CHAPTER 6

ORGANIZATION AND MANAGEMENT STUDY

A. BASIC CONSIDERATION IN FORMING BUSINESS

A new business can be a great way to take the business to the next level,
but there is no guarantee of success. Whether the business is forming a
business with an investor who is passionate about an idea, there are a few
careful considerations to weigh before putting their name on the agreement.

Formal Agreement

Before the proponents do anything else, the proponents have decided to

arrange a formal written agreement with their new proposed business. From a
legal perspective, this is the most important thing to have when starting a new
business.

As foolish as it seems, some people leave important details like a contract

until the last minute. By then, you may have already assumed some unexpected
risk and liability. A contract is not a symbol of mistrust, it is the support of their
new business, giving a new business the shape and structure to stand on its own
and succeed.

Define the Structure of Business

Since the partners have agreed to form the Beer Station in a Partnership
structure, the proponents’ contract defines a partnership, and without one, the
proponents know that they are likely to encounter conflict and discord. The Beer
Station is a general Partnership – in which two or more individuals/entities share
both profits and liability.
Establish Long-Term Goals

Both partners of the project business “Beer Station” may not always want
the same thing for the future. Discussing long-term business goals before the
formation of the business can save time and money for all parties. In addition, a
well-developed business plan that details agreed-upon goals are a valuable
guiding document to both the business and partnership’s long-term success.
Certain features of the partnership, such as how decisions are made, how profits
are split and what happens if things do not work out, should be predicted out in a
legal document drafted.

Plan for Negotiation

The proponents of Beer Station is aware that disputes and conflicts are an
inevitable part of life and a component of practically any business partnership.
Success depends on knowing how to address disagreements in a constructive
manner and being prepared to separate business activity from personal
relationship.

The proponents will have a written mediation plan. A written mediation plan,
that can be activated when disagreements on how to run the business arise, can
be a useful tool to avoid more costly types of disputes. In addition to saving the
business, a plan for mediating serious conflicts can also keep partnerships and
friendships intact when the parties agree to abide by the legal principles behind it.

Determine Roles

A partnership does not end at the dotted line on an agreement. While each
partner’s roles may be defined clearly in terms of the financial support and liability,
partnership agreements often fail to identify what skills or other resources each
partner brings to the business.
 By agreeing upon each person’s contribution, area of expertise, and duties
beforehand, business partners gain a clearer understanding of how the
partnership will function. Constantly butting heads over policy and practice can
drag a business down and destroy the partnership quickly. Establishing written
SOPs and partner duties and roles will avoid unnecessary ego contests.

There are many considerations that should be consider, but in the part of
the proponents, the business will first concentrate on the agreement and worth of
each partner that will contribute to establishing the Beer Station. Since starting a
new business and contributing to a business is a fulfilling prospect, but one that is
fraught with pitfalls to avoid. Many of these may be circumvented by relying on
wide-ranging legal guidance and practices in the early development of the
business. Before moving ahead to finalize any business.

B. FORMS OF OWNERSHIP

The proponents will make a formal written agreement to create a general

partnership because the proponents found that it is easy to establish and simple.
This form of business ownership will have to be modified is a tactical decision
that must be considered at the perception of the business. The decision may
later be proved to be supportive of the objectives of the small business, or may
become an obstacle.

Cautiously thinking must be considered in shaping the ownership form.

Each type has its own single features, advantages, and disadvantages. All the
partners will contribute money depending upon the ratio agreed by the partners
and the risks depending on the position assigned. In making the decision, all the
partners are going to participate.

Since the proposed business will be schematized under partnership

composed of four (4) partners who will bind themselves to contribute money,
property, or industry to a common fund with the intention of dividing profits
among themselves. The table below shows the name of the partners, their basic
information, and position handled on the business and their percentage share.
 Table 6.0
Name and Address of the partners

Name Nationalit Address Percentage of

y ownership
25%
25%
25%
25%

Table 1.0 shows the name, addresses, nationality of the proponents as well as
the type and percentage of ownership of each principal. The proponents decided
to have an equal ownership of each member of the partnership.

C. ORGANIZATIONAL CHART

The proponents are aware that an organization chart or is a diagram

that displays a reporting or relationship hierarchy. The business application of
an organization chart is to show the structure of the proposed Beer Station.
Organization chart has a diversity of uses, and can be structured in many
different ways. The proponents may use this as a management tool, for
planning purposes, or as a personnel directory. Perhaps the business
organization does not operate in a "command and control" style, but instead
relies on teams.

Organization charts help to proponents demonstrate clear reporting

structures for all the potential employees in the proposed business. It creates
a road-map for how the work is to be done and the process required to
ensure this information is shared throughout the company, to the right
individuals. And the way to ensure this takes place efficiently is, to have one
supervisor or manager and few employees directly reporting to one.
 General
Manager

Marketing Finance Production

Manager Manager Head

Bartender Cashier Beer Maker

Quality
Sales Person Inspector
Officer

Figure 6.0
Organizational Chart

Duties, Responsibilities and Qualification

General Manager

A general manager, sometimes simply called a GM, has broad, overall

responsibility for a business or a business unit within a larger organization. The
role is particularly common organizations where businesses are organized along
product lines, customer groups, or geographies. The general manager typically
serves as the top executive for the unit and is responsible for strategy, structure,
budgets, people, financial outcomes, and scorecard metrics.

 Oversee daily operations of the business unit or organization.

 Ensure the creation and implementation of a strategy designed to grow
the business.
 Coordinate the development of key performance goals for functions and
direct reports.
  Provide direct management of key functional managers and executives in
the business unit.
 Ensure the development of tactical programs to pursue targeted goals and
objectives.
 Ensure the overall delivery and quality of the unit's offerings to customers.
 Engage in key or targeted customer activities.
 Oversee key hiring and talent development programs.
 Evaluate and decide upon key investments in equipment, infrastructure,
and talent.
 Communicate strategy and results to the unit's employees.
 Report key results to corporate officers.
 Engage with corporate officers in broader organizational strategic
planning.
Qualifications
 College Graduate related to Business Administration course
 Of good moral character
 Can speak English, Tagalog, and Bicol
 Good Communication Skills
 Preferably graduate of Master in Business Administration
 Computer Literate (Microsoft word, excel, and PowerPoint)

Marketing Manager

Marketing manager responsibilities include tracking and analyzing the

performance of advertising campaigns, managing the marketing budget and
ensuring that all marketing material is in line with our brand identity. To be
successful in this role, the assigned person should have hands-on experience
with web analytics tools and be able to turn creative ideas into effective
advertising projects.
 Develop strategies and tactics to get the word out about our company and
drive qualified traffic to our front door
  Deploy successful marketing campaigns and own their implementation
from ideation to execution
 Produce valuable and engaging content for the website and blog that
attracts and converts our target group
 Prepare and monitor the marketing budget on a quarterly and annual
basis and allocate funds wisely
 Manage the Social Media accounts/pages of the Beer Station
Qualifications
 College Graduate related to Business Administration
 Of good moral character
 Can speak English, Tagalog, and Bicol
 Good Communication Skills

Finance Manager

Financial Manager that will analyze every day financial activities and
subsequently provide advice and guidance to management on future financial
plans.

 Provide financial reports and interpret financial information to managerial

staff while recommending further courses of action.
 Advise on investment activities and provide strategies that the company
should take
 Maintain the financial health of the organization.
 Develop trends and projections for the firm’s finances.
 Correspond with various other departments, discussing company plans
and agreeing on future paths to be taken.\

Qualification

 College Graduate related to Business Administration

 Of good moral character
 Can speak English, Tagalog, and Bicol
  Good Communication Skills

Production Head

Production managers are responsible for the technical management, supervision

and control of business production processes.

 Planning and organizing production schedules

 Assessing project and resource requirements
 Estimating, negotiating and agreeing budgets and timescales with clients
and managers
 Ensuring that health and safety regulations are met
 Determining quality control standards
 Overseeing production processes
 Re-negotiating timescales or schedules as necessary
 Selecting, ordering and purchasing materials

Qualification

 College Graduate related to Business Administration major in

Operations Management
 Of good moral character
 Can speak English, Tagalog, and Bicol
 Good Communication Skills

Bartender

The Bartenders prepare and serve beverages to customers. Add to bartender job
duties, their job description sample is to create a custom job listing for their
business.

 Preparing alcoholic or non-alcoholic beverages for bar and patrons

 Interacting with customers, taking orders and serving snacks and drinks
  Assessing bar customers’ needs and preferences and making
recommendation

Qualifications

 TESDA NC2 holder

 Preferably Bartending
 Graduate of any vocational course
 Of good moral character
 Can speak English, Tagalog, and Bicol
 Good Communication Skills

Sales Person

To plan and carry out all sales activities on assigned accounts or areas.
Responsible for ensuring customer satisfaction and managing quality of product
and service delivery.

 Greeting customers, responding to questions, improving engagement with

merchandise and providing outstanding customer service.
 Achieving established goals.
 Directing customers within the store.
 Increasing in store sales.
 Superior product knowledge.
 Maintaining an orderly appearance throughout the sales floor.
 Introducing promotions and opportunities to customers.

Qualifications

 College Graduate related to Business Administration

 Of good moral character
 Can speak English, Tagalog, and Bicol
  Good Communication Skills

Cashier

Responsible for counting the contents of cash register drawer at the end of each
shift, maintaining receipts, records and withdrawals. May be responsible for checking
materials and supplies and reporting when stock is low.

 Welcoming customers, answering their questions, helping them locate

items, and providing advice or recommendations.
 Operating scanners, scales, cash registers, and other electronics.
 Balancing the cash register and generating reports for credit and debit
sales.
 Accepting payments, ensuring all prices and quantities are accurate and
proving a receipt to every customer.
 Processing refunds and exchanges, resolving complaints.
 Bagging or wrapping purchases to ensure safe transport.
 Following all store procedures regarding coupons, gift cards, or the
purchase of specific items, such as alcohol or cigarettes.
 Maintaining a clean workspace.

Qualifications

 College Graduate related to Business Administration

 Of good moral character
 Can speak English, Tagalog, and Bicol
 Good Communication Skills
Beer Maker

The Beer Maker will be responsible for all brewing practices, day to day
production and packaging of beer at the brewery, inventory management,
cleaning and maintenance of brewing facility and all associated equipment and
supplies, and all record-keeping related to the foregoing. Duties will include, but
will not be limited to, the production and packaging of beer, recipe development,
working with and directing other members of the team to ensure all beer that
leaves the facility is of the highest quality and that the brewery is kept clean,
functional, and up to Good Nature’s standards at all times.

 Make beer according to schedule

 Brew and Package beer according to brew schedule
 Keep Brewing Facility clean and functional at all times
 Follow Cleaning & Maintenance Schedules and consult supervisor about
cleaning needs, and perform all required cleanings to the appropriate
standard.
 Clean tanks, Brewhouse, kegs, pins, packaging line and other equipment
 Assist Production Manager with inventory management generally and
inventory counts specifically of finished beer, grain, hops, and other raw
materials inventory.
 Follow inventory procedures for all raw materials, chemicals, beer,
cooperage, small parts, packaging, supplies etc. and report deficiencies to
lead brewer.

Qualifications

 TESDA NC2 holder

  Preferably graduate of TESDA NC2 major in Food and Beverages
 Of good moral character
 Can speak English, Tagalog, and Bicol
 Good Communication Skills

Quality Inspector

A Quality Inspector monitors the quality of incoming and outgoing products or

materials for a company. Also known as a Quality Control Inspector, they are
tasked with conducting tests, analyzing measurements, and overseeing
production processes. They work in assembly lines or production departments.

 Monitor quality and temperature of fermenting beers on a daily basis per

the lead brewer. Monitor sugar decrease, take level readings on the Beer
Tank(s) and monitor temperature and pressure build up in fermenters and
Beer Tanks.
 Monitor quality, flavor and carbonation of serving beers in the Tap
Room/Tasting Room, Packaging, and throughout brewing process.
 Monitor pressure in tanks at all times.
 Use separator to clean beer of any solids on way to Beer Tank if
applicable.
 Participate in beer tasting panels
 Work with Brewery Operations Manager to keep an improvement log on
all issues as they develop.
 Represent the business at various events, festivals and promotions.
Promote good public relations and handle complaints and concerns.
 Follow all brewery policies and procedures and follow current
developments in local laws applicable to the service of alcohol, safe food
handling, health standards etc.
 Label all kegs and other packaged product in accordance with federal and
state law using appropriate keg collars, labels and date codes.
  Perform preventative maintenance on a weekly/monthly basis as required
and follow all Cleaning & Maintenance Schedules.

Qualifications

 College Graduate related to Business Administration major in

Operations Management
 Of good moral character
 Can speak English, Tagalog, and Bicol
 Good Communication Skills

Application Process:
 
 It requires that all applicants complete an application for the consideration
of employment.
 Applicants must also submit a resume and letters of reference.
 Beer Station will review all properly completed applications and interview
the most qualified candidates.
 Candidates that for any reason do not meet the requirements for
employment shall remain classified as applicants and may re-apply once
each month for reconsideration.

Interviews
 Interviews shall be scheduled and conducted by General manager
 Candidates will be notified about the availability of accommodation for job
applicants who have disabilities when being scheduled for an interview.
Upon request, for the interview process and for other candidate selection
methods, Beer Station will consult with the applicant and provide or
 arrange for suitable accommodation.
 Interview questions shall be compiled and reviewed by General Manager
to ensure their efficacy.
 Upon completion of all scheduled interviews, the results shall be
reviewed by the hiring manager.
 The hiring manager shall make hiring decisions at his/her discretion.
 Original copies of completed interview guides and candidate responses,
applications and resumes of applicants that were not selected for
employment shall be forwarded to General Manager to ensure the
appropriate retention of information.
 General Manager shall notify applicants not selected for employment
regarding the closure of the position.

 
Internal Transfers
 Employees are encouraged to apply for internal job openings and will
have their applications considered based on their qualifications and
potential for success at the position.
 Employees applying for internal job postings must first obtain the consent
of their department manager.
 Internal applicants who are not selected for the position shall be notified
by Human Resources.

References and Background Checks

 The General Manager shall conduct reference and background checks on
all potential candidates for employment at Beer Station.
 Background checks are designed to protect the safety of our employees
by minimizing the hiring of potentially dangerous individuals with violent
criminal backgrounds.
 References shall be checked to ensure a candidate's qualification for the
position.
  Beer Station shall give a conditional offer of employment to applicants that
have been selected through the application and interview process.
 Job offers shall be contingent on the applicant's agreement to company
policies, successful reference and background checks, and any other
condition applicable to the position that are required of the employee.
 Should the applicant accept an offer of employment from Beer Station,
he/she will be considered an employee and provided with a start date and
required location to report for duty. Employee orientation shall be
provided, and will include workplace policies, rules and regulations, and
other job specific information designed to assist the employee in his/her
duties. Authorization forms and policies shall be signed during this period
of orientation.

 
Potential Hiring Conflicts
Family Members
 Beer Station shall accept applications from and consider a member of an
employee's immediate family for employment if the candidate has all the
requisite qualifications.
 An immediate family member shall not be considered for employment if by
doing so, it might create a direct or indirect managerial/subordinate
relationship with the family member, or if his/her employment could create
a conflict of interest either real or imagined.
 For the purposes of this policy, immediate family members shall be
defined as: Wife, Husband, Mother, Father, Brother, Sister, Son,
Daughter, or any In-Laws.
Employee Relationships
 Employees engaging in romantic relationships and employees that
become married or live in the same household may continue their
employment with Beer Station if there is neither a direct or indirect
managerial/subordinate relationship between the employees, or a conflict
 of interest, real or imagined, created as a result of the relationship.
 If either a managerial/subordinate, or conflict of interest issue arise, Beer
Station will work with the employees to accommodate them in a
reasonable fashion. Possible resolution may require one of the employees
to transfer to another position within the company. If this is not possible,
one of the employees must resign.
 
It is the intent of Beer Station to clarify the definitions of employment
classifications so that employees understand their employment status and benefit
eligibility. These classifications do not guarantee employment for any specified
period of time. Accordingly, the right to terminate the employment relationship at
any time is retained by both the employee and Beer Station.
 

Regular Full-Time
Employees who are not in a temporary or introductory status and who are
regularly scheduled to work Beer Station’s full-time schedule of 36 hours or more
per week. Generally, they are eligible for Beer Station’s benefit package, subject
to the terms, conditions, and limitations of each benefit program. Employees will
not be considered “Full-Time” until the proper status form paperwork has been
signed by the immediate Supervisor.
 
Regular Part-Time
Employees who are not assigned to a temporary or introductory status and who
are regularly scheduled to work less than 36 hours per week. To maintain part-
time status, the employee must work a minimum of 48 hours average per month
for a six-month period. While they do receive all legally mandated benefits, they
are ineligible for all of Beer Station’s benefit programs.

Probationary
 Employees are those whose performance is being evaluated to determine
whether further employment in a specific position with Beer Station s is
appropriate. Period during the first six (6) months service with the business
organization, an employee will be considered to be on probation. During this
period, the employee's performance must be under continual evaluation by his
immediate supervisor. At the end of the probation, the employee's date of
employment will revert to the date on which the probation period began.

For the duration of the probationary period, an employee is subject to dismissal

by his Department Head for cause and without notice at any time. However, the
General Manager must be consulted prior to implementing such dismissal in
order to avoid any legal complications under existing labor laws. Prior to any
dismissal that could eventually involve complications; a final analysis of the case
will be made by the Human Resource and Top Management (Unit Sales
Manager).
 
Contract Employees/Temporary Employees (Project Hires)
 
. The project hires could be hired from one (1) day up to three (3) months
and can extend up to six (6) months. Project hires’ existence is due to the certain
projects only to hire individuals on a specific time period. Project hires of Beer
Station are those who are hired as temporary replacements, to temporarily
supplement the work force, or to assist in the completion of a specific project.
Employment assignments in this category are of a limited duration. Employment
beyond any initially stated period does not in any way imply a change in
employment status. Temporary employees retain that status unless and until a
“Change of Status” form is completed and, they are notified of a change.

Employee Benefits
Wage and Wage-Related Benefits Overview
 At least the minimum wage per region and/or sector
  Holiday wage and overtime pay for work during holidays or rest days
 Overtime pay when working in excess of 8 hours
 Service Incentive Leave: 5 days of vacation per year of service
 Parental leaves (Maternity, Paternity and Solo parent leaves)
  Other Leaves
 13th month
 Separation pay

Wage and wage-related benefits

1. Minimum wage
The Beer Station is aware regarding the salary legalities. The Wage
Rationalization Act, Republic Act No. 6727, sets the minimum wage rates
applicable per region, province and industry sector. Minimum wage may vary
depending on the number of employees and gross-sales of an enterprise and its
industry sector.
As of January 2019, the minimum wage of non-agricultural workers in
Camarines Norte is PHP 310.00.

2. Overtime
Minimum wage is based on a work week of 40 hours or eight (8) hours per day.
The daily 60-minute mandatory lunch break is not included in the (8) hour work
day and is not compensated.
Overtime pay rates vary depending on when the overtime work takes place:
regular work day, holiday, rest day, or night (between the hours of 10pm to 6am).

Overtime Rates:
– Regular work day: plus 25% of the hourly pay rate.
– Rest day, regular/special holiday: plus 30% of the hourly rate on said day.
3. Premium pay
Premium pay is given on non-working days (rest days/special holidays)
There are 3 special holidays:
– Ninoy Aquino Day
– All Saints Day
– Last Day of the Year

4. Holiday pay

The Labor Code requires the payment of an employee’s daily basic wage for all
non-working regular holidays.
There are 12 regular and 3 special non-working holidays (see above) in the
Philippines.
12 regular holidays are (Republic Act No. 9849):
– New Year’s Day
– Maundy Thursday
– Good Friday
– Araw ng Kagitingan
– Labor Day
– Independence Day
– National Heroes’ Day
– Eidl Fitr
– Eidl Adha
– Bonifacio Day
– Christmas Day
– Rizal Day

5. Night shift differential

For work done between the hours of 10pm to 6am, employees are entitled to
Night Shift Differential (NSD), which represents an additional 10% to the regular
wage for each hour of work performed.
 6. 13th Month Pay
Each year, a 13th month pay is given to all rank-and-file employees. By law, this
benefit must be paid before December 24th and is mandatory. Employees who
have resigned or have been severed from the company before the payment of
the 13th month pay are still entitled to it in proportion to the length of time they
worked for during that year.

The 13th month pay must be at least 1/12th of the total basic salary of
each employee earned during that calendar year.

Table 3.17
Employee's Salaries and Allowances

Night Total
No. of Basic Differential Meal Regular
Position Employees Pay (10%) Allowance Pay Monthly Annually
Administrative Employees
General Manager 1 600 -- 50 650 15,600 187,200
Marketing Manager 1 500 -- 50 550 13,200 158,400
Finance Manager 1 500 -- 50 550 13,200 158,400

Bookkeeper 1 -- 50 50 1,200 14,400

Selling-Related Employees
17,847.3
Bartender/Server 3 310 383.64 50 743.64 6 214,168.32
11,709.1
Cashier 1 310 127.88 50 487.88 2 140,509.44
11,709.1
Sales Person 1 310 127.88 50 487.88 2 140,509.44
Production Employees
Production Head 1 500 -- 50 550 13,200 158,400
Beer Maker 2 500 -- 50 500 12,000 144,000
Quality Inspector
Officer 1 500 -- 50 550 13,200 158,400
Utility and Maintenance
Utility Personnel 1 310 -- -- 310 7,440 89,280
13,0305.
Total 5,429.4 6 1,563,667.2
Based from the proponent’s computation.
 Table 3.18
Remittances and Contribution

No. of Monthly Annual

Position Philhealth Pag-ibig EC SSS Total
Employees Cost Cost

Administrative and Selling Overhead

General Manager 1 270.9 175.2 10 663 1119.0 1119.0 13,428.00

Marketing
1 240.9 175.2 10 663 1089.1 1089.1 13,069.20
Manager
Finance Manager 1 240.9 175.2 10 663 1089.1 1089.1 13,069.20
Bookkeeper 1 0 0 0 0 0 0 0.00

Bartender/Server 1 204.6 148.8 10 1,096.66 1460.06 1460.06 17,520.72

Cashier 1 204.6 148.8 10 1,096.66 1460.06 1460.06 17,520.72

Sales Person 1 204.6 148.8 10 1,096.66 1460.06 1460.06 17,520.72

Subtotal 7,677.38 7,677.38 92,128.56
Direct Labor

1 240.9 175.2 10 663 1089.1 1089.1 13,069.20

Production Head

1 240.9 175.2 10 663 1089.1 1089.1 13,069.20

Beer Maker 1

1 240.9 175.2 10 663 1089.1 1089.1 13,069.20

Beer Maker 2
Quality Inspector 1 240.9 175.2 10 663 1089.1 1089.1 13,069.20
Officer
Subtotal 4,356.40 4,356.40 52,156.00

Utility Personnel 1 204.6 148.8 10 1,096.66 1460.06 1460.06 17,520.72

Total 13,493.78 13,493.78 161,925.36

Remittances and Contribution for both administrative and direct labor will expected to increase two percent (2%) annually.
 Table 3.20
13th Month Pay

No. of
Position Basic Pay Total Cost
Employees
Administrative and Selling Overhead
General Manager 1 600 7,200
Marketing Manager 1 500 6,000
Finance Manager 1 500 6,000
Bookkeeper 1 -- 3,720
1 310 3,720
Bartender/Server
1 310 3,720
Cashier
1 310 3,720
Sales Person
Subtotal 2,530.00 34,080
Direct Labor
1 500 6,000
Production Head
1 500 6,000
Beer Maker 1
1 500 6,000
Beer Maker 2
Quality Inspector 6,000
1 500
Officer
2,000 24,000
Subtotal
Utility Personnel 1 310 3,720
Subtotal 2,310.00 27,720.00
Total 4,840.00 58,080.00

13th Month pay for both administrative and direct labor will expected to increase
two percent (2%) annually.
D. MANAGEMENT PROPOSALS
Management proposals of Beer Station are effective work division,
specialization and resource allocation. This creates a uniform flow of work and
specifies boundaries of responsibilities, authority and rights, which do not
overlap. This structure is necessary, as it clarifies to each employee his position
and field of influence in the organization.

In such a scenario, every employee of Beer Station would know his/her

basic rights, duties, immediate superiors and subordinates, along with the
knowledge of opportunities awaiting him, as his relation with the company grows.

An administrative policy is an ongoing directive based on law, guiding

principles and/or goals governing the business operations of the Beer Station. It
is a guide to decision-making in order to promote legal, consistent and fair
business practices and the appropriate use of resources throughout the
organization.

POLICIES, RULES AND REGULATIONS

Article 1: General Function

The general management function of Beer Station is to establish the rules of

conduct within an organization, outlining the responsibilities of both employees
and employers. Company policies and procedures are in place to protect the
rights of workers as well as the business interests of employers. Various policies
and procedures will be established rules regarding employee conduct,
attendance, dress code, privacy and other areas related to the terms and
conditions of employment.
Beer Station has made it a strict policy to hire individuals solely on the basis of
their qualifications. No individual shall be barred from employment in the
company because of nationality, color or religious belief, provided that this is in
conformity with the policies of the Philippine government unless there is a
changes in mandated law of the government.

a. Employment Requirements

Minimum employment requirements must include a finished in high school

education and a good moral character. Gender equality which means men and
women are qualified to enter in the organization. In addition, the individual should
not be related to any officer or employee within the second degree of
consanguinity or affinity. Any potential employee of Beer Station must go through
some screening process to assess his/her mental, physical and moral fitness for
the position applied for.

The proposed business may require him/her to make mental aptitude and
personality tests to find out whether he/she meets the basic standard of
requirements of the job. Otherwise, interviews may suffice. Physical fitness of the
applicant will be determined through a thorough physical check-up by the
company's accredited provider. It is absolutely required that the applicant pass
this physical examination before final approval of his/her application. Scheduling
the details of all examinations will be provided by the Human Resources.

b. Personnel Records

For various reasons, it is important that personnel records must contain

accurate and up-to-date personal information on each employee. Any change in
the marital status and the number of children in the immediate family of the
employee should be reported promptly. This information has a direct bearing on
the amount of payroll deductions for withholding tax, SSS, Philhealth and PAG-
IBIG fund and other government premiums. Any change in the telephone number
or address should also be reported promptly. If an employee has furthered
his/her education, he/she is urged to have this recorded in his/her personnel
folder. This will be helpful in determining his qualifications for promotion or
transfer within the Beer Station.
c. Official Business
For employees performing official business outside office premises, the
employee concerned shall ensure the following:
1. Prior to departure, the employee concerned should see to it that Official
Business Form is duly accomplished and approved by the Unit Sales Manager
stating the date, company to visit, purpose, and duration of official business.
2. Employee concerned to submit approved Official Business Form to the
distributor’s guard on duty for record purposes and the other copy to Human
Resources for attendance purposes.

Article 2: Administration

The following are the current policies and guidelines of the employees of
Beer Station.
a. Hours of Work
Office/Business hours are generally between 8:00 am to 5:00 pm Monday to
Saturday with 1-hour break.

b. Registering Working Time

An accurate record of hours worked shall be maintained as a basis for computing
salary and monitoring attendance.
Guidelines:
1. All employees are required to register their working time upon arrival in the
morning in distributor’ biometrics, before and after lunch, when they depart in the
evening, including overtime rendered.
1.1 Employees below the rank of officers use the existing timekeeping system to
clock time in and time out.
1.2 Actual time of arrival and departure of Officers shall be recorded in the
logbook provided for this purpose by the assigned person.
2. Failure to clock time worked will result to non-payment of salary to date.
3. Certain circumstances though considered excused will still require manual
recording of time worked, subject to counter signature by department head
concerned.

c. Overtime and Additional Hours

As a matter of policy, Beer Station expects employees to finish work
assignments within the regular working hours, Overtime is discouraging and
allowed only when business exigencies require. To be compensable, an overtime
has to conform to the following:
1. Authorization.
It has to be covered by an Overtime Authorization Form (OTF) duly endorsed by
their immediate superior and approved by Unit Sales Manager, stating the work
to be done and estimated duration of overtime. The same shall be submitted to
Human Resources at least one (1) day ahead of the scheduled overtime.
2. Duration.
Overtime should be rendered for a minimum of one (1) hour and a maximum of
two and a half (2 ½) hours during regular working days. This is based on proven
effective working hours of employees. On Holidays and rest days, overtime hours
should not be more than eight (8) hours, but preferably until 12 noon only. This is
on account of working conditions conducive to quality performance which is up to
the said time. Authorization beyond allowable number of hours shall be indicated
by the department/branch head and duly approved by the Unit Sales Manager on
the OTF's TIME OUT column.
3. Starting Time.
Overtime during regular days shall commence 15 minutes after the normal
regular hours or at 6:45PM. On the other hand, overtime during rest days and
holidays shall commenced no later than 9:30AM and a leeway of up to 10:00AM
 is allowed.
4. Timekeeping.
Concerned employees shall continue to CLOCK IN and CLOCK OUT time
worked on distributor’s Biometrics.
Upon approval by General Manager, overtime authorization form copies shall be
distributed to the assigned persons.

d. Dress Code
Wearing of uniform shall be required of all regular personnel. Management
hopes the same shall contribute to the enhancement of professional image which
Beer Station wishes to project.
1. Uniforms are issued upon an employee’s non-project based and replenished
yearly.
2. Both male and female employees are provided with five (5) sets of uniform.
Both Male and Female employees are issued five (5) polo shirt employees are
given
3. The uniform shall be worn strictly as work clothing by bonafide employees of
Beer Station. Lending the same to friends, relatives and other parties are
prohibited.
  The uniforms are not meant for wearing other than to work.
4. Uniform color coding
Monday: White
Tuesday: Green
Wednesday: Blue
Thursday: Black
Friday: Red
Saturday: Civilian.
5. Saturday is designated wash day when employees may wear civilian clothing.
6. Appropriate, acceptable and decent dressing on Saturdays exclude the
following: shorts, halters, tight fitting, see through and other similar outfit which
decimate the professional image of Beer Station and/or wardrobe distracting in
 the work environment.
7. Wearing slippers and shorts are strictly not allowed unless there’s an
announcement dress down
 
b. Harassment/Discrimination
 
Beer Station’s employment policy shall provide for its employee’s equality of
opportunity regardless of: race, color, sex, creed, religion, political affiliation,
marital status, or on the basis of handicap and shall not show partiality to grant
any special favors to any employee or group of employees. This policy is based
on the same philosophy as the Philippine Equal Employment Opportunity Act
7277.

According to Republic Act No. 7277 Section 5, Equal opportunity Employment

need every business organization to be compliant with this law. The Beer Station
will implement Equal opportunity laws or rules that promote fair treatment in the
workplace. In Beer Station, it includes anti-discrimination and affirmative action
policies, for example – to encourage unprejudiced behavior within the workplace.
These policies discourage inappropriate behavior from employees, supervisors
and independent contractors in regard to the race, gender, sexual orientation or
religious and cultural beliefs of another person within the organization.

c. Occupational Health and Safety

 
Beer Station will, as far as practicable, provide a safe work environment for
the health, safety and welfare of our employees, contractors, visitors and members
of the public who may be affected by our work. To do this, Beer Station will:
 
 Develop and maintain safe systems of work, and a safe working
environment;
 Consult with employees and health and safety reps on safety;
  Provide information and training for employees;
 Assess all risks before work starts on new areas of operation, for example,
buying new equipment and setting up new work methods, and regularly
review these risks;
 Remove unacceptable risks to safety;
 Provide employees and contractors with adequate facilities (such as clean
toilets, cool and clean drinking water);

Ultimately, everyone at the workplace is responsible for ensuring health

and safety at that workplace. All persons responsible for the work activities of
other employees are accountable for:
 Identifying practices and conditions that could injure employees, clients,
members of the public or the environment; and
 Controlling such situations or removing the risk to safety. If unable to control such
practices and conditions, report these to the Administration Department.

Beer Station demands a positive, proactive attitude and performance with

respect to protecting health, safety and the environment by all employees,
irrespective of their position.

Disciplinary Actions
Beer Station disciplinary actions explains how the business address their
employees’ misconduct or inadequate performance. Employees must be aware
of the consequences of their actions. We use this policy to outline our disciplinary
procedure.
Scope
This policy applies to all our employees.
Policy elements
The stages that may be followed when discipline is deemed necessary include
the following:
 1. Verbal warning
2. Corrective Actions/Counseling
3. Official written reprimand
4. Disciplinary meeting with appropriate supervisor or manager
5. Final written warning
6. Detraction of benefits
7. Indefinite suspension or demotion
8. Termination

The nature of the offense of Beer Station will be explained to the employee from
the beginning of the procedure. The verbal warning may take the form of a
simple oral reprimand but also a full discussion if that is necessary. The
employee must read and sign the written reprimand and final written warning.
These documents include the time limit in which an employee must correct their
conduct before we take further disciplinary action.

 
 E. PROJECT SCHEDULE
2019 FIGURE 6.1 IMPLEMENTATION PLAN 2020

Activities Person(s) Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sept Oct
Responsibl
e
Feasibility Proponents
Study
Rented Marketing
Space Team
Selection
Store outlet General
Renovation Manager
Procuremen Production
t of Team
Equipment
Business Proponents
Registration
Actual Proponents

It was planned that the site selection, renovation of the store, purchasing of tools and equipment and registration of the
business will be done in seven (7) month created program

Stages of Development and Implementation:

a. Conducting feasibility study- 6 months

b. Site Selection- 2 months
c. Renovation of store- 45 days
d. Purchase of tools and Equipment- 1 month
e. Registration of the business- 1 month
f. Actual operation
 APPENDIX 1

ARTICLES OF PARTNERSHIP
OF
THE BEER STATION

KNOW ALL MEN BY THESE PRESENTS:

That we, the undersigned partners, all of legal age, residents and citizens of the
Philippines, have on this day voluntarily associated ourselves together for the purpose of
forming a general partnership under the following terms and conditions and subject to
existing and applicable laws of the Republic of the Philippines:

AND WE HEREBY CERTIFY:

ARTICLE I. Partnership Name: That the name of this partnership
shall be: Eco-Gift Zone and shall transact business under the said company name.
ARTICLE II. Business Purpose: That the purpose/s for which this partnership
is formed is/are:
1. To conduct business related to retailing that will beer made from the finest ingredients;
2. To earn additional profit while helping the environment;
3. Help in the economic growth of our province by the way of employment and taxes;
and
4. Be the top provider of this product not only in Daet, but also in all parts of Camarines
Norte.
ARTICLE III. Principal Place of Business: That the principal place of business
of this partnership shall be located at: Barangay Lag-on, Daet, Camarines Norte
ARTICLE IV. Term of Existence: That this partnership shall have a term of 50
years from and after the original recording of its Articles of Partnership by the Securities
and Exchange Commission.
 ARTICLE V. Partners’ Circumstances: That the names, nationalities and
complete residence addresses of the partners are as follows:

Name Nationality Complete Residence Address

ARTICLE VI. Capital Contributions: That the capital of this Partnership shall
be the amount of ____________ (P_________), Philippine Currency, contributed in cash
by the partners, as follows:

Name Amount Contributed

That no transfer of interest which will reduce the ownership of Filipino citizens to less
than the required percentage of capital as provided by existing laws shall be allowed or
permitted to be recorded in the proper books of the partnership.

ARTICLE VII. Sharing Ratios: That the profits and losses of this partnership
shall be divided and distributed proportionately on the ratio of the capital contribution of
each partner.

ARTICLE IX. Management: That this partnership shall be under General

Partnership, as General Manager, who shall be in charge of the management of the
affairs of the company. He shall have the power to use the partnership name and in
otherwise performing such acts as are necessary and expedient in the management of
the firm and to carry out its lawful purposes.
 E. PROJECT SCHEDULE Figure 6.1 Project Schedule

ARTICLE X. Undertaking to Change Name: That the partners undertake to

change the name of this partnership, as herein provided or as amended thereafter,
immediately upon receipt of notice or directive from the Securities and Exchange
Commission that another corporation, partnership or person has acquired a prior right to
the use of that name or that the name has been declared as misleading, deceptive,
confusingly similar to a registered name, or contrary to public morals, good customs or
public policy.
IN WITNESS WHEREOF, we have hereunto affixed our signatures this ____
day of ______, 20___, at ________.