COMPANY / EMPLOYEE’S

HAND BOOK
“Ang Tagapamahala o Pinuno ng Departamento
ay may karapatang magrekomenda ng pagbaba o
pagtaas ng parusa ayon sa desisyon ng
namamahala”.
 TALA NG PALIWANAG

Ang Handbook na ito ay naglalayon na pagsamahin ang mga patakaran ng mga tauhan at
pamamaraan ng trabaho na kasalukuyang isinasagawa sa (pangalan ng kompanya), ang
karamihan ng bahagi ng nilalaman nito ay kompendyum ng mga patakaran at gawi na
umiiral sa ating kompanya. Ang ilan sa mga ito ay itinakda sa iba’t-ibang memoranda na
inisyu ng namamahala. Ang iba ay hindi nakasulat at kinikilala sa pamamagitan ng
kasanayan at ang iba ay ipinatupad sa kadahilanan ng pangkahalaang paggamit.

Ang paglawak ng ating kompanya sa mga nagdaang taon ang dahilan ng

pangangailangang pagsasama ng mga patakaran, pamamaraan, koordinasyon at
kooperasyon. Ang handbook na ito ay itinakda, samakatuwid, para maging guidebook at
magsilbi bilang tularan at gabay para sa lahat ng mga empleyado ng (pangalan ng
kompanya).

Ang handbook na ito ay naglalayon na tumugon para sa nagbabagong pangangailan ng

ating oras, samakatuwid, ito ay sumasailalim sa pagbabago, rebisyon, o karagdagan, ito
ay dapat na gawin sa pangangailan ng mga pangyayari.
 I. GABAY NA MGA ALITUNTUNIN

Ang batayan sa mga patakaran sa mga tauhan at pamamaraan ng (pangalan ng

kompanya) ay ang palaging pagsikapan ang pagtaas ng pagiging epektibo ng indibidwal
kung ang bawat isang empleyado sa pamamagitan ng kanyang nadaragdagang
pagkaunawa sa personal na kasiyahan mula sa kanyang trabaho at mga kundisyon ng
trabaho kagaya ng mga serbisyo ng mga empleyado ay mapapatunayan na nakalulugod
na panlipunang karanasan bukod sa pagiging daan sa paglikha ng disenteng
pamumuhay.

Sa pagpapatupad ng mga layunin, ang ating kompanya ay ginagabayan ng mga

sumusunod na mga batayan:

1. Pagpili ng trabaho at para sa promosyon base sa katotohanan.

2. Bawat empleyado ay may dignidad, hangad at ambag na kailangang respetuhin,

kilalanin at gantimpalaan.

3. Makatwirang mga oras ng trabaho na may sapat na bayad na vacation at sick leave.

4. Ang sweldo ay katumbas ng itinalagang trabaho.

5. Oportunidad na magpahayag ng mga opinyon at magsabi ng mga reklamo at daing.

6. Ang mga benepisyo, kalusugan at employee-involved na mga programa ay

nakadirekta para ang mga empleyado ay manatiling ekonomikal at malusog, aktibo at
inspiradong makilahok sa mga pang-grupong gawain.

7. Ang mga patakaran, alituntuinin ng mga asal, at pamantayan ng trabaho ng Human

Resources ay naglalayon na gabayan ang mga empleyado sa kanais-nais na pag-uugali
ng trabaho, at para palagiang magpakita ng katapatan, kagandahang-loob at
propesyonalismo.
 II. HUWARAN / TULARAN NG MGA SERBISYO

Ang lahat ng empleyado ng (pangalan ng kompanya) ay inaasahan na magabayan

ng mga tiyak na ideya ng serbisyo at mgapamantayan ng pag-uugali para paganahin ang
mga ito na magsagawa ng kanilang mga kaukulang tungkulin na may pinakamataas na
kahusayan at pagtamo mula sa kanilang trabaho ng tunay at tapat na kasiyahan. Ang
mga ito ay nakalahad dito;

A. Kaugnayan sa mga kostumer

Ang mabuting empleyado ay napagtatanto na siya ay mahusay na nagsisilbi sa

mga kliyente sa pagbibigay sa mga ito ng mabilis, tama at maaasahang mga serbisyo.
Isinasaalang-alang niya ang kanyang kaugnayan sa mga customer bilang pakikipagsosyo
at tinatanggap ang kanyang trabaho na may ugaling bukas ang kaisipan.

Ang kostumer ang pinakamahalagang tao kahit na sa ating opisina, sa personal,

sa telepono o sa email.

Ang kostumer ay hindi nakaasa sa atin – tayo ang nakaasa sa kanya.

Ang kostumer ay hindi outsider ng ating negosyo – siya ay bahagi nito.

Ang kostumer ay hindi isang tao na pakikipagtalunan o katugmaan ng talas ng

isip. Walang sinuman ang nananalo sa pakikipagtalo sa kustomer.

Ang kostumer ay hindi abala sa ating trabaho – siya ang hangarin nito. Hindi tayo
ang gumagawa ng pabor para sa kanya – siya ang gumagawa ng pabor para sa atin sa
pamamagitan ng pabibigay niya ng oportunidad sa atin para magawa ito.

Ang kostumer ay hindi isang malamig na istatistika – siya ay isang tao na

mayroong damdamin at emosyong kagaya ng sa atin, at may mga pagkampi at
pagtanggi.

B. Kaugnayan sa mga Superiyor

Ang mabuting empleyado ay hindi sinusumpa o nagsasalita ng masama sa mga

tagubilin, kautusan o katauhan ng kanyang mga superiyor na opisyal o masamain ang
kanilang mga motibo o patakaran. Siya ay magdadala ng mga makatwirang daing sa
kanyang nakatataasn an mga awtoridad ngunit pagkatapos lamang ng kalmado at
maingat na pagtatalo.
 Siya ay hindi nagtatago ng maliit na kasalanan para sa kanyang mga superiyor na
opisyal para pagtakpan ang isang tao, bagkus siya ay tumatanggi na magpanggap bilang
ispiya o tagapagsuplong para sa lahit anong interes.

Siya ay hindi nagtatanong ng pagbabago sa mga panuntunan sa opisina para sa

kanyang sarili o para sa espesyal na mga pribilehiyo o mga kataliwasan.

Siya ay nagpapadala ng opisyal na komunikasyon sa pamamagitan ng tamang

kaparaanan at hindi lumalagpas sa kanyang mga superiyor na opisyal. Alam niya na
mali at hindi wasto ang pagbabasa ng mga komunikasyon na hindi para sa kanya.

C. Kaugnayan sa mga Kapwa Empleyado

Ang mabuting empleyado ay bumubuo ng kagustuhan sa pakikipagtrabaho sa

kanyang mga ka-opisina at ginagawa ang kanyang sarili na maging kaaya-aya sa kanila.
Iniiwasan niya ang walang saysay na mga pagtatalo sa walang galang na mga
pangungusap at hindi minamaliit o tinatrato nang hindi mabuti kahit ang mga
pinakamababang kapwa empleyado. Sa kanyang kaugnayan sa kabaligtarang kasarian,
iniiwasan niya na humigit sa pamilyar.

Hindi siya kumukuha ng anumang bagay mula sa lamesa ng sinuman nang

walang paalam, kahit gaano pa ito walang kabuluhan.

Siya mismo ang gumagawa ng kanyang trabaho. Iniiwasan niyang ang iba ang
gagawa ng trabaho na siya mismo ang responsable o may pananagutan. Ngunit, siya ay
maaaring mag-konsulta sa ibang tao kapag kinakailangan.

D. Kalusugan at Kaligtasan

Ang mabuting empleyado ay malinis sa kaanyuan at pinananatili ang kanyang

sarili sa mahusay na pisikal na kundisyon. Iniiwasan niya ang nakalalasing na mga
inumin. Kung siya ay naninigarilyo, ginagawa niya ito salugar kung saan hindi siya
nakakaabala ng iba.

Ang mabuting empleyado ay kaagad na nagbibigay-alam sa mga katungkulan ang

anumang masama sa kalusugan o hindi ligtas na kondisyon sa opisina.

E. Kooperasyon

Ang mabuting empleyado ay hindi inilalayo ang kanyang sarili mula sa kanyang
mga kapwa empleyado o maging mapagsarili. Kinikilala niya ang mga karaniwang
interes at kapag mayroong trabaho na kailangan tapusin, siya ang nangungunang
tumayo at tumulong sa abot ng kanyang makakaya kahit na ang nasabing trabaho ay
maaaring hindi bahagi ng kanyang asignatura. Siya ay aktibong nakikibahagi sa lahat ng
trabaho ng opisina.

F. Pagkukusa

Ang mabuting empleyado ay nagtatrabaho sa kanyang sariling kaunlaran.

Naniniwala siya na ang paghihintay sa iba ay pagiging alipin.

Hindi siya nag-aatubiling magmungkahi ng mas maayos na pamamaraan ng

paggawa ng mga bagay. Pinag-aaralan niya ang pangangailangan ng opisina at
gumagamit ng mga paraan para matugunan ang mga ito.

G. Responsibilidad

Ang mabuting empleyado ay ginaganap ang kanyang mga tungkulin nang

matiyaga at masipag kapag hindi binabantayan at kapag nasa ilalim ng pagmamasid.
Tinutugunan niya ang kanyang mga obligasyon nang walang anumang katwiran.

Ipinagpapalagay niya ang kanyang responsibilidad sa anumang kanyang sabihin

o gawin, tinatanggap ang bintang kapag ito ay sa kanya at hindi ipinapasa sa iba.

Kung kinakailangan at walang sinabi, siya ay nagtatrabaho sa higit na oras para

matapos ang kanyang tungkulin.

H. Kahusayan

Ang mabuting empleyado ay bumubuo ng ugali para sa pag-alala ng mga

mahahalagang impormasyon at pigura. Kapag ang ganap na kawastuhan ay posible at
kailangan, iniiwasan niya ang mali at pabaka-sakaling mga pahayag o panghuhula.

I. Honesty

Ang mabuting empleyado ay itinatalaga ang bawat minute ng kanyang oras sa

opisina para sa kanyang trabaho. Hindi siya gumagawa ng mga personal na trabaho o
lumalabas ng opisina nang walang paalam habang nasa oras ng trabaho.

J. Attendance
 A good employee avoids unnecessary absences. When absence is unavoidable, he
notifies his immediate superior at once.

He reports to the office a few minutes before the start of the prescribed office
hours, recognizing tardiness implies irresponsibility and lack of interest in his work.

K. Enjoying the Job

A good employee gets all the “Kick” he can out of his job. He learns everything
about it and work on it as if it were the only job in the world and the best there is.

L. Courtesy

A good employee courteous at all timed to everyone, irrespective of rank. He

receives clients promptly and courteously and attends all requests with reasonable
speed and with a view of giving satisfaction. He gives credit to where credit is due.

III. RECRUITMENT, SELECTION AND PLACEMENT

The Company recognized the its principal assets are the employees and to
maintain its reputation, the company needs competent people to manage its daily
operations and achieve its goal. Thus, the company endeavors to recruit only the most
qualified applicants for all job positions.

The Company carefully selects its employees through written examination,

interview and follow-up on references. Careful consideration is given to educational
attainment, similar or related job experience, training suitability for the job in terms of
personality, intelligence, skill and physical fitness.

The recruitment and selection of employees are based mainly on the fitness to perform
the duties and responsibility of the position, However, certain minimum qualifications
should be met by all prescribed for each particular position, as follows;

1. Neither less than 20 nor more the 45 years old.

2. At least College Graduates
3. Must be In good health and good moral character

All prospective employees, after the interview and qualifying test (IQ) shall
undergo a thorough medical and physical examination.
 A. Physical and medical Examination

All candidates for employment shall undergo pre employment physical and
medical examination the authorized AIRTROPOLIS clinic to determine fitness for
work. Candidates for managerial and Officer positions will be required to
undergo complete physical examination (which includes urine, blood, stool,
dental, visual, chest, x-ray, etc.) while candidates for rank and file will be
subjected to chest x-ray examination. The cost of the medical exam shall
deducted from the employee’s first salary. If he becomes regular, the amount will
be returned back.

If he fails to pass probationary period, the deposit shall be considered as his

payment for the cost of physical exam. Failure in the medical examination will be
ground for rejection of application. The result of the medical examination shall
be the basis in determining whether a candidate is qualified for employment or
not.

B. Pre-employment requirements

Only those found of good moral character and physically fit for efficient
services shall be employed after submission of the following:
1. NBI / Police Clearance
2. Report on Medical Check up
3. SSS Member’s Record
4. Taxpayer Account Number
5. 2x2 ID Picture
6. Sketch of residence

C. Filling of Vacancies/Personnel Requisitions

In Filling any vacant position , priority is given to present employees who are
qualified and whose transfer to the position is advantageous. Vacancies are filled by
persons from outside when their qualifications of employees available within the office.
As far as practicable , the merit and fitness of the applicants for positions are
determined through examinations, but this shall by no means be the sole basis for
selection.

RULE, REGULATIONS, AND PROCEDURES:

 Vacancies are determined by department heads and confirmed /approved by the
President /General Manager. A vacant exists as result either,

A. Resignations

B. Termination of employee's services

C. Increase in manpower requirements

1. A duly accomplished and approved Personnel Requisition Form duly endorsed

by the President /General Manager shall as authorization for the Personnel Department
of implement recruitment.

2. Any new position must be initiated and recommended by the Department

Manager for approval by the General Manager/President prior to any Personnel
Department for appropriate action.

3. All vacancies are filled up with priority by qualified employees from within
before tapping outside resources,. In case of promotions or transfer qualification shall
be determined based on standard evaluation and approval from Department Manager.

4. The President shall approve any hiring , for implementation of personnel.

5. All newly hired employees on probation shall be given an orientation by their

Department and Personnel to facilitate their assimilation into the company organization
and their environment.

6. All appointment , transfer and salary increase shall be recommended by

Department Manager for final approval by the President.

D. Nepotism

Nepotism or the employment of relative member of a family of personnel in ATP,

except for meritorious reason, is prohibited. Relatives and members of the family
referred to those related within the third consanguinity or affinity, except husband and
wife employees who intermarry after their employment with the company.

E. Orientation Programs
 The company shall maintain a general orientation program to facilitate the
introduction of the newly hired employees into the organization and its working
environment. The newly employees are introduced to the officers and staff of the
company and are likewise informed of the rules and regulations of the company, the
company's Code of Discipline and the benefits to be enjoyed by each every member of
the company , Questions are solicited from the employee to ensure proper
interpretation of benefits and other policies.

IV. EMPLOYMENT STATUS

A. Classification of Employees

Employees are classified into the following categories:

1. Regular employee – having satisfactorily undergone the probationary period of

employment and passed the company's full requirements for regular employee's duly
signed by the authorized officials of the company.

2. Probationary Employee – one hired to fill a regular position in the company and who
is undergoing trial or probation for six months to determine his capability and fitness to
hold the position on regular status.

3. Contractual/casual employee – employment for specific project or undertaking, the

completion of which has been determined at the time of engagement by the company
and whose services are covered by special contract for special period of time. One hired
for occasional work, or as temporary replacement for a regular employee on leave.

4. Trainee – one who performs services not primary to serve the company but to learn a
specific trade occupation.

C. Probationary Period

All appointees are required to serve a probationary period of six (6) months,
during which they undergo character and job competency observation. A probationary
employee may be dropped from the service for satisfactory conduct a performance
anytime before the expiration of the probationary period.

GUIDELINES:
1. All new appointees are required to serve a probationary period of six (6)
months.
2. Before the end of employee’s probationary period, his immediate superior
appraise his performance using the Performance Appraisal form to determined
either he should be extended permanent appointment or terminated.
3. Permanency
-A probationary employee qualifies for permanency if he acquires an overall
rating at least “satisfactory” in his performance appraisal
- Appointment to permanent status shall be recommended by the Department
Manager subject to approval by the President.
4. Termination
-The services of a probationary employee may be terminated when; had fails to
qualify as a regular employee based on company standards; he violates any of
the provisions of Code of Discipline which is punishable by
suspension/termination.
-Terminations are approved by the President upon recommendation of the
Department Manager. This however shall be made after due process has been
conduct by the Personnel Department who is turn shall submit its own
recommendation to the President.

5. If new employee is hired on a probationary basis for a period of six (6) months,
results of the performance evaluation and the recommendation by his immediate
superior shall be the basis to arrive at a decision for the employee’s regular
appointment or termination of probationary employment, as the case may be.
onths for further observation whether can be put on regular basis or not.
(for deletion)
6. An employee shall be terminated upon the expiration of the probationary period,
unless granted regular appointment contract. Regular appointment shall be
granted upon satisfaction of the requirements, standard and competence
necessary for the position applied.

V. ATTENDANCE

A. Working Days
Regular working days are from Monday thru Friday.
B. Working Hours
 The normal working day is eight (8) hours, and the normal
work week is 43.5 hours. To assure a continuing and successful
operation of the company, the following working hours must be
followed.
(please provide working hours)

Please refer to memo dated 13th January 2007

C. Time Keeping (Bundy Clocks /Time Cards)

The company shall provide time cards for all employees Supervisor and
Rank & File and the use of bundy clock in order to properly record the attendance
of all personnel. Time cards shall be checked and payroll will be prepared based
on the entries on the time cards. All personnel are required to punch in/out his
time card in reporting for work and after office hours.
The Administration Department checks employee time card at 9:00 in the
morning everyday. Employees who arrive beyond 9:00 a.m. should claim their
time card / log from the officer designated by the administration department.
All employees without exception, except those specifically exempted by
the Management shall keep time thru bundy clock/logbook.
(for deletion)

Employees using the bundy clock / logbook (biometrics) shall observe the
following procedures: (15)

1. Punch in your time card upon arrival in the office, regardless the time you
enter the company premises.
2. Punch out your time card when you leave the premises of the company.
3. All time card / daily time records shall at all time are left in the racks
provided for the purpose.
 4. Those who proceed directly to their work assignment in the field are
obliged to follow the rule # 1 but must have their time cards initialed
by their respective managers.
5. An employee who registers time in and time out for another employee
commits falsification of document and both the employee registering
and employee favored shall be subjected to disciplinary action.
6. An employee who fails to punch time in and time out shall notify his/her
immediate superior explain the reason for failure to do so. If satisfied
shall enter the time of approval or departure and affix his initial on the
time card.
7. Absences reflected in the time card unless documented by duly approved
leaves or authorized official business slips shall be automatically deducted
from employee’s salary.
8. Tampering, making corrections or in a way disfiguring the time
card (in/out) is strictly prohibited and shall constitute a grave offense
that may warrant the penalty of termination. Handwritten entries shall not be
honored unless bundy clock is out of order.

D. Official Business Slip / Sales Calls

If an employee is given an official assignment which prevents him
from punching his card because of the work assigned to him, the employee
shall secure an Official Business Slips (OBS) to be signed by Department
Manager concerned to be official.

GUIDELINES
1.Official business Slip should be submitted one day before and or in the morning
of the afternoon that you intend not to go back.

2. Direct Sales Call are not allowed without Official Business Slips. (16)
3. For Sales Personnel, daily sales, itinerary list is to be submitted before leaving the
office.
E. Leaving the Office during Business Hours
The management does not allow any employee to attend personal matter during office
hours. If attending for your personal business cannot avoided, you should first get the
permission of your department head advising him of your whereabouts, the time of
departure and arrival and purpose. This should be noted in your time card.
F. Tardiness
Tardiness is incurred by punching in later than the scheduled official time
(9:00am)
Thus, if an employee, whose official time is 8:00 a.m. arrives beyond the grace period
which is 15 minutes, he/she is considered tardy and this will be subjected to salary
deduction.
E.g. 8:16 a.m. the deduction will be 16 minutes.
8:15 a.m no deduction
GUIDELINES / REGULATIONS:
The department Manager/President shall determine whether the excuse is valid and
justifiable cause for tardiness based on the following:
1. Flood and/or heavy rains which disrupt public transportation in the
employee’s route to work.
2. General Transportation strike in the employee’s regular route to and from work.
Heavy traffic is not a valid excuse for tardiness.
3. Tardiness of more than two (2) hours shall be considered as half day absence.
This shall be without pay and can be charged against any accrued leave credits.
4. Tardiness or undertime within the payroll period shall automatically result in
the deduction from the employee’s salary of equivalent peso amount of total
tardiness or undertime.
5. The time card and the daily attendance record shall be the basis of tardiness and
undertime computation.

6 .If an employee shows that despite the penalties and counseling by his-superior, he
still continues to be habitually late, he may be terminated after final warning.

7. Disciplinary actions
 a. Accumulated beyond 30 minutes in a month

First Offense - Verbal Warning

Second Offense-Written Warning
Third Offense -One Day Suspension
Fourth Offense-Three Days Suspension
Fifth Offense -One Week Suspension
Sixth Offense -Dismissal

 Frequent or excessive tardiness is not acceptable. Hence, an employee who incurs 60 minutes or five
(5) instances of tardiness in a month, whichever comes first, shall be meted the following DA:

1st Offense Written Warning

2nd Offense Written Reprimand
3rd Offense 1 day suspension without pay
4th Offense 3 days suspension without pay
5th Offense 7 days suspension without pay
6th Offense Dismissal

8. A tardiness offense shall lapse yearly. Meaning if you acquired only the 3
offenses in a year on the following year will be back to 1st offense.

G. Report from the Branches

Branch Managers (Admin in charge, verified by the Branch Manager) should

submit a monthly attendance and tardiness report to the Administration
Department who takes charge of keeping records and preparing reports.

H. Punctuality and Attendance

Our company is always looking for these to important qualities in every employee.

At the start of the official working hours, all employees are expected to be
actually working. This is necessary to ensure a smooth flow of work.

All non-management employees are, therefore, required to punch in at the start

of each work session in the morning and again in the afternoon. An employees
tardiness record is entered in his personal folder and this item is given much
weight in determining his performance rating.

Punctuality, of course, also means more than just coming to office on time. It means
observing proper break hours and not leaving the office before closing time.

Employee attendance is also reflected in the performance rating. Absences without

official leave (AWOL) are subjected to disciplinary action.
As mentioned, all these qualities are given weight in evaluating the employee’s
performance for purposes of promotion and/or salary increase.

The company discourages absences due to personal reasons. However, absences due to
leave or exigencies shall be allowed and limited to the following:
A. Death or illness in the immediate family.
B. Typhoon/heavy rains, flood or fire where access to traveling is severely
affected.

 Employees who cannot report for work due to an emergency are required to inform their
Direct Supervisor or Personnel of their absence not later than 10:00 a.m. on the same day,
by phone. Failure to do so will be considered absence without official leave (AWOL) and
subject to DA according to the Attendance and Punctuality Policy. The company reserves the
right to investigate later on the veracity of the nature of emergency given by the concerned
employee.

Authorized Absences – these are scheduled or pre-applied vacation leaves, absences due to certified
sickness, emergencies, and absences due to reasons approved by the Department Head concerned.

Unauthorized Absences – these are absences not considered under “authorized absences.”
Unauthorized absence is considered absent without official leave (AWOL) and subject to corrective
actions under the following circumstances:

a. when the absence is not duly covered by an approved leave application

b. when prior notice of absence is not given within the regulation period, i.e. before 10:00 a.m.
c. when approved leave is extended without due notice
d. when employee fails to file leave application (in case of emergency or sickness) upon his/her
return to work
e. when the reason for the leave is not considered justified and, therefore, the leave application is
disapproved by the Department Head
f. when employee fails to log in/out and fails to obtain the approval of his/her Department Head for
“no log entry” or fails to submit duly approved official travel/official business request form for the
dates without log entries

 Absence without official leave (AWOL) shall be meted the corresponding DA, plus salary deduction
equivalent to the days of unauthorized absence:

1st Offense Written Reprimand

2nd Offense 1 day suspension without pay
3rd Offense 3 days suspension without pay
4th Offense 7 days suspension without pay
5th Offense Dismissal

 Failure to report to work for five (5) consecutive working days without notice shall be considered
deliberate abandonment of work that warrants termination of employment. In such case, the
Management shall always afford the erring employee due process.

DISCIPLINARY ACTIONS:

1st Offense-Forfeiture of one (1) day VL or suspension for one day

2nd Offense-Three (3) days suspension
3rd Offense-Six (6) days suspension
4th Offense-Preventive suspension for two (2) weeks
5th Offense-Termination

*This offense shall lapse after one (1) year from the date last committed.

I. Absences

It must be noted that due to the nature of our business, the unarranged absence or
tardiness of an employee delays and disorganizes the work of others.

Therefore, if for any reason an employee cannot report for work, he should notify his
immediate superior by the fastest means available. It is understood that it is necessary;
his department head has the discretion to open his drawers in the presence of other
employees.

Upon returning back, for duty, he should file the necessary leave application. The
vacation or sick leave applied shall, however, be granted only if the leave is properly
applied for and documented or of the absence is caused by extra-ordinary or
unavoidable circumstances. Otherwise, such absence shall be considered as ABSENCE
WITHOUT OFFICIAL LEAVE (AWOL) and the corresponding deduction made from the
salary for the succeeding pay period of the employee concerned at the same time be
reflected in his 201 file.

All absences shall be covered by leave forms (whether with pay or without pay) which
shall submitted to the personnel at least one (1) day before scheduled day of absence or
in cases of unscheduled/emergency leave on the first day he reports back to work.
Otherwise, it will be considered AWOL and will be treated as leave without pay.

Pursuant to Labor Rules and Regulation regarding Absence Without Official Leave
(AWOL). An employee who absents himself six (6) consecutive days without notice is
considered abandonment of Duty and will therefore lead to termination of employment.

J. Identification Cards

The company issues identification cards to all employees to authenticate his/her

employment with the company. Identification cards must all times be worn during
office hours.
 Identification cards shall be issued to all employees upon employment. An employee is
strictly required to wear his official ID at all timed while within company premises.
Failure or refusal to wear the identification card upon entering or while inside company
premises shall penalized. Unauthorized use and transfer of the official ID card will be
subject to disciplinary action of 2 days suspension. An employee who loses his/her ID
shall be charged with a replacement fee of P500.

In case of termination, resignation or retirement, the employee concerned is required to

surrender his/her ID before employment clearance is released.

VI. COMPENSATION

Equal pay is provided for equal work. Differences in pay are based upon
differences in duties, responsibilities and qualifications required for the job.

With certain exemptions, salaries are paid on monthly basis. Paydays are set
twice a month, every 15th and 30th of the month.

Submission of time cards/daily time records shall be on the following cut-off

dates:

10th of the month- attendance from 26th (27th) of the previous month up to the
10th (11th) of the proceeding month shall processed and paid on the 15th of the month.

30th of the month- attendance from 11th (12th) of the previous month up to the
10th (26th) of the proceeding month shall be processed and paid on the 25th (30th) of the
month.

Applicable factor
The applicable factor of 24 is arrived as follows:
366 days
Less 52 Sundays
314 days over 12
= 26 days

The same factor shall apply to computation of absences without pay, overtime,
premiums, holiday pays and all other fringe benefits.

A. Payroll Deduction
 Deduction from an employee’s salary to pay debts and other transactions of personal
nature with or without the consent of the employee concerned are prohibited. Only
the following items may be deducted from an employee salary.

1. SSS and Medicare Premiums

2. Pag-ibig Premiums
3. SSS Salary Loans
4. Accounts Receivable/Cash Advances
5. Income Tax Withheld
6. Deductions from absences, undertime, fines, etc.
7. Special deductions/contributions approved by the office

Each employee is expected to keep his/her pay envelope as personal file.

B. Per Diems

Employees sent on official missions outside of their regular office base are
allowed reasonable rates of per diems in accordance with their position.

C. Overtime

There may be occasions when the work is so great that you will be asked to render
overtime work which means work beyond the regular working hours, or to work
during your rest day or an a regular working holiday.

Request for overtime services on the form provided for the purpose should be
recommended by the Department Head concerned.

The Company may require any employee to render work in excess of the regular
requirements when the exigencies of the service so demand.

No payment for overtime services rendered will be made without prior approval
as provided above.

Overtime rendered cannot be used to offset past and future undertimes.

Overtime work shall be payable in the pay period immediately following that
which it was performed provided.

REGULATIONS:

1. Any overtime work rendered must be covered by an overtime slip duly approved
by the immediate superior. Verbal approval maybe granted if time pressure or
 other constraints, make it impractical to secure the said written approval. (But it
has to followed by an approved Form a day after.

PROCEDURE:

1. An employee authorized to perform overtime work shall fill out (up)an overtime
slip duly approved by immediate superior concerned prior to rendering
overtime work. This shall be submitted to personnel not later than 4:00p.m. each
day to enable the department to notify.

2. For Delivery Drivers & Helpers, duration and length of overtime shall be
ascertained based on trip tickets/delivery receipts.

3. Overtime work rendered during Saturdays will commence at 5:00 (6:00)p.m. Commented [RO1]: There is no need to state this condition
considering that all work rendered beyond 8 hours a day entitles an
employee to overtime pay.

4. For overtime work rendered overnight , the 12 midnight to 1:00 shall be considered
as meal break.

5. Any claim for overtime not duly supported by trip tickets/delivery receipts will not
be accepted for payents.

6. Overtime rendered for the period 27-11 be paid on the 15th and the 12-26th overtime
shall be paid on the 30th of each month. This will give personnel section enough time for
computation and preparation.

7. No follow up shall be made regarding submission of overtime and only approved

overtime slips submitted on or before cut off date will be honored on said payroll.

8. Late submission of overtime documents shall be paid the following payroll.

VII PRIVILEGES/BENEFITS

As an employee you have certain needs , not only as worker but as private
individual as well. The company realizes these needs and therefore aims to provide a
generous range of benefits and privileges which will contribute to your physical,
financial, personal and social well-being. Hopefully, as you develop individually, you will
be able to perform better not only towards the progress of the company. An employee
who has rendered on(e) year of continuous service from date of probationary
employment is entitled to the following benefits:

A. Vacation Leave
Each employee who has rendered at least one (1) year of satisfactory and continuous
services shall be entitled to enjoy 10 days vacation leave with pay.

The term “at least one year service” shall mean service within 12 months, whether
continuous or broken reckoned from the date of employee started to be a permanent
employee, including authorized absences and paid regular holidays.

All vacation dates must be filed in advance and must be approved by the concerned
Department heads.

The company recognizes the need refresh the energies of employees at least once a
year. Therefore, as a policy , the Company considered vacation leave as a health
measure and will encourage each employee to take his vacation leave instead
accumulating it.

Employee’s desiring to avail of their vacation leave should accomplish the annual leave
schedule form and submit this to the department head for their approval not later than
January 31st of each year. All vacation dates must be approved by Department Heads
concerned.

The approved leave shall then be forwarded to Personnel/ Admin. Department.

It is the responsibility of the Department Head to carry out this policy by scheduling
vacation leaves in advance in order to permit all employees under him/her to their
vacation without seriously disrupting the business operations of the company.

In making vacation schedules, the employee’s wishes shall be considered . In case of

conflict , the employee with longer service shall as a rule , have preference ;

Leave days means working days, hence day off and holidays falling within vacation
period shall not be chargeable to vacation leave credits.

Vacation leave can be availed of only with prior approval. Otherwise, the employees
shall be considered absent without official leave. Commented [RO2]: Please retain this provision.

Applications for vacation leave may be disapproved by the Department Head concerned
for any of the following reasons:

A. Vacation leave was taken without notice or no application was filed and
approved beforehand, hence deductible from payroll.
 B. Vacation leave being requested was taken despite the Department Head’s advice
to the Department Head advice to the contrary, thus deductible also from payroll.
C. Vacation leave being requested was taken in disregards of existing peak loads
work emergencies and employee was advised thereof.
D. Extension of vacation leave shall be allowed except for valid and serious reasons
as determined by the Department Head concerned. In such case, the employee
should before his approved leave ends, give due notice, preferably in writing to
his immediate superior of the extended leave and the reason for it so as not to
hamper the Department Operations.
E. Application for extended leave shall be filed within 24 hours upon return to
work. Failure to do so shall render the extension as AWOL and can be subject to
disciplinary action as shall mean without pay for the duration of his extended
leave.

F. An employee on leave may be recalled by the company when his services are
urgently needed.

G. No vacation leave with pay is granted (to) an employee who has formal
administrative charges pending against him.

An employee who has any unused leave at the end of the year can still avail the same up
to the end of the first quarter of the following year.

B. Sick Leave

After one year of service to the company from the date of probationary an employee
shall be entitled to Ten (10) days sick leave with full pay every year of satisfactory and
continuous service.

It is the policy of the company to protect employees from loss of income in the event of
illness.

Sick leave benefit should be used only when the employee is actually sick. Any
employee found guilty of charging personal or other absences against sick leave or gives
false information about his health will be subject to disciplinary action.

To be officially charged against sick leave the following must be strictly implemented.

1. For employee’s who has been absent for one (1)(2) day, the employee shall be
required to submit medical certificate upon return to work.
2. In cases that the doctor’s certification about the employee’s illness has been
recommended for hospitalization or rest. The employee must send to Personnel /
Admin Dept the medical certificate on the day sickness begins. If employee is not in
good condition to do so, he may ask a relative to submit the medical certificate on his/
her behalf in the first day of sickness.

Non compliance with the above provisions will compel Personnel/ Admin Dept to apply
his absences against his vacation leave credit if available.

When regular employee’s sick leave privileges has exceeded during a prolonged period
of illness or injury and the employee is still unable to return to work, he may apply his
unused vacation leave credits against absences. If vacation leave have been used, the
extension shall be without pay.

Any unused sick leave at the end of the year is automatically forfeited.

C. Maternity Leave

In compliance with the provision of the Labor Code, the company grants every female
employee a sixty (60) calendar day maternity leave for normal child delivery and
seventy five ( 75) calendar day leave for caesarean delivery.

Maternity leave should begin at least two (2) weeks prior to the expected date of
delivery and another ( 6) weeks after delivery. If upon the advice of a physician, the
health of a mother and / or infant demands a period of confinement longer than 2
months, the leave may be applied. If such leaves have been used, the extension shall be
without pay.

Regulations:

1. SSS maternity benefit shall be granted only for the first complete deliveries.

2. The employee shall accomplish the Maternity Notification form an (d) submit to
Personnel/ Admin Dept.

3. The company shall advance the SSS maternity benefits of the employee prior to the
start of the employee’s maternity leave.

4. The leave period shall be availed by the employee’s not earlier than two weeks prior
of her expected delivery date.

5. Request for extension of maternity leave may be allowed provided the extension is
due to illness certified to arise from pregnancy, delivery which renders the employee
unfit to work. The extended leave shall be charge to the outstanding sic/ vacation leave
credits. If any, or be treated as leave without pay.

Employee going on maternity shall turnover all cash and property accountabilities prior
to taking the leave.

Upon return from her maternity leave, the employee shall submit the following to
support SSS maternity benefit reimbursement.

a. Certified true copy of birth certificate of the new born child bearing the local
registry number.
b. Delivery room record if caesarian delivery.

D. Emergency Leave

It is the company policy to protect employee’s loss of pay when absence is caused by
unanticipated serious reasons.

All employee’s who have completed on (1) year of continuous service from date of
probationary employment are entitled to an emergency leave with pay of not more than
three ( 3) days each year.

Emergency leave with pay to assists employee’s meeting contingencies.

Regulations:

1. Emergency leave maybe granted for any of the following reasons:

A. Serious or death of immediate member of the employee’s family. Serious

illness is defined as having reach the immediate member of the family in the
hospital.

B. Public calamities such as flood, fire and earthquake.

C. The birth of male employees’ child whether normal or caesarean delivery shall
be entitled to seven (7) days maximum as paternity leave.
2. If the employee has exhausted his/her emergency leave credits, he/she can avail of
his/her vacation leave credits with prior approval from the Department Head and
Personnel/Admin Dept.

3. An employee who cannot report for work due to an emergency shall report his
absence to his immediate superior and Personnel Dept, before 9:00 a.m. Failure to
notify shall be considered as AWOL which is subject to disciplinary action. This shall
also mean without pay for the duration of his absence.

4. Unused emergency leaves are nor cumulative or convertible to cash.

5. Immediately upon returning to work, the employee shall fill (up) an application for
emergency leave and submit these to immediate superior for approval. The approved
request form shall then be forwarded to Personnel and ascertains the leave is with or
without pay

E. Accident Leave

An employee, while performing his assigned task in the Company met an accident or
contracted a disease/illness, shall be entitled , in lieu of salaries and wages, to
accident/sick leave during temporary disability from work. Any employee who will be
under this leave must observe the following policies;

1. The employee must, if so required by the Company, agree to a physical examination

arranged by the Company.

2. For illness or accident leave of extended duration, the Company may require
submission of medical certificates every week.

3. The employee may not take any other paid work while in receipt of sick or accident
leave benefits.

4. When employee suffers from a disease/illness and his continued employment is

prohibited by law or prejudicial to his health or to the health of his co-employees, the
Company shall not terminate his employment unless there is certification by a
competent health authority that the disease is of such nature or at such s stage that it
cannot be cured within a period of six (6) months even with proper medical treatment.

Absence without Official leave (AWOL) refers to employees not giving notice or reasons
of absences incurred to his immediate superiors or to the Administration Department
concerned to be official. During the day he absented himself and therefore constitutes
an offense and shall be subject to disciplinary action/suspension from work based on
our company polcy.

F. Bereavement Leave

The Company is providing all regular employee three (3) days bereavement leave with
pay and the amount of TWO THOUSAND FIVE HUNDRED PESOS (P2,500.00) as
bereavement assistance in the event of a death of an immediate member of their
family,i.e. for single employees-parents, brothers and sisters; for married employees-
spouse and children.

G. Health Insurance

It is the policy of the company to look after the health and welfare of its employees,
thus, the company provides health insurance thru the health care program of a
reputable insurance firm.

OBJECTIVES:

1. To assist employee in maintaining a sound body and mind by allowing them to

avail of proper medical attention.

2. To promote management concern for employee’s safety and to prevent the

hazards of illness, this decreases productivity

With this program, the employee will get a wide range of medical services which
includes Consultations, laboratory exams and diagnostic procedures, hospitalization,
periodic check up services and emergency care.

H. Overtime Allowance

All rank and file employees are receiving a fixed overtime allowance which is added to
their monthly salaries regardless if they perform overtime work or not. If they perform
overtime work, they are provided with overtime pay as promulgated by law.

VIII. PROMOTIONS AND TRANSFERS

A. Policy
 It is the policy of the company to promote from within, whatever possible,
qualified and deserving employees to higher positions whenever vacancies occur
or to transfer employees to jobs where their talents could be best utilized.

The company recognizes that the maintenance of an efficient and effective

workforce is vital to the success of the organization and in line with this
performance appraisal system is necessary.

B. Regulations

1. The performance of employees shall be evaluated:

A. At least once prior to the regularization of probationary employees for
purposes of permanent employment.
B. One a year in the case of regular employees

2. Personnel shall send performance appraisal forms to the Department

Manager prior to regular appointment date or at the start of the year on case
of regular employees.

3. Promotions in positions and/or salary including merit increases are based

mainly but not limited to the degree of competence and qualifications of an
officer or employee as determined by the following criteria. (29)

A. Performance- this is based on the overall efficiency rating of the officer or

employee considered for promotions.

B. Education Qualification and Training- these include educational

background among others, the successful completion of seminars, and
training grants and the like, the degree of relevance of such education and
training to the duties of the position under consideration to be taken in
account.

C. Experience and Outstanding Accomplishments- these includes

occupational history, work experience, special awards, certificates of merit
and such accomplishments as are worthy of special commendations.
Initiative and persistent effort to render valuable service will increase the
chances of an officer or employee for wining a promotion.

D. Physical Characteristics and Personality Traits- these refer to physical

fitness and capability, reliability work attitude, office discipline.
 E. Leadership Potential- these include stability under pressure, decision
making capacity, communications, planning and organizing ability, initiative,
constructive ideas and resourcefulness.

F. Punctuality and Attendance

G. Observance of Company Rules and Regulations

C. Definition

1. Promotion- a promotion is the movement of an employee from a position of a

lower level to one of a higher level involving more difficult duties or increased
responsibilities and carrying a higher pay, higher status and/or offering better
privileges. A promotion may not involve a pay raise but it may involve an
improvement in the employee’s status and in his chances for advancement, or in
greater job satisfaction better working conditions.

2. Transfer- A transfer is the movement of an employee from one job to another

requiring approximately the same degree of skills, duties and responsibilities, with no
change in pay or the same pay level within the company.

D.Procedure

It is the unethical for an employee to seek his own promotion or secure the help of
others to work for his advancement. Our company has adopted the following procedure
in promoting or transferring an employee.

1. Within the department

When there’s a vacancy in the Department, the Supervisor with the endorsement
of the Department head and approval of the President, may promote or transfer
a qualified employee of the department to the vacancy by following this
procedure.

2. Between Departments
Present employees of the company are given first preferences in filing up
vacancies either transfer or promotion. If no employee on the department
 qualities for vacant position, candidates from other department may be
considered.

E.General Rules on Promotions and Transfer

A transferred or promoted employee shall undergo a trial period of three (3) months in
the new position, without any adjustment in pay. At the end of three months, the
employee’s performance is reviewed by the Supervisor. If found satisfactory, employee
is made permanent and the corresponding salary scale of the position given to
employee. If not satisfactory, he is returned to his old position.

An appointment to fill the position vacated by the promoted or transferred employee

shall be temporary in nature, not to exceed three months. If the transferred or
promoted employee is returned to his old position, the employment contract of the
temporary replacement shall be terminated.

Adjustment upon permanent appointment, employees under trial may or may not given
salary adjustment upon conversation to permanent status but the adjustment shall not
exceed 15% of the employees present salary.

IX. EFFICIENCY RATING

Each employee’s individual effectiveness, especially as related to his/her promotion

in position and/or salary including merit increases, is rated every year based in the
following criteria:

1. Output- Complete exceptionally large amount of work every working day.

Able to handle more than one assignment at his/her present level.
2. Quality-Work exceptionally accurate, meet and complete in all details and
rarely commits errors.
3. Initiative-A self-starter with exceptionally initiative; makes worthwhile
suggestions, can set up new method and practices are required. Does work
without waiting for directions and alert to opportunities for improvement of
work.
4. Industry- Exceptionally hard-working and industrious; very energetic and
conscientious. Prompt in meeting obligations and assignments.
5. Attitude-Extraordinary enthusiastic about his/her job and show high regard
of it. Follows office discipline.
 6. Attendance and Punctuality- shows very good attendance in the job and
special activities and punctual in observing working hours, break period, etc.,
7. Cooperation-Easily approachable, enthusiastic in meeting and helping with a
willingness to cooperate in all matters affecting operations.
8. Job Knowledge-complete and thorough knowledge of all phases of his/her
work related tasks. Perform his/her work correctly and on time with a
minimum of supervision and guidance.
9. Adaptability-resourceful with keenness of perception. Can easily grasp and
adjust work Changes with brief instructions.
10. Judgement-able to grasp situations and draw correct conclusions; show
sound judegment under all circumstances; uses common sense.

The scale of rating is as follow:

225 - 250 Outstanding

175 - 220 Satisfactory
120 - 170 Passing
115 - Below Satisfactory

An employee, who receives an efficiency rating of UNSATISFACTORY for any

given period, shall be given reasonable opportunity to increase his/her level of
efficiency or to atleast PASSING within a given period shall be enough justification for
disciplinary action including dismissal.

X. WELFARE SERVICES

The office operates and maintains with the cooperation and for the benefit of
employees certain services and plans purposely to provide adequate financial, health,
security, and recreation measures.

A. Health Services
 The office engages the service of a medical company to attend to the
needs/ailments of each employee.

B. Annual Check-Up

All employees are required to undergo a complete physical and medical

examination atleast once a year. Any company found suffering from a contagious or
communicable disease shall be required on the recommendation of the attending
Physician to take a leave of absence, the duration of which shall be determined by the
Physician to take a leave of absence, the duration of which shall be determined by the
Physician.

C. Employee Security

1. Social Security System/Medicare-This plan provides retirement sickness,

disability and death benefits as provided by law. The company and each employee
covered by this plan contribute amounts prescribed by the law. Housing, salary,
educational loans are made available by SSS.

2. Social and Recreational Activities – The company encourages voluntary activities

conducive to employee well-being and consistent with the interest of the service,
whether athletic, social or recreational. Whenever possible, the initiative should
come from the employees. The company may underwrite in part in full certain
recreational activities which are in each case, approved by the management.(33)
3. Seminar / Training Programs – Seminars and Training Programs are provided
by the Company to help employees increase their level of efficiency and prepare
them for greater responsibilities.
D. Awards
Aside from promotions and increases in salary, the company confers certain
special awards, certificates or merit and commendations to recognize employee’s
accomplishments and meritorious services.
XI. GRIEVANCES AND COMPLAINTS
All employees have the right to present their complaints and / or grievances
and have them adjudicated as expeditiously as possible. No complaints against
an officer or employee shall be given due course unless the same is in writing.
A. Grievances and Procedure
 1. An employee may discuss informally his complaints or grievances with his
superior.
2. Dispute may arise, however, which cannot be settled satisfactorily by talking
over with the Superior. If this happens you may, after asking your Supervisor of
your intentions, discuss your problem with the head of Administration
Department whose responsibility is to assist you in every way possible, to make
necessary investigations, and to see that your problems are dealt with fully and
fair(l)y.
3. If after exhausting the above processes, the problem is not taken care to your
satisfaction then you may approach the General Manger for his assistance.
B. Guideposts
1. In presenting a complaint or grievances, the employee is assured freedom from
coercion, discrimination or reprisal and of a speedy and impartial adjunction of
such complaint or grievances.

2. Complaint and / or grievances, as much as possible, are resolved at the lowest

possible echelon. (34)
3. In any grievances process, all reasonable means shall be used to ascertain the
facts in each case, speedily and objectively and without regard to technicalities of
law or procedure, all in the interest of due process. Agreements are final and
executor.
XII. DISCIPLINE
A. Rules and Regulations

At all times, all employees are expected to comfort themselves in a

manner befitting workers of a service company such as Airtropolis Consolidator
Phils. Inc. Breaches of discipline and decorum cannot be tolerated; therefore
punishment for misconduct is imposed.

For the record, however, we would like to set down the Company’s
discipline which we expect that staff to observe. Below are the rules and
regulations of the Company. These rules and regulations shall apply to all
employees, whether casual, temporary, probationary or regular in employment
status.
Offenses are classified and granted according to their gravity.

Grade Offenses Penalty

1 1st Verbal Warning

2nd Written Warning
3rd One day suspension
3rd (4th) Three days suspension
4th (5th) One week suspension
5th (6th) Dismissal

II 1st Written Warning

2nd Three days suspension
3rd One week suspension
4th Dismissal

III 1st Three days suspension

2nd One week suspension
3rd Dismissal

IV 1st Dismissal

OFFENSES:
Grade I
1. Five (5) times tardy (90 min) in a month
2.
3. Leaving work or work area without permission form superiors.

4. Two (2) times failure to punch timecard in or out.

5. Failure to carry out instructions form superiors.

6. Engaging in horseplay or throwing things during working hours.

7. Exceeding meals or coffee breaks or taking the same ahead scheduled time.

8. Refusal or failure to comply with scheduled physical examination of the

company.

9. Creating or contributing to any form of any unsanitary conditions.

 10. Bring out of company records, or office machines of any kind withour
authority.

Grade II
1. Failure to submit required reports regularly.
2. Tampering with or mishandling the mechanism of the bundy clock to cause
it to malfunction.
3. Absenteeism (excessive accumulation of avoidable absences within a
calendar year).
4. Inefficiency, unskillfulness or carelessness in the performance of work
5. Absence without official leave (AWOL) for two days within a month.
6. Engaging in horseplay inside the office or work area resulting to damage of
company property and a minor injury to co-employee.

7. Performing personal and other outside work during office hours.

8. Any act of discourtesy to co-employee, company officials, customer or visitors.

9. Malicious mischief and/or careless use or maintenance of the company property

resulting to damage of the same.

10. Using profane or obscene language against a superior.

11. Failure to follow recommendation of the company Physician in relation to sick leave
resulting into prolonged absence.

12. Malingering of feigning illness to avoid reporting of work.

13. Utilizing company property, tools, equipment, supplies and other facilities for
personal reasons or personal convenience or gain.

14. Loss of accountable forms.

15. Misrepresentation of the reasons in applying for sick leave under a claim of illness
although not actually sick.
16. Bring out of company records, or office machines of any kind without
authority.

Grade III

1. Deliberately falsifying records involving financial matters and/or falsifying

records affecting true and accurate financial reporting.
2. Five (5) days unauthorized absence whether singly or consecutively within
and eight (8) months period.
3. Interfering or refusing to cooperate with company officials in the
implementations of the company rules and regulations.
4. Posting, writing or removing any matter on the bulletin board unless
specifically authorized by the company.
5. Entering restricted areas without specific permission.
6. Tampering, defacing or destroying company property or other employees
property willfully or through negligence regardless of the amount.

7. Offering or accepting anything or significance in exchange for a job work assignment,

work location, or favorable conditions of employment.

8. If due to an altercation with another employee, an employee is harmed by the former

necessitating absence.

9. Provoking or instigating a fight.

10. Reporting for work under the influence of liquor, drugs and other matter which
affects one's efficiency.

11. Threatening to inflict harm to co-employees while inside the premises of the
company but in relation to work performed inside the office.

12. Gambling while on duty or off-duty inside the premises of the company.
13. Unauthorized possession if any company property, materials or tools of equipment
or property of co-employee outside the premises of the company.

14. Failure to submit or refusal to observe established security measures, policies and
requirements of the company.

15. Obtaining materials or equipment thru fraudulent means or order whether verbal or
written.

16. Indecent acts inside premises of the company.

17. Refusal or failure, without valid reasons to acknowledge any Company

memorandum, orders or request for an investigation of work or behavior inside the
premises and/or during Company time.

18. Discourtesy toward customers, creditors or supplier of the company.

19. Soliciting or collecting contributions for any purposes whatsoever at anytime in the
company premises unless authorized by the management.

20. Making false or malicious statements concerning the Company, its products and
officials.

21. Possession and/or drinking any alcoholic beverages inside the company premises
whether on duty or not unless an occasion called for.

22. Insubordination or refusal to comply with or obey lawful orders or instructions

from superiors.

23. Sleeping during office hours except 12:00 -1:00 P. M.

24. Deliberate insulting or humiliating fellow employees and other slanderous acts.

25. Giving false testimony on the occasion of a company investigation.

26. Using profane or obscene language against a superior.

Grade IV

1. Punching the time card of another employees, whether the employee whose was
punched is present or not
.2. Two (2) written notice on poor performance of inefficiency within 12 months period.

3. Eight (8) days unauthorized absence within twelve (12) months period.

4. Neglect or abandonment of assigned duty by working outside without permission or

at scheduled workday.

5. Any act of dishonesty to the company.

6. Disloyalty to the Company by divulging trade secrets on productions , sales,

marketing and finance.

7. Engaging in unauthorized sit-down strikes and other forms of mass interruption or

operation or deliberately restricting output.

8. Deliberate destruction of the Company property whatever is the amount.

9. Gross negligence or mistakes due to inattentiveness resulting to damage to company

materials, or equipment, delays in operation and endangering the lives of co-employees.

10. Forgery or unauthorized use of signature and initials for any purpose.

11. Deliberate refusal to report for work when so requested or perform any assigned
tasks related to his job description, any defiance of authority, or any act willful
disobedience resulting in disruption of company operation or damage to property.

12. Any act of dishonestly to a co-employee or superior whether the act is attempted,
frustrated or consummated.

13. Deliberate withholding of any documents, correspondence, invoices and customer

complaints.

14. will fully giving whether verbal or written, any false information.

15. Carrying firearms or deadly weapon of any kind.

16. Buying, selling or mere possession of prohibited drugs in any form

17. Selling company services or materials for personal gain.

18. Acceptance of anything or other remuneration in consideration of favor extended to
suppliers, creditors, fellow employees or others.

19. Divulging proprietary information, voluntary in willfully to outsiders or

unauthorized practice.

20. Competition with the Company directly or indirectly, in its line of business

21. Knowingly or willfully assisting other parties to sabotage or otherwise prejudice

company interest.

22. Stealing pilferage, theft or nay other activities resulting in familiar effect, such as
substitution or attempted substitution of Company property with low quality items
other than those owned by the company.

24. Obtaining materials, equipment or supplies on fraudulent orders or connivance with

other persons to accomplish this purpose.

25. Failure to turn in collection money (cash or check) within prescribed period.

26. Falsification of personnel, medical and other company records.

27. Failure to return to work on the appointed date following termination of a

disciplinary suspension.

28. Deliberately falsifying records involving financial matters and/or falsifying

records affecting true and accurate financial reporting.

29. Reporting for work under the influence of liquor, drugs and other matter
which affects one's efficiency.

30. Threatening to inflict harm to co-employees while inside the premises of the
company but in relation to work performed inside the office.

31. Gambling while on duty or off-duty inside the premises of the company.

32. Obtaining materials or equipment thru fraudulent means or order whether verbal or
written.

33. Possession and/or drinking any alcoholic beverages inside the company
premises whether on duty or not unless an occasion called for.

B. Preventive suspension
Any officer or employee may be preventively suspended for not more the 30 days
pending an investigation, if the charge against him involves dishonesty, oppression or
grave misconduct, or neglect of duty or if there is strong reason to believe that the
respondent is guilty of charges which would warrant his removal from the services. An
employee under suspension shall not be entitled to receive compensation for the
duration of such suspension. However, if later no guilty, he shall be immediately
reinstated.

C. Resignation

Any employee contemplating to resign should submit a written notice to the office
through his immediate superior, at least 15 (30)days in advance, stating the reason
therefore and specifying the effective date of resignation.

Procedures:

1. The employee shall file a resignation letter addressed to the immediate superior
and copy furnished to the Personnel Section.
2. The employee shall file a resignation letter addressed to the immediate superior
and copy furnished to the Personnel Section.
3. Personnel Section Schedules him for “Exit Interview”.
4. On his last day of employment, Personnel Section will process employee’s
clearance.
5. The clearance shall not be issued to resigned employees unless proper turnover
has been affected.
6. Resigned employee must devote his time in performing terminal responsibilities
upon acceptance of resignation.
7. After processing of clearance, the employee signs a Release and Quitclaim form.
8. Finally the company releases his/her salary or any benefits due her/him

XIII. GENERAL REGULATION AND PRACTICES

A. Change of Personal Circumstances

If is important to keep information’s about your personal status up to date to enable

enable the company to perform valuable services for you from time to time. Therefore,
you are required to notify the Administration Department not later that the next
working day of the following changes.

1. Change of civil status (marriage certificate)

2. Change of Name
3. Change of address and/ or telephone number
4. Additional dependents
5. Person to notify in case of emergency

B. Rehiring

An officer or employee who has resigned from the company may not be rehired unless
for special or meritorious reasons like possession of special or technical qualifications.
Any such employee who subsequently resigns will not be rehired a second time under
any circumstances.

It is against Company policy to hire applicants who are related to present employees of
the company within the 4th civil degree of consanguinity of affinity except for special or
meritorious reason like possession of special or technical qualifications but, in each case
to be approved by the management

C. Visitors

Receiving private visitors during office hours for the reason not connected with the
business of the company should not be done during business hours.

D. Loafing

Loafing during office hours is prohibited. Printed books and papers other than those
related to the business of the company should not be read during business hours.

E. Office Decorum

Employees are expected to remain in their respective place of assignment as much as

possible and shall not distract the attention of other employees from their work by
engaging in loud and unnecessary conversation.

F. Requisition and Use of Supplies and Stationery

Economy should be observed in the use of stationery and supplies. No supply may be
requisitioned nor used for personal purpose.

Please check with the Administration Department for the necessary procedures in
requisitioning.

G. Use of Telephone

In order to keep telephone lines open for necessary business calls employees are
requested to discourage any but emergence incoming and outgoing private calls.

H. Use of Company properties

Use of company property is for official purpose only except when authorized for
personal use by Senior Management.

I. Use of Card bearing Company’s Name

The use of any form of card bearing the company’s name such as Christmas Cards, etc.
without prior authorization from the senior Management is not allowed.

J. Removal of Records

Book, Records, Letters, files and other property of the company are not removed from
their places with prior approval of the Department Head.

K. Closing the Day’s Work

At the close of the day’s work, all typewriters and office machines must be properly
covered, books put away safe, filling cabinets and drawers locked, desk cleared of paper
and computer are put off.

L. Office Attire

All employees are expected to wear, ordinary but decent attire.

All female employees are allowed to wear t-shirt and pants during Saturday and
holidays if required to work.

M. Offices Records
No employees shall release office records or copies thereof to third person without the
knowledge and approval of the office.

N. Deadly Weapons

Firearms, knives, and other deadly weapons are not to be brought in to the office at any
time. They should be deposited with the security guard upon entering the office.

O. Care of Equipment

Employees are duty bound to take the best care of all office equipment entrusted to
them should keep them maintained and in good repair all the times. No office
equipment should be brought home without prior authority

P. Use of Office Address

In establishing articles or otherwise giving public expression of personal opinion on any

subject, employees should refrain from using the office for their address.

Q. Bulletin Board

Office policies, rules and regulations, activities, important announcement and other
items of interest to employee are posted in the bulletin board.

Employees should develop the habit of reading the materials posted herein to keep
properly informed. Failure on the part of the employees to follow instructions, rules and
announcements that have been posted on the bulletin board on the ground that he has
not read them will not be excused. No one shall post anything on the bulletin board
without office permission.

R. Deportation

Proper conduct and courtesy toward the company clientele and the public in general are
must, as well as the officers of the company and fellow employees, and therefore should
be observed at all times. It is important especially to client oriented employees like
managers’, Assistant Managers’, Supervisors, Officers, clerks, etc. wear a smile whenever
dealing with clients .

S. Direct Clients
Any visitor/client should not be kept waiting because they happen to approach the
wrong department but should promptly direct them to the right place.

T. Telephone Etiquette

All telephone calls should be answered promptly and all inquiries handled courteously.

If, through an incorrect description of the nature of his business, the caller has been
placed on the wrong wire, the call should be transferred immediately

It is very important that everything possible should be done to prevent a caller from
being transferred needlessly from one wire to another.

Here are few rules to follow in answering the phone:

1. Answer promptly (no one like to be kept waiting)

2. Greet the caller pleasantly and courteously

3. Identify yourself

4. Determine what the caller wants (If cannot supply the information transfer the call to
the proper person or jot down number and promise to have the call returned)

5. Close with a happy ending. “ Thank you for calling” is always in good taste.

U. Confidential Information

The confidential nature of the relationship between the company and its clients is a
basic principle of our business. Every employee should therefore keep in strict
confidence whatever information may be acquired concerning the affairs of the
company.

If question are asked or requests for information are addressed to an employee, he refer
them to his Department Head.

V. Suggestions

As you come up against obstacles and problems in performing your daily task, ideas
may occur to you which would of value to the Company in improving its systems of
operations. Put into writing and discuss these suggestions with your supervisor and
officer.