos and trademarks may not be used without written consent.
8) If you have images contained on social networking sites that could be unfavorably viewed by
the public or our members, please take necessary precautions to restrict these images from the
public domain.
9) Electronic images (photos or video) from the workplace have the potential of disclosing
confidential Credit Union information. Therefore taking such images in the workplace is
prohibited unless approved by management.
E. Where no policy or guideline exists, employees should use their professional judgment and
take the most prudent action possible. Consult with management if you are uncertain.
2. DRESS CODE
1. Wardrobe and grooming play important roles in how Bafut Cooperative Credit Union is
perceived as a business. When you are at work, you not only provide an image of yourself but
you also are representing the Credit Union. Proper business etiquette and appropriate dress
enhances your credibility to those you serve. The Credit Union expects all employees to dress in
a manner appropriate to a professional business atmosphere. Tailored and conservative, rather
than flashy, trendy and casual clothing should always be the choice to achieve a polished
professional image.
2. Employees who violate this policy on dress will be sent home to change for that time.
Repeated violations will be a cause for disciplinary action.

3. The following guidelines apply to all employees:
a. complete suits, traditional dress, and logo wear is required during working hours. Exposure of
intimate body parts shall not be allowed.
b. When Logo attire is worn outside of Credit Union premises, employees are expected to
conduct themselves in a way that would not in any way reflect negatively on the Credit Union.
c. Perfume, cologne, and aftershave, if worn, should be worn in moderation. Many people are
allergic to perfume and cologne.
d. Employees should use conservative makeup, nail polish and hair coloring.
e. Employees are expected to adhere to acceptable grooming standards. This includes all
employees maintaining their hair, clothes, skin, nails, etc. in a clean, business-like style.
f. Male employees are not allowed to wear earrings or any other visible piercings around the
nostrils while at work.
g. Female employees may wear a maximum of two earrings in each ear while at work. All other
visible piercings may not be worn while at work.
h. All employees must cover tattoos while at work or assure that they are inconspicuous.
i. For women, skirts should be at or below the knee. Pantsuits and tailored slacks, including
khakis are also appropriate. Dressy denim skirts will be appropriate.
j. For men, suits, dress shirts with ties are more appropriate when the employee’s job requires
direct contact with members.
k. For men, beards and mustaches can project a possible negative image, but will be permitted
as long as they are neat and trimmed short.
l. Conservative dress shoes with or without appropriate socks or hosiery must be worn at all
times. Dress boots are acceptable. Sandals, including dressy flip-flop style with wedge or small
heel, are acceptable for women as long as they are dressy and are worn with the proper attire
and with well-groomed feet and legs.
4. The following items are never appropriate for business or business casual wear and are not
permitted to be worn at work:
Low-cut revealing blouses or sweaters (no cleavage)
• Leggings

• Blouses showing bare shoulders
• T-shirts or sweatshirts with graphics or slogans, even if worn as undergarments
• Shorts or skirts
• Spandex pants
• Dirty or torn clothing
• Short-waist length blouses (skin should not be visible)
• Halter Tops
• Tank Tops
• Midriff tops with see-through over-blouses
• Flip-flops, other than dressy styles with wedge or small heel (no flat flip flops)
• Stiletto heels
• Tennis or athletic shoes
• Clogs or shoes with thick soles and excessively chunky heels
• Stirrup pants
• Pants too long and dragging ground
• Excessive jewelry
• Heavy makeup
• Unnatural hair coloring
• No low-riding pants for men or women
xxx. CONFIDENTIAL INFORMATION
1. In the course of your work, you will have access to confidential information regarding the
Credit Union, members’ accounts, and your fellow employees. It is one of your most serious
responsibilities that you in no way reveal or divulge any such information and use it only in the
performance of your duties.
2. The affairs of our members and fellow employees must be held in the strictest confidence.
Under no circumstance will you discuss them with your friends, relatives, or anyone outside the
Credit Union. The Credit Union’s reputation can be seriously damaged by the careless handling
of the information we possess.

3. The following are procedures to be followed in regard to requests for credit information on
Credit Union members and/or joint owners or co-applicants:
a. 1) No credit information will be given to any credit grantor (banks, savings and loan, finance
company, etc.) unless the request is in writing and contains the authenticated signature of the
borrower concerned. The signed authorization will be kept in the member’s loan file.
b. Written requests received will be discarded without action if they do not contain the
member’s signature.
c. Credit grantors requesting information by telephone will be advised to submit the request in
writing with our member’s signature.
d. Written requests containing the member’s signature will be referred to your supervisor for
proper action.
e. Verbal or written requests for verification of check amounts may be provided relative only to
the amount of the check. No other information concerning the account may be provided or
verified without the written authorization of the account owner.
3. Harassment
1. By implementing and enforcing reasonable management practices, Bafut Cooperative Credit
Union will endeavor to prevent any form of job harassment from occurring in our workplace.
Submission to unwelcome sexual advances, requests for sexual favors, and any other
unbecoming verbal or physical conduct is not a condition of employment. Neither submission
to nor rejection of such conduct will be used as a basis for employment decisions.
2. Likewise, any annoyances of a tribal, religious, ethnic, or personal disability nature will not be
tolerated. Such conduct is not only socially unacceptable, but also unreasonably interferes with
work performance and creates an intimidating, hostile and offensive working environment.
3. Sexual harassment is defined here as unwelcome sexual advances, requests for sexual favors,
and other verbal or physical conduct of a sexual nature when:
a. Submission of such conduct is made either explicitly or implicitly a term or condition of an
individual's employment, or
b. Submission to or rejection of such conduct by an individual is used as the basis for
employment decisions affecting such individual, or

c. Such conduct has the purpose or effect of substantially interfering with an individual's work
performance or creating an intimidating, hostile, or offensive work environment.
4. Sexual harassment exists when an individual makes an unwelcome sexual advance toward
another individual, requests sexual favors, displays photographs, pictures, or drawings which
are sexually offensive, or makes verbal remarks of a sexual nature.
5. Some examples of conduct that may constitute sexual harassment include:
a. Making unwelcome sexual flirtations, advances, requests for sexual favors, or other verbal,
visual, or physical conduct of a sexual nature a condition of employment /promotion; or
c. Creating an intimidating, hostile, or offensive working environment by such conduct as:
1) Sexual insinuation or sexually suggestive comments, including but not limited to sexually
oriented “kidding,” “teasing,” or “practical jokes,” jokes about gender specific traits, foul or
obscene language or gestures.
2) Subtle or direct pressure or requests for sexual activities.
3) Unnecessary touching of an individual, such as pinching, patting, or brushing up against
another body.
4) Graphic verbal comments about an individual’s body or appearance.
5) Sexually degrading words used to describe an individual.
6) The reading or display in the workplace of sexually suggestive or revealing words, objects or
pictures.
7) Sexually explicit or offensive jokes.
8) Physical assault.
9) Other explicit or implied conduct of a sexual nature that relates to or affects an individual’s
employment.
10) Handling of cases of sexual harassment will take the following form;
i. Employees who feel they are victims of sexual harassment are encouraged to tell the
offending person directly that the conduct in question is unwelcome and that you expect it to
stop immediately.

ii. You should immediately report your complaint to the Manager/President for a confidential
discussion of the matter and the initiation of a prompt, thorough investigation. Before the
Credit Union can assist you, you will have to let us know that you believe there is a problem.
iii. An employee who observes or is aware of the sexual harassment of another employee
should report the matter to the Board President/Manager/ Supervisory Board President. The
cooperation of employees in reporting and in investigations is essential to the success of this
policy. One purpose of this policy is to assure all employees that management is committed to
seeing that our employees do not have to put up with sexual harassment. Failure to report
observed instances of sexual harassment may result in disciplinary action.
iv. Anyone who attempts any form of retaliation against an employee for filing a sexual
harassment charge, reporting an incident, or acting as a witness in an investigation will be
subject to disciplinary action up to and including termination.
v. Employees who file frivolous or vindictive claims without merit will be subject to disciplinary
action.
SECTION C: INTERNAL RULES AND REGULATIONS
A. Proper Standards of Conduct in Business Transactions
1) Employees must strictly comply with applicable laws and regulations.
2) Employees must comply with accepted accounting rules and controls.
3) No employee may make false, artificial, or misleading entries in the books and records of the
Credit Union.
4) All funds and assets will be properly recorded.
5) No transaction or payment shall be made other than as described in the documentation
evidencing the transaction or payment.
B. Freedom from Conflicting Interests
1) BAFCCUL Cooperative Credit Union employees are not allowed to engage in business or
professional activity which causes a conflict of interest between their private interests and their
Credit Union affiliation. Employees are not allowed to enter into financial or other transactions
that involve direct or indirect use, or the appearance of use of Credit Union information.

2) Employees engaged or pursuing outside employment must have written approval from the
President/General Manager. If the outside employment infringes on Credit Union time, the
employee may be subject to disciplinary action and/or termination.
3) Employees are expected to deal with suppliers, members, and all others doing business with
the Credit Union on the sole basis of what is in the best interest of the Credit Union without
favor or preference to third parties based on personal considerations, contracts, agreements,
or understandings of any nature.
4) Employees working with suppliers, members, and all others doing business with the Credit
Union shall not own any interest in or have any personal contract, agreement, or understanding
of any nature with these individuals that might tend to influence the decision of the employee
with respect to the business of the Credit Union.
5) Employees shall not do business with a close relative on behalf of the Credit Union unless
expressly authorized in writing by the President/Manager or Vice-President to do so after the
relationship has been disclosed.
6) BAFCCUL Cooperative Credit Union prohibits any employee of the Credit Union from
soliciting or accepting for themselves or for a third party (other than the Credit Union itself)
anything of value from anyone in return for or in connection with any business, service, or
confidential information of the Credit Union. The only circumstances under which an employee
may accept anything are as follows:
a) Acceptance of gifts, gratuities, amenities, or favors based on obvious family or personal
relationships where circumstances make it clear that it is those relationships which are the
motivating factor;
b) Acceptance of normal meals, refreshments, or entertainment, in the course of a meeting or
other occasion, the purpose of which is to hold bona fide business discussions, provided that
these expenses would be paid for by the Credit Union if not paid for by the other party as a
reasonable business expense;
c) Acceptance of advertising or promotional material such as pens, pencils, note pads, key
chains, calendars, and similar items;

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