Group HR Policy No.
Group Policy Effectivity Date
04-Mar-2024
1 Employee Work Schedule
Revision No. 0
1. POLICY STATEMENT
COMPANY is committed to establishing clear guidelines for employee work schedules to
ensure operational efficiency, compliance with labor laws, and promotion of work-life
balance. This policy applies to all employees of COMPANY and aims to provide a
framework for creating, managing, and communicating work schedules.
2. SCOPE
This policy applies to all employees of COMPANY, including full-time, part-time, and
temporary employees.
3. RESPONSIBILITIES
3.1 HR Department – The HR Department is responsible for implementing and managing
the work schedule policy. This includes ensuring compliance with labor laws,
addressing employee scheduling concerns, and updating the schedule as needed.
3.2 Supervisors / Department Heads – Supervisors and Department Heads are
responsible for creating and managing employee work schedules within their
departments. They must ensure that schedules meet operational needs and comply
with company policies and labor laws.
3.3 Employees – Employees are responsible for adhering to their assigned work
schedules, notifying their supervisors of any scheduling conflicts or requests for
schedule changes in advance, and complying with company policies regarding
attendance and punctuality.
4. DEFINITION OF TERMS
4.1 Normal Working Hours – The standard hours of work for employees, typically from
8:00 AM to 5:00 PM, with a one-hour unpaid lunch break.
4.2 Overtime (OT) - Work done beyond the normal working hours, usually exceeding 8
hours a day or work on a 6th day (either Saturday or Sunday).
4.3 Rest Day - A Day of the week designated for employees to rest and not report to
work. Employees are entitled to one rest day per week in accordance with labor laws.
4.4 Scheduled Day Off - A Day of the week when an employee is not scheduled to work,
typically assigned by department heads based on operational requirements.
4.5 Holiday - A Day designated by the company as a non-working day, typically in
observance of a religious or national holiday.
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4.6 Offset - Offset refers to the practice of allowing employees to offset hours worked
beyond the standard 40 hours per week to another day. This is subject to approval
and must be filed within 24 hours after the work beyond the 40 hours.
5. NORMAL WORKING HOURS
5.1 Non-Production Employees - Non-production employees are expected to work from
8:00 AM to 5:00 PM, with a one-hour unpaid lunch break. This totals to 40 hours per
week.
5.2 Production Employees - Production employees are expected to work 8-hour shifts,
6 days a week. Production schedules may include weekends and holidays based on
production demands.
6. DEDUCTIONS FOR LATE AND UNDERTIME
6.1 Late Arrivals - Employees who arrive late will be subject to deductions from their
salary based on the number of minutes late, following the company's attendance
policy.
Actual deduction of minutes late from start of shift regardless of grace period. To
illustrate:
i. Employee logged in at 8:09am – no deduction
ii. Employee logged in at 8:11am – salary deduction for 11 minutes
Tardiness in the morning cannot be offset in the afternoon by extending hours of
work beyond the official work schedule.
6.2 Undertime - Employees who incur undertime will have deductions from their salary
based on the number of hours or minutes not worked.
Under time, even if approved will be subject for salary deduction. To illustrate:
i. Employee leaves 26 min. early – 30 min. deduction
ii. Employee leaves 34 min early – 1 hour deduction
Leave credits cannot be used to compensate for hours not worked due to late arrivals or
undertime.
7. OVERTIME (OT) POLICY
7.1 Overtime Work - Overtime work may be required to meet operational needs and is
defined as work exceeding 8 hours a day or work on a 6th day (either Saturday or
Sunday). Overtime work must be approved in advance by the employee's supervisor
or department head.
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7.2 Overtime Rates - Overtime work is compensated at rates prescribed by the
Philippine Labor Code, which includes additional compensation or compensatory time
off.
8. SCHEDULE CHANGES
8.1 Any changes to the regular work schedule initiated by the company, including shift
changes, holidays, or any other adjustments, will be communicated to employees
through a memo from the HR department.
8.2 Any changes to the regular work schedule initiated by the department head or
employee should be communicated to the HR department with approval from the
department head to ensure there are no problems in payroll processing. This includes
requests for offsetting of hours worked beyond the standard 40 hours per week.
9. HOLIDAYS
9.1 The schedule for holidays will be communicated in advance through official channels.
Employees may be required to work on holidays based on operational needs, with
appropriate compensation or compensatory time off provided.
10. REST DAY ASSIGNMENTS
10.1 Rest day assignments will be scheduled based on operational requirements. Selected
employees will be entitled to a 2-day rest day per week, as BEWELL follows a 5-day
work week. However, if needed, employees may be required to work on their
assigned rest day, for which they will receive overtime pay.
10.2 Working for 7 days in a week will be considered as a working rest day, and additional
compensation shall apply.
11. OFFSETTING OF HOURS WORKED
11.1 Offset - Offset refers to the practice of allowing employees to offset hours worked
beyond 8 hours per day or beyond the standard 40 hours per week to another day.
This is subject to approval and must be filed within 24 hours after the work beyond the
8 hours per day or 40 hours per week.
12. COMPLIANCE WITH LABOR LAWS
12.1 All work schedules, overtime practices, holiday observances, and day-off
assignments must comply with the provisions of the Philippine Labor Code and other
relevant labor regulations, including DOLE guidelines.
13. COMMUNICATION
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13.1 Official communication regarding work schedules, overtime, holidays, and day-off
assignments will be disseminated through company notices, emails, or other
approved means of communication.
14. NON-DISCRIMINATION
14.1 Work schedules, overtime opportunities, holiday schedules, and day-off assignments
shall be assigned without discrimination based on any protected characteristics under
the Philippine Labor Code.
15. REVIEW AND IMPLEMENTATION
15.1 Implementation - This policy shall be implemented immediately upon approval. The
HR Department will be responsible for disseminating the policy to all employees and
ensuring its understanding
15.2 Review - This policy will be subject to periodic review by the HR department to
assess its effectiveness and relevance. Any unnecessary updates or modifications
will be made to ensure compliance with changes in the Philippine Labor Code
(DOLE).
15.3 Communication - Updates or modifications to this policy will be communicated to all
employees through company memos, emails, or other approved means of
communication to ensure awareness and compliance.
For common information and guidance.
Endorsed by:
HR Head
Approved by:
Chief Executive Officer
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