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Employee Handbook
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CODE OF BUSINESS AND ETHICS

COMPANY POLICIES AND OTHER AGREEMENTS

This document outlines the legal, ethical and professional business conduct expected of every
employee, officer and director of the company.

INTRODUCTION

This document will serve as a guide to all the employees of Nazario S. Maglanque Customs
Broker and Green and Go Freight Broker Inc. . It details the principles by which we operate as a
company.

All employees, regardless of position, are required to adhere to the Code of Business Conduct
and Ethics (“Code”).

It is with utmost importance that employees immediately report any violation of any law, rule
or regulation by the company, regardless of position, to the Human Resources Manager. Any
retaliation, harassment, or intimidation directed to the complainant or a witness will not be
tolerated. Such act will result in corrective action or lead to termination.

This handbook is not intended to replace any existing or future policies of the company.
Employees will continue to be responsible for observing all company policies as detailed in this
handbook as well as any job specific policies and guidelines.

Each employee shall certify that he or she has read and understood the Employee Handbook
and has complied with its terms. The Company reserves the right to amend, alter or terminate
this Code at any time for any reason. This document is a supplement to the employee’s
employment contract between the Company and any of its employees.

EQUAL EMPLOYMENT OPPORTUNITY


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It is the company’s policy that employees and applicants for employment have equal
opportunity in employment actions in accordance with the local law. We will not discriminate
any employee or applicant based on the individual’s race, color, religion, creed, gender,
pregnancy, age, national origin, ancestry, physical or mental disability or handicap, citizenship,
marital status, sexual orientation, military or veteran status, or any other protected
classification.

It is the responsibility of all employees to ensure that this policy is implemented to avoid any
discrimination based on protected classifications.

All levels of management and supervision have been informed of their responsibility to adhere
to the letter and spirit of this policy. In addition, each employee is expected to share in the
responsibility of maintaining a work environment free of discrimination. Violation of this policy
will result in corrective action, up to and including termination of employment.

Employees may direct inquiries regarding equal employment opportunity to their Manager or
their Human Resources representative, without fear of reprisal.

POLICY AGAINST HARASSMENT AND DISCRIMINATION

Our company is committed to making sure that employees work in an environment free from
harassment and unlawful discrimination. In accordance with all local law, we expressly prohibit
discrimination or harassment based on race, color, religion, creed, gender, pregnancy, age,
national origin, ancestry, physical or mental disability or handicap, citizenship, marital status,
sexual orientation, military or veteran status, or any other protected classification.

We will not tolerate any form of harassment or discrimination that will unreasonably interfere
with an employee’s performance as well as create an environment that is hostile.

Sexual Harassment
Sexual harassment is defined as unwelcome sexual advances, requests for sexual
favors, or other verbal or physical conduct of a sexual nature where:

• Submission to such conduct is made a term or condition of employment or


promotion either explicitly or implicitly; or
• Submission to or rejection of such conduct has the purpose or effect of creating
an offensive, hostile, or intimidating work environment.
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Anyone, regardless of their position, engaging in sexual or other unlawful


harassment will be subject to corrective action, up to and including termination of
employment.

Reporting Harassment or Illegal Discrimination

It is highly encouraged that employees immediately report any form of harassment or illegal
discrimination to Corporate Human Resources. Any retaliation, harassment, or intimidation
directed to the complainant or a witness will not be tolerated. Such act will result in corrective
action or lead to termination.

Investigation

Investigation of reports of harassment will be conducted in cooperation with Human Resources


Department even if either or both the complainant and the accused are from HRD. These
investigations will be kept as confidential as practical. Following the investigation, the employee
who filed the complaint will be informed of the findings and the action taken. If, as a result of
the investigation, we determine that an employee has engaged in harassment or illegal
discrimination in violation of this policy, we will take appropriate corrective measures. Such
action may range from counseling to immediate or possible legal action.

Because of the grave consequences of harassment or unlawful discrimination, false complaints


are considered extremely serious matters. Any complaint containing some evidence of
harassment or discrimination is not a false complaint, even if the complaint is insufficient to
warrant corrective action. On the other hand, any employee found to have made a false claim
of harassment or discrimination will be subject to appropriate corrective action, up to and
including termination of employment.

GENERAL COMPANY POLICIES

I. EMPLOYMENT RECORDS
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Personnel files are the property of the company and are restricted. Only Human
Resources representatives, managers, supervisors, and management personnel who
have a valid reason to view the employee’s information are allowed to do so.

Personnel Data Changes

It is the responsibility of each employee to notify HRD for any personal data changes
such as mailing address, contact numbers, marital and tax status, number and name of
dependents, individuals to be contacted in case of emergency, and even educational
accomplishments.

Procedure:

1. Email or submit requests or letter of changes to the HRD.


2. Attach necessary documents.
3. HRD is now responsible in updating such personal changes.

II. RELATIONSHIPS IN THE WORKPLACE

Employees who are engaged in love affairs and/or are married are prohibited to be
under the same team or with direct reports.

All personal relationships should be disclosed during the application and promotion
processes. This will help the sourcing department to effectively place the applicant (if
hired). This is to avoid the potential of favoritism, bias, preferential treatment, or
unlawful discrimination.

The management will assess the extent to which such a relationship interferes with the
company’s ability to operate effectively.

III. DISCLOSURE OF INTERESTS AND RESTRAINTS / CONFLICTS OF INTERESTS

During employment, employees are prohibited from engaging in any work, activity or
business, whether unpaid or for a fee that may be damaging to the interests of the
company, clients, and affiliates or that may interfere with the employees’ job
performance.
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Employees should avoid working for another employer without the prior written
consent of the company. Employees are asked to immediately notify the company of
any possible conflict of interests.

All records, documents, and/or proprietary information, whether electronic or anything


pertaining to business affairs, shall be kept in the strictest confidence. Unauthorized
disclosure and/or reproduction during or after employment of the company will not be
allowed unless with consent or approval.

IV. EMPLOYMENT STATUS

Temporary

This is given to those who are hired for occasional or seasonal work covering a limited
period of time. Contractual employees are not eligible for any employee benefits. If a
contractual employee’s status of employment is converted from temporary to
probationary, he/she must undergo a probationary employment of 6 months.

Probationary

This is given to a newly hired employee. The standard probationary period is six (6)
months. The employee’s performance during this probationary period will be reviewed
before the end of 6 months. A probationary employee may be terminated anytime for
valid reasons as stipulated in the code of conduct and in accordance with the labor
code.

Regular/Permanent

This is given to an employee who has satisfactorily passed the probationary period after
6 months. Managers by virtue of the positions they occupy, may be hired as regular
permanent employees. Those hired as regular employees are eligible for employee
benefits.

V. EMPLOYMENT CONDITIONS
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Regular workdays and hours

1. Regular working days is from Monday to Friday, except for officers which
includes Saturday.
2. Office Hours is from 9:00 am to 6:00 pm
3. There will be a one hour lunch break

Time Keeping

Employees are expected to accurately record their hours by using the company
Biometric System. Hours include all time spent on the job performing assigned duties.
Employees are responsible for timely reporting of corrections before their hours are
submitted to payroll in order to ensure correct pay. Altering, falsifying or tampering with
the time records may result to corrective actions up to and including termination of
employment.

Tardiness / Under time

A 15-minute grace period in the morning shall be allowed i.e. 9:15 am shall be
considered excused. An employee shall be considered tardy if he/she arrives after 9:15
am of a regular working day and the resulting under time shall be counted form 9:00 am
up to the time of his/her log-out, shall be deducted from his/her salary.
The following schedule of penalties shall apply for tardiness exceeding 6 times or an
accumulation of 120 minutes whichever comes first in a month for a period of one year.

1st Offense Verbal warning


2nd Offense Written warning
3rd Offense One day suspension
Absences
4th Offense 5 days suspension
5th Offense 10 days suspension
Absences 6th Offense 15 days suspension from work may
arise from 7th Offense Dismissal the following:

1. When the employee is sick


2. When an immediate relative is sick and the employee’s presence is needed.
3. When an employee has to attend to some personal matter requiring his/her
presence.

With any of the above reasons, an employee must inform early during the day, thru
telephone calls, e-mail, SMS or any other similar means to immediate supervisor.
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If an employee has been sick for 3 days or more, he/she must be present a medical
certificate along with an approved leave of absence form on the next working day after
his/her absence

Overtime/Saturday work

The company may require employees to work overtime or on a Saturday in order to


ensure that jobs are completed on time.

A regular work week is from Monday to Friday which consists of 8 hours a day. Overtime
pay will be paid for hours worked beyond office hours.

• Paid Leave and Holidays may not be used towards overtime


• Extra time worked at the employee’s discretion, or without supervisory approval
(working through lunch breaks, arriving early or staying late) may not be used towards
overtime.

Employees are not contractually entitled to work overtime or on a Saturday, as such, all
overtime hours must be authorized or approved by a supervisor or management in
advance of overtime needed to be worked.

Filing Procedure:

1. Employees rendering overtime/Saturday work shall submit to the Administrative


Officer the accomplished and pre-approved Request for Overtime form at least
2 working days prior to the scheduled overtime.
2. It shall be the responsibility of the employee to secure the form indicating the
reason for overtime/Saturday work. If the form is not acted upon the above
period, the Request for Overtime is deemed disapproved.
3. Overtime/Saturday work shall be validated thru the employee log time in the
Biometric system.
4. Supervisors that require their immediate subordinate to work overtime or on a
Saturday must notify them to file request for overtime as stated above.
5. If for unforeseen circumstances the filing period cannot be observed, the
Request for Overtime and the written justification for its late filing from the unit
head or supervisor, shall be submitted to the Administrative Officer not later
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than the next working day after the overtime/Saturday work has been rendered.
If the justification is deemed meritorious, the overtime shall be approved.
6. Any employee, who renders an overtime/Saturday work with a disapproved
request, he/she shall not be entitled to compensation.
7. Except in highly meritorious cases to be determined by the Administrative
Officer, an overtime/Saturday work shall not exceed four (4) hours a day
8. Overtime work shall not be rendered during lunch break. If exigency of service
requires such overtime, an employee shall not be entitled to compensation.
Instead, the so-called time off in lieu shall be used, i.e., the one (1) hour lunch
break can be availed before or after the official lunch break.
9. Employees who do not gain approval before working overtime hours/Saturday
work will be written up. Subsequent offences may result in disciplinary action up
to or including termination.

VI. COMPENSATION AND BENEFITS

Compensation

All employees are paid in a bi-weekly basis with the following pay scheme:

1. Pay for work rendered from 1st day of the month to 15th day of the month shall
be released on or before 18th of the month.
2. Pay for work rendered from 16th day to 30th/31st day of the current month will
be released on or before the 3rd day of the following month.
3. If the 18th day of the month falls on a weekend (Saturday/Sunday), the salaries
shall be released on Friday before the weekend.
4. If the 3rd day of the month also falls on a weekend, the salaries shall be released
on the following Monday.

Employees may request for an advanced salary but with the maximum amount of Two
Thousand Pesos (P 2,000.00) only and for the next payroll period only.

The following are automatically deducted from the salary:

1. SSS contributions
2. Phil Health contributions
3. Pag-ibig contributions
4. Garnishments
5. Loans (salary, SSS, Pag-ibig, etc.)
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13th Month Pay

All employees are paid 13th month pay (an accrual of 1/12 monthly salary pay) provided
they worked at least one (1) month during the calendar year. This benefit is available to
all employees hired before December 1st of any year. 13th month pay shall be paid not
later than December 24 of every year. An employee who has resigned or has been
terminated is entitled to a prorated 13th month pay.

Salary Loan

Each employee can avail a salary loan for emergency purposes. An emergency purpose
is determined as an expense that cannot be forecast and which is extremely necessary,
being required by the employee himself/herself, or by members of his immediate
family. Salary loan is payable for not more than 12 months at an interest designated by
the management.

Paid Leaves

As a reward for continuous and satisfactory service, employees are allowed privileges
upon fulfillment of certain eligibility requirement.

A. VACATION LEAVE

Each employee who has completed at least one year of continuous employment
shall be entitled to 15 days of vacation leave. The vacation leave shall be granted
in each calendar year and is non-cumulative.

B. SICK LEAVE

Each employee shall be entitled to 5 days sick leave, with pay, upon completion
of one year continuous service .

RULES ON AVAILING VL/SL


a. Only earned leaves can be used. Unearned leaves cannot be used in
advance.
b. Employees are not permitted to work and receive leave at the same time.
c. Full time employees may use leaves time in full day increments and half
day increments.
d. Leaves are not to be used on a special non-working holiday.
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e. Request for VL shall be submitted for approval 2 days prior to the date of
leave. Failure to do so shall render the application disapproved.
f. Sick leave is credited for absences of 3 or more days provided that a
medical certificate is attached with the leave application form and shall
be submitted not later than the day of return.

C. MATERNITY LEAVE

Primarily governed by the Social Security Law by integrating maternity benefits


into the Social Security System, and implementing SSS circulars.

A Female member of the SSS shall be entitled to maternity benefits if: a) She is
employed at the time of delivery, miscarriage or abortion; b) She gives birth or
suffers an abortion or miscarriage; c) She has given the required notification to
the SSS through the company; d) at least 3 monthly maternity contributions have
been paid within the 12 month period immediately preceding the semester of
contingency. The Daily maternity benefit shall be paid for a compensable period
of sixty (60) days in case of normal delivery, abortion or miscarriage, or seventy-
eight (78) days in case of caesarian delivery.
As soon as the employee becomes pregnant, she shall inform the Company of
such pregnancy. The maternity leave application of the employee shall be filed
with the HR supported by a certificate signed by a physician or midwife showing
the probable or actual date of childbirth or the actual date of miscarriage/
abortion. The Company shall be reimbursed by SSS after it has advanced the
payment of the SSS maternity benefit to the employee. The employee shall
furnish the Company such information or documents as the company may deem
necessary to secure such reimbursement.

D. PATERNITY LEAVE

For purposes of Republic Act no. 8187, Paternity Leave refers to the benefits
granted to a married male employee allowing him not to report for work for
seven (7) days but continuous to earn the compensation thereof, on the
condition that his spouse has delivered a child or suffered miscarriage for
purposes of enabling him to effectively lend support to his wife in her period of
recovery and/or nursing of the newly-born child.

VII. HOUSE RULES

A. Visitors / Guest Reception


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All visitors and guests without any relation to the employee of the Company
should be received only at the reception area.

B. Proper use of the telephone/cellphone

Being a service oriented company, proper use of the telephone is important. The
following guidelines must be observed:

a. When the telephone rings, the employee must answer it promptly and
politely.
b. When the designated “answering employee” is not in his/her desk, the
nearest employee must answer the telephone. He/she must offer
assistance by taking the message and relaying it immediately.

Personal calls and transactions. The company does not prohibit the use of the
telephone/cellphone for personal calls, but it is expected that this will not be
abused. Personal calls shall be kept to a minimum.

C. Bulletin boards

Bulletin boards will be utilized to inform all employees and encourage them to
read items posted.

D. Good housekeeping

At the end of the day’s work, it is a good habit to keep all books, records and
office supplies and equipment properly secured. Desks have to be cleared and
locked to ascertain that no confidential materials are left exposed. Moreover,
important documents must be kept at the end of each day. Computers must not
be left on. Eating utensils must be kept inside the pantry box. For their own
protection, employees should not keep personal valuables inside their desks or
filing cabinets.

E. Use of equipment, supplies and facilities

Employees must observe discretion in the use of equipment, supplies and


facilities. They must keep in mind the company’s efforts to eliminate
unnecessary consumption and wasteful practices. Recycling of used folders,
envelopes and papers for internal purposes is encouraged.
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F. Solicitations and donations

Solicitations and donations among employees unduly burden everyone because


they are difficult to refuse especially if they came from co-employees. In
exceptional cases, however, such as the death of an immediate family member,
an employee whose house got burned or any situation of such nature,
donations/contributions may be requested but only upon the supervision of the
HR.

G. Safety and security

Safety and security are the concern of everyone. Accidents do not just happen,
they are caused. Employees should strictly adhere to safety rules and are
requested to report any unsafe conditions or practices within the office premises
immediately to the management. Firearms, explosives or other weapons which
may cause undue fear and alarm in the work area are not allowed. It is strictly
prohibited for employees and/or their visitors to be under the influence of
liquor, intoxicants or drugs while on the job. Or while within the office premises.

H. No smoking

To provide safe and comfortable work environment for all employees, the
company strictly prohibits employees from smoking within office premises.

I. Confidentiality of company data

The company requires all employees to be very discreet regarding company data
including vital information. It is imperative that all employees, without any
exception, should strictly maintain confidentiality of company data. It follows
that confidential data should never be discussed with anybody who does not
have any business knowing about the transaction. Employees who are found
violating this policy will be subject to dismissal or even court litigation if
necessary.

VIII. EMPLOYEE MOVEMENT


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Promotion

This is the movement of an employee to a higher position or level. Promotion shall be


based on efficiency, education, experience and seniority.

Transfer

This is the movement of the employee from one job to another within or outside the
department without change in level and salary. Transfers may be initiated by either
Management or the employee.

Suspension

Suspension is a temporary cessation of employment of an employee as a result of


disciplinary action for an offense committed, in accordance with the provisions of the
Company’s Code of Conduct and Discipline.

Dismissal

A permanent cessation of employee-employer relationship and deletion from the


Company’s payroll and list of employee due to an offense committed against the
Company’s Code of Conduct and Discipline

Resignation

An employee who wishes to resign from the Company should give due written notice to
his/her immediate superior at least fifteen (15) working days in advance prior to the
effectivity of the resignation to allow enough time to look for his/her replacement and
for the proper turnover of tasks and accountability.
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CODE OF CONDUCT AND DISCIPLINE

I. GENERAL POLICY

It is the Company’s policy to demand proper conduct and behavior from its employees
at all times, and reserves the inherent prerogative to take appropriate disciplinary
action against any employee found guilty of irregularities and of having violated any
existing company rules, regulations, procedures and the like.

Management Prerogative and Employees’ rights.

1. The Management reserves the right to issue working guidelines, rules and
regulations in the future which may supersede, amend, alter, change and/or
render obsolete any or part or most of all listed rules and regulations herein
within legal boundaries of the Constitutional Rights, Labor Code and all
applicable existing laws through executive memoranda.

2. The Company shall have the right to exercise all decisions and take such actions
as it may deem necessary, to enforce and implement This Code of Conduct and
Discipline and the Rules and Regulations of the company including new issuances
and those that have been amended, altered and/or changed.

3. Management shall exercise the RIGHT AND PREROGATIVE TO DISCIPLINE all


employees. In such exercise, a thorough and careful investigation of all facts and
circumstances pertinent to the infraction shall be done with DUE PROCESS with
the objective of deciding on the merit of the case.

4. Management may TRANSFER any employee from one department to another or


from one division to another in the interest of the business. Such decision, after
due process has been exercised, is final and executor.
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5. Any employee who fails to abide by or deliberately does not follow these Rules
and Regulations and or commits a violation of the Code of Conduct and
Discipline, and other rules and regulations and applicable laws shall be imposed
with the appropriate disciplinary action

6. All employees shall have the right to be heard by the management with due
process and all other rights as provided and guaranteed under existing laws.
Implementing Rules and Regulations

1. It shall be the duty and responsibility of all employees to know and familiarize
themselves with the Company’s Rules and regulations especially those related to
proper conduct and behavior.

2. Disciplinary actions shall be imposed to an erring employee only after an


administrative investigation has been conducted and only after the employee
concerned has been accorded the opportunity to be heard, unless the
employees waives his/her right to the same.

3. In cases where the penalty calls for the termination of employment, the
provisions of the Labor Code, its implementing rules and regulations shall apply.
All cases leading to an employee’s dismissal shall be related or analogous to the
following:

a. Serious misconduct or willful disobedience by the employee of the lawful


orders of his employer or representative in connection with his/her work;

b. Gross and habitual neglect by the employee of his/her duties;

c. Fraud and willful breach by the employee of the trust reposed in him/her
by his/her employer or his duly authorized representative;

4. It is the responsibility of all employees regardless of status and rank in the


company, designation or department assigned to, to report any employee
misconduct or any irregularities to the management.

5. It shall be the responsibility of all managerial and supervisory personnel to


effectively implement the provisions of this Code of Conduct and Discipline. On
the other hand, it shall be inherent responsibility of all rank and file employee to
extend full cooperation to their immediate superiors by way of observing all
company rules and regulations on all aspects of operations.
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6. It shall be the responsibility of all managerial personnel to ensure high employee


morale and productivity by way of sound and justified corrective measure which
is necessary to protect the best interest of the majority of the company’s
workforce whose daily subsistence is dependent on the profitability of the
company’s operation

II. DEFINITION OF DISCIPLINARY ACTIONS

Verbal Warning or Reprimand

A warning/reminder given by an immediate supervisor to the erring employee for


his/her act(s) and/or behavior(s) affecting other employees, the company, its resources,
and the end results to business interest.

Written warning

A formal document that notifies the erring employee of his/her infraction and stipulates
that a repetition of the same offense can lead to next heavier penalty. The written
warning shall be issued by the management and should be received and signed by the
erring employee and returned to the management.

Suspension

Mandatory absence from work with a consequence of loss in pay for the duration of the
prescribed suspension period due to the gravity and /or frequency of the offense as
provided under this Code of Conduct and Discipline.

Dismissal/Termination

The cessation of employee-employer relationship and deletion from the company’s


payroll and list of employees due to the gravity and/or frequency of the offense as
provided under this Code of Conduct and Discipline

III. GOVERNING PROCEDURES


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A. Preliminary investigation of any violation committed shall be initiated by the first


line of supervision.

B. A memorandum stating the following is immediately issued to the erring employee:

a) Charge and nature thereof


b) Instruction to the alleged erring employee to explain his/her side within
reasonable period of time.
c) Preliminary facts of the case gathered from the preliminary investigation.

Though the issuance of the memorandum is the sole responsibility of the immediate
supervisor, nothing on this code shall prevent the implementing officer to refer the
matter for consultation to higher level of authorities whenever he/she feels that the
same is necessary.

C. All proceedings relative to the investigation shall be documented and all participants
to the preparation thereof shall sign all documents relative thereto. These
documents and related facts shall be the basis for any decision on the prescribed
disciplinary measure.

D. All cases shall be decided within a period of three (3) working days unless a longer
period of investigation is necessary.

E. After a thorough investigation of the case at hand, the management shall issue its
decision and shall issue a memorandum (written notice) to the erring employee
which shall contain, but shall not be limited to the following information:

a) Facts of the case gathered from the investigation.


b) Appropriate charge in accordance with the Code of Conduct and Discipline.
c) Decision as to the guilt or innocence.
d) Appropriate disciplinary action and the effective date and/or duration
thereof should the employee found guilty.
e) The effects of such offense to the Company and to his/her co-employees.
f) In case of dismissal, said written notice shall state the particular acts or
omission constituting the grounds for his/her dismissal and the employee
shall be afforded ample opportunity to be heard and to defend with the
assistance of his representative if he/she so desires.
g) In cases of abandonment of work, the written notice shall be served at the
employee’s last known address.
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All decisions relating to dismissal shall be referred to the _________ before the
implementation of such. The _____________ reserves the prerogative to reverse any
decision which runs contrary to established laws and detrimental to the Company’s
interest.

F. Copies of the proceedings and all memoranda relative to the case shall be filed in
the employee’s 201 file for future reference.

Below are the penalties that may be imposed for the violation of The Code of conduct
and Discipline:
a) VW – VERBAL WARNING
b) WW – WRITTEN WARNING
c) S1 – SUSPENSION FOR 1 WORKING DAY
d) S2 – SUSPENSION FOR 5 WORKING DAYS
e) S3 – SUSPENSION FOR 10 WORKING DAYS
f) S4 – SUSPENSION FOR 15 WORKING DAYS
g) D – DISMISSAL

IV. OFFENSES AND VIOLATIONS

A. Offenses related to improper observance of work schedule

1st 2nd 3rd 4th 5th 6th 7th


offense offense offense offense offense offense offense
1. Failure to immediately notify
immediate supervisor of any VW WW S1 S2 S3 S4 D
absences
2. Absences from work without
proper notification or official VW WW S1 D
leave
3. Coming to work late
a. For at least 6 times or
cumulative tardiness of VW WW S1 S2 S3 S4 D
60 mins. Within a month
whichever comes first
b. For at least 12 times or a
cumulative tardiness of
WW S1 S2 S3 S4 D
120 mins. whichever
comes first.
c. For at least 18 times in a
month or a cumulative
S1 S2 S3 S4 D
tardiness of 180 mins.
whichever comes first.
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B. Offenses related to lack of/improper work discipline and job performance

1st 2nd 3rd 4th 5th 6th 7th


offense offense offense offense offense offense offense
1. Engaging in activities
unrelated to Company VW WW S1 S2 D
business during office hours.
2. Concealment of erroneous
work which may result in loss
WW S1 S2 S3 D
or other adverse effect to the
company
3. Failure to account for all
company assets and/or other
VW WW S4 D
documents entrusted to the
employee
4. Refusing to work overtime
WW S1 S2 D
when required
5. Failure to keep confidential
material, information or
WW S1 S2 D
documents in designated
storage
6. Failure to consult the proper
Company authority on
WW S1 S2 D
matters beyond one’s
authority
7. Deliberate withholding of
information from, knowingly
providing false information to, WR S1 S2 D
and/or otherwise misleading
the management
8. Using Company Equipment,
Vehicle, Property or Material
to perform or create
S1 S2 S3 d
something for personal gain
purpose or illegal and
immoral purposes
9. Malingering or leaving work
premises without prior
VW WW S1 S2 S3 S4 D
notification to immediate
supervisor
10. Causing disturbance or
disharmony by acting in a VW WW S1 S2 D
deliberate, indecent manner.
11. Smoking except in designated
VW WW S1 S2 D
areas
12. Soliciting donations within
work premises without VW WW S1 S2 D
permission.
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13. Using unprofessional,


obscene, profane, or indecent
WW S1 S2 D
language within the Company
premises
14. Proliferating unfounded
information, rumors,
malicious gossip concerning WW S1 S2 D
the personal life of another
employee
15. Acting within or outside work
premises which casts doubt
on the employee’s moral VW WW S1 S2 D
integrity and tarnishes the
good name of the Company.
16. Lending or borrowing money
from subordinates within WW S1 S2 D
company premises
17. Taking part in gambling
lottery or any game of chance WW S1 S2 D
within company premises
18. Exhibiting any pornographic
material within the company WW S1 S2 D
premises
19. Indulging in immoral,
indecent and lewd acts within WW S1 D
Company premises
20. Fighting, threatening,
intimidating, coercing any
employee or participating in S4 D
any form of altercation within
Company premises
21. Intoxication or being under
the influence of liquor or any
controlled/prohibited WW S1 S2 D
substance within Company
premises.
22. Being charged in court for
estafa, embezzlement or
other crimes involving moral D
turpitude

23. Being charged in court with


sexual harassment as defined D
under R.A. 7877
24. Commission of an offense
within Company premises
which is or may constitute a D
crime
P a g e | 22

25. Unauthorized use or


possession of prohibited
D
drugs within Company
premises
26. Falsely testifying in inquiry or
investigation being conducted D
by the Company
27. Assuming or misrepresenting
authority of Company officers S4 D
for any reason.
28. Planting evidence against
D
another employee

C. Offenses related to lack of integrity and responsibility

1st 2nd 3rd 4th 5th 6th 7th


offense offense offense offense offense offense offense
1. Insubordination, deliberate
neglect or refusal to obey
VW WW S1 S2 S3 S4 D
oral or written legitimate
orders
2. Negligence or gross
inefficiency in the
performance of duties
VW WW S1 S2 S3 D
without any loss to the
company other than
delay/disruption of workflow
3. Negligence or gross
inefficiency in the
performance of duties which WW S2 S3 D
resulted to loss to the
Company
4. Disrespect to Authority WW S1 S2 D
5. Failure to disclose external
affiliations that may give rise VW S2 D
to conflicts of interest
6. Actively pursuing interests
that conflict or appear to
conflict with one’s duties as WW S2 D
an employee of the Company
7. Divulging confidential
Company information to D
other parties
P a g e | 23

8. Failure to report information


or an event known to
employee which could cause WW S3 D
financial or reputational
damage to the company
9. Failure to cooperate in an
audit or investigation being
conducted or authorized to WW S1 S2 D
be conducted by the
Company
10. Failure to inform the
Company of any change in WW S1 S2 D
one’s employment records
11. Falsification of any document D

D. Offenses against property

1st 2nd 3rd 4th 5th 6th 7th


offense offense offense offense offense offense offense
1. Willful damage of any
Company property or
unauthorized destruction D
and/or defacing office
property
2. Removal of Company
property without proper D
authorization
3. Carelessness or improper use
of Company materials,
WW S1 S2 S3 S4 D
equipment which resulted to
wastage or loss to Company
4. Any act of vandalism that
damages, deforms or
destroys Company property S2 S3 D
or property of others inside
the office premises

E. Offenses related to Health, Security and Safety

1st 2nd 3rd 4th 5th 6th 7th


offense offense offense offense offense offense offense
1. Deliberately concealing a
suspected communicable WW S1 S2 S3 D
disease or ailment
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2. Willful disregard of directives


relative to cleanliness and
orderliness such as littering, VW WW S1 S2 S3 S4 D
leaving soiled dishes on their
table and the likes
3. Unauthorized carrying or
illegal possession of firearms,
explosives, and other deadly
D
weapons and/or
paraphernalia within office
premises.
4. Being charged with/convicted Suspension to dismissal depending on nature/ kind of crime and on
of a crime damage and or prejudice to the Company
5. Forcing entry into the office
during office hours or non- WW S2 S3 D
office hours
6. Unauthorized opening of
another’s locker, drawer or S2 S3 D
cabinet
7. Failure to immediately report WW to D depending on the gravity of
the occurrence of an accident
the offense and damage and/or
or the presence of unsafe
prejudice to the Company
condition

V. EFFECTIVITY

This Code shall take effect immediately.