Whistle blower Policy

WHITSLEBLOWING POLICY
FOR
LIVESTOCK FEEDS PLC

 

Approvals
This Policy has been approved by:

Mr. Adegboyega Adedeji
Managing Director
28/1/2025

Mr Adeyomi Adeyemi
Chairman, Board Governance and Remuneration Committee
28/1/2025

Dr. Joseph I. Dada
Chairman, Board of Directors
29/1/2025

 

1. Introduction
Livestock Feeds Plc (herein referred to “LSF” or “the Company”) is committed to the highest standards of quality, honesty, accountability, transparency, business ethics and corporate governance. This document sets out the framework to guide Whistle blowing procedures at LSF. The Policy is introduced in furtherance to our objective of improving our corporate governance practice.
The Nigerian Code of Corporate Governance 2018 and the Investment and Securities Act 2007, provide that employees and stakeholders of a Public Company shall have the right to disclose any information connected with all activities within the work place which tend to show that a criminal offence has been, is being or is likely to be committed, or that a person has failed, is failing, is likely to fail or otherwise omitted to comply with any legal obligation in respect to the performance of his/her duties. Public interest entities are therefore encouraged to establish ‘whistle blowing’ procedures that encourage (including by assurance of confidentiality) all stakeholders (staff, customers, suppliers, applicants etc.) to report any unethical activity/breach of the corporate governance code using, among others, a dedicated email address or hotline.
LSF is committed to the highest possible standards of openness, probity and accountability. The Company’s policies and procedures are designed to promote and preserve stakeholders’ interests and provide adequate protection for whistle blowing on wrong doings. The Company shall continue to encourage stakeholders to raise all concerns they have with it, having full assurance of confidentiality always.
This policy also makes it clear that our employees, stakeholders and/or other concerned persons can raise their concerns without fear of reprisals while the Company shall investigate whistle blowing complaints promptly and with the strictest confidentiality. It shall not retaliate or take action against employees for filing a report or assisting another employee in doing so. However, employees shall be discouraged from making deliberately false whistle blowing complaints/statements.
This Whistle blowing Policy provides a process for the submission of suspected wrongdoing by any employee of the Company, its vendor, supplier, customer, and by any other person who has concerns about the internal processes or questionable accounting or auditing matters of the Company and desires to report these concerns.
The Whistle-Blowing mechanism enables the Company to obtain early warning signals on serious issues concerning it, especially in such instances where it would be difficult to convey such concerns via the formal communication channels. This is important where the issues involved are very sensitive and would require the confidentiality of the whistle-blower. The Whistle-Blowing mechanism is therefore a confidential channel open to all employees, customers and other stakeholders of the Company to report any wrongdoing. It is intended to encourage and enable employees to raise serious concerns within LSF rather than overlooking a problem or seeking assistance externally.
This Policy therefore contains procedures for the receipt, retention and treatment of complaints received by the Company.

2. Scope and Objectives of the Policy
2.1. Who does the policy apply to?
This policy applies to all LSF employees, temporary or permanent. It also applies to Consultants, Directors, Job Applicants, Shareholders, Investors, Creditors, Customers, Suppliers, Vendors and Contractors working for the Company.
2.2 Why You Must Blow It
Because of the importance attached to whistleblowing globally and the devastating effects that unethical practice and financial misconduct can cause if not promptly exposed, it is expedient that stakeholders uncover any form of unethical behaviour or conduct. The following though not exhaustive have been adduced as reasons why stakeholders, especially employees, must expose unethical conduct:
•Silence is not always golden
•Silence may imply that you condone the misconduct
•Silence may imply that you are a party to the misconduct
•Failure to report may cast doubt on your integrity
•Failure to report may cast doubt on your loyalty to Livestock Feeds Plc.
•You have a right and a duty to report
•‘Swallowing the whistle’ may lead to fraud and misconduct
•Unreported misconduct can result in loss of jobs and other benefits, which adversely affects everyone.
2.3 What Does the Policy Aim to Achieve?
This policy aims to:
•Provide an enabling environment for all stakeholders of the Company to disclose information or raise concerns in confidence about an event, act or omission that they reasonably believe could impact negatively on the well-being of the Company, any of its stakeholders and the general public.
•Encourage employees and stakeholders of the Company to feel confident in raising serious concerns about the Company without fear of victimization.
•Establish a structured process that should be followed to investigate the concerns and provide feedback on action taken.
•To ensure that stakeholders receive responses to concerns or reports of allegations that have been raised.
•Stipulate the procedures that stakeholders shall follow when they perceive that their concerns are not being properly addressed.
•Foster a work environment that thrives on openness, integrity and accountability.
•Live a public image that supports and encourages transparency, accessibility and commitment to fiduciary responsibilities.
•Lay a foundation for ethical practices that expounds the principles of good corporate citizenship.
•Protect the whistleblower from reprisals, reprimand, and undue termination of service or discriminatory treatment arising from the making of the complaints or disclosure of an act.
•Reassure all stakeholders that they will be protected from reprisals or victimization for whistles blown in good faith.
•Ensure that the Company’s accountability, transparency and individual responsibility by encouraging all employees to report irregularities in the work place in a responsible and ethical manner.

3. Rationale for Whistle-blowing Policy
•By providing an avenue where possible corporate governance breaches or other issues are disclosed, the Policy helps to ensure long term sustainability of the Company.
•The Policy allows unhindered disclosure of information that enables Senior management to promptly respond to potential problems before they escalate.
•Providing a process for safe whistle blowing and obtaining valuable information, helps the Company to protect its customers, shareholders, reduce financial crime and maintain market confidence in the Company.
•The development and implementation of the Whistle Blowing Policy enables the Company to meet the requirements of the Securities and Exchange Commission (SEC) and Financial Reporting Council of Nigeria (FRCN) Corporate Governance framework which help to strengthen confidence in Nigeria’s business sector.

4. What does the policy apply to?
The whistle blowing policy applies to the disclosure of a concern which, in the individual’s honest reasonable belief, suggests that wrongdoing has been committed, is being committed, or is likely to be committed. Wrongdoing includes, but is not limited to;
➢Financial malpractice, impropriety or fraud
➢Failure to comply with a legal obligation or statute
➢Dangers to health and safety or the environment
➢Criminal activity
➢Improper conduct or unethical behaviour
➢Attempts to conceal any of these

4.1 Qualifying Disclosures
Specifically, the following are some of the disclosures to which this Policy applies:
1. Fraudulent and self-serving practices among members of the Board, Management and Staff.
2. Overbearing influence of the Board Chairman or MD/CEO.
3. Inadequate Operational and Financial controls.
4. Non-compliance with laid down internal controls and operation procedures.
5. Non-compliance with rules, laws and regulations guiding manufacturing business.
6. Poor risk management practices resulting in increased levels of risks.
7. Technical incompetence of Board and Management, poor leadership and administrative ability.
8. Poor integration and development of information technology systems, accounting systems and record
9. Rendition of False Returns.
10. Continued concealment of material issues relating to the Company.
11. Disposal of surplus assets to insiders below market price or other surplus assets sold
indiscriminately and the profit from the sale used to boost profits with the intention of covering operational losses and inefficiency.
12. Lack of transparency and inadequate disclosure of information.
13. Financial crime, money laundering, terrorist financing.
14. Miscarriage of justice.
15. Putting the health and safety of any individual at risk.
16. Fraud and fraudulent activities of staff, collusion, and other malpractices.
17. Cases of discrimination with regard to employment, promotion etc. on the basis of gender,
language or tribe.
18. Insider dealings and abuses.
19. Bribery, corruption and facilitation payments.
20. Contravention of the Company’s Code of Business Conduct & Ethics
21. Conflict of interest;
22. Abuse of office or responsibility in connection with unauthorized activity for personal gain;
23.Gross misuse of Company assets including information assets;
24. Intentional misrepresentations directly or indirectly affecting financial statements;
25. Sexual harassment or physical abuse;
26. Other unprofessional or unethical behaviour;
27. Deliberate concealment relating to any of the above
Note that the concerns that can be raised by stakeholders cannot be exhaustively and conclusively listed in this Policy.

4.2. Non-Qualifying Disclosures
The whistle blowing policy does not allow for disclosure of information:
•Considered to be malicious, false and baseless or aimed at undermining the integrity
of persons within and outside the Company.
•On job related issues which are already covered by other Company policies or which could be disclosed through other internal information channels, some of these issues include:
o Staff complaints related to Management decisions on recruitment, employment, deployment, promotion, and incentives sharing.
o Complaints about the Company’s products bordering on pricing, and relationship management.
o Complaints on staff-supervisor relationships, on the job relationships or other issues of a personal/private nature.

5. Safeguards
5.1 Harassment or Victimization: LSF recognizes that the decision to report a concern can be a difficult one to make, not least because of the fear of reprisal from those responsible for the alleged violation. The Company shall not tolerate harassment or victimization and shall take action to protect employees or concerned persons when they raise a concern in good faith. This does not mean that if an employee or concerned person is already the subject of disciplinary procedure, that the procedure will be halted as a result of their whistle blowing.
5.2 Confidentiality: It is recognised that stakeholders may wish to raise a concern in confidence. Individuals who raise concerns will not have their identity disclosed without their prior consent. It must be appreciated, however, that in some situations the investigation process may not be concluded unless the source of the information and a statement by the individual is produced as part of the evidence.
5.3 Anonymous Allegations: This Policy encourages employees or concerned persons to put their names to allegations. Concerns expressed anonymously are much less powerful, but they will be considered at the discretion of the Company. In exercising this discretion, the factors to be taken into account would include:
•the seriousness of the issue raised;
•the credibility of the concern; and
•the likelihood of confirming the allegation from attributable sources.

5.4 False/Untrue Allegations: If an allegation is made in good faith and the whistleblower has reasonable belief in the truth of the allegation, and after due investigation it turns out that the allegation is untrue, there will be no indictment against such a person. However, if the reporter makes malicious or vexatious allegations, disciplinary action may be considered and implemented.
In making whistle-blowing reports, the whistle-blower should ensure that:
•The report is made in good faith;
•He or she has a reasonable ground to believe that the report is substantially true/reliable; and
•He or she is not making the report for personal gain.
Where there are deliberate false allegations, the following disciplinary measures shall be taken against the whistle-blower.
a). If the whistle-blower is a member of staff, disciplinary measures will be taken in line with Company policy and may in some cases, lead to dismissal.
b). If the whistle-blower is a supplier or service provider, he or she may be blacklisted.

5.5 Protection for the Whistle-Blower
The Company shall do its best to maintain as confidential the identity of the whistle-blower. LSF shall ensure that at all times, the Whistle-Blower is not victimized in anyway, even if it becomes necessary for him/her to come forward to give evidence.
In addition, the Company undertakes to investigate all the Whistle-Blowing Reports that are made and where necessary to provide feedback to the whistle-blower on the outcome of the investigation. The Whistle-Blower will still enjoy the protection under this paragraph even if the report turns out not to be true after investigation provided that all the obligations in Paragraph 5.4 above were fulfilled.

5.6 Retaliation and Reprisal
We view retaliation or any form of reprisal by any Employee, Manager, Director/CEO, and Business Partners against anyone who reports a violation as a very serious offence. All cases of retaliation shall be reported to the Internal Auditors who after investigation shall refer the issue to the Disciplinary Committee for appropriate sanctions to be meted out.

5.7. Non-Exclusive Procedure
This Whistle Blowing Policy does not replace in any way, other policies and procedures but complements procedures established or to be established for communication of genuine concerns about the running of the Company.

6. Our Commitment
If you raise a concern, it will be taken seriously and will be investigated. We will endeavor to protect any individual who makes a good faith disclosure under the policy, from discrimination, victimization and / or dismissal based on their disclosure.
If you make an allegation in good faith but it is not confirmed by the investigation, no action will be taken against you. However, if you make malicious or vindictive allegations you know to be untrue, disciplinary action may be taken against you.

7. Raising the Concern
For some minor issues (e.g. personal use of Company equipment, abuse of benefits), employees or concerned persons should normally raise concerns with their immediate Manager or their Superior/Supervisor.
In general, however, the Whistle Blowing procedure is expected to be used for potentially more serious and sensitive issues and the first step will be to approach your Supervisor (unless he/she is a part of the senior management, and is the subject of the complaint in which case the Chief Executive should be informed).
We hope that, in the first instance, you would feel able to raise a concern with your line manager. If, for whatever reason, you feel you cannot talk to your manager or, if you feel your concerns have not been addressed appropriately you can report through the KPMG Ethics Line by sending an email or telephone the whistle blowing hotline on the following numbers:
•kpmgethicsline@ng.kpmg.com
•0703 000 0027, 0808 822 8888, 0800 123 5764, 0800 123 5276
The hotline is a confidential service provided for the Company by KPMG Professional Services.

Reports can be made in writing by email or verbally by telephone or in person. As much as possible, all whistle-blowers should ensure that the concrete issues raised are dealt with.
Where possible, concerns should be raised in writing. The background and history of the concern, giving names, dates and places if known, should be set out and the reason why the individual is particularly concerned about the situation. Those who do not feel able to put their concern in writing can place a call to or meet the appropriate officer.
LSF encourages all whistle-blowers to put their names to their reports. However, reports can be made anonymously where the whistle-blower feels it is in his/her interest to do so. Anonymous reports are much difficult to investigate, especially in cases where there is insufficient documentary evidence. Before making anonymous reports, therefore, the whistle-blower should ensure that the report contains pointers to credible sources that can be used to confirm issues raised in the report.
7.1 The earlier the concern is expressed, the easier it is to take action.
7.2 Although employees or concerned persons are not expected to prove the truth of an allegation, they will need to demonstrate to the person contacted that there are sufficient grounds for concern.
7.3 Advice and guidance on how matters of concern may be pursued can be obtained from each Head of Department or Internal Audit .

8. How We Handle the Concern
8.1. Details of the concern shall be passed on to the Internal Auditors. The matter will then be investigated promptly by the Internal Auditors under the supervision of the Disciplinary Committee.
8.2. It is likely that the Internal Auditor undertaking the investigation will want to talk to or meet with the individual who has raised the concern. At any stage the individual raising a concern under the whistle blowing procedure may be accompanied to any meetings to discuss his concern by;
➢A fellow employee of his choice; or
➢A Trade Union Representative
8.3. The individual may confer with his companion during the meeting, who may also address the meeting but not answer questions on the individual’s behalf.
8.4. Where the report is not anonymous, the whistle-blower will be the first to be apprised of the outcome.
8.5. The period over which any investigation will take place will depend on the nature of the concern raised but if appropriate, the Head, Internal Audit will advise the individual who has raised the concern of the progress of any investigation (usually within three months).
8.6. Where the allegations are confirmed, the Company undertakes to take necessary disciplinary measures against identified offenders in line with Company policy. Where injuries have been suffered by the whistle-blower, the Company undertakes to provide necessary remedies as may be permitted by Company policy.
8.7 The Internal Auditor shall provide regular updates to the Audit Committee on all whistle blowing reports received, including the outcome of investigation, and remedial actions taken.
8.8 Within ten working days of a concern being received, the Company shall cause to be issued written official communication to the complainant:
•acknowledging that the concern has been received;
•indicating how it proposes to deal with the matter;
•giving an estimate of how long it will take to provide a final response;
•telling them whether any initial enquiries have been made; and
•telling them whether further investigations will take place, and if not, why not.
8.9 The extent of contact between Disciplinary Committee considering the issues and the complainant will depend on the nature of the matters raised, the potential difficulties involved and the clarity of the information provided. If necessary, further information will be sought from the individual.
8.10 When any meeting is arranged, employees or concerned persons have the right, if they so wish, to be accompanied by a work colleague who is not involved in the area of work to which the concern relates.
8.11 The Company will take steps to minimize any difficulties which employees or concerned persons may experience as a result of raising a concern. For instance, if employee or concerned person is required to give evidence in criminal or disciplinary proceedings, the Company shall advise and support them through the procedure.
8.12 The Company accepts that employees or concerned persons need to be assured that the matter has been properly addressed. Thus, subject to legal constraints, employees or concerned persons will receive information about the outcomes of any investigations.

9. Investigation of Whistle-Blowing Reports
9.1 Reports against members of the Board, the Managing Director, and the Executive Directors
Investigation will be handled by a Disciplinary Committee comprising the Chairperson of the Board Risk Management Committee, an Independent Director and a representative of the Company’s Solicitors, unless any of these persons are impacted by the whistle blowing investigation.
The Chairperson of the Board Risk Management Committee shall serve as the Chairman of the Disciplinary Committee. The Internal Auditors, Head of Risk and Compliance and the Company Secretary may also be co-opted at the discretion of the Committee to provide technical support.
9.2 Reports against Other members of Staff Other Than the Executive Directors
Investigation will be handled by a Disciplinary Committee comprising the Board Risk Management Committee Chairperson, the Internal Auditors, Head Risk and Compliance, a representative of the Company’s Solicitors and the supervisor of that employee.
9.3 Where the person to be investigated is one of the persons listed above, such person shall not take any part in the investigation process, nor meddle with available evidence in anyway whatsoever.

10. Alternative Methods of Taking Forward a Complaint
10.1 This Policy is intended to provide stakeholders with an avenue to raise concerns with the Company. The Company hopes that this mechanism will satisfy the concerns of those who make use of it. If an individual feels it is right to take the matter outside this process, the following are the other possible contact points:
•Individual’s Solicitors.
•The Company’s Disciplinary Committee Chairperson
•The Police – suspicion of fraud may be reported directly to the Police.
10.2 If employees or concerned persons do opt to take the matter outside the Company, they need to ensure that any disclosure made is done in a reasonable and responsible manner. A disclosure will be protected, even if it is proven to be unfounded, as long as it was made in good faith. However, any employee or concerned person making a rash disclosure will not be protected. This can be checked with the Internal Auditor who shall also advise on the appropriate course of action.
10.3 False Reporting
10.3.1. The Company shall not tolerate false reports. The whistle blower must therefore be sure of his or her facts before making a report.
10.3.2. If a staff makes a report which he or she knows or reasonably should know to be false, he or she shall be subject to disciplinary action which may involve termination of employment.
10.3.3. False reporting could also lead to civil or criminal prosecution. The staff may be liable for damages towards anyone who has suffered from a false report.
10.3.4. The Company shall not indemnify or reimburse any staff that has made a false report for costs or other consequences related to such false reporting.

11. The Responsible Officers
The Company Secretary, Head, Risk and Compliance and Internal Auditors in consultation with the Managing Director/Chief Executive have collective responsibility for ensuring compliance with this Policy. The Internal Auditors shall maintain a record of concerns raised and the outcomes (but in a form which does not endanger confidentiality) and will report as necessary to the Board Audit Committee.
Where there is an allegation or concern against the Internal Auditors, such allegation or concern shall be reported to the Managing Director. However, where the allegation or concern is against the Managing Director, such allegation or concern shall be reported to the Board.

12. Public Concerns
12.1 It is recognised that some members of the public may be reluctant or unaware of how to report incidents and concerns through these formal procedures. In order to reduce any barrier to reporting fraud, dedicated `Hotlines` have been established in line with the requirements of the SEC and NCCG Codes of Corporate Governance.
12.2 The objective of these Hotlines are to provide an avenue for reporting suspicious fraudulent activities within the Company to Regulators. All calls to the Company’s hotlines will be dealt with by experienced professionals, and all concerns will be professionally investigated. Any person who wishes to remain anonymous may do so.

13. Evidence
Evidence and documentation shall be persevered in accordance with reporting instructions/ requirements, disciplinary procedures and applicable policies.

14. Co-operation
14.1. Management is obligated to fully co-operate with and assist the Disciplinary Committee and other parties engaged to investigate a breach.
14.2. All levels of Management are expected to give treat all matters concerning a breach seriously, confidentially and promptly.

15. Feedback
If requested, any staff making a whistle-blowing report may receive general information on the progress and closing of the investigation and its outcome, unless giving such feedback would be detrimental to the investigation.

16. Records
16.1. The Internal Auditors shall maintain a log of all reports received by him/her, tracking the investigation and resolution, and shall prepare periodic summary reports on whistle blowing activities thereof for the Board Audit Committee.
16.2. Copies of such reports and logs will be maintained in accordance with applicable policies and procedures.

17. Confidentiality
All concerns shall be treated in confidence. Employees and other stakeholders may choose to raise concerns anonymously. The Company encourages whistleblowers to identify themselves to ensure that a full investigation is possible. In raising a concern about wrongdoing, it can be assumed that only the Company’s representatives who are investigating the concern raised shall be aware of the identity of the whistleblower and of the facts relating to the concern.
The identity of the whistleblower and other confidential information relating to the concern shall only be revealed to others to the extent that;
➢The Company is under a legal obligation to do so; or
➢Where the individual’s identity or the matters relating to the concern are already in the public domain; or
➢On a strictly confidential basis to the Company’s professional advisers for the purpose of obtaining advice; or
➢To the police or as otherwise required under anti-money-laundering or other legislation.

18. Outcome of investigations
At the conclusion of any investigation, the person who has investigated the matter shall, if appropriate (and allowable by law);
➢Inform the individual who raised the concern of the outcome of the investigation;
➢Inform the individual(s) who were the subject of the concern;
➢Inform the Board or external authorities who may need to consider whether any action should be taken as a result of the investigation.
The investigator will also register the concern, and make a record of the outcome of the investigation into a register held by the Internal Auditor. The purpose of this is to ensure that any common patterns of concern are monitored.
The Internal Auditor shall also be responsible for reporting to the Chairman of the Board Audit Committee on the nature and outcome of any investigations.

19. Disciplinary Action
19.1. Staff suspected of a Breach shall not be considered guilty unless the allegations or suspicions have been proven and they have been given the opportunity to defend themselves.
19.2. Executive Management shall be responsible for implementing measures (disciplinary or otherwise) deemed necessary as a result of established breach incidents on the recommendation of the relevant Disciplinary Committee or the Board as appropriate.

20. Review OF POLICY
This Policy is subject to reviewed from time to time as needed in order to ensure that the Policy continues to meet the objectives which it is established to achieve. All such amendments will subsequently be approved by the Board of Directors before they become effective.

Premium Layer Mash

Balanced Ration for Laying birds of all ages. Formulated with the choicest natural, high quality, and wholesome materials to ensure healthy, active layer birds and improve egg production.

L-Gold Broiler Finisher Pellet

Contains elevated energy and amino acids complement to support optimum weight gain, provide the highest carcass quality and ensure early cropping of birds. It is formulated for broilers aged 22- 25 days.

L-Gold Broiler Starter Crumble

Formulated to support the development of strong bones and boost the birds’ structural balance. It is designed for broilers aged 11 to 21 days.

L-Gold Broiler Pre-starter Crumble

This is a high energy feed, with elevated level of all essential amino acids. It promotes faster development of the structural and protective tissues, reducing early flock mortality. For broilers aged 0-10 days.

Broiler Finisher Pellet

Formulated to meet the structural demands of older broilers from 4 weeks old. It supports the development of strong, healthy bones and promote uniformity in flock growth.

Broiler Starter Crumble

It is enriched with high levels of choline to enhance fat metabolism and functions as an anti-inflammatory agent to support neural functions in broiler chicks. Ensures speedy growth and maintenance of structural and protective tissues

Layer Pellet

Formulated from wholesome raw materials replete with essential amino acids, vitamins and minerals to meet the nutrient requirements of laying birds. It ensures active and healthy birds while improving egg production

Aliyu Akemokwe

Operations Manager

Mr. Akemokwe is a seasoned Engineer.

He started his career at Livestock Feeds Plc. as a UACN management trainee in September 2017. Ever since he has held several critical positions as Utility Engineer as well as Production Manager. He rose to the position of Mill Manager in 2019 and in 2021 he became Operations Manager. He is currently the Operations Manager overseeing the management of the mills across the nation and driving the Operational strategies of the business. 

He graduated from Ahmadu Bello University, Zaria where he studied Electrical Engineering. 

Taiwo Ogunbowale

National Sales & Marketing Manager

Mr. Ogunbowale is a passionate salesman. He Joined Livestock Feeds Plc in 2008 as an Area Sales Representative. He became the Area Sales Manager, covering the North in 2014 and was instrumental to the development of the company’s brands across the region. He is currently the National Sales and Marketing Manager responsible for driving the Sales and Marketing Strategies of the business. 

Taiwo holds a Bachelor degree in Agriculture from the University of Agriculture Abeokuta, Ogun state.

Taiwo is well experienced in market development, customers engagement, relationship management and strategy formulation. He has a broad knowledge of the Nigeria Livestock industry. 

Temitope Omodele

Non-Executive Director

Mrs. Temitope Omodele is a finance professional with over 15 years of experience. She is a fellow of the Institute of Chartered Accountants of Nigeria (ICAN) and the Association of Chartered Certified Accountants (ACCA). She holds an MBA from Lagos Business School, a BSc. in accounting from the University of Lagos and a diploma in IFRS.

She started her career at KPMG Professional Services where she provided technical accounting, audit and assurance services to Companies in multinational and local entities in various sectors. While at KPMG, Temitope was seconded to the Department of Professional Practice in KPMG Inc. South Africa. On her return to Nigeria, she, along with other team members, pioneered the Department of Professional Practice for KPMG Professional Services Nigeria.

Temitope joined UAC of Nigeria PLC in September 2020 as its technical accounting and reporting lead and now serves as Senior Vice President, Finance with responsibility for overseeing the finance operations of the Company, group reporting, providing strategic accounting and tax advice, and supporting its corporate finance and investor relations teams.

Mrs. Omodele joined the Board of Livestock Feeds on 26th October 2022 and she is a member of the Board of Governance and Remuneration Committee. 

Environmental sustainability programs

Livestock Feeds Plc has embarked on different initiatives in creating a more environmentally conscious workplace and developing a company culture through eco-friendly policies.

Community Development Projects- supporting Lagos State Retirees

Livestock Feeds Plc has supported Lagos state retirees with basic poultry tools as Lagos state retirees are equipped with entrepreneurial skills in Fish, Poultry, and snail farming. The aim is to ensure a seamless kick off the micro-scale poultry farming. According to Director, Post Service Department, Office of the Head of Service, Mrs Bukola Durodola, said with the support given to retirees will in no doubt equip them and drive the eagerness to commence their business which will in turn help them earn income and keep them busy.

Small Farm Holding for Sanngo Senior Secondary School.

At Livestock Feeds PLC, Corporate Social Responsibility (CSR) is fully integrated into our strategic business model. One of LSF Corporate Social Responsibility (CSR) initiatives, is demonstrated in its commitment to support the educational sector in Nigeria.

The CSR initiative is the provision of a Small Poultry Farm Unit for Sanngo Senior Secondary School, Agege, Lagos State. This initiative aims to equip students with the basic skills and management techniques involved in rearing poultry in animal production as well as prepare them for further studies and future occupation in Agriculture in Nigeria.

Apart from the provision of the poultry farm which consist of one Hundred (100) Layer Birds, there will be constant supply of livestock feeds for optimal growth and development as well as above 95% egg production.

The Clean Water Initiative- Aba CSR

Project Overview
As part of a deliberate approach to societal development, Livestock Feeds Plc has successfully implemented a Clean Water Initiative for over 120,000 residents in Eziama community in Aba North Local Government Area, Abia state, Nigeria. The initiative, which will be commissioned on November 18th, 2021, is aimed at providing clean water for the residents through the implementation of a mechanized borehole while addressing the Sustainable Development Goal (SDG) of access to clean water by 2030.

Over the years, access to clean water had always been a challenge for the people of Eziama community. The community has been exposed to several health risks which are associated with the use of unclean water from a river. The people would often travel a long distance (about 2km) by foot to the neighbouring village to fetch water from the river during the dry season. The same river is used by nomads in the area to wash and feed their animals thus contaminating it for use. Our objective was therefore to tackle this issue in a sustainable way and provide relief to the community.

After several visits and consultations with key stakeholders, LSF has successfully set up the community’s first mechanized borehole which will ensure that safe and clean water is accessible to every member of the Eziama community.

Project Approach
The mechanized borehole constructed by Livestock Feeds Plc has two strategic fetching points for easy accessibility by the members of the Eziama community. With the technical expertise of the LSF engineering team, they have ensured that the borehole project meets all regulatory standards. The boreholes will be electrically powered by LSF to ensure that the overhead tanks are continuously filled with water and electric consumption is environmentally sustainable.

Rose Hamis

Company Secretary

Mrs. Rose Joshua Hamis has served as Company Secretary of Chemical and Allied Products Plc since January 1, 2014.

She holds a Bachelor of Law (LLB) degree from Ahmadu Bello University, Zaria, and received a Bachelor of Law (LLB) degree from the Nigerian Law School, Lagos, in 1999. She obtained her Masters degree in Law from the University of Lagos in 2013. She is an Associate Member of the Institute of Chartered Secretaries and Administrators, London and Nigeria.

She started her working career as a Legal Officer and Assistant to the Company Secretary/Corporate Affairs Manager of Costain (West Africa) Plc from 2001 to August 2004 and joined UACN Property Development Company Plc (UPDC) as a Manager, Registrar of Titles from September 2004 to January 2006. She was a Legal Advisor of UPDC from January 2006 to June 2006 and was later transferred to the Group Legal Department of UACN Plc in January 2007 as Litigation and Claims Manager.

She became the Secretary Services Manager in July 2011 and in that capacity, she is the Company Secretary to MDS Logistics Limited, UAC Restaurants Limited, Warm Spring Waters Nigeria Limited, Spring Waters Nigeria Limited, UPDC Hotels Limited and Unico CPFA Limited. She was formerly Company Secretary of UAC Registrars Limited and Opticom Leasing Company Limited.    

Chiamaka Uwaegbute

Non-Executive Director

Mrs. Chiamaka Uwaegbute is an experienced finance professional with a demonstrated history of working across the investment industry value chain as both an external consultant/deal adviser and a deal originator/portfolio manager. She is a charter holder of CFA Institute. She holds a BSc in Economics from the Veritas University Abuja and MSc Development in Economics from SOAS, University of London, United Kingdom.

 

She started her career at PwC as an Audit Associate and then Corporate Finance Associate. She also worked at Nestoil Ltd as acting head of Corporate Finance of Century Power Generation Ltd, a subsidiary of Nestoil Limited.

Chiamaka joined UAC of Nigeria PLC (“UAC”) in July 2021 as an Investment Associate and is currently a Vice President, Investment at UAC. Her responsibilities at UAC include portfolio management, deal origination, executive and strategy review, and development.

 

Mrs. Uwaegbute joined the Board of Livestock Feeds on 21st July 2023.

AQUAMAX FISH FEED

Aquamax extruded Fish Feed is a product carefully formulated with the choicest wholesome materials blended in the right proportion to support optimum growth and weight gain of African Catfish. We offer Aquamax in 5 different pellet sizes for different developmental stages of catfish.

Layer Crumble

Formulated from wholesome raw materials replete with essential amino acids, vitamins and minerals to meet the nutrient requirements of laying birds. It ensures active and healthy birds while improving egg production.

LAYER MASH

Corn-soya based ration, formulated to get the best out of your laying birds. Guarantees to give you high HDP with large eggs size and golden yolk!

GROWER MASH

Formulated to help prepare your pullets for the laying stage. It contains right quantity of calcium and phosphorus to help the pullet in initiating egg formation

Grower Pellet

Formulated to support gradual & proper endocrinal & physiological development of growing birds. Fed from 9 weeks to onset of laying.

Grower Crumble

Formulated to support gradual & proper endocrinal & physiological development of growing birds. Fed from 9 weeks to onset of laying.

Chick Crumble

Developed to meet the nutritional requirement of chicks at day old
to 8 weeks.

High in Energy, Protein, and the essential vitamins and minerals for further strengthening of chicks and prevention from immuno-suppressions. It promotes rapid growth and development and encourages uniformity in flock growth.

Book an Order

Wole Adeleke

Quality Assurance Manager

Mr. Adeleke has over a decade experience in manufacturing and is competent at providing consistent quality production by enforcing good, automated manufacturing practices and validating processes.

Adeleke joined Livestock Feeds Plc in 2011 as a Quality Assurance Officer for Aba Mill. He was moved to Operations Department as a Production Superintendent for Aba same year. In 2015, he was transferred to Head Office as the Nutrition Officer.


He was appointed the Acting Quality Assurance Manager in September 2018 and subsequently, became the Quality Assurance Manager.
He obtained B. Agric in Agriculture from the University of Ilorin in 2004 and MBA in Agribusiness from Federal University of Agriculture, Abeokuta, Ogun State.

Adeleke enjoys reading at his leisure time.

Adekunle Adepoju

Chief Financial Officer

Mr Adepoju is a professional Accountant with over 2 decade years of wealth of experience in managing financial operations and management.

He joined the Company in March 2007 as Management /Treasury Accountant and rose to the position of Financial Accountant in April 2012. Currently, he is the Chief Financial Officer of Livestock Feeds Plc.


He graduated from University of Ilorin in 1996 with B.Sc. Agric and MBA from OAU, Ile- Ife in 2012. He became an Associate member of the Institute of Chartered Accountant of Nigeria (ICAN) in 2006. He is also an Associate member of Chartered Institute of Stockbroker of Nigeria (CIS).

Daisy Ekekwe

Human Resources Manager

Ms. Daisy is a seasoned Human Resource Manager with a passion for cultivating  inclusive  and thriving workplace culture. With over a decade of experience , she started  her career  journey as a HR officer at the BUA Sugar Refinery where she rose to the role of the Group Payroll Manager. 

In 2019, she joined the UACN and  transitioned to the role of Human Resource Business Partner. On this role she supported the leadership team excellently on Recruitment, Learning and Development and implementation of customized HR operations and policies. 

In 2020, she assumed the role of Human Resource Business Partner at Livestock Feeds Plc.  She played a key role in aligning Sales  and Operations with  HR initiatives to drive performance and collaboration.  This she did up until April 2024. 

She holds a Degree in Management Information Systems from Covenant University, Ota.  She is also SPHRi certified by the Human Resources Certification Institute In Virginia, USA where she volunteers as a Subject Matter Expert.  

Olufemi Omogoye

Supply Chain Manager

Mr. Olufemi is an innovative professional with over 2 decades of robust experience in delivering lean and agile supply chain optimization.

He was employed as a Sales Representative in Grand Cereals Limited in 2000 and was later transferred to UAC Foods in 2005 on the same position. In 2006, he was moved to Grand Cereals Ltd as Regional Manager Lagos West & North, a position he held till 2009 when he was made Sales Operation Manager between 2009 – 2010. He was the Customer Service Manager of MDS Logistics, GCL Operation in Jos before, he was appointed as the Supply Chain Manager in Livestock Feeds Plc on September 2014.


Mr. Olufemi holds a B.Agric (Agric. Economic) from University of Agriculture, Abeokuta and is an Associate member of Nigerian Institute of Marketing.

Abayomi Adeyemi

Director

Mr. Yomi Adeyemi is a graduate of Mathematics / Statistics with over eighteen years of diverse finance industry experience in Corporate & Investment Banking, Stockbrokerage and Asset Management. He is a Fellow of both the Chartered Institute of Stockbrokers and Institute of Chartered Accountants of Nigeria. He is also a CFA Charter holder and an alumnus of the Lagos Business School Executive Programme. He has over the years attended various training programmes in finance, leadership and governance in Ivy League institutions including the Harvard Business School.

He started his career with Merchant Bank of Commerce (MBCOM) in 1998. He left in 2000 to join the Corporate Banking Division of Lead Merchant Bank. Whilst at Lead Bank, he also worked in the Investment Banking Group that was responsible for various landmark capital market transactions. He was later seconded to the brokerage arm of the Bank (Lead Investments & Securities Limited) to revamp its dwindling fortune.

He joined Core Trust & Investment Limited as Group Head, Financial Advisory Group in 2004, a position he held till 2008, when he led a new group of investors to acquire controlling interest in Fortress Capital Limited (formerly Heritage Investment and Securities Limited) as the Managing Director.

Daniel Obaseki

Non-Executive Director

Mr. Daniel Obaseki has investing and operating experience across the food and natural resources sectors in Sub-Saharan Africa and broader emerging markets. Mr. Obaseki holds a B.A. in Philosophy from Dartmouth College and an MBA from the Massachusetts Institute of Technology (MIT).

Mr. Obaseki is the founder of Elevation Food Partners, an operating company focused on developing platform food companies in key markets across Sub-Saharan Africa through a combination of world-class international partners, purpose-built management teams, and long-term capital.

Prior to founding Elevation Food Partners, Mr. Obaseki was with Proterra Investment Partners, a leading natural resources-focused investment firm spun out of Cargill Inc. At Proterra, Mr. Obaseki was co-head of the Sub-Saharan Africa investment strategy for the firm’s solely emerging markets, food-focused private equity funds with c.$1.2bn in assets under management. Mr. Obaseki was previously the CCO of Valentine Chickens Limited, an integrated poultry company in Kwara State, Nigeria, and served on the Board of Country Bird Holdings, a leading integrated poultry company with operations across Sub-Saharan Africa. Mr. Obaseki spent the early part of his career in investments in the natural resources and agribusiness sectors at the International Finance Corporation and Tradewinds Global Investors.

Mr. Obaseki joined the Board of Livestock Feeds Plc on 16th April 2019.

Adebolanle Badejo

Non-Executive Director

Mr. Adebolanle (Debola) Badejo is a results-oriented investment professional experienced in advising companies on strategy, corporate finance, and capital allocation. He currently serves as an Investment Executive at UAC of Nigeria Plc (UAC) where he is responsible for managing the Group’s interests in the Food and Beverage sectors. He currently serves as a Non-Executive Director at UAC Foods Limited and UAC Restaurants Limited.
Debola is also a Principal at Themis Capital Management (Themis), an active investment company focused on concentrating capital, talent, and expertise on a select number of long-term investments in companies that will benefit from Africa’s demographic trends.

Prior to joining Themis in 2018, Debola spent over 10 years as a Corporate Finance Executive in various leading investment banks, including Standard Bank in Lagos, London, and Johannesburg, where he executed Mergers & acquisition, restructuring and capital raising transactions across Sub-Saharan Africa; and Morgan Stanley in New York, where he worked on multi-billion dollar transactions for large corporates across North America.

Debola graduated with a B.Sc in Systems Engineering from the University of Virginia in May 2008 and holds MBA degrees from both Columbia Business School and London Business School through the schools’ Joint Global Executive MBA program.

Adegboyega Adedeji

Managing Director

Mr. Adegboyega Adedeji is the Managing Director and Chief Executive Officer (MD/ CEO) of Livestock Feeds Plc. Prior to his appointment, Mr. Adedeji was the General Manager, Sales and Operations and played a pivotal role in the expansion of the Company’s market position as well as development of new products. He has held several managerial positions within the UACN Group.

In 2001, he worked as the Regional Sales Manager in Grand Cereals Limited and became the Procurement Manager a year later. He was moved to the Group Office in 2007 as the Training Service Manager – a position he held until 2009 before assuming the role of the Franchise Sales Manager at UAC Restaurant Limited between 2009 and 2010.

He was on the management team of UAC Foods Limited as the National Sales & Marketing Manager in December 2010 and ultimately became the Sales Operations Manager in 2013 after the merger with South African food brand – Tiger Foods.

He holds a bachelor’s degree in Geography from Obafemi Awolowo University (Ile Ife) and a Master of Business Administration from the University of Roehampton, United Kingdom. He has attended leadership courses at top global and local business schools. He loves football and travelling.

Joe Dada

Chairman

Mr. Dada graduated from Ahmadu Bello University, Zaria with a B.Sc (Hons) in Economics. He also holds a Master’s of Science Degree in Marketing Management from the University of Lagos. He is a member of Advertising Practitioners Council of Nigeria (APCON) and a Fellow of the National Institute of Marketing of Nigeria (NIMN).
He is an alumnus of the famous Kellog School of Management, North Western University, Illinois, USA.

He joined UAC of Nigeria Plc as a Management Trainee in September 1983. He worked variously as Factory Planning Manager, Brand/Export Manager and Market Research/Media Manager with the then A J Seward Division of UACN.

He later worked with UAC Export as Export Business Manager and subsequently, with UAC Foods as Product Group Manager and Fast Foods/Marketing Services Manager.
Also at UAC Foods, he worked as Divisional Ice Cream Director, Divisional Frozen Foods Director and Acting Divisional Fast Foods Director.

He was the Managing Director of Grand Cereals Limited, a subsidiary of UACN, from 1999 to 2010 when he was elevated to the Executive Management of UAC of Nigeria Plc, Executive Director, Corporate Services with responsibility for Human Resource, Marketing and Strategy, a position he held till 31st December 2017.

He joined the Board of Livestock Feeds Plc as a Non-executive Director on February 8th 2013. Mr. Dada is also on the Board of a number of companies within the UAC group in a non-executive capacity. He is the current chairman of the board of Livestockfeeds Plc.