GUIDELINES AND POLICIES OF FHGORG LIMITED (A PRIVATE COMPANY LIMITED BY SHARES)

THIS “GUIDELINES AND POLICIES” document shall be binding on all members of this organization and shall serve as the grundnorm stipulating the activities and mode of operation of this organization.

TABLE OF CONTENTS

INTRODUCTION

OVERVIEW (i) FHG BUSINESS PLANS (ii) TERMINATION OF ACCOUNTS (iii) OFFICE POLICY

PAYMENTS AND FUNDS (i) BASIC EXCHANGE RATE POLICY (ii) MONEY MANAGEMENT (iii) SAVINGS

PAYMENT AND FREELANCING PLATFORM ACCOUNT CREATION AND MANAGEMENT (i) ACCESS TO ACCOUNT (ii) ACCOUNT TERMINATION (iii) OPERATION OF DUPLICATE ACCOUNT

RECRUITING (i) SPONSORSHIP (ii) CHANGE OF SPONSOR (iii) CHANGE OF OFFICE (iv) REJOINING

TEAM LEADING TRAINING AND SUPPORT (i) OFFICE CREATION (ii) MEMBERSHIP FROM OTHER TEAMS (iii) EXCHANGE LICENSE (iv) SUPPORTER / TRAINER

MANDATORY RESPONSIBILITIES (i) PV CREATION (ii) OFFICE & WORK RESPONSIBILITY (iii) TEAM SUPPORT

MEMBERSHIP (i) MEMBERSHIP ACCEPTANCE (ii) CANCELLATION / TERMINATION OF MEMBERSHIP (iii) IDENTIFICATION CARD (iv) ASSET ALLOCATION

COMPENSATION PLAN (i) INDIVIDUAL INCOME SHARING

ASSET ALLOCATION FORM & LIFESTYLE (i) ASSET ALLOCATION FORM (ii) RIGHT TO RETAIN ASSET

ROMANTIC RELATIONSHIP POLICY (i) PROHIBITION

GENERAL OFFICE MANAGEMENT (i) ACCOUNT OPENING (ii) ACCESS TO ACCOUNT (iii) OFFICIAL WORKING HOURS (iv) PUNCTUALITY (v) TEAM RELATION

EDUCATION POLICY

COPYRIGHT

 INTRODUCTION

This document constitutes the official “GUIDELINES AND POLICIES” of FHGORG LIMITED, a duly registered private organization established with a distinct vision, mission, and strategic objectives focused on making a lasting impact in its immediate society.

FHGORG LIMITED is committed to creating job opportunities, transforming lives, and empowering individuals through its unique business model and operational strategies. These Guidelines and Policies serve as a legal and organizational framework governing the internal operations, administrative procedures, conduct expectations, and overall responsibilities of both existing and prospective members of the organization.

This framework provides a clear structure for the organization’s affairs, outlining the rights, duties, and obligations required of every member, and serves to ensure order, accountability, and the pursuit of excellence within the organization.

As a values-driven entity, FHGORG LIMITED upholds principles rooted in teamwork, discipline, investment, entrepreneurship, innovation, and networking. Through the consistent application of these values, the organization strives to foster both individual and collective growth among its members worldwide.

In alignment with its Corporate Social Responsibility (CSR) commitments, the organization also undertakes initiatives aimed at positively impacting its environment and expanding opportunities for employment, leadership, and financial empowerment.

All individuals seeking to become part of FHGORG LIMITED must agree to be fully bound by these GUIDELINES AND POLICIES as a condition of membership. By doing so, members position themselves to maximize the benefits of the organization’s business model and operational systems, while contributing meaningfully to its long-term vision and goals.

STRUCTURE OF OPERATIONS

For the purposes of governance and implementation, the following positions and designations shall be recognized within the scope of this GUIDELINE:

OVERVIEW

Membership in FHGORG LIMITED is a privilege that requires full commitment, discipline, and adherence to the core values and operational policies of the organization. The business plans, strategies, and internal operations of FHGORG LIMITED are strictly confidential and must not be disclosed or shared outside the organization.

Only individuals who accept and agree to be bound by this Guideline are eligible to enjoy the benefits provided by the organization. These benefits include, but are not limited to, access to training, tools, income opportunities, resources, and asset allocations. Full compliance with the Guidelines and Policies is mandatory to maintain active membership and benefit from the organization’s resources.

CONSEQUENCES OF NON-COMPLIANCE

Failure to comply with the Guidelines and Policies may result in the following disciplinary actions:

1. Termination of All Accounts:
   
   
   • Freelancing Account
     
     
   • Agency Website Account
     
     
   • Payment Accounts
     
     
   • Any accounts created for individual or team work within FHGORG LIMITED
     
     
2. Denial of Access:
   
   
   • Team support services
     
     
   • Income sharing of any kind
     
     
3. Confiscation of Assets:
   
   
   • Any allocated tools or assets such as mobile phones, PCs, ladies bikes, cars, or houses
     
     
4. Suspension or Complete Termination of Membership
   
   

MEMBER RESPONSIBILITIES AND CONDUCT

• (d) A respectful atmosphere is required. Members are encouraged to address others with titles such as Mr., Mrs., or Miss.
  
  
• (e) Every member is a leader to those who join after them, regardless of age or background. Seniority is determined by the date of membership unless otherwise redefined by an official leadership appointment.
  
  
• (f) Absenteeism: Absence for three consecutive days without approved leave leads to automatic suspension. Suspended members must return all allocated assets during the suspension period.
  
  
• (g) Members must first contact their team leader or sponsor for issue resolution before approaching FHGORG LIMITED support.
  
  
• (h) Members are responsible for their own training fees and general expenses. Any support from upline or sponsor is voluntary and not a right.
  
  
• (i) All expenses incurred by a team leader, sponsor, or upline on a member (e.g., accommodation, data, or other resources) must be refunded before qualifying for income sharing.
  
  
• (j) Income sharing percentages differ by team and office based on local conditions and team size. Attendance at an FHGORG LIMITED office implies acceptance of all local and organizational guidelines.
  
  
• (k) Membership Requirements:
  Every prospective member must provide a referee and guarantee that all submitted registration information is accurate. False or unauthorized information—especially on behalf of a parent or guardian without consent—will lead to disqualification and possible penalties.
  
  
• (l) Monthly Financial Responsibility:
  Members must contribute monthly fees, the amount of which is set by team leaders based on earnings. This is non-negotiable.
  
  
• (m) If a member is expelled or resigns, they must restart from scratch upon rejoining unless reinstated within 30 days or with a formal letter from their leader.
  
  
• (n) Illegal Activities:
  FHGORG LIMITED disclaims all liability for any illegal actions committed by members. These include, but are not limited to:
  
  
  • Fraud
    
    
  • Smoking
    
    
  • Drug trafficking
    
    
  • Alcoholism
    
    
  • Use of illegal apps or software
    Offenders bear full personal responsibility.
    
    
• (o) Full Participation Required:
  Members must be willing to participate in all business operations, including freelancing and network marketing. Selective participation is not allowed.
  
  
• (q) Training Attendance:
  Missing training incurs fines. All excuses are valid, but fines still apply. The amount depends on the importance of the session and frequency of absence.
  
  
• (r) Asset Purchase Guidelines:
  
  
  • Ladies Bike: Allowed at Executive Manager level
    
    
  • Car: Allowed at Emerald Director level
    
    
  • House: Allowed at Sapphire Director level
    Members must invest early income into team growth. Asset allocations follow promotion criteria.
    
    
• (s) Termination by Neglect:
  Members who stop attending training or fail to respond to communication are considered terminated. They must return all organizational tools and forfeit access to all benefits and funds.
  
  Failure to return assets will result in legal action, including but not limited to:
  
  
  • Ladies Bike
    
    
  • PC
    
    
  • Phone
    
    
  • Car
    
    
  • Any other allocated property
    
    
• (t) Unauthorized Office Visits:
  Members who attend FHGORG LIMITED offices without submitting required documentation or who seek knowledge from leaders while refusing to follow the rules will face legal consequences. Do not attend FHGORG LIMITED offices if you do not agree to these Guidelines.

1. Office Policy

Each office under the FHG structure is authorized to establish its own internal policies and regulations within the framework of the organization’s general standards. All members are required to adhere strictly to these office-specific rules.

A. Office Timetable

• Every office must set its official opening and closing hours.
  
  
• In some cases, centers may be required to adopt the standardized timetable issued by the central organization.
  
  

B. Overnight Office Use

• Specific guidelines will be issued by each office regarding who may work overnight.
  
  
• Approval must be obtained before staying overnight, following outlined procedures.
  
  

C. Office Exchange Rate Deduction

• A flat rate of ₦100 will be deducted from all income earned within the office.
  
  
• This deduction covers leadership and center transportation costs.
  
  

D. Acceptance of New Members

• Each office reserves the right to decide when and if new members may be accepted.
  
  

E. Prospecting Protocol

• Prospecting schedules and limits are set by the office leadership.
  
  

F. Training & Event Attendance

• Offices will determine penalties for absence from compulsory training or events.
  
  

G. Additional Office Rules

Offices may create additional rules covering:

• Mobile phone usage during training/events
  
  
• Movement during training hours
  
  
• Attendance and punctuality
  All such rules must be submitted to and approved by the general organization. Once approved, members are bound to comply.
  
  

2. Termination of Membership

Membership in FHG may be voluntarily or involuntarily terminated under the following conditions:

A. Voluntary Termination

• A written resignation letter must be submitted stating your decision to leave the organization.
  
  
• All organization-issued assets must be returned.
  
  

B. Involuntary Termination

• Membership is automatically terminated if you:
  
  
  • Fail to attend meetings, training, or events for 30 consecutive days without formal notice.
    
    
  • Fail to respond to calls/messages from your team leader, sponsor, or upline for 30 days.
    
    
  • All allocated assets must be returned in these cases.
    
    

3. Payments, Funds & Exchange Guidelines

A. Exchange Policy

• A minimum deduction of ₦100 per $ is applied to all converted funds before distribution, separate from platform charges.
  
  
• Unauthorized currency exchanges are strictly prohibited.
  
  
  • Any member conducting exchanges without a license will be fined 100% of the exchanged amount, which will be redirected to general office expenses.
    
    

B. Money Management & Business Expenses

• Business expenses are to be managed under the supervision of your leaders.
  
  
• PV (Personal Volume) is the top priority in allocating your income.
  
  
• All remaining funds after PV and essential operations must be saved for future business use until your business is stable.
  
  
• Surplus funds may be used personally only after securing financial sustainability and with responsible management.
  
  

4. Savings Policy: Inactive, Suspended, or Resigned Members

If a member becomes inactive, suspended, or voluntarily exits (defined as 30+ days of inactivity without leadership approval), the following will apply:

• Any accumulated funds, material benefits, lifestyle savings, or unpaid income will be forfeited.
  
  
• These resources will be reallocated to support active members and teams introduced by the exiting member.
  
  

5. Compensation Plan: Freelancing & Income Allocation

A. Freelancing Accounts (Individual)

• 20% of all freelance income may be used for personal expenses.
  
  
• 80% must be allocated strictly to business expenses.
  
  

B. Network Marketing Income

• Network Marketing commissions and bonuses are considered 100%personal income.
  
  
• You may use or reinvest this income at your discretion, provided it supports business growth.
  
  

C. Organizational Property

• Any payment or freelancing account created in your name for team/office use is the property of the organization.
  
  
• Personal claims over these accounts will be treated as financial misconduct.
  
  
• Misappropriation of such funds will result in disciplinary or legal actions.
  
  

D. Account Closure Requirement

• All members must officially notify the organization in writing to close all financial accounts associated with their name before resigning or exiting the organization.

3. PAYMENT AND FREELANCING PLATFORM ACCOUNT CREATION AND MANAGEMENT.

Payment Accounts:

1. Any member  can not create any payment account except such members  seek and obtain approval from the team leader who shall monitor the account referred herein accordingly .

1. All accounts created in any Team member’s name would  be used by all team members within your team and your office 

1. Money sent to the account created in a Team member’s  name is not personally for such a member . Only personal income shared with you through a compensation plan is yours.

1. Every member that intends to quit must duly notify the company in writing of such intention hence the Organization can decide  to close such  accounts in such members  name . 

1. Changing access to the accounts without official due notice given to the company herein with or without funds in the account is a violation of these  “guidelines” and will have legal consequences and you will pay all funds lost through the process.

1. Claiming you own the funds the company herein disbursed  to the account created in your name is theft and there will be legal consequences .

1. Allowing your information to be used to create an account and give all access to your team supporter and team leader, means you agree to this policy. Do not try to change access with or without funds on it. 

1. Operating a duplicate  account outside what the team has created in your name is a bridge of our agreement, it’s highly prohibited. 

 Sponsorship Guidelines

A. Definition of a Sponsor

• The individual who introduces a new person to the office is officially recognized as that person’s Sponsor.
  
  
• Sponsors are responsible for:
  
  
  • Ensuring their recruits complete all required paperwork.
    
    
  • Assisting their recruits in obtaining all necessary ID cards.
    
    

2. Changing a Sponsor

A. Conditions for Sponsor Change

You cannot change your sponsor at will. A sponsor change is permitted only under the following conditions:

• Mutual Agreement:
  
  
  • Your current sponsor must agree, in writing, that they no longer wish to sponsor you.
    
    
  • The new sponsor must also agree to take responsibility for you, also in writing.
    
    
  • You must either not have a NeoLife ID number, or your ID number must be inactive.
    
    
• 6-Month Inactivity Clause:
  
  
  • If you have quit the business for 6 months and your sponsor has not followed you up during that period, a change of sponsor is allowed.
    
    

B. Unauthorized Changes

• You cannot change your sponsor or switch offices simply because you were suspended or disciplined in one office.
  
  
• Such unauthorized actions attract serious penalties for both:
  
  
  • The member initiating the change.
    
    
  • The person or office that accepts the member without proper approval (unless it can be proven that the receiving party was unaware).
    
    

3. Sending Members to Another Office

A. Official Transfer Process

To send or move a member to another office, follow this process:

1. Submit a formal written request to both:
   
   
   • The current Team Leader.
     
     
   • The new Team Leader of the receiving office.
     
     
2. A World Team Leader or Center Leader from your team must:
   
   
   • Write a letter to the World Team/Center Leader of the receiving office’s team leader, requesting approval.
     
     
   • Wait for written approval before the transfer is considered valid.
     
     

B. Rules for Transfer

• Team Leaders cannot randomly transfer members without proper documentation and approval.
  
  
  • Doing so risks losing their team members and facing organizational penalties.
    
    
• Team members being transferred must be fully equipped with all necessary business tools before being relocated.
  
  

4. Rejoining FHGORG LIMITED

A. Rejoining After Quitting or Suspension

Any member who:

• Voluntarily quits, or
  
  
• Is sanctioned with a long suspension, or
  
  
• Takes a prolonged break without notice
  
  

…will be required to restart their business from scratch upon rejoining. This is necessary because consistency and support are vital for growth. In the absence of your support, your team will be reassigned to your upline.

B. Sponsor Rejoining Rules

• If you rejoin within 6 months of quitting and do not have a NeoLife ID number, you must:
  
  
  • Restart your business under your original sponsor.
    
    
• If you rejoin after 1 year and do not have an active NeoLife ID, you are allowed to:
  
  
  • Join under any sponsor of your choosing.
    
    
• If you rejoin after 6 months and never had a NeoLife ID, you may:
  
  
  • Restart under any sponsor.
    
    

C. FHGORG LIMITED ID Number

• Regardless of the sponsor, ensure that your FHGORG LIMITED ID Number remains the same when you rejoin.
  
  

1. TEAM LEADERSHIP REQUIREMENTS

A. Team Leader License

• All team leaders must obtain a Team Leading License to open an official office.
  
  
• Only licensed leaders are eligible for participation in FHGORG LIMITED’s income sharing system for team leaders.
  
  

B. Prerequisites

• You must possess strong people management skills.
  
  
• Recommended: Serve as an acting team leader for several months under supervision before launching your own office.
  
  
• Ensure your office has:
  
  
  • Training capacity (either through yourself or a competent trainer).
    
    
  • A few strong earners who can assist with initial responsibilities.
    
    

C. Office Opening Approval

• Write and submit a formal Office Opening Request Letter.
  
  
• Only proceed if written approval is granted.
  
  
• Unapproved offices will not benefit from the team leader income-sharing system.
  
  

D. Continuous Learning

• Stay close to experienced leaders who can mentor and assist you until you master all leadership responsibilities.
  
  

2. OFFICE OPERATIONS

A. Financial Readiness

• You and your team must have the financial capacity to open and sustain the office.
  
  
• Ensure all necessary documents and legal requirements are fulfilled for professional operations.
  
  

3. ACCEPTING OR TRANSFERRING MEMBERS

A. Accepting Members from Other Offices

• Obtain approval letters from the World Team of the member’s current office.
  
  
• A copy of the approved letter must be submitted before acceptance.
  
  
• Confirm that the original World Team agrees to continue supporting the member.
  
  

B. Sending Members to Another Office

• Your World Team must write a formal letter to the receiving World Team, requesting the transfer.
  
  
• You must ensure:
  
  
  • The team members are well-equipped.
    
    
  • You are ready to fulfill all responsibilities of the transfer.
    
    

Important:

• The new team leader will manage all compensation (except NeoLife ID registrations), funds, and team development.
  
  

4. TRAINERS & SUPPORTERS

A. Becoming a Trainer

• You must be professionally skilled in a service.
  
  
• A minimum of 3 months of training experience is required to qualify as a trainer.
  
  

B. Becoming a Supporter

• You must be ready to take on additional responsibilities without compromising your regular duties as a team/club member.
  
  

5. MONTHLY MANDATORY RESPONSIBILITIES

All members must fulfill the following every month:

1. PV Requirement:
   
   
   • Minimum of 250PV through team network marketing.
     
     
   • A minimum of 136PV must be completed by the 25th of every month, regardless of target.
     
     
2. Office Duties:
   
   
   • Assigned by the team leader based on office needs and operational costs.
     
     
3. Expense Repayment:
   
   
   • Members must repay any expenses covered by their sponsor/upline/team leader during training (data, PC, rent, etc.).
     
     
4. Team Support Contribution:
   
   
   • Members who earn beyond their personal needs must contribute to team-related business expenses.
     
     

6. MEMBERSHIP GUIDELINES

A. Membership Agreement

• Attendance at any FHGORG LIMITED training center or office signifies full agreement to be bound by all FHG policies and guidelines, even if you have not signed the membership form.
  
  

B. Membership Termination

• Membership will be considered automatically terminated if:
  
  
  • You stop showing up for 30 consecutive days without written notice.
    
    
• You may also cancel your membership by:
  
  
  • Notifying your World Team or
    
    
  • Sending an email to: [email protected]
    
    

7. POST-MEMBERSHIP OBLIGATIONS

A. Return of Property

• All assets and your FHG ID card must be returned.
  
  
• Do not refer to yourself as a member once you’ve quit.
  
  

B. Account Management

• Write to request closure of all team-created accounts under your name.
  
  
  • These accounts will be closed within 60 days, once resources are recovered.
    
    
  • You are prohibited from accessing them or contacting customers tied to them.
    
    
  • Violations will result in penalties for damages or project losses.
    
    

8. IDENTIFICATION

A. ID Card & Number

• Your FHG ID Card identifies you as an independent member.
  
  
• Your ID Number is a unique code for internal use and identification.
  
  

9. ASSET POLICY

A. Allocation & Return

• Assets are allocated to support your business and the team.
  
  
• These remain the property of FHGORG LIMITED and must be:
  
  
  • Returned upon quitting.
    
    
  • Not shared, sold, or transferred.
    
    

B. Exceptions

• Only natural disasters or uncontrollable situations (with proof) will excuse delays in return.
  
  
• In case of relocation or emergency, the asset must be returned via:
  
  
  • Next of kin
    
    
  • Referee
    
    
  • Parent or Guardian

FHGORG LIMITED – Compensation & Fund Allocation Policy

1. COMPENSATION OVERVIEW

At FHGORG LIMITED, compensation is structured to reward active participation, contribution to team growth, and effective use of allocated resources. Your earnings are tied directly to teamwork, leadership involvement, and performance.

Note: All members are advised to regularly review the Yearly Compensation Plan & Bonus Structure for detailed earning tiers and incentive breakdowns.

2. INDIVIDUAL INCOME SHARING SYSTEM

Every member of FHGORG LIMITED is part of a collective income-sharing model designed to ensure fair compensation based on individual and team contributions.

Income Sources May Include:

• Network marketing commissions (e.g. NeoLife structure)
  
  
• Performance-based bonuses
  
  
• Office-generated team income
  
  
• Organizational incentives
  
  
• Additional leadership-based income (if applicable)
  
  

3. FUND ALLOCATION GUIDELINE

To maintain responsible personal and team financial management, all members must apply the following standard income allocation structure:

4. FLEXIBILITY & ADJUSTMENT RULE

Team Leaders may adjust the above percentages in line with the specific needs of their team or office, but the following conditions must be met:

• Transparency: All changes must be communicated clearly to team members.
  
  
• Justification: Adjustments should serve the growth and functionality of the team.
  
  
• Consensus: Where possible, seek team agreement or majority understanding on changes.
  
  

5. IMPORTANT REMINDERS

• This model is designed to ensure stability, empower sustainable growth, and prepare members to scale responsibly within the FHG system.
  
  
• Members are encouraged to track their earnings and expenses monthly to maintain healthy financial habits.
  
  
• Team income sharing is not guaranteed and is only active under compliant, approved team structures.

Asset Allocation And Lifestyle

FHGORG LIMITED – ASSET AND EXPENSE MANAGEMENT GUIDELINE

1. Asset Ownership and Return Policy

Under this guideline, any assets allocated to a member by FHGORG LIMITED remain the sole property of the organization. In the event that a member:

• Resigns or voluntarily exits the organization,
  
  
• Is suspended due to breach of organizational policies,
  
  
• Takes an unapproved or extended break from duties,
  
  

All allocated assets must be officially handed over back to the organization. This applies to all tools and equipment including, but not limited to, phones, laptops, machines, ladies’ bikes, cars, and any other property provided under this scheme.

2. Asset Procurement and Documentation

• All tools and property allocated under this guideline shall be purchased in the name of “FHGORG LIMITED”.
  
  
• Ownership of said tools and property shall remain exclusively with FHGORG LIMITED, unless otherwise directed in writing by the Board of Directors.
  
  
• Receipts for all purchases made under this policy shall be kept by the Company Secretary at the organization’s registered head office.
  
  
• The Company Secretary is responsible for maintaining a current inventory of all allocated assets via the official Asset Allocation Form, and must submit periodic reports to the Board of Directors.
  
  

3. Responsibilities and Compliance

This organization is committed to building long-term, mutually beneficial relationships with its members. However, in any situation where a member abandons their responsibilities or ceases active participation, they must ensure the prompt return of all organizational property in their possession.

Unauthorized retention or disposal of organization assets shall be considered theft and will trigger immediate legal action.

4. Except Center leaders and above

Under this guideline, the following privileges apply to Center Leaders and above (or approved Team Leaders):

• All assets purchased from this level onward may be registered in your name, signifying ownership.
  
  
• Should you choose to resign or leave the organization, you may retain all assets in your name.
  
  

This recognition is given because members at this level are actively investing in the organization and their communities, and therefore deserve the legal protection of personal ownership.

5. Special Privileges by Role

• Who can buy a car:
  – Center Leaders and above, or an approved Team Leader
  – Requirement: Submit a request letter detailing how the purchase will benefit the Center, team, and the business overall.
  
  
• Who can build a house:
  – Leaders of Center Leaders, or an approved Center Leader
  – Requirement: Submit a proposal explaining the expected benefits to the leadership structure, the team, and the organization.

FHGORG LIMITED – TEAM INTERACTION & RELATIONSHIP POLICY

1. Romantic Relationships Within the Team

Under this guideline, romantic relationships among team members are strictly prohibited, except in rare and exceptional cases that must receive prior approval from the appropriate leadership level.

• Any request to pursue a romantic relationship with another team member must be formally submitted and approved by the Team Leader or Center Leader, depending on the structure and individuals involved.
  
  
• Until two members are officially married, they must maintain strict professional conduct in all organizational settings, including office environments, training sessions, and events.
  
  

2. Professional Conduct Requirement

• All team members are expected to uphold a culture of respect, professionalism, and emotional safety within the organization.
  
  
• Personal emotions or romantic interests must not interfere with team dynamics, productivity, or the comfort of others.
  
  

3. Harassment and Unwanted Attention

If any team member:

• Repeatedly pursues a romantic relationship with another member who has clearly expressed disinterest,
  
  
• Creates discomfort or a hostile environment through persistent romantic advances,
  
  

Such behavior will be treated as a serious violation of organizational ethics.

Disciplinary measures may include:

• Formal warning,
  
  
• Suspension, or
  
  
• Financial penalty, as deemed appropriate by the Team Leader.
  
  

If the complaint is against a Team Leader, the matter shall be escalated, and disciplinary action will be carried out by the Center Leader.

This policy is designed to foster a safe, respectful, and productive environment for all members, ensuring the integrity of working relationships and the focus on business objectives.

FHGORG LIMITED – GENERAL OFFICE MANAGEMENT POLICY

These rules are applicable to all members of FHGORG Limited under this guideline. Team Leaders have the authority to add to these rules based on the unique needs of their office but are not permitted to remove or override any part of this policy.

1. Order and Earning Posting

• All team members must post all orders and earnings immediately upon receipt and completion in both the Office Group and Team Group. This ensures transparency and accurate tracking of performance.
  
  

2. Account Opening & Access

• No member may open any account without prior approval from the Team Leader.
  
  
  • Violation will result in a penalty, determined by the current leading Team Leader of the office.
    
    
• All accounts operated by team members, either for personal or team use, must be accessible to the appropriate team leaders and supervising members.
  
  

3. Personal Support

• Members are personally responsible for handling their own expenses.
  
  
• Any support provided by a leader is to be considered a bonus and not a right or requirement.
  
  

4. Office Attendance and Timing

• Office Resumption Time: Default time is 9:00 AM, though individual offices may adjust this as needed.
  
  
• Office Closing Time: General closing time is 6:00 PM, subject to variation by each office.
  
  

5. Documentation and Goal-Setting

• All team members must:
  
  
  • Use a hardcover notebook to take notes during training.
    
    
  • Create and document monthly, quarterly, and yearly goals.
    
    
  • Submit these goals to the following leaders by the 7th of each month:
    
    
    • Sponsor
      
      
    • Upline Director
      
      
    • Upline World Team
      
      
    • Team Leader
      
      
    • Center Leader
      
      

Failure to do so or submitting goals late will result in a penalty.

6. Office Training Attendance

• Attendance is mandatory for all training sessions organized by the member’s office.
  
  
• Any absence must be approved beforehand. Unapproved absence may lead to penalties.
  
  

7. Financial Oversight

• No member is allowed to carry out any financial transaction (reviews, orders, exchanges, etc.) without the express approval of the Team Leader.
  
  
• Unauthorized financial activity will attract disciplinary penalties, as determined by the Team Leader.
  
  

8. Cross-Office Training

• No team member is permitted to attend another team’s office or training session without a written request:
  
  
  • Approval must be obtained from the receiving Office Leader, and
    
    
  • Also approved by the member’s current Team Leader.
    
    

9. Distractions During Office Time

• During training, meetings, or events, use of phones, PCs, or other distractions is prohibited.
  
  
• Any device causing distraction may be confiscated or the member may be fined.
  
  

10. Leaving Office Without Permission

• Leaving the office during official hours without Team Leader approval is strictly prohibited.
  
  
• Violations will result in a penalty.
  
  

11. Membership Acceptance Process

• Attending office activities does not equate to membership.
  
  
• To become an official member, the individual must:
  
  
  • Sign all required documents,
    
    
  • Submit a written letter of approval from a parent or guardian, and
    
    
  • Be assigned a referee.
    
    

12. Conflict Resolution

• Members are expected to resolve conflicts amicably with their Team Leaders.
  
  
• If the issue involves the Team Leader, it must be escalated to the Center Leader.
  
  
• Any form of assault or violence will result in legal consequences.
  
  

13. Punctuality

• All members must report to the office on time daily.
  
  
• Failure to be punctual will attract a penalty as set by the Team Leader.
  
  

14. Absenteeism

• Three (3) consecutive days of absence without prior approval will result in suspension.
  
  
• Upon suspension, the member must return all organizational assets immediately.
  
  

15. Interpersonal Conduct

• All team members must treat each other with respect and professionalism at all times.
  
  
• This includes friends, family members, or those with prior personal relationships.
  
  
• A positive, respectful, and collaborative work culture is mandatory.

• FHGORG LIMITED – EDUCATION POLICY

• Right to Education and Business Continuity Policy

To support all members of FHGORG Limited in the pursuit of formal or informal education while encouraging the continued growth and development of their network marketing business within the organization.

1. Right to Education

• Every member of FHGORG Limited has the full right and encouragement to pursue education at any level—secondary, tertiary, vocational, or professional.
  
  
• Members are strongly supported in acquiring knowledge, skills, and certifications that will enhance their personal and professional growth.
  
  

2. Encouragement to Balance Both

• While education is fully supported, members are encouraged to continue building their FHG business alongside their studies.
  
  
• Education and business are not mutually exclusive. In fact, both are considered vital pillars of the long-term success and leadership development within FHGORG.
  
  

3. Flexibility and Adjustments

• Offices and team leaders may offer flexible schedules or special support to members who are actively enrolled in school or academic programs, as long as the member:
  
  
  • Remains committed to their business responsibilities.
    
    
  • Maintains regular communication with their team leader.
    
    
  • Shows evidence of balancing both responsibilities effectively.
    
    

4. No Excuse Policy

• Education will not be accepted as an excuse for abandoning business duties, being unresponsive, or failing to meet minimum expectations.
  
  
• Members must plan ahead, communicate in advance, and take personal responsibility for balancing both.
  
  

5. Educational Support

• Where possible, the organization may:
  
  
  • Provide mentorship on how to balance education and business.
    
    
  • Create support groups for students within the organization.
    
    
  • Recognize and reward high-performing student-entrepreneurs.
    
    

6. Communication is Key

• Members pursuing academic programs must notify their team leader officially with the following:
  
  
  • Name of institution or program.
    
    
  • Expected schedule or timeline.
    
    
  • Any foreseeable challenges or support requests.
    
    

7. Long-Term Vision

• The organization believes that educated members become better leaders, better thinkers, and better builders.
  
  
• FHGORG Limited is committed to building a generation of well-rounded, business-minded achievers, and education plays a key role in that process.
  
  

COPYRIGHT NOTICE

This “GUIDELINES AND POLICIES” document is the exclusive intellectual property of FHGORG LIMITED (hereinafter referred to as “the Company”).

All content, terms, structures, rules, and regulations contained herein are legally binding on all current members, future members, and prospective applicants seeking to be part of FHGORG LIMITED. No part of this document may be copied, reproduced, distributed, modified, transmitted, or used in any manner, in whole or in part, without the express written consent of the Board of Directors of FHGORG LIMITED.

This document is protected under applicable intellectual property laws and corporate governance regulations.

© 2025 — FHGORG LIMITED. All Rights Reserved.

 MEMBER DECLARATION AND ACCEPTANCE FORM

I, the undersigned, do hereby solemnly declare that I have thoroughly read, understood, and accepted the terms and conditions contained in the “GUIDELINES AND POLICIES” of FHGORG LIMITED (hereinafter referred to as “the Company”).