GET A CHEF WORLDWIDE LTD
BUSINESS PARTNERS, VENDORS & SERVICE PROVIDERS POLICY
| Policy Owner | Get A Chef Worldwide Ltd |
| Version | 1.0 |
| Effective Date | 24th August, 2026 |
| Preapared by | S. A. KOR, Esq, ACIArb |
| Approval Status | Fully Approved |
Applicable to suppliers, chefs, delivery providers, recruitment partners, contractors and other service providers.
1. PURPOSE
This Policy establishes the standards and controls governing the Company’s engagement, management and oversight of Business Partners, Vendors and Service Providers.It is intended to protect the Company’s operations, customers, candidates, suppliers, reputation, confidential information and commercial interests while promoting lawful, ethical and reliable service delivery.
2. SCOPE
This Policy applies to all directors, employees, consultants, agents and other persons acting for the Companyin relation to third parties, and to all Business Partners engaged by or seeking to engage with the Company.Business Partners include food and ingredient suppliers, chefs, caterers, delivery and logistics providers,recruitment partners, employers, technology and payment providers, packaging suppliers, contractors,consultants and referral partners.
3. PARTNER ONBOARDING AND DUE DILIGENCE
Before engagement, the Company shall conduct due diligence proportionate to the nature, value and risk of the service. No person may bind the Company to an engagement without appropriate approval. Due diligence may include verification of identity, legal status, ownership, licenses, qualifications, capacity,references, bank details, insurance, food-safety practices, reputation, sanctions or fraud concerns and relevant regulatory compliance.
4. WRITTEN TERMS AND AUTHORITY
Material engagements shall be documented by a written agreement, purchase order, service confirmation or other approved record stating the scope, fee or pricing, payment terms, responsibilities, service standards, duration and termination arrangements.No employee, agent or representative shall make unauthorized representations, guarantees, commitments or amendments on behalf of the Company.
5. LEGAL, REGULATORY AND ETHICAL COMPLIANCE
Business Partners shall comply with applicable laws, licenses, regulatory requirements, industry standards and contractual obligations relevant to their services. A Business Partner shall not engage in bribery, corruption, money laundering, fraud, forced labor, exploitation, discrimination, harassment, deceptive practice or any unlawful conduct in connection with the Company.
6. SERVICE QUALITY AND PERFORMANCE
Business Partners shall provide services professionally, diligently, safely, promptly and in accordance with the agreed specification. They shall maintain sufficient skill, personnel, equipment and resources to perform their obligations.The Company may monitor performance and require reasonable corrective action where service quality, customer experience, food safety, delivery reliability, candidate handling or other agreed standards are not met.
7. FOOD, DELIVERY AND CUSTOMER-FACING PROVIDERS
Food suppliers, chefs, caterers, packaging providers and delivery personnel shall comply with applicable hygiene, food-safety, handling, storage, packaging and transport requirements and shall promptly disclose any incident that may affect food quality or customer safety. Customer-facing providers shall act courteously and shall not harass, mislead, overcharge, solicit unauthorized payments from or otherwise mistreat customers, candidates or other persons encountered during service delivery.
8. RECRUITMENT AND REFERRAL PARTNERS
Recruitment, employer and referral partners shall provide accurate information, avoid misleading job representations and comply with applicable employment, immigration, anti-exploitation and data-protection requirements.They shall not charge unauthorised fees, falsify candidate information, make unapproved employment assurances or circumvent the Company in relation to introductions made by the Company.
9. CONFIDENTIALITY AND INTELLECTUAL PROPERTY
Business Partners shall keep confidential all non-public commercial, financial, operational, candidate, customer, supplier, technical and personal information obtained through the engagement, and shall use it only for the agreed purpose. Unless otherwise agreed in writing, all Company materials, records, branding, customer relationships and work product commissioned and paid for by the Company remain the Company’s property or shall be assigned to it to the extent permitted by law.
10. DATA PROTECTION
Where a Business Partner processes Personal Data for or with the Company, it shall use the data only for authorized purposes, maintain appropriate security safeguards, restrict access to authorized personnel and comply with applicable data-protection law and the Company’s instructions.The Business Partner shall promptly notify the Company of any suspected Personal Data breach, unauthorized disclosure, loss or compromise and cooperate fully in investigation and remediation.
11. PAYMENT, INVOICING AND FINANCIAL INTEGRITY
Clients are required to make confirmed payments before services. Payments shall be made only against properly authorized invoices, delivery evidence, service confirmations or other records required by the Company. The Company may withhold or dispute payment for unperformed,defective, unauthorized or disputed services.Business Partners shall provide accurate payment details, invoices, receipts and tax information, and shall not offer or accept an undisclosed commission, kickback, gift or other improper benefit in connection with Company business.
12. CONFLICTS OF INTEREST AND NON-CIRCUMVENTION
Business Partners and Company Personnel shall promptly disclose any actual or potential conflict of interest,including a financial, family or personal relationship that may improperly influence a business decision. A Business Partner shall not use a Company introduction, customer, candidate, supplier, order or confidential opportunity to bypass the Company or obtain an undisclosed benefit, except with the Company’s prior written approval.
13. RECORDS, AUDIT AND COOPERATION
Business Partners shall keep complete and accurate records relevant to their engagement and shall provide reasonable information, documents and cooperation required for payment verification, complaint handling,compliance review, audit, incident investigation or regulatory enquiry.
14. SUBCONTRACTING AND ASSIGNMENT
A Business Partner shall not subcontract, assign or transfer a material part of its obligations without the Company’s prior approval where such approval is required by the agreement or the nature of the service.Approved subcontracting does not relieve the Business Partner of responsibility for performance.
15. INSURANCE, RISK AND INDEMNITY
Where appropriate to the service, the Company may require a Business Partner to maintain suitable insurance, licenses, permits, health and safety controls and risk-management arrangements.The Business Partner shall be responsible for loss, damage, claim, penalty or cost arising from its own negligence, misconduct, breach of contract, unlawful conduct or failure to meet applicable obligations, subject to the terms of the relevant agreement and applicable law.
16. COMPLAINTS AND INCIDENT REPORTING
Business Partners shall promptly notify the Company of material complaints, service failures, food-safety concerns, accidents, fraud allegations, safeguarding concerns, regulatory issues or other incidents affecting the Company, a customer, a candidate or the public.The Company may investigate a complaint or incident and require corrective measures, suspension of service,customer communication or other reasonable remedial action.
17. SUSPENSION AND TERMINATION
The Company may suspend, restrict or terminate an engagement where a Business Partner breaches this Policy or an agreement, fails due diligence, creates an unacceptable operational or reputational risk, provides unsatisfactory service, engages in unlawful conduct or otherwise acts contrary to the Company’s interests.Termination shall be without prejudice to any accrued rights, obligations, claims, confidentiality duties, return-of-property duties or remedies available to the Company.
18. MONITORING, REVIEW AND APPROVAL
Management shall periodically review Business Partner performance, compliance, risk and continuing suitability. This Policy may be amended to reflect changes in the Company’s operations, law, regulation,market conditions or risk profile.This Policy takes effect on the Effective Date once approved by authorized management of Get A Chef Worldwide Ltd.
RECRUITMENT, REFERRAL & PLACEMENT POLICY
1. PURPOSE
This Policy establishes the standards, procedures and controls governing the recruitment, referral and placement activities of Get A Chef Worldwide Ltd (“the Company”). It is intended to ensure that candidates are appropriately registered, screened, verified and referred to suitable opportunities while protecting the interests of the Company, candidates, prospective employers and recruitment partners.
2. SCOPE
This Policy applies to all directors, employees, consultants, agents, representatives and other persons acting on behalf of the Company in connection with the sourcing, registration,assessment, referral or placement of Chefs, specialists and other professionals. It also applies to the Company’s dealings with prospective employers, recruitment agencies, placement partners and other entities involved in the recruitment or placement process.
3. DEFINITIONS
For the purpose of this Policy:“Candidate” means any person who applies to, registers with, or is referred by the Company for an employment or engagement opportunity.“Prospective Employer” means any individual, company, organization, recruitment agency or other entity seeking to employ or engage a Candidate.“Referral” means the introduction or submission of a Candidate by the Company to a Prospective Employer or recruitment partner for consideration.“Placement” means the employment or engagement of a Candidate following a Referral by the Company.“Company Personnel” means directors, employees, consultants, agents and representatives acting for or on behalf of the Company.
4. REGULATORY AND ETHICAL PRINCIPLES
The Company shall conduct its recruitment and referral activities in accordance with applicable laws, regulatory requirements, contractual obligations and recognized professional standards.The Company shall not knowingly participate in fraudulent, exploitative, discriminatory, deceptive or unlawful recruitment practices. All Company Personnel shall act honestly, professionally and in the best interests of the Company while maintaining appropriate standards of fairness and respect towards Candidates and business partners.
5. ROLES AND RESPONSIBILITIES
The Company shall designate appropriate personnel to oversee recruitment and referral activities and shall ensure that Company Personnel understand and comply with this Policy.Company Personnel responsible for recruitment shall ensure that appropriate documentation,verification and referral procedures are followed before a Candidate is referred.No employee, consultant, agent or representative shall make commitments regarding employment, salary, visa approval, working conditions or placement on behalf of the Company unless expressly authorized.
6. CANDIDATE REGISTRATION AND ONBOARDING
Candidates shall provide the information and documentation reasonably required by the Company for registration and consideration.Depending on the nature of the opportunity, this may include:
a. valid identification documents;
b. educational and professional qualifications;
c. employment history and references;
d. professional certificates and licenses;
e. guarantor information;
f. photographs and relevant personal information; and
g. any additional documentation reasonably required for the proposed placement.
The Company may decline or suspend the registration of a Candidate where required information is incomplete, inconsistent or reasonably suspected to be false.
7. SCREENING AND VERIFICATION
The Company shall undertake reasonable screening and verification appropriate to the nature of the position and placement.Screening may include verification of identity, qualifications, professional experience,employment history, references and other relevant information.Where a placement involves an expatriate, international employment, private household,specialist position or other higher-risk engagement, the Company may apply enhanced verification procedures. The Company shall not knowingly refer a Candidate where it has reasonable grounds to believe that the Candidate has submitted forged documents, materially false information or otherwise misrepresented his or her qualifications.
8. EMPLOYER AND RECRUITMENT PARTNER DUE DILIGENCE
Before making a Referral, the Company shall use reasonable efforts to obtain sufficient information about the Prospective Employer or recruitment partner and the opportunity being offered.The Company may consider the identity and legitimacy of the Prospective Employer, the nature of the opportunity, the requirements of the position and other relevant circumstances.Where the Company reasonably suspects that an employment opportunity is fraudulent,unlawful, exploitative or materially unsafe, it may decline to proceed with the Referral.
9. REFERRAL AND PLACEMENT PROCESS
The Company’s recruitment process may generally follow the following stages:
Application → Registration → Screening → Verification → Matching → Referral →Interview/Assessment → Offer → Placement.
The Company may facilitate communication between the Candidate and Prospective Employer or recruitment partner throughout the process.A Referral does not constitute an offer of employment and does not guarantee that a Candidate will be interviewed, selected, employed or retained.The final decision to employ or engage a Candidate shall rest with the relevant Prospective Employer or recruitment partner.
10. EMPLOYMENT AND POST-PLACEMENT RESPONSIBILITY
Unless otherwise expressly agreed in writing, the Company shall not be the employer of a Candidate merely because it sourced, referred or facilitated the Candidate’s placement.The terms of employment, including remuneration, working conditions, accommodation,supervision, duration of employment and termination, shall be determined by the relevant employer.The Company may conduct reasonable post-placement follow-up where appropriate but shall not assume responsibility for the acts, omissions or decisions of the employer or the subsequent conduct of the Candidate.
11. CANDIDATE FEES
Any application, consultancy, referral or other fee payable by a Candidate shall becommunicated before the relevant service is provided.The applicable fee, payment terms and refund position shall be governed by the relevantagreement between the Company and the Candidate and applicable law.Payment of any fee shall not be represented as a guarantee of employment or Placement.Company Personnel shall not demand or accept any unauthorised payment, commission, gift orbenefit from a Candidate or Prospective Employer.
12. CANDIDATE CONDUCT
Candidates shall:
a. provide accurate and genuine information and documents;
b. cooperate with the Company throughout the recruitment process;
c. attend interviews and assessments as required;
d. communicate professionally with the Company and Prospective Employers;
e. comply with applicable laws and reasonable workplace requirements; and
f. promptly disclose any material change affecting their eligibility or availability.
The Company may suspend or terminate a Candidate’s application where the Candidate engagesin fraud, dishonesty, harassment, misconduct, document falsification or conduct likely toprejudice the Company’s reputation or business relationships.
13. ANTI-FRAUD, ANTI-BRIBERY AND CORRUPTION
The Company maintains a zero-tolerance approach to fraud, bribery, corruption, forgery and unauthorized financial dealings in connection with recruitment and placement activities. Company Personnel shall not:
a. falsify or manipulate Candidate or employment information;
b. create or facilitate false employment offers;
c. demand unauthorized payments from Candidates or Prospective Employers;
d. accept undisclosed commissions, kickbacks or benefits; or
e. knowingly facilitate fraudulent or unlawful recruitment arrangements.
Any suspected fraud, bribery or corruption shall be reported promptly to management for investigation and appropriate action.
14. CANDIDATE SAFEGUARDING AND FAIR TREATMENT
The Company shall take reasonable steps to ensure that Candidates are treated professionally andare not knowingly referred to opportunities involving exploitation, abuse, discrimination orunlawful working conditions.Candidates shall be provided with material information available to the Company concerning anemployment opportunity where reasonably necessary for an informed decision.Any complaint concerning abuse, exploitation, harassment, discrimination or unsafe workingconditions shall be treated seriously and escalated to the appropriate Company personnel.
15. INTERNATIONAL AND EXPATRIATE PLACEMENTS
Where a Candidate is referred for employment outside Nigeria or for an expatriate position, the Company may require additional documentation and verification appropriate to the placement.The Candidate shall remain responsible for obtaining and maintaining any visa, immigration approval, professional license, travel document or other personal authorization required for the proposed employment, unless the Company expressly agrees otherwise in writing.The Company shall not guarantee the grant or renewal of any visa, work permit or immigration approval.
16. DATA PROTECTION AND CONFIDENTIALITY
The Company shall collect, process, store and disclose Candidate information only for legitimate recruitment, referral, placement, administrative, contractual or legal purposes and in accordance with applicable data protection requirements.Candidate information may be shared with Prospective Employers, recruitment partners, service providers or other relevant persons where reasonably necessary for the recruitment or placement process, where authorized by the Candidate or where otherwise permitted by law.All Company Personnel shall maintain the confidentiality of Candidate, employer and Company information and shall not use such information for unauthorized purposes.
17. RECORD KEEPING
The Company shall maintain appropriate records relating to Candidates, screening, verification, Referrals, communications, Placements, fees, complaints and other relevant recruitment activities.Records shall be retained and securely managed in accordance with applicable legal requirements and the Company’s data retention procedures.
18. COMPLAINTS AND INCIDENT REPORTING
Candidates, Prospective Employers and recruitment partners may submit complaints relating to the Company’s recruitment or referral services through the Company’s designated communication channels.Any serious incident involving fraud, abuse, harassment, exploitation, data breach, unlawful conduct or significant reputational risk shall be promptly reported to management.The Company shall investigate complaints and incidents fairly and take appropriate corrective or preventive action where necessary.
19. CONFLICT OF INTEREST
Company Personnel shall disclose any actual, potential or perceived conflict of interest arising in connection with a Candidate, Prospective Employer, recruitment partner or Placement. No Company Personnel shall use their position with the Company to obtain an undisclosed personal benefit from a Candidate, Prospective Employer or recruitment partner.
20. LIMITATION OF COMPANY RESPONSIBILITY
The Company acts primarily as a recruitment, referral and facilitation service provider and shall not be responsible for matters outside the scope of its agreed services.The Company shall not be liable for the acts, omissions, decisions, remuneration, working conditions, treatment, termination or other conduct of a Prospective Employer, nor for the subsequent conduct of a Candidate, except to the extent of liability arising from the Company’s own proven wrongdoing, negligence or breach of applicable law.
21. BREACH OF POLICY
Any Company Personnel who breaches this Policy may be subject to disciplinary or contractual action, including suspension or termination of employment or engagement.A Candidate or business partner who breaches applicable requirements may have the relevant application, Referral or business relationship suspended or terminated.Where appropriate, the Company may report suspected criminal or unlawful conduct to the relevant authority.
22. MONITORING AND COMPLIANCE
Management shall periodically review the Company’s recruitment and referral activities to ensure compliance with this Policy. The Company may conduct internal reviews of Candidate records, screening procedures,complaints, fees, Referrals and Placements to identify and address operational or legal risks.
23. POLICY EXCEPTIONS
Any exception to this Policy shall require prior approval from authorized management and shall be documented together with the reason for the exception.No exception shall permit conduct that violates applicable law or regulatory requirements.
24. REVIEW AND AMENDMENT
This Policy shall be reviewed periodically and may be amended where necessary to reflect changes in the Company’s operations, applicable laws, regulatory requirements, industry practice or identified risks.
25. APPROVAL
This Policy is approved by the management of Get A Chef Worldwide Ltd and shall take effectfrom the Effective Date stated above.