Management Aspect

B. JOB DESIGN & DESCRIPTION Job Title: Managing Director Job Description: The Managing Director is responsible for the performance of the company.

Duties and Responsibilities: Formulating and successfully implementing company policy; Directing strategy towards the profitable growth and operation of the company; Developing strategic operating plans that reflect the longer-term objectives and priorities established by the board; Putting in place adequate operational planning and financial control systems; Ensuring that the operating objectives and standards of performance are not only understood but owned by the management and other employees; Closely monitoring the operating and financial results against plans and budgets; Taking remedial action where necessary; Maintaining the operational performance of the company; Representing the company to major customers and professional associations; Building and maintaining an effective executive team. Has the authority to make final decisions for the company Responsible for overall decisions, whole management and control of finances of the company. Ensuring the companys assets are adequately protected from loss

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Qualifications: Male / Female with at least three years corporate experience Not more than 35 years old Graduate of any business degree or any four-year related major Effective oral and written communication skills Knowledgeable in computer operation Organized, focused, and very analytical in work comprehension, reviewing and organizing business plan He / she required to meet deadlines of work He / she must be determined to show potential and dedication in work Must be self-motivated and flexible in understanding in various business set-up

Salary: Php 25,000.00

Job Title: Operations Manager Immediate Supervisor: Managing Director Job Description: The operations manager is responsible for ensuring that the day-to-day operations of a business run smoothly, and effective methods are put into place so that the company of employment runs to its maximum productivity. Duties and Responsibilities:

Oversees the daily sales and operations of the plant Help exceed company sales and operations goals Responsible for profit and loss in all aspects of the business Hire train and evaluate core teams in the business Oversee the plants procedures and policies Set and maintain productivity and quality standards

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Ensure customer excellence and delivery of quality products Oversee inventory in the plant Schedule maintenance and upkeep of the plant facility Manage vendor relations Schedule plant meetings, safety meetings and staff meetings

Qualifications: Must possess at least a Bachelor/College Degree in Industrial Engineering or Mechanical Engineering At least three years of working experience in the manufacturing industry Ability to meet tight deadlines and remain calm under pressure Can effectively work with people in the production line and at different levels in the organization. Knowledgeable and proficient in quality assurance and safety compliance in a manufacturing environment. Must possess good leadership, analytical skills, interpersonal and communication skills. Must be flexible, hardworking, can work under pressure and self-motivated person.

Salary: Php 20,000.00

Job Title: Administrative Manager Immediate Supervisor: Managing Director Job Description: The administrative manager oversees and directs the administrative services of an organization; assigns responsibilities to administrative staff and ensures the facilities are equipped with the supplies and services needed.

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Duties and Responsibilities:

Maintains administrative staff by recruiting, selecting, orienting, and training employees; maintaining a safe and secure work environment; developing personal growth opportunities.

Accomplishes staff results by communicating job expectations; planning, monitoring, and appraising job results; coaching, counseling, and disciplining employees; initiating, coordinating, and enforcing systems, policies, and procedures.

Provides communication systems by identifying needs; evaluating options; maintaining equipment; approving invoices.

Completes special projects by organizing and coordinating information and requirements; planning, arranging, and meeting schedules;

monitoring results.

Provides historical reference by developing and utilizing filing and retrieval systems.

Improves program and service quality by devising new applications; updating procedures; evaluating system results with users.

Achieves financial objectives by anticipating requirements; submitting information for budget preparation; scheduling expenditures; monitoring costs; analyzing variances.

Maintains continuity among corporate, division, and local work teams by documenting and communicating actions, irregularities, and continuing needs.

Maintains professional and technical knowledge by attending educational workshops; benchmarking professional standards; reviewing professional publications; establishing personal networks.

Contributes to team effort by accomplishing related results as needed.

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Qualifications: Male / Female with at least more than three years corporate experience Not more than 30 years old Graduate of any business degree course or Industrial Engineering Effective oral and written communication skills He / she must be determined to show potential and dedication in work Must be self-motivated and flexible in understanding in various business set-up Must possess good leadership, analytical skills, interpersonal and communication skills. Must be flexible, hardworking, can work under pressure and self-motivated person.

Salary: Php 20,000.00

Job Title: Production Head Immediate Supervisor: Operations Manager Job Description: The production head is responsible for the technical management, supervision and control of industrial production processes. Duties and Responsibilities: Coordinates people, resources, equipment and supplies to ensure the production process meets an organization's manufacturing goals. Prepare and maintain production reports and personnel records. Plan and organize production schedules Estimates, negotiates and agrees budgets and timescales with clients and managers Determines quality control standards

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Oversees production processes Re-negotiates timescales or schedules as necessary Selects, orders and purchases materials Organizes the repair and routine maintenance of production equipment

Qualifications: Male/Female, not more than 35 years old Graduate of Industrial Engineering or any related field Has strong leadership skills and can motivate and discipline subordinates Minimum of 3 years experience in related field

Salary: Php 17,000.00

Job Title: Warehouse Officer Immediate Supervisor: Operations Manager Job Description: A warehouse officer is responsible to look after the movement of stocks from the warehouse or inventory thereby keeping a close watch on the inflow and outflow of goods. He is also responsible for maintaining the required level of efficiency or safety while handling the movement of goods and keeps record of all these materials. Duties and Responsibilities:

Maintain the finances, property and transport of the company. Should be responsible for timely submission for all the documents that are related to the incoming and outgoing materials.

Deal with the questions and correspondences with sheer effectiveness. Maintain the safety norms in the warehouse. Follow the duties that are assigned by the supervisor or manager of the

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warehouse.

Should interact with the entire staff of warehouse and depot and maintain good relationship with colleagues.

Qualifications: Male / Female with at least more than three years corporate experience Not more than 30 years old Graduate of any business degree course or Industrial Engineering Must possess good leadership, analytical skills, interpersonal and communication skills. Must be flexible, hardworking, can work under pressure and self-motivated person. Salary: Php 17,000.00

Job Title: Quality Control Coordinator Immediate Supervisor: Operations Manager Job Description: The quality control coordinator ensures that products meet standards of quality and safety. For example, they measure and weigh products, examine samples and test them.

Responsibilities:

Monitor the development of all products manufactured by the company. Acquire the quality in the product and services of his company. Verify the quality of a product with the quality parameters. Monitor every process involved in the production of a product. Ensure the quality of purchased goods as well as finished goods. Recommend the reprocessing of the low quality products.

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Responsible for the documentation of inspection and tests conducted on products of a company.

Maintain the checklist of inspection processes and protocols used within a company.

Responsible to identify the problems and issues regarding quality of the products and also has to make recommendation to the higher authorities.

Qualifications: Male/Female, 23-28 years old Graduate of Industrial Engineering or any related field With knowledge in manufacturing technology Must demonstrate good interpersonal skills in both verbal/written communication Minimum of 2 years experience in related field

Salary: Php 17,000.00

Job Title: Procurement and Material Specialist Immediate Supervisor: Operations Manager Job Description: The procurement and material specialist ensures that the items and services to build and maintain the product raw materials are purchased from specified suppliers and are delivered according to agreed terms and conditions. An important aspect of this role is seeking maximum value for the company through time and cost agreements while working with technology advanced products.

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Duties and Responsibilities: Receives, examines and processes requisitions; prepares bid

specifications and other necessary documents related to the purchase of supplies, materials and equipment; prepares State requisition or locates source of supply, and places orders with appropriate bidder(s). Compares costs and evaluates the quality and suitability of supplies, materials and equipment. Interviews and corresponds with vendors; keeps informed of new products and market conditions and trends. Confers with and assists officials of all departments to determine purchasing needs and specifications. Qualifications: Male/Female, 23-28 years old Graduate of Industrial Engineering or any related course Must demonstrate good interpersonal skills in both verbal/written communication Salary: Php 17,000.00

Job Title: Logistic Officer Immediate Supervisor: Operations Manager Job Description: The logistics officer is responsible to organize and plan the transferring process of materials and goods from suppliers and manufacturers to customers. They manage distribution operations in major retailer companies and other organizations.

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Duties and Responsibilities:

Planning delivery timetables Making sure suppliers have enough stock to meet demand Overseeing the ordering and packaging process Monitoring stock levels Tracking products through depots to make sure they arrive at their destination

Overseeing arrival of shipments

Qualifications:

Candidates must be a graduate of a Bachelors Degree in Science majoring in Math or related subjects (e.g. industrial Engineering, Accountancy, etc.)

At least Two (2) years of working experience in inventory management and production planning or similar capacity

Win-win solutions oriented attitude, resourceful, assertive, tactful, resilient & persistent

Good English oral and written skills

Salary: Php 17,000.00

Job Title: IT Personnel Immediate Supervisor: Administrative Manager Job Description: The IT personnel is responsible in monitoring and maintaining the computer systems and networks of an organization. He may install and configure computer systems, diagnose hardware/software faults and solve technical and applications problems.

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Duties and Responsibilities Support end-users with IT-related problems in a responsive and service oriented manner. Setup, management, and maintenance of IT-related equipment. Monitor backup jobs and ensure high level of completion success rate. Manage time and projects effectively. Help put processes in place to maintain a stable network environment. Develop and maintain information architectures (data, application, network) ensuring the system is on-line daily. Maintain hardware and software maintenance agreements to ensure integrity of operations processes. Qualifications Organized, thorough, and has great attention to detail Demonstrated working knowledge of hardware and networking basics IT graduate or of any computer related course Able to install, configure, troubleshoot and support Windows clients and servers Intermediate-advanced knowledge of the Microsoft Office Suite High level of analytical thinking to solve problems with an understanding of technology as well as an ability to ask the right questions and apply solutions to business problems Effective oral, electronic and written communication with all levels of the organization using top notch customer service. Passionate, optimistic, and has internal inspiration to get things done

Salary: Php 17,000.00

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Job Title: Sales and Marketing Personnel Immediate Supervisor: Administrative Manager Job Description: The sales and marketing officer is responsible in promoting the company's products, involving marketing existing products, developing new products to cater for consumer demand, or developing markets for new products or services.

Duties and Responsibilities:

Identify and analyze an organizations strengths and weaknesses, and respond to opportunities and threats in the marketing environment

Set goals for market share and growth Develop and implement appropriate strategies by selecting, segmenting and targeting markets, and promoting products and services to those markets

Make decisions regarding products, such as choosing labels or packaging Work on developing new products Work out an approach to pricing and set prices for products and services Manage distribution channels such as shops and wholesalers Make decisions regarding the distribution of products (such as taking orders, warehousing, stock control and transport), manage store image or undertake direct marketing

Develop plans for advertising, sales promotion, public relations, personal selling and sales management

Undertake marketing audits to monitor sales performance.

Qualifications: Male/Female, 23-28 years old Graduate of Marketing Management course or any 4 year course Computer literate and proficient in oral and written communication skills Minimum of 2 years experience in related field

Salary: Php 17,000.00

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Job Title: Human Resource Specialist Immediate Supervisor: Administrative Manager Job Description: The HR specialist is responsible for overseeing daily staffing operations and offering assistance to staff in the performance of their duties as needed. In addition, the HR specialist provides district-wide administrative support.

Duties and Responsibilities: Performs human resources management, personnel, or payroll

administration activities involving responsibility for the interpretation and application of rules, laws and policies. Completes classification studies, job audits and other activities to identify duties and responsibilities assigned to employees; develops job descriptions, job specifications, organization charts and other materials to describe positions and duties performed by employees; determines appropriate classifications for individual positions. Conducts wage and salary surveys by collecting and evaluating salary data; prepares recommendations or requests for salary changes; determines salary changes authorized for specific actions, such as appointments, promotions, transfers, demotions and reinstatements. Collects and analyzes data on personnel selection procedures and methods, based on established psychometric techniques; prepares charts, graphs and other statistical information on examination results, develops tests and other selection devises. Performs centralized or agency recruiting activities; prepares recruiting announcements or other information concerning job vacancies; interviews applicants and evaluates application forms; provides job counseling to prospective employees; administers minority recruitment and outreach programs; visits schools, colleges and other sources for recruitment. Prepares, processes, reviews, analyzes, or approves employee personnel transactions; ensures compliance with applicable laws and rules

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concerning appointments, promotions, demotions, transfers, separations and other actions. Interprets rules and laws concerning employee personnel actions; advises agency personnel staff, employees, supervisors and managers on various personnel related issues. Maintains a system of employee personnel records.

Qualifications: Male/Female, 22-28 years old. Graduate of Human Resource Management and / other related course At least 2 years working experience

Salary: Php 17,000.00

Job Title: Finance Personnel Immediate Supervisor: Administrative Manager Job Description: The finance officer is responsible for maintaining financial, accounting, administrative and personnel services in order to meet legislative requirements and support municipal operations.

Duties and Responsibilities: Administer and monitor the financial system in order to ensure that the municipal finances are maintained in an accurate and timely manner. Maintain the accounts payable and accounts receivable systems in order to ensure complete and accurate records of all moneys Administer employee files and records in order to ensure accurate payment of benefits and allowances

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Administer the bi-weekly payroll in order to ensure that employees are paid in an accurate and timely manner Perform other related duties as required

Qualifications: Male/Female, 23-30 years old Graduate of BS Accountancy or Finance MBA and/or CPA highly desirable Minimum of 3 years working experience

Salary: Php 17,000.00

Job Title: Operator Immediate Supervisor: Production Head Job Description: An operator is responsible in setting up and operating equipment in line with the manufacturing process.

Duties and Responsibilities: Responsible for every day checks of all equipment in their assigned area Perform production tasks assigned with efficiency Meet target production output

Qualifications: Equivalent combinations of training, education and experience that would provide the required knowledge and ability Determination to perform the production tasks assigned to him

Salary: Php 17,000.00

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Job Title: Warehouse Helper Immediate Supervisor: Job Description: A warehouse helper is responsible in manually moving freight, stock, or other materials or performing other general labor.

Duties and Responsibilities: Assist shipping and receiving, unloading trucks, checking in merchandise, matching purchase orders to sales orders and distributing to sales associates for processing. Reading customer orders, work orders, shipping orders, or requisitions to determine items to be moved, gathered, or distributed and/or shipped. Ensuring warehouse is accessible and safe for salespeople and customer traffic. Assembling customer orders from stock and places orders on pallets or shelves, or relocating orders to a holding area or shipping department. Organizing warehouse and work area for orderliness at all times. Wearing the proper safety equipment.

Qualifications: At least high school graduate Able to perform mathematic calculations Has the ability to compute rate, ratio, and percent and to draw and interpret bar graphs Has the ability to write routine reports and correspondence Has the ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals Salary: Php 9,000.00

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Job Title: Driver Immediate Supervisor: Logistics Officer Job Description: The company driver is responsible mainly in delivering goods to customers. Duties and Responsibilities:

General warehouse operations support Local deliveries to customers Other ad hoc duties as assigned

Qualifications:

Not more than 35 years old Has at least 3 years experience as a professional driver Has a valid driver's license Knowledgeable in automotive maintenance

Salary: Php 9,000.00

Janitor & Security Guards Our janitor and security guards are hired through agencies. These agencies are Jammas Incorporated for our Janitors and Soliman Security Incorporation for our security. These entrusted agencies are responsible for equipment and uniform for their employees.

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C. PERSONNEL
Position Managing Director Operations Manager(IL) Administration Manager Production Head(IL) Quality Control Coordinator(IL) Warehouse Officer(IL) Sales and Marketing Officer Finance Personnel HR Specialist Procurement & Materials Specialist(IL) Warehouse Helper(IL) IT Personnel Worker/Operator(DL) Driver Logistics Officer TOTAL No. of Employees 1 1 1 1 1 1 1 1 1 1 1 1 6 1 1 24

IV. POLICIES & PROCEDURES A. RECRUITMENT METHOD The hiring or recruitment of employee may vary to the skills of a worker. Educational attainment and experience are required to fulfill the companys goal. Before the interview, an applicant must first pass the exam to test their knowledge. Then an interview will take place that will be conducted by the manager that will be under the applicant depends on desired position. Medical examination will also conduct to know if the applicant is fit and can comply with an 8 hours of work a day, to ensure the health of the applicant and for their safety.

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B. BUSINESS HOURS Working hours should be from 8:00 a.m. 5:00 p.m. on weekdays, and 8:00 a.m. to 12:00 noon on Saturdays. No work is set during Sundays. The Labor Code of the Philippines listed in Article 83 of Presidential Decree No. 442 states that the normal hours of work of any employee shall not exceed eight (8) hours a day. During the working hours the employees are to remain at the office or perform work duties, and failure adhere to scheduled hours results in warnings and disciplinary actions, unless the supervisors condone late arrivals or early dismissal for some special circumstances. Work may be performed beyond eight hours a day provided that the employee is paid for the overtime work, an additional premium equivalent to his regular wage plus at least 25% thereof. Work performed beyond eight hours on a holiday or rest day shall be paid an additional compensation equivalent to the rate of the first eight hours on a holiday or rest day plus at least 30% thereof. Any employee may be required by the employer to perform overtime work in any of the following cases: a. When there is urgent work to be performed on machines, installations, or equipment, in order to avoid serious loss or damage to the employer or some other cause of similar nature; b. When the work is necessary to prevent loss or damage to perishable goods; and c. Where the completion or continuation of the work started before the eighth hour is necessary to prevent serious obstruction or prejudice to the business or operations of the employer. Under time work on any particular day shall not be offset by overtime work on any other day. Permission given to the employee to go on leave on some other day of the week shall not exempt the employer from paying the additional compensation required.

C. SAFETY AND SECURITY The company will educate its employees to dos and donts to prevent

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accident, abide to the government rules and regulation in terms of safety, and design the workplace that will fit to its worker to lessen stress. Security guards are deployed inside the company to roam around the area. Hiring 3 guards will be placed on entrance, workplace and warehouse. This will ensure the security of our employees and properties.

D. PERSONNEL POLICIES The following rules and regulation are set by IML Co. to be followed by our employees. These are offenses subjected to disciplinary action. Frequency of offenses and corresponding penalties are stated as follows:

1. ATTENDANCE Attendance will be check using biometric fingerprint scanner. Any non-related work absents must be report 1 week before the day of absent. Emergency absents caused by illness, Biometrics

calamity or other unexpected event must be report immediately to its employer.

Absenteeism without any valid reason gives the employee a warning. Absent records are reset every end of the year. Tardiness Description First Offense Second Offense Third Offense Fourth Offense 3 consecutive numbers of days late 4 consecutive numbers of days late 5 consecutive numbers of days late 6 or more consecutive numbers of days late Disciplinary Actions Verbal notice to be done by the Supervisor of the Department where the employee is assigned. Salary deduction is also imposed. Salary deduction with written notice from the HR Department. Salary Deduction with 3 days suspension Salary deduction with 1 month suspension

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Absenteeism First Offense Description 2 consecutive numbers of days absent Disciplinary Actions Verbal notice to be done by the Supervisor of the Department where the employee is assigned. Salary deduction is also imposed. Salary deduction with written notice from the HR Department. Salary Deduction with 1month suspension Termination

Second Offense Third Offense Fourth Offense

3 numbers of days absent 4 numbers of days absent 5 or more numbers of days absent

2. COMPANY RELATION The relation between the company and the employees are the basic and the most significant part of an organization. This will make a great success if both employees and management help each other to achieve the company goals. Having a good workplace and environment will boost the ability to work and avoid stress inside the organization. 3. EMPLOYEE SAFETY Safety is one of the priorities of this company. Employees are required to be train for proper attire and enough knowledge about how to coup on accidents inside the workplace. Clinic and medical staff are also place near the workplace for first aid in case of accidents. Posters are also be used to aware the workers for their safety. 4. WORK AREA CLEANLINESS AND ORDERLINESS Cleanliness and orderliness are also checked every day by the head managers. Janitor will roam around the company. Anyone caught littering will received a penalty.

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Application of 5S by the Management Sort arranging task or materials in order to easily manage the task or materials involve. Systematize using their skills is to determine what task is more important than the others. Sweep always clean the surrounding to prevent accidents and unsightly eyesore. Sanitize always used disinfectant when handling food or money in order to prevent or spread a germs and bacteria. Self-Discipline always smile and hear out the customers no matter what his/her attitude may be to you.

5. PROPER GROOMING A good image of the company starts on its employees and proper attire may help to prevent accident for our employees. Uniform are required to ensure that attire that may cause accident to be avoided. This will be used for promotion when our employees are outside the company.

Sample Uniform also applies to driver and warehouse helper

Sample Uniform also applies to other positions

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6. TERMINATION OF EMPLOYMENT POLICY It is company policy to ensure that employee terminations are handled in a professional manner with minimal disruption to on-going work functions. There are three types of terminations: a. Voluntary b. Involuntary c. Death a) Voluntary Terminations General Voluntary termination of employment occurs when an employee informs his or her supervisor of employees resignation, or termination is deemed to have occurred when an employee is absent from work for three consecutive workdays and fails to contact his or her supervisor (job abandonment). Procedure a. Employees are expected to provide a minimum of two weeks notice of their intention to separate from the company in order to allow a reasonable amount of time to transfer ongoing workloads. It is expected that written notification will be provided to the employee's line manager. b. Upon receipt of an employee's resignation, the line manager must notify Human Resources (HR) by sending a copy of the resignation letter to HR, annotated if necessary, with pertinent information (i.e. employee's reason for leaving, last day of work, etc.). c. The HR Administrator or Branch Manager will coordinate the employee's out-processing. This process includes: 1. Returning all company property (i.e., keys, ID cards, parking passes, etc.). 2. Review of benefits status. 3. Completion of an exit Interview questionnaire. The exit interview provides employees the opportunity to freely express views about working at the company and will be held in strict confidence. HR will compile data

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from exit interviews to determine if feedback to an employees director is necessary. d. A Supervisory Termination Summary will need to be completed by the line manager. This form is located in the company public folders. The completed Summary should be returned to HR where it will be maintained in the employees personnel file. e. Employees who possess a security clearance are required to check out and debrief with the Security Officer no later than their last day of employment.

b) Involuntary Termination General a. An involuntary termination of employment, to include layoffs and standdowns over 30 days, is a management-initiated dismissal. The inability of an employee to perform the essential functions of the job with or without a reasonable accommodation may also result in an involuntary termination. b. Discharge may be for any legal reason, i.e., misconduct, tardiness, absenteeism, unsatisfactory performance, inability to perform, etc. In some cases progressive discipline may be used, prior to termination, to correct a performance problem. However, certain types of employee misconduct are so severe that one incident of misconduct will result in immediate dismissal without prior use of progressive discipline. c. Prior to an involuntary termination, consideration will be given to an employee's service and past contributions to the company. The possibility of transfer or demotion will be explored in all cases except those which involve gross misconduct.

Procedure a. Before any action is taken to discharge an employee, the employees line manager, through the director, must request a review by the Termination Review Board.

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b. The Termination Review Board consists of the Managing Director, Administrative Manager, and Operations Manager. It is the Board's responsibility to review the situation and determine if dismissal is warranted. c. If the Board recommends dismissal, it is the supervisor's responsibility to notify the employee and coordinate with HR to ensure that the terminated employee follows the checkout procedure in Sections 2.2(c) and 2.2(e) of this policy. d. The line manager should complete an "Employee Change Form" or email HR to confirm the last day worked. c) Deceased Employees General A termination due to the death of an employee will be made effective as of the date of death.

Procedure a. Upon receiving notification of the death of an employee, the supervisor must notify the Benefits Administrator immediately. b. The Benefits Administrator will process all appropriate beneficiary payments from the various benefits plans. d) Final Pay General An employee who resigns or is discharged will be paid through the last day of work, plus any unused PTO, less outstanding loans, advances or other agreements the employee may have with the company. Final pay due, upon the death of an employee, will be paid to the deceased employees estate.

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Procedure It is the responsibility of the employee's line manager to ensure that the Payroll office receives the terminating employees timecard in sufficient time to process the final paycheck.

e) Unemployment Compensation General The company is able to monitor and control the cost of unemployment insurance by being responsive to regulatory authorities. Typically, employer information must be submitted to the appropriate state office within seven days of request. Failure to respond in a timely manner often results in unemployment compensation awards to former employees who otherwise would not qualify.

Procedure a. Line managers are required to follow the process described in 2.2b of this policy. b. HR will notify the companys outsourced Unemployment Compensation Program Manager (UCPM). c. The UCPM will research each claim as necessary and advise the company on hearing attendance requirements, as well as required materials and presentation.

f) Back Pay Whenever an employee becomes separated from work, whether it is the result of a firing or an injury, there can be a significant lag time between the filing of a claim and a final determination. In fact, it could be years before a decision is reached on a disputed firing or a job-related injury. During that time, a worker's regular wages are often withheld, pending the outcome. The money earned between the original filing of a claim and the final judgment is known as back pay.

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E. CODE OF CONDUCT The Code of Conduct embodies IML Co.s commitment to the highest standard and quality of service to its customers. It aims to bring people from different backgrounds, perspectives, norms and values to work together in fulfillment of this commitment. The Code of Conduct seeks to promote a healthy work environment, and will serve as a communication tool upon which everyone in the organization carries themselves. IML Co. believes that each member of the organization must be given the opportunity to be coached and counseled. The Code of Conduct provides this mechanism to ensure that when deviations are committed, corrective actions shall always be constructive, consistent, objective and fair.

List of Terminable Offense Due to Just Cause Covered by Philippine Labor Code 1. Betrayal of IMLs Trust and Confidence Unauthorized disclosure of confidential information which includes but not limited to IMLs record, trade secrets, formula, financial operation of statement, and other IMLs documents, to other companies, persons or entities. 2. Robbery, Theft, Pilferage and Misappropriation of Funds Robbery, theft, pilferage and misappropriation of funds or its attempt in any form or manner. 3. Falsification of Documents/Cheating Falsifying any document, record or information, which include but not limited to personnel or financial or production record, voucher, receipt, time sheet, application form; or presenting such falsified document, records or information in any study, inquiry, research, investigation, or proceeding in which IML is involved. 4. Swindling Defrauding guests, suppliers, outside agencies, officers or any employees through false pretenses or falsification of documents. 5. False Testimony Giving false statements of testimonials to avoid responsibility or to distort the true facts to give undue advantage to ones self or another.

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6. Fraudulent Acts Obtaining or attempting to obtain materials through fraudulent order and collusions with the person doing so, in which IML has suffered or stands to suffer monetary and material loss. Improperly withdrawing IMLs supplies, records, equipment, tools or other assets from IML premises without proper authorization. 7. Substituting IMLs Resources, etc. Substituting IML supplies, materials, equipment, and other resources with another of inferior quality or of lesser value with intent to defraud. 8. Unauthorized Possession of IML Property Unauthorized possession or use of IML property, supplies, or resources or any property owned by or belonging to another employee. 9. Unauthorized Bringing into or Taking out of Any Article from IML premises bringing into or taking out from IML premises any Article without proper authorization and Security Pass. 10. Unauthorized Sale of IML Property Engaging in unauthorized sale of any IML property, supplies, medicines, or resources or any property owned by or belonging to another employee. 11. Unauthorized Possession of Master keys, Duplicate Keys, etc. Unauthorized possession of master keys, picklocks, and/or similar device which can open offices, lockers, drawers, desks, cabinets, doors, rooms, offices, and another areas. 12. Use of IML Time, Premises, etc. for Personal Benefit Using IML time, premises, vehicles, tools, equipment, supplies, or materials for personal benefit. 13. Use of Communication Equipment, Services or Facilities Using IMLs telephones, cell phones, electronic mail, internet and other communication facilities without proper authorization or for personal benefit. 14. Hiding a Contagious Disease Hiding/Refusing to notify a known contagious disease of major illness which include but not limited to HIV, Tuberculosis, Hepatitis, Sexually Transmitted Diseases, which may endanger the health of life of guests, suppliers, officers and other employees.

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15. Fraudulent Reporting of Sick Leave Calling in sick or extending sick leave in order to obtain sick leave benefits for other purposes. 16. Swiping/ Altering Another Employees Time Card/ Logging in or out for Another Employee Knowingly swiping the attendance card of another employee, or having ones attendance card swiped by another employee or maliciously removing of time card or attendance records from its proper place, or unauthorized alteration of attendance records or unauthorized logging in/out for another employee. 17. Tampering with Employee Locker Tampering with another employees locker which constitutes violation of an individuals privacy and destruction of IML. 18. Engaging in Competitive Operations Engaging in unauthorized competitive operations of businesses similar to those of IML. 19. Unauthorized Access to Computer/files Using computer terminal for other purposes/ unauthorized access to the computer system. 20. Other Acts of Dishonesty Committing other acts of dishonesty and fraud where there is a clear intent of personal gain, and the dishonest or fraudulent act is prejudicial to the guest, outside agency, supplier, officer, or other employees and personnel of IML, or the dishonest or fraudulent acts is done to avoid responsibility or serious consequence. 21. AWOL in Excess of One (1) Working Day Incurring absence without official/ authorized leave in excess of one (1) working day. 22. Failure to Use the Required Safety Device/Equipment Failure to use the required safety device or protective equipment established by IML health and safety rules. 23. Eating and Drinking inside the Production/Operations/Training Area 24. Eating food or drinking from an open container while on production, operations or training area. 25. Sleeping while on Duty Sleeping in any position, during working hours. 26. Failure to comply with Government Requirements Failure to comply with national and local government requirements as required by the IML, i.e.,

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health certificates, police clearance, medical examination, drug testing etc.

V. BENEFITS & CONTRIBUTIONS A. 13TH MONTH PAY Presidential Decree No. 851 - All employers are hereby required to pay all their employees receiving a basic salary of not more than P1,000 a month, regardless of the nature of their employment, a 13th-month pay not later than December 24 of every year. Thirteenth-month pay shall mean one twelfth (1/12) of the basic salary of an employee within a calendar year.

B. PREMIUM CONTRIBUTIONS 1. Social Security Systems (SSS) Contributions Republic Act No. 8282, otherwise known as the Social Security Act of 1997, refers to the social security system in the Philippines that is initiated, developed and promoted by its Government. The social security system is aimed at providing protection for the SSS member against socially recognized hazard conditions, such as sickness, disability, maternity, old age and death, or other such contingencies not stated but resulted in loss of income or results to a financial burden. The employee and his/her employer(s) are to contribute for the social security benefits of the said employee in accordance to a given schedule by the Philippine Social Security System. Monthly employee contribution depends on the employee's actual monthly salary.

2. National Health Insurance Program (NHIP) The employee and his/her employer(s) are to contribute for the medical insurance of the said employee in accordance to the Republic Act 7835 on Medicare Program which is administered by the Philippine Health Insurance Corporation (PhilHealth). Monthly employee contribution depends on the employee's actual monthly salary. The contribution schedule is provided by PhilHealth.

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3. Home Development and Mutual Fund (HDMF) The employer(s) is required to contribute per month not less than P100.00 to the employee's Home Development and Mutual Fund. In accordance to the periodic remittance schedule provided by HDMF, the employer(s) will remit this contribution, in addition to that of the employee's, which is to be deducted from his/her payroll.

C. PAYMENT OF CONTRIBUTIONS a. The members contribution shall be deducted and withheld

automatically by the employer from the salary. The employers counterpart contribution shall not in any manner be recovered from the employee. b. The monthly premium contribution of employed members shall be remitted by the employer on or before the 10th day of the month after the applicable month.

D. OTHER BENEFITS a. First-aid Treatment Every employer shall keep in his establishment such first-aid medicines and equipment as the nature and conditions of work may require, in accordance with such regulations as the Department of Labor and Employment shall prescribe. (The Labor Code of the Philippines Article 156)

b. Emergency Medical and Dental Services Every employee will undergo a yearly medical physical examination in compliance with the Health and Safety Law of the Department of Labour and Employment. Any examination will take place at a medical centre approved by Management, at a time convenient to the employee. It is imperative that

employee must undergo medical examination before being deployed to their function.

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c. Paternity Leave Benefits It is described by law through the Republic Act No. 8187 granting every married male employee seven (7) working days of leave after his legitimate wife's childbirth, or any miscarriage. Paternity leave shall be paid in full, equivalent to seven days, up to the first four deliveries.

d. Maternity Leave Benefits Book III, Title III of the Philippine Labor Code covers the rights of women and the Government's steps to ensure the welfare and protection of women employees in the Philippines. Also covered within the title are the Maternity Benefits available for women is maternity leave of not less than two (2) weeks before the expected date of delivery and an additional four (4) weeks following normal delivery or abortion, for a total of sixty (60) days maternity leave. This maternity benefit is with full pay and is based on her regular compensation, whether on weekly or monthly schedule, without deductions unless stated otherwise.

e.

Service Incentive Leave Book III, Chapter III of the Labor Code of the Philippines covers the

employee's right for Service Incentive Leaves. This basically entitles the employee working in the Philippines a yearly service incentive leave, or in other words, a paid leave of five days. If unused after a one year period, the Service Incentive Leave will be commuted to its monetary equivalent by the end of the year. In computing, the basis shall be the salary rate at the date of commutation.

f. Sick Leave Is one of the types of paid benefits granted to regular employees regularization in the Philippines are granted to employees on the sixth month of tenure. Employees can avail of this benefit when you are unable to report to work

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due to an illness, accident, or any other debilitating medical causes. Even with this absence, it is a company's obligation to pay you equivalent to a full-day salary as mandated in the Philippine Labor Laws, given that an employee still has leave "credits" equivalent to seven work days or a total of 56 hours in a year. Failure to present a medical certificate shall be considered absent or AWOL. For declared Sick Leave, the Company may conduct a home visitation to ensure veracity or confirmation through examination of a Company-endorsed physician.

g. Emergency Leaves (EL) Emergency Leave covers only regular employees and the nature of emergency shall be considered. considered as emergency. Life and death situations (for concerned

employees and his/her immediate family members) are the only instances The Leave of Application Form should be

accomplished and filed within the first two (2) hours upon returning to work together with the supporting documents.

h. Retirement Pay Art. 287. Any employee may be retired upon reaching the retirement age established in the collective bargaining agreement or other applicable employment contract. Every employee upon reaching the age of sixty (60) years or more, but not beyond sixty-five (65) years which is hereby declared the compulsory retirement age, who has served at least five (5) years, may retire and shall be entitled to retirement pay equivalent to at least one-half (1/2) month salary for every year of service, a fraction of at least six (6) months being considered as one whole year.

i.

Paid Regular Holiday Pursuant to the provisions of the Labor Code, as amended in relation

to the observance of declared holidays and in response to the queries received every time a Presidential Proclamation or a law is enacted by Congress which declares certain days either as a regular holiday, a special day or a special

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working holiday, the following guidelines shall be observed by all employers in the private sector: Legal Holidays Working Holidays New Years Day Maundy Thursday Good Friday Araw ng Kagitingan Labor Day Independence Day National Heroes Day Bonifacio Day Christmas Day Rizal Day Ninoy Aquino Day Eid Al-Fatur Dates 1-Jan Movable date Movable date 9-Apr 1-May 12-Jun Last Sunday of August 30-Nov 25-Dec 30-Dec 21-Aug Movable Date

For declared special days such as Special Non-Working Day, Special Public Holiday, Special National Holiday, in addition to the two (2) nationwide special days (November 1, All Saints Day and December 31, Last Day of the Year) listed under EO 203, as amended, the following rules shall apply:

a. If unworked No pay, unless there is a favorable company policy, practice or collective bargaining agreement (CBA) granting payment of wages on special days even if unworked.

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b. If worked 1st 8 hours - plus 30% of the daily rate of 100% excess of 8 hours - plus 30% of hourly rate on said day c. Falling on the employee's rest day and if worked 1st 8 hours - plus 50% of the daily rate of 100% excess of 8 hours - plus 30% of hourly rate on said day

For those declared as special working holidays, the following rules shall apply: For work performed, an employee is entitled only to his basic rate. No premium pay is required since work performed on said days is considered work on ordinary working days.

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