SFC HAND BOOK

Company Rules and Regulations

[DATE]
[Company address]

lVision and Mission
Staples’ Food Corporation
POLICY, CODE, RULES & REGULATIONS,
and HANDBOOK
It is the policy of the company to promote an
environment that fosters and maintains high
level of self-discipline among Employees to
create understanding, cooperation, dedication
and commitment towards the attainment of
corporate goals and objectives.
In this regard, the Company has formulated a set
a norms and standards of conduct that will guide
Employee in the performance of their respective
duties and responsibilities. The policies are
consistent with the Corporate Values, Philosophy
& Morals, and Government Laws. The Company
expects each Employee to observe, and comply
with these standards of conductand must have
the responsibility through reading and
understanding on following the company’s code
of conduct.
We are pleased to furnish you a copy of the basic
policies and procedures on Employee Conduct
for your guidance. We would like to thank for
taking the time to look at this Employee
Handbook. It is intended as a general guide to
help new and existing Employees better
understand and adhere to the procedures and
rules that guide us in the Company
Administrative Policy and Human Resource
System.
For your concern regarding this document, or
would like to provide suggestions to improve the
content, please contact the Human Resources. If
you wish to see a hard copy of this document,
your Human Resources will provide you and
show you printed of latest version, as well as the
current set of rules.
The Company, moreover, reserves the right to
amend, alter, modify and/or change this Code as
the need arises, upon prior notice and
publication, shall be made an integral part of this
rules and regulations.
Cascade sessions with Employees will be
conducted accordingly prior to the
implementation of this Code.
 TABLE OF CONTENTS
I. GENERAL POLICIES
A. Pre-Employment
II. BENEFITS AND PRIVILEGES
Requirements
A. HOURS OF WORK
B. Hours of Work
1. Vacation Leave
1. Working Hours
2. Sick Leave
2. Lunch Breaks
3. Paternity Leave
3. Punctuality
4. Maternity Leave
4. Absences
C. Hours of WorkUniform
III. RULES OF CONDUCT
Working Hours
Lunch Breaks Disciplinary Actions:
Punctuality
Absences A–B–C–D

A. PROBATIONARY Definition of Terms

SERVICE, ID CARD,
PROMOTIONS AND SALARY Other Provisions
ADJUSTMENTS
Ground for Penalties
1. Probationary Period
2. Staff Identity Card
1. Conflict of interest
3. Merit Adjustments
2. Attendance and Punctuality
B. COMPENSATION
3. Attire
1. Salaries
4. Performance of duty
2. Holidays
5. Respect and Courtesy
3. Overtime Pay
6. Mischief
4. Deductions
7. Honesty and Integrity
5. Thirteenth-Month Pay
8. Morality
6. Incentives
9. Sanitation
7. Employee Compensation
10. Safety
C. RESIGNATION
11. Security
1. Exit Interview
12. Prohibited drugs and alcohol
2. Resignation Letter
13. Gambling
3. Release Certificate and
14. Bribery, Solicitation, Extortion
Quit-claim 15. Usury
D. SEPARATION 16. Neglect of Managerial /
1. Regular Employees
Supervisory Duties
2.

Regular Employees
I. GENERAL POLICIES
A. PRE-EMPLOYMENT REQUIREMENTS
 SSS # (copy of E1 or ID)
 Pag-ibig / HDMF #
  PhilHealth / PHIC #
 TIN #
 Brgy. Clearance
 Police Clearance
 NBI Clearance
 PSA Birth Certificate
 PSA Marriage Contract
 PSA Birth Cert. of
children below 18 yrs. Old
 Diploma/Form 137
 Transcript of Records
 holidays.
 Certificate of
Employment
 2 pcs. 2x2 picture (white
background)
 2 pcs. 1x1 picture (white
background)
 Health Certificate from
City Health Office
 Medical Requirements
 Chest X-Ray
 Urinalysis
 ECG (40 years
old and Above)
 Drugtest
 Fecalysis
 CBC
 Hepatitis A and
B screening test
B. WORKING HOURS
Office / Admin Working Hours
 Regular Operations (8:00
AM – 5:00 PM)
 6 Days / Week
 Saturday (Half Day)
 Sunday Rest Day
Production Working Hours
 Regular Operations (7:00
AM – 7:00 PM v.v)
 6 Days / Week
 Rest Day to be scheduled


Employees are required to register to FACE
SCANNER/ATTENDANCE SHEET/ LOG BOOK
regularly in accordance with their regular
working hours or shifts schedule as follows:
 Upon arrival
 Lunch break out
 Lunch break in
 Upon leaving for the day
1. Sunday is the designated day of rest.
Employees who are required to work (Subject
to prior approval) on this day are entitled to
overtime pay. The same rule applies for public
2. LUNCH BREAKS / BREAKTIME
Lunch Break is given to employees for
them to have ample time to nourish
themselves.
Office / Admin Break time
A. Coffee Break (Morning)
10:00 AM – 10:15AM
B. Lunch Break
12:00 PM – 01:00 PM
C. Coffee Break (Afternoon)
03:00 PM – 03:15 PM
Production Break time
Break time Scheduled by production but
depends on the production schedule
A. Coffee Break – 15
Minutes
B. Lunch Break – 1 Hour /
60 minutes
C. Coffee Break – 15
Minutes
D.
E.
F.
G.
H.
3. PUNCTUALITY
Working schedules and starting times are
established by the Department Managers based
on business and production needs. The
Department Managers or Supervisors is
responsible for communicating work schedules
to subordinates.
 Employees are expected to be at their
work station in a fit condition and ready to work
at starting time. Work activity should commence
at starting time and continue until the normal
designated stopping times for breaks, lunch, or
at the end of work.
Employees are considered tardy
when he/she fails to report to the assigned work
at the scheduled time.
In the event of tardiness from assigned
work schedule, the employee is required to
call his/her Department Manager or
Immediate Superior. The employee must call
before the scheduled start time of work.
Calls and text are allowed.
Tardiness is not chargeable to leave
credits and may not be offset by overtime
work. Excessive and habitual tardiness is
subject to administrative penalties
detrimental to job performance.
4. ABSENCES
If an employee is unable to report to
work, he/she should call his/her Department
Manager / Immediate Superior at least one
Two (21) hours prior to his/her scheduled
working time to advise the office of the
cause of his/her absence and to discuss the
status of any work at hand. Calls or text are
allowed.
An employee’s absence will be
deemed unexcused when an employee fails
to call in, gives late notice, fails to give
advance notice for an absence which could
be anticipated, exceeds the number of
length of absences as defined by policy or
authorized in advance by the Department
Manager /
Superior. Unexcused absences are
subject to corrective discipline or
termination.
Reporting absences does not
guarantee that the absence will be
automatically approved. Depending upon the
nature of the reason for the absence, the
Department Manager and / or Immediate
Superior may require additional verification
before deciding if the absence is considered
approved.
Any unexpected leave is only
acceptable by the company under two (2)
circumstances. These are sudden illnesses
and reasons urgent in nature which the
company will require proof of the said
circumstances.
URGENT MATTERS:
a. Natural calamities (floods, fire,
earthquake, volcano eruptions,
typhoons).
b. Bereavement (Immediate family
only).Copy). Copy of the death certificate
must be submitted during the duration
of the leave
 c. Hospitalization (Immediate
family only). Copy of the Medical
Certificate must be submitted within one
(1) week after the leave.
d. Civil disturbances
(transportation strikes, rebellion, civil
war).
e. Work-related accidents
f. Personal Accidents (with proof)
5. UNIFORM
SFC expects admin and production
employees to observe proper dress code
appropriately in business casual or casual attire.
Because our work environment sees frequent
visits from customers, clients, and the public,
professional business casual attire is essential.
Examples of acceptable casual business
wear include:
 Slacks
 Casual dresses and skirts
 Casual shirts and blouses
 Sweaters
 T-shirts
 Athletic shoes
Examples of inappropriate clothing items
that should not be worn
 Shorts & miniskirts
 T-shirts or sweatshirts
with offensive messages or
images
 Halter tops & visible
undergarments
 Crop Tops
 Ripped Jeans showing
too much skin.
Company Uniforms will be issued upon
Regularization. Issuance of company uniform
will be every June of the present year.
A. REGULAR SERVICE, ID CARD, AND
SALARY ADJUSTMENTS
1. REGULAR EMPLOYMENT
With effect from the date of
appointment, the employees will sign a
probationary contract. as regular
employee under co-terminus contract
under by. During this period, the
employee/s is/are subject to close
observation and evaluation of
performance, attitude, behavior, and
relationship with others. In order to
establish a certain standard in evaluating
regular employees, Performance
Evaluation Form will be used to measure
the employee’s potential and suitability.
Confirmation of employment on
continuous term of service will be given
upon satisfactory completion of the
probationary 1 year period.
2. STAFF IDENTITY CARD /
COMPANY ID
All employees are issued a
company identification staff identity
card. The employees are required to
return this card which is the property of
the company when he/she ceased to be
employed by the company.
.
3.
4.
MERIT ADJUSTMENT
5.
Salaries are reviewed once a
year for possible merit adjustment based
on performance using the designated
form of Performance Review Method.
B. COMPENSATION
1. SALARIES
Salaries are given twice a month
at intervals not exceeding sixteenfifteen
(156) days by means of PAYCARD facility.
Salaries shall be credited to the
employee’s savings account unless for
circumstances beyond the company’s
control. A copy of the pay slip shall be
given to the employee.
PAYROLL CUT OFF DATE:
MONTHLY BASED SALARY
 11th – 25stht of the month
– 30th salary date
 26th – 10th of the month
– 15th salary date
SEMI - MONTHLY BASED SALARY
 1st – 15th of the month –
23th salary date
 16th – 30th of the month
– 8th salary date
DAILY PAID SALARY
 Every 2 Fridays of the
month – 3rd Friday of the month
2. OVERTIME
The overtime rates to be paid by
the company to qualified employees will
be in accordance with the provisions of
the article 87 of the Phil. Labor Code.
An Overtime Form with a list of
work done should be strictly
accomplished whenever an employee is
required or will render an overtime duty.
The form should be signed by the
Department Head / Supervisor or the
General Manager. Failure to submit
Overtime Form are subject to corrective
discipline or termination.
 For Admin
Employees - 2 hours’ overtime
will only be allowed without
overtime form. In excess of the
said hours will require an
or intentionally damaged a company property.
Overtime Form accomplished
Damaged item will also be deducted to the
the day before the said overtime
approved by the department
head
 For Production
Employees – 3 hours’ overtime
will only be allowed without
overtime form. In excess of the
said hours will require
 an Overtime Form
accomplished the day before the
said overtime approved by the
department head
 Working Sunday
– All employees who will work
on a Sunday shall submit a list of
work to be done approved by
the Department Head or the
General Manager. Production
will depend on the urgency of
the ordersdeadlines need to be
met.

Compressed
Work Week – All admin
employees who were given a
CWW working schedule should
comply to their schedule. In case
of exceeding the given time an
Overtime Form should be
accomplished and must
approved by the Department
Head or the General Manager.
3. DEDUCTIONS
No deductions from the
employee’s pay shall be made unless
approved by the Management and is
made known to the employee and those
stipulated under the Labor Code of the
Philippines.
In case an employee has unintentionally
employee if proven guilty or involved due to National Heroes Day - August
negligence. (Last
Monday August)
4. THIRTEENTH-MONTH PAY Bonifacio Day - 30
As mandated by law, employees are November
given 13th month pay before December 24 of Christmas Day - 25
the year. All other conditions related to this December
Decree shall be in accordance with the Labor Rizal Day - 30
Code of the Philippines. December
5. HOLIDAY PAY
An employee who work on a Regular
Holiday is entitled to a holiday pay subject to
the guidelines issued by DOLE.
Regular Holidays will be paid to only if an
employee who will workrender duty on before
regular holidays and subject to the guidelines
issued by DOLE.
C. RESIGNATION
1. EXIT INTERVIEW
REGULAR HOLIDAYS: 2.
New Year’s Day - 1 In the event of the employee’s
January resignation, the Company would appreciate to
Araw ng Kagitingan - 9 April
be informed of the reason. The Human
Maundy Thursday - Movable
Resources will discuss the matter with the
Date
Good Friday - Movable employee so that his/her reason, views of the
Date Company and the conditions under which
Labor Day - 1 May he/she has been working will be recorded for
Independence Day - 12 June future improvement.
National Heroes Day - August
(Last
Monday
August)
Bonifacio Day - 30
November 3. RESIGNATION LETTER
Christmas Day - 25 The company requires advance notice of
December at least thirty (30)days30) days from rank-and-
Rizal Day - file, supervisory, managerial employees who
30 December New Year’s Day - intend to resign. A letter of resignation should
1 January be prepared in triplicate copies addressed to
Araw ng Kagitingan - 9 April the Department Head, with copy furnished to
Maundy Thursday - Movable
Accounting and HR Department.
Date In the absence of any notice served by
Good Friday - Movable
the employee to the company, the company
Date
may hold the employee liable for damages
Labor Day - 1 May
Independence Day - 12 June
(Article 285 of the Phil. Labor Code – JUST CAUSE (Article 282 – Termination by
Termination by Employee) Employer), namely:
Continuous absences without any a. Serious misconduct or willful
notification submitted to the management will disobedience by the employee of the lawful
also result to the employees’ dismissal orders of his/her employer of
4. RELEASE CERTIFICATE AND QUITCLAIM representative in connection with his/her
A Release Certificate and Quitclaim is work;
issued to the employee after his/her date of b. Gross habitual neglect by the employee
separation and all monies due him/her is given of his/her duties;
c. Fraud or willful breach of trust reposed
after he/she is cleared of all his/her obligations
in the employee by his/her employer or
and accountabilities.
duly authorized representative;
d. Commission of a crime or offense by the
employee against the person of his/her
employer or any immediate member of his
D. SEPARATION family or duly authorized representatives;
1. PROBATIONARY PERIOD e. Other causes similar to the above-cited
The company may pull out an employee situations.
during his probationary period for JUST
CAUSE or when the employee fails to qualify AUTHORIZED CAUSE (Article 283 – Closure of
as a regular employee in accordance with Establishment and Reduction of
the reasonable standards set by the Personnel), namely:
company and is made know to the employee
Installation of labor-saving devices;
at the time engagement (Article 281 of the
Phil. Labor Code – Probationary Redundancy
Employment)
A probationary employee’s appointment Retrenchment to prevent losses;
can be terminated by either party by giving
Closing or cessation of operation of the
to the other not less than seven (7) days
establishment or undertaking.
noticedays’ notice in advance or seven (7)
days wages in lieu. In all cases of separation, the employee must go
through a clearance procedure and settle all
his/her property and financial
accountabilities with the company.

2. REGULAR EMPLOYEES
The company follows specific procedures
in handling the separation of employees, in
compliance with the existing company
policies and the provisions of the Labor Code
of the Philippines. The company may
terminate the employee due to the
following:
 Employees who avail of the long vacation
ensure that there is proper turnover of p
and if the circumstances warrant it, perm
be sought from the General Manager.
Any employee who absents himself/hers
a holiday without filing the proper leave
with pay may not be paid for the holiday
94 of the Phil. Labor Code).
Unused Vacation All unused earned vacation leaves at the
Leave: will be forfeited.

II. BENEFITS AND 2.SICK LEAVE

PRIVILEGES All adminregular employees are entitled to fiv
(715) days sick leave with pay after they have
A. LEAVES
completed twelve (12) months of continuous
1. VACATION LEAVE
Entitlement: Sick leave benefits should be used only when
Entitlement: All adminregular employees are entitled to employee is actually sick. Malingering absenc
(715) days’ vacationdays’ vacation feigned illnesses are serious infractions and su
they have completed twelve (12) months of company sanctions.
continuous service. No Mmedical certificate is requiredment for o
Certification
day or more absences. Two (2) days absence
The earned five seven (175) days of Vacation Leave can
Requirements:
there would be a need to submit medical certi
be scheduled, subject to the terms and conditions set
If the employee intends to apply for sick leave
by the company. Vacation leaves charged to future
he/she MUST inform his/her Department Ma
credits will not be allowed.
Superior no later than twoone (21) hours befo
Notification: Employees, regardless of rank, must lodge
start of his/her work schedule of the same da
Application form to their immediate superior with a
advance notification is received, the leave wil
copy to HR Department at least five
regarded as UNAUTHORIZED ABSENCE and no
days prior to taking the leave. Any leave taken without
payment shall be made. The sick leave form m
proper notice being received and approved by the
immediately filed through the HR personnel u
company may be considered unapproved absences
Notification:
returning to work together with a medical cer
and unpaid.
Unapproved It should be understood that the company cannot (if necessary).
In the event an employee has used up all his/
Absences: function in an unstable environment where it cannot
leave credits, then he/she can charge the leav
plan ahead for absent employees. It is therefore the
against his/her earned vacation leaves agains
DUTY of the employees to notify the company of their
earned vacation leaves for the year. All SL mu
vacation in accordance with the notification
used before availing of the SSS Sickness Bene
procedurenotification procedure outlined above.
Employees who persist in taking unapproved absences subject to the provisions of the SSS.
Unapproved An employee is not entitled to sick leave if:
will be subject to disciplinary action.
Absences: 1. He/she fails to produce an appropriat
 medical certificate as required by the company;
2. He/she refuses treatment by a recognized the
advice of a hospital doctor;
3. His/her unfitness for work is caused by his/her
serious and willful misconduct.
Any employee who absents himself/herself preceding
a holiday without filing the proper leave of absence
with pay may not be paid for the holiday pay (Article
94 of the Phil. Labor Code).
4.MATERNITY LEAVE (Article 133 of the
Unused Sick All unused earned sick leaves at the year-end will be
Phil. Labor Code and Social Security Law
Leave: cash converted or paid out.
R.A. 8282)
3.PATERNITY LEAVE (R.A. 8187) Entitlement
Entitlement: Male employee who is legally married, regardless of
employment status, are entitled to seven (7) days
paternity leave benefit.
This benefit is applicable only to the first four (4)
deliveries of the male employee’s lawful wife with
whom he is cohabiting.
Certification A medical certificate from the spouse’s doctor or a
Requirements: copy of the SSS Maternity Notification should be
submitted to the company prior to taking Certification
the
paternity leave. Requirements:
A copy of the birth certificate should be submitted
one (1) month after reporting for work.
Notification: Male employee should apply for paternity leave with
the company within a reasonable period of time
before the possible date of delivery
Notification
spouse. Prior application for leave shall not be
required in case of miscarriage.
Unapproved A male employee is not entitled to paternity leave if:
Absences: 1. He fails to produce an appropriate medical
certificate as required by the company.
2. He fails to inform/notify the company prior to
taking the leave; Unapproved
3. He is not legally married or has exceeded
Absences:the
first four (4) deliveries as required by this
article.
Female employee who is pregnant, whe
or unmarried is entitled to maternity lea
(60) days in case of normal delivery, abo
miscarriage or seventy-eight (78) days in
caesarian delivery with benefits equivale
of the average daily salary credit of the e
as defined under the Social Security Law
The maternity leave provided in this arti
for the first four (4) deliveries by a fema
subject to the provisions of the Social Se
System.
A duly filed-up copy of the SSS Maternit
Notification should be submitted to the
submission to SSS.
A copy of the birth certificate and/or clin
(in case of caesarian delivery) should be
maximum of three (3) months after repo
work for reimbursement purposes.
Female employee should submit a duly-
notification to the SSS thru the company
A medical certificate from the doctor ma
submitted in cases where the female em
would opt to take her maternity leave tw
prior to giving birth.
A female employee is not entitled to ma
if:
1. She fails to file the requ
Maternity notification to the SSS
the company;
2. She fails to produce a co
birth certificate and/or clinical a
case of caesarian delivery);
3. She has exceeded the fi
 deliveries as required by this article Proper filing of forms supplied by the SSS,
4. with attached supporting documents is needed
In such cases, any monies advanced by thefor company
every contingency.
to the female employee will be deductedC. from her
RETIREMENT BENEFITS
salary for failure to meet the requirements as stated
An employee who is retired pursuant to
55.
above for SSS reimbursement purposes. labor laws shall be entitled to all retirement
benefits. Procedures and guidelines on this
section are contained in the company’s Manual of
Policies.
5. PARENTAL LEAVE SOLO PARENTS
WELFARE ACT OF 2000 (R.A. 8972) D. COMPANY PROPERTIES
Any goods, equipment or tools entrusted
to the employee for custody or control remains
Entitlement: Solo parent regardless of male or female
the property of the company and must be
qualified is entitled to an additional 7-days
returned immediately in good condition to the
leave subject to the guidelines issued by the law.
respective department head upon cessation of
He/she should be an employee who already rendered
contract. Final clearance shall be given after
least 1 year service since regularization.
settlement
Certification A copy of the birth certificate of your child BIRTHDAY INCENTIVE and BIRTHDAY
Requirements: submitted and a copy of your Solo Parent ID issued by LEAVE
the government. An employee will be eligible to take one (1)
Notification: The employee should apply for Parental Leave with the day off during the month of their birthday.
company within a 7-days period of time before Specific guidelines include:
requested date. Temporary, part-time, contract employees,
Unapproved An employee is not entitled to parental leave if: or Faculty are not eligible for this benefit
Absences: 1. He/she fails to produce the requirements as Should be scheduled two weeks in advance
required by the company. with their Department Heads / Supervisor
2. He/she fails to inform/notify the If the taking of this day creates a hardship
priorcompany prior to taking the leave; within the department, the immediate
3. He/she is no longer left alone with the
supervisor has the authority to require this
responsibility of parenthood.
day off be rescheduled. It should be
rescheduled and taken within 15 days of
the originally scheduled date per
Department Head / Supervisor approval.
This day must be taken during the month
of your birthday
If the employee is not physically at work
during the month of their birthday (sick
leave, vacation leave, etc.), it must be
taken within 15 days of their return. If the
B. EMPLOYEES COMPENSATION PROGRAM
employee does not return to work, then
Employees who may have suffered WORK-
the day is forfeited
RELATED sickness, injuries, disabilities or death
Birthday Incentive will be deposited to the
may avail of this benefit, subject to the
employees paycard.
provisions of the Employee’s Compensation Birthday Leave will not reflect as absent if
Ordinance. the said parameters were applied.
 E. SFC MEDICAL BENEFIT PLAN or HEALTH
MAINTENANCE ORGANIZATION BENEFIT
SFC health plan aims to provide its
employees access to the services and facilities of
medical institutions for their healthcare and
medical needs. The program provides for
preventive, diagnostic, and treatment services of
HMO-accredited and affiliated medical providers to
all qualified and accepted members.
He/ She should be a regular employee who
has already rendered at least 6 months in service.

Any goods, equipment or tools entrusted to the

employee for custody or control remains the
property of the company and must be returned
immediately in good condition to the respective
department head upon cessation of contract.
Final clearance shall be given after settlement.
 III.
RULES OF CONDUCT
DISCIPLINARY ACTIONS:
A – B – C – D -E

DEFINITION OF TERMS
OTHER PROVISIONS

PENALTIES
Conflict of Interest
Attendance and Punctuality
Performance of Duty
Respect and Courtesy
Mischief
Honesty and Integrity
Morality
Sanitation
Safety
 Security
Prohibited Drugs and Alcohol
Gambling
Bribery, Solicitation, Extortion
Usury
Neglect of Managerial
Supervisory Duties
Good Manufacturing Practices
Failed Assessment
RULES OF CONDUCT
The company expects its
employees to conduct themselves in a manner
befitting the standards set by the company and to
uphold its good name.
The following measures are intended to
instill discipline.
A. VERBAL WARNING – a meeting
with the immediate supervisor and
the erring employee to discuss the
offense, consequence of a repetition
and ways of improvement.
B. WRITTEN WARNING WITH NTE
C. SUSPENSION OF 1 TO 143 DAYS
WITHOUT PAY
D. SUSPENSION OF 154 TO 3015
DAYS WITHOUT PAY
E. TERMINATION / DISMISSAL /
PULLOUT – in case of termination /
dismissal / pullout, the employee
forfeits all benefits and privileges
without prejudice to any legal action
the company may take.
DEFINITION OF TERMS
1. EMPLOYEES – Any personnel
employed by the company, regardless of
employment status (regular, probationary,
/ and trainee)
2. COMPANY –Refers to Staples Food
Corporation
3. COMPANY PREMISES – refers to
the entire area of the company, including
Company owned or rented areas or during
Company activities.
OTHER PROVISIONS
If an erring employee’s presence within the
Company premises would pose a serious threat or
danger to life of other employees or damage to
company property, IMMEDIATE SUSPENSION will
be imposed.
MGA PATAKARAN NA DAPAT TANDAAN
DAMI NG PAGLABAG MGA PAGLABAG
1 2 3 4 5
PENALTIES OFFENSES
CONFLICT OF INTEREST
B D E 1. Rendering services with pay for
employer without the knowledge or
Management.Pagta-trabaho ng may
Reprimand to dismissal isa pang kumpanya nang walang kaa
depending on the gravity apruba ng mula sa SFC.
2.
3. Engaging, participating or involv
directly or indirectly, in any transacti
undertaking that is prejudicial to th
the Company, or of the same busine
 nature.Paglahok, pagsali o pagkasangkot ng sarili, 12. Pagsasayang ng oras, pagtangaW
direkta o hindi tuwiran, sa anumang gawaing loafing, loitering pagala or other sim
transaksyon o negosyo na pumipinsala sa interes include among others:o iba pang
ng Kumpanya, o ng parehong likas na mga kilos na kinabibilangan n
pangnegosyo. Presence in co-employee’s workplace wh
ATTENDANCE AND PUNCTUALITY has no legitimate business or not being i
4. Unauthorized absences: assigned work area during working hour
B C awtorisadong pagliban: with other employees should be underta
B C D E a. 1 arawday after or before working time.)
b. 2 to 3 arawdays B C D E
D E
Being in one’s authorized area but not doing anything in the accomplishment of the job.

c. Mahigit saMore than A. Nasa isang awtorisa

B C D E ang empleyado ngunit hin
5. Tardiness Pagkahuli sa trabaho
bababa sa limang (5) beses sa loob gumagawa ng anumang b
(30) araw na panahonof at least five (5) times pagtupad ng sa kanyang t
B C D E B. agtambay sa lugar
within the thirty (30) days period.
6. ng isang empleyado wala
7. Pagkahuli sa trabaho na higit sa dahilan o hindi sa kanyang
animnapung (60) minuto saBloob C ngD E nakatalagang lugar ng tra
tatlumpung (30) araw Tardiness exceeding ng pagtatrabaho (Ang mga
sixty (60) minutes within thirty (30)DdaysE period. sa ibang mga empleyado
PERFORMANCE OF DUTY na isagawa lamang matap
B C D E ang oras ng pagtatrabaho
Reprimand to dismissal PAG-GANAP SA TRABAHO
C.
depending on the gravity 8. Abandonment of work or
D.
dereliction of duty resulting in loss, financial or E.

Taking more than the no

otherwise, to the Company.Pag-abandona sa F.

B C D E allotted for break periodsPagku

trabaho o pag-alis sa tungkulin na nagreresulta sa
higit sa normal na oras na
pagkawala, pananalapi o kung hindi man, sa
sa mga panahon ng pahin
Kumpanya.
breaktime.
9. Leaving his/her post without permission from
Reprimand to dismissal G.
or approval of the immediate supervisor. Paggastos ng higit s
depending on the gravity H.

ng kanyang poste na walang pahintulot oras sa mga silid na ginha

apruba ng bisor. canteen.
B C D E
10.
11. Sleeping while on duty andReprimand to dismissal I.

as a J. Pasasayng ng oras o pag

D E result:Natutulog habang nasa depending on theat
tungkulin gravity
trabaho nang maaga sa itinakdan
nag-resulta sa: K. Spending more than the
A B C D E A. No actual damage in comfort rooms or canteens.
pinsala C D E L. Wasting or stopping wor
B. quitting time.
C. May Actual damage to safety of M.

property or persons exists.Reprimand to dismissal N. Deliberate or intentiona

pinsala sa kaligtasan depending
ng ari-arian o gravity
on the or unnecessary delay in work, in
mga tao encouraging others to slow down
D. O.
E. 13. Ang Ssinadya o intensyon
F. pagbabagalpaghina o hindi
Reprimand to dismissal kinakailangang pagkaantala
depending on the gravity kabilang ang paghikayat
magpabagal sa trabaho. A B C D EA B
C D E 14. C D E
15. Imprudent and/or reckless operation of
Company equipment.
16. Walang ingat o hindi pag-iingat
operasyon ng kagamitan ng Kompanya.
a. No actual damage to safety of property or
person exists.Walang pinsala sa ari-arian
E
kumpanya o tao na umiiral.
b. Mayroong pinsala sa kaligtasan ng ari-
arian ng kumpanya o sa tao.
c. Actual damage to safety of property or persons
exists.
17. Failure to follow the Standard Operating
Procedure (SOP) in the performance of his/her
work, or perform assigned duties on specific
instruction related to his job.Hindi pagsunod sa
Standard Operating Procedure (SOP)
sa pagganap ng kanyang trabaho, o isagawa
mga tungkulin na itinalaga na partikular
Reprimand to dismissal
kaugnayan sa kanyang trabaho.
depending on the gravity
18. Failure to work overtime without valid reason
after signifying willingness to perform authorized
Suspension to dismissal
overtime work.Pagkabigo sa pag
depending on the gravity
overtime nang walang wastong dahilan
pagkatapos ng pagpapahiwatig
pagpayag na magsagawa ng awtorisadong gawain sa
oras ng trabaho.
B C D E
19. Using Company time, materials or equipment
B C D E
to do unauthorized work.
20. Pag-gamit ng oras, materyales o kagamitan ng
Kumpanya upang gumawa ng hindi awtorisadong
trabaho.
21. Concealing defective work which is detrimental
to the Company.Pagtatago o paglilihim ng sira na
may kaugnayan sa trabaho na
o pumipinsala sa Kumpanya.
Reprimand to dismissal
22. Hindi pagsunod, pagtanggi sa trabaho o gawain
depending on the gravity
na nakatalaga nang walang makatuwirang
bukal na pagsuway sa mga opisyal at wastong
tagubilin mula sa mga nakataas.
23. Insubordination, refusing to do job or
A B C D E trabaho o mga itinalaga na gawain
task assigned without justifiable reason, willful
disobedience of official and valid ins
superior.
24. Refusal to accept work shift or w
assigned by the superior even after d
given to the employee.Pagtanggi sa s
o lokasyon ng trabaho na itinalaga ng
na pagkatapos ng angkop na abiso ay
empleyado.
25. Any acts of insubordination, whi
but not limited to, failure/ refusal to
CompanywideCompanywide activitie
mga pagkilos na hindi nalalayo sa hin
dapat isama ngunit hindi limitado sa
pagtanggi na lumahok sa mga gawain
kumpanya.
26. Performing certain acts binding
or entering into transactions with an
the institutions or corporations, invo
Company or its interestits interest
authority, or in such a manner as w
grave abuse of authority or
discretion.Pagsasagawa ng ilang mg
gamit ang Kumpanya, o pagpasok s
transaksyon sa sinumang tao, mga i
mga korporasyon, na kinasasangkut
Kompanya o interes nito nang walan
sa paraang tulad ng pang-aabuso sa
pagpapasya sa mga bagay
27. Pagkawala ng mga dokumento n
na maaring humantong o humahant
kapinsalaan ng kumpanya.
28. Kapabayaan o kawalang-ingat n
panahon ng pagtatrabaho o sa mga
Kumpanya na nagreresulta sa pinsal
pinsala sa ari-arian ng kumpanya o r
Kumpanya
29. Pag-gamit ng cellphone, ra
pang mga aparato ng pakikin
oras ng kanyang trabaho at
lugar kung saan ang paggam
malinaw at mahigpit na ipinag
30. Madalas na kapabayaan sa mga
mga responsibilidad na may kaugna
31. Pagtanggi na gamitin o hin
 ng inisyu ng kumpanya ng uniporme, ID kawalan ng tiwala at pagka-w
habang nasa loob ng kumpanya. kahihiyan o kasiraan
32. Hindi awtorisadong pagbabago ng 42. Pagbabanta, pananakot o
iskedyul ng trabaho, paglilipat o lugar pagmamalabis sa kapwa emp
ng pagtatalaga ibang tao
33. Refusal to use and/or not wearing the 43. Use of defamatory or obscene la
prescribed/issued company uniform and/or addressing another person during wo
company ID while inside company premises. 44. Spreading rumors (regardless if t
34. Unauthorized change of work schedule, shift and/or creating intrigues against ano
or area of assignment employee/company officers and its a
RESPECT AND COURTESY company which tends to cause comm
35. Willfully refusing, without valid reason, comply and/or cast dishonor, discredit or con
C D E with official orders or specific instructions given by the latter.
Superiors or supervisors.Pagtanggi ng walang 45. Threatening, intimidating or co
balidong rason na sumunod sa mga opisyal na utos employees or other persons.
D E o mga instraksyon na ibinigay ng 46. Any act of sexual harassment as
36. Pambabastos, walang pag-galang 7877 Anti-sexual harassment Act of
respeto, hindi magandang pag-aasal, co-employees, contractors, guests, a
pang-iinsulto o pagpa-pakita parties regardless of position, rank,
mangandang pag-uugali sa kapwa Company premises, including, but n
empleyado, superyor, bisita, mga kliyente 47. Ang anumang gawaing
sa anumang oras sa loob kumpanya o sa panliligalig na nakasaad s
D E labas ng kumpanya na may gawain. Anti-sexual harassment Ac
laban sa mga co-empleyad
37. kontratista, bisita, at iba p
38. Gross discourtesy,, insolence, disrespect partido nang walang anum
unprofessionalism, or insulting posisyon, ranggo, kasarian
D E behavior to fellow employees, superiors, visitors, ng mga lugar ng Kompany
clients at anytimeany time within company ang, ngunit hindi limitado
D E premises or outside company sponsored activities A. Persistently telling smutt
39. Use of libelous, slanderous or scandalous co-employee who has indicated
C D E language (spoken or written) or gesture against a finds the jokes offensive within
C D E company, superior, guest or co-employee. premisesPagsasabi o pagbibiro n
paggamit ng mga liboloso, mapanirang- kapwa empleyado na nagsasaad
puri o nakahihiya na wika (sinasalita o nakakabatos o nakakasakit sa lo
nakasulat) o kilos laban sa kumpanya, kumpanya
superyor, panauhin o katrabaho. B. Paggawa o pagpapakita
40. Paggamit ng mapanirang-puri o
seksuwal na pag-uugali sa kapw
malaswang wika sa pagtugon sa C. Pagkikipag-date o pagh
tao sa oras ng pagtatrabaho. bilang kapalit ng trabaho.
D E 41. Paghahayag ng mga
D. Pagpa-pakita ng malasw
chismis (hindi alintana kung totoo o
gamit ang ano mang bahagi ng k
kasinungalingan) at paglikha ng mga
may malaswang kahulugan sa k
intriga laban sa mga empleyado,
Reprimand to dismissal empleyado.
kumpanya at mga itinalaga nito na
E. Malaswang paguusap ta
depending on the gravity maaaring maging sanhi ng pagka
telepono o pagpapadala ng mal

MISCHIEF
B C D E
C D E
Reprimand to dismissal
depending on the gravity
Reprimand to dismissal
depending on the gravity
Kung sakaling ang pagkakasala ay ginawa sa
Reprimand to dismissal
depending on the gravity
message sa kapwa empleyado dito ang mga opisyal na aktibidad n
F. Pagkurot, pagpisil, labas ng kumpanya.
pagkiskis o pagdampi ng ano mang bahagi
Reprimand to dismissal 53. Pag-alis, pag-bago o pagsira sa i
katawan para sa mga pabor or kondisyon
depending on thesagravity memorandum, panuntunan at regul
trabahao at iba pa. anunsyo at iba pang mga naturang m
G. Making sexual innuendos to co- naka-post sa mga bulletin boards na
employee. pahintulot mula sa namamahala.
H. Requesting for dates or favors 54. Pagsira o Pagtangkang makapins
exchange for a job. aari ng kumpanya o ari-arian ng iba n
B C D E
I. Making offensive hand or body gesture 55. Pagtatangka o Pagkumbinsi ng i
with sexual connotation at a co-employee. gumawa ng anumang pagsasabotah
Reprimand to dismissal
J. Making obscene phone calls or kumpanya tulad ng ngunit hindi lim
depending
sending obscene text messages on the gravity
to a co- sadyang nakakapinsala o makapinsa
employee. produkto ng kumpanya o anumang
K. PPaghawak sa maselang bahagi ng
kumpanya
katawan ng kapwa empleyado
L. Aktwal na sekswal na pang-aabuso.
48. Pakikipagharutan, pagtakbo o paghagis ng mga
bagay sa oras ng opisina o habang nasa lugar ng
kumpanya
49. Pakikipagharutan sa loob ng kumpanya
na nagresulta sa pinsala sa mga ari- KATAPATAN AT INTEGRIDAD
arian ng Kumpanya o personal D oE pinsala 56. Sadyaang pagbibigay ng mali o
sa tao. (tandaan: sa kaso ng impormasyon o maling deklarasyon
pinsala sa Kumpanya - ang multa ay may pagdedeklara ng mga kaakibat na re
kaakibat na halaga ng pinsala) kamag-anak na nagtatrabaho sa kum
50. Pagdulot o tangkang pananakit o pagbabanta panahon ng pagta-trabaho para sa a
sa sa buhay ng mga nakakataas o parte ng pamilya kagustuhan o benepisyo mula sa Ku
ng mga ito sa kung ano mang rason
Reprimand to dismissal 57. Pagtanggi na makipagtulungan
51. Pagdulot, pagtangka depending
o pagsisikap nagravity
on the pagbibigay, pag-presinta ng maling s
ipahamako sadyang pagtangka ay ebidensya, katibayan o pagtatago n
makapinsala sa katawan o makapinsala sa pagsisiyasat na isinasagawa ng ku
sa mga tao sa loob ng kumpanya sa
E 58. Paggawa ng mga huwad o hindi
anumang dahilan. pahayag patungkol sa Kumpanya at
namamahala nito.
labas ng Kumpanya. Ang nagawa ay 59. Pagbubunyag o pagbigay ng mg
E
mahuhulog sa ilalim ng mga patakarang
kalakalan, o mga plano, operasyon,
ito kapag ang kasalanan ay may
namumuhunan, kliyente, mga doku
kaugnayan sa trabaho.
ulat o katulad na impormasyon ng K
52. Pagbabanta, pag-uudyok, pakikihalubilo,
itinuturing na nauri na kumpidensya
pagkunsinte o paghamon sa mga opisyal ng
60. Pagbago, hindi awtorisadong pa
Kumpanya o kapwa empleyado sa isang labanan o
sadyang pagmali ng mga record o ul
paggamit ng mga mapanirang salita sa oras ng
kumpanya, mga dokumento; o pang
pagtatrabaho at sa loob ng Kumpanya.
E Kabilang
 pandaraya ng mga lagda ng mga opisyal ng
Kumpanya, kabilang ngunit hindiB limitado
C D E
pandaraya ng mga ulat ng gastos, mga resibo, mga
invoice, o iba pang mga dokumento
B Cna DangElayon
ay pag-reimburse o dokumentasyon.
61. Pakikipag-sabwatan na kinabibilangan ng
pagtahimik, pagtanggi o pagtatago na may
E kaalaman sa pandaraya ng kapwa empleyado, MORALITY
superiors, mga customer o kakumpitensya
Reprimand to dismissal 74. Hayagang Pagpapakita o Pag-sa
62. Pagkawala, pang-gigigpit, depending
pandaraya on
o hindi
the gravity sa Public Display of Affection (PDA)
awtorisadong paggamit ng pondo ng Kumpanya Kumpanya
D E (kabilang dito ang kabiguang makalikha
D E ng ulat sa 75. Pagpapakita o nagpakita n
pag-kuha ng salapi sa loob ng 3 araw). malaswang pampublikong ma
63. Kaduda-dudang pagkuha o sinusubukan pang-pornograpiya, malalasw
upang makakuha ng ari-arian o kagamitan na o literature/ babasahin sa loo
pagmamay-ari ng Kumpanya, kapwa Kumpanya
E empleyado, mga bisita at kliyente ng
SANITATION
kumpanya.
B C D E 76. Paglikha o pag-aambag ng
64. Pagnanakaw ng gamit o ari-arian ng
malinis o di-ligtas na mga kon
E kumpanya (Finished, Raw at Dry na materyales),
mga lugar ng Kompanya tulad
ng kapwa empleyado, bisita o kliyente.
hindi limitado sa pagdura sa s
65. Pagkakaroon, o paggamit ng inisyu ng
dingding, pagkakalat o pag-iiw
kumpanya na mga supply ng pang-opisina, spare
bagay na makaka-akit ng mg
E parts, kagamitan pang-opisina, atbp. Para sa mga
hindi wastong paggamit ng to
personal na layunin.
at lavatories. Pagtipon o pag-
A ang
66. Pagpapalit o pagtangkang palitan B C D E
basura sa loob ng mga draw
kagamitan o ari-arian na pag-aari ng kumpanya. 77. Pagmamatigas at labis na
67. Maling paggamit o hindi awtorisadong
D E pagwawalang-bahala sa mga
paggamit ng gamit o ari-arian ng
direksyon o panuntunan na m
kumpanya nang walang pahintulot.
Reprimand to dismissal kaugnayan sa mga kalinisan n
68. Paglalabas ng gamit o ari-arianonng
depending the gravity pagsasanay sa lugar ng traba
kumpanya nang walang pahintulot.
69. Pag-papanggap na may sakit. kagamitan at kaayusan.
E
70. Hindi pagsumite ng mga dokumento
Reprimand to dismissal 78. Pagtanggi na isumit
katunayan ng pagkakaroon ng
depending on the gravity sa pisikal at medikal na eksa
karamdaman
D E bawat taon (APE) upang mak
71. Paglikha ng mga sinasadya o hindi
kailangang gastos para sa kumpanya B C D E kinakailangang sertipiko ng
72. Sadyaang pagtatakip o paglilihim ng 79. Paglilihim, pagtatag
mga maling gawain pagdeklara sa kinauukulan a
Reprimand to dismissal
D E 73. Hindi awtorisadong pamamahagi ng nakakahawang sakit na maa
depending on the gravity
D E kumpidensyal na naka-print na mapanganib sa kalusugan at
B C D E materyales, pangongolekta ng mga lagda ng mga kapwa empleyado.
nang walang paunang pahintulot at hindi 80. Pagkain o pagdadal
aprubado ng nakakataas pagkain sa lugar ng produks
C D E
maaaring magresulta sa pins
hilaw na materyales, kagami
 makina. kumpanya ay may karapatan
81. Paglabag sa mga patakaran, ang anumang bagay o sinum
regulasyon, tagubilin o kasanayan sa pumapasok / umalis ng Komp
kapaligiran at kalinisan. D E 90. Pag-aari o pagdadala ng m
82. This includes but is not limited to l eksplosibo, maaring magdulo
SAFETY na materyales, mga baril o m
C D 83. Kapabayaan o paglabag sa nakamamatay na sandata sa
ER
kaligtasan, kapaligiran, mga patakaran kumpanya.
sa paglilinis, mga patakaran sa 91. Hindi awtorisadong paraan
sanitasyon, mga regulasyon, mga pagpasok o pagpapapasok ng
tagubilin, mga pamamaraan o mga awtorisadong mga tao sa mg
kasanayan. Kabilang dito ang ngunit loob ng kumpanya pwersahan
hindi limitado sa paglikha Reprimand to dismissal
o pag-aambag hindi.
ng hindi malinis o di-ligtas depending
na mga on the gravity 92. .
kondisyon tulad ng, pag-ihi, pagbaboy, 93.
paninira sa mga lugar na hindi inilathala 94.
95. Kapabayaan o pag-iwan n
sa kumpanya at hindi wastong
opisina o mga tarangkahang
pagtatapon ng basura.
84. Pag-aalis, pag-bago, pagsira ng mga maaaring magbanta sa kaligt
Reprimand to dismissal switch, kontrol ng mga makina o anomang seguridad ng mga empleyado
depending on the gravity kagamitan, dokumento at mg
kagamitan
C D 85. Kapabayaan o pagkabigong trabaho.
magsuot ng itinakdang Personal PINAGBABAWAL NA GAMOT AT ALAK
C D Protective Equipment (PPE)Esa lugar ng 96. Pag-inom o, pagdadala ng anum
trabaho na maaaring magresulta sa inuming de-alkohol o nakakalasing a
pinsala, panganib sa kalusugan o babawal na gamot sa loob ng kump
B C D E kumpanya. oras ay ipinagbabawal.
86. Pagkabigo mag-ulat ng isang 97. Pagpasok sa trabaho na n
aksidente sa loob ng 2 orasEmula sa impluwensiya ng alkohol o ipi
panahon ng pangyayari sa panahon ng na gamot ay hindi pinahihintu
pagtatrabaho o oras ng kumpanya na pumasok sa kumpanya.
may epekto man o wala sa mga pag-aari 98. Pagamit, pagmamay-ari o pama
ng kumpanya. mga pinagbabawal na gamot o drog
E
SECURITY kinokontrol na substansiya o mga ka
E
87. Di-awtorisadong pagkakaroon o kagamitan o parapernalya sa loob n
Reprimand to dismissal
C D E paggamit ng master key / duplicate key / at napatunayang pagka-adik o pagg
depending on the gravity
anumang key na maaaring magbukas ng iligal na droga o kinokontrol na subs
D E
drawer, desk, cabinet, kuwarto o opisina. pagtanggi na sumailalim sa kinakail
88. Pagtanggi na dumaan sa mga rehabilitasyon, alinsunod sa RA 916
kinakailangan patungkol sa seguridad ng comprehensive dangerous drug act
D E
Kumpanya, kabilang ang, ngunit hindi 99. Reporting for work while under
limitado sa: Pagkapkap sa katawan at of drugs
pagsuri ng mga bag o inisyu na drawer / 100. Reporting for work while
locker ng kumpanya. influence of alcohol.
89. Pagdadala o pag-uwi mula sa
101. Testing positive for dang
kumpanya ng anumang mga bagay na
use and refusal to undergo the neces
D E walang aprubadong "Gate Pass". Ang
 rehabilitation.
GAMBLING
D E anyo,
Pagsusugal sa anumang
D E 102.
pagtataguyod o pagtulong sa mga
operasyon na may kinalaman sa
pagsusugal, pagpapataya o pagsasagawa
ngloterya o katulad na mga kilos na
nakasaad sa panahon ng pagtatrabaho o
sa loob ng kumpanya C D E
BRIBERY, SOLICITATION, EXTORTION
C D E 103. Pananamantala, o panunuhol ng pera,
regalo o anumang bagay Reprimand
na may to dismissal
halaga
sa sinumang empleyadodepending
o sa on the gravity
pamamagitan ng iba upang humingi o
magpatulong, para sa kagustuhan,
benepisyo o pabor na kondisyon sa
D E trabaho.
104. Panghihingi o pagtanggap ng suhol
para sa pansariling pakinabang, direkta
man o hindi, sa anumang anyo ng pera o
anumang bagay na may halaga mula sa
kapwa empleyado, mga superior o
kilyente o konektado sa Kumpanya,
kabilang ngunit hindi limitado sa
pagsasaalang-alang ng anumang pabor,
gawa, kontrata, desisyon o mga serbisyo
na may kaugnayan sa mga opisyal na
tungkulin ng empleyado.
105. E 111.
106.
D E
107. Pag-hingi o pag-kolekta ng mga
kontribusyon, pera o mga bagay para sa
anumang layunin na hindi alam ngmga
E
kinauukulan ng kumpanya, sa panahon
ng pagtatrabaho o sa loob ng kumpanya.
E 113.
E patakaran at regulasyon ng kumpan
LOANS
108. Pag-promote o pagpapaut
(mga pautang) na may layun
magbayad ng hindi makatwi
na interes para sa sariling pa
bilang bahagi ng negosyo sa
109. Pagsasangla ng ATM na is
sa kumpanya para sa pagba
utang. Ang kumpanya at ang
nito ay may karapatang hing
empleyado na ipakita ang AT
mga biglaang inspeksyon.
DUTY OF MANAGERIAL AND SUPERVISO
PERSONNEL
110. Pagkabigo sa bahagi ng pangang
superbisorya na may kaalaman sa
paglabag na nakakaapekto sa pagp
produksyon at iba pang mga transa
negosyo. Kapabayaang gumawa ng
hakbang o upang iulat ang mga pag
nakakataas nang walang wastong d
FAILED ASSESSMENT
Sunod-sunod na kabigu
upang matugunan ang mga pamant
pagganap na hindi bababa sa 2 ma
na pagsusuri ng Pagganap.
112. Madalas na paglabag sa
patakaran at regulasyon ng kumpan
ng kabuuang apat na (4) aksyong pa
12 buwan, kahit isa sa mga ito ay na
suspensyon mula sa trabaho
Madalas na paglabag sa
ng kabuuang anim na (6) aksyong pa
loob ng 12 buwan, anuman ang pag
pagwawastoFAILED ASSESSMENT
114. Consistent failure to me
 E performance standards for at least 23 consecutive head cap.
Performance evaluation. A B C D E 133. Wearing dirty rubber boots.
115. Frequent violationAofBcompany
C D Erules 134. Not changing to street clothes (o
and regulations and has been given a total of four footwear) when leaving the working
(4) disciplinary action in 12 months, at least one of vice versa.
which involves suspension from 135. Bringing prohibited loose items (
E A work
B C D E
116. Frequent violation of company rules candies, etc.) inside the production a
and regulations and has been given a total of six 136. Non-compliance to company’s G
(6) disciplinary action in 12months, Safety policies (e.g. Drop Policy, Loos
A B regardless
C D E of
offense or corrective action Failure on the part of etc.)
137. Not passing through proper entr
managerial or supervisor who has knowledge of
routes.
any violation affecting operations
B Cand/or
D E other 138. Eating, drinking and smoking ins
business transactions to take steps or to report the
production, warehouse and cold stor
same to the management without C DvalidE reason. 139. Spitting inside production, wareh
GOOD MANUFACTURING PRACTICES
cold storage areas.
A B C D E 117. Hindi pagusunod sa inirekomendang gupit para
sa mga lalaki (kabilang ang bigote at balbas) at pag-
C D E
aayos ng buhok para sa mga babae.
A B C D E 118. Pagsusuot ng Make-up o kahit anong kolorete
sa mukha
119. Pagamit ng Pabango
A B C D E
120. Pagkakaroon ng kulay sa buhok
A B C D E
121. Hindi tamang pagsuot ng uniporme, maskara ng
A B C D E
ilong, takip ng ulo.
122. Pagususuot ng maruming bota
A B C D E 123. Hindi pagpapalit ng damit panlabas at sapatos
A B C D E kapag umaalis sa lugar ng trabaho, at kabaligtaran.
124. Pagdadala ng ipinagbabawal na mga bagay (hal.
A B C D E cellphone, candies, atbp.) Sa produksyon.
125. Hindi pagsunod sa GMP at Food Safety na
A B C D E patakaran ng Kumpanya (hal. Drop Policy, Patakaran
sa Loose Item, atbp.)
126. Hindi pagdaan sa tamang daanan o lagusan
B C D E papasok at mga ruta ng paglabas.
127. Pagdadala ng pagkain o akto ng pagkain, pag-
inom at paninigarilyo sa loob ng produksyon
C D E
(Production), bodega (Warehouse) at mga lugar
ng malamig na imbakan (Cold Storage).
A B C D E
MANUFACTURING PRACTICES
128. Not following prescribed haircut for males
(including mustache & beard) and hair fix for
A B C D E
females.
A B C D E
129. Wearing makeup.
A B C D E 130. Wearing perfume.
A B C D E 131. Having Hair Color
132. Improper wearing of uniform, nose mask,