Effective Date: Policy Number:

LBC DEVELOPMENT CORPORATION

POLICIES AND PROCEDURE August 1, 2020 LDC-10

Revision Number:
TELECOMMUTING/ WORK FROM HOME MANUAL
0

Scope:
 This guideline applies to all employees of LBC Development Corporation
and affiliates.

Objectives:
 To protect the health of the employees and to decrease the spread of
covid-19 while its still around.
 To lower the organizational costs and boost employee’s productivity, to make sure that working from home
is beneficial to employees and company.
 To easily adopt with the new normal way of business entities.
 To guide all the inexperienced employees and managers with the sudden changes.

References/ Sources
 DOLE - DO NO. 202 Series of 2019 “Telecommuting Act”
 WFH – Work from home
 HRIS
 Gdocs Accomplishment/ Output monitoring
 WFH Agreement

Duties and Responsibilities:

Management Shall:
 Ensure the employee is working in accordance with their Working from Home Agreement and adhering to
company’s policies and procedures.
 Review and approve the records of hours worked (timesheets) via HRIS as required after verified the
output via gdocs.
 Schedule communication meetings including methods of disseminating information to staff who are
working from home.
 Where practicable, provide equipment and tools required to perform the tasks (does not include
workstation furniture, additional services or costs).
 Document the ownership and usage arrangements of the equipment and assets.
 Monitor and review the WFH agreement on a regular basis.
Employee Shall:
 Adhere to all the company’s policies and procedures.
 Be contactable during the normal or declared span of hours.
 Ensure fitness for work requirements are met. If staff members are unwell or unable to work due to other
reasons, then leave entitlements are to be applied.
 Ensure home worksite complies with health and safety requirements at all times.
 Report any health, safety and wellbeing hazards, near misses and incidents .
Human Resources
 Is responsible for the compliance of everyone with the policy
 process work-related injuries documentation accordingly
Admin/ Purchasing, Quality Assurance and Compliance Specialist
 Is responsible for ensuring this document is necessary, reflects actual practice, and supports corporate
policy

This document is controlled and confidential. No part of this document may be disclosed or reproduced in any manner to a third party 1
without prior written consent of LBC Development Corp. OOP-QA Document10
 Effective Date: Policy Number:
LBC DEVELOPMENT CORPORATION
POLICIES AND PROCEDURE August 1, 2020 LDC-10

Revision Number:
TELECOMMUTING/ WORK FROM HOME MANUAL
0

IMPLEMENTING GUIDELINES

I.
POLICY
This policy defines Telecommuting/WFH as a work location alternative
that allows employees to perform responsibilities away from an office
environment. The home workspace shall be equipped with information technology appropriate to
interface with LBCD systems as necessary to perform job responsibilities.

1. ELIGIBILITY/ CRITERIA
Alternative work arrangement is appropriate only when both the abilities of the employee and the nature
of the work to be performed meet the minimum criteria set out below. Heads/ Managers have the
discretion after considering the circumstances to approve or deny an employee’s request for working
from home.
a. WFH is appropriate for employees who:
 Can successfully manage time, work independently and productively with minimal
supervision, and who have at least a satisfactory work performance history.
 Have a thorough knowledge and understanding of their job functions and the
equipment required for the alternative work arrangement.
 Have access to a working site remotely that is safe and free from interruptions.
 Must provide the security necessary to protect any Company information and
equipment used during WFH.
b. Employment positions considered for WFH:
 Regular and temporary, and full-time or part-time employees.
 Have job functions that can be performed at a remote site without diminishing the
quality of the work or disrupting the productivity of a unit.
 Do not require an employee’s presence at the regular place of employment on-a-daily
basis.
 Allow for an employee to be as effectively supervised as he or she would be if the job
functions were performed at the regular place of employment.
 Have an emphasis on the electronic exchange of information by means of a computer,
phone, or any other technology equipment.
 Involve a measurable or quantifiable work product.
c. Employment positions that are not suited for WFH:
 Require regular face-to-face contact with immediate head, other employees, members
of the company, or the public.
 Require routine access to information or material that is available only at the regular
place of employment.
 The nature of the position does not allow for WFH.
d. Basic requirements:
 Keep a good working space at home
 Stable internet connection that meet your needs to perform daily tasks
 Must be open and willing to learn how to use technology and other tool of trade

2. EQUIPMENT
a. The company shall provide the needed equipment of a WFH employee, Head to specify all
required equipment of staff/associate and use of personal computer/ equipment is strictly
prohibited.
b. The company shall be responsible for the repair of said equipment; this includes computer repair
and hardware installations/configuration. The employee is required to inform the Admin for any

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without prior written consent of LBC Development Corp. OOP-QA Document10
 Effective Date: Policy Number:
LBC DEVELOPMENT CORPORATION
POLICIES AND PROCEDURE August 1, 2020 LDC-10

Revision Number:
TELECOMMUTING/ WORK FROM HOME MANUAL
0

related concern and return equipment to the said team for

repair and upgrades.
c. The employee will be responsible for damage resulting from
negligence by the employee or any member of the employee’s
household, including visitors.
d. The employee will be responsible for damage or loss to company
owned equipment.
e. Employee shall keep the equipment password protected.
f. Shall follow all the data encryption, protection standards and settings. Refrain from downloading
suspicious, un-authorized or illegal software.

3. PAYROLL AND TIMEKEEPING

a. Payday - Employees are paid bi-monthly. Pay for worked rendered, from the 26th to the 10th of
every month, will be released on or before the 15 th of every month and for worked rendered
from the 11th to the 25th will be released on or before the 30th/ 31st of every month.
 Payroll must be processed and finalized on the following day after cut-off, which is every
11th and 26th of every month.
 Payroll data must be sent to GAA for checking and preparation of PDV on every 12 th and
28th of every month.
 PDV must be sent to CMT for payment preparation and uploading to system on 13 th and
29th of every month.
 Release of Payroll every 15th and 30th/31st of every month.
b. Timekeeping - Employees are expected to accurately record their hours by using HRIS and
GDOCS output monitoring.
 Employees shall either log in/out or apply for an OB with WFH status thru HRIS.
 Attendance must be completed on the cut-off day which is every 10 th and 26th of every
month. Payroll shall not entertain any discrepancy after cut-off, any concerns arises
after cut-off must be included on the next payroll.
 Hours include all time spent on the job performing assigned duties.
 Employees are responsible for timely reporting of corrections before their hours are
submitted to Payroll, in order to ensure correct pay.
 Altering, falsifying, or tampering with time records may result in corrective action, up to
and including termination of employment.
 HRIS attendance must be validated through GDOCS output monitoring, the total output
of an employee vs total number of hours worked. Therefore, Head must check and
approve the accomplishment/ output as necessary.

e.g. Output/ Productivity report

TASK/ TOTAL TOTAL NO OF HEAD

NO NAME DETAILS PRODUCTION OUTPUT SPECIFIC DAY
FUNCTION HOURS OUTPUT DAYS/ WEEK VALIDATION
LBCE (5 AREA), MR. X, MS. Y,
Billing 4hrs 10 BILLING 2.5 billing/hr daily upon request 16 BILLINGS
LBCD (X/Y/Z)
15 concerns Attendance of X/Loan request
HR/Admin 8hrs 1.9 concerns/hr daily upon request APPROVED
1 Juan Dela Cruz addressed (10)/COE (3)/SSS contribution
Company A/B/C/D
Check prep 3hrs 20 checks Mr. Y/ Mr. U/ 6.6 checks/hr upon request upon request APPROVED
Supplier X/Y/Z

4. COMPENSATION AND BENEFITS

a. Compensation is determined by job role and must be based on the total hours worked and
productivity output of an employee.
e.g. Basic Salary – 15,000/ 13days =P1,153.85 per day
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without prior written consent of LBC Development Corp. OOP-QA Document10
 Effective Date: Policy Number:
LBC DEVELOPMENT CORPORATION
POLICIES AND PROCEDURE August 1, 2020 LDC-10

Revision Number:
TELECOMMUTING/ WORK FROM HOME MANUAL
0

P1,153.85/ 8hrs = P144.23 per hour

Total hours rendered: 6 hours x P144.23 = P865.38 (your pay
for the day)
b. All existing and other individual or group benefits are not altered
by a remote working agreement.
c. WFH employees will also receive an additional cash per month
as a remote-working allowance to cover office-related costs (e.g. electricity and internet),
amount shall be based on employee’s position and scope of work.
d. All existing allowances shall stop on WFH arrangement such as;
 Mobility
 Gas allowance – will be based on the actual consumption only including those using
Fleetcard.
 Maintenance Medicine
e. Vacation Leave earnings shall be converted into WFH allowance

5. RETIREMENT
a. Latest salary of an employee base on WFH agreement shall be considered on the computation of
retirement.
b. Including here the original plan provides for all employees who have rendered at least 10 years
of service, as scheduled below:
No. of Years of Service Applicable Percentage
Less than 10 0%
10 but less than 15 75%
15 but less than 20 100%
20 or more 125%

6. WFH AGREEMENT
c. Employees may work remotely temporary due to the pandemic issues arises.
d. WFH employees should indicate their primary working address in a remote working agreement.
This contract will also outline general clause and their responsibilities as remote employees.
e. See Annex A for the WFH agreement form.

7. EMPLOYEE ON-SITE RESPONSIBILITIES

a. Associate/ Staff
 Be available to work on-site, as requested by the immediate head.
 Perform job duties, responsibilities, and other projects as assigned.
 Complete and update the WFH output monitoring via GDOCS daily and accordingly.
 Work their regular or assigned work schedule as agreed with your immediate head.
 Remain productive and responsive during their scheduled work hours.
 Respond to work-related business immediately or at least within 24hours via a
telephone call, email, text, virtual meeting, or other methods of communication as
required.
 Take reasonable precautions necessary to secure the Company equipment and to
protect it from damage or theft.
 Take reasonable precautions necessary to protect all sensitive and confidential
information as per data privacy act.
 Notify the immediate head and Office of Human Resources of any work-related
accident, injury, illness or disease.

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without prior written consent of LBC Development Corp. OOP-QA Document10
 Effective Date: Policy Number:
LBC DEVELOPMENT CORPORATION
POLICIES AND PROCEDURE August 1, 2020 LDC-10

Revision Number:
TELECOMMUTING/ WORK FROM HOME MANUAL
0

 Maintain accurate and up to date records of hours

worked at home within normal span of hours.
 Provide accurate and current contact information to
the immediate head and HR.

b. Head/ Manager
 Determine whether the employee’s duties may be completed from home.
 Review and approve the employee’s WFH arrangement.
 Review and approve employee’s output report via gdocs daily.
 Maintain the WFH Time and output report and WFH Agreement in accordance with the
DOLE requirement and for auditing purposes.
 Assign work, monitor progress, and follow up on assignments with employees
completing the agreed-upon work assignments and outcomes.
 Assess the performance of the employee such as reliability, responsiveness, and the
ability to work independently.
 Schedule communication meetings including methods of disseminating information and
assignments to the employee.
 Monitor employee compliance regarding responses to work-related business if
immediately or within 24hour via a telephone call, email, text, virtual meeting, or other
methods of communication as required.
 Take reasonable precautions required to protect all sensitive and confidential
information as per Data privacy act.
 Report work-related accidents, injury, illness or disease to the Office of Human
Resources immediately and adhere to all the Company’s policies and procedures.
a. Reporting
 All employees are required to update and complete their output monitoring on-a-daily
basis via gdocs.
 Time and output monitoring to be maintained by the immediate head and verified as
needed.
 All must communicate through online, either via email, official viber group accounts,
group chat messenger, text and calls.
 All transactions must be done remotely such as supplies/material requisition, inquiries
and PO, checks/payment approvals via email and/or system.

II. PROCEDURE
1. A need to work remotely is determined by the employee and/or the immediate head.
2. A Work from Home Agreement (hereinafter, Agreement) is completed by the employee and/or
immediate head.
3. Immediate head reviews the Agreement. If approved, continue to step 4. If denied, procedure ends,
and justification is communicated to the employee by the immediate head.
4. Employee and the immediate head authorize the agreement. If approved, continue to step 5. If
denied, procedure ends, and justification is communicated to the employee by the immediate head.
5. Immediate head routes the Agreement to the President and HR office. The President/ HR reviews the
Agreement. If approved, continue to step 6. If denied, procedure ends, and justification is
communicated to the employee by the immediate head.
6. Immediate head informs admin regarding the employee working from home. Admin performs
clearance of equipment, security, and software thru IT consultant advise.
7. The immediate head and HR maintain the Agreement and any corresponding documentation.

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without prior written consent of LBC Development Corp. OOP-QA Document10
 Effective Date: Policy Number:
LBC DEVELOPMENT CORPORATION
POLICIES AND PROCEDURE August 1, 2020 LDC-10

Revision Number:
TELECOMMUTING/ WORK FROM HOME MANUAL
0

8. The Company requires all employees to submit their daily WFH

report via email and/or gdocs. On an ongoing basis, the immediate
head and employee review work schedule and job duties and adjust
activities and work schedule, as necessary.
9. Employee will be responsible to provide an output to their head at
the end of the day, therefore they must ensure their intact internet
connection to fulfil their jobs.

III. NOTICE AND MONITORING

The company shall notify the DOLE on the adoption of a telecommuting/WFH arrangement, by
accomplishing the DOLE prescribed report form and submitting the same in print or digital copy, to the
nearest DOLE field or provincial office having jurisdiction over the area where the principal office is
located.
See Annex for the DOLE form.
IV. PROCESS FLOW

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without prior written consent of LBC Development Corp. OOP-QA Document10
 Effective Date: Policy Number:
LBC DEVELOPMENT CORPORATION
POLICIES AND PROCEDURE August 1, 2020 LDC-10

Revision Number:
TELECOMMUTING/ WORK FROM HOME MANUAL
0

DEPARTMENTAL PROCESS
PROCESS FLOW

Employee/ Request for Request for data

Department to Email document like COE like Leave credit, Payroll processing End
Start
email for request/ acknowledgement and etc salary
inquiry/concerns computation etc
HR

Rule:
Rule: email req uest s hall be Cutoff day – attendance completion
Ru le: Document shall be s ent within 2 Rule: Data shall be sent within 2 days
acknowledged immediately and/or Day 1 after cutoff – payroll processing
days, hard cop y will be sent every or depend s on urgency
within 24hrs and finalization
Thursday of the week or depends on
Day 2&3 Submit to GAA for checking
urgency
and PDV
Day 4&5 Uploading and release
ADMIN/ PURCHASING

Purchasing Request for

Send email request Remittance
Email shall be document like govt.
Start for admin and/or processing and End
acknowledgement processed via forms and etc
purchasing payment via online
Netsuite
Rule: Document shall be s ent within 2 Rule:
Rule: Purchasing pre-requisite – Rule: email req uest s hall be Data from HR shall be s ent every 11th
Ru le: PO shall be approved within 1-2 days, hard cop y will be sent every
approved PRF acknowledged immediately and/or & 27th of the month
days Thursday of the week or depend s on
within 24hrs And shall b e processed by CMT on the
urgency
12th and 28th of the month
Admin processing shall be on every
13th and 29th of the month
Payment & submission must be do ne
every first day of the following mo nth.

Send email request

Board reso, sec cert
LEGAL

for review of Email Submit document,

Start and contract End
document, contract acknowledgement advise via email
or legal advise

Rule: email Shall be acknowledged
within 24hrs
Ru le: Bo ard reso & Sec cert will be sent
within 2 days
Con tract review and comments within
5days
Legal advise and inquiries within 2 days
Rule: Forwarding of hard copy to
concern employee will be coordinated
to Che for schedule

Sending of Filing and Updating and Daily sending of gaa

GAA

Send approved PO pickup and delivery

Start approved PDV to documentation checking of report End
for PDV preparation of documents
CMT And PDV processing system daily
Ru le: PO shall be sent every Tu esday of Rule: PUP and DEL every Friday,
the week Ru le: Send approved PDV to CMT on Ru le: Printing of PDV every Friday, Rule: Transactions mo nitoring via
coordinate with Che
PDV for approval shall be sent s ame Tuesday-Wednes day send to EPA and JTO for signature gdocs
day

Send request, Update gdocs

Pickup and Delivery Daily sending of
inquiry and Email Check/ Payment monitoring of
Start of documents/ CMT report End
approved PDV via acknowledgement preparation payment done
CMT

checks
email
Ru le: Check preparation shall be from Ru le: Dailly and/or as needed Rule: PUP and DEL every Friday,
Ru le: email Shall be acknowledged Tuesday-Thursday coordinate with Che
within 24hrs
OOP-ADMIN

Send schedule of Update monitoring

Email
Start Send email request pup or delivery of or report daily Cashiering End
Acknowledgement
docs

Rule: email Shall be acknowledged Ru le: CMT/CHE to update GDOCS

within 24hrs mo nitoring Of AR/OR daily
Documents fo r AR/OR will be sent to
CHE every Thursday for preparation
2 booklet will be given to MR A for
check reqs

Send email request, Email Payment and

Start Policy processing Billing prepration End
inquiry or concern acknowledgement Collection
LBCI

Rule: Send cop y of policy to client
Rule: email Shall be acknowledged
within 3days
within 24hrs
Encode & forward Policy to system and
for billing preparation upo n receipt o f
the policy
Rule: CMT to process payment within
Ru le: GAA to prepare P DV within 2
2days upon receipt of PDV
days upon receipt of p olicy or encoded
CMT to process collection within 2days
in the system
Send billin g/Payment to C lient and
Send immediately to CMT
Partner

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without prior written consent of LBC Development Corp. OOP-QA Document10
 Effective Date: Policy Number:
LBC DEVELOPMENT CORPORATION
POLICIES AND PROCEDURE August 1, 2020 LDC-10

Revision Number:
TELECOMMUTING/ WORK FROM HOME MANUAL
0

ANNEX A
WFH AGREEMENT FORM

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without prior written consent of LBC Development Corp. OOP-QA Document10
 Effective Date: Policy Number:
LBC DEVELOPMENT CORPORATION
POLICIES AND PROCEDURE August 1, 2020 LDC-10

Revision Number:
TELECOMMUTING/ WORK FROM HOME MANUAL
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ANNEX B
DOLE TELECOMMUTING REPORT FORM

End of Policy

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without prior written consent of LBC Development Corp. OOP-QA Document10
 Effective Date: Policy Number:
LBC DEVELOPMENT CORPORATION
POLICIES AND PROCEDURE August 1, 2020 LDC-10

Revision Number:
TELECOMMUTING/ WORK FROM HOME MANUAL
0

Prepared By: Noted By:

Jovie B. Sundiam Shendell Mae C. Vicher/ Cheryl L. Claros

Quality Assurance and Compliance Specialist Co-Author
Noted By: Approved By:

Donna T. Paglingayen/ Glecis L. Nonescan Janet T. Ong

HR And Payroll President

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without prior written consent of LBC Development Corp. OOP-QA Document10