Company Policies

Disciplinary Action

 Performance issues
o Failure to meet performance objectives.
o Attendance issues
o Failure to meet deadlines
 Misdemeanors/One-time minor offense
o Rude behavior to customers or partners
o On-the-job minor mistakes
o Breach of dress code/open door policy etc.
o Involuntary Discrimination
 Misconduct/Frequent offender
o Lost temper in front of customers or partners
o Unwillingness to follow health and safety standards
 Severe offensive behavior/Felony
o Workplace Violence.
o Harassment/ Voluntary discrimination.
o Corruption/ Bribery.

Job Abandonment

Any worker who fails to report to work for a period of three or more days without notifying his
or her employer shall be deemed to have given up his or her job and willingly terminated his or
her employment relationship.

Tardiness and Early Departures

Tardiness and early departures are an occasion every half within this system for the purpose of
compliance. Regarding tardiness, a memo will be sent out to a worker who have accumulated a
total of five tardiness in one week, an employee is subjected to a tardiness if he or she didn't swipe
their ID’s 15 minutes after the start of their shift. Employees must immediately inform their
superiors in case they cannot come to work. Three (3) consecutive absences with failures to give
notice to the Human Resource Department will be subjected to disciplinary actions. Such as
suspension or dismissal. In case of sickness and emergencies, leave of absences is granted.

Absent

An employee is deemed absent when he/she is unavailable for work as assigned/scheduled and
such time off was not scheduled/approved in advance as required by department notification
procedure.

Workplace Safety

Many manufacturing facilities have opted to comply with the path towards a 5S (Sort, Set in
Order, Shine, Standardize, Sustain) place of work organizational and housekeeping method as a
part of continuous improvement or lean manufacturing processes.

Benefits, Wage, and Incentives

a. Overtime Pay

According to the Philippine Labor Law, all employees who served in excess of 1
hour beyond the usual working hours or during rest days and holidays shall receive overti
me pay.

 On Ordinary Days. Number of hours in excess of 8 hours (125% x hourly

rate)

 On a Rest Day, Special Day, or Regular Day. Number of hours in excess

of 8 hours (130% x hourly rate)

 On a Night Shift. Ordinary Day (110% x basic hourly rate)

b. Vacation Leave
An employee shall be entitled to twelve (12) days of vacation leave with
compensation each year after one (1) year of service to the company. This
accumulates more days at the company after 9 years of service. Typically, unless
approved by supervisor, they cannot carry over vacation leaves into the next
calendar year.

c. 13th Month Pay

This is granted under Presidential Decree No. 851, which mandates all employers
to pay a 13th month salary to their rank and file workers. Such as workers are
entitled to the benefit irrespective of their classification or employment status if
they have served during a calendar year for at least one (1) month or more.

d. Sick Leave
Workers have the right to no more than twelve (12) days per calendar year. If
workers are unable to attend work due to medical illness, they may apply for sick
leave.

e. Maternity Leave
All female employee is entitled to sixty (60) days maternity leave with pay for
normal delivery or seventy-eight (78) days maternity leave with pay for caesarian
delivery for the first four deliveries.
National Regular Holidays

New Year’s Day January 1

Araw ng Kagitingan April 9

Maundy Thursday April 9 (Movabe)

Good Friday April 10 (Movable)

Labor Day May 1

Independence Day June 12

National Heroes’ Day August 31

Bonifacio Day November 30

Christmas December 25

Rizal Day December 30

Compensation for the National Regular Holidays

a. If it is an employee’s regular workday

 If unworked, employee shall be paid 100% of his/her daily rate – (Daily Rate x 100%)
 If worked, employee shall be paid 200% of his/her daily rate for the 8 hours – (Daily Rate
x 200%)
 Excess of 8 hours – plus 30% of hourly rate on said day

b. If it is an employee rest day

 If unworked – 100%
 If worked – 1st 8 hours – plus 30% of 200%
 Excess of 8 hours – plus 30% of hourly rate on said day
National Special (Non-Working) Days

Chines New Year January 25

EDSA Revolution Anniversary February 25

Ninoy Aquino Day April 11

All Saints Day August 21

Feast of the Immaculate Conception of Mary December 8

Last Day of the Year December 31

Special Days

All Souls’ Day November 2

Christmas Eve December 24

Compensation for the National Special Holidays

For declared special days such as Special Non-working Day, Special Public Holiday, Special
National Holiday, in addition to the two national special days, November 1 (All Saints Day) and
December 31 (Last Day of the Year), the following rules shall apply:

a. If unworked

 No pay, unless there is a favorable company policy, practice or collective bargaining

agreement (CBA) granting payment of wages on special days even if unworked
b. If worked

 First eight (8) hours – plus 30% of the daily rate of 100%
 Excess of eight (8) hours – plus 30% of hourly rate on said day
 Falling on the employee’s rest day and if worked

 First eight (8) hours – plus 50% of the daily rate of 100%
 Excess of eight (8) hours – plus 30% of hourly rate on said day
f. Employee Compensation

Pag-IBIG FUND

Pag-IBIG FUND is set up to provide the Filipino worker with a national savings
program, and affordable funding.

Table 1. Projected Pag – IBIG FUND Contribution Table

Social Security System (SSS)

SSS benefits cover illness, maternity needs, retirement, disability, death and
pensions. Below is the current SSS contribution amount per range of compensation.

Table 2. Projected SSS Contribution 2019

Philippine Health Insurance Corporation

PhilHealth covers the impatient and outpatient needs of their members. Below is
the complete salary bracket for Philhealth Premium Contribution.

Table 3. Projected PhilHealth Contribution 2019

Business Permit

Department of Trade and Industry

Figure 1. DTI Certificate of Business Name Registration

Social Security System

Figure 2. Sample SSS Certificate of Registration

Bureau of Internal Revenue

Figure 3. Sample BIR Registration

Mayor’s Permit

Figure 4. Sample Mayor’s Permit

Sanitary Permit

Figure 5. Sample Sanitary Permit to Operate

Barangay Clearance

Figure 6. Sample Barangay Clearance in Las Pinas City

Philippine Health Insurance Corporation (PhilHealth)

Figure 8. Sample PhilHealth Certificate of Registration

Pag-IBIG FUND

Figure 7. Sample Pag-IBIG FUND Annual Certification

Building Permit

Figure 8. Sample of Building Permit

Department of Labor and Employment

Figure 1. DOLE Standards Book Cover