Section 1 | Hiring Policies

1. Equal Company
   The Company is an equal opportunity employer that does not discriminate based on age, gender and gender preferences, disability, marital status, religion, or political persuasion in regards to hiring and promotion. The Company hires and promotes based on culture-fit, competency, and performance potential.


2. Screening Procedure
   All candidates for employment pass through a stringent screening procedure to determine job and culture fit, including but not limited to series of interviews, personality and trade testing, and background check.



As prerequisites to employment, desired candidates are required to submit the following prior to first day of work:

1. Birth certificate
2. Certification of previous employment with salary
3. Marriage contract (if married)
4. School credentials (diploma/transcript of records)
5. SSS No., Form E1 and Form E4
6. TIN (Tax Identification Number)
7. PAG-IBIG Number
8. Color ID pictures (2x2) 1 piece; (1x1) 1 piece
9. NBI Clearance, and Barangay and Police Clearance from the City or municipality where the applicant is residing
10. Medical Certificate from the Company’s accredited clinic attesting to the fact that the applicant is fit to work



Failure to submit any of the above mentioned documents or falsification/tampering of the same may lead to revocation of job offer or contract or if found much later, may be used as grounds for termination of employment.

3. Internal Hiring
   As much as it is practicable, the Company promotes employees from within to assume position of greater responsibility. This is done in order to provide career path for them and to motivate them to be responsible for their own growth development.


4. Job Assignment and Transfer
   You are hired to assume a specific position. In practice, your employment in the Company shall accompany a job appointment with attached job description. In some cases, you may be assigned to perform dual jobs.



The Company reserves the right to assign you to any job location or position where you are most needed or when there is an operational exigency. The implementation of such transfers shall be handled and documented by the HR Department.

5. Probationary Employment
   All employees of the Company are hired under probationary status for the first six (6) months to determine their ability to cope with both the performance standards and the culture of the organization.


1. Probationary employee’s performance is appraised on the 5th month and discussed with them by their immediate superior.
2. Employees who are found to be unsuitable are terminated from employment thru a duly-signed notice of termination of probationary employment issued by the HR Department within one (1) week upon completion of the appraisal.
3. Those who are found to be suitable are given the regular status. Once regularized, they become eligible for company-provided benefits.


6. Contractual/Project Employment
   In order to augment influx of workload due to contracts or projects, the Company engages temporary employment. Employees under these categories are provided all government-mandated benefits and are deducted the appropriate income tax but are not eligible to receive Company-granted benefits.


7. Employee Records (201 File)
   The Company keeps records concerning your employment, so it is important that your personnel records (201 file) are accurate and up to date. When you were hired, you provided us with certain information about yourself, and it is important that this information remains current because it enables us to reach you in an emergency, to maintain your benefits properly, and to compute your payroll deductions. Using the standard Personal Data Amendment Form, kindly notify the HR Department in case of any change in your name, address or telephone number, marital status, number of dependents, beneficiary or dependents listed on your insurance policy, or any change in the person that you want us to notify in case of an emergency.


1. If it cannot be avoided, employees must call and report their tardiness or absence to their immediate supervisor prior to designated work schedule or as soon as it is practicable. Upon arrival at the office, approved Leave Form must be filed at the HR Department.
2. If absenteeism is due to illness and is for two (2) consecutive days or more, a doctor’s certificate or a fit-to-work order must be submitted to support the Leave Form.
3. Excessive absenteeism, early departures, tardiness, and/or failure to notify immediate superior of the same may lead to disciplinary action up to and including termination of employment.

Section 2 | Conditions of Employment

1. Working Hours and Lunch Breaks
   
1. Official business hours are as follows:
   
   
   • Operations
   • Monday to Friday     -       9am to 6pm
   • Satudray                 -       9am to 3pm
   
   

   **Employees are paid for a full work day.

   • Shared Sevices
   • Monday to Friday     -       8:30am to 6:30pm
   
   
   • Retail Outlets
   • 9-hour shifts covering mall operating hours
   
   
2. For every 9-hour/10- hour work block, employees have one (1) hour unpaid lunch break from 12:00 noon to 1:00 pm and paid coffee breaks of 15 minutes in the morning and in the afternoon or as arranged with Management in order to provide uninterrupted customer service/office coverage at all times.


2. Attendance and Punctuality
   The Company expects you to be reliable and to be punctual in reporting for scheduled work. Absenteeism, tardiness, and early departures from the workplace put an undue burden on other employees and on the Company. Employees are not given grace period and thus tardiness is counted right after the hour.



The following are the guidelines on tardiness (applied to undertime as well):

Length of Tardiness	Corresponding Salary Deduction
1 minute to 29 minutes	deduction equivalent to ACTUAL minutes late
30 minutes to 59 minutes	deduction equivalent to one (1) hour late
60 minutes to 4 hours	half day deduction or 4 hours late



3. Absences
   As a matter of benefit, regular employees are provided 15-day vacation and 15-day sick leaves per year. Those who cannot come to work due to personal time or illness may charge their absences on their available leave credits. Probationary and contractual employees however will have to file for Leave without Pay.


4. Overtime
   As may be required by operational exigencies, employees may render overtime work provided it is pre-approved by their immediate superior. Employee-initiated overtime work is considered unauthorized and will not be paid.


5. Daily Time Record
   Employees must log in and out using the biometric system each and every time they step out of office premises. Biometric system reports of branches and outlets must be submitted to the HR Department within the defined semi-monthly deadline for timely payroll preparation.



Employees are responsible for ensuring the accuracy of their own time sheets. Altering, falsifying, or tampering with timesheets is STRICTLY PROHIBITED and such act may result in disciplinary action up to and including termination.

6. Field Assignment
   All field assignments must be covered by Official Business Form (OBF) and/or a Personnel Itinerary Form (PIF) duly approved by your immediate superior. Failure to do so will not be recognized as an official work hour hence will be construed as AWOL and will not be paid.

Section 3 | Tools of Trade

Section 4 | Standards of Excellence

The Company continuously strive to provide excellent service to its customers, the same way it expects its employees to uphold and live up to the standards of excellence. These standards of excellence are reflective of the Company’s core values, its vision, and the corporate image it wants to be known for.

The standards of excellence apply to all members of the organization and its affiliates, regardless of rank and status, as well as the Company’s subcontractors. While these standards are required while within the office or conducting business outside, it wouldn't hurt to live up to them while on personal time. After all, these standards are also the basis for personal leadership.

1. Personal Image
   The Company provides Company uniforms to all its employees free of charge, as a means of promoting corporate brand. These must be worn most days of the week while Saturdays are reserved for dressing down. There are also employees who are exempt from wearing company uniform due to nature of their work. Dressing down and/or being exempt from this standard however does not give permission to anyone to wear any of the following when coming to work:


• Shorts or cut-offs
• Sleeveless or tank tops
• Tight fitting/body hugging clothes
• Skinny jeans or pants
• Mini skirts
• Slippers, sandals, or flip-flops
• Any item of clothing that reveals too much of a body part and which may compromise the wearer’s moral integrity



Any employee whose attire does not meet this standard may be refused entry or may be sent home thus will be marked absent for that day.

For easy recognition, all employees are required to wear Company ID when in the Company premises or while conducting official business outside.

2. Communication
   
1. The Company encourages its employees to communicate openly with their clients, peers, superiors, or subordinates about anything however, communication must be with respect and courtesy, regardless of rank and status.


• Address the other party with respect at all times
• No shouting is necessary unless the building is on fire
• Grievances must follow the established due process
• Performance issues must be coursed through the proper channels
• Speak directly to whoever is concerned to avoid grapevines
• Rumor mongering is strictly prohibited


2. Always practice telephone courtesy, you will never know who is on the other end of the line:


• Answer the phone within the first three (3) rings
• Identify the name of the Company (for direct lines) or your department (for locals) when answering the phone
• If the party being called is not available, take the caller’s message and make sure the intended recipient receives it
• Do not chew gum or eat while talking to someone else, whether personally or over the phone
• Smile when answering the phone


3. When sending official communication via electronic mail, please observe internet courtesy as follows:


• Be concise. Longer messages are difficult to read, and most people will not read them carefully, so use bold font or underline important action items.
• Avoid sarcasm. It can come across as rude or abrupt because the recipient can't gauge your body language.
• Include a descriptive, concise subject line. Make the subject line grabbing. Many people are inundated with emails, so give them a clue as to your content so that they can prioritize.
• Don't send an email when emotional or angry. Sit on it for 24 hours.
• Use exclamation points sparingly. The maximum number of exclamation points in a business e-mail? One. Otherwise, you risk looking childish and unprofessional.
• Avoid using shortcuts to real words (text like abbreviation), emoticons, jargon, slang or jejemon when sending professional email and text messages. Words from grown, business people using shortcuts such as '4 u' (instead of 'for you'), 'Gr8' (for great) in business-related e-mail is not acceptable. If you wouldn't put a smiley face or emoticon on your business correspondence, you shouldn't put it in an e-mail message. Any of the above has the potential to make you look less than professional.
• Think twice before hitting “reply all.” Ask yourself, 'Do all these other people really need to hear my reply?' If not, reply only to the original writer. You don’t want to waste anyone’s time because they are probably occupied with their own projects.
• Respond to emails in a timely manner. After you receive an email, don’t tuck it away. The faster you respond, the better. If you require more time, let the sender know you're reviewing the email and when you'll get back to that person.
• Read the email before you send it. A lot of people don't bother to read an email before they send it out, as can be seen from the many spelling and grammar mistakes contained in emails. Apart from this, reading your email through the eyes of the recipient will help you send a more effective message and avoid misunderstanding and inappropriate comments.
• NEVER USE ALL CAPS or all lowercase.
• Start with a greeting (hi, hello, good morning, etc.) and end with a closing (Thanks; I appreciate your time; until then; best wishes, etc.).
• Never try to resolve a conflict via email. Back and forth emailing is almost guaranteed to make the situation worse. Pick up the phone, walk down the hall, or set up a time to talk.


3. Meritocracy
   

Staying faithful to its definition, the Company chooses the talented and allows them to advance in the organization on the basis of their achievement. This philosophy is backed by systems and programs that will allow employees to achieve their full potential. On the other hand, it is the responsibility of the employees to:

• Take performance standards seriously
• Accept their responsibility for and manage their own performance, both behavioral and work related
• For leaders, to provide constant performance feedback
• Give credit where credit is due: Do not take credits for the contribution of others


4. Company Resources
   

The Company implements strict policies on company resources, be it fiscal, time, human, or machine. Any misuse or misappropriation of resources is meted with appropriate disciplinary action. Embezzlement, regardless of amount, will be dealt with outright termination without prejudice to any civil or criminal case that the Company may choose to file.

It is the responsibility of the employees to:

• Be punctual and do not exceed the time allotted for lunch and coffee breaks
• Be productive when on paid time
• Refrain from using Company resources for personal gain
• Protect and respect Company resources at all times. Make sure that tools and equipment are properly used as specified in product manuals and that they are not damaged in the course of or loaned to individuals who cannot be held accountable for its damage. Return all materials and supplies after use to their authorized custodian
• Ensure that all financial transactions entered on behalf of the Company are correct and covered by Official Receipts (OR)


5. Non-disclosure/Confidentiality of Information
   

The Company puts premium on protecting business information hence, all employees are bound by a non-disclosure agreement that is aimed at preserving this. Such confidential information includes but is not limited to:

• Business Contracts
• Fiscal Records
• Compensation Data
• Pricing and Cost of Products and Services
• Marketing Strategies
• Pending Projects and Proposals
• Proprietary Production Processes
• Client information


6. Conflict of Interest

The Company expects its employees to avoid any activity that will interfere, run in conflict, or jeopardize their work or the interests of the Company. Everyone is expected to conduct themselves in a manner that will protect their integrity and good faith.

Conflict of interest may arise in but are not limited to the following areas hence employees are advised to exercise prudence at all times:

1. Moonlighting


• Working or engaging in business outside of office hours maybe allowed provided it is not, directly or otherwise, in competition with the Company and with expressed approval from the Management
• Any employee who may wish to run for public office must resign upon filing and approval of their candidacy


2. Vested Authority

Employees must never use the authority vested in them by their position hence must remove themselves from situation where it may be compromised. These situations include but not limited to:

• Favoring friends or relatives in winning contracts or bids
• Asking employees, whether direct reports or not, to perform non-job related activities against their will or that will compromise their own integrity
• Other analogous incidence


3. Employment of Relatives

The Company strictly prohibits employment/engagement of relatives up to third degree of consanguinity and affinity.

• Should employment of a relative becomes absolutely necessary, the employees concerned must not belong to the same department, project, work unit or any function which may compromise corporate check and balance. The same principle applies to co-workers who eventually get married
• Employment/Engagement of relatives/spouse should have prior approval from Directors-in-Charge, Director for Shared Services, and the President


7. Gifts/Inducements

No employee is allowed to accept gifts, whether material or cash, attend extravagant entertainment, or huge discounts and product offers, in exchange of winning business deals or favors from the Company. Mementos given on special occasions may be accepted provided they are not used to facilitate business deals.

In the same manner, no employee is allowed to give gifts to another person or entity, whether material or cash, or provide extravagant entertainment or excessive discounts and product offers, in order to win contracts or projects or to refrain them from doing business with the Company.

8. Public Statement

Unless otherwise authorized by management, no employee is allowed to make any public statement, in person or through any form of media, about the Company’s state of affairs, its officers and directors.

9. Relationships in the Workplace

While the Company promotes collegial and supportive relationship among its employees, it may become a matter of serious concern if the relationship becomes inappropriate and is already:

1. Impairing work performance of either or both parties
2. Creating a hostile work environment
3. Against the principles of morality and decency



Further, the Company does not condone illicit relationships and will always be respectful of the substance and letter of the law. Any employee who may be found guilty of being in this kind of relationship will face immediate termination notwithstanding any criminal case that may be filed by the aggrieved party.

10. Sexual Harassment

The Company is committed to providing a workplace that is free from harassment, intimidation, coercion, and abuse.

Any of the following acts and other acts listed in the Code of Conduct may constitute sexual harassment and will be meted with appropriate disciplinary action including and up to termination notwithstanding any criminal case that the aggrieved party may file in the courts of law:

• Direct or implied threat that submission to sexual advances will result to favors including those that are professional in nature such as employment, promotion, additional incentives, and the like, or fiscal including but not limited to material gifts or debt condonation, or any act which may constitute emotional blackmail
• Inappropriate reference to co-worker’s gender identity or gender preference
• Direct or subtle propositions of sexual nature that are unwanted, uncalled for, and cause tension in the workplace
• Sexually explicit jokes or anecdotes whether verbal, written, or thru electronic mail
• Public display of sexually-oriented materials or magazines
• Inappropriate and unwanted touching, patting, kissing, or brushing against other person’s body
• Any act that may be construed as a sexual innuendo


11. Diversity and Equality

The Company is committed to the principles of fairness and equality both in service delivery and employment to make sure everyone, regardless of color, sexuality, status, religion, ability, or political view, can take part in and contribute to society. Further, the Company maintains a culture that:

• Does not tolerate harassment by its employees of any form, whether of co-employee, visitor, or any member of society
• Recognizes and respects people’s background, belief, and orientation
• Promotes individual rights and responsibilities


12. Employee Protection

Employees of the Company or its subcontractor, service providers, and/or clients are encouraged to report any issue or concern in the workplace which they know is not in conformance with the Company’s Standards of Excellence, conditions of employment, and core values or anything that may be described as illegal, discriminatory, fraudulent, or dishonest. Reports are to be coursed through the whistleblower’s immediate superior or if it is not possible, to the HR Department who will conduct investigation on the case.

• Employees in question are prohibited from doing retaliatory acts or any form of harassment on the whistleblower. Doing so will be used against the employee in question and will be subject to appropriate corrective action
• Protection is limited to the incident reported and does not provide immunity from sanctions borne of an act or omission by the whistleblower whether the incident coincided with the reported incident or not


13. Matters of Serious Concern

Matters of serious concern are those that are relevant and relate to the ethical and compliant operation of the business and which may negatively affect the Company’s reputation, such as:

• A criminal offence or potential criminal conduct, e.g. fraudulent activities
• A failure to comply with any legal or regulatory obligation
• The health and safety of any individual being put at risk
• Financial irregularities
• Deliberate concealment relating to any of the above



Reporting the Matter
Any employee may raise his concerns about any work practices, incidents or other serious matters to his immediate supervisor or manager either in person or through various channels, written or verbal, such as fax, mail, email and/or telephone. It is encouraged however that the report be done in writing and supported by pertinent documents if available. Reporting may also be done anonymously but ensuing circumstances may warrant the presence of the person who reported the case hence identity will have to be divulged eventually. In this case, the Company also has non-retaliatory policy in place in order to protect whistleblowers.

If the matter of serious concern directly involves the immediate supervisor/manager or if the employee believes he cannot raise the concerns within normal reporting lines, then the employee should report the matter to the next level up or to Management through the Human Resources Department.

In the event however that the employee has raised the matter to the immediate supervisor or manager but he believes that it has not been dealt within an appropriate manner, the employee may bring the matter up to any of the following management representatives, following this protocol:

• HR Head
• Director-In-Charge
• Director – Shared Services Group
• President
• Chairman of the Board





Due Process
Matters brought to HR/Management’s attention will be investigated thoroughly and sympathetically, following the established due process. The due process is the venue for anyone involved in the case, more specifically the alleged employee, to exercise their right to be heard. This includes submission of written explanation of the alleged employee, obtaining more information that will lend credence to the case such as interviewing witnesses or victims, if available, and conduct of administrative hearing. If proven guilty, appropriate sanctions will be applied to the erring employee as identified in the schedule of penalties.

All documentation, including the internal and external investigation reports, should be handled and filed in a manner to ensure sufficient level of confidentiality and should be maintained by the HR Department.

It is the Company’s policy to support and protect the identity of all employees who report genuine matters of concern. However, in serious circumstances when the information may result in legal or criminal proceedings, it is likely that disclosure of the identity of the reporting employee may be unavoidable.

If an employee has raised a malpractice concern and, believes that, having done so, he has been subjected to recrimination, the employee should report this immediately to the list of above mentioned management personnel stated in Item #7 above.




Managerial and Supervisory Responsibility
It is the responsibility of all managerial and supervisory employees to prevent occurrence of matters of serious concern within their sphere of influence through strict implementation of applicable policies and procedures. However, violations may still occur despite managerial vigilance.

When a report on any matter of concern is brought to their attention, it is the responsibility of the manager or supervisor to pass on the information to the HR Department or to any of the authorized personnel mentioned in the list above within twenty-four (24) hours upon receipt of information and to submit all necessary supporting documents, if any. Failure to do so may implicate the immediate superior in the case and will be dealt with accordingly.

Immediate superior may also be required to attend and participate in any act that may constitute investigation including administrative hearing. While investigation is underway, it is also the responsibility of the immediate superior to manage all information pertaining to the case on a need-to-know basis.




HR Department
It is the responsibility of HR Department to strictly implement due process to ensure expeditious and unbiased resolution of disciplinary cases. Moreover, it is the department’s responsibility to maintain pertinent records and to ensure integrity and confidentiality of information contained therein.




Management/Executive Team
For extreme and extra-ordinary cases especially those involving termination of employment, the decision to proceed with investigation and implement sanctions are to be decided on jointly by the Director-in-Charge, the Director for Shared Services Group, and the President

Unresolved matters of serious concern should be escalated to the following:

• HR Head
• Director-In-Charge
• Director – Shared Services Group
• President

Section 5 | Compensation and Benefits

It is the policy of the Company to maintain a fair and equitable compensation and benefits structure with due respect to the job’s role and contribution to the organization, employee performance, industry standards, and the Company’s ability to pay.

Minimum Wage
Pursuant to law, it is the practice of the Company to comply with the existing Wage Order setting the Minimum Wage in the region of your place of work as issued by the respective Regional Tripartite and Wage Boards. This applies to the basic daily wage and COLA/E-COLA (Cost of Living Allowance or expanded Cola) as may be set by the Wage Order.

Premium Pay
Premium pay refers to the additional compensation required by law for work performed beyond the required hours and days of work. Executive and managerial employees whose compensation is based on results and not on the hours and days worked are not covered by premium pay.

1. Holiday pay

The Company observes the regular and special holidays as declared in Executive Order 203 and complies with the mandates of the Philippine Labor Code on holiday pay.

Regular Holiday

New Year’s Day	January 1
Maundy Thursday	Movable date
Good Friday	Movable date
Bataan and Corregidor Day	April 9
Labor Day	May 1
Independence Day	June 12
National Heroes’ Day	Last Sunday of August
Bonifacio Day	November 30
Christmas Day	December 25
Rizal Day	December 30
Eid’l Fitr	Movable dates
Eid’l Adha	Movable dates



1. On such days, the following ruling on holiday pay shall apply:
• If it is an employee's regular workday
• If unworked - 100%
• If worked :
• 1st 8 hours - 200%
• excess of 8 hours - plus 30% of hourly rate on said day


• If it is an employee's rest day:
• If unworked - 100%
• If worked :
• 1st 8 hours - plus 30% of 200%
• excess of 8 hours - plus 30% of hourly rate on said day


2. For declared special days such as Special Non-Working Day, Special Public Holiday, Special National Holiday, in addition to the two (2) nationwide special days (November 1, All Saints Day and December 31, Last Day of the Year) listed under EO 203, as amended, the following rules shall apply:
• If worked:
• 1st 8 hours - plus 30% of the daily rate of 100%
• excess of 8 hours - plus 30% of hourly rate on said day


• If worked and falling on the employee's rest day:
• 1st 8 hours- plus 50% of the daily rate of 100%
• excess of 8 hours - plus 30% of hourly rate on said day


3. The Company also follows other implementing rules of the Labor Code under “Conditions of Employment, Rule IV”, regarding Holidays with Pay, specifically the following :
• Section 6: “All covered employees shall be entitled to the benefit provided when they are on leave with pay the day before. Employees who are on leave of absence without pay on the day immediately preceding a regular holiday shall not be paid the required holiday pay if he has not worked on such regular holiday.”



Example:

	Day preceding holiday(June 11)	(June 12)
Employee A	SL/VL with pay	Paid
Employee B	SL/VL without pay/Absent	Not paid
Employee C	SL/VL without pay/Absent	Paid if working on this day



• Section 10: “Where there are two (2) successive regular holidays, like Holy Thursday and Good Friday, an employee may not be paid for both holidays if he/she absents himself/herself from work on the day immediately preceding the first holiday, unless he works on the first holiday, in which case he/she is entitled to his/her holiday pay on the second holiday.”
• Daily paid employees are under the “No Work, No Pay Policy” holidays however can be charged on accumulated VL.


2. Overtime

From time to time or as may be required by business operation, you may be required to work overtime. Overtime (OT) refers to the additional compensation for work performed beyond the required official working hours per day set by the Company.

Overtime pay rates vary depending on the day the overtime work is performed. These are as follows:

• Work in excess of eight hours performed on ordinary working days – plus 25% of the hourly rate
• Work in excess of eight hours performed on a scheduled rest day, a special day and a regular holiday – plus 30% of the hourly rate on said days


3. Night Differential

All covered employees are entitled to night shift differential equivalent to 10% of his regular wage for every hour of work performed between 10:00 PM and 6:00 AM the following day.

4. 13th Month Pay

Pursuant to PD 851 as modified by Presidential Memorandum Order No. 28 of 1986, you are entitled to 13th month pay every year, regardless of your designation or employment status, or method of by which wages are paid, provided you have rendered at least one (1) month of work during a calendar year.

• 13th month is released on or before the 24th of December of every year
• The 13th month pay of Resigned/Separated Employee, which is the equivalent 1/12 multiplied by the number of months worked reckoned from the start of work to the last day of work in any calendar year, forms part of the employee’s last pay
• Maternity leave is not included in the computation of 13th month pay

Company Benefits
On top of what is required by law, the Company provides benefits to its regular employees, both as a means to retain them and reward them for their contribution to the achievement of business objectives:

1. Sick Leave and Vacation Leave

The Company provides its regular employees with fifteen (15) sick leave and fifteen (15) vacation leave credits each year. Unused SL and VL credits are converted to cash and paid to the employees every April of the following year. As a matter of practice however, employees availing of these leave benefits are deducted the amount equivalent to the leaves incurred and are instead paid the full converted amount, upon release of conversion.

2. Hospitalization Benefit

The Company provides easy access to medical care by providing subsidized health benefit via an accredited HMO. Employee share on the premium is deducted from employee salary on a monthly basis.

3. Accidental Death and Dismemberment Benefit

Because of the potential risk they are exposed to, employees whose job requires them to go on field are covered by this benefit.

Mandatory Employee Membership
The Company complies with and participates in the mandatory membership to social government agencies such as SSS, Philhealth, and PAGIBIG. The Company likewise remits on a regular basis contribution and loan payments on time to avoid penalties and also to facilitate availment of benefits by the employees. Members of these agencies such as yourself are eligible to receive benefits such as those listed below pending compliance to documentary and procedural requirements:

1. Social Security System (SSS)
1. Maternity Benefit

A covered female employee who has paid at least three (3) monthly contributions in the twelve-month period preceding the semester of her childbirth, abortion or miscarriage and who is currently employed shall be paid a daily maternity benefit equivalent to one hundred percent (100%) of her present basic salary, allowances and other benefits or the cash equivalent of such benefits for sixty (60) days for normal delivery and seventy eight (78) days for Caesarian Delivery.

• Maternity benefits provided under this shall be paid only for the first four (4) deliveries, medically-necessary abortion, or miscarriage


2. Paternity Benefit

All married male employees, regardless of employment status, may avail of this benefit which includes a leave of seven (7) days with full pay for the first four (4) deliveries or miscarriage of his legitimate spouse with whom he is cohabiting.

3. SSS Salary Loan

All members of SSS can avail of salary loans equivalent to one-month or two-month salary but not exceeding P24,000.00, subject to the guidelines set by the agency.

2. PAGIBIG

PAGIBIG offers two types of loan to its members: the PAGBIG Multipurpose Loan or Short-term Loan and the PAGIBIG Housing Loan.

1. Multi-purpose or Short-term Loan

Members who would like to avail of this type of loan must have the following eligibility requirements:

• At least twenty-four (24) monthly contributions or two (2) years continuous payment of contribution
• An active member at the time of loan application, with at least five (5) monthly contributions for the last six (6) months


2. PAGIBIG Housing Loan

This type of loan is available to members who would like to purchase a house or renovate their existing homes. For details, you may visit the branch nearest you.

3. PHILHEALTH

Members of PHILHEALTH can enjoy medical benefits covered by its policy as well as their dependents without any additional premium. Qualified dependents are as follows:

• Legal spouse (non-member or membership is inactive)
• Child/ren - legitimate, legitimated, acknowledged and illegitimate (as appearing in birth certificate) adopted or step below 21 years of age, unmarried and unemployed. Also covered are child/ren 21 years old or above but suffering from congenital disability, either physical or mental, or any disability acquired that renders them totally dependent on the member for support
• Parents (non-members or membership is inactive) who are 60 years old, including stepparents (biological parents already deceased) and adoptive parents (with adoption papers)
• Dependents need to be declared and/or updated with PhilHealth to include them in PhilHealth Member Registration Form or PMRF, the official membership profile with PhilHealth. The updated MDR provides easier and more convenient availment of benefits
• Eligibility Requirements
• Payment of at least three (3) monthly premiums within six (6) months prior to the month of confinement
• Confinement in an accredited hospital for at least 24 hours (except when availing of outpatient care and special packages) due to illness or injury requiring hospitalization
• Attending physicians must also be PHILHEALTH-accredited

For more information, you may visit the following website or the agency branch nearest you:

http://www.pagibigfund.gov.ph/

https://www.sss.gov.ph/

http://www.philhealth.gov.ph/

Section 6 | Employee Discipline

All employees of the Company and its affiliates, regardless of status, tenure, or position classification, are expected to comply with the established standards of behavior, regulations, policies, and procedures as defined by the Company.

1. An act (or omission) shall be considered as punishable offense if such –


• is a violation of established Company policies
• is prejudicial to the interest of the Company at the present time or is deemed prejudicial to the Company in the future
• is prejudicial to co-employees or third parties committed in the workplace or done in the discharge of duties, and
• constitutes impropriety adversely affecting the good name of the Company
• is a violation of the labor code of the Philippines.


2. Gravity of an offense is measured depending on the degree of malice intended or extent of negligence and actual harm or damage which resulted there from. Applicable penalties are:



DEGREE OF OFFENSE	PENALTY
GRAVE: Nature of offense is of outright disregard for established rules or is characterized by gross negligence. An offense is also considered grave if it involves loss of substantial amount of money and/or property/reputation/goodwill/prestige and/or highly confidential information. Commission (or omission) of an act which results into serious financial loss or stoppage/hampering/delay of operations for the Company; or exposure of the Company to scandal or embarrassment, is categorized as a grave offense.	Ranges from suspension of a minimum of thirty (30) working days to dismissal and, whenever applicable, restitution.
SERIOUS: Characterized by repeated violations (at least 3 times) within a period of 12 months of what otherwise may be considered as a minor offense. Classified also under this degree are commission (or omission) of an act which results in serious embarrassment or inconvenience to another person.	Ranges from three-day (3-day) suspension to dismissal and whenever applicable, restitution.
MINOR: Offense is more of an oversight, mistake or negligence without any malicious intent or positive wrongdoing. The commission (or omission) of the act does not result to a serious inconvenience to another person or to the Company.	Ranges from verbal warning or stern written reprimand, suspension for 3 days up to dismissal, and whenever applicable, restitution.



3. Penalties may be classified as follows:


1. Stern Written Warning – a verbal or written notice calling the attention of the employee to the unacceptable behavior and as a reminder that commission of a similar act may warrant a more serious penalty as defined in the Code of Discipline and Schedule of Penalties.


2. Salary Deductions/Fines – this is a consequence for tardiness or absenteeism, loss or damage to Company properties. The salary deduction shall be equivalent to the employee’s salary for the period of tardiness or the current market value of the lost or destroyed property.


3. Restitution – the Company shall require payment from any employee responsible for damage/destruction/theft/fiscal loss to recover value of damaged/destroyed/lost property/lost money thru salary deduction or straight payment. This also covers hospitalization, medical/dental fees, and/or any fees that may be required to compensate for physical/moral damages, in case infraction is made against a person. Restitution is required on the following:


• Destruction of or damage to the property of the Company or its employees, clients, and/or other stakeholders
• Theft
• Fiscal loss due to erroneous job performance, deviant behavior, or neglect



Restitution of fiscal loss due to erroneous job performance, deviant behavior, or neglect shall be determined during the conduct of administrative hearing and shall be decided on by the management.



4. Suspension – defined as physical detachment from service without salaries and benefits for the prescribed amount of time. The duration of suspension is determined by the gravity of the act committed and shall be applied within one (1) month from the date that duly signed Corrective Action Form is served. During the time of suspension, the employee cannot represent the Company to any business deal, agreement, or any similar activity, or act on behalf of the Company


5. Dismissal – defined as dishonorable separation from the service. When served, the employee automatically forfeits all benefits that are normally due them upon separation.


6. Forcible Resignation – forcible resignation, as distinguished from dismissal, is the penalty for offenses that is normally punishable by dismissal, but mitigated by consideration and other circumstances. The staff concerned will not be entitled to the benefits that will normally accrue on retirement or separation other than for cause. On the other hand, the staff concerned may be given clearance for purposes of re-employment with other companies like in the case of voluntary resignation but which is not extended to a dismissed employee.


7. Preventive Suspension – when the continued presence of an employee poses a threat to the lives of other employees and a threat to properties of the Company, the employee may be put into preventive suspension for a period not exceeding 30 days. The Company reserves the right to extend preventive suspension beyond the thirty (30) day period; however, the Company will pay the salary of the employee during the extension period.



If the suspended employee is subsequently exonerated of all charges, he shall be restored to his original position with full pay and benefits including the suspension period. The suspension will not have adverse effect on his employment records and tenure of employment.

8. Extended Leave of Absence Without Pay – this is applied to an employee who has been implicated in a crime or is on trial for an alleged crime. If found guilty, the employee shall be automatically terminated from service and will not be entitled to any employee benefit. If, on the other hand, the employee is found to be innocent, he will be reinstated to his position without any impact on their tenure. However, he will not be entitled to any benefit during the time he was on this type of leave of absence.


4. The Management has the right to impose more severe measures if it deems necessary depending on the resulting effect/s of the act or omission.


5. Corrective measures are progressive in nature. However the penalties are re-set after a specified period of time. This means that the latest records may not be used as reference to advance the penalty to the next higher level. Nevertheless, the records remain intact in the employee file which may be used as reference to support or negate occurrence of habitual behavior. Prescribed window time for each degree is as follows:


• Minor act or omission – one (1) year
• Serious act or omission – three (3) years
• Grave act or omission – employee’s lifespan with the Company (if not meted with dismissal)


6. Suspension cannot be served on a staggered basis.


7. Corrective actions must be served within the following period:


• Suspension – within one (1) month upon serving of duly signed Disciplinary Action Form
• Dismissal – within the day the duly signed Disciplinary Action Form is served


8. The Company strictly observes due process which provides the venue for the erring employee to defend their case.


9. Suppletory Effect

Any offense or violation of any other Company policy, rules and regulations not enumerated in this Code of Conduct, but covered by other Company promulgated rules, regulations and policies, including offenses or violations similar or analogous to the provisions provided in the Code, shall be governed by the applicable provisions in the Code of Conduct, unless otherwise provided in said Company promulgated rules, regulations and policies, at the discretion of Management.