Company Policies

WORKPLACE STANDARDS AND PRACTICES

 DRESS CODE POLICY

- Employees are expected to dress in [casual, business casual, smart casual, business] attire unless the day’s
tasks require otherwise. Employees must always present a clean, professional appearance. Everyone is
expected to be well-groomed and wear clean clothing, free of holes, tears, or other signs of wear.
- Clothing with offensive or inappropriate designs or stamps are not allowed.
- Clothing should not be too revealing.
- Clothing and grooming styles dictated by religion or ethnicity are exempt.
Dress Code Violations:
- Managers or supervisor are expected to inform employees when they are violating the dress code. Employees in
violation are expected to immediately correct the issue. This may include having to leave work to change
clothes. Repeated violations or violations that have major repercussions may result in disciplinary action being
taken up to and including termination.

 HEALTH AND SAFETY

- Suppliers will provide a safe and healthy work environment in compliance with all applicable laws and
regulations. I LABI U does not tolerate acts of violence, threats, harassment, intimidation or other disruptive
behavior in our workplace or during the course of providing services to I LABI U, whether on I LABI U
premises or off-site, by associates, contractors or Suppliers.

 EQUAL EMPLOYMENT OPPORTUNITY

- Suppliers will foster a positive work environment that promotes equal employment opportunity in
 accordance with all applicable Equal Employment/Anti-Harassment laws, directives and regulations of
federal, State, and local governing bodies. Suppliers will prohibit discriminatory practices in the
recruiting, hiring, training, promoting, and compensating of its employees on grounds of race, color,
creed, religion, gender, national origin, sexual orientation, gender identity, veteran status, disability, age,
marital status, or any other legally protected characteristic.

 WORK HOURS
- Supplier employees should not work more than the maximum hours of daily labor set by local laws.
These employees should receive a minimum of one day off every seven days.

BUSINESS PRACTICES

 RECORDING, REPORTING & RETAINING INFORMATION

- Accurate and complete records are vital to the I LABI U decision-making process and to the collection
and reporting of our financial, legal and regulatory data. All records, expense accounts, vouchers,
invoices, payroll and service records, reports to government agencies, measurement and performance
records, and other essential data must be prepared with care, honesty and accuracy.

 RECORD RETENTION
- In addition to any specific obligations regarding I LABI U records and files that may exist in the
Supplier’s written agreement with I LABI U, Suppliers must create, retain and dispose of business
records in full compliance with all applicable legal and regulatory requirements.
  SUPPLIER REPORTING
- All I LABI U Suppliers and subcontractors are responsible for promptly reporting actual or suspected
ethics or compliance issues (E&C Issues) involving I LABI U, Inc or any of its subsidiary or affiliated
entities or agents to the manager assigning their work or the Ethics and Compliance Department.
Examples of E&C Issues include violations of applicable law and/or I LABI U policies. The Ethics and
Compliance department provides various reporting mechanisms to submit reports or to ask questions.
Reports to the Ethics and Compliance department can be made using one of the following channels:

1. Call the Ethics and Compliance Help Line from the Philippines at 1800-8888-1349.

2. Send an email to ethicsandcompliance@ILABIU.com

3. Send a letter to the following address:

Ethics and Compliance Department

I LABI U, Inc.
33 Pag-asa St, Caniogan,
Pasig, 1421 Metro Manila
 Remuneration Policies
HOLIDAY PAY
Holidays official declared are typically days of the work week where you are not required to come to work. Despite not
attending your work performing your job, you are still entitled to the payment of the regular daily wage on those unworked days.
Based on Article 94, Section C of the Labor Code of the Philippines:
“Every employee covered by the Holiday Pay Rule is entitled to the minimum wage rate (daily basic wage and COLA). This means
that the employee is entitled to at least 100% of his/her minimum wage rate even if he/she did not report for work, provided he/she is
present or is on leave of absence with pay on the work day immediately preceding the holiday.”

Should you end up working on a scheduled holiday or the company you work does not observe local holidays altogether,
expect to be paid not only your regular wage for working those days, but also additional compensation since it is still a holiday. “Work
performed on that day merits at least twice (200%) the wage rate of the employee.”
When you work on what happens to be regular holiday as well as your scheduled holiday, expect even higher
compensation. “Where the holiday falls on the scheduled rest day of the employee, work performed on said day merits at least an
additional 30% of the employee’s regular holiday rate of 200% or a total of at least 260%.”

PREMIUM PAY
This refers to the compensation you are privileged to when you render for eight-hours on non-work days such as scheduled rest
days or special days. Unless otherwise modified by law, order, or proclamation, the following are the three special days officially
observed in the country: Ninoy Aquino Day, All Saints’ Day, the last day of the year.
In the event that you are rendering work on these days, you are entitled to an additional compensation of at least thirty percent of the
your basic pay, for a total of one hundred thirty percent:
Premium Pay = Regular Pay + 30%

Premium pay when the special day and your rest days are the same day
If a special day also coincides with your scheduled rest day and you work eight hours that day, you then become entitled to
being paid 50-percent more of what you typically receive.
 Premium Pay = Regular Pay + 50%

Premium pay when a holiday is the same as your rest day

Should a holiday coincide with your scheduled rest day and your render a full day’s worth of work, you are entitled to as much
as twice your regular rate, plus an additional 30-percent of that amount.
Premium Pay = (Regular Pay x 2) + 30% or Regular Pay x 260%

OVERTIME PAY
You are also entitled to additional compensation when you render work beyond your typical eight-hour schedule. On a regular
working day, this should be equivalent to your regular hourly wage plus at least a 25-percent premium:
OT Pay = [(Daily rate/8) x 125%] x Number of OT hours rendered

OT pay on special holidays and/or scheduled rest days

In the event that the work you render falls on a special day or on your scheduled rest day/s, you are entitled to an additional
compensation of the premium pay applicable on holidays plus at least a 30-percent premium:
OT Pay = [(Daily rate/8) x 130% x 130%] x Number of OT hours rendered

If the overtime you render falls on the specific instance that it is both a special day and your scheduled rest day, you are entitled to an
additional pay amounting to the premium pay applicable on said days plus a 30-precent premium:
OT Pay = [(Daily rate/8) x 150% x 130%] x Number of OT hours rendered

OT pay on regular holidays and scheduled rest days

Finally, if you end up having to work on a regular holiday, you are entitled to the one of the more substantial amounts of
overtime pay, which is typically two times the hourly rate of regular working days plus a premium of at least 30-percent:
OT Pay = [(Daily rate/8) x 200% x 130%] x Number of OT hours rendered

In the rarest event that you render overtime on a holiday that also happens to be your scheduled rest day, the overtime pay you are
entitled to is at its largest value, which is over two-and-a-half times your regular rate with an additional premium of at least 30-
percent:
OT Pay = (Daily rate/8) x 260% x 130%] x Number of OT hours rendered
THIRTEENTH-MONTH PAY

In 1975, former President Ferdinand Marcos issued Presidential Decree No. 851, a law mandating employers to pay all workers whose
salaries were below Php1,000 to be given 13th month pay. After the dictator’s ouster, former President Corazon Aquino amended the
law, eliminating the Php1,000 cap so more people could benefit from 13th month pay.
As an employee, you are entitled to 13th month pay, and as per P.D. 851, should expect to receive this no later than December 24th of
each year. This is provided your position falls in the category of a rank-and-file employee, and you have worked with your company
for at least one month in the present calendar year. As per DOLE, 13th month pay can be computed by via the following formula:
Total basic salary earned during the year / 12 months = Proportionate 13th month pay

RETIREMENT PAY

If you happen to be an employee that is aged between 60 to 65 years old and have rendered at least five years worthy of work for your
employer (which is not in government or employs a staff of ten people or less), you are entitled to receive retirement benefits as
mandated by law.
At a minimum, the retirement pay you receive should amount to half a month’s salary for every year of service, where a fraction of at
least six months being considered as one whole year. For the computation purposes, DOLE considers the following as part of half a
month’s salary:
15 days’ salary based on rate prior to retirement
Cash equivalent of five days of service incentive leave
One-twelfth of thirteenth-month pay
Combined, half-a-month’s salary is equivalent to 22.5 working days. As such, you can estimate the retirement pay that you are entitled
to through the following formula:
Minimum Retirement Pay = Daily Rate x 22.5 days x Number of years in service
As per DOLE, “other benefits may be included in the computation of the retirement pay upon agreement of the employer and the
employee or if provided in the Collective Bargaining Agreement (CBA).”