Team Member Handbook v2

1 | Unit 09 G/F AA Corporate Plaza Bldg.
, Civic Drive, Filinvest Alabang, Muntinlupa City, Metro Manila,

Philippines, 1781 | info@connectierglobal.com | www.connectierglobal.com | Team Member Handbook v2
TABLE OF CONTENTS
About this Employee Handbook 3
a. Scope and Purpose 3
b. Not All-Inclusive 3
Introduction 4
Company Overview 4
a. Digital Marketing 4
b. Business Process Operation 5
c. HR Support 5
Our Team 5
Employment Classification 6
Work Environment
a. Work Hours
b. Attendance and Punctuality
c. Break Periods
d. Time-keeping
e. Dress Code
f. Open Door Policy
g. English Only Policy Rule
h.
2 | Unit 09 G/F AA Corporate Plaza Bldg., Civic Drive, Filinvest Alabang, Muntinlupa City, Metro Manila,
About this Employee Handbook
Scope and Purpose
This Employee handbook is designed to provide all employees of CTGI BUSINESS PROCESS
OUTSOURCING SERVICE (CTGI BPOS) with necessary information about CTGI BPOS, which
includes, among others, rules and regulations, work environment, practices and policies. This
Employee Handbook shall apply to all employees, regardless of status and position.
This Employee Handbook shall serve as a guideline to every employee’s successful and
continued employment with CTGI BPOS. This Employee Handbook shall also provide answers
to questions that employees may have in the beginning of their employment or throughout
their career.
Not All-Inclusive
This Employee Handbook shall not be all-inclusive. Other policies, procedures, practices,
supplemental rules and regulations, which shall form an integral part hereof, may be
promulgated by CTGI BPOS from time to time.
This may be other acts and/or violations which are not explicitly contained in this Employee
Handbook but which are prejudicial to the CTGI BPOS welfare and interests. CTGI BPOS
reserves the these acts punishable, and to impose the appropriate disciplinary sanction,
which may include termination, as warranted by the circumstances of each incident or case,
or under existing labor laws.
CTGI BPOS reserves the right to modify this Employee Handbook and other policies to meet
business necessity.
Introduction
GREETINGS!
Welcome aboard! We look forward to you joining us in our commitment to provide excellent
outsourcing services to our clients. We maintain integrity in our transactions and processes
and deliver the most viable and customer-centric solutions to our customers. As you join our
team, we look forward to your contribution in enabling better services with efficient and
innovative solutions in our workplace.
We look forward to your growth and development in the company. We provide equal
opportunity for learning and believe in building our talent from within.
Each employee in our company is the key to our success-being dependable, reliable,
showcasing openness and transparency, and following CTGI BPOS’s core values at all times.
We hope that you will find your work here to be rewarding, challenging and meaningful.
Looking forward to seeing you explore your passion and grow with us.
Company Overview
The conception of Connectier began when one day a group of highly successful individuals
had a conversation about their legacy for the Filipino people. Having worked hard where
they are now, the desire to help Filipinos big or small was prevalent, thus, this one-stop
business process solutions arose.
Connectier aims to intensify businesses through its absolute support services namely:
Digital Marketing – Continuous business promotions mean creating more opportunity while
business owners continue to discover new introductions to the market, we work back end to
ensure that existing products and services do not get left behind. Coping with the digital
days, we provide hassle-free back of the house services:
 Design Services
 Website Development
 Search Engine Optimization
 Digital Advertising
 Content Development
Business Process Operation – Sustaining business solutions are most critical. Day in, day out,
having highly qualified individuals to look after the daily operations is key.
 Inbound & Outbound Customer Services

 Telemarketing Services
 Data Entry
 Lead Generation
 Technology & IT Support
 Back Office
HR Support – Having the right talent on board is most critical in making the business right.
Connectier provides business support from finding the right talent to making them ready to
board.
 Applicant Sourcing
 Candidate Profiling
 Executive Search
 Staffing Services
 Training Onboard Services
 Foundation Skills Training
 Skills Enhancement Training
 Personal Development Course & Certification Programs
Our Team
Our people are at the heart of the effectiveness and success of Connectier.
 The experience and professionalism of Connectier’s management team will ensure

every connection your customers forge with your company is positive.
 Each member of our team brings a unique skill-set and an appreciation of ethical
business practices and collectively they will support your project every step along the
way according to your specific goals to optimize client ROI
 Our management team provides the experience, dedication and flexibility you’d
expect from an industry leader in contact service provision.
True to our commitment to support Filipinos big or small, Connectier guarantees to extend
help of any size to all business welcoming success into its arms.
We will assume hassle-free business process support within reach to anyone around the
globe - to live by our position – Connecting Solutions.
Employment Classifications
The following terms will be used to describe employment classifications and status:
Full-time employees - are those who are regularly scheduled to work at least [40 hours] per
week that are not hired on a temporary basis.
Part-Time Employees - are those who are regularly scheduled to work less than [40 hours]
per week that are not hired on a temporary basis. Part-time employees are not eligible for
Company paid benefits.
Temporary Employees - are hired for an interim period of time, usually to fill in for vacations,
leaves of absence, or projects of a limited duration. Temporary employees are not eligible for
Company paid benefits, except as required by law.
Trainees - are hired for a skilled or qualified person in order to learn a trade or profession
within a recognizable period not exceeding sixty (60) days.
Work Environment
Work Hours
Employees are expected to work 9 hours per day inclusive of 1-hour lunch break and 2 - 15-
minute coffee breaks. Your working hours shall be defined by your employment contract,
CBPOS however reserves its right to alter your working hours according to the needs of the
business as determined by CBPOS.
Any work rendered below the prescribed daily work hours shall be considered as undertime
and is subject to deductions per minute.
Attendance and Punctuality
Punctuality and regular attendance is expected from all CBPOS employees, regardless of rank
or position because they play a key factor in determining job performance.
As a CBPOS employee, you are obliged to notify your immediate supervisor and the
Workforce Team (for operations) in advance no later than two (2) hours before the start of
your work schedule in case you will be late or absent. Tardiness or absence due to reasons
other than certified illnesses, force majeure, and/or approved leave of absences, may be
subject to disciplinary action.
In case your absence is due to illness and/or injury, you must submit a valid medical
certificate not later than the day after your second day of absence to your immediate
supervisor. The medical certificate must cover the period of the illness, indicate the nature of
the illness and contain a declaration as to when you will be able to report back to work.
Absences and tardiness shall be dealt with accordingly and shall merit prescribed deductions
based on time away from work.
Absence without proper notification shall be considered absence without leave (AWOL) and
is considered a serious offense.
Tardiness without proper notification shall be considered tardiness without approval (TWOA)
1and is considered a minor offense.
Break Periods
It had been proven that the taking the right amount of rest within a workday can contribute
to an employee’s performance and productivity can contribute to one’s good health. For this
reason, you are encouraged to use the break periods you are entitled to which consists of
two
(2) 15-minute breaks, and one (1) hour lunch break.
Employees going beyond prescribed break periods and/or non-adherence to schedule shall
be dealt with accordingly and is considered a minor offense.
Time-Keeping
You should be responsible in keeping a daily record of the time you arrive and leave the
office by logging-in and out using CBPOS’s biometric system. In the event of entry error or
failure to log-in or out, you should notify your immediate supervisor. Daily attendance record
should be based on the data downloaded from the biometric system, and if no approvals
from the Operations head, shall be the sole basis of pay.
Official business done within shift that resulted to failure to log-in and/or out shall merit a
duly accomplished and approved OB form.
Dress Code
CBPOS strives to maintain a working environment that is fun and well-functioning. As part of
that effort, CBPOS encourages its employees to wear attire that will express their self-identity
and that is comfortable, neat, and workplace-appropriate.
Recommended Not Recommended

Slacks
1. Khaki or Corduroys 1. Sweatpants, leggings, exercise wear Shorts
2. Jeans (must be clean and free of (that exceeds two (2) inches above the
excessive rips, tears and fraying) knee)
3. Leggings provided they are opaque 2. Capris
and worn with a
4. dress or skirt
Shorts
1. Should not exceed two (2) inches 1. Shorts or length not within the set
above the knee parameter
Skirts
1. Not shorter than 3.8 inches from the 1. Miniskirts or length not within the set
knees to the hem of the skirt parameter
Shirts
1. Short-sleeves shirts or blouses Polo 1. Shirts with other company’s logo,
collar knit or golf shirts Company logo 2. Prints involving prohibited drugs, smoking
wear or alcohol or profanity, or with
2. Long-sleeves pornographic / obscene prints or design
3. Blazers or sport coats Jackets or 3. Sando / Sleeveless shirts
sweater 4. Beachwear
5. See through shirts
6. Net type clothing
7. Exercise wear
8. Crop tops, clothing showing midriffs,
spaghetti straps
Open Door Policy
CBPOS maintains a culture of open communication-where everyone’s voice is heard, where
issues and concerns are promptly raised and resolved, and where communication flows
smoothly across all levels of the company. It is encouraged to escalate concerns initially to
one’s immediate supervisor or the HR/Operations Manager.
False information shared with colleagues behind someone’s back is considered rumor
mongering and is considered a serious offense and shall be dealt with accordingly.
English Speaking Only Rule
CBPO services US and other English-speaking foreign markets. For this reason, the company
is strictly implementing an English Speaking Only Rule which every employee, regardless of
position, is expected and required to observe and support.
Failure to abide by the English Speaking Only rule is considered a minor offense and shall be
dealt with accordingly.
Equal Employment Opportunity
CBPOS upholds and respects the principle of equal employment opportunity among all its
employees. CBPOS is committed in providing equal opportunity for all employees without
regard to race, color, religion, national origin, sex age, marital status, sexual orientation,
disability, or personal appearance. Every employee is evaluated on the basis or personal skill
and merit. CBPOS’s policy on equal opportunity employment applies to all aspects of
employment, from job advertising, hiring, job assignments, promotions, benefits and salary
administration, disciplinary action, termination, training and engagement programs.
CBPOS shall not tolerate any form of discrimination within the company, and every employee
is expected to support this wholeheartedly. Any form of discrimination, when proven, shall be
considered a minor offense and shall be dealt with accordingly.
Drug Free Workplace
CBPOS is committed to maintaining a healthy and safe work environment for everyone. In
order to achieve this goal, CBPOS implements a drug free workplace policy, where all
employees are strictly prohibited from consuming, possessing, or distributing illegal drugs
within CBPOS premises, on a business meetings, training, or company outing.
CBPOS reserves the right to conduct pre-employment, random, and/or compulsory drug
testing, in accordance with the requirements prescribed by law, when necessary, in order to
maintain a drug-free, healthy, and safe working environment.
If after due testing, an employee who showed positive in any form of drug abuse shall be
terminated immediately from his/her post.
Smoke Free Workplace
CBPOS implements a smoke-free workplace policy which prohibits all employees from
smoking inside company premises. Failure to abide by the smoke-free workplace rule shall be
considered a serious offense and shall be dealt with accordingly.
Information Security – Internet and Telephone
It is the policy and practice of CBPOS to protect its information assets from any and all forms
of threats, whether internal or external, deliberate or accidental. Therefore, it is every
employees’ responsibility to maintain and demonstrate integrity in all dealings with internal
and external customers, clients, vendors and/or suppliers.
All employees must ensure that the Company’s valuable and sensitive information is:
a. Protected against any unauthorized access and interruptions;

b. Maintain confidential
c. Not disclosed to any unauthorized person or group
d. Free from unauthorized modification in order to maintain its integrity, accuracy, and
completeness; and
e. Ready available when needed by authorized users for official use.
Any deliberate act to jeopardize the confidentiality, integrity, and availability of any
information asset that is the property of CBPOS, its clients, customers, suppliers and/or
vendors, will be subject to disciplinary actions which may include termination and/or legal
actions as CBPO deems appropriate.
The Company email and Internet system is at all times the property of the Company. By
accessing the Internet, Intranet and electronic mail services through facilities provided by the
Company, you acknowledge that the Company (by itself or through its Internet Service
Provider) may from time to time monitor, log and gather statistics on employee Internet
activity and may examine all individual connections and communications. Please note that
the Company uses email filters to block spam and computer viruses. These filters may from
time to time block legitimate email messages.
Employees may not access, download or distribute material that is illegal, or which others
may find offensive or objectionable, such as material that is pornographic, discriminatory,
harassing, or an incitement to violence.
You must respect and comply with copyright, trademark and similar laws, and use such
protected information in compliance with applicable legal standards. When using web-based
sources, you must provide appropriate attribution and citation of information to the websites.
Software must not be downloaded from the Internet without the prior approval of qualified
persons within the Company.
The email system is the property of the Company. All emails are archived on the server in
accordance with our records retention policy, and all emails are subject to review by the
Company. You may make limited use of our email system for matters involving your own
personal business, so long as such use is kept to a minimum and does not interfere with your
work.1
The Company email system is Company property, and as such, is subject to monitoring.
System monitoring is done for your protection and the protection of the rights or property of
the provider of these services. Please consider this when conducting personal business using
Company hardware and software.
Electronic mail is like any other form of Company communication and may not be used for
harassment or other unlawful purposes. Your email account is a Company-provided privilege
and is Company property. Remember that when you send email from the Company domain,
you represent the Company whether your message is business-related or personal.
As noted above, electronic mail is subject at all times to monitoring, and the release of
specific information is subject to applicable laws and Company rules, policies and procedures
on confidentiality. Existing rules, policies and procedures governing the sharing of
confidential information also apply to the sharing of information via commercial software.
The term “social media” includes all means of communicating or posting information or
content of any sort on the Internet, including to your own or someone else’s web log or blog,
journal or diary, personal website, social networking or affinity website, web bulletin board, or
a chat room, whether or not associated or affiliated with the Company, as well as any other
form of electronic communication. The same principles and guidelines found in the Company
rules, policies and procedures apply to an employee’s social media activities online.
Any conduct that adversely affects an employee’s job performance or the performance of
fellow employees, or otherwise adversely affects the Company’s legitimate business interests,
may result in disciplinary action, up to and including termination. Similarly, inappropriate
postings, including but not limited to discriminatory remarks, harassment and threats of
violence or similar inappropriate or unlawful conduct will not be tolerated and may result in
disciplinary action, up to and including termination.
Access to the Company telephone system is given principally for work-related activities or
approved educational/training activities. Incidental and occasional personal use is permitted.
This privilege should not be abused and must not affect the employee’s performance of
employment- related activities. Telephone usage should be based upon cost-effective
practices that support the Company’s mission and should comply with applicable rules and
regulations.
You should use common sense and your best judgment when making or receiving personal
cellular phone calls at work. To the extent possible, employees should make personal cell
phone calls during their breaks or lunch times. The use of cameras on cell phones during
work hours is
prohibited to protect the privacy of the Company as well as of fellow employees. However,
this restriction will not apply to any recordings made in the exercise of any rights granted to
an employee by federal law.
The Company telephone system is at all times the property of the Company. By accessing the
telephone system through facilities provided by the Company, you acknowledge that the
Company has the right to monitor its telephone system from time to time to ensure that
employees are using the system for its intended purposes.
The Company prohibits the use of hand-held cellular devices while driving. Employees are
strongly encouraged to use a hands-free cellular device while driving, should the use become
a necessity in the course of employment. Sending and/or receiving text messages is expressly
prohibited while operating any vehicle.
In all circumstances, use of Internet access, email systems and telephone systems must be
consistent with the law and Company policies. Violation of this policy is a serious offense and,
subject to the requirements of the law, may result in a range of sanctions, from restriction of
access to electronic communication facilities to disciplinary action, up to and including
termination.
Workspace
Employees are responsible for maintaining the workspace assigned to them. A clean, orderly
workspace provides an environment conducive to working efficiently. Employees should keep
in mind that their workspace is part of a professional environment that portrays CBPOS’
overall dedication to providing quality service to its clients. We shall employ CLAYGO in all
areas of CBPOS’ facilities.
Office Equipment
Certain equipment is assigned to staff depending on the needs of the job, such as a
calculator, personal computer, printer and access to our central computers and servers. This
equipment is the property of the Company and cannot be removed from the office without
prior approval from your supervisor. CBPOS expects employees to treat the equipment with
care and report any malfunctions immediately to IT department and admin to diagnose the
problem and take corrective action.
Personnel Records
It is important that CBPOS maintains accurate personnel records at all times. You are
responsible for notifying your immediate supervisor or the Admin Department of any change
in name, home address, telephone number, marital status, or any other pertinent
information. By promptly notifying the Company of such changes, you will avoid compromise
of your benefit eligibility, the return of W-2 forms, or similar inconvenience.
Safety and Accident Rules
Safety is a joint venture at the Company. We strive to provide a clean, hazard-free, healthy,
safe environment in which to work, and we make every effort to comply with all relevant
occupational health and safety laws. As an employee, you have a duty to comply with the
safety rules of the Company, and you are expected to take an active part in maintaining this
hazard-free environment. You must observe all posted safety rules, adhere to all safety
instructions provided by your supervisor, and use safety equipment where required. Your
workspace should be kept neat, clean and orderly. You are required to report any accidents
or injuries – including any breaches of safety – and to promptly report any unsafe equipment,
working condition, process or procedure to a supervisor. In addition, if you become ill or get
injured while at work, you must notify your manager immediately. Failure to do so may result
in a loss of benefits under the state workers’ compensation law.
Failure to abide by the Company’s safety and accident rules may result in disciplinary action,
up to and including termination.
Workplace Violence Prevention Policy
As stated above, the Company is committed to the safety and security of our employees.
Workplace violence presents a serious occupational safety hazard to our organization, staff,
and clients.
Workplace violence includes any physical assault or act of aggressive behavior occurring
where an employee performs any work-related duty in the course of his or her employment,
including but not limited to an attempt or threat, whether verbal or physical, to inflict physical
injury upon an employee; any intentional display of force which would give an employee
reason to fear or expect bodily harm; intentional and wrongful physical contact with a person
without his or her consent that entails some injury; or stalking an employee with the intent of
causing fear of material harm to the physical safety and health of such employee when such
stalking has arisen through and in the course of employment.
Acts of violence by or against any of our employees where any work-related duty is
performed will be thoroughly investigated and appropriate action will be taken, including
involving law enforcement authorities when warranted. All employees are responsible for
helping to create an environment of mutual respect for each other as well as clients and
visitors, following all policies, procedures and practices, and for assisting in maintaining a safe
and secure work environment.
Anti - Harassment and Bullying
CBPOS is committed to providing a safe and secure working environment that is free of
harassment (Including sexual harassment) and bullying in order to ensure that every
employee will be treated with fairness, dignity, and respect. The company has zero tolerance
for bullying and harassment and every employee, regardless of position, has an obligation to
prevent and eliminate it.
Sexual Harassment
Sexual harassment is prohibited by local laws and applies equally to men and women.
Federal law defines sexual harassment as unwelcome sexual advances, requests for sexual
favors, and other verbal or physical conduct of a sexual nature, when the conduct: (1)
explicitly or implicitly affects a term or condition of an employee’s employment; (2) is used as
the basis for employment decisions affecting the employee; or (3) unreasonably interferes
with an employee’s work performance or creates an intimidating, hostile or offensive working
environment.
Such conduct may include but is not limited to: subtle or overt pressure for sexual favors;
inappropriate touching; lewd, sexually oriented comments or jokes; foul or obscene
language; posting of suggestive or sexually explicit posters, calendars, photographs, graffiti,
or cartoons; and repeated requests for dates. Company policy further prohibits harassment
and discrimination based on sex stereotyping. (Sex stereotyping occurs when one person
perceives a man to be unduly effeminate or a woman to be unduly masculine and harasses
or discriminates against that person because he or she does not fit the stereotype of being
male or female.) The Company encourages reporting of all perceived incidents of sexual
harassment, regardless of who the offender may be. Every employee is encouraged to raise
any questions or concerns with his or her immediate supervisor, designated manager, or
Human Resources.
All managers are expected to ensure that the work environment is free from sexual and other
harassment. They are responsible for the application and communication of this policy within
their work areas. Managers should:
 Encourage employees to report any violations of this policy before the harassment
becomes severe or pervasive.
 Make sure the Human Resources Department is made aware of any inappropriate
behavior in the workplace.
 Create a work environment where sexual and other harassment is not permitted
Employees should report incidents of inappropriate behavior or sexual harassment as soon as

possible after the occurrence. Employees who believe they have been harassed, regardless of
whether the offensive act was committed by a manager, co-worker, vendor, visitor, or client,
should promptly notify their immediate supervisor, designated manager, or Human
Resources.2 If the employee’s immediate supervisor is involved in the incident, the employee
should report the incident to the Human Resources Department. The Company takes claims
of harassment seriously, no matter how trivial a claim may appear. All complaints of
harassment, sexual harassment, or other inappropriate sexual conduct will be promptly,
thoroughly and impartially investigated by the Company.
All employees are expected to cooperate fully with any ongoing investigation regarding a
harassment incident. Employees who believe they have been unjustly charged with
harassment can defend themselves verbally or in writing at any stage of the investigation.
To protect the privacy of persons involved, confidentiality will be maintained throughout the
investigatory process to the extent practicable and appropriate under the circumstances.
Investigations may include interviews with the parties involved, and, where necessary,
individuals who may have observed the alleged conduct or who may have relevant
knowledge.
At the conclusion of a harassment investigation, the complainant and the alleged “harasser”
will be informed of the determination. Where appropriate, the “harasser” and the “victim”
may be offered mediation or counseling through an employee assistance program (EAP).
The Company prohibits retaliation against any employee who files or pursues a harassment
claim. To the extent possible, all complaints and related information will remain confidential,
except to those individuals who need the information to investigate, educate, or take action
in response to the complaint.
Promotions and Transfers
In an effort to match you with the job for which you are most suited and/or to meet the
business and operational needs of the Company, you may be transferred from your current
job. This may be either at your request or as a result of a decision by the Company.
Reasons for transfer may include, but are not necessarily limited to, fluctuations in
department workloads or production flow; a desire for more efficient utilization of personnel;
increased career opportunities; personality conflicts; health; other personal situations; or
other business reasons.
Most job openings that are intended to be filled from within the Company will be announced
through email. The management of the Company does reserve the right, however, to
transfer or promote an employee without posting the availability of that position. Temporary
transfers may be made at the discretion of the Company management.
You are eligible to request a transfer and to be considered for promotions upon completion
of six (6) months of satisfactory performance in your current job. Your eligibility is also
dependent, of course, on your having the needed skills, education, experience and other
qualifications that are required for the job. However, a transfer may take place within the first
six (6) months of employment if the management of the Company believes that it is in the
best interest of the Company to make an exception to this guideline.
Compensation and Benefits

CBPOS implements a 2-payouts in a month system which shall be every 10th and 25th of
each month.
When a payroll date falls on a holiday or a weekend, employees will, when possible, be paid
on the last business day before the holiday or a Friday, whichever is applicable. Otherwise,
employees will be paid on the first business day following the scheduled payroll date:
PAYOUT COVERAGE
10TH DAY of the month Includes work rendered from 16th until the 30th / or the 31st of the
previous month
25th day of the month Includes work rendered from 1st to the 15th of the current month
You may have your paycheck deposited directly into your bank account. You will be given
the authorization form for deposit by your immediate supervisor, designated manager, or
Human Resources.
Overtime and Holiday Pay
Overtime means that an employee has rendered work at least 1 hour beyond original and
prescribed working hours. Only entry level employees entitled to overtime and shall be
remunerated on an hourly basis. Overtime should have duly approved overtime forms signed
by the immediate supervisor, operations head and duly noted by the admin department for
crediting. Supervisory and Managerial employees may earn compensatory time off if spent
more than 4 hours of overtime.
Type First 8 Hours of Work Beyond 8 Hours
Regular workday Not 125%

applicable
Normal Rest Day 130% 130%
Special Holiday 130% 130%
Regular Holiday 200% 200%
Rest Day that falls on a 150% 150%
Special Holiday
Rest Day that falls on a 250% 250%
Regular Holiday
Night Differential
In addition to overtime pay, entry level employees and below shall also be entitled to the
payment of night shift differential pay of 10% of the applicable daily rate as night differential
for work rendered between 10:00 P.M. to 6:00 A.M.
Commissions and Incentives
Depending on the performance of assigned tasks, the company may extend commissions
and incentives based on performance output. CBPOS may or may not continue the grant of
commissions and incentives.
Compensatory Time-Off
For employees who are not entitled to overtime pay, the Company offers Compensatory
Time Off or CTO. However, just like overtime, compensatory time-off should have an
approval of the concerned employee’s immediate supervisor or manager. Also, utilization of
compensatory time-off should be scheduled and availed within 15 days from the date of
approval of the overtime, otherwise will be forfeited in favor of CBPOS.
Leaves
The Company offers the following leaves to its employees:
Type Credits Accrual/Eligibility Utilization
Can be utilized only upon regularization for vacation and
relaxation, but can also be used for emergency, legal matters,
From day 1 of
Vacation 5 days in a year and bereavement; must be filed at least 2 weeks before and
employment
must be approved by the immediate supervisor; can be
advanced to provide flexibility in planning employee’s vacations
Can be utilized starting from the 91st day of employment with

the company for hospital confinement, medical check-up,
From day 1 of
Sick 5 days in a year medical treatment, and/or serious health condition; must be file
employment
two (2) hours before start of the work schedule, failure to do so
will result to “No Call, No Show” tagging; can’t be advanced.
Sixty (60)
calendar days
in case of Pregnant employees
normal with at least 3 Can be utilized by informing the Company of the pregnancy
delivery or months of service in and submitting the SSS maternity notification form to the
Maternity miscarriage. the 12 months Human Resources Department. The total maternity benefit due
Seventy-eight immediately shall be payable through the Social Security System for the first
preceding expected four (4) deliveries only.
(78) calendar
days in case of date of delivery
caesarian
delivery
Married male
Seven employees with a
spouse that Can be utilized by submitting a leave request accompanied by
Paternity
(7) working delivered a child or a document showing legitimate spouse’s medical certificate
days suffered a
miscarriage
Seven Solo parent
Solo employees with at Can be used by submitting a leave request accompanied by a
Parent (7) working least one (1) year of valid solo parent ID to immediate supervisor or HR Dept.
days service
Female employees
For Victims
Ten (10) working who Experienced Can be used by female employees by informing the immediate
of Violence
days physical, sexual, supervisor or the HR Department, and submitting a certification
Against
psychological
Women Suffering battery,
issued by the appropriate government agency showing the
and their assault, coercion,
incident that happened.
Chiliodren harassment, and/or
arbitrary deprivation
of liberty
Female employees
who would undergo
surgery caused by
Gynecological Can be used by female employees by informing immediate
disorders, provided supervisor and/or HR department and submitting medical
Magna
that they have certification or document recommending the female employee
Carte of Two (2) months
rendered continuous to undergo surgery caused by gynecological disorders. Once fit
Women
aggregate to work after two (2) months, the female employee must present
employment service a fit-to-work clearance post operation.
of at least 6 months
for the last 12
months
In case leave credits will not be maximized at the end of the year, cash conversion will be
offered by the company for the following:
Vacation Leaves: Maximum of 2 leave credits | Sick Leaves: Maximum of 3 leave credits
Crediting of unused vacation leaves shall be made on the last day of February the following
year. Leaves for consumption must be availed within the fiscal year, not later than December
31.
Medical Insurance
Type Coverage
Medical Medical Insurance is non-contributory and offers coverage for the employee. It includes
hospitalization, out-patient care, and dental expenses in accordance with the established
schedule of benefits. Coverage is applicable beginning on the 91 st day of employment.
Employees may have the option to enroll a maximum of 2 dependents and shall be subject
to salary deduction equivalent to the premium prescribed the HMO provider.
Other Benefits
Benefit Description Covered Employees
Meal Allowance Additional benefit in the form of cash (net of tax) that All employees- probationary and
th th
will be paid through payroll every 10 and 25 of the regular
month. This is an allowance and is not part of
employee’s basic salary.
Communication Additional benefit in the form of cash (net of tax) that Supervisory and Managerial
Allowance th th
will be paid through payroll every 10 and 25 of the Employees
month. This is an allowance and is not part of
employee’s basic salary.
Performance Reviews
You will have your first performance review at the end of your first [three (3) months] of
employment with the Company. Thereafter, performance reviews will normally be conducted
annually towards the end of each fiscal year. All performance reviews will be completed in
writing by your supervisor or manager on the form designated by CBPOS and reviewed
during a conference with each employee. Factors considered in your review include the
quality of your job performance, your attendance, meeting the requirements of your job
description, dependability, attitude, cooperation, compliance with Company employment
policies, any disciplinary actions, and year-to-year improvement in overall performance.
Compensation increases are given by the Company at its discretion in consideration of
various factors, including your performance review.
Code of Discipline
PART I
CLASS A OFFENSES
1. Engaging in discussion and/or activities not related to job which hampers one’s
and/or other’s work performance during working hours such as loitering and
hanging+
2. Over-breaks
3. Failure to inform and/or update (actual submission of pertinent documents) Human
resources any change in status, address, additional dependents and other pertinent
201
4. Failure to notify immediate supervisor within two (2) hours before the start of assigned
shift that he/she cannot report to work on time.
5. Failure to notify supervisor or department head of one’s inability to report for work
within the eight (8) hours shift.
6. Unauthorized leave of absence for 1 day.
7. Violation of the Dress Code.
8. Not wearing the company ID while inside company premises.
9. Failure to submit a medical certificate for sickness of at least one day.
10. Other offenses analogous to the foregoing.
CLASS B OFFENSES
1. Leaving place of work without permission from immediate supervisor and/or

unauthorized under-time.
2. Unauthorized divulging or sharing Personal Information and Identification but not
limited to salary, Government issued numbers like SSS, HDMF, PhilHealth etc.
3. Violation of Health and Safety rules of the company such us but not limited to the
following:
a. Not following the safety reminders/procedures
b. Not reporting any work-related miss/accident/unsafe condition to their
immediate supervisor
c. Failure of the immediate supervisor to report any unsafe condition/act to the
occupational safety and health representative.
d. Horse play or playing practical jokes that could cause injury to a fellow
employee.
e. Not participating in safety awareness training/emergency preparedness drill;
f. Smoking inside company premises other than the prescribed/authorized
smoking area.
g. Not following waste segregation procedures
h. Any form of littering
4. Performing work or activities of personal nature during working time.
5. Unauthorized leave of absence for two (2) consecutive working days.
6. Tardiness in excess of four (4) times or a total of one (1) hour whichever comes first
within one calendar month.
7. Failure to comply with standards, specific work operating procedures, instructions, or
practices and Company policies including but not limited to work
instructions/procedures such as housekeeping, documentation, and other related
process.
8. Utter disregard/interference/refusal to submit/cooperate to security personnel in the
conduct of their business, i.e. frisking/body search, baggage inspection etc.
9. Unauthorized use of the Company’s materials, equipment or other property i.e. office
materials, supplies, machines, equipment, P.A. system. Company issued credit card.
10. Vending in the company premises without permission from management during
company time and/or within premises.
11. Unauthorized posting or removing, mutilating or deforming any matter on the
bulleting board; posting in areas/places other than bulletin boards.
12. Offenses against information security such as but not limited to:
a. Sending of unsolicited and non-work-related emails such as chain letters,
advertisements, offers, inquiries, or spamming – sending of unsolicited
electronic message
b. Unauthorized disjoining of company’s computer from the company domain,
such as, but not limited to formatting of computer hard drive
c. Non-compliance with the proper disposal procedure of IT assets.
13. Other offenses analogous foregoing.
CLASS C OFFENSES
1. Writing on walls, equipment, furniture and other fixtures (Vandalism).

2. Distributing written printed matters of any descriptions in Company premises without
management’s permission.
3. Drunkenness or drinking alcoholic beverage during working hours within the premises
and/ or reporting to work under the influence of liquor.
4. Taking part in or promoting any gambling, lottery card games or any game chance in
the Company premises except Company-sponsored employee activities.
5. Having serious communicable disease which may endanger other employees,
knowing about it and not reporting to management.
6. Promoting/ Engaging/ Practicing in money lending of any nature for profit directly
and indirectly between and/or among employees such as but not limited to borrower,
co-borrower, guarantor and creditor.
7. Spreading malicious false rumors against and/or maligning fellow employee, company
and clients, in any form (verbal or electronically).
8. Unauthorized bringing out of the Company materials and property, including
Company documents and other proprietary information.
9. Unauthorized absence of three (3) to five (5) consecutive working days without official
notice/prior permission/justification.
10. Refusal to submit to medical examination or violating any health and safety
precautionary rules and practices of the Company.
11. Unauthorized entry in/exit through restricted areas or allowing unauthorized persons
to loiter within one’s work area or Company premises.
12. Eating, drinking and/or bringing food inside the production are in violation of specific
work rules.
13. Sleeping while on duty and/or sleeping in your work area.
14. Engaging in pyramiding, networking, “Ponzi” or multi-level marketing schemes.
15. Sending fraudulent, malicious, or threatening messages on any medium against any
employees. Clients, service providers and VIPs of the Company.
16. Unauthorized installation, modification, and uninstallation of computer system
software and settings.
17. Disclosure of authorization and authentication credentials to unauthorized parties or
individuals.
18. Unauthorized circumvention of the company’s information security controls.
Downloading and/or use of computer-related materials that facilitate copyright
infringement; allow consumption of pornography; or allow unauthorized access to the
company or client’s computer system. Such as materials are but not limited to:
a. Illegal copies of software;
b. Software that enables copyright infringement;
c. Internet protocols and files known to facilitate copyright infringement like bit
torrent and other peer to peer download software
d. Software unauthorized by BTS;
e. Remote access software
19. Downloading and/or use of computer-related materials that facilitate copyright
infringement; allow consumption of pornography; or allow unauthorized access to the
company or client’s computer systems. Such materials are but not limited to:
a. Illegal copies of software;
b. Software that enables copyright infringement;
c. Internet protocols and files known to facilitate copyright infringement like bit
torrent and other peer to peer download software
d. Software unauthorized by BTS;
e. Remote access software
20. Use of company or client resources to intentionally access unauthorized websites that
have to follow nature:
a. Hosting entertainment-oriented content;
b. Hosts peer-to-peer download software;
c. Personal network storage;
d. One-click storage;
e. Hosts downloadable or online games;
f. Hosts that has a primary purpose of providing instructions to bypass computer
security settings;
g. Web e-mails;
h. Hosts unauthorized remote access software or provided remote access
services;
i. Web chat. Web message
j. Social networking sites;
k. Online services for hosting images;
l. Hosts adults-oriented content
21. Intentionally visiting unauthorized web sites or using unauthorized software that
causes damage to the employee’s workstation local account.
22. Visiting unauthorized web sites or using unauthorized software that causes damage to
workstations other than the employee’s workstation.
23. Intentionally sending e-mail or instant message spam
24. Unauthorized deactivation of company’s anti-virus software
25. Installation and/or use of unauthorized applications
26. Installation and/or execution of malicious software or code that causes it to damage
workstation accounts and/or spread across the company network
27. Showing, exhibiting, or watching pornographic materials using company or client
resources
28. Non-compliance to the company password policy during creation or updating
passwords
29. Unauthorized access, use, disclosure, or disposal or sensitive information.
CLASS D OFFENSES
1. Threatening, intimidating, coercing, harassing fellow employees or anybody physically

or through the use of other means in Company premises; expressly provoking,
instigating a fight or fighting inside Company premises at any time
2. Stealing or attempting to steal Company property (whether inside or outside the
Company premises.)
3. Stealing or attempting to steal co-employee property located inside the company
premises.
4. Damaging or attempting to damage Company or co-employee’s property either
willfully of through gross negligence.
5. Failure to comply with the established company
policies/procedures/specifications/schedules that may result to an adverse situation
6. Violation of physical safety and security instructions, procedures, practices and
specifications including those relative to work instructions.
7. On the part of the superior, condoning, tolerating, or participating in an offense
committed by a subordinate and/or a colleague.
8. Malversation of Company funds
9. Conviction with finality by court trial of any crime.
10. Substituting or attempting to substitute and alteration of settings of Company-owned
materials or equipment, including equipment and materials owned by
customers/visitors.
11. Conviction with finality by court trial of any crime.
12. Bringing explosives and firearms and/or deadly weapons of any nature in Company
premises.
13. Using a fictitious name, person for the purpose of concealing an offense or evading a
responsibility.
14. Falsely representing oneself to be an officer, agent or representative of the Company
or any of its departments or agencies. (i.e. making statements about warranty,
expressly or implied; unauthorized use and/or forging of email header information;
tampering Company handling information (password) in order to misrepresent
oneself and the Company to others).
15. Possession, bringing, selling or attempting to bring or sell into the Company illegal
drugs.
16. Utilization of dangerous drugs.
17. Deliberate showing down of work and/or convincing fellow employees to do so.
18. Absence without official leave which extends from six (6) consecutive days or more
without satisfactory justification or notification.
19. Divulging classified Company information to outsiders or unauthorized parties.
Leakage of vital information (e.g., process, formulae, trade secrets, client lists, test
papers, vendor’s competitive bids, corporate data of CTGI, business-sensitive
information, lists of CTGI employees to parties outside CTGI, forwarding a confidential
message or attachment belonging to another user without acquiring permission from
originator first, or other confidential matter).
20. Failure to inform having any participation or involvement, direct or indirect, in any
transaction involving any person, firm, business enterprise with which the company
has a commercial relationship and where such participation is improper or undesirable
in the interest of the Company.
21. Drunkenness and/or under the influence of prohibited and/or illegal drugs leading to
destruction of the Company property, harassment or injury to others within Company
premises or during Company-sponsored activities.
22. Sexual harassment. Unbecoming conduct violating common decency and morality
within the Company premises or during company sponsored-activities.
23. Engaging in any immoral/unethical acts or conduct violative of common decency and
morality with co-employees within Company premises (i.e. sending or forwarding
instant messaging containing libelous, defamatory, offensive, racist or obscene
remarks. If users receive a message or this nature, users must promptly notify their
supervisor). This shall also include the following actions:
a. Public (Company premises) display of affection such as but not limited to torrid
kissing, necking,
b. Petting between employees
c. Display of obscene acts and or patronizing such acts within Company
premises,
d. Known prostitution and/or transaction/discussion leading to such within
Company premises,
e. Any violation on the Company/department Code of Ethics.
24. Commission of three (3) offenses (2 Class “B” and 1 Class “C”) within a 12-month
period.
25. Dishonestly through commission and/or omission. Making false statements in any
investigation or inquiry conducted in relation to occurrences within the Company’s
interest.
26. Other provisions provided for in the Labor Code as grounds for termination.
27. Unauthorized access and/or use of email or internet facilities and other forms of
electronic communication of other team members which includes downloading of
software / file or other similar downloadable programs.
28. Verbal abuse or use of profane language, towards co-employees, Company officials
and/or customers/suppliers.
29. Failure to conform with established policies/procedure/specifications resulting to
substandard product/ services leading to damage to/loss of property and/or possible
loss of customers.
30. Abuse of position for personal gain or advantage from other employees, contractors
and suppliers.
31. Malingering or feigning illness to avoid doing of assigned work.
32. Breaching current bandwidth or data storage restrictions to the point where such
breach degrades network performance.
33. Any form of harassment and/or bullying whether physical, verbal or written between
or among co-employees within Company premises, work related, and/or during
working time.
34. Unauthorized engagement in any activity that is illegal under local or international law
within Company premises and/or utilizing Company owned resources.
35. Falsifying /tampering any official records.
36. Soliciting or collecting signatures for Financial contributions for any purpose
whatsoever in Company premises without the prior permission of the management.
37. Offering or accepting anything of value in exchange for a job, work assignment, work
location or favorable condition of employment.
38. Favoring suppliers in consideration of kickback, personal rebates or any consideration.
39. Making false statements in any investigation or inquiry conducted in relation to
occurrences within the Company’s interest.
40. Violation of the rights of any person or company protected by copyright, trade secret,
patent or other intellectual property, or similar laws or regulations including, but not
limited to, the installation or distribution of “pirated” or other software products that
are not appropriately licensed for use by CTGI.
41. Circumventing user authentication or security of any system or application or network
and/or user or email or server accounts.
42. Insubordination and gross disrespect towards superior and customers or their
representatives.
43. Performing another job particularly if such will potentially run in conflict with the
interests of the Company (conflict of interest).
44. Use or attempting to use, switch on camera, mobile phone, MP3, USB, IPOD, PSP and
any mobile media storage device inside restricted areas.
45. Offenses against information security such as but not limited to:
a. Introduction of malicious codes into the company and/or generation,
reproduction, propagation, or execution of software that caused damage to or
disabled any company information.
b. Unauthorized installation, removal or replacement of network
components/equipment in company networks that caused damage to or
disabled any company information system.
c. Installation and use of unauthorized illegal/unlicensed software that caused
damage to or disabled any company’s information system.
d. Unauthorized taking out of any Information Technology (IT) assets outside the
company’s premises.
e. Unauthorized copying/storing in the removable media of any of the
confidential information; or unauthorized disclosure of confidential information
through electronic messaging or removable storage.
f. Downloading of software or other copyrighted material without permission
from the copyright owner. Copyright infringement by any employee is directly
contrary to company policy.
g. Hacking/Unauthorized accessing of files.
Code of Discipline
PART II
 AWOL – an employee is absent without securing prior written approval.

 NTE – a written notice informing the employee of a question’s incident or alleged
violation.
 Coaching Log – means the first notice give to the employee informing him of a
questioned incident and case progression agreement.
 Correct Action Form (CAF) – a document that provides management/HR decision
towards a committed offense.
 Due Process Form (DPF) – a form that documents an incident explanation from the
agent.
CLASS A 1st Offense – 3-15 Days Suspension
1st Offense – Documented Verbal Warning 2nd Offense – Termination
2nd Offense – Written Warning CLASS D
3rd Offense – 3-15 Days Suspension 1st Offense - Termination
4th Offense Termination
CLASS B
1st Offense – Written Warning
2nd Offense – 3-15 Days Suspension
3rd Offense – Termination
CLASS C

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1 | Unit 09 G/F AA Corporate Plaza Bldg.

, Civic Drive, Filinvest Alabang, Muntinlupa City, Metro Manila,

 Inbound & Outbound Customer Services

 The experience and professionalism of Connectier’s management team will ensure

Attendance and Punctuality

(2) 15-minute breaks, and one (1) hour lunch break.

Recommended Not Recommended

Open Door Policy

English Speaking Only Rule

Equal Employment Opportunity

Drug Free Workplace

Smoke Free Workplace

Information Security – Internet and Telephone

a. Protected against any unauthorized access and interruptions;

Safety and Accident Rules

Workplace Violence Prevention Policy

Anti - Harassment and Bullying

Employees should report incidents of inappropriate behavior or sexual harassment as soon as

Promotions and Transfers

Compensation and Benefits

Overtime and Holiday Pay

Type First 8 Hours of Work Beyond 8 Hours

Regular workday Not 125%

Special Holiday 130% 130%

Regular Holiday 200% 200%

Commissions and Incentives

The Company offers the following leaves to its employees:

Type Credits Accrual/Eligibility Utilization

Can be utilized starting from the 91st day of employment with

Benefit Description Covered Employees

1. Leaving place of work without permission from immediate supervisor and/or

1. Writing on walls, equipment, furniture and other fixtures (Vandalism).

1. Threatening, intimidating, coercing, harassing fellow employees or anybody physically

 AWOL – an employee is absent without securing prior written approval.

CLASS A 1st Offense – 3-15 Days Suspension

1st Offense – Documented Verbal Warning 2nd Offense – Termination

2nd Offense – Written Warning CLASS D

3rd Offense – 3-15 Days Suspension 1st Offense - Termination

4th Offense Termination

1st Offense – Written Warning

2nd Offense – 3-15 Days Suspension

3rd Offense – Termination

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