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KNOW ALL MEN BY THESE PRESENTS:

This Agreement made and executed by and between:

JOLLIBEE FOODS CORPORATION (JFC), a business entity duly organized and existing under and by virtue of the laws of the
Republic of the Philippines, with principal address at 5th Floor, Jollibee Plaza Building, Emerald Avenue, Ortigas, PasigCity, Metro Manila,
whose business activity is operation of restaurants, hereinafter referred to as the “COMPANY”.

KILUSAN SA JOLLIBEE-KILUSAN, a legitimate labor organization with Registration Permit No. NCR-UR-7-932-92, affiliated with
Pambansang Kilusan ng Paggawa-TUCP likewise registered with permit No. (FED-390) 6196-IP, with principal office atTUCP/PGEA
Compound, Elliptical Road, Diliman, Quezon City, hereinafter jointly referred to as the “UNION”.

WITNESSETH THAT

WHEREAS, the UNION is the sole and exclusive representative of the daily-paid rank and file employees of the COMPANY directly
recognized by the latter upon submission by the UNION of the list of its members composing more than the majority of the employees
constituting the appropriate bargaining unit.

WHEREAS, the COMPANY and the UNION have agreed in principle to enter into a covenant in accordance with the Labor Code of the
Philippines for purpose of establishing, maintaining and regulating the standard hours of work, rates of pay and all other terms and conditions of
employment; affording economic as well as material benefits, equal justice, protection and job security to employees; assuring and sustaining
high employee efficiency; competence and performance; assuring the continuous and efficient operation of the COMPANY’s business;
establishing a firm basis and clear understanding of rights and obligations of both parties in an atmosphere of mutual respect; providing means for
the amicable settlement of all disputes and grievances and generating industrial peace, progressive Capital-Labor relationship to the end that the
COMPANY, the UNION and general public may mutually benefit.

NOW, THEREFORE, for and in consideration of the foregoing premises and of the covenants, undertakings, terms and conditions
hereunder set forth, it is hereby mutually agreed by and between the parties hereto as follows:

ARTICLE I
UNION RECOGNITION AND SCOPE

Section 1. The COMPANY recognizes the UNION during the effectivity of this Agreement as the sole and exclusive bargaining representative of
all daily_paid employees of the COMPANY within the appropriate bargaining unit as defined in Section 2, Article hereof in respect of rates of
pay, wages, hours of work and other terms and conditions of employment.

Section 2. The appropriate bargaining unit covered by this Agreement shall consist of all regular rank-and-file daily-paid employees/workers of
the COMPANY. All monthly-paid employees although rank-and-file, are excluded from UNION membership.

ARTICLE II
UNION SECURITY

Section 1. The COMPANY agrees to require the following as conditions of continued employment for all employees covered by this Agreement:

a. That employees who are members of the UNION on the date of the
Signing of this Agreement or who may join the UNION after signing of
This Agreement shall remain members in good standing.

b. That employees who may hereafter be employed by the COMPANY shall within fifteen (15) days from attainment of regular status become
members of good standing of the UNION and remain as such members in good standing.

Section 2. Members of the UNION who cease to be such members in good standing shall, upon written demand of the UNION, be dismissed by
the COMPANY provided that the UNION shall keep the COMPANY free from any liability as a consequence thereof. A member loses his status
as a member in good standing for any of the following causes:

a. Resignation from the UNION, except that appointment or occupying a


Regular position outside the bargaining unit shall be deemed automatic resignation from the UNION without prejudice to his security of tenure;

b. Non-payment of regular union dues;

c. Expulsion from the UNION in accordance with its Constitution and By-
Laws; and

d. Joining, forming or working for another labor organization during the


Term of this Agreement.
Section 3. The mere filling by any member or employee of a case for illegal deduction of for the stoppage of the deduction of union dues, agency
fees or other regular deductions against the COMPANY and/or the UNION shall be deemed deliberate refusal to pay the same.

Section 4. Both parties agreed that membership in the UNION should increase as business volume expands progressively. To enable this, both
parties have agreed to develop a new salary and benefit package for new regular employees to bring down the labor cost of daily-paid employees.

ARTICLE III
CHECK-OFF UNION DUES AND SPECIAL ASSESSMENTS

Section 1. The COMPANY agrees to check-off or deduct once a month from the wages of the members of the UNION all monthly union dues in
such definite amounts as provided for in the UNION’s Constitution and By-Laws, pursuant to a check-off authorization signed by the members.

Section 2. The COMPANY also agrees to check-off or deduct special union assessments from the pay of the UNION members subject to the
following conditions:

a. UNION will submit Board Resolution duly certified by the President and
Executive Secretary;

c. COMPANY is notified at least seven (7) working days before payment.

Section 3. The COMPANY shall also check-off from non-union members within the collective bargaining unit an agency fee equivalent to the
dues and other fees regularly paid by UNION members, without the need for individual check-off authorization in accordance with Article 246
(e) of the Labor Code and Section 13, Rule xvi, Book V, of its implementing rules and regulations.

Section 4. The COMPANY shall remit check, within seven (7) working days from check-off date, to the Secretary of Finance of Kilusan sa
Jollibee-Kilusan or any of its duly authorized representative one-half (1/2) of the total amount of the checked-off dues and agency feees while the
other one-half (1/2) will be remitted also by check to the Secretary for Finance of Pambansang Kilusan sa Paggawa-TUCP. The COMPANY,
however, shall remit in whole the special assessment to the Secrretary for Finance of Kilusan sa Jollibee-Kilusan within seven (7) working days
from check-off date.

ARTICLE IV
MANAGEMENT PREROGATIVES

sSection 1. Consistent with Law and this Agreement, the COMPANY shall have the exclusive right to run the affairs of the business, direct and
control the management of the office, plant and personnel including but not limited to the following:

a. To hire, promote, demote, classify, reclassify, rotate, lay-off, transfer,


Suspend, terminate, or otherwise discipline any worker/employee;

b. To make and promulgate rules and regulations governing the conduct of


the employees in their relations with the COMPANY, its officials,
supervisors, customers, guests, co-employees and the handling of
machinery, tools, products, equipments and other COMPANY property.

b. To designate the work and the employee to perform such work, as well as the right to classify the work for job evaluation purposes;

d. To set working hours and/or period of operation as well as the


assignment of workers/employees for such period; and

d. To do what has been recognized by the law, jurisprudence, or practice


As properly belonging to management.

ARTICLE V
JOB SECURITY

Section 1. The UNION hereby recognizes the COMPANY’s right to hire, transfer, discharge, lay-off or discipline its employees for just causes
and in accordance with law. The UNION, however, shall have the right to seek reconsideration of any transfer, discharge, lay-off or disciplinary
action affecting any employee within the bargaining unit and such request for reconsideration shall be considered a dispute or grievance to be
dealt with in accordance with the grievance procedure provided in Article V of this Agreement.

Section 2. The COMPANY may hire new employees provided such hiring does not jeopardize the employment opportunities of present
employees.

Section 3. The UNION and the COMPANY agree that the following terms shall be construed, thus:
“Regular and Casual Employment” – The provision of written agreement to the contrary notwithstanding and regardless of the oral
agreements of the parties, an employment shall be deemed to be regular where the employee has been engaged to perform activities which are
usually necessary or desirable in the usual business or trade of the employer, except where the employment has been fixed for a specific project
or undertaking, the completion or termination of which has been determined at the time of the engagement of the employee or where the work or
service to be performed is seasonal in nature and the employment is for the duration of the season.

An employment shall be deemed to be casual if it is not covered by the preceding paragraph: Provided that, any employee who has
rendered at least one (1) yaer of service, whether such service is continuous or broken, shall be considered a regular employee with respect to the
activity in which he is employed and his employment shall continue while such activity exists.

“Probationary Employment” –Probationary Employment shall not exceed six (6) months from the date the employee started
working, unless it is covered by an apprenticeship agreement stipulating a longer period. The services of an employee who has been engaged on a
probationary basis may be terminated for a just cause or when he fails to qualify as a regular employee in accordance with reasonable standards
made known by the employer to the employee at the time of his agreement. An employee who is allowed to work after a probationary period shall
be considered a regular employee.

Section 4. No employee shall be suspended, dismissed, laid-off or discharged except for a just or authorized cause provided by law and after due
process. The just cause for dismissals are:

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


orders of his employer or representative in connection with his work.

b. Gross and habitual neglect by the employee of his duties:

c. Fraud or willful breach of the employee of the trust reposed in him by his
employer nor duly authorized representative;

d. Commission of a crime or offense by the employee against the person of


his employer or any immediate member of his family or his duly
authorized representative.

e. Any cause analogous to the above.

The Authorized causes of separation from employment and the


Separation pay therefore are as provided for by law, except that if the
Separation is due to illness the separation pay shall be one hundred
Percent (100%) of the basic pay for every year of service.

Section 5. If the COMPANY desires to suspend, lay-off or dismiss an employee, it shall furnish the employee a written notice stating the
particular acts or omission constituting the grounds for his lay-off, suspension, or dismissal. The employee may answer the allegations stated
against him in the notice within a reasonable period form receipt such notice. The COMPANY shall afford the employee the ample opportunity to
be heard and to defend himself with the assistance of the UNION officer or representative before his suspension, lay-off or dismissal unless the
employee waives this right.

Section 6. When changes in the organization occur whether due to business expansion or downsizing resulting to transfer and re-assignment of
employees, the CPMPANY shall discuss with the UNION matters affecting the members of the bargaining unit.

ARTICLE VI
SENIORITY AND PROMOTION

Section 1. The term “promotion” whenever used in this Agreement denoted a change in position to fill up an existing vacancy in a job of higher
rank and higher pay.

Section 2. An employee who is promoted as defined in section 1 above shall be paid the salary or wage rate pertaining to his new position and
rank/ or rank on the date of his assumption of duties in such position.

Section 3. The term “seniority” whenever used in this Agreement refers to the length of accumulated service of the employee in the COMPANY
which shall be computed from his date of initial employment therein, whether as regular, probationary, temporary or casual employees.

Section 4. When factors pf competence and efficiency are deemed equal, seniority shall be given priority in the consideration of any promotion,
lay-off or reduction or work hours of employees.

Section 5. Selection of the employee to be promoted shall be in accordance with the following order or priority:
a. Employees in the affected outlet/unit;

b. If there in no qualified employee for the job in the outlet, the selection
shall be from COMPANY- wide basis; and

c. If there is no qualified employee from the COMPANY, then the


COMPANY shall select from other sources.

Section 6. Notice of vacant position shall be posted in the COMPANY bulletin boards.

Section 7. The COMPANY shall notify the UNION quarterly of newly hired personnel, transfer or promotions.

ARTICLE VII
GRIEVANCE MACHINERY

Section 1. All disputes between labor and management shall be settled through negotiations, unit all points in disputes shall have been discussed
and settled grievances are subject to adjustment providing opportunity for discussion of any request or complaint and under the following
established procedures for their processing and settlement.

Section 2. A grievance is a different of opinion or a dispute affecting the COMPANY and the UNION or any employee or employees covered by
this Agreement on:

a. Any matter relating to working conditions;

b. Any matter involving the interpretation or implementing of any provision


of this Agreement;

c. Any matter involving the violation of any provision of this Agreement;

d. and Any matter that is not satisfactorily settled by other means.

Section 3. Before resorting to the grievance procedure, the employee or employees who have cause for complaint or grievance shall give their
respective immediate supervisors the opportunity to adjust the same.

Section 4. In cases involving disciplinary action or matters affecting individuals only, the grievance must be submitted to, and settled at, the
appropriate step in the grievance procedure.

Section 5. The steps in the grievance procedure shall be as follows:

First Step Second Step

The grievance the outlet If the grievance is not They who shall
Shall first be manager shall satisfactorily settled in settle the issue

Threshed out by make a decision the first step, it shall within seven
And between the within two (2) be referred in writing (7) working
UNION’s chapter working days by either or both of days after
Representative after the parties to the local grievance has
And the outlet representation union president and/ been referred
Manager of the or representative and to it.
Concerned grievance the VP for HRD or his
representative

Section 6. If it will be necessary for a union representative to attend a grievance conference or negotiation during office hours, Article V, Section
3 shall apply. He shall not be considered absent while in the performance there-of provided he notifies his immediate superior one (1) day before
the scheduled conference.

Section 7. Accredited Union representative shall be allowed to conduct an inquiry or investigation for the purpose of settling grievances.
Section 8. The UNION may seek reconsideration of any management decision involving employee disciplinary action or other terms and
conditions of employment, subject to provisions of this Agreement.

Section 9. The UNION shall keep the COMPANY informed with a complete and up-to-date list of the names of the officers of the UNION,
including outlet or unit representatives, members of the bargaining committee and grievance officer of theUNION. The COMPANY shall keep
the UNION informed with a complete-up-to-date list of the names of all supervisors and managers of the Management for the purpose of this
Article.

Section 10. Any or all issues not resolved in the grievance machinery shall be referred to the compulsory or voluntary arbitration as provided by
law and/or the implementing rules and regulations.

ARTICLE VIII
UNION LEAVE

Section 1. The COMPANY agrees to grant per CBA year twelve (12) working days union leave with full pay to each UNION representative to
enable them to attend to urgent union matters, labor seminars, conventions, training and other related activities or monthly regular meeting of
union officers; provided that, except for urgent union matters, the management shall be notified at least three (3) days before leave is taken. For
purposes of this Section, there is one (1) UNION representative for each store/unit. As the need arises, the local UNION president or his
designated representative shall be allowed by management to have an additional union leave on COMPANY time.

Section 2. The right to union leave as specified above, when not used by one (1) union officer, shall be transferable to other union officers or, on
a case-to-case basis, to union member designated by the UNION board.

Section 3. The COMPANY further agrees to grant leave with full pay to UNION Officers at any given time who will attend collective bargaining
negotiations and to shop stewards at the concerned store or unit and the UNION’s Secretary for Grievance who will attend grievance conferences
with management in accordance with Article V of this agreement.

ARTICLE IX
LABOR-MANAGEMENT COOPERATION COUNCIL

Section 1. The COMPANY and the UNION agree to create a Labor-Management Cooperation Council (LMCC) which shall take up matters
outside the jurisdiction of the grievance machinery, such as Lanor-Management Cooperation schemes to minimize accident, increase work
efficiency and productivity, promote workers’ education to make them enlightened and responsible workers and union members, devise ways and
means for the reduction of monotony at work, recreational sports and physical activities, job enrichment, seminars and education programs
among the employees for the promotion of RPMCH, livelihood and Christmas programs. The council shall be purely advisory and consultative
shall be composed of appropriate number of members from the UNION and the COMPANY.

ARTICLE X

STUDIES

Section 1. Both the COMPANY and the UNION subscribe to the national objective of the government in Capital-Labor relations, as defined in
the Labor Code, of promoting enlightenment of workers and their rights and obligations as employees and the UNION members. Accordingly, in
the light of the aforementioned implementation of the same, the COMPANY and the UNION hereby agree and bind themselves as follows;

“The COMPANY and the UNION shall jointly promote, organize and conduct a seminar for all employees covered by this
Agreement on COMPANY rules and regulations, labor laws and labor relations, occupational health and safety and livelihood projects with both
parties, assisting each other in the preparation of training needs analysis, curricula, subject matters and outlines of studies, invitation of lectures
and other matters pertinent to the preparation and conduct of the seminars and the expenses to be shared by the COMPANY and the UNION on a
75%-25% basis respectively. The UNION shall provide COMPANY with training evaluation reports post seminar activities and measurements of
seminars effectiveness.

ARTICLE XI

REPRODUCTIVE HEALTH

Section 1. Through the LMCC, the COMPANY and the UNION shall jointly sponsor and conduct seminars on Responsible Parenthood,
Maternal and Child Health which covers Family Planning, Reproductive Health, Sexual Harassment, Violence against Women, Children and
Men.

Section 2. The COMPANY and the UNION will together formulate a policy and program on RPMCH services like Family Planning counseling,
provision and use of different contraceptives, assessment and management of diseases related to reproductive system (RTI, HIV/AIDS, STD. etc)
ARTICLE XII

WORK WEEK AND HOURS OF WORK

Section 1. The regular workweek for all employees except part-time employees covered by this Agreement shall be six (6) days.

Section 2. The COMPANY shall schedule the rest day for employees. However, the employer shall respect the preference of employees as to
their weekly rest day when such preference is based to their religious grounds.

Section 3. The regular workday for all employees except part-time workers covered by this Agreement shall be eight (8) hours. Provided that,
effective upon signing of this Agreement, the present work hours of regular part0time employees consisting of six (6) hours shall not be
diminished unless specifically requested by the employee in writing subject to the provision of Article VII, Section 4 hereof.

Section 4. The COMPANY shall allow one (1) hour for lunch or dinner which shall be considered as employee’s time. Likewise, the COMPANY
shall allow 15 minutes coffee break which shall be considered working time for every four (4) hours of work

ARTICLE XIII
WAGE AND BENEFITS

Section 1. The COMPANY shall grant to each employee covered by this Agreement the following Wage and Benefits effective March 1, 2007 to
February 28, 2012.

Wage and Benefits Existing Employeeas of March 31, 2007 New Regular Employee
On or before
March 31, 2007

1. Wage

1 < 3 years 16.00 / day 10.00 / day for the first three years of
4 < 5 years 16.00 / day service during the CBA period
5 < 10 years 18.00 / day 16.00 / day on the 4thyear of service
10 < 15 years 20.00 / day
15 < 20 years 22.00 / day
<20 < 25 years 24.00 / day
25 years and up 26.00 / day

2. Wage Order JFC Distortion Formula if distortion


adjustment is provided by wage order Per Law

3. 13th Month Pay Per law

4. Mid Year Bonus 75 % of Basic Monthly Pay 25 % of Basic Monthly Pay

5. Year End Bonus 100% of Basic Monthly pay 50 % of Basic Monthly pay

6. Vacation Leave 1 < 2 yrs = 10 days


2 < 3 yrs = 15 days
3 < 5 yrs = 17 days 1 – 3 yrs = 7 days
5 < 10 yrs = 18 days
10 < 15 yrs = 19 days
15 < 20 yrs = 20 days
20 yrs up = 21 days
7. Sick Leave 1 < 3 yrs = 15 days
3 < 5 yrs = 16 days 1 – 3 yrs = 7 days
5 < 10 yrs = 17 days
10 yrs up = 18 days
8. Emergency Leave 5 days 3 days

9. Maternity Leaves Advance payment by the Company of 100% of basic or the


amount due from SSS whichever is higher
10. Paternity Leave 7 days
11. EDIS 25% discount for a maximum of P400.00 per purchase per day in a
Just present your ID to the counter person to avail of your company-owned outlet.
discount
12. Meal Subsidy and Free Snacks or beverage Product meal for store employees to include new products, giving
due consideration to members of the bargaining unit for reasons
owing to religious and health reasons

Meal Subsidy reimbursement for service Engineering

2 free snacks or beverage for eight hours work