EMPLOYEES HANDBOOK

OUR VISION
Our VISION is to become the No. 1 Construction Company in the
Philippines

OUR MISSION
Our MISSION is to professionalize the building construction industry
regardless of scale.

THE CORE VALUES

Honesty Truth in everything.
Reliability timely delivery of commitments to clients and coworkers.
Quality Products delivered are based on acceptable and current
industry practice.
Excellence The relentless pursuit for improvement.
Unity different personalities working together towards achieving a
common goal.

TITLE I RECRUITMENT POLICY

Section 1. Policy - The policy on recruitment shall be to offer
employment to all qualified applicants regardless of the individuals
gender, color and religion.
Section 2. Employment Qualifications -The Company shall hire the
most qualified personal, who have the necessary skills, experience and
attitude towards work and the capacity to perform the designated job for
the Company.
A duly approved Personnel Requisition From shall be accomplished
prior to hiring of personnel, whether for replacement or newly created
positions.

Section 3. Test Administration and Interviews - Tests will be

administered for staff and supervisory positions.
In-depth interview shall be conducted by the Human Resources (HR)
Officer, requisitioning Manager or Head, and the President (if necessary)
to determine the candidates suitability for the job.

Section 4. Pre-Employment Requirements & Pre-Employment

Medical Examination - All candidates are required to pass the preemployment medical examination to be conducted at our accredited
clinic.
The newly hired, unless specially exempted by Management, shall,
likewise, submit the following pre-employment requirements:

1. Transcript of Records (for highest level of

education attained);
2. Diploma (for highest level of education attained);
3. Original Resume with picture;
4. Original NBI Clearance for local employment
(must have been issued within five [5] months
from date application);
5. Certificate of Birth;
6. Marriage Certificate (if married);
7. Recent Community Tax Certificate;
8. SSS Number;
9. TIN;
10. Philhealth Number;
11. Pag-Ibig Number;
12. Pictures (2 x 2 [4 pcs]; 1 X 1 [4 pcs.]);
13. Certificate of Previous Employment;
14. ITR (BIR Form 2316);
15. Directional House Sketch with reference point
from Head Office.
16. Complete Medical Examination with result and
interpretation; and
17. Photocopy of two (2) valid IDs.
Section 5. Reference Check - All applicants considered for the vacant
positions shall be subject to background investigation prior to hiring.
Additional checks may be conducted during the probationary period as
an added pre-requisite to his/her performance evaluation.
Section 6. Job Offer and Appointment Letter - The Human Resource
Department (HRD) shall facilitate the preparation of Job Offer and
Appointment Letters.
Section 7. Transferability of Employees - All employees should be
hired with the understanding that the Company may transfer them to
any location where the company operates its business or any new job or
positions where the employee can contribute his/her services in line with
the companys requirements or when the need arises.

Section 8. Personnel Records Management - All personnel records of

employees must be maintained and updated by the HRD. It will, however,
be the duly and responsibility of every employee to promptly update the
HRD with changes in their individual status and other vital information.
All personnel records are considered confidential, unauthorized
access to these files will be a reason for disciplinary action or immediate
termination.

TITLE II EMPLOYMENT STATUS

Section 9. Probationary Employee - One hired by the Company as a
new employee on a probationary basis. A probationary employee is
required to serve a probationary period usually a period of Six (6) months
during and after which his services and performance are assessed in
order to determine whether or not he qualifies as a regular employee.

During your probationary employment, you will be observed very closely

on your work performance, attitude, relationship and capacity to learn.
On the third (3rd) and fifth (5th) month on your job, you will be appraised
by your immediate supervisor and/or your department head. Your strong
points as well as your weak points shall be discussed with you by your
immediate supervisor and/or Department, who will inform you of your
rating. Should the appraisal of your performance fall below par during
your probationary employment, your Department Head will send in a
recommendation for non - regularization. On the other hand, if you meet
the expectations of the Company, you shall be recomended for regular
status upon the expiration of your probationary period. Appraisal reports
shall be submitted to the Management for review and approval.

It is essential for a probationary employee to obtain an evaluation rating

of at least Meet Expectations (ME) in his perfromance evaluations in
order for him/her to be allowed to continue with his/her probationary
employment (for the 3rd month evaluation) or be considered for

regularization (for the 5th month evaluation).

Section 10. Regular Employee - An employee who has completed at
least six (6) months probationary status and has been evaluated by his
Department Head as qualified for a permanent position in the Company
and which is duly approved by the Management.
In the course of your employment, your over-all work performance shall
be appraised based on several factors depending on your level,
supervisory or non - supervisory. Said performace appraisal shall be
conduacted primarily to assess an employees performance versus your
assigned tasks, duties and responsilbilities or should be eligible for merit
recogniton. This appraisal will likewise bring out individual weaknesses
or faults which may have to be corrected. Your immediate supervisor or
your Department Head will discuss with you the results of the appraisal
in order for you to know your standing in the organization.
Section 11. Contractual/Project-Based Employee - One hired for a
definite term to perform work connected with a specific project or to
address sudden exigencies in the Company that require extra manpower.
Such employee retains his contractual status until the project for which
he is hired shall be completed, regardless of the time required to finish
the same, or until the expiration of the term for which he has been hired.
The employment of a contractual or project-based employee ceases after
the completion of the project he has been assigned to perform work in
connection with or upon the expiration of the term for which he has been
hired, which ever comes first.

TITLE III. CONFIDENTIALITY AND SPECIAL RELATIONS

Section 12. Policies on confidentiality and on conflict of interests The Company does not wish to interfere with your personal affairs or
limit your outside activities. However, it is not in favor of its employees
working in other jobs as this affects an employees efficiency. Employees
of the Company are, thus not allowed at any time during their
employment to engage directly or indirectly in any business or trade or in

any activity which is prejudicial to the interest of the company, or which

will interfere with the performance of your jobs, whether within or
outside or working hours, without the prior consent of Management.
Further, all employees hired by the Company are expected to observe
strict confidentiality on the information acquired during the period of
their employment. A breach of this confidence will be just cause for the
termination of employmeny without prejudice to any action by the
Company to fully protects its rights.

Section 13. Employee Relations - There will be occasions when

problems or misunderstandings with your co-employees may cause you
worry or anger. We do not want these to affect you or the quality of your
work, but this may happen if you keep such problems to yourself.
Whenever you are face with such problems, personal or otherwise,
discuss them with your immediate supervisor first and then with your
Department Head, and/or with the HRD. They are willing and happy to
be of assistance to you and you will always find an open door.
Suggestions and constructive criticisms are welcome and you are invited
to discuss such suggestions with them.

Section 14. Special Relationships/Blood Relations - Although the

Company does not discriminate the employment of relatives of present
employees, it is the policy of the company not to hire relatives of
employees up to 4th degree of consanguinity of affinity regardless of the
employment status without the prior approval or exemption of the
Management.
In case of marriages between two (2) employees, one of them should
resign, if by virtue of the positions hold conflict of interest.
Intimate personal relationships shall also be discouraged among coemployees of the Company, notwhitstanding, the lack of any legal
impediment to maintain such relationship. Such personal relationships
are to ensure that employees shall at all times deal with fellow employees
in an atmosphere of utmost professionalism withour any distraction from
or motivation for intimate sentiments.

The foregoing notwithstanding, it is the aim of the Company to promote,

at all levels, the maintenance of a harmonious environment, consistent
with the values of team building and unity as a means toward achieving
greater efficiency and professionalism, among all employees of the
Company.

TITLE IV. LABOR STANDARDS

Section 15. Normal Hours of Work - The normal hours of work of any
employee shall not exceed eight (8) hours a day (article 83, Labor code),
for six (6) days a week.
Exception: health personnel who hold regular office hours for eight (8)
hours a day, for five (5) days a week. (2 nd paragraph, article 83 Labor
code)
Section 16. Meaning of Hours Worked - Hours worked shall include (a)
all the time which an employee is required to be on duty or to be at a
prescribed workplace; and (b) all time during which an employee is
suffered or permitted to work (article 84 Labor code)
Hours worked are those hours spent by an employee which is payable by
the employer. Our Labor code explains that the hours we spent when we
are in duty or at our office and even those hours spent outside the office
premises as long as we are permitted or suffered to work are payable.
Section 17. Short breaks and lunch break - Rest periods of short
duration during working hours shall be counted as hours worked. (2 nd
paragraph article 84 Labor code)
It shall be the duty of every employer to give his employees not less than
sixty (60) minutes time-off for their regular meals. (article 85 Labor
Code).
The one hour meal period is not compensable hours worked and it is not
included on the normal eight (8) hours working time.
Section 18. WAGES

Section 19. Overtime Pay - Overtime pay is an additional compensation

paid on work performed beyond eight hours. For regular working days
the overtime pay shall be 25% of the regular wage. Overtime during rest
day or a holiday is 30% of the regular wage for that rest day or holiday.
Section 20. Night shift differential - This refers to the additional
compensation of ten percent (10%) of an employees regular wage for each
hour of work performed between 10 pm to 6 am.
Section 21. Holiday Pay - Holiday pay refers to the payment of regular
daily wage for any unworked regular holiday.

New Years Day (January 1)

Maundy Thursday (March 28)
Good Friday (March 29)
Araw ng Kagitingan (April 9)
Labor Day (May 1)
Independence Day (June 12)
National Heroes Day (August 26)
Bonifacio Day (November 30)
Christmas Day (December 25)
Rizal Day (December 30)
Eidl Fitr (movable)
Eidl Adha (Movable)

The company observes the above-mentioned regular holidays, subject to

the provisions of Republic Act No. 9492 and other pertinent laws and
proclamations.
Section 22. Special (Non-working) Days - The special non-working
days declared under Proclamation No. 459 are:

Black Saturday (March 30)

Ninoy Aquino Day (August 21)
All Saints Day (November 1)

Additional Special Non-working days

November 2
December 24
Last Day of the Year (December 31)

What is the difference between the regular holidays and special nonworking days?
If an employee did not report to work on a special non-working day, such
employee is not entitled to his regular wage that day unlike in a regular
holiday. The reason is that under special non-working days, we follow the
principle no work, no pay rule
If an employee comes to work on any given special non-working day, he is
entitled to be paid his regular wage plus 30% (as premium pay) therefore
a total of 130%. In a regular holiday, if an employee comes to work he is
entitled to 200%.
The company shall also observe all days declared by the appropriate
authorities to be Special Holidays whenever applicable.
Section 23. 13th month pay - All employers are required to pay their
rank and file employees 13th month pay regardless of the nature of their
employment and irrespective of the methods by which their wages are
paid, provided they worked for at least one (1) month during a calendar
year. The 13th month pay should be given not later than December 24 of
every year.
Section 24. Service incentive leave (SIL) - Every employee who has
rendered at least one (1) year of service is entitled to service incentive
leave for five (5) days with pay.
Section 25. Maternity Leave - This benefit applies to all female
employees, whether married or unmarried.
Every pregnant employee in the private sector, whether married or
unmarried, is entitled to maternity leave benefit of sixty (60) days in case
of normal delivery or miscarriage, or seventy-eight (78) days, in case of
Caesarian section delivery, with benefits equivalent to one hundred
percent (100%) of the average daily salary credit of the employee as

defined under the law.

To be entitled to the maternity leave benefit, a female employee should be
an SSS member employed at the time of her delivery or miscarriage; she
must have given the required notification to the SSS through her
employer; and her employer must have paid at least three monthly
contributions to the SSS within the twelve-month period immediately
before the date of the contingency (i.e., childbirth or miscarriage).
The maternity leave benefit, like other benefits granted by the Social
Security System (SSS), is granted to employees in lieu of wages. Thus,
this may not be included in computing the employees thirteenth-month
pay for the calendar year.
Section 26. Paternity Leave (RA 8187) - Paternity Leave is granted to
all married male employees in the private sector, regardless of their
employment status (e.g., probationary, regular, contractual, project
basis). The purpose of this benefit is to allow the husband to lend
support to his wife during her period of recovery and/or in nursing her
newborn child.
Government employees are also entitled to the paternity leave benefit.
They shall be governed by the Civil Service rules.
Paternity leave benefit shall apply to the first four (4) deliveries of the
employees lawful wife with whom he is cohabiting. For this purpose,
cohabiting means the obligation of the husband and wife to live
together.
If the spouses are not physically living together because of the
workstation or occupation, the male employee is still entitled to the
paternity leave benefit.
The paternity leave shall be for seven (7) calendar days, with full pay,
consisting of basic salary and mandatory allowances fixed by the
Regional Wage Board, if any, provided that his pay shall not be less than
the mandated minimum wage.
Usage of the paternity leave shall be after the delivery, without prejudice
to an employers policy of allowing the employee to avail of the benefit
before or during the delivery, provided that the total number of days shall

not be more than seven (7) calendar days for each covered delivery.
What are the conditions to be entitled?
A married male employee shall be entitled to paternity leave benefit
provided that he has met the following conditions:
1. He is an employee at the time of the delivery of his child;
2. He is cohabiting with his spouse at the time that she gives birth or
suffers a miscarriage;
3. He has applied for paternity leave with his employer within a
reasonable period of time from the expected date of delivery by his
pregnant spouse, or within such period as may be provided by company
rules and regulations, or by collective bargaining agreement; and
4. His wife has given birth or suffered a miscarriage.

TITLE V. OFFICE RULES AND CODE OF DISCIPLINE

IX. WORKING DAYS AND HOURS
The normal business hours of the Company is from 9:00 am to 6:00
pm from Monday to Friday and 8:00am to 12:00nn on Saturdays every
week. Any employee who comes if after 9:00 am shall be considered tardy
for work, unless his/her tardiness is authorized and/or excused by the
Management. No grace period shall be afforded.
Employees are entitled to a one (1) hour lunch break from 12:00nn to
1:00 pm and a coffee or merienda break from 3:00 pm to 3:20 pm.
Changes and deviationssin work schedules/hours may be necessary
and cannot be avoided due to certain causes such as leaves of absences,
business exigencies and emergencies. We expect that when changes
occur, you will understand and be cooperative.
XI. PUNCTUALITY AND ATTENDANCE

We put emphasis on punctuality and attendance. All employees are

expected to come in before reporting time and time-out after completing
their tasks using the Companys Bundy Clock Device.
Attendance and tardiness records are filled in your personnel folder
and these items are notable during your performance appraisals.
Punctuality, of course, also means more than just coming to the office
on time, it means observing proper break times and using of company
time productively.
If you are unable to report for work or will need to leave the office
before the end of the work day due to a justifiable reason, you must
inform and secure approval from your immediate supervisor, Head or the
HRD. For these instances, the Company has provided official leaves such
as vacation, emergency and sick leaves. Notice of such action will help
your superior make necessary adjustment to ensure completion of tasks.
A. Timekeeping
Each employee has an exclusive timekeeping record. Unless
otherwise validly exempted by the Management, everyone is required to
register his/her attendance (in and out) using the Companys Bundy
Clock device.
Employees, who fail or are unable to time-in and/or time-out for the
day due to their performance of official business outside the Company
premises, shall be considered absent unless they submit an Official
Business Slip (OB Slips) duly approved by their immediate supervisor or
Head detailing the work they had to attend to outside the Company
premises.
Employees, who reported for work at the Company premises but for
some reason failed to time-in or time-out for the day, shall, likewise, be
considered absent unless they submit a Time Adjustment Form, duly
approved by their immediate supervisor or Head, detailing the work they
had to attend to outside the Company premises.
Printed employee Daily Time Records (DTR) routed for checking or

verification before every salary cut-off, OB slips, and Time Adjustment

Forms must be returned of submitted to the HRD on or before the 12th
day (for the 15th salary cut-off) and 27th day (for the 30th or end of month
salary cut-off) of the month. Your printed DTR shall be assumed to
correct and a faithful record of your attendance if you fail to submit or
return the same to the HRD, together with related OB Slips and Time
Adjustment Forms, on or before the abovementioned deadlines.
B. Tardiness, Undertime and Absences
1. Tardiness
Tardiness means coming to work past the official starting time of
business of the Company up to a maximum of two (2) hours after said
starting time. Coming to work after (2) hours of the official start of
business hours of the Company shall be considered as a half-day
absence.
Tardiness may either be excused or unexcused. It shall be
considered excused if caused by circumstances entirely beyond an
employees control like the occurrence of natural calamities, which the
Management may decide to be excused.
2. Undertime
Undertime means leaving the workplace and/or company
premises prior to the official knock-off or quitting time. Undertime may
be approved only when a concerned employee wants to time-out before
the official quitting time. Undertime beyond two (2) hours will be treated
as a halfday absence.
All undertime request must be covered by a duly approved Leave
Form, which should be submitted to the HRD prior to going on
undertime. If you are going on undertime, you must also time-out for
actual recording of the you left the Company premises.
3. Absence
Absence means failure to report for work for any cause
whatsoever. It may be excused or unexcused depending upon the

circumtances. Any absence without prior approval of the supervisor or

the Department Head of an employee shall be considered unexcused and,
therefore, subject to disciplinary action.
Kinds:
a. Leave
An absence that is duly approved and/or excused and duly
applied for through proper process observed by the Company. They may
be paid or unpaid leaves.
As a general rule, prior permission is required for all
employees who will be unable to report for work. If you, for a justifiable
reason, will be unable to report for work, you are requred to fill up an
Application for Leave of Absence form in advance (except in some justified
cases) and secure the approval from your immediate Supervisor of
Department Head and have the same be verified by the HRD. Violation of
this rule is ground for disciplinary action.
Consecutive vacation and/or unpaid leaves may be granted
only for a maximum period of five (5) days. If additional time is needed by
an employee, he/she may
submit a request for leave extension to be considered by the Management
on a case to case basis.
In case of emergencies and/or sickness, the application for
sick or leave of
absence should be filed immediately upon returning to work.
Application for Leave of Absence forms are available with the
HRD Officer.

Types of Leaves:
I. Sick Leave (SL) - For every calendar year of service
rendered, a regular employee shall earn ten (10) working days paid sick
leave. Sick leaves are non-cumulative and shall be earned on a calendar
year basis. Unused sick leaves at the end of the year shall be forfeited

and are not convertible to cash.

In order that an application for a sick leave be allowed, an
employee is required to inform his/her immediate supervisor or
Department Head of his/her illness within two (2) hours before the start
of work on the first day of his/her ailment; otherwise, this will warrant
denial of his/her sick leave benefit and the absence is shall the be
treated as Absence Without Official Leave (AWOL). A medical certificate
shall be required for sick leaves of more than two (2) days, which,
otherwise, would result to absence without pay and/or AWOL.
II. Vacation Leave (VL) - For every calendar year of service
rendered, a regular employee shall earn ten(10) working days paid
vacation leave. Vacation leave are non-cumulative and shall be earned on
a calendar year basis. Unused vacation leaves at the end of the year shall
be forfeited and are not convertible to cash.
Application for vacation leaves must be filled at least two (2)
days before availment. The Company may determine the schedule of an
employees vacation or deny an application for a vacation leave with due
consideration to the operational need of his/her Department and that of
other Departments.
III. Unpaid Leave - A leave that in authorized and/or duly
approved, but without pay. This is usually the leave granted to
contract/project-based or probationary employees, and to regular
employees who have already exhausted their paid leave benefits.
IV. Maternity Leave - A paid leave granted to a female
pregnant employee whose Social Security System (SSS) monthly
contribution has been paid by the Company for at least three (3) months
during the twelve (12)-month period preceding the semester of her
childbirth or miscarriage. The Company recognizes that all female
employees on the family way, whether married or unmarried are entitled
to Maternity Leave Benefits, which is granted by the Social Security
System (SSS). A female employee shall be granted a maternity leave of
sity (60) days with pay in case of normal delivery or a maternity leave of
seventy-eight (78) days with pay in case of caesarean delivery.
Employees that shall be availing of their maternity leaves

should coordinate with the HRD for the coordinate and processing of
their said benefits with the SSS.
V. Paternity Leave - A seven (7)-day paid leave granted to a
regular married male employee whose wife, who he is cohabiting with,
has given birth or suffers a miscarriage; provided that, said leave will
only be granted for the first four (4) deliveries or miscarriage of the
legitimate spouse of the married male employee availing of said leave.
To avail of the paternity leave, a married regular male
employee must duly notify the HRD of the pregnancy of his wife and her
expected date of delivery. He must also submit a copy of his and his
wifes marriage certificate and the birth certificate of the newly-born
child, or, in the case of a miscarriage, the death or medical certificate
attesting to the fact of miscarriage, which should be duly signed by the
attending physician or midwife showing the actual date of childbirth or
miscarriage.
Paternity leave benefits are not convertible to cash and this
benefit shall be availed not later than sixty (60) days after date of delivery
or miscarriage.

VI. Bereavement Leae - A paid time-off granted to a regular

employee in the event of the death of a member of his/her immediate
family member. For purposes of said leave, immediate family shall be
taken to cover only the following: spouse, child, parent, sister, brother,
grandparent, grandchild, mother-in-law and father-in-law.
Bereavement leaves shall be for a period of not more than
three (3) consecutive days.

b. Absence Without Official Leave (AWOL)

An absence that is not approved and/or excused. Such
absences are subject to disciplinary action.

XII. PAYMENT OF SALARY

A. Salary Distribution
Employees are paid every 15th and end of the month:
Days Covered
Date of Release of Employee
Salary
th
th
th
26 day to the 10 day of the 15
day of the month(15th day
month
salary distribution)
th
th
11 day to the 25 day of the 30th day of the month, except for the
month
month of Febuary wherein the
salary shall be released on the last
day of said month (end of the month
salary distribution)
If the set pay day(s) of any month shall fall on a Saturday, Sunday
or a Holiday, the salary for the period covered shall be released and paid
on the immediately preceding business day.

B. Salary Deductions
Benefit/Deductible

Date of Deduction

SSS Contribution

15th day of salary distribution

HMDF (Pag-IBIG) Contribution

15th day of salary distribution

Philhealth Contribution

15th day of salary distribution

SSS Loan

End
of
the
month
salary
distribution
End
of
the
month
salary
distribution
15th day and end of the month
salary distribution
Depending on arrangement with the
Compny

HMDF Loan
Withholding tax
Other (i.e. Uniform payment, etc.)

XIII. VISITORS
Unless, otherwise allowed by Management, employees are not allowed
to receive personal visitors at their respective places of work. In cases of
extreme necessity, however, the HRD will have your visitor, and you, in
turn, shall seek the permission of your immediate supervisor or
Department Head to leave your work area and attend to your visitor.

XIV. UNAUTHORIZED SELLING, SOLICITATION AND DISTRIBUTION

You are required to contribute your maximum effort during working
hours. Any activity which interfares with your work will not be permitted.
No unauthorized selling, solicitation and distribution of non-approved
literature of any form is allowed within Company premises. Any selling of
items, solicitation of funds and distribution of literature must be coursed
through your Department Head and approved by the Management.

XV. SANITATION, HOUSEKEEPING AND SAFETY

As an employee of the Company, you must develop constant
awareness and need for a clean, healthy and safe working environement.
You are thus, expected to maintain the cleanliness of the Company
premises, especially your workstation, and abide with the house rules
and/or polices of the Company.
XVI. PERSONAL BELONGINGS
Each employee is responsible for the safety of his own personal
belongings. The company cannot be resposible for losses of personal
items kept in the office.
XVII. PERSONAL BUSINESS
Dental and medical appointments should be made for a time other
than working hours, if possible. Any deviation from this policy should be
approved in advance by your immediate supervisor and/or Head. This
also applies to any other personal matter requiring time outside the

Company premises or away from your work.

XVIII. TELEPHONE FACILITIES
Use of telephone facilities including facsimile, intercom and internet
should be limited for official business only. Personal calls, whether
incoming or outgoing are discouraged.
XIX. HMO (Medical & Dental Benefits)
The Companys health plan aims to provide its regular employees
access to services and facilities of medical institutions for their
healthcare and medical needs.
XX. DRESS CODE
All employees are required to wear the prescribed dress code from
Monday until Thursday and smart casual attire during Fridays.
The prescribed dress code shall be short or long sleeves buttoned
dress shirts with collar or barong and dress pants for male employees.
Female employees shall wear dress blouses with skirt and dress pants.
All employees are mandated to wear leather shoes. Shorts, sandos and
slippers are not allowed.

XXI. POLICY AGAINST SEXUAL HARRASMENT

Sexual harassment involves an abuse of power and is inconsistent
with the Companys policies, practices and management philosophy.
Sexual harassment is defined as unwelcome verbal or physical sexual
advances or request for sexual favors. Sexual harassment includes the
following:
1. Sexual conduct that interferes with another employees work
performance or creates an intimidating hostile or offensive working
environment.

2. Conduct that might be reasonably expected to cause insecurity,

discomfort, offense or humilation to another employee;
3. Personnel decisions (i.e. Promotion, salary increase, scheduling)
made by a superior basedon the employees submission to or
rejection of sexual advances; and
4. Submission to sexual advances used as a condition of keeping or
getting a job, whether expressed in explicit or implicit terms.
An Employee who feels subjected to sexual harassment should
immediately report the incident to the HRD and/or the Management. The
Company will thoroughly investigate such report with due regard for
confidentially as much as possible. Violators of the prohibition contained
in this section shall be subject to disciplinary action.
XXII.
POLICY AGAINST THE USE
INFLUENCE OF DRUGS AND ALCOHOL

OR

BEING

UNDER

THE

No employee will unlawfully manufacture, distribute, dispense,

possess, use, or be under the influence of alcohol or any other controlled
substances during work hours or while on Company premises. Any
conversation or communication of any type regarding the sale, purchase,
delivery or usage of any controlled substance is expressly probihited
anywhere on Company premises. The Company reserves the right to test
any employee at any time, for any reason or no reason, for alcohol or
drug use. Failure to submit to such test could result in immidiate
termination.
XXIII. CODE OF DISCIPLINE
A. Policy
The enforcement of rules and regulations is a primary
responsibility and prerogative of management. It is incumbent upon
everyone, however to ensure that discipline is maintained for any
organization to exist. In order to ensure that there may be sufficient
guidelines for everybody to follow and voice situations of doubt or

offensive conduct, this

implementation.

Code

of Discipline

has been drawn for

B. Purpose
The enforcement and implementation of disciplinary action to
employees is set to instill employee discipline and promote harmony and
smooth workflow in the Company in congruence with standards set by
the Company.

C.
Duty of Employees to Farmiliarize with Rules and
Regulations
All employees must familiarize themselves with all Goverment and
Company rules and regulations pertaining to their positions and duties.
All employees are expected to conduct
themselves properly in their relationship with each other in the ordinary
and established norms of human conduct and behavior.

D. Right to Impose Penalties

While it attempts to exhausitively list the possible undersired
conduct and behavior, the Company recognizes that human conduct and
behavior is not susceptible to definition and accurate prediction. The
Companys Code of Discipline is not intended to be restrictive or
Inclusive. Thus, the Compny may make as basis for disciplinary action,
which may consist of but shall not be limited to written warnings,
reprimands, suspension and termination from service, acts of
dishonestly, disloyalty, oppression, misconduct, neglect of duty,
conviction of crime involving moral turpitude, notoriously disgraceful or
immortal conduct, willful disobedience, gross immortality, violation of
existing rules, regulations and such other reasonable directive as may be
promulgated from time to time and even though not listed or defined in
the Code, as well as acts defined and penalized under Article 282 of
Presidential Decree No. 442. As Amended.

E. Specific violations and their penalties

Aside from the matters stated in the preceding Section, the
following are also hereby declared by the Company to be grounds for
disciplinary action. These will serve as a guide for cases handled by
peer investigations and other such investigation boards created by the
Company, in recommending corresponding penalties.
If an act in violation of the Code constitutes two or more offenses,
the Company has the right to prosecute and to impose the penalty for
each violation committed regardless if the violation is already deemed
absorbed in the previous violation.
Should there be any act or omission considered offensive and
prejudicial which does not appear in the list of offenses/violations below,
the Company shall have the right to study and evalute and determine the
corresponding disciplinary action. The Company shall likewise have the
right to impose a higher or lower penalty that what has been prescribed
herein depending on certain circumstances of the case, as well as the
employment record and performance of the erring employee.

Class A Offenses
Attendance and Punctuality
Offense

1st
Offense

2nd
Offense

3rd
Offense

4th
Offense

5th
Offense

1. Incurring a total of more than

30 minutes
worth of tardiness in a month
(Habitual
Tardiness) [R]

1 day
Suspensi
on

3 days
Suspensi
on

7 days
Suspensi
on

Terminati
on

Warning

1 day
Suspensi
on

3 days
Suspensi
on

7 days
Suspensi
on

Terminati
on

Warning

1 day
Suspensi
on

3 days
Suspensi
on

7 days
Suspensi
on

Terminati
on

Warning

The Company, through the HRD

may declare a no tardiness day if
justified and affects a majority of the
employees like in times of typhoon
and other calamities
Reference period: January 01 to
December 31
2. Single (1) day unauthorized
absence or AWOL [R]
If absence from work is for
consecutive
days,
each
day
comprising
said
consecutive
absences will be considered as one
(1) violation of this Provision.
Reference period: January 01 to
December 31
3. Six (6) unauthorized half-days
in a month [N]
Note: Tardiness for more than two
(2) hours
shall be considered an authorized
half-day.
Reference period: January 01 to
December 31

Conduct and Behavior

Offense

1st
Offense

2nd
Offense

3rd
Offense

4th
Offense

5th
Offense

Warning

1 day
Suspensi
on

3 days
Suspensi
on

7 days
Suspensi
on

Terminati
on

Warning

1 day
Suspensi
on

3 days
Suspensi
on

7 days
Suspensi
on

Terminati
on

Warning

1 day
Suspensi
on

3 days
Suspensi
on

7 days
Suspensi
on

Terminati
on

4. Loafing,
wasting
time
or
loitering in places away from
assigned work place during
Company time [R]
Reference period: January 01 to
December 31

5. Receiving or making excessive

personal
telephone
calls
(except in cases of extreme
urgency while on duty [R]
(Excessive: More than thrice a day)
Reference period: January 01 to
December 31
6. Frequent
entertaining/receiving
of
personal visitors (except in
cases of extreme urgency)
during office hours [R]
(Excessive: More than once a day)
Reference period: January 01 to

December 31

7. Engaging/Indugling in
horseplay, running, scuffing or
throwing things during
company time or in company
premises [R]

Reference period: January 01 to

December 31
8. Failure to report change in
vital personal information,
such as but not limited to,
change of residence address,
within fifteen (15) days from
occurrence of said change [R]

Warning

1 day
Suspensi
on

3 days
Suspensi
on

7 days
Suspensi
on

Terminati
on

Warning

1 day
Suspensi
on

3 days
Suspensi
on

7 days
Suspensi
on

Terminati
on

Warning

1 day
Suspensi
on

3 days
Suspensi
on

7 days
Suspensi
on

Terminati
on

Warning

1 day
Suspensi
on

3 days
Suspensi
on

7 days
Suspensi
on

Terminati
on

9. Soliciting
unauthorized,
personal and/or non-company
related business or collections
during hours of work [C]

10. Unauthorized presence in the

officce
premises
and/or
project sites of the Company
during off hours [N]

11. Posting and/or writing on

bulletin boards or company
property without permission
or authorized [N]

[N]

Warning

1 day
Suspensi
on

3 days
Suspensi
on

7 days
Suspensi
on

Terminati
on

Warning

1 day
Suspensi
on

3 days
Suspensi
on

7 days
Suspensi
on

Terminati
on

12. Removing
or
destroying
materials from
bulletin boards without authority

Violation of House Rules, and of Safety and Security Policies

13. Violation of house rules of the
Company. (e.g. not timing-in,
not wearing of I.D. Or the
prescribed uniform/attire, failure to
keep
ones work area clean, etc.) [C]
Reference period: January 01 to
December 31
14. Failure to conform with safety
rules and
regulations or report accidents (all
accidents
should
be
reported
immediately to your supervisor or
head) [C]

Warning

1 day
Suspensi
on

3 days
Suspensi
on

7 days
Suspensi
on

Terminati
on

Warning

1 day
Suspensi
on

3 days
Suspensi
on

7 days
Suspensi
on

Terminati
on

Reference period: January 01 to

December 31

15. Smoking
in
non-smoking
designated areas of the office
premises and/or project sites
of the Company. [R]

Warning

1 day
Suspensi
on

3 days
Suspensi
on

7 days
Suspensi
on

Terminati
on

1st
Offense

2nd
Offense

3rd
Offense

4th
Offense

5th
Offense

Warning

1 day
Suspensi
on

3 days
Suspensi
on

7 days
Suspensi
on

Terminati
on

1st
Offense

2nd
Offense

3rd
Offense

4th
Offense

5th
Offense

Job Performance
Offense
16. Failure
to
caryy
out
reasonable oral or written job
work instructions issued by
ones immediate supervisor
and/or Department Head. [N]

Class B Offenses
Conduct and Behavior
Offense

1. Possesion or distribution of
pornographic materials within
the office premises and/or
project sites of the Company,
provided that the use of
Company equipment, such as
but not limited to computers
and internet acceses for
opening or downloading such
materials, shall be deemed
possesion of the same [C]
2
Leaving
work/quitting
early
without permission [R]

3. Failure to report to the proper

authorities/officials
of
an
incident resulting in damage
or loss to Company property
[R]
4. Availing of a benefit of a coemployee [R]

Warning

1 day
Suspensi
on

3 days
Suspensi
on

7 days
Suspensi
on

1 day
Suspens
ion

3 days
Suspensi
on

7 days
Suspensi
on

Terminat
ion

1 day
Suspens
ion

3 days
Suspensi
on

7 days
Suspensi
on

Terminat
ion

1 day
Suspens
ion

3 days
Suspensi
on

7 days
Suspensi
on

Terminati
on

Terminat
ion

5. Malingering/reporting falsely
as sick or make false excuses
3
7 days Terminati
to escape work or face official days
Suspensi
on
responsibilities [C]
Suspens
on
ion
6. Failure or refusal to submit
required
pre-employment
7 days
requirements
and
other Suspens Terminat
documents required for the
ion
ion
201 file [N]
7. Discourtesy and/or rudeness,
in
dealing
with
buyers,
Company
officials, Warning to termination depending on gravity of offense
supervisors, co-employees or
other parties within the office
premises and/or project sites

of the Company [R]

8. Unauthorized
access
or
reproduction
of
Company Warning to termination depending on gravity of offense
records or documents [R]
9. Sleeping during work hours [R]
1 day suspension to termination
10. Possession of or attempting to
bring into the office premises
and/or project sites of the 1 day suspension to termination depending on gravity
Company alcoholic beverages
of offense
(unless authorized or allowed)
or prohibited/illegal drugs or
substances [R]
11. Gossiping
or
spreading
derogatory
3 days suspension to termination depending on
information/rumors about the
gravity/seriousness of gossip or derogatory
Company,
any
of
its
information/rumors spread
performance of and/or in
connection with ones work or
work assigned [R]
12. Making false representations
to the Company, co-employees
and third parties in the 3 days suspension to termination depending on gravity
performance of and/or in
of offense
connection with ones work or
work assigned [R]
13. Reporting for or performing
work under the influence of
intoxicating/alcoholic
3 days suspension to termination depending on gravity
beverages
of offense
or prohibited/illegal drugs [R]
14. Insult or willful disrespect by
an employee on the person of
his supervisor, a company 3 days suspension to termination depending on gravity
official or any other employee
of offense
[R]

15. Provoking or instigating a

fight and/or fighting (both
parties) during office hours or
within company premises [R]
16. Indecency, sexual harrasment
and/or exhibition of lewd designs to
co-employees [R]
17. Abetting,
assisting,
facilitating,
arranging
promoting, or sanctioning any
activity
that,
directly
or
inderectly, beshmirches or
degrades the Companys good
image or risks the Companys
image to ill-repute [R]
18. Coercion of a fellow employee [N]

3 days suspension to termination depending on gravity

of offense
3 days suspension to termination depending on gravity
of offense

3 days suspension to termination depending on gravity

of offense

3 days suspension to termination depending on gravity

of offense

19. Willful or delibrate tampering

defacing/vandalizing,
damaging,
sabotage
or 3 days suspension to termination depending on gravity
destruction
of
property,
of offense
machine and/or equipment
owned / being used by the
Company or by a co-employee
[C]

Violation of House Rules, and of Safty and Security Policies

Offense
20. Harboring
infectious
ailments/disease which
because of carelessness or
concealment
endangers his fellow workers [R]

1st
Offense

2nd
Offense

3rd
Offense

4th
Offense

5th
Offense

Warning to termination, depending on gravity of

offense

Job Performance
1st
Offense

Offense

2nd
Offense

3rd
Offense

4th
Offense

5th
Offense

21. Negligence or carelessness

resulting in loss,
damage or injury to Companys,
co-employees
or
buyers
property and/or
person [C]
Warning to termination depending on gravity of offense
Loss,
damage
or cost
treatment of P1,000 or less

of

1 day suspension to termenation depending on gravity

of offense

Loss,
damage
or cost
of
treatment of over
P1,000 but less than P10,000
2 days suspension to termination depending on gravity
of offense
Loss,
damage
or cost
of
treatment of over
P10,000
In all cases, the erring employee
will pay for
the loss, damage or cost of
treatment, or the same will be
deducted
from
his/her
salary
and/or other receivables from the
Company.
22. Willful refusal to carry out
oral or written job/work
policies, instructions or orders 3 days suspension to termination depending on gravity
issued by the Company, ones
of offense
supervisor or by officers of the
Company [C]
23. Interfering or willful refusal to
cooperate with a supervisor or
Department Head in the 3 days suspension to termination depending on gravity

performance of their duties [N]

of offense

Class C Offenses
Conduct and Behavior
Offense
1. Offering
or
accepting
kickbacks,
rebates,
commissions,
favors,
and
bribes in connection to ones
work or any company matter
[R]
2. Falsifying Company records or
documents or knowingly using
falsified records or documents
[R]
3. Unauthorized
possesion
of
firearms and other deadly
weapons [R]
4. Use of Company premises,
materials,
equipment
or
facilities for illegal acts or
transactions
including
gambling [R]
5. Engaging
in
sabotage
or
boycott, or influencing others
to hold or limit their output [S]
6. willful or negligent disclosure
of confidential
Company information to
competitors or to
non-company entities, parties or

1st
Offense

2nd
Offense

3rd
Offense

Termination

Termination

Termination

Termination

Termination

Termination

4th
Offense

5th
Offense

personnel [S]

7. Using
Companys
time,
materials, or other
equipment to do unauthorized
work or
personal business [C]
8. Stealing or attempting to steal
any Company,
co-employees or buyers property
[R]
9. Appropriating
or
bringing
property out of the office
premises or project site of the
Company
[N]
10. Substituting
Company
property with another
item of lesser quality/price article or
asset [S]
11. Any forms of collusion with
fellow employee in falsifying
Company
records
or
documents submitted to the
Company [N]
12. Obtaining or attempting to
obtain materials or supplies
on fraudulent orders/requests
[N]
13. Refusal to
cooperate
or
answer questions in
any investigation authorized or
conducted by
the Company [N]

Job Performance

Termination

Termination

Termination

Termination

Termination (both parties)

Termination

Termination

Offense

1st
Offense

2nd
Offense

14. Continued
negligence,
inefficlency or
incompetence
in
the
performance of ones
job or work assigned [N]

3rd
Offense

4th
Offense

5th
Offense

4th
Offense

5th
Offense

Termination

Acts Considered As Crimes Under the Law of the Philippines.

Offense

1st
Offense

15. Commissions of a crime

against the Company, its
representatives, officers or
buyers,
or
against
coemployees.
16. Commission
of
acrime
outside Company premises not
related to Company operations
[N]

2nd
Offense

3rd
Offense

Termination

Termination after court conviction

F. Habitual Delinquency
A violation or offense of the same provision of the Code of Discipline
done repetitively or a series of irregularities, even of different nature, over
a given period of time is said to be habitual, thus, providing the Company
with a reasonable ground for implementing more stringent disciplinary
actions including dismissal from work.
G. Prescriptive Period of Offenses
Offenses will have a prescriptive period of tweleve (12) months from
the time of commission or discovery, whichever is later. Prescriptive
period for certain offenses may be covered by a special memorandum.
H. Disciplinary Procedure

1. After a report has been made to the appropriate Company official

or directly to the HRD concerning offenses/violations of the Companys
Code of Discipline by an employee, the HRD shall duly investigate the
same and thereafter make a recommendation on whether there is a need
to conduct formal investigation on the matter.
2. The HRD, with the help of the immediate supervisor/Department
Head of the concerned employee, shall facilitate the formal investigation
of possible violations of the Companys Code of Discipline, which shall,
likewise, include the gathering of necessary information regarding the
facts the circumtances of a case.
3. Once it is determined that formal investigation on the reported
incident/matter should be made, the concerned employee will be served
by his, immediate supervisor/Department Head or by the HR Officer, a
notice regarding the allegations and offenses charged against him, and
shall be afforded a chance to explain his side on the matters alleged
and/or charged against him.
4. After affording the concerned employee a chance to explain his
side on the allegations and offenses charged against him, and after
gathering all the necessary information regarding the facts and
circumtances of the case, the Management, together with the immediate
supervisor/Department Head or HRD, shall make a determination of
whether administrative sanctions should be imposed the concerned
employee based on all relevant matters brought forth and/or gathered.
5.
After the Management reaches a decision on a formal
investigation conducted, the concerned employee will be duly informed of
the same. The Decision that will be arrived at by the Management shall
be reduced into writing and shall clearly explain or matters taken into
consideration when the same was made. Said Decision, a copy of which
shall be placed in the 201 file of the concerned employee, shall be signed
and/or duly noted by his immediate supervisor/Department Head
and/or by the HR Officer.

XXIV. RESIGNATION

A. Notice
In the event an employee decides to resign, he/shee must give a
written notice of resignation to the HRD or his/her Department Head at
least thirty (30) days prior to the date of the intended effectivity of
his/her resignation The Company reserves the right to accept the
resignation of an employee at an earlier time.

B. Clearance
After an employee has filed his/her written notice of resignation,
he/she must prepare a turnover of responsibilities and clear all his/her
accountabilities and obligations with the Company. All company
properties, records, documents, tools and other assets in an employees
custody or control must be surrendered to the Management not later
than one (1) day immediately preceding the effective date of an
employees resignation. No payment of clearance shall be given to any
employee until he/she has cleared all his/her accountabilities and
surrendered all of the company properties in his/her possession. Note:
An employees Company ID, health provider ID, ATM Card (for payroll
purposes) and Handbook are company properties and therefore should
be surrendered to the HRD before the effectivity ones Resignation.

XXV. ENFORCEMENT OF RULES AND REGULATIONS

To ensure an adequate review process for the protection of the
employee concerned, at the same time to allow for prompt action of
offenses committed, the following procedural rules are promulgated.
Penalties imposed by law for the infractions or violations or
ordinances, decrees or other laws or regulations shall not be a bar to the
imposition of internal administrative sanctions; likewise, any
administrative sanction shall not be a bar to legal remedies where
warranted.
Where the continued presence of the employee concerned poses a
serious and imminent threat to the interest or property of the Company

or to ones co-employees, the implementing officer may require the

employee to be placed under preventive suspension without pay for a
period of thirty (30) days pending the completion of the investigation.
Investigation should be conducted and terminated as quickly as possible.

XXVI. REVISIONS AND AMENDMENTS

The Company reserves the right to amend/revise, in whole or in part,
the provisions of this Handbook, at any time; provided that, notice of the
revision or amendment shall be given to the employees before its
effectivity. All rules and regulations issued from time to time by the
Company shall be considered as part and parcel of the Handbook.

XXVII. EFFECTIVITY
This Handbook shall take effect on __________________. Any policy of
the Company that is contrary to the provisions of this Handbook shall be
deemed repealed upon the afore-stated effectivity date.