BUSINESS STRUCTURE

The business will be a general partnership form of business. This type of

business is a business arrangement by which two or more individuals agree to share in
all assets, profits and financial and legal liabilities of a jointly-owned business structure.
This type of business structure offer participants the flexibility to structure their
businesses giving partners the ability to control operations more closely. This allows for
more swift and decisive management, compared with corporations, which often must
slog through multiple levels of bureaucracy and red tape, which complicates and slows
down the implementation of new ideas.

In this study, the proponents are the partners/owners. It consists of 5 partners

wherein each would contribute equal capital contribution which will be used to finance
the company’s operations. It would consist of 4 capitalist partners and 1 industrial-
capitalist partner. This would lessen the burden of raising capital for the business. Also,
the cost of creating a general partnership is considerably cheaper than setting up a
corporation or a limited liability partnership. General partnerships likewise involve
substantially less paperwork. Businesses as partnerships do not have to pay income
tax; each partner files the profits or losses of the business on his or her own personal
income tax return. This way the business does not get taxed separately.

Partnerships are the only type of business entity that can be formed by a
handshake or oral agreement.  However, in order to avoid any potential disputes
leading from misunderstandings, it is important to treat a Partnership just like any
important legal relationship and make sure it is memorialized with a written Partnership
Agreement.  

A general partnership can provide business with structure and control in addition
to other benefits. In most general partnerships, profits are shared equally among the
partners. Typically, partners will sign a contract at the commencement of the general
partnership, which outlines how profits and losses will be divided. As asset protection
vehicles, general partnerships are not an ideal choice, since they do not offer limited or
severable liability. Each partner is responsible for the actions and liabilities of every one
of the other partners. A general partnership is intended to distribute risk as well as
managerial flexibility.

In a general partnership, each partner has an equal right to participate in the

management and control of the business. The partners may resolve disagreements by
majority rule or by developing a voting system or another form of dispute resolution.
Some partnerships, though not many, allow certain elected members to manage the
partnership like a company board. One popular benefit of a general partnership is
freedom from the bureaucracy associated with other business structures, like
corporations.

Also, in a general partnership, the owners’ responsibilities to one another are

clear. Each partner owes a contractual duty to the rest and can be held responsible for
violations of the partnership agreement. Each partner also owes a fiduciary duty to the
organization, and should set aside personal interests for those of the general
partnership.

TOTAL CAPITAL CONTRIBUTION

TYPES OF PARTNERS
CAPITAL
NAMES As to CONTRIBUTION
As to Liability
Contribution
Zsanrah Mae Giray General Capitalist
Justine Cleo Mejos General Capitalist
Jan Jethro Masalig Limited Capitalist
Reia Karen Onrejas General Capitalist

Industrial-
Marlmarx Jolejole General
Capitalist
 TOTAL

PERSONNEL AND RESPONSIBILITIES

Reel Stories will employ Videographers, Assistant Videographers, Drone Pilot, Editors,
SDE Editors, Front Desk Receptionist, Cashier, Accounting staff, Utility and Security
Guard.

ORGANIZATIONAL CHART

Manager

Security Guard
Utility

Front Desk Human Resource

Editor Accountant
Receptionist Officer

Main Videographers

Responsible for planning, filming videos that could be used for a variety of projects such
as weddings, debuts, or christenings. They shoot, develop, and to capture important
moments, sporting events, and other action. They work full- and part-time hours during
flexible shifts, including weekends and evenings, depending on when events are
scheduled to take place.

Qualifications:
  Male or Female
 Must be 25 years old and above
 At least College graduate
 Good Communication Skills, Leadership Skills, and Interpersonal Skills
 Excellent Videography Skills
 Camera Literate
 With at least 2 or more years of managerial experience in the related field.
 Willing to travel to the designated venue of the event

Assistant Videographers

Assists the main videographers for planning, filming videos that could be used for a
variety of projects such as weddings, debuts, or christenings. They also help them carry
the equipment that will be used in the event.

Qualifications:

 Male or Female
 Must be 18 years old and above
 At least Senior High School graduate
 Good Communication, Leadership, and Interpersonal Skills
 Excellent Videography Skills
 Camera Literate
 With at least 1 years of managerial experience in the related field.
 Willing to travel to the designated venue of the event

Drone Pilot
Plans routes for drones to fly and then navigate the drones along those paths. Checks
the drones before they are flown to ensure that they are operating properly and
monitoring the drone while it is being handled.

Qualifications:

 Male or Female
 Must be 18 years old and above
 At least High School graduate
 Excellent Drone Flying Skills
 Camera Literate
 With at least years of managerial experience in the related field.
 Must be a licensed Drone Pilot
 Willing to travel to the designated venue of the even

Editors

Generally responsible for editing and assembling recorded raw material into a suitable,

finished product ready for presentation. The material may include camera footage,
dialogue, sound effects, graphics and special effects.

Qualifications:

 Male or Female
 Must be 18 years old and above
 At least Senior High School graduate
 Good Communication, Leadership, and Interpersonal Skills
 Excellent Editing Skills
 Computer Literate
 With at least 2 years of managerial experience in the related field.
 Willing to travel to the designated venue of the event

Front Desk Agent / Receptionist

They provide information about the business, receive and process reservations, fill out
arrival/departure forms, deals with guest complaints, handle the checking-in and out of
guests, answers phone calls and handles guest registrations.

Qualifications:

 Male or Female
 Must be 20 years old and above
 College graduate with a degree in Hotel Management/Tourism or any related
course
 Fresh graduates are welcome to apply
 Computer Literate
 Good communication skills
 Can speak and understand English, Tagalog and Winaray
 With pleasing personality

General Manager

Manage the Reel Stories in carrying out duties and responsibilities to ensure smooth
operations of the business. Fills in for the responsibilities of the staffs and other
personnel during the days that they are off from work.

Qualifications:

 Male or Female
 Must be 25 years old and above
 College graduate with a degree in Management or any related course
 Good Communication Skills (both oral and written), Leadership Skills
 Excellent Management Skills
 Computer Literate
  With at least 2 years of managerial experience in the related field.

Human Resource Manager

Oversees the hiring process and other human resource aspects of the company such
as: compensation/benefits, recruitment, training, employee and labor relations.

Qualifications:

 Male or Female
 Must be 25 years old and above
 College graduate with a degree in Human Resource Management
 Good Communication Skills (both oral and written), Leadership Skills, and
Interpersonal Skills
 With at least 2 years of managerial experience in the related field.

Accountant

Handles the financial transactions of the business. Their day-to-day work typically
includes handling tax-related duties, overseeing the business payroll, handling
discrepancies and maintaining budget. They also oversee the work of other accountants
as well as checking subordinates’ work and providing feedback.

Qualifications:

 Male or Female
 Must be 25 years old and above
 A bachelor’s degree in Accountancy
 Preferably CPA
 Proficient in basic financial software
 Have strong leadership and organizational skills
 Good Communication Skills (both oral and written) and Interpersonal Skills
 Must have at least 2 years of work experience in the related field
Utility

Primarily responsible for maintaining the perimeter properties and utilities so they are
clean, safe, and suitable for use.

 Male
 Must be 22 years old and above
 Must possess at least high school diploma or vocational diploma
 Physically Fit and knows how to use firearms

Security Guard

Ensure the security and safety and well-being of all personnel, visitors and the
premises, as well as strict adherence to business’ rules and regulations. Secure
properties and personnel by patrolling property, monitoring surveillance equipment,
inspecting the perimeter and access points, permitting entry.

Qualifications:

 Male
 Must be 22 years old and above
 Must possess at least high school diploma or vocational diploma
 Physically Fit and knows how to use firearms

CODE OF ETHICS AND PROFESSIONAL CONDUCT

I. THE WORK ENVIRONMENT

Employees should act with Integrity, comply with laws, maintain professional work
and comply with company policies. They should treat colleagues, partners and most
especially customers ethically at all times.
a. Violence Policy
Workplace violence is any physical acts of violence or threat to harm person or
property. Abusive behaviours, whether verbal, psychological or physical, are also
considered violence. Thus, employees are restricted from:
i. Rendering unwelcome, embarrassing, offensive, threatening or degrading
language to his/her fellow employees;
ii. Provoking fear or diminishes a person’s dignity or self-esteem;
iii. Doing unwelcome verbal or physical assault;
iv. Bullying other employees either verbal or physical;
v. Concealing or using weapons against other employees;
vi. Sexual or racial harassments.

b. Substance Abuse Policy

i. Employees are strongly prohibited from coming to work and/or performing
work while under the influence of alcohol and/or other controlled
substances;
ii. Prescription and over-the-counter medications are not prohibited when
taken according to the medication directions and/or according to the
provider’s prescription and provided the employee remains fit for the duty;
iii. Employees are prohibited, during work and off duty, from engaging in
unlawful manufacture, distribution, dispensation, solicitation, sale, transfer
or possession of illicit drugs, controlled substances, inhalants or drug
paraphernalia;

c. Discrimination and Harassment Policy

Harassment/Discrimination is a behaviour that is unwanted, unreasonable and
offensive to the recipient, which creates an intimidation, hostile or humiliating
work environment for that person. Hence, any form of discrimination or
harassment including the following is prohibited:
i. Race, ethnic, origin, nationality or skin colour;
ii. Gender and/or sexual orientation;
iii. Religious or political convictions;
iv. Membership or non-membership of a trade union;
v. Disabilities, illness, sensory impairments or learning difficulties; and
vi. Age
vii. Comments, jokes or degrading language or behaviour that is sexual in
nature;
viii. Sexually suggestive objects, books, magazines, photography, cartoons,
pictures, calendars, posters, electronic communications, or other
materials;
ix. Unwelcome sexual advances, requests for sexual favours or any sexual
touching;
 x. Offering favourable terms or conditions of employment or benefits in
exchange for sexual favour or threatening or imposing less-favourable
terms or conditions of employment if sexual favours are refused; and
xi. Sexual harassment whether it’s between member of opposite sex and
members of the same sex.

d. Safety Policy
i. Management
Management should provide and maintain as far as possible:
a. A safe working environment;
b. Safe systems of work;
c. Facilities for the welfare of workers;
d. Information, instruction, training, and supervision that is
reasonably necessary to ensure that each worker from injury and
risks to health;
e. A commitment to consult and co-operate with workers in all
matters relating to health and safety in the workplace; and
f. A commitment to continually improve our performance through
effective safety management.
ii. Workers
Each worker has an obligation to:
a. Comply with the safety work practices, with the intent of avoiding
injury to themselves and others and damage to plant and
equipment;
b. Take a reasonable care of the health and safety of themselves
and others;
c. Comply with any directive given by management for health and
safety;
d. Not misuse or interfere with anything provided for health and
safety;
e. Report all accidents and incidents on the job immediately, no
matter how trivial; and
f. Report all unknown or observed hazards to their supervisor or
manager.

e. Attendance Policy
i. Employees are expected to be punctual in attendance;
ii. Employees who are unable to work due to illness or an accident should
notify their supervisor or manager.

DISCIPLINARY ACTIONS
Management should see to it that existing policies and procedures of the business organization
are followed. Furthermore, management is advised to follow the Progressive Disciplinary
Actions.

Termination of
Employment

1. Verbal Warning
Management should never right away suspend or terminate employee’s employment if
caught or intended to violate the existing policies. The Progressive Disciplinary Action
suggests that give the employee a verbal warning for him to know that he violated the
policies. Moreover, this action suggests communicating to employees why they violated
the policies. This will enable the management know the employees side.

2. Informal Letter
If the employee still violates the policies existing in the workplace, the management
should send an informal Letter of Reprimand for Compliance. This will further the
awareness of the employee in relation to his violation.

3. Formal Letter
If after a reasonable time, the employee still violates the policies, the management is
advised to send a Formal Letter to employees in default. The letter should include the
reason why management sent a letter, what is the letter about and what will be the next
course of action to take by the management in case the employee will violate again.

4. Unsatisfactory Evaluation or Suspension Without Pay

 Management is advised to tag employees who continually violate policies an
unsatisfactory raking or evaluation. This further suggests that if unsatisfactory rating is
not enough to move employees from noncompliance, suspension without pay may be
imposed. However, according to Section 8 Preventive Suspension of the Omnibus Rules
Implementing the Labor of the Philippines, the employer may place the worker
concerned under preventive suspension only if his continued employment poses a
serious or imminent threat to the life or property of the employer or his co-workers.
Hence, no suspension be right away imposed by the employer if the grounds for
suspension is not anchored of the aforementioned section. Moreover, Section 9 Period
of Suspension of the same code, No preventive suspension shall last longer than thirty
(30) days. The employer shall thereafter reinstate the worker in his former or in a
substantially equivalent position or the employer may extend the period of suspension
provided that during the period of extension, he pays the wages and other benefits due
to the worker. In such case, the worker shall not be bound to reimburse the amount paid
to him during the extension if the employer decides, after completion of the hearing, to
dismiss the worker.

5. Termination of Employment
According to Article 282 of the Labor Code of the Philippines, an employer can terminate
an employee for just causes, which could be any of the following:
i. Serious misconduct or wilful disobedience by the employee of the lawful
orders of his employer or representative in connection with his work;
ii. Gross and habitual neglect by the employee of his duties;
iii. Fraud or wilful breach of the trust repost in him by his employer or duly
authorized representative;
iv. Commission of crime or offense by the employee against the person of
his employer or any immediate member of his family or any authorized
representatives; and
v. Other similar causes

The law provided further grounds for termination in Article 283 of the Philippine Labor
Code. The aforementioned grounds are not exhaustively presented. Yet Article 283 may
be a reference for further cases.

WORKING SCHEDULE

WORKING
POSITION SHIFT DAYOFF
HOURS
7:00 AM – 11:00 AM and
Accountant 8 Hours Sunday
1:00 PM – 5:00 PM
7:00 AM – 11:00 AM and
Editor
1:00 PM – 5:00 PM
7:00 AM – 11:00 AM and
Front Desk Receptionist 8 Hours Sunday
1:00 PM – 5:00 PM
7:00 AM – 11:00 AM and
Manager 8 Hours Sunday
1:00 PM – 5:00 PM
 7:00 AM – 11:00 AM and
Security Guard 8 Hours Sunday
1:00 PM – 5:00 PM
7:00 AM – 11:00 AM and
Utility 8 Hours Sunday
1:00 PM – 5:00 PM

PRE-OPERATING SCHEDULE

ACTIVITIES DESCRIPTION TIME ALLOTED

Planning phase includes the
determination of the pre-
opening budget that reflects
the anticipated expenses
required to prepare for the
Planning Phase and Pre- opening of the business. It also
Feasibility includes the close monitoring
of a wide range of issues that
will be surfacing during pre-
opening phase and also the
tracking progress of the
business plan.
A feasibility study is
an analytical tool used during
the project planning process
that
shows how a
business would operate under 
an explicitly stated set of assu
mptions. These assumptions in
clude
Conduct Feasibility Study the technology used (the faciliti
es, types
of equipment, manufacturing pr
ocess, etc.) and the
financial aspects of
the project (capital needs, volu
me, cost of goods, wages etc.).
It is conducted in order for the
group to determine the viability
of the planned business.
File Legal and Business After writing the business plan
Requirement and deciding on a business
structure, other legal
requirements involved will be
considered to make the
business operative.
Registration of the business
name, obtaining proper license
and permits, and
 understanding of business
laws and regulations are
examples of the requirements
needed to start-up a business.
A business structure like
partnership needs to be
registered in SEC. SEC
requires the drawing of articles
of patnership. Articles of
partnership is a voluntary
Drawing of Articles of contract between/among two
Partnership or more persons to place their
capital, labor, and skills into
business, with the
understanding that there will be
a sharing of the profits and
losses between/among
partners.
Establishment of a partnership
is completed by the
contribution of the partners,
may it be money, property, or
Investment by Partners
industry to a common fund.
Investment by the partners is
needed for the business to
start operating.
In addition to the investment by
the partners, a fund coming
from outside sources will also
be needed to sustain the
Loan application and
development of the business.
requirements compliance
Credit requirements are
needed and must be complied
properly in order for the loan to
be granted.
Construction of the building
shall not start without the land.
Proper acquisition by land
Contract Signing of Land
must be made and appropriate
Transfer
documents of land transfer
must be signed by the involved
parties.
Contract Signing with the Construction of the building
Contractual Partner shall not progress without the
contractual partners. A
contractor must be obtained
because he will be the one
responsible for the materials,
labor and other services. Also,
he is responsible for the quality
 of the work performed by any
or all other subcontractors.
After the approval of the
construction budget, actual
construction will start. This
phase includes procurement of
Construction Phase
labor, materials and finalization
of budget. The construction
phase completes the building
and the scope of the project.
Key personnel might be
brought on board prior to
opening of the business. They
Hiring of Administrative Staff will be needed for the
administration of the business
and hiring of the lower-level
staffs.
Manpower is significant in
every business. Employees
play a vital role in the success
of a business. Employee hiring
Hiring of Employees must be carefully planned.
Required qualifications must
be identified, timing of hiring
and wage range must also be
determined.
Employment does not stop
during hiring phase. Training of
the employees is needed for
Training of Employees them to gain more knowledge
and skill about their field.
Continuing education must be
given importance.
In order to better anticipate and
ensure adequate funding,
owners should review carefully
Purchase and set-up of
with management the opening
Machineries, Equipment, and
requirements, including capital
Furniture
and operating costs for
equipment, machineries and
furniture.
Appropriate promotional
campaign must be identified by
Promotional Campaign the management. Printed or
digital promotions are to be
considered.
Formal Business Start-up One should remember that
opening a new hotel presents
additional challenges, as well
as opportunities. Promotions
 and introduction of the
business, over-all
housekeeping, and possible
formal opening promos will be
weighed out. Maintaining close
oversight during the pre-
opening period is critical to a
property’s ramp-up, as well as
achieving financial objectives
and investment returns.

ESTIMATED ANNUAL MANPOWER COST

(In Philippine Peso)
Man-
Annual
Position Basic 13th No. of power
Daily Philheal PAG- Man-
(Regular Monthly SSS Month Person cost
Rate th IBIG power
Employees) Pay Pay -nel per
cost
month
Accountant
Editor
Front Desk
Receptionist
Manager
Security Guard
Utility
Accountant
TOTAL

Man- Annual
Basic No. of
Position (Part- Daily power Man-
Monthly Person-
time Employees) Rate cost per power
Pay nel
month cost
Accountant
Editor
Front Desk
Receptionist
Manager
Security Guard
Utility
TOTAL