ORGANIZATIONAL CHART

Company Policies

Part 1. POLICY FORMULATION

A. General company policies will be formulated and amended by the Board

Members.

B. Personnel Policies will be formulated by the following:

1. CEO
2. Operation Manager
3. Head in concern
4. HRD

C. Amendments to the policies will be made in formal memorandum. Each

employee will be given a copy and will be required to affix the signature
on the receiving copy.

Part 2. PERSONNEL POLICIES

A. Personnel Classification
1. Full Time Direct Hire Employees
a. Probationary Employees
b. Regular Employees
2. Project Employee (w/ project based contract)

B. Personnel Recruitment
1. Office/ Technical Staff
a. Resume with photo and transcript of record.
b. Preliminary Interview by HRD
c. Final Interview
d. Medical Examination
e. Submission of Documents:

 NBI Clearance
 Birth Certificate
 Marriage Contract
 SSS/TIN/Pag-ibig/Philhealth

f. other documents that may be required.

g. Hiring rate will depend on the skills, experience and position

applied.

h. Mutual Agreement - Employment Contract

ANNUAL PERFORMANCE APPRAISAL

A. General Performance Appraisal System for Regular Employees will be

conducted every January of each year by direct supervisors, head and
HRD.

B. Appraisal Scale:

0 Poor - 40% and below

1 Fair - 41% to 50%
2 Good - 51% to 85%
3 Vey Good - 86% to 95%
4 Outstanding - 96% to 100%

C. Merit Increase will be dependent on the funding availability and

management prerogative.

EMPLOYEE ATTENDANCE
A. Official Working days
Office Staff- Monday to Friday
Manpower- Monday to Saturday
B. Official Working Time
Office Staff- 8:00am to 5:00pm
Manpower- 7:00am to 4:00pm
C. Official Non-working days:
1. Regular Rest Day - Sunday
2. Special Rest Day
3. Legal holidays
4. Special Public Holidays

EXIT PROCEDURES
A. Resignation Letter - 30 days before effective date of resignation
B. Separation or Termination Letter - 30 days before effective date of
termination
C. Settlement of obligation

PART 3 EMPLOYEE BENEFITS

WAGES & SALARIES

A. Wage Policy - based on the education and experience
B. Salary Scale - based on:
1. Government- Mandated Salary Adjustment
2. Performance Appraisal

YEAR-END BONUS
A. 13th month pay as required by the government
B. Extra bonuses dependent on overall company performance and individual
employee's performance.
OVERTIME
A. Definition- work perform beyond the official working hours
B. Managers and office staff shall not entitled of overtime
C. Overtime works must be authorized by the immediate supervisor. Strict control of
overtime especially on holidays

PAID LEAVE OF ABSENCE (FOR REGULAR EMPLOYEES ONLY)

A. Vacation Leave
1. Those who have rendered at least 1 year of service - 5 working days
2. Those who have rendered 2 years and above - 10 working days
3. Must be filled 3 days before
4. Cannot be carried over next year
5. Cannot be advance
6. Cannot be converted to cash

B. Sick Leave
1. Those who have rendered at least 1 year of service - 5 working days
2. Those who have rendered 2 years and above - 10 working days
3. HRD must be verbally notified. Must be filled as soon as employee reports.
4. Cannot be carried over next year
5. Cannot be advance
6. Cannot be converted to cash

C. Maternity Benefits
1. Female employees are entitled to maternity leave. 105 days of paid maternity
leave credits regardless of whether the delivery is normal or via caesarian
section;

D. Paternity Benefits
1. Legally married male employees are entitled to seven (7) working days
2. Copy of Birth Certificate must be submitted to HR.

E. FUNERAL LEAVE
1. Death of legitimate Spouse, child or parent - 4 working days
2. Death of brother, sister, parent in-law - 2 working days

F. GOVERNMENT REQUIRED BENEFITS

1. Social Security System
2. Philhealth
3. Pag-ibig
CODE OF DISCIPLINE

OBJECTIVES:
1. To promote order, discipline and harmony among employees
2. To establish penalties for purposes of fairness, justice and due process in the
imposition of disciplinary measures
3. To protect the rights of every employee by clearly specifying what may or may
not be properly done under specified circumstances.

GUIDELINES IN THE IMPOSITION OF DISCIPLINARY ACTIONS:

1. An employee who is observed or reported to have committed any violation of
the company rules and regulations shall be issued an Explanation Slip by HR
within forty eight (48) hours from the time of commission or upon being informed
of such violations, whichever comes first.
2. The Explanation Slip in itself, is not a disciplinary action. It gives the employee
an opportunity to explain why he should not be meted any disciplinary action. It
also serves as the basis for the imposition of the proper penalty.
3. Upon receipt of the Explanation Slip, the employee shall explain his/her side in
writing and return the accomplished ES to his immediate supervisor or HRD within
48 hours.
4. Refusal or negligence to accomplish the Explanation Slip within the period
prescribed shall be punishable by:
1st Offense - 6 days suspension
2nd Offense - 15 days suspension
3rd Offense - dismissal
5. Upon receipt of the accomplished ES from the employee, the immediate
supervisor/HRD is required conduct a proper and thorough investigation. In doing
so, supervisor/HR must gather all facts of the case and do the following;
a. Interview the employee
b. Question all persons involved or who may have knowledge of the
surrounding circumstances.
c. Consult company Policy Manuals for appropriate penalties.
6. It is imperatuve that any and all investigation must be put in writing to form
part of the record of the case.
7. After the immediate supervisor has weighted all of the facts of the case, he
now prepares his recommendation of the imposition of the penalty or otherwise,
and submit the same to HRD.
8. HRD may opt to conduct another investigation if it deemed necessary of
execute the recommended penalty according to the Code of Discipline. HRD
shall coordinate with the supervisor as to the actual date of the effective date of
the penalty, if any.
TABLES OF OFFENSE & PENALTIES

Category A: 1st Offense - Written Warning

2nd Offense - Ten (10) days suspension
3rd Offense - Dismissal

1. Offense Against Security & Public Order

a. Posting, tampering or removing any matter on comany property without
permission or authority.
b. Refusal to comply with other security requirements of the company that may
be issued from time to time.
c. Entering designated "restricted areas" without permission or authority

2. Offense against Public Health & Morals

a. Taking part in betting in any gambling, lottery or any game of chance within
the company premises or jobsites or outside within company time.
b. Non-reporting of serious contagious disease affecting him that may endanger
the other employees.
c. Refusing to submit to or failure to comply with medical/ gealth requirements of
the company.
d. Any other act of dishonesty causing damage or losses to the company.

3. Offense against Company Interest

a. Failure to wear prescribed company uniform or improper wearing of uniform
of office clothes while in work.
b. Causing materials wastage due to carelessness or covering up defective
workmanship.
c. Failure to onserve standard operating procedure tantamount to negligence.
d. Unauthorized Absence or Absence without Official Leave (AWOL).

4. Offense against Safety Rules

a. Failure to use of wear proper safety and/or protective equipment when
required by the nature of work.
b. Failure to immediately report an accident or injury involving him or other co-
worker incurred inside the company premesis ir jobsites during company time.
c. Wilful violations of safety/warning signs posted in the general working areas.
CATEGORY B: 1st Offense - 6 days suspension
2nd Offense - 15 days suspension
3rd Offense - Dismissal

1. Offense against Persons

a. Caiusing the injury of another due to carelessness, negligence or horseplay.
b. Quarelling inside company premises or jobsites even not during company
time.

2. Offense against Company Property

a. Wilfully or negligently causing or contributing to the damage of the company
property.
b. Using company's time, materials or equipments to do unauthorized work.
c. Wilfully or negligently causing or contributing to the damage or property of the
person or company involving company property.
d. The employee causing damage to company property or property of other
persons/companies due to this negligence shall bear all the expenses for repair
or replacement of the damaged property.

3. Offense against Security and Public Order

a. Creating contributing to or involvement is disturbance resulting in disruption or
delay in operation.

4. Offense against Public Health & Morals

a. Public imputaion of vice or defect, real or imaginary or any act tending to
cause dishonour to co-employee's work ir company product.
b. Inducing co-employee to commit an infraction of company rules and
regulations.
c. Carrying and/or unauthorized possession of firearms and any deadly weapon
inside the company premises.

5. Offense against Company Interest

a. Stimulating intrigue, maing false vicious or malicious statement about any
employee, the company or its product.
b. Leaving work area or company premises during working hours for personal
reasons witou permission from authorized company representatives.
c. Refusal or reglecting to accomplis an Explanation Slip with-in 48hours from
receipt thereof.
d. Sleeping during working hours.
e. Failure without just cause to report to jobsite when ordered to do so.
f. Unauthorized break periods or break periods that are prolonged or
unschedule.
g. Negligence or inefficiency including delayed completion of work assignments,
failure to meet deadlines, improper discharge of instructions, inaccurate reports
and the like.
6. Offense against Safety Rules
a. Failore to report an accident within 24 hours.
b. Engaging in horseplay, running, scuffing or throwing things.
c. Transporting or leaving gasoline, alcohol, other highly flammable liquids in an
open or leaking container.

CATEGORY C: 1st Offense - 15 days suspension

2nd Offense - Dismissal

1. Offense against Persons

a. Threatening, intimidating, harassing, coercing or challenge to a fight a fellow
employee or supervisor.
b. Attempting to inflict bodily harm on another employee.
c. Gross disrespect to superior.